This GMS Flash Alert reports on the changes to policies and procedures, and implications thereof, expressed in Irish Revenue’s Statement of Practice IT/3/07.
Irish Revenue recently updated its guidance on the operation of PAYE for short-term business visitors who are performing the duties of their overseas employment in Ireland.
The updated guidance in Statement of Practice IT/3/07 released on 22 December 2016, will affect the ability of many foreign employers to claim tax relief for their business travellers who are working more than 30 days in Ireland in a tax year.1
The new policies and procedures will increase compliance responsibilities on employers and add to both the costs and administration related to managing overseas employees coming to Ireland on a short-term basis.
The implication of Irish Revenue’s new focus – on the role, the purpose, and degree of integration of the employee within the Irish business – and new interpretation of what constitutes Irish remuneration paid by an Irish resident employer, is that the foreign employee may no longer qualify for PAYE clearance.
Nonresident employers may wish to consider evaluating their current processes and employee demographics to establish that they are appropriately managing their Irish PAYE obligations in light of the tax administration’s new policies and procedures.
A foreign employee working in Ireland is generally liable to Irish tax on foreign employment income related to Irish work-days.
Historically, a foreign employee may personally be exempt from Irish income tax if:
The exemption conditions to be met are generally that:
Irish PAYE obligations are treated as separate to the final employee tax position, however Irish Revenue permitted the relaxation of PAYE obligations as follows:
|No PAYE/No Reporting||No PAYE/No Reporting||Clearance from PAYE obligations|
|Under 30 Irish work-days p.a.||Up to 60 Irish work-days p.a.||Between 60 Irish work-days - 183 Irish days p.a.|
|Not Irish resident||
Not Irish resident
Tax treaty resident outside Ireland
Not Irish resident
|No application to Revenue||No application to Revenue||
Application required to Revenue
Subject to PAYE in home location
|Relief under domestic tax||Meets tax treaty exemption rules||Meets tax treaty exemption rules|
 Depending upon the tax treaty, the 183-day requirement may be in any 12-month period beginning or ending in the tax year
 Permanent establishment
 Please note distinction between Irish “work-days” and Irish “days”
The aim of a PAYE clearance was to administratively mirror the fact that the employee may not ultimately be liable to Irish income tax on employment income as a result of meeting the conditions outlined under the Employment Income Article of a relevant tax treaty with Ireland.
One of the primary conditions required for exemption under the Employment Income Article is that the individual be employed and paid by a non-Irish resident employer. This is interpreted differently by foreign tax jurisdictions, but historically, a ‘foreign’ employment for tax treaty exemption purposes would have been regarded as one where the employee was legally employed and physically paid by a non-Irish company, provided that company did not have a taxable corporate presence, such as a branch in Ireland.
The updated Statement of Practice provides that Irish Revenue will now deem the remuneration of a foreign employee to be paid by an Irish resident employer and to no longer meet the requirements of being paid by a nonresident employer in the following circumstances:
Irish Revenue has also indicated that whether or not costs are borne by the Irish business will not be a factor in determining whether the remuneration has been paid by a nonresident employer.
Irish Revenue’s interpretation of what constitutes remuneration paid by an Irish resident employer is extremely broad. When assessing entitlement to PAYE clearance, focus will now be placed on the role, the purpose, and degree of integration of the employee within the Irish business.
Irish Revenue indicates that this revised interpretation of the Employment Income Article provisions is in line with OECD commentary. It appears that this interpretation goes beyond the OECD guidelines in this area. In addition, OECD provisions do not currently form part of Irish tax law and therefore it is questionable whether Irish Revenue can apply this interpretation without a legislative change to Irish domestic rules.
The implication of the change is that foreign employees whose duties/role meet one of the examples above, will no longer qualify for PAYE clearance. Although not explicitly outlined, it would also appear that foreign employees working between 30 and 60 days in Ireland per annum (and previously outside any reporting/withholding obligations) could be within the scope of Irish PAYE once the role or duties performed meet the examples outlined by Irish Revenue.
While Irish Revenue emphasise that the interpretation relates to PAYE obligations, the final personal tax position for the foreign employee is not clear. If PAYE obligations now arise, entitlement to claim a PAYE refund under the Employment Income Article would now also appear in doubt. Aside from the additional administrative burden associated with operating an Irish payroll, the changes could lead to increased costs as well as cash-flow issues for employees and employers alike.
There are a number of areas for clarification in relation to the update required as follows:
The Upshot of this Development and Next Steps
There would now appear to be limited circumstances in which an Irish PAYE clearance will be granted to a foreign employer, once duties are performed for an Irish company. Nonresident employers (in conjunction with associated Irish businesses) should now review their current processes and employee demographics to determine that there are sufficient controls and procedures in place to manage Irish PAYE obligations.
The KPMG International member firm in Ireland is seeking clarification from the authorities on the issues identified and will be requesting withdrawal of the SOP as currently drafted. They will also be emphasising the need for a clear and commercial tax policy for mobile talent to be adopted in order to foster Ireland’s ability to avail of all opportunities arising as a result of Brexit.
1 For the Revenue eBrief No. 102/16 dated 22 December 2016.
This article is excerpted, with permission from “Update to Irish PAYE Obligations: Employees of Non-Irish employers working in Ireland” (25 January 2017), a publication of the KPMG International member firm in Ireland.
The information contained in this newsletter was submitted by the KPMG International member firm in Ireland.
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