20 May 2025
Moving to Ireland or expanding a business there? You’ll need to understand the employee benefits landscape.
It’s not just about compliance; it’s about offering a package that makes working in Ireland attractive.
Whether you’re a Canadian employer setting up operations or an expat trying to figure out where you stand, making informed decisions will save you from headaches later. At Trust Matters, we help businesses cut through the complexity of benefits, ensuring they stay competitive in both Irish and international markets, while doing right by their employees.
Healthcare in Ireland is a mixed bag. The public system is there, but it’s not seamless. Wait times can be long, services stretched, and many opt for private insurance to access faster treatment and additional services. Unlike Canada’s universal healthcare, Irish employees often reply on private insurers like VHI, Laya, Level 1 and Irish Life to get timely care. This often does not cover dental care, which is further sought through providers such as DeCare. If you are coming from Canada or are a non-EU citizen, you may need private insurance to meet visa requirements, which many employers offer as part of a benefits package, offering access to private care and wellness programmes. These perks stretch beyond just general health benefits, with many businesses offering additional wellness initiatives to attract and retain talent, such as mental health support and gym memberships. This proves that companies are realising that employee wellbeing isn’t just a box to tick, it’s an essential.
Then there’s retirement. The Irish pension system isn’t as automatic as Canada’s CPP/QPP and offers multiple retirement savings options. The State Pension exists, but eligibility is tied to contributions, meaning some people won’t qualify. Many employees turn to Personal Retirement Savings Accounts (PRSAs), which are flexible, tax-efficient plans that put responsibility on the individual. Others rely on occupational pensions, where employers contribute alongside the employee. But unlike Canada, where CPP deductions are automatic, in Ireland, you often have to opt in. Auto-enrolment (AE) will commence in Ireland in 2026 adding additional complexity. This means businesses expanding into Ireland need to think carefully about their pension offerings, because their employees certainly will. For those moving between Canada and Ireland, pension transfers are possible but complicated and professional advice is a must if you want to make the most of your retirement savings.
Work life balance? Ireland’s policies are generous, though not always in ways that match Canada’s. Annual leave starts at a minimum of 21 days, and sick leave is now statutory, with recent improvements ensuring workers receive paid leave when ill. Maternity and paternity leave are established rights, and carer’s leave offers additional flexibility. But compared to Canada, where parental leave is often longer and funded through Employment Insurance (EI), there is a clear difference. The structure is different and the benefits vary by provinces, but for employers, understanding these differences is essential not just for compliance, but for attracting and retaining employees.
Trust Matters understands the unique challenges faced by Canadian businesses expanding into Ireland. The right benefits package isn’t just about meeting legal requirements, it’s about giving employees confidence in their future through benefits such as health insurance and pension plans. In a competitive job market, that’s what makes the difference. Understanding healthcare, pensions, and leave policies is a start, getting them right is what ensures long-term success.