As your company develops, you may begin hiring globally to achieve your goals. Employers often turn to independent contractors to complete a range of projects and offer valuable expertise. Understanding your responsibilities as an employer will help your company abide by local laws and maintain strong relationships with local professionals.
Hiring independent contractors in Ireland
Independent contractors can offer specialized skills, but hiring this type of worker comes with a series of stipulations.
Independent contractors vs. employees
Employer control and workplace integration are two vital elements that determine worker classification. Employers can manage tasks completed by employees, but contractor operations are not under the employer’s control. Independent contractors are also not allowed to be fully integrated into a company, so they cannot fill managerial roles or other integral positions.
Other factors that define an independent contractor include:
- The ability to substitute someone else to complete the task
- Bearing financial risks, such as providing personal equipment to complete the job
- Project-based tasks over ongoing, long-term responsibilities
Penalties for misclassification
The consequences of misclassifying an employee as an independent contractor often include paying all relevant social security contributions during the contracting period. The Social Welfare Consolidation Act of 2005 also describes other potential penalties, including:
How to hire independent contractors in Ireland
The contractor hiring process should involve three key steps.
1. Carefully conduct interviews
Generally, the interview process for employees involves an assessment of skills and personal traits that will contribute to workplace culture. Interviews with independent contractors should avoid any questions about character or personal behaviors to avoid any sense of permanent commitment. Instead, treat these interviews like a business transaction and focus on skills and experience.
When advertising for help, make sure to clarify that you’re looking for an independent contractor. You can also use your advertisement to list the length of the contract and the project with which you need assistance. This step ensures potential contractors are clear on the task they’re applying for.
2. Create a service agreement
Instead of a contract of service, employers must create a contract for service. This service agreement will lay out any terms of the professional relationship and ensure clarity between both parties. Terms to include are:
- Project duration
- Pay rate and arrangements
- Description of project
- Termination policies
3. Introduce necessities
Training may indicate too much control on your behalf if it is too extensive. You may, however, offer introductory training to help your independent contractor adjust to the environment. These introductions may involve key players in the project, essential workflows, and tools the contractor may have to use.
How to pay independent contractors in Ireland
Typically, independent contractors will determine a lump sum to receive upon completion of the project, but the service agreement may outline other payment mechanisms, such as a deposit at the beginning of the project or an hourly rate. In most cases, a contractor will also charge Value-Added Tax (VAT) for services.
Independent contractors are responsible for handling tax and national insurance obligations, so employers do not need to make deductions before paying for services.
Terminating independent contractors
The service agreement should outline any notice periods or acceptable reasons for termination from either party. If either party decides to terminate the agreement, they should submit a Notice of Termination that specifies the reasoning and the date it takes effect.
Turn to Globalization Partners when hiring independent contractors in Ireland
As an extension of Globalization Partners’ Global Employment Platform™, G-P Contractor allows companies to hire anyone, anywhere, for both short- and long-term projects. Whether you’re hiring employees or contractors, we streamline the process with a single solution for your global workforce. Contact us to learn more.
THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Globalization Partners does not provide legal or tax advice and the information is not tailored to the specific situations of your company or your workforce. Globalization Partners makes no representations or warranties concerning the accuracy, completeness or timeliness of this information. Globalization Partners shall have no liability arising out of, or in connection with, the information, including any loss caused by use of, or reliance on, the information.