Which jobs in Ireland offer the best pension contributions?

Auto enrolment dominates the headlines, but employer generosity is already a big differentiator in Ireland. Two candidates with the same salary can finish their careers with very different retirement incomes if one receives a richer pension contribution. Here is a clear, Ireland‑focused guide to who tends to pay what, how auto enrolment will set a floor from 2026, and how to compare offers at interview.

Quick context for Ireland

Most Irish workers still rely on occupational defined contribution plans or PRSAs arranged through work. In Quarter 3 2024, the CSO reported that about two thirds of employees had some form of supplementary pension. Coverage rises with age and is lowest among workers in their early 20s. The maximum State Pension Contributory in 2025 is €289.30 per week, so private pensions need to do much of the heavy lifting for a comfortable retirement.

Auto enrolment will set a national minimum from 2026

Ireland’s new system, My Future Fund, will start in January 2026. If you are eligible and not already in a scheme, you will be enrolled and both you and your employer will contribute. The initial rate is 1.5 percent of pay from you and 1.5 percent from your employer, with a State top‑up of 0.5 percent. These rates step up every three years until both you and your employer are paying 6 percent, with the State still adding its share, on earnings up to €80,000. Auto enrolment is a floor. Plenty of employers already match well above this.

Where Irish employers tend to be most generous

Ireland does not publish an official league table by sector each year, but surveys and market practice point to some clear patterns:

• Financial services and insurance often top the table for employer matches and total contribution rates. Many firms offer core employer contributions of 6 to 10 percent, with higher matches for senior roles.
• Pharmaceuticals, medical devices and life sciences are typically strong, reflecting global competition for talent and deep multinational footprints here. Employer rates of 8 to 10 percent are common in larger plants.
• Information and communications technology (ICT) and professional services frequently offer mid to high single‑digit employer contributions, sometimes with step‑ups after service milestones.
• Utilities and energy can be generous, and some roles still have legacy defined benefit structures. Where plans are defined contribution, employer rates are usually at the high end of the market.

By contrast, lower paid and higher turnover sectors such as hospitality, retail and parts of agriculture tend to anchor closer to the minimums, with total contributions often in the 6 to 8 percent range when employees remain at entry‑level rates.

What the numbers say about actual contribution levels

Recent Irish surveys suggest the typical total contribution into a private sector defined contribution plan lands around 10 to 11 percent of pay when you add employer and employee. Revenue’s 2025 research shows most PAYE workers set aside between 3 and 7 percent of income into pensions on average, which means the employer’s share is crucial if you want to reach the 12 to 15 percent saving rate many advisors recommend in mid‑career. Earlier industry work also showed that pharma and finance tended to fund at the top end of the range, with a minority of large employers paying 10 percent or more as standard.

Remember that public service jobs are different. Many roles are covered by the Single Public Service Pension Scheme, which is a defined benefit arrangement. Comparing a defined benefit promise to a defined contribution percentage is not apples to apples. If you are weighing a public role against a private role, ask for a like‑for‑like projection of expected income in retirement rather than just the headline contribution.

The PRSA twist recruiters rarely mention

Two changes over the past few years matter when you read job ads. Since 2023, employer contributions to a PRSA are no longer a benefit in kind for employees. From 2025, a new employer limit applies so that contributions above 100 percent of your salary in a tax year are treated as a benefit in kind. Most offers are nowhere near those ceilings, but it underscores how valuable an employer top‑up can be, especially where there is no occupational trust‑based scheme.

A simple ranking you can use

Use these broad tiers to benchmark offers quickly. They are signposts, not league tables, and real packages vary by company size and role.

• Tier A: Highly generous financial services, pharma and medical devices, large utilities. Typical employer contribution 8 to 10 percent, sometimes higher with matching.
• Tier B: Competitive ICT, engineering, professional and technical services, larger manufacturers. Typical employer contribution 5 to 8 percent, often with matching up to 10 percent.
• Tier C: Standard construction, transport and storage, wholesale and retail. Typical employer contribution 3 to 5 percent, aligned to current company policy or auto enrolment minimums once live.
• Tier D: Minimal hospitality, small retail, some agriculture. Employer contribution at or near the minimum.

How to compare two job offers in 60 seconds

1. Translate the offer into euro per year. Take the employer percentage and multiply by base salary. A 6 percent employer contribution on €60,000 is €3,600 a year.
2. Add the match you can unlock. If the employer matches up to, say, 8 percent and you can afford it, include that full amount in your mental total.
3. Project over time. Multiply the annual employer euro by 10 years and 20 years to feel the long‑run value, then add a simple growth assumption. Even at a modest 4 percent net growth, the difference between 3 percent and 8 percent employer funding becomes very large.
4. Check vesting and waiting periods. Some plans make you wait a few months to join or to receive the full match. That matters if you move jobs often.
5. Confirm the vehicle. Is it a trust‑based DC plan or a PRSA payroll arrangement. Both can work, but fees, investment ranges and death‑in‑service benefits can differ.

What to ask at interview

• What is the employer pension contribution and what match can I unlock.
• When do contributions start and are there service milestones for higher rates.
• What happens during probation. Are contributions backdated.
• Are there additional benefits linked to the scheme such as life cover or income protection.
• Can I make AVCs through payroll and at what cost.

Bottom line and next step

In Ireland, employer pension contributions are one of the biggest hidden levers in your total reward. The best sectors routinely add 8 to 10 percent of salary to your future, while others still hover near the minimum. Auto enrolment will raise the floor from 2026, but smart candidates will keep aiming higher. If you want a side‑by‑side comparison of offers or help negotiating for a better match, contact F J Hanly & Associates. We will benchmark the package against your sector, run the long‑term numbers and help you secure the value you deserve.

Information only. Not financial advice. Always take regulated advice before acting