Feasibility of working a fully remote Irish job from overseas

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Just wondering: have you tried asking Revenue directly?

makeorbrake

It's not my purpose (or in my interests) to skip over anything, and thank you by the way for your input so far - you've raised some interesting points. I guess I'm super-focused on getting a clear understanding of the main item - understanding how taxation plays out in both jurisdictions.

"As a contractor, the company doesn't have to comply with local employment legislation rights or responsibilities as you aren't an employee. If you were hired direct, an Irish company would either need the in-house expertise to manage those areas or be willing to pay an outsourced provider to help them with that."

Ok, but is that the case? What do they need to consider when the country I'm resident in washes their hands of my employment by a foreign company? They view my employment as not connected with the country. So if we leave the tax subject aside, what obligations would an Irish employer have in that scenario that would cause a difficulty?

I'd imagine they would have to treat me differently than their irish-based employees maybe with regards to various benefits offered (over and above salary)? But would I not be able to simply agree to having a bare bones contract of employment without such benefits with the employer?

witchgirl26

https://www.boards.ie/discussion/comment/123828706#Comment_123828706

Honestly I'm not sure that the tax part is the main part.

While on a tax level, your country of residence may have washed their hands, but it could be a completely different kettle of fish when it comes to actual employment legislation. So yes that would cover annual leave days, sick leave, probation procedures, dismissal procedures etc. They can often be more complicated than any tax arrangement to figure out. And usually the company would need someone who knows that jurisdiction well to be able to advise them on it. So that they wouldn't fall foul of anything or have an issue on their hands 6 months down the line.

Put it like this - I worked in a company that was US HQ'd with operations in Ireland & Spain. Both Irish & Spanish based employees had vastly different clauses in their employment contracts because of the employment legislation in both countries and these were both very different to the US ones. Add the extra layer of something like the Works Council in Spain which meant letting someone there go was incredibly difficult without a huge amount of evidence of wrong doing. Letting the same person go in Ireland was a lot simpler. US even more simple again. You can't be governed in employment by the legislation of another country in which you are not resident so they wouldn't be able to use Irish legislation so they'd have to hire someone who knows the quirks of that system. Or pay for outside council on it. Which could cost them a lot. So it may not be worth their time/effort of employing someone where you are versus someone in Ireland where they don't have to do all the extra work.