Setting up and running a group pension - master-trust or PRSA-based - researched, implemented and quietly managed on your behalf. We take the administrative and governance burden off your HR and finance team while making sure your employees understand what they've been given. Independent, fee-based, and in plain English.
A group pension looks very different in a five-person professional firm than it does 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.
From there we research the market, recommend a structure - typically a master-trust occupational scheme or PRSA-based arrangement - put it in place, and then quietly manage it on your behalf. That means the governance, the member communication and the day-to-day administration sit with us, not with your HR or finance team.
With Ireland's auto-enrolment system, “My Future Fund”, on the way, it's a sensible moment to review how your scheme is designed - so you're ready whichever way the timing lands.
Book a consultation with LeahIn practice, here's what running your group pension with Eolas Money looks like - across set-up and the years that follow.
We compare the routes open to you - an occupational scheme through a master trust, or PRSA-based arrangements - alongside the providers, the funds, the charges and the flexibility. Then we walk you through the trade-offs in plain English before anything is signed.
Employer pension contributions are generally an allowable business expense and a tax-efficient way to reward staff. We help you set a contribution structure - matched, tiered or flat - that fits your budget and your people, and explain the treatment so your accountant has what they need.
Master-trust arrangements have moved much of the trustee and governance burden to professional trustees, but the employer still has duties. We keep you on the right side of them - documentation, member disclosures, provider oversight - so nothing quietly slips.
A pension only earns its keep if staff understand it. We run clear joiner inductions, plain-English member materials and on-site or online sessions - so contributions, tax relief and investment choices don't stay a mystery.
Joiners and leavers, contribution changes, member queries, provider liaison and the annual scheme review all sit with us. Your HR or finance team gets a single point of contact - and a fee schedule disclosed in writing before we start.
Most schemes we put in place take one of the following routes - or a blend. We'll talk you through which actually makes sense for the size and shape of your team.
A defined-contribution company scheme is now most commonly run through a master trust - a single, professionally governed trust that many employers share. It removes most of the trustee burden from you while giving members a well-run scheme with employer contributions, personal contributions and tax relief building the pot.
A Personal Retirement Savings Account (PRSA) is a flexible, portable contract in the employee's own name. For smaller teams, or where staff move often, employer contributions to PRSAs can be a straightforward way to offer a pension benefit without setting up a full occupational scheme.
My Future Fund, the State auto-enrolment system, went live on 1 January 2026 for employees aged 23 to 60 earning over €20,000 who aren't already in a workplace pension through payroll. Contributions began at 1.5% employee / 1.5% employer / 0.5% State and rise every three years to 6% each by 2035. A well-designed workplace scheme can still be the better route - which is exactly the comparison we help you make.
Looking at protection benefits too - death-in-service or income protection? See our company employee benefits
A free conversation with Leah to understand your headcount, your budget, what's already in place, and what you want the scheme to achieve - for the business and for your people.
A written summary of the structure we'd recommend, the providers we'd shortlist, indicative costs to the business and to employees, and a clear fee schedule for our work. The plan comes before any product.
We handle the provider applications, scheme documentation and member communications - including an on-site or online launch session so every employee understands exactly what they've been given.
Day-to-day administration, member queries, an annual review clinic for staff, and a yearly scheme review with you covering charges, fund performance, governance and any changes in the market or the rules.
The questions HR and business owners bring us most often. If yours isn't here, it's exactly the kind of thing to raise on a free call.
All frequently asked questionsSince 1 January 2026, Ireland's auto-enrolment system - “My Future Fund” - automatically enrols employees aged 23 to 60 who earn over €20,000 and aren't already in a workplace pension through payroll. Contributions started at 1.5% from the employee, matched by 1.5% from the employer plus 0.5% from the State (on earnings up to €80,000), and rise on a set schedule to 6% each by 2035. For many employers a well-designed workplace scheme is still a better outcome for staff than the default - and it satisfies the obligation. We'll talk you through where your business stands and which route fits.
Generally, yes. Employer pension contributions are normally treated as an allowable business expense, and - unlike salary - they don't attract employer PRSI, which makes them an efficient way to reward and retain people. The exact treatment depends on your company's circumstances, so we set out the structure clearly and work alongside your accountant to confirm the position. We keep contribution and allowance figures high-level here and verify the current detail with you directly.
A master trust is a single occupational pension trust, run by professional trustees, that many unconnected employers use side by side. Following tighter Irish and EU governance rules, most defined-contribution schemes have moved to this model because it lifts the bulk of the trustee and compliance burden off the individual employer while still giving members a properly governed scheme. We help you choose between the leading master trusts and set your section up correctly.
If your employees already contribute to a suitable workplace pension through payroll, they aren't auto-enrolled as well - so a well-designed existing scheme sits ahead of the new system. Since launch on 1 January 2026 the practical question is whether your current arrangement still serves staff better than the My Future Fund default (in many cases it does, particularly on tax relief for higher-rate taxpayers). We review your arrangement and give you a clear answer.
Often, yes, and it needn't be heavy. For smaller employers, PRSA-based arrangements or a straightforward master-trust section can give your people a real pension benefit without the administration of a large occupational scheme. We size the approach to your headcount and budget, and take the running of it off your desk so it doesn't become another job for HR or finance.
No. Eolas Money is independent and fee-based. We aren't owned by, or tied to, any pension or investment company, so our advice is about the structure and provider that fit your business and your staff - not about selling a particular product. Every fee is disclosed in writing before we begin.
A note on scope. Eolas Money advises on financial products only. Auto-enrolment (“My Future Fund”) timing, contribution rates and tax treatment are set by Government and Revenue and can change - we keep such figures high-level here and confirm the current detail with you before you act. Where employment law, HR policy or payroll questions arise alongside a scheme, we'll happily coordinate with your solicitor, HR consultant or accountant - but those areas remain theirs.
Book a free initial consultation with Leah. We'll talk through your headcount, your budget and how auto-enrolment changes the picture - with no commitment to go further until you've seen our written recommendations and fees.
