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Outsourced Irish payroll services delivered by qualified tax professionals
Payroll processing inhouse can work out as costly and inefficient If you don’t have the time to focus time on it and are not wellversed in the regulations, better to outsource this important noncore area of your business
Errors in payroll can land you in trouble with the tax authorities and sometimes even the legal system and mistakes are bound to cause friction with employees This will have a negative effect on the reputation of your business
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Outbooks work closely with businesses to simplify their payroll processes and improve performance. We tend to tailor our services to meet the specific needs and circumstances of the business. With significant experience in managing payroll across a wide range of regions and industries globally, Outbook’s dedicated team of payroll outsourcing providers will provide peace of mind.
In relieving you of this element of your business, we deliver an efficient, accurate and secure payroll experience that is fully integrated with Irish employment legislation, labour law, and tax practice When our tax professionals manage payroll, they ensure tax issues are identified and actioned appropriately
If you’d like to find out more about Outbook’s dedicated payroll services and the other excellent solutions we offer to take the pressure off businesses by guaranteeing compliance, efficiency and accuracy, please feel free to contact us today
Outbooks offers a range of payroll services as one bundle or on a pick ‘n’ mix basis
Preparation of payroll calculations
Provision of employee payslips
Submission of employee net payments via the company’s online banking platform (as required)
Advice on arising PAYE and other employeerelated liabilities
Importing of Revenue payroll notifications
Upload of payroll submissions to Revenue Online Service (ROS)
Ensuring relevant payments are processed and reach Revenue Online Service (ROS)
Provision of detailed grosstonet reports
Provision of adhoc reports as required
Arranging tax registration with Revenue as a ‘nonresident company’
Setting up of and providing a payroll service for a nonresident company’s Irish operations
Facilitating employee registrations with Revenue
Providing guidance on local employment issues (through our partners)
Processing additional payrolls for bonuses as required
Uploading bank payment file for client approval
Preparation of detailed annual payroll reports
Advice on arising taxrelated issues
Registration of new employees as required
Processing of employees ceasing employment
Employing people in Ireland
For anyone unfamiliar with the Irish tax landscape, some clues as to the complexity of running payroll inhouse without a dedicated, expert team can be seen in the laws and legislation governing tax, business and employment legislation and law in Ireland Here, we outline some of the responsibilities for employers who run a business and/or employ people and for anyone who is employed by an employer in Ireland
All businesses must register as an employer if they employee people
If you intend employing people in Ireland, your business should be registered and you should notify Revenue – via Revenue online service (ROS) about your employer status
Revenue will automatically register your business if it suspects it should be registered
A sole trader should register with Revenue personally (a limited company should register the business as an employer if they employ people)
While it is more likely that a sole trader will be contracting services from another freelance in a relationship known as a ‘contract for service’, if a sole trader business employs and pays (via PAYE) more than one person over €40 per week, they must register with ROS. No business needs to register as an employer if they only employ one person and pay them less than €40 per week
All staff employed by a business in Ireland must be given a ‘contract of service’ within two months of the start of employment
Once your business is registered as an employer and you are paying people, pay and deductions must be reported to Revenue deductions must be reported to Revenue
Employers must file PAYE returns monthly and pay what they owe by the 23rd day of the following month
Employment rights in Ireland
Employment law in Ireland is quite stringent and employers need to be sure that they are meeting the requirements set out in the Department of Employment Affairs and Social Protection.
For example, if you employ someone regularly and they are paid through the PAYE system, then a contract of service must be in place to provide them the protections that are their legal right under Irish employment and labour law
Employers are required to provide employees with a written contract that sets out their terms and conditions of employment within two months of the start of employment The Workplace Relations Commission provides employment rights information and advisory services, it runs events, mediates in industrial relations and provides online resources including sample terms of employment/ contract of service templates and other examples of essential workplacerelated documents
Since employers in Ireland are generally wary of falling foul of Irish employment law, many have the terms and conditions of employment agreed before a new employee’s start date and hard copy ready to sign or electronically already signed once the employee’s employment commences onsite. A sixmonth probationary period is common and often extends to the oneyear maximum as of the employee’s start date
A contract or terms and conditions of employment at the very least must include the full name of the employer, the employee’s full name, their job title, renumeration, hours of work, holiday entitlement (details of sickness, maternity/paternity pay) and notice of termination of employment requirements.