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Market entry without entity setup

Skip CRO incorporation, director and registered-office requirements, Irish business banking, and employer registration with Revenue. KOMP’s existing Irish infrastructure lets you make offers as soon as you find the right person.

Hire-to-retire lifecycle management

Komp Activate runs onboarding, contracts, and benefits; Komp PayOps runs monthly payroll with real-time Revenue submissions; Komp TimeOps tracks attendance, leave, and timesheets; and compliant offboarding closes the loop, all in one flow.

One view across every country

Komp Workforce gives HR, Finance, and Legal a single source of truth for Irish and global headcount, covering payroll status, tax credits and rate bands, pension contributions, leave balances, and compliance alerts, with audit trails built in.

Compliant employment contracts

We issue contracts that meet the Terms of Employment (Information) Acts, including the core terms employees must receive within the first five days and full written terms within one month, covering pay, hours, probation, leave, and notice.

Digital onboarding

We collect PPS number details, bank details, and starter information, register the employment with Revenue so the correct Revenue Payroll Notification and tax credits apply, assess auto-enrolment eligibility, and complete benefits enrolment before day one.

Payroll processing and salary disbursement

Komp PayOps calculates gross-to-net pay in EUR, applies statutory deductions, reports each payment to Revenue in real time through the PAYE Modernization framework, and pays employees through our owned payment infrastructure with clear payslips.

Income tax and USC

We apply PAYE at the correct rate bands, manage tax credits and standard rate cut-off points from each employee’s Revenue Payroll Notification, and calculate the Universal Social Charge accurately, including year-end reporting.

PRSI and social insurance

We calculate and remit employer and employee PRSI under the correct class and subclass, keeping pace with scheduled rate increases, so your Social Insurance Fund obligations are always met on time.

Pension auto-enrolment and benefits

We assess eligibility for My Future Fund, enroll qualifying employees, process employer and employee contributions, manage opt-outs and re-enrolment, and can administer occupational pension schemes, private health insurance, and other benefits.

Time, leave, and HR support

Komp TimeOps tracks annual leave, public holidays, statutory sick leave, and working hours under the Organization of Working Time Act. Employees get responsive support, and records are held in line with GDPR.

Offboarding and final settlement

We manage resignations and terminations in line with the Unfair Dismissals Acts and Minimum Notice Acts, run fair process, calculate statutory redundancy where it applies, pay accrued leave, and complete Revenue cessation reporting.

Startups going international

Place your first European hires in Ireland’s startup ecosystem without tying up capital in a subsidiary and validate the market before you commit.

Technology and SaaS companies

Use Ireland as an EU base for engineering, product, customer success, and EMEA sales talent while staying agile.

Pharma, medtech, and life sciences

Hire regulatory, quality, clinical, and manufacturing specialists near Ireland’s established life-sciences clusters, with documentation handled properly.

HR and People leaders

Deliver a consistent employee experience across countries while KOMP absorbs PAYE, PRSI, USC, auto-enrolment, and changing Irish employment rules.

Finance and Operations leaders

Get predictable costs, consolidated invoicing, owned payment rails with zero FX markup, and audit-ready records for every Irish hire.

Enterprises scaling global teams

Use EOR for contractor-to-employee conversions, post-acquisition integration, pilots, or markets where an Irish subsidiary is not yet justified.

AI Agent Swarms with human control

Autonomous agents continuously check payroll, classification, contracts, and regulatory change. Recommendations are surfaced for review before anything is executed: autonomous intelligence, human control.

Worker classification intelligence

Our jurisdiction-based rules engine analyzes 50+ risk factors to help you decide whether an Irish worker should be engaged as a contractor or an employee, with audit-ready documentation behind every decision.

Owned payroll infrastructure

Komp PayOps runs on owned infrastructure with 135+ currencies, transparent flat fees, and no FX markups, so your Irish payroll costs are exactly what you expect.

One platform, four modules

Komp Activate, Komp Workforce, Komp TimeOps, and Komp PayOps connect hiring, workforce records, time, and pay across Ireland and 150+ countries.

Enterprise-grade security

AES-256 encryption, SOC 2 Type II, ISO 27001, GDPR compliance, role-based access control, and AWS hosting with multi-region redundancy protect your Irish employee data.

Real-time visibility and reporting

Live dashboards for payroll status, employment costs, leave balances, and compliance alerts, with exportable reports for Finance, HR, and audit.

Hire without setup delays

Setting up an Irish company means CRO registration, directors, a registered office, business banking, and Revenue employer registration. With KOMP, you can make offers and onboard without waiting for any of it.

Stay compliant from day one

Irish employment law is comprehensive and actively enforced by the Workplace Relations Commission, and payroll must be reported to Revenue in real time. KOMP keeps every obligation current.

Reduce cost and overhead

Turn entity, company secretarial, accounting, and local HR costs into a predictable operating expense, and avoid the cost of winding an entity down if plans change.

Deliver a better employee experience

Accurate EUR pay, correct tax credits, proper pension enrolment, clear payslips, and responsive support help you attract and keep strong Irish talent in a competitive market.

Manage Ireland like every other market

See Irish headcount, costs, and compliance in the same platform as the rest of your global workforce. No separate vendor, no data silos.

Employment contracts and working rights

Employees must receive five core terms of employment in writing within five days of starting, and full written terms within one month. The Organization of Working Time Act sets a 48-hour average weekly limit, rest breaks, and minimum leave. Probation is generally capped at six months.

PAYE, USC, and real-time reporting

Employers must operate PAYE and the Universal Social Charge using each employee’s Revenue Payroll Notification, applying the right tax credits and rate bands, and must report pay and deductions to Revenue on or before every pay date. Late or inaccurate submissions attract penalties and interest.

PRSI and social insurance

Employer and employee PRSI must be calculated under the correct class and remitted to the Social Insurance Fund. Rates are on a multi-year upward path, with a further increase applying from 1 October 2026, so payroll settings must be reviewed each cycle.

Pension auto-enrolment (My Future Fund)

Since 1 January 2026, employees aged 23 to 60 earning above the statutory threshold who are not already in a workplace pension must be automatically enrolled. Employer and employee contributions start at 1.5% of gross pay and step up over time, with a State top-up alongside them.

Minimum wage and pay rules

The national minimum wage is €14.15 per hour for employees aged 20 and over from 1 January 2026, with reduced rates for younger workers. Sector-specific Employment Regulation Orders can set higher rates and conditions in some industries.

Leave and statutory entitlements

Employees are entitled to a minimum of four weeks’ paid annual leave, ten public holidays, statutory sick leave paid by the employer, and maternity, paternity, parent’s, parental, and carer’s leave. Maternity and paternity payments come from the State, not the employer, unless you choose to top up.

Termination, notice, and redundancy

Minimum notice rises with service, and dismissals must follow fair procedures under the Unfair Dismissals Acts, which generally apply after twelve months’ service. Statutory redundancy is payable to employees with two or more years’ service, subject to the statutory weekly earnings ceiling.

Employment permits and immigration

Non-EEA nationals need an employment permit, such as a Critical Skills or General Employment Permit, with salary and skills criteria set by the Department of Enterprise, Trade and Employment. Permits must be in place before employment starts.

Data protection

Employee data must be processed under the GDPR and the Data Protection Act 2018, with a lawful basis, security controls, retention rules, and breach procedures, supervised by the Data Protection Commission.

Worker classification

Irish law and Revenue guidance look at the reality of the working relationship, not the label on the contract. Misclassifying an employee as a contractor can lead to back taxes, PRSI liabilities, penalties, and WRC claims.

Employer of Record in Dublin

Ireland’s capital and the center of its technology, financial services, and international business activity, with the largest concentration of multinational EMEA headquarters and the country’s highest salary levels. A natural base for EU-facing engineering, sales, and leadership hires.

Employer of Record in Cork

A major hub for pharmaceuticals, medtech, manufacturing, and technology, with a strong engineering and life-sciences talent pipeline. Salary expectations are typically lower than Dublin for comparable roles.

Employer of Record in Galway

The center of Ireland’s medical-device cluster, with additional strength in software and research talent from the local university ecosystem. Well suited to quality, regulatory, and R&D roles.

Employer of Record in Limerick

A growing base for advanced manufacturing, aviation-related services, technology, and shared-services operations, with competitive costs and strong graduate supply.

Employer of Record in Waterford and the South East

A regional hub for pharma, engineering, and technology roles, often used by companies building cost-efficient teams outside the main cities.