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Everything below is set up for you by your own senior advisor.
Or Freephone 1800 808 808 and a senior advisor takes it from there.
Your company can pay up to 100% of a director's or employee's salary into their PRSA each year, with no benefit in kind and a deduction for corporation tax. We set the amount, compare every main Irish provider and set it up for you.
Your role, roughly what the company pays you and how many staff you have. Two minutes, then a senior advisor is in touch with what the company can pay in.
Tax relief, contribution limits and the right plan differ between the three.
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A confirmation email is on its way to you, and a senior financial advisor is reviewing what you sent and will be in touch. Want to get ahead in the diary? Book your discovery call, or Freephone 1800 808 808.
A Personal Retirement Savings Account (PRSA) is a pension contract owned by the person it is for. Since 1 January 2023, what a company pays into a director's or employee's PRSA is not a benefit in kind. Since 1 January 2025, that holds up to 100% of their pay from the company each year, and the company deducts the contribution from its profits up to the same limit.
For an owner-director, that makes the PRSA the most direct way to move profit from the company into a pension. For staff, a group PRSA gives each person their own account, with your contribution going in through payroll.
The rules below come from Revenue and the Pensions Authority, checked in October 2026. Your senior advisor applies them to your own figures before anything is paid in.
| Rule | What it means for the company |
|---|---|
| Employer limit | Up to 100% of the person's pay from the company in the calendar year, counting salary, bonuses and benefits, checked at 31 December |
| Benefit in kind | None within the limit. Anything above it is taxed on the person through the final payroll return for the year |
| Corporation tax | Deductible up to the limit, in the accounting period the contribution is paid. The excess is not deductible |
| Income tax, PRSI and USC | Not deducted from the company's contribution |
| Lower pay this year | If pay falls for a reason such as maternity or sick leave, the limit is based on the previous year's pay |
| The person's own contributions | Income tax relief at their highest rate, from 15% of earnings under 30 to 40% from 60, on earnings up to €115,000. The company's contribution does not count against these limits |
| Charges | A standard PRSA is capped at 5% of contributions and 1% a year of the fund, and invests in pooled funds. A non-standard PRSA is not capped and allows wider investments |
| Standard fund threshold | €2.2 million in 2026, rising by €200,000 a year to €2.8 million in 2029. The excess is taxed at 40% when benefits are taken |
| Taking benefits | From 60, or from 50 in some cases on retiring. 25% of the fund as a lump sum, with the first €200,000 of lifetime retirement lump sums carrying no tax |
If you run no pension scheme, you must already give staff access to at least one standard PRSA and take their contributions through payroll at their request. A group PRSA turns that duty into a benefit: you add a company contribution, and each employee gets their own account and regular statements from the provider.
Since 1 January 2026, staff aged 23 to 60 earning €20,000 or more with no pension through payroll are enrolled in MyFutureFund, and you pay 1.5% of their pay, rising to 6% from year ten. An employee in your PRSA is exempt where you and they both pay in through payroll, with at least the lower of 1.5% of gross pay or €1,200 a year from you, and at least the lower of 3.5% or €2,800 in total. Above that, you set the rate.
Both take company money with no benefit in kind. The right one depends on how much the company wants to pay in, the person's service and what they have already saved. Our master trust page covers the other route, and our director pensions page sets out all three options for owner-directors, including a small self-administered scheme.
| Company PRSA | Master trust | |
|---|---|---|
| Company limit | 100% of pay in the year | Revenue maximum funding on salary and service |
| Who owns it | The person, as a contract in their name | Held in trust by the master trust trustee |
| Trustee work for you | None | None, the master trust trustee carries it |
| Death before retirement | The fund value goes to the estate | Can pay up to four times salary, plus a pension for a spouse or dependants |
| Benefits from | 60, or 50 in some cases on retiring | Normal retirement age of 60 to 70, or from 50 after leaving the company |
| Lump sum | 25% of the fund | 25% of the fund, or up to 1.5 times salary based on service |
| Charges | Standard PRSA capped at 5% and 1% a year | Set by each master trust, compared in euro |
Your role, pay, staff numbers and any pensions you hold. The form takes two minutes.
What the company can pay for each director and employee within the 100% limit, timed for the company's accounting year.
Standard and non-standard PRSAs from Irish Life, Zurich, Aviva, New Ireland, Standard Life and Royal London Ireland.
The applications, the payroll set-up and the paperwork with the provider, handled for you.
For a group PRSA, a session at launch and one-to-one time with a senior financial advisor.
Pay, limits, funds and charges checked before the company's year end.
We (Richie and Nickey) received excellent pension advice that was clear, honest, and tailored to my situation. Everything was explained in a way we could easily understand, and we felt confident making decisions about my future. Highly professional service and very reassuring throughout the process.
They made setting up a company pension on a deadline extremely easy and stress free. You can tell they understand the products inside out. Very approachable, great availability for support with instant and clear answers.
True Wealth was super efficient in locating my UK pension. They were very professional and responsive in dealing with the relevant pension organization. I would highly recommend True Wealth.
Thank you for the several calls to advise me. Great client attention! Eimear is fantastic! I had my pension sorted and a few insurances arranged. All the best.
Excellent service. Always there if I had any questions, would recommend without hesitation. A 5 star service. Thank you everyone.
Straight answers with the figures. If yours is not here, a senior advisor answers it in your review.
Up to 100% of your pay from the company in the calendar year, with no benefit in kind for you and a deduction for the company up to the same amount. Revenue counts salary, bonuses and benefits, and checks the total at 31 December. A director paid €80,000 can have up to €80,000 a year paid in by the company.
The excess over 100% of your pay is a benefit in kind, taxed on you through the company's final payroll return for the year, and the company cannot deduct it. We set the contribution so it stays inside the limit.
Sometimes. The limit follows your pay from the company, so a director paid mostly by dividend has a low PRSA limit. We look at the salary with your accountant, because extra salary is taxed in your hands while the contribution it makes room for is not.
No. Since 2023, the company's contribution is not added to yours. You can still pay in yourself and claim income tax relief at your highest rate, from 15% of earnings under 30 to 40% from 60, on earnings up to €115,000.
Yes. A group PRSA gives each employee their own account with the provider, and the company decides what it pays in for directors and for staff. Staff can add their own contributions through payroll.
Yes, where the PRSA is recorded in payroll and both you and the employee pay in, with at least the lower of 1.5% of gross pay or €1,200 a year from you and at least the lower of 3.5% or €2,800 in total. Our auto-enrolment page has the detail.
It goes with them. The PRSA is owned by the person, who can keep paying into it in a new job or transfer it to another PRSA provider.
From 60, and from 50 in some cases on retiring. At that point 25% of the fund can be taken as a lump sum, with the first €200,000 of lifetime retirement lump sums carrying no tax. The rest can go into an ARF, stay invested in the PRSA or buy an annuity.
The PRSA fund is paid to their estate. There is no income tax on it, and the usual inheritance tax rules apply, with no tax where it passes to a spouse or civil partner. For a lump sum on top, death in service cover can be added through group protection.
A standard PRSA invests in pooled funds only. A non-standard PRSA allows wider investments. If you want the pension to hold property, our property through your pension page sets out the options.
Sources checked 8 October 2026.
Two minutes on the form. A senior advisor is in touch with what your company can pay in, in euro.