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Search Salaries > Systems Engineer > Dublin
Job Description

How much does a Systems Engineer in Dublin make?

The base salary for a Systems Engineer in Dublin is 74,700
Also known as: System Engineer.

74,700

Median Base Salary (Percentile 50)
298 observations
(Updated: 19 Dec 2024)

Confidence

Good

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Systems Engineer earns a median base salary of 74,700 in Dublin, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Systems Engineer in Dublin usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

85%

Female

15%

Benefits

There are statutory benefits associated with a Systems Engineer in Dublin according to ...

Most Common Benefits

Competitive advantages associated with a Systems Engineer in Dublin
Bonuses in Ireland serve as a powerful incentive for employees, rewarding them for their performance and contributions to the company. This financial benefit not only boosts employee morale and motivation but also aligns their goals with the company’s objectives, driving overall success and productivity.
Professional development opportunities in Ireland are a key benefit, enabling employees to enhance their skills and advance their careers. Companies often provide access to training programs, workshops, and conferences, fostering a culture of continuous learning and growth, which can lead to higher job satisfaction and productivity.
Health insurance in Ireland is a significant competitive advantage for companies as it provides employees with access to private healthcare services, reducing wait times and enhancing overall health security. This benefit often includes inpatient and outpatient care, dental, and optical services, contributing to employee satisfaction and retention.
Providing access to cutting-edge technology is a significant advantage for companies in Ireland. It allows employees to work efficiently and creatively, using the latest tools and software. This benefit not only enhances productivity but also attracts tech-savvy talent who value innovation and modern work environments.
Being an equal opportunity employer in Ireland is a crucial competitive advantage. It ensures a diverse and inclusive workplace where employees are valued based on merit, irrespective of their background. This approach fosters a positive work culture, enhances reputation, and attracts top talent from diverse demographics.
An on-site fitness center provides employees with convenient access to exercise facilities, promoting health and wellness. This benefit can lead to improved employee health, reduced stress, and increased productivity. It also demonstrates a company’s commitment to the well-being of its employees, making it an attractive perk.

Side Benefits to attract & retain talent

Additional perks for a Systems Engineer in Dublin
Cycle To Work Scheme
Work-Life Balance
Diversity
Flexible Working Hours

Statutory Benefits

Mandatory benefits in Dublin
Employee Payroll Contributions include Social Security PRSI at 4.01%, Universal Social Charge (USC) with various rates: 0.50% on salary up to €12,012 EUR, 2.00% from €12,012.01 to €27,382 EUR, 3.00% from €27,382.01 to €70,044 EUR, 8.00% above €70,044.01 EUR, and 11.00% for Self-Employed income over €100,000 EUR. Total Employee Cost ranges from 4.01% to 11.00%.
A full-time work week is 39 hours. Employers are responsible for ensuring that employees are given adequate rest. A work week cannot exceed 48 hours on average over four months. Employees should get 24 consecutive hours of rest in any period of 7 days, typically including a Sunday.
Non-residents of Ireland are classified into two primary groups, European nationals (EEA) and non-European nationals (Non-EEA). EEA nationals can seek work without requiring a work permit, and non-EEA nationals must apply and pay for a work permit or green card. The permit is initially granted for two years. Foreign workers in Ireland must have a valid work permit if their salaries exceed a certain threshold and are subject to Irish taxation on incomes earned in Ireland and abroad. Short Stay Visas allow for a maximum stay of 90 days, while Long Stay Visas are for stays over three months.
Income tax for single or widowed individuals without children is 20.00% on income up to €44,000 EUR and 40.00% on income in excess of €44,000 EUR. For married individuals with one household income, the rates are 20.00% on income up to €53,000 EUR and 40.00% on income in excess of €53,000 EUR. For married individuals with two household incomes, the rates are 20.00% on income up to €53,000 EUR and an additional €35,000 EUR cap for the lower earner, with 40.00% on income in excess.
Employer Payroll Contributions include Social Security (PRSI) at a rate of 11.15%, reduced to 8.90% where earnings are below the threshold of €527 EUR weekly. Total Employment Cost ranges from 8.90% to 11.15%.
Since 1 January 2025, the national minimum wage in Ireland is set at: Aged 20+: €13.50 per hour, Aged 19: €12.15 per hour, Aged 18: €10.80 per hour, Aged under 18: €9.45 per hour.
Salaries are paid either on a weekly or monthly basis. Employers should pay employees by the last day of the month. There are no provisions in the law regarding 13th salaries.
PAYE/PRSI/USC payments are due on the 14th of the following month and are made via wire transfer.
Employers have no statutory obligation to pay overtime. Overtime pay is regulated by employment contract/collective agreements. Many employers pay employees higher rates of pay for overtime as stipulated within the employment contract. Specific sectors of employment have higher rates of pay for overtime than for regular hours.
Parent’s leave entitles each parent to 9 weeks of leave during the first 2 years of a child’s life, including adoption. The benefit amounts to up to €274 per week and is paid by the Department of Social Protection.
The law in Ireland mandates the right for workers to receive 5 days of sick pay per year from the first day of sickness, providing a medical certificate is presented by the 4th day of sickness. Sick pay is paid by the employer at 70% of normal pay, up to a maximum of €110 daily.
Fathers or the partner of the mother are entitled to 2 weeks of paid paternity leave that can start any time in the first six months after birth, or placement in the case of an adoption.
The Organization of Working Time Act 1997 provides a basic annual paid leave entitlement of four weeks (20 working days), although an employee’s contract can provide for a bigger amount. Part-time workers’ entitlement is calculated as 8.00% of the hours worked, subject to a maximum of four working weeks per leave year.
Mothers are entitled to 26 weeks (156 days) of maternity leave and can receive an extra 16 weeks of unpaid leave, which begins immediately after the end of maternity leave. The weekly standard rate of maternity benefit is €262.00.
Public holidays that fall on the weekend are usually moved to a weekday as a day off in lieu. Ireland observes 10 public holidays annually.
Severance is payable only to redundant employees with 2 years’ service at the rate of 2 weeks’ pay per year of service plus an additional week’s pay. Pay is capped at EUR 600 per week.
Employers can terminate a fixed-term contract for business, personal, or worker misconduct reasons. It requires notice and a written explanation for the termination. If the cause is misconduct, a warning needs to be given with the employee provided a chance to explain his/her actions.
Notice should be made by both an employee and employer as follows: 13 weeks-2 years: 1 week, 2-5 years: 2 weeks, 5-10 years: 4 weeks, 10-15 years: 6 weeks, 15+ years: 8 weeks. Payment can be made in lieu of notice.
The common probationary period to use is 3 to 11 months (it must not exceed 12 months).