• Compensations are paid either on a week-by-week or month-to-month basis.
• Employees are expected to be paid by the last day of the month.

8.80% to 11.05%

• Social Security (PRSI): 11.05% (reduced to 8.80% where earnings are below the threshold of 398 EUR)

• 23%

• 1 Jan: Friday, New Year's Day
• 17 Mar: Wednesday, St. Patrick's Day
• 5 Apr: Monday, Easter Monday
• 3 May: Monday, May Day
• 7 Jun: Monday, June Bank Holiday
• 2 Aug: Monday, August Bank Holiday
• 25 Oct: Monday, October Bank Holiday
• 25 Dec: Saturday, Christmas Day
• 26 Dec: Sunday, St. Stephen's Day

• No law sets statutory sick leave. However, employers ought to settle on their own sick leave policy and state these terms in the contract.
• Employers should present a written statement to the employee within two months of work that gives information on the agreements identified with inadequacy to work because of affliction or injury.
• In the event that an employee is sick during yearly leave, they can request a medical note so that days off will not be deducted from annual leave days.

• Mothers qualify for 26 weeks of maternity leave and can get an additional four months of neglected leave, which starts following the end of maternity leave.
• Mothers must take fourteen days off before the expected date of birth and at least one month after.
• Employers are not obligated to provide paid leave in cases where the employee has contributed enough to social insurance.

• 2 weeks of paid leave is granted during any time within 26 weeks of the birth or adoption.
• To qualify for paternity leave you must be the father of the child, the spouse, civil partner, or cohabitant of the mother of the child, or the parent of a donor-conceived child.
• To receive benefits an employee must have contributed to social insurance.
• At least 26 weeks PRSI paid in the relevant tax year and at least 26 weeks PRSI paid in the tax year immediately before the relevant tax year.
• Or at least 39 weeks PRSI paid since first starting work and at least 39 weeks PRSI paid or credited in the relevant tax year or in the tax year immediately following the relevant tax year.
• Or at least 26 weeks PRSI paid in the relevant tax year and at least 26 weeks PRSI paid in the tax year immediately before the relevant tax year.

• If an employee has been employed for at least 13 weeks, an employer should provide the standard minimum of 1-week dismissal notice unless stated otherwise within the written contract.
• If an employee feels the dismissal is unfair, they may ask for a written statement reasoning the dismissal.
• The statement should be provided within 14 days of the request.
• When employment ends, employees are entitled to receive any money owed and a payslip.

• In Ireland, the statutory minimum notice period is one week.
• This is the level of notice you must provide your employer if there is no specific clause in your employment contract.
  

• Upon dismissal, employees have the right to receive wages owed to them for work completed.
• They are also to receive payment for annual leave earned but not taken.
• Employers are not required to pay severance to employees who have been terminated.
• For cases of redundancy, employees are eligible to receive two weeks’ pay and an extra bonus week
• Redundancy pay is set to a maximum limit of 600 EUR per week.
• A worker with 5 years of consecutive employment is eligible for 11 weeks of redundancy pay.

• Between 3 to 12 months.