Allen Recruitment In Ireland

As of January 1, 2026, Ireland has officially launched the MyFutureFund auto-enrolment system. If your employee is aged 23–60 and earns over €20,000 per year, you are legally required to contribute 1.5% of their gross salary (matched by 1.5% from the employee and a 0.5% State top-up).

Note: For senior roles, the employer contribution is capped at an €80,000 salary limit (€1,200 per year). If you already provide a private occupational scheme that meets the 3.5% total contribution minimum (with at least 1.5% from the employer), you may be exempt from the state fund.

Yes. Under the EU Pay Transparency Directive, which must be transposed into Irish law by June 7, 2026, employers are required to provide information about the initial pay or its range in the job vacancy notice or prior to the interview. Additionally, you can no longer ask candidates about their salary history. We recommend benchmarking your ranges now to ensure they are competitive before this becomes a public requirement.

When budgeting for a senior hire (e.g., €100k+), you should factor in approximately 13–15% on top of the base salary:

• Employer PRSI (Social Insurance): Currently 11.25% (increasing to 11.4% on October 1, 2026).
• Pension (Auto-Enrolment): 1.5% (capped at €80k salary).
• Benefits: For senior IT/Finance roles, private health insurance and 25+ days of annual leave are market standards.

This is increasingly high-risk. The EU Platform Workers Directive (implemented by December 2026) and recent Irish Supreme Court rulings (Karshan vs. Revenue) have strengthened the “presumption of employment.” If you exercise “direction and control” over the worker, they will likely be deemed an employee. For senior, long-term Finance and IT roles, we strongly recommend using an Employer of Record (EOR) or a local payroll partner to mitigate tax and legal liabilities.

While statutory minimums range from 1 to 8 weeks based on service, the market standard for senior Finance and IT professionals is 3 months (12 weeks). In a difficult recruitment market, this 3-month lead time is critical to factor into your growth plans, as your new hire will likely be held to their full notice period by their current employer.

In short: No. For senior IT and Finance talent, “Hybrid” is the default expectation. Roles requiring 5 days in-office typically require a 15–20% salary premium to attract top-tier candidates. Most successful international firms are currently operating a “2 days in, 3 days remote” model to maintain a balance of culture and talent retention.

Ireland remains one of Europe’s most competitive hiring markets for both senior IT and senior finance professionals. In finance, the major constraint is not applicant volume but a shortage of experienced professionals who can add value immediately — particularly in credit risk, financial reporting, FP&A, governance, and compliance.

On the technology side, demand continues to outpace supply due to digital transformation, AI adoption, and investments in cloud and cybersecurity infrastructure. Skills in AI/ML, cybersecurity, cloud architecture, and DevOps remain among the most sought after nationwide.

Average time‑to‑hire in Ireland is around 10 weeks, driven by a historically tight labour market and a shortage of mid‑senior talent rather than high applicant numbers. Hiring levels have cooled slightly from post‑pandemic peaks but remain structurally high, creating competition and slower candidate movement. Employers report that despite more balanced labour conditions, experienced professionals still move cautiously and remain selective, lengthening hiring cycles.

Hiring managers abroad often assume salary is the primary motivator, but in 2026 Ireland’s senior workers place equal or greater emphasis on:

• Career progression, which has become the top factor influencing job satisfaction — many professionals feel blocked in their current roles despite employers believing progression exists.
• Leadership quality, structure, and manageable workloads, especially in finance areas like credit, lending, and reporting, where operational pressure is high.
• Continuous learning and development, particularly around AI, where Irish professionals show strong appetite for upskilling to stay competitive.

Irish senior professionals typically expect a well‑rounded compensation package, including:

• Performance bonuses
• Pension contributions
• Remote/hybrid flexibility
• Professional development budgets
• Upskilling support, particularly around AI toolsNotably, 73% of employers in finance encourage AI adoption and 38% offer internal AI training, reflecting broader trends in the Irish market’s shift toward digital and data‑driven roles.