01
Research
Pick the right plans for your company
We compare every provider, the underlying funds, the charging structure and the contractual flexibility - then walk you through the trade-offs in plain English before you sign anything.
For employers
Looking after the people who look after your business.
Group pensions, death-in-service and income protection arrangements - researched, implemented and quietly managed on your behalf. We take the administrative burden off your HR and finance team while making sure your employees actually understand what they've been given.
How we help
Different companies, different budgets, same need to do right by employees.
We understand that employee benefits look very different in a five-person professional firm than they do in a hundred- person manufacturer. The starting point is always the same though: an honest conversation about what you can spend, what your staff actually value, and what the business needs to offer to attract and keep good people.
After that initial consultation we set out the key benefits worth considering and why. Where you decide to proceed, we research the market, recommend a scheme, put it in place and then quietly manage it on your behalf - removing the administrative burden from you while giving you the confidence that you've done the right thing.
Book a consultation with Leah What sits with us
What do we take off your desk?
In practice, here's what running your company pension and protection arrangements with Eolas Money looks like - across set-up and the years that follow.
02
Administration
Run the day-to-day so you don't have to
Joiners and leavers, contribution changes, employee queries, provider liaison, regulatory paperwork - it sits with us. Your HR or finance team gets a single point of contact.
03
Annual review clinics
On-site one-to-ones for your staff
We come to your office once a year (or more often, for larger schemes) to meet members individually, induct new joiners, and answer the questions that quietly build up between reviews.
04
Member engagement
A direct line, not a call centre
Scheme members can use our smartphone app to send queries straight to the Eolas team. It keeps engagement high and stops small questions becoming expensive surprises at retirement.
05
Transparent fees
Written down before we start
Set-up, ongoing administration, the annual review - every line item is disclosed up front. No bundled charges hidden inside the policy, no surprises at renewal.
Three core benefits
What are the building blocks of an Irish employer benefits scheme?
Most schemes we put in place combine some or all of the following. We'll talk you through which mix actually makes sense for the size and shape of your team.
Benefit 01
Group or Company Pension Plan
A defined-contribution arrangement offered as an employment benefit. Members build a pension pot through personal contributions, employer contributions and tax relief - and convert it into a tax-free lump sum and ongoing income at retirement.
Benefit 02
Group Death-in-Service
Life assurance paid for by the employer that provides a lump sum (and sometimes a dependant's pension) if an employee dies during service. A practical safety net for families, and a meaningful signal to staff about how seriously you take their security.
Benefit 03
Group Income Protection
Replaces a portion of an employee's income if they can't work for a prolonged period due to illness or injury, after a deferred period (typically 13, 26 or 52 weeks). One of the most-valued benefits when retention and recruitment matter.
Want the long version with provider examples and indicative costs? Download our SME Benefits brochure
How it works
How does it work, from first call to scheme in motion?
- 01
Initial consultation
A free conversation with Leah to understand your headcount, your budget, what's already in place (if anything), and what you're hoping the benefits package will achieve for the business.
- 02
Recommendation report
A written summary of the benefits we think fit your company, the providers we'd shortlist, the indicative costs to the business and to employees, and a clear fee schedule for our work.
- 03
Set-up & employee launch
We handle the provider applications, scheme documentation and employee communications - including an on-site or online launch session so every member knows exactly what they've been given.
- 04
Ongoing management
Day-to-day administration, member queries, an annual review clinic for staff, and a once-a-year scheme review with you covering charges, fund performance and any changes in the market.
A note on scope. Eolas Money advises on financial products only. Where employment law, HR policy or payroll questions arise alongside a benefits scheme, we'll happily coordinate with your solicitor, HR consultant or accountant - but those areas remain theirs.
Common questions
The things employers ask about benefits.
Anything not covered here? The initial consultation with Leah is free - bring the awkward ones too.
Do I have to offer a pension now that auto-enrolment has started?
Since 1 January 2026 any employee aged between 23 and 60 earning €20,000 or more who is not in a workplace pension is enrolled automatically in the State scheme (MyFutureFund), with you contributing alongside them. A company scheme of your own is the alternative: you choose the provider, the funds, the charges and the contribution design, and it counts as a workplace pension so your staff are not auto-enrolled on top of it. Most employers with more than a handful of staff are better served by their own scheme; we will tell you if yours is not.
What does a typical employee benefits package include?
Three things, in most Irish companies: a group pension plan, group death-in-service cover (a lump sum for the family if an employee dies while employed, sometimes with a dependant's pension) and group income protection, which replaces part of an employee's salary if they cannot work through illness or injury after a deferred period of 13, 26 or 52 weeks. They can be set up together or added one at a time; the pension usually comes first.
What does it cost the business?
Two things: the contributions or premiums, and our fee. Employer pension contributions are an allowable business expense against corporation tax and are not a benefit-in-kind for the employee, and death-in-service and income protection premiums are generally deductible in the same way. Our fees for set-up, ongoing administration and the annual review are written down before you sign, itemised, and not bundled into the policy charges. The recommendation report shows indicative costs to the business and to employees side by side.
How much administration lands on my HR or finance team?
Very little. Joiners and leavers, contribution changes, provider liaison, regulatory paperwork and employee queries sit with us, and your team has one named contact. Members can send questions straight to the Eolas team through the smartphone app, and we come on site once a year (more often for larger schemes) to meet staff one to one and induct new joiners.
How long does it take to set up?
Usually a few weeks from the first conversation to the employee launch. Leah's initial consultation is free; the recommendation report with shortlisted providers, indicative costs and our fee schedule follows; then we handle the provider applications and scheme documents and run an on-site or online launch session so every member knows what they have been given. After launch the scheme moves into day-to-day administration and an annual review with you.
Figures checked on 5 September 2026 against Citizens Information (auto-enrolment). Rules and rates change each Budget; confirm the current figure before acting on it.
Ready to talk
An honest conversation about what your team actually needs.
Book a free initial consultation with Leah. We'll talk through your headcount, your budget and what's worth considering - with no commitment to go further until you've seen our written recommendations and fees.