.svg)
.svg)
.svg)
Thousands of global businesses can't be wrong.
Sign up for free and explore global hiring with Playroll.
Ireland is a mature, competitive hiring market, especially in Dublin, Cork, and Galway, where many global tech, pharma, and financial-services companies are based. Your total cost to hire is driven by gross salary plus employer PRSI, statutory benefits, and any additional perks you choose to offer.
Below are average monthly costs for popular roles in 2026, combining typical market salaries with employer PRSI contributions (generally 11.05% on most salaries) and basic payroll costs. Figures are estimates for full-time roles in major Irish cities and will vary by seniority, sector, and benefits. USD values assume an exchange rate of roughly EUR 1 = USD 1.08 and are rounded.
- Software Engineer:
Average salary €6,000 (≈ USD 6,480) + employer contributions €660 (≈ USD 710) = Estimated Total Monthly Cost €6,660 (≈ USD 7,190). Costs increase for senior engineers, niche stacks, or roles in high-demand sectors like fintech and SaaS, and may be slightly lower outside Dublin. - Product Manager:
Average salary €6,700 (≈ USD 7,240) + employer contributions €740 (≈ USD 800) = Estimated Total Monthly Cost €7,440 (≈ USD 8,040). Product leaders with strong data, growth, or platform experience often command higher packages and may negotiate performance-related bonuses or equity. - Marketing Specialist:
Average salary €4,200 (≈ USD 4,540) + employer contributions €465 (≈ USD 500) = Estimated Total Monthly Cost €4,665 (≈ USD 5,040). Digital and performance marketers with analytics, SEO, or paid-media expertise sit toward the top of the range, especially in scale-ups and export-oriented companies. - Customer Support Representative:
Average salary €3,000 (≈ USD 3,240) + employer contributions €330 (≈ USD 350) = Estimated Total Monthly Cost €3,330 (≈ USD 3,590). Multilingual roles, evening or night shifts, and complex product support can push salaries higher, particularly in shared-service centers. - HR Manager:
Average salary €6,250 (≈ USD 6,750) + employer contributions €690 (≈ USD 750) = Estimated Total Monthly Cost €6,940 (≈ USD 7,500). HR leaders with experience in Irish employment law, high-growth tech environments, or unionized settings can attract a premium, especially in large or fast-scaling organizations.
Figures may differ depending on exchange rates and your policies on bonuses, health coverage, allowances, and equity or long-term incentives. These salary and cost figures are market-based estimates for planning purposes, not legal requirements.
💡 Curious how much it would cost to hire your next role in Ireland? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Ireland, salary is only one part of your budget. You also need to factor in employer PRSI, statutory leave and public holidays, probation and notice rules, typical bonus practices, and the cost of running payroll and staying compliant with Irish tax authorities.
In 2026, mandatory employer social-security contributions generally add around 11% on top of gross pay for most employees, before you add optional benefits such as private health insurance, pension matching above the minimum, or flexible allowances.
Leave and Paid Time Off
Employees in Ireland are entitled to a minimum of four weeks of paid annual leave per leave year, with many employers offering 22-25 days for full-time staff. You must also account for 10 public holidays and EU-aligned rights to maternity, paternity, parent's, adoptive, and sick leave.
Mandatory Employer Contributions
The main statutory employer cost in Ireland is Pay Related Social Insurance (PRSI), usually at 11.05% of most employees' reckonable earnings, with a lower rate for very low wages. Some sectors or collective agreements may also involve pension contributions or insured benefits that increase total employment cost.
Probation and Notice Periods
Under Irish law, probationary periods are typically up to six months, extendable to a maximum of 12 months in total, and must still follow fair procedures. Statutory minimum notice ranges from one to eight weeks based on service, although contracts frequently set longer notice for senior roles.
Compensation Structure and Bonuses
In Ireland, compensation is usually structured as a base salary plus optional variable pay such as performance bonuses, commission, or share-based incentives. A 13th-month salary is neither statutory nor common practice; instead, bonus eligibility and amounts are governed by contract or company policy.
Social Security and Tax Compliance
As an employer in Ireland, you must register with Revenue, operate PAYE for income tax, USC, and employee PRSI, and pay employer PRSI alongside each payroll. Accurate real-time reporting through the PAYE Modernisation system is essential to avoid penalties, interest, or compliance issues.
Hiring and Engagement Models
If your company lacks an Irish entity, you can use an Employer of Record to hire employees in Ireland while Playroll or another partner acts as the legal employer. With an entity, you can hire directly but must manage contracts, payroll, PRSI, and compliance in-house or via local experts.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Ireland in 2026?
.png)
In Ireland in 2026, mid-level professional roles typically cost employers around €4,000-€8,000 per month including salary and employer PRSI. Budget slightly above gross salary to allow for statutory contributions and benefits.
Are there regional or industry-specific variations in employer costs in Ireland?
Employer costs in Ireland are higher in hubs like Dublin and in industries such as tech, finance, and pharma. Smaller cities and lower-cost sectors generally offer more budget-friendly salary levels for similar roles.
What is the estimated timeline for hiring in Ireland?
Expect hiring in Ireland to take about 4-8 weeks for most roles, with longer timelines for senior or highly specialized positions. Plan your workforce needs early to account for sourcing and notice periods.
What factors impact the cost of hiring in Ireland?
In Ireland, hiring costs are shaped by salary levels, employer PRSI, benefits, bonuses, and hiring model. High-demand skills, major-city locations, and richer benefits packages all increase your total cost to hire.
How often do employment-cost rules change in Ireland?
Ireland reviews core employment-cost levers like PRSI, tax bands, and minimum wage annually. Keep an eye on Budget announcements and Revenue guidance so your payroll and hiring budgets stay compliant and up to date.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
Back to Top
.svg)
.svg)