Occupational pension
Typically a defined-contribution scheme. Since 1 January 2026, staff not in a payroll pension are auto-enrolled into the State's My Future Fund — so the choice between your own scheme and the default matters.
For US & international employers
Employee benefits in Ireland, for multinationals.
Building or running a team in Ireland from a head office elsewhere? The landscape feels both familiar and subtly different. Here's the shape of it — and where a local broker saves you time and risk.
The core building blocks
What established Irish employers typically provide
Death-in-service / group life
A lump sum, commonly a multiple of salary, paid if an employee dies while employed.
Income protection
Replaces part of an employee's income after long-term illness or injury.
Private medical insurance
Widely valued by Irish employees and offered on top of the public system.
These sit on a statutory floor: PRSI, statutory sick pay, generous family-leave entitlements, a minimum of four weeks' annual leave, and public holidays.
Where Ireland differs from the US
Four differences worth knowing early
No employer healthcare mandate
Ireland runs a public system alongside private insurance. Offering PMI is a competitive choice, not a legal requirement.
Generous pension tax relief
But with its own rules and limits — and now the auto-enrolment layer to navigate.
Benefit-in-kind rules
Employer-paid perks such as medical insurance are taxed as a benefit in kind.
No “at-will” employment
Irish employment protections are stronger, affecting retirement, termination and benefits continuity.
A safe pair of hands for your Irish operation.
Benefits advice in Ireland is provided by brokers regulated by the Central Bank of Ireland. For an overseas employer, we translate head-office intent into a compliant, competitive Irish package — and service your people in other jurisdictions through our partner network.
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