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Payroll Services for Irish Businesses
Payroll starts with the first person you pay. The basic Revenue obligations do not wait until a business reaches 10, 20 or 50 employees. What changes as your team grows is the volume of work around payroll: more starters and leavers, variable pay, benefits, pension deductions, approvals, reporting and employee queries.
Payrollcompany.ie provides outsourced payroll for Irish employers at different stages of growth and across different sectors. You can choose the route that best fits your business, whether you are setting up your first payroll, replacing an existing provider, managing a sector-specific payroll or looking for additional capacity. Our service is delivered by an ACCA-qualified team with a dedicated payroll contact and a process agreed around your pay cycle.
Monthly Payroll — By Headcount
1-9 employees
€30 / employee
10-20 employees
€25 / employee
21+ employees
Custom quote
payroll support
Find the payroll support that fits your business
By business size
Start with the headcount and operating complexity you have today.
By payroll need
Set up payroll, switch provider, fix historical issues or add specialist support.
By business size
Payroll services by business size
Our size bands match payroll support and pricing to a growing business. They are commercial service tiers, not legal payroll classifications. Core PAYE, USC, PRSI and real-time Revenue reporting requirements apply from the first employee.
| Employees | Best fit | Monthly payroll | Explore |
|---|---|---|---|
| 1-9 | First payroll / small teams | €30/employee/month | Payroll for 1-9 employees |
| 10-20 | Growing teams | €25/employee/month | Payroll for 10-20 employees |
| 21-49 | Stronger controls and reporting | Custom quote | Payroll for 21-49 employees |
| 50+ | Larger workforces | Custom quote | Payroll for 50+ employees |
These rates apply to monthly payroll. Weekly, fortnightly and low-frequency payroll use different pricing, which you can review on our Payroll Pricing page.
What changes as your headcount grows
More moving parts.
A larger team usually means more variable pay, benefits, pension changes, approvers, cost centres, starters, leavers and employee queries. Payroll needs a clearer timetable and better controls as those inputs increase.
Some wider employment obligations use headcount thresholds.
Collective redundancy rules use different thresholds once an establishment normally employs more than 20 people. These rules only become relevant in a collective redundancy situation and are not part of routine payroll processing.
Larger employers can enter additional reporting regimes.
Private-sector employers with 50 or more employees are generally required to maintain internal protected-disclosure channels, subject to sector-specific exceptions. Gender pay gap reporting also applies to employers in the current larger-employer reporting cohort. These are wider employer obligations rather than payroll services, although payroll data can support the reporting process.
For the underlying rules, see the WRC guidance on collective redundancies, WRC protected-disclosures guidance and current Government guidance on gender pay gap reporting.
The service
What our payroll service covers
The service is built around the full recurring payroll process, not just the calculation of net pay. The exact workflow depends on your pay frequency, workforce and the services agreed at onboarding.
Core payroll processing
- Weekly, fortnightly and monthly payroll processing.
- PAYE, USC and employee and employer PRSI calculations.
- Starters, leavers and employment record updates.
- Digital payslips and agreed payroll reports.
- A dedicated payroll contact for the ongoing process.
- Retrieval and application of the latest Revenue Payroll Notification (RPN) before payroll is calculated.
- Revenue payroll submissions on or before the applicable pay date.
- Payroll corrections where a previous submission needs to be amended.
- Year-to-date payroll records and payroll queries.
Revenue requires employers to report payroll information on or before the day employees are paid and confirms that the employer remains responsible for ensuring the payroll system complies with tax law, even where a payroll company is used.
Additional payroll elements when they apply
- Enhanced Reporting Requirements (ERR) for relevant reportable expenses and benefits.
- Benefits-in-kind, including company cars and other taxable benefits where relevant.
- Pension deductions and payroll contribution information.
- Multiple employments and Employment Identifiers.
- Historical payroll corrections where earlier records need to be reviewed and repaired.
- MyFutureFund auto-enrolment administration based on the official enrolment information provided by NAERSA.
- Director payroll and the payroll treatment appropriate to the director concerned.
- Bonuses, commission, overtime and other variable pay.
- Payroll migration from another provider.
Specialist items are handled according to the agreed scope and the facts of the payroll. Where a tax, PRSI, pension or legal position requires a decision by Revenue, the Department of Social Protection, NAERSA or another authority, we apply the relevant official instruction rather than presenting the payroll provider as the decision-maker.
Process
How payroll outsourcing works
A predictable payroll starts with a predictable information flow. The working process is agreed before the first live run.
1
Setup and review.
We review the employer registration, pay frequency, employee data, Revenue setup and the payroll information being transferred.
2
Payroll calendar.
3
Payroll inputs.
You provide agreed changes such as hours, overtime, bonuses, new starters, leavers, leave, benefits and pension changes by the cut-off.
4
Payroll processing.
We retrieve current Revenue information, process gross-to-net pay and apply the agreed payroll elements.
5
Review and approval.
You receive the agreed payroll reports and approve the run before final processing.
6
Reporting.
Payroll information is submitted to Revenue on or before the pay date. Other reporting, such as ERR or MyFutureFund submissions, is handled where it forms part of the agreed payroll scope.
7
Payslips and reports.
6
Ongoing changes.
Shared responsibility
What stays with you as the employer
Outsourcing removes much of the processing work, but it does not transfer the employer relationship or the employer’s statutory responsibility. Revenue expressly states that employers remain responsible for ensuring their payroll system complies with tax law when using payroll software, a payroll company, another agency or ROS.
- Provide accurate and complete employee and pay information by the agreed cut-off.
- Review and approve payroll outputs within the agreed timetable.
- Raise unusual tax, PRSI, cross-border or employment-status situations early enough for the correct official treatment to be established.
- Tell us about starters, leavers, pay changes, benefits, leave and other changes that affect payroll.
- Maintain the wider HR and employment records and decisions that sit outside the payroll service.
We agree these responsibilities at onboarding so both sides know what information is needed, who approves the payroll and what happens when something changes.
By industry
Payroll support by industry
Every employer has the same core Revenue reporting obligations, but the inputs and payroll risks can look very different from one sector to another. We work with businesses across sectors and have dedicated pages for areas where the payroll workflow regularly needs extra attention.
Construction payroll
RCT interaction, worker-status questions, Sectoral Employment Orders, construction pension arrangements and variable pay.
Retail and hospitality payroll
Variable hours, part-time staff, seasonal workers, tips, Sunday working and public holidays.
Education payroll
Different paymaster arrangements, school-employed staff, variable hours and term-time payroll patterns.
Motor trade payroll
Company cars, demonstrator and courtesy vehicles, BIK and commission-based pay.
Tech and startup payroll
Founder and director payroll, rapid hiring, equity-related payroll events and internationally mobile teams.
Multi-site payroll
Multiple locations, central approval, location reporting and employees moving between sites.
If your industry is not listed, talk to us about your payroll setup. We support businesses across a wider range of sectors and can confirm whether our service fits your needs.
By payroll need
Payroll services by need
Setting up payroll for the first time
We can establish the recurring payroll process from the first pay run, including the employee and Revenue steps required before payment.
Growing beyond an informal process
Move from one-person knowledge or spreadsheet-led admin to a documented payroll calendar, clear approvals and consistent reporting.
Switching payroll provider
Move payroll records, employee data and year-to-date information into a new process without waiting for the tax year to end.
Historical payroll corrections
Where earlier payroll information is wrong or incomplete, the work can be scoped separately so ongoing payroll starts from a reviewed position.
Specialist payroll questions
Our dedicated guides give you help with RPNs, ERR, MyFutureFund and director payroll.
Payroll for accountancy practices
White-label and overflow payroll support for practices that want additional processing capacity while retaining the client relationship.
Hiring your first employee
The first employee creates a real payroll obligation. Revenue requires an employer to register before paying staff, and a company must register as an employer and operate PAYE on director income even where there are no other employees.
A first payroll usually involves employer registration, employee setup, the correct RPN process, a payroll calendar, PAYE, USC and PRSI calculations, the first payroll submission and a compliant payslip. Our Running Payroll in Ireland guide explains the complete sequence.
Switching provider
Switching payroll provider
You do not have to wait until January to change provider. A well-managed switch starts with the current payroll records, Revenue setup, employee data and year-to-date figures, then agrees the first pay date under the new process.
- Review the current payroll and identify anything that needs correction before migration.
- Confirm Revenue access and the employer registration being used.
- Run the first payroll with the new provider from a reconciled opening position.
- Transfer employee details, year-to-date pay and deduction figures, pension information and relevant payroll records.
- Agree the payroll calendar and approval process.
For current fees and how payroll cycles are priced, see Payroll Company pricing.
Why employers outsource
Why employers outsource payroll
Reduce key-person dependency.
Payroll no longer relies on one internal person remembering every deadline, change and employee adjustment.
Create a repeatable process.
Cut-offs, approvals, reporting and employee changes follow an agreed timetable rather than being rebuilt each pay period.
Keep Revenue reporting inside the payroll workflow.
RPN retrieval and payroll submissions are treated as normal pay-run steps, not separate admin to remember later.
Absorb change more easily.
New starters, leavers, salary adjustments, variable pay and benefits can be handled within the same established process.
Free internal time.
Managers and finance teams spend less time calculating payroll, checking deductions and chasing routine payroll tasks.
Maintain continuity.
The payroll process does not stop because the person who normally runs it is on leave or unavailable.
Resources
Payroll guides for the questions that need more detail
For more detailed help with specific payroll issues, start with these guides:
Running Payroll in Ireland
The broad employer guide to registration, pay runs, Revenue reporting, deductions and records.
Revenue Payroll Notification (RPN)
How RPNs work, new starters, emergency tax, Week 1 basis and common RPN errors.
Enhanced Reporting Requirements (ERR)
The detailed guide to reportable expenses and benefits and the ERR workflow.
MyFutureFund employer guide
Auto-enrolment payroll administration, AEPNs, contributions, opt-outs and employer workflow.
Director Payroll in Ireland
PAYE, director PRSI classification, proprietary-director tax obligations and common payroll scenarios.
Irish Payroll Glossary
Definitions for payroll, Revenue and employment terms used across the site.
Frequently asked questions
Common questions about for how we help hub
Do payroll rules change when I reach 10, 20 or 50 employees?
The core Revenue payroll rules do not. PAYE, USC, PRSI, RPN retrieval and real-time payroll reporting apply from the first employee. Headcount increases operational complexity and can also bring separate employment-law or reporting obligations into scope.
Is outsourced payroll worthwhile for one employee?
It can be. The payroll and Revenue process starts with the first employee, so a small employer may outsource because there is no internal payroll function to absorb the work.
How much does outsourced payroll cost?
Monthly payroll is €30 per employee for 1 to 9 employees and €25 per employee for 10 to 20 employees. Larger payrolls are quoted individually. Weekly, fortnightly and low-frequency payroll use different rates, which you can see on our Payroll Pricing page.
Can you handle weekly, fortnightly and monthly payroll?
Yes. The pay frequency is agreed during setup and built into the payroll calendar, including the input cut-off, approval timing and employee pay date.
Can you take over payroll from another provider during the year?
Yes. A switch can be made during the tax year. The opening position should be reconciled so employee records and year-to-date payroll figures carry into the new process correctly.
Does using Payrollcompany.ie transfer our legal payroll responsibility?
No. Revenue confirms that the employer remains responsible for ensuring the payroll system complies with tax law even when a payroll company is used. We process the agreed payroll and reporting, while you remain the employer and provide and approve the information needed to run payroll.
Do you work only with the industries listed on this page?
No. The industry pages highlight sectors with distinctive payroll workflows. They are not a complete list of the businesses we support.
Can Payrollcompany.ie determine whether someone is eligible for MyFutureFund or which PRSI class applies?
We administer payroll using the applicable official information. NAERSA identifies and enrols eligible MyFutureFund employees, while PRSI classification follows social-insurance rules and may require a Department of Social Protection determination in fact-dependent cases.
Do you support accountancy practices?
Yes. We provide white-label and overflow payroll capacity for accountancy practices. The dedicated For Accountants page explains the workflow, Revenue access and responsibility boundaries.
Where should I start if I am not sure what service I need?
Start with your headcount and pay frequency, then tell us what is changing: first payroll, growth, a provider switch, complex benefits, directors or historical corrections. We can use that information to identify the appropriate payroll scope.