Hiring in Ireland from Australia

On this page (7 sections)

Overview
Australia and Ireland at a glance
The differences that matter most
Common compliance traps
How an EOR works in Ireland
FAQs
Sources

EURLocal currency

DublinCapital

GMT (UTC+0) or IST (UTC+1), 9 to 11 hours behind SydneyTime difference

Overview and why companies expand from Australia to Ireland

Ireland is an English-speaking member of the European Union with access to the EU single market.
Dublin hosts the European headquarters of many technology and financial services companies, creating a deep talent pool.
Ireland's common law legal system is familiar to Australian businesses.
Australians aged 18 to 35 can apply for a Working Holiday Authorisation in Ireland.

For Australian employers, Ireland feels familiar: a common law system, English as the working language and statutory protections that resemble Australia's in many ways. The differences come from EU law, such as limits on probation and working time, and from Ireland's own social insurance and pension systems.

Australia and Ireland at a glance

Summary only. Figures were checked against the official sources listed below on 2026-10-08. Many rules depend on the employee's award, contract, state or province.
Topic	Australia	Ireland
Employment contracts	A written contract is not legally required but is standard practice. Employers must give every new employee the Fair Work Information Statement, plus the Casual or Fixed Term Contract Information Statement where relevant. A modern award or enterprise agreement usually sets minimum terms. Fixed-term contracts are generally limited to 2 years or 2 consecutive contracts.	Employers must give a written statement of 5 core terms within 5 days of starting and a full written statement within 1 month.
Probation	No statutory probation. In practice the unfair dismissal "minimum employment period" works as one: 6 months, or 12 months for small businesses with fewer than 15 employees.	Probation is generally limited to 6 months, extendable to 12 months only in exceptional circumstances.
Working hours	Maximum 38 ordinary hours a week plus reasonable additional hours under the National Employment Standards. Awards set overtime rates. Employees have a right to disconnect outside working hours unless refusing is unreasonable.	The Organisation of Working Time Act limits the average working week to 48 hours.
Minimum wage	National Minimum Wage of $26.44 an hour ($1,004.90 a week) from 1 July 2026. Most employees are covered by a modern award with higher minimum rates for their classification.	National minimum wage of €14.15 an hour for workers aged 20 and over from 1 January 2026.
Annual leave	4 weeks paid annual leave a year for full-time employees (5 weeks for some shift workers), accruing progressively. Untaken leave is paid out on termination. Many awards add a 17.5% leave loading.	4 working weeks paid annual leave a year (20 days for a five-day week).
Sick leave	10 days paid personal/carer's leave a year for full-time employees, plus 2 days unpaid carer's leave and 2 days paid compassionate leave per occasion. All employees can also take 10 days paid family and domestic violence leave a year.	Statutory sick pay for a set number of days a year at 70% of earnings up to a daily cap, payable by the employer once the employee has 13 weeks of service.
Parental leave	Up to 12 months unpaid parental leave after 12 months of service, with the right to request 12 more. The government funds up to 26 weeks of Parental Leave Pay at the national minimum wage from 1 July 2026, paid through Services Australia rather than the employer.	26 weeks maternity leave plus up to 16 weeks unpaid, 2 weeks paternity leave, parent's leave and unpaid parental leave. State benefits support the paid elements.
Public holidays	National public holidays such as New Year's Day, Australia Day, Good Friday, Easter Monday, Anzac Day, Christmas Day and Boxing Day, plus state and territory holidays. Employees who work on a public holiday are usually paid penalty rates under their award.	10 public holidays a year.
Retirement and social security	Superannuation Guarantee of 12% of qualifying earnings, paid by the employer on top of wages. Since 1 July 2026 super must be paid each payday and reach the fund within 7 business days (Payday Super). There is no separate employer social security levy.	Employer PRSI of 11.25% for most employees from 1 October 2025, rising to 11.40% from 1 October 2026. Pension auto-enrolment (My Future Fund) started on 1 January 2026, with employers contributing 1.5% for eligible employees in the first phase.
Payroll taxes	Employers withhold PAYG income tax from wages. Each state and territory charges payroll tax once total Australian wages pass a threshold, for example 5.45% above $1.2 million in NSW and 4.85% above $1 million in Victoria. Workers' compensation premiums are also payable.	Employers deduct income tax, Universal Social Charge and employee PRSI through PAYE, reported to Revenue in real time.
Notice periods	Employer notice under the National Employment Standards: 1 week (up to 1 year of service) rising to 4 weeks (over 5 years), plus 1 week if the employee is over 45 with at least 2 years of service. Pay in lieu is allowed. Awards set employee notice.	Statutory minimum notice from 1 week (13 weeks to 2 years of service) up to 8 weeks (15 years or more).
Dismissal protection	Unfair dismissal protection applies after the minimum employment period to employees covered by an award or agreement, or earning under the high income threshold of $190,100 (from 1 July 2026). General protections against adverse action apply from day one. Small businesses can follow the Small Business Fair Dismissal Code.	Unfair dismissal protection generally applies after 12 months of continuous service. Fair procedures are expected in every case.
Severance	Statutory redundancy pay of 4 weeks (1 to 2 years of service) rising to 16 weeks (9 to 10 years), then 12 weeks at 10 years or more, when long service leave usually takes over. Small businesses with fewer than 15 employees are generally exempt.	Statutory redundancy after 2 years of service: 2 weeks' pay per year of service plus 1 bonus week, subject to a weekly cap of €600.
Mandatory benefits	Superannuation, workers' compensation insurance (state-based and compulsory), paid leave under the National Employment Standards and long service leave under state and territory laws, usually after 7 to 10 years of service.	PRSI, statutory sick pay, statutory leave and pension auto-enrolment.
IP and restraint clauses	Post-employment restraints are only enforceable if reasonable to protect a legitimate business interest. Employers generally own IP that employees create in the course of employment. The federal government has proposed banning non-compete clauses for employees under the high income threshold from 2027; this was not law at the last review.	Restrictive covenants are enforceable only if reasonable and necessary to protect a legitimate interest.
Visas and right to work	Every worker needs Australian work rights, which employers can check through VEVO. Sponsored skilled hires generally use the Skills in Demand (subclass 482) visa, which needs an approved sponsor. Some EORs can sponsor, many cannot.	Non-EEA hires need an employment permit such as a Critical Skills Employment Permit. Australians aged 18 to 35 can use the Working Holiday Authorisation.

The differences that matter most

Written terms, fast

Employers must give 5 core terms in writing within 5 days of the start date, and a full written statement within 1 month. This is stricter than Australia, where a written contract is best practice but not mandatory.

Probation has a limit

Probation is capped at 6 months in most cases. Unfair dismissal protection then generally applies after 12 months of service, compared with Australia's 6 months (or 12 for small business).

PRSI and auto-enrolment instead of super

Employers pay PRSI at 11.25% for most employees, rising to 11.40% from October 2026, and contribute to My Future Fund for eligible employees who are not in a pension scheme. Total employer pension costs are much lower than 12% super in the first years of auto-enrolment, but rise over time.

Statutory sick pay

Irish statutory sick pay is paid at 70% of normal pay up to a daily cap for a limited number of days. Many employers provide more generous contractual sick pay.

Redundancy

Statutory redundancy pay after 2 years of service is 2 weeks' pay per year of service plus a bonus week, with weekly pay capped at €600. Employers can claim no rebate from the state for these payments.

Common compliance traps

Missing the 5-day statement of core terms.
Probation periods longer than 6 months without justification.
Overlooking auto-enrolment for employees without a pension scheme.
Working time records, which must be kept to show compliance with the 48-hour average limit and rest breaks.
Employment permits for non-EEA hires, which must be in place before work starts.

How an EOR works in Ireland

An Irish EOR employs your hire through its Irish company, issues compliant written terms, registers the employee with Revenue for PAYE, USC and PRSI, applies auto-enrolment and sick pay rules and handles employment permits where it can. You manage the work. Larger teams often move to an Irish subsidiary, which also gives you an EU trading base.

Frequently asked questions

How long can probation last in Ireland?

Probation is generally limited to 6 months, and can only be extended to a maximum of 12 months in exceptional circumstances where it is in the employee's interest.

What is auto-enrolment in Ireland?

Ireland's pension auto-enrolment scheme, My Future Fund, started on 1 January 2026. Eligible employees who are not already in a qualifying pension scheme are enrolled, and employers contribute 1.5% of gross pay in the first phase, with rates rising in later years.

How much is employer PRSI?

The employer PRSI rate for most employees is 11.25% from 1 October 2025, rising to 11.40% from 1 October 2026. A lower rate applies for lower earners.

Is there statutory sick pay in Ireland?

Yes. Employees with at least 13 weeks of service are entitled to paid sick leave for a set number of days a year at 70% of their normal pay, up to a daily cap. Check Citizens Information for the current number of days and cap.

Do Australians need a permit to work in Ireland?

Most Australian citizens need an employment permit or visa to work in Ireland. Common routes are the Critical Skills Employment Permit and the General Employment Permit. Australians aged 18 to 35 can use the Working Holiday Authorisation.

Sources

Last reviewed: 2026-10-08

Figures on this page were checked against these official sources on 8 October 2026. Rates and thresholds change, often on 1 January, 1 April or 1 July, so confirm current figures before relying on them.

New to the model? Start with what an Employer of Record is, then compareEOR costs and pricing models.