{"id":146916,"date":"2026-09-07T10:35:15","date_gmt":"2026-09-07T10:35:15","guid":{"rendered":"https:\/\/my.legal500.com\/guides\/?post_type=comparative_guide&#038;p=146916"},"modified":"2026-09-07T10:35:15","modified_gmt":"2026-09-07T10:35:15","slug":"ireland-corporate-immigration","status":"publish","type":"comparative_guide","link":"https:\/\/my.legal500.com\/guides\/chapter\/ireland-corporate-immigration\/","title":{"rendered":"Ireland: Corporate Immigration"},"content":{"rendered":"","protected":false},"template":"","class_list":["post-146916","comparative_guide","type-comparative_guide","status-publish","hentry","guides-corporate-immigration","jurisdictions-ireland"],"acf":[],"appp":{"post_list":{"below_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Deloitte Ireland<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2022\/08\/Deloitte-logo.png\"\/><\/span><\/div>"},"post_detail":{"above_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Deloitte Ireland<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2022\/08\/Deloitte-logo.png\"\/><\/span><\/div>","below_title":"<span class=\"guide-intro\">This country specific Q&amp;A provides an overview of Corporate Immigration laws and regulations applicable in Ireland<\/span><div class=\"guide-content\"><div class=\"filter\">\r\n\r\n\t\t\t\t<input type=\"text\" placeholder=\"Search questions and answers...\" class=\"filter-container__search-field\">\r\n\t\t\t<\/div>\r\n\r\n\t\t\t\r\n\r\n\r\n\t\t\t<ol class=\"custom-counter\">\r\n\r\n\t\t\t\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the relevant government entities relating to immigration in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p><u>The Department of Enterprise, Tourism and Employment (DETE),<\/u> is responsible for the administration and oversight of Ireland\u2019s employment permits system. They manage employment permit applications, update eligibility criteria based on economic needs, and issue employment permits to non-EEA nationals seeking to work in Ireland.<\/p>\n<p><u>Immigration Service Delivery (ISD), a division of the Department of Justice, Home Affairs and Migration (DOJHAM),<\/u> is responsible for several immigration functions in Ireland, including but not limited to:<\/p>\n<ul>\n<li>Processing, issuing and generally administering entry visa.<\/li>\n<li>Issuing and generally administering residency permissions to non-EEA nationals.<\/li>\n<li>Issuing work authorisations to non-EEA nationals who would not otherwise qualify for an employment permit in Ireland, e.g., permission under the Atypical Working Scheme.<\/li>\n<li>Citizenship and international protection.<\/li>\n<\/ul>\n<p><u>The Border Management Unit (BMU), <\/u>manages the frontline immigration functions at Dublin Airport, including the entry of non-EEA nationals into Ireland. The police force (An Garda Siochana) supports ISD in managing frontline immigration functions, including the entry of non-EEA nationals into Dublin Port, all regional ports of entry and all other designated Irish airports.<\/p>\n<p><u>The Department of Foreign Affairs (DFA),<\/u> manages frontline visa processing globally, through the Irish embassies\/consulates. DFA also manages the processing of Irish passport and Foreign Birth Registration applications.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the options available for sponsor-based employment in your jurisdiction and timelines involved in securing a work permit?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The following are the sponsor-based employment options for Ireland, from an immigration perspective:<\/p>\n<ul>\n<li>Critical Skills Employment Permit (CSEP) \u2013 for highly skilled\/highly salaried roles.<\/li>\n<li>General Employment Permit (GEP) \u2013 for roles not capable of being filled from within the EEA market.<\/li>\n<li>Intra-Company Transfer Employment Permit (ICT) \u2013 for non-EEA national employees who work for an overseas \u201clinked entity\u201d of the Irish company being assigned to Ireland temporarily.<\/li>\n<li>Contract for Service Employment Permit (CSP) \u2013 for a non-EEA national foreign contractor coming to Ireland to provide a service to an Irish entity temporarily.<\/li>\n<li>Sports and Cultural Employment Permit (SCP) &#8211; designed to facilitate the employment for the enhancement\/development, operation, and capacity of sporting and cultural activities.<\/li>\n<li>Reactivation Employment Permit (REP) \u2013 designed to allow non-EEA nationals who entered Ireland on a valid permission but fell out of the system through no fault of their own, to re-enter the Irish workforce, once the REP has issued.<\/li>\n<li>Exchange Agreement Employment Permit (EAP) &#8211; facilitates the employment of non-EEA nationals pursuant to pre-approved international agreements.<\/li>\n<li>Seasonal Employment Permit (SEP) \u2013 facilitates the short-term employment of non-EEA nationals for a maximum of 7 months per year in seasonally recurrent employment.<\/li>\n<li>Internship Employment Permit (IEP) \u2013 for non-EEA national interns studying abroad who wish to work in Ireland for up to 12 months.<\/li>\n<li>Hosting Agreement \u2013 for non-EEA national academics and researchers carrying out research in Ireland.<\/li>\n<li>Atypical Working Scheme (AWS) &#8211; short-term work permission authorising a non-EEA national to work in Ireland for a maximum period of up to 90 days on a consecutive or non-consecutive basis<\/li>\n<\/ul>\n<p>Processing times for employment permits vary, subject to application volumes. Average processing times at the time of publication are around 2-12 weeks, with CSEPs generally being processed faster than other employment permit applications.<\/p>\n<p>DOJHAM advises applicants to allow 20 working days for an AWS application to be processed once all information is received.<\/p>\n<p>Once the employment permit\/work authorisation is approved, certain non-EEA nationals also require an Irish entry visa. Entry visa processing is dependent on the filing location although applications are generally processed between 4-10 weeks (from submission).<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the primary options available for unsponsored work and investment in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Ireland offers several unsponsored work routes, depending on the applicant\u2019s circumstances.<\/p>\n<p>Unsponsored work routes include the following:<\/p>\n<ul>\n<li>Stamp 4 permission: Stamp 4 permissions can be obtained through several routes and allows non-EEA nationals to work without employer sponsorship. The most common pathways are after two years on a CSEP; after five years on a combination of both a GEP and a CSEP; Turkish nationals can apply after three years on an employment permit; or as the spouse of an Irish national.<\/li>\n<li>Stamp 4 EU Fam\/Stamp 4D: These permissions are issued based on a relationship with an EU\/EEA\/UK family member<\/li>\n<li>Stamp 1G permission: A Stamp 1G is granted to non-EEA national graduates of an Irish university and is issued for a maximum of two years, depending on the degree type.<\/li>\n<li>A Stamp 1G permission is also granted to the eligible spouse or de facto partner of a CSEP, GEP, ICT, or researchers on Hosting Agreements, and can be renewed in line with the primary sponsor&#8217;s permission. As of 26 November 2025, children aged between 16 to 18 years will now also receive a Stamp 1G permission instead of a Stamp 3.<\/li>\n<li>Stamp 1A: Stamp 1A permission indicates permission to participate in full time, paid accountancy training (subject to conditions).<\/li>\n<li>Working Holiday Authorisation: Up to two-year permission for non-EEA national applicants aged between 18 to 30 years from certain countries including Australia, Canada, USA and New Zealand.<\/li>\n<li>Start Up Entrepreneur Programme (STEP): Allows non-EEA national entrepreneurs to apply for an immigration permission to establish their business in Ireland to work and reside in Ireland on a full-time basis. Eligibility for STEP includes a requirement for funding of \u20ac50,000 and the proposed business being a new and genuinely innovative business concept for a high-potential start-up venture in Ireland, involving a product or service with significant export potential.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the requirements for becoming a sponsor of employment-based migrants and what are the role and reporting duties of sponsors?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Employment Permits Act 2024 provides that it is an offence to employ a non-EEA national who does not have permission to work in Ireland. As such, Irish employers need to ensure in advance of employing a candidate that they are entitled to work in Ireland and where the candidate is a non-EEA national, that they hold the correct immigration permission to work.<\/p>\n<p>The general sponsored route to employing non-EEA nationals in Ireland is the employment permit system. To apply for an employment permit, companies must be registered with the Company Registration Office and with the Irish tax authority, the Revenue Commissioners. A company must also hold an Employer Registered Number (ERN).<\/p>\n<p>Employers must adhere to what is termed the 50:50 Rule, which specifies that for an employment permit to be granted, at the time of the application, at least 50% of employees must be EEA\/UK\/Swiss nationals. There are certain exceptions to the 50:50 Rule, such as start-up companies (potential exemption for 2 years) or if the employment permit has been issued before the Employment Permits Act 2024.<\/p>\n<p>An employer employing non-EEA nationals must adhere to various reporting duties and compliance obligations, including:<\/p>\n<ul>\n<li>Ensuring non-EEA nationals have the necessary skills, qualifications, or professional accreditations for their role, and that only eligible roles are sponsored.<\/li>\n<li>Ensuring the company has HR systems in place to monitor and track non-EEA nationals\u2019 employment permits etc. and report any changes in circumstance, including if a non-EEA national employee departs from their role.<\/li>\n<li>Reporting any changes to the sponsoring company\u2019s business, for example, if the company stops trading, or is involved in a merger or take-over.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are applications filed electronically, or paper base? Is a physical visa\/work permit document issued or is an electronic approval issued?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Irish employment permit and work authorisation applications are generally filed electronically, and the resulting permissions are also generally issued electronically.<\/p>\n<p>Irish entry visa applications are filed by way of a hard copy submission (to include an original passport in most filing locations). The visa, once issued, is a sticker in the applicant\u2019s passport.<\/p>\n<p>Once in Ireland, the non-EEA national is required to register their residence with Immigration Service Delivery (ISD) by attending an in-person appointment in Dublin. This appointment is booked through the Digital Contact Centre (DCC) portal. Once the appointment has been completed, the approved Irish Residence Permit (IRP) card is issued by ISD by post, usually within 10\u201315 days.<\/p>\n<p>All applicants, regardless of location in Ireland, can apply to renew their IRP cards online via the ISD website.<\/p>\n<p>Some domestic residence immigration applications are currently submitted by hard copy. However, DOJHAM is actively working to transition all such applications online. Whilst no formal timeline has been provided, there is an increased focus on this transition with many applications moving online.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is an in-person attendance\/interview required as part of the visa\/work permit application process? Is an individual required to enrol their biometrics (digital photo, fingerprint scan) as part of the visa\/work permit process?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>In-person attendance is not required for the employment permit application process.<\/p>\n<p>For entry visa-required nationals, applicants are generally required to attend an in-person appointment at a visa application centre\/embassy\/consulate to submit their biometrics (a facial photograph and, in many cases, fingerprints), depending on their application location.<\/p>\n<p>Once in Ireland, all non-EEA nationals must submit their biometrics in person (fingerprints and facial image) as part of the IRP card registration process.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What persons qualify as dependants? Can dependants work based on their dependant visa status? Are there any restrictions?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Dependants are generally categorised as:<\/p>\n<ul>\n<li>A spouse or civil partner.<\/li>\n<li>A de-facto (unmarried) partner (where the relationship meets the relevant policy requirements).<\/li>\n<li>Dependent children (under the age of 18).<\/li>\n<li>In limited circumstances, dependent adult relatives (such as parents or adult children with significant care needs), although such applications are subject to strict criteria and substantial evidence of dependency.<\/li>\n<\/ul>\n<p>Spouses\/civil partners must be in a marriage or civil partnership that is recognised in Ireland. Unmarried partners must have been living together in a relationship for at least 2 years.<\/p>\n<p>Spouses, de facto partners, and children between the ages of 16 and 18 of a CSEP\/GEP\/ICT and Hosting Agreement holder are permitted to work (excluding self-employment or setting up their own business).<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What is the general time frame and processes for obtaining permanent residence and citizenship for sponsored and unsponsored business-related immigration?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Non-EEA nationals who have been legally living and working in Ireland as the holder of an employment permit for a minimum of five years are eligible to apply for Long Term Residency (LTR) which, if granted, means they will no longer require an employment permit to work in Ireland. Successful applicants will be granted a residence permission for five years. Processing times are approximately three to six months.<\/p>\n<p>Non-EEA nationals may also be eligible to apply for a Stamp 4 permission for a variety of reasons, including if they have held a CSEP for two years, if they have held an employment permit for five years or if they are the family member of an Irish citizen. This permission is a non-employer sponsored permission and is akin to permanent residence in that it provides a great deal of flexibility when considering employment and business-related routes.<\/p>\n<p>Non-EEA nationals who have been legally resident in Ireland for at least five out of the previous nine years may be eligible to apply for Irish citizenship by naturalisation. This includes one year of continuous &#8220;reckonable residence&#8221; immediately before the date they submit the application. Processing times are approximately 12 months from submission for most applications.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What productive type activities can a business visitor undertake and for how long?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is no clear definition of business activities in Irish immigration law or policy. Generally permissible business visitor activities are stated as being<\/p>\n<ul>\n<li>Attending business meetings or conferences<\/li>\n<li>Visiting or conducting fact-finding missions at an affiliated branch office or subsidiary or a current project site.<\/li>\n<li>Attending contract negotiations and business transactions.<\/li>\n<\/ul>\n<p>A business visitor can undertake these activities for the duration of the temporary permission granted upon arrival in Ireland. That permission will be no longer than 90 days, can be shorter and is always at the discretion of the immigration officer at entry.<\/p>\n<p>Non-EEA nationals can undertake productive work activities for 14 days or less without obtaining a preclearance permission. This permission is requested on arrival in Ireland, although it is limited to once in any 90-day period regardless of the duration granted. A visa required national will still need to obtain a business visa in advance of travelling to Ireland, although they need to request the permission to work on arrival in Ireland.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can remote work be carried out from your country?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>In terms of Ireland having a \u201cnomad visa or permission\u201d permitting foreign nationals to work in Ireland, there is no such immigration permission.<\/p>\n<p>However, it is possible to work remotely (i.e., from the Irish home location) as the holder of an employment permit or other permission.<\/p>\n<p>Any work from home arrangement, where permissible, should be stated in the employment permit application. A Workplace Relations Commission (WRC) declaration may be requested by DETE as part of the application process and acknowledging the potential for a home inspection by the WRC.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any productive work \/ revenue generating activities that can be carried out as a visitor and without the need for a work permit? If so, what activities and for how long?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The 14-day work permission route can be utilised once every 90 days and if granted, the permission allows a non-EEA national to enter Ireland to work without requiring an employment permission.<\/p>\n<p>Non-EEA nationals can request the 14-day work permission on entry to Ireland if the productive work activities start and end within a single 14-day period. If the non-EEA national requires an entry visa for Ireland, this will need to be secured before travelling.<\/p>\n<p>The 14-day work permission is a temporary work authorisation, which is issued at the discretion of the immigration officer on entry to Ireland. This concession, if approved, can be used only once in any 90-day period. We would flag that a more stringent approach has been taken in recent years, and applicants seeking multiple 14-day work authorisations may be refused if the immigration officer believes this permission is being used to circumvent the requirement for a separate work authorisation.<\/p>\n<p>Non-EEA nationals are required to present documentation to the immigration officer to justify their stay in Ireland.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is there a remote work or nomad visa category in your jurisdiction? If not, how likely is it that this will be implemented in future?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is currently no remote work or nomad visa category in Ireland, nor is there any discussion on introducing such an immigration permission or visa category in the future.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">How easy is it to switch visa categories\/jobs\/employer from within country? And\/or if made redundant, can the individual regularise their stay in another capacity and what is the timeframe allowable?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Non-EEA nationals who arrive in Ireland as visitors can generally not change their status in-country.<\/p>\n<p>Non-EEA national employees on a Stamp 4 or Stamp 1G permission can change employer whenever they wish, although they should notify ISD of the change with seven days.<\/p>\n<p>The Employment Permits Act 2024 introduced a process whereby holders of Critical Skills Employment Permits and General Employment Permits may be able to apply to change employer without applying for a new employment permit. The transfer is limited to movement within the occupation or occupation classification of the original employment permit.<\/p>\n<p>General Employment Permit holders can apply to change employer within the type of employment for which they have been granted a permit i.e., 4-digit SOC code.<\/p>\n<p>Critical Skills Employment Permit holders can apply to change employer across a wider category of employment, e.g. different engineering roles (3-digit SOC code).<\/p>\n<p>First-time employment permit holders must remain in their current employment for a period of nine months before applying for a new employment permit<\/p>\n<p>In exceptional cases, where circumstances fundamentally change the employment relationship (e.g. the employer changes the location of the business to a site that is a considerable distance from its current location, or significant changes are made to the nature of the non-EEA national\u2019s work), or in cases involving exploitation, the non-EEA national may be granted an employment permit for an alternative job and may not need to remain with their current employer for the nine month period.<\/p>\n<p>In redundancy situations, the non-EEA national must notify DETE within four weeks of the redundancy on a prescribed redundancy notification form and they will then have up to six months from the date on which they were made redundant to find another job. If they are successful, they will need to make an application for an employment permit. A temporary permission is granted to allow the non-EEA national to reside in Ireland and secure alternative employment, although they cannot work during this transitional period (unless an alternative employment permit has been granted).<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What common issues or concerns may arise for employers under business immigration in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Generally, the immigration process for employing sponsored non-EEA nationals in Ireland is reliable, with relatively short lead times for obtaining immigration permissions once employers have registered on the Employment Permits Online (EPO) portal. The lead time for each type of employment permit is now individually tracked, with CSEP applications generally being processed within 2 &#8211; 3 weeks, and other types of employment permits seeing varied processing times from 6 \u2013 12 weeks at the time of publication.<\/p>\n<p>If required, the additional step of entry visa processing is often reliant on geo-political factors, together with application the volumes at the time and place of filing location. There can be a variation in processing times depending on the filing location and nationality which can make it challenging for companies to plan start dates. Additionally, there is a current immigration trend where applications are facing increased scrutiny.<\/p>\n<p>Certain immigration applications are seeing an increase in processing times, including include join family entry visas, naturalisation, foreign birth registration, and some preclearance applications.<\/p>\n<p>The ability of employees to transfer from non-employer sponsored permissions to employer sponsored permissions can cause some internal challenges. Employers should note that for certain permission switches, employees may be required to leave Ireland.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is there a fast track process \/ certification that business can obtain to expedite visa \/ permit processing?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Employment permits in Ireland are processed according to government timelines and on an as-received basis.<\/p>\n<p>Discretionary requests to expedite or \u201cfast track\u201d an application is rarely accommodated and typically occur only in cases of emergencies or when approval is essential for business operations. Supporting evidence must be provided when requesting an expedited process. All decisions are at the discretion of the Irish authorities and cannot be guaranteed.<\/p>\n<p>For entry visas, whilst it is not yet possible to request expedited processing, the Irish Government announced in the Programme for Government 2025, their intention to create an expedited visa option for high-demand sectors. There is currently no indication as to how and when this will be implemented, nor clarity on the process by which such requests might be made.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the recent trends, both political and social that have impacted (or are anticipated to impact) your jurisdiction with regard to immigration policy and law?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p><strong><u>Digitalisation<\/u><\/strong><\/p>\n<p>There has been an increased focus on digitalisation. The DOJHAM\u2019s Statement of Strategy 2025-2028 outlines the focus on delivering an <em>\u201cefficient, digital-first, professional immigration\u201d<\/em> service.<\/p>\n<p>This includes working towards the introduction of a single application procedure, following the implementation of the Employment Permit Online (EPO) portal in 2025, and the implementation of the Digital Contact Centre (DCC) portal.<\/p>\n<p><strong><u>Temporary<\/u><\/strong><strong><u> Protection <\/u><\/strong><\/p>\n<p>DOJHAM has extended the Temporary Protection Directive for Ukrainian nationals and their eligible family members until\u00a0March 2027.<\/p>\n<p>DOJHAM also announced the Temporary Protection Transition Scheme, set to open in September 2026. This scheme is a future pathway to support beneficiaries of Temporary Protection in Ireland, by transitioning them to a Stamp 4 permission. This permission will initially be valid for up to two years and will be renewable, and time spent on this permission will count towards naturalisation.<\/p>\n<p>Eligibility criteria for this permission includes:<\/p>\n<ul>\n<li>Being resident in Ireland for a minimum of one year as a beneficiary of Temporary Protection.<\/li>\n<li>Employment or self-employment for six months, with a minimum yearly salary of \u20ac29,432.<\/li>\n<li>Not be availing of Irish state supported accommodation such as commercially provided, rapid build programme or hosted accommodation supported by the Accommodation Recognition Payment at the time of application.<\/li>\n<\/ul>\n<p><strong><u>Housing<\/u><\/strong><\/p>\n<p>Ireland\u2019s housing shortage has influenced immigration policy in recent years, where political parties maintain that rapid population growth has increased demand for housing. Additionally, emergency accommodation for asylum seekers and refugees has become increasingly difficult to provide, and local communities have become more resistant to accommodation centres being in their areas. There is a growing sentiment that more infrastructure and investment are required to sustain such rapid growth which in turn has led to increased government emphasis on managing migration levels to minimise pressure on public services. A 2025 Court of Justice of the European Union decision has outlined that all international protection applicants in the EU (including Ireland) should be in receipt of adequate living conditions, whether through housing, financial aid or vouchers, or a combination.<\/p>\n<p><strong><u>Public Sentiment<\/u><\/strong><\/p>\n<p>Whilst the wider population has historically been supportive of immigration, anti-immigration sentiment has become increasingly visible in Ireland in recent years, influencing public debate and political discussion. Rising pressure on housing, healthcare, and public services has contributed to growing concerns about immigration and population growth across certain sections of the population.<\/p>\n<p>While there has been concern around numbers of individuals seeking asylum and international protection in Ireland, application numbers dropped around 29% between 2024 and 2025, with 2026 figures trending at a similar level to 2025. Public opinion remains mixed, with many people supporting the humanitarian obligation to assist vulnerable populations, whilst also calling for more effective and controlled migration management.<\/p>\n<p>The Economic and Social Research Institute (ERSI) has published a number of studies on Irish immigration policy and its impact to Irish society, including the role of misperceptions in attitudes to immigration in January 2026, and a literature review on the fiscal impacts of immigration in June 2026. Both studies noted the importance of inward migration to the maintenance of Irish demographics in the future.<\/p>\n<p>Additionally, the Expert Group on Future Skills Needs (EGFSN) published an Insights Note on the Skills Needs for Ireland in the Long-term in May 2026, which outlined that the Irish population is projected to increase by close to one-fifth over the next two to three decades by around +1 million people, and it is anticipated that population ageing will intensify pressure on the labour force, increasing the need for measures that expand labour supply. The Insights Note identified that long-term skills planning would be required to support enterprise growth, productivity, and public services, and that Ireland needs to continue to focus on education, training and helping people to enter and re-enter the labour force, highlighting the continued importance of immigration. The Insights Note also identified critical skills shortages in specific sectors including agriculture, transport and manufacturing, and healthcare, with 30% of all employment permits issued in 2025 being issued to the healthcare sector.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any new and \/ or anticipated changes impacting immigration law and \/ or policy in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p><strong><u>Employment Permits<\/u><\/strong><\/p>\n<p>Following the 2023 announcement introducing the Minimum Annual Remuneration (MAR) Roadmap, and subsequent consultation process in 2024, DETE announced a revised and phased MAR Roadmap in December 2025, with increases taking effect from 1 March 2026. The revised MAR Roadmap also introduced lower salary thresholds for recent graduates, if they can meet certain criteria. Further MAR increases are expected to take effect in 2027.<\/p>\n<p>Following a consultation on the review of occupation lists for employment permits in 2025, updates were announced in May 2026. 32 changes were made to the Critical Skills Occupation List and Ineligible List of Occupations for employment permits, with a strong industrial focus on construction and healthcare roles. A review of the 50:50 Rule was announced for the health and social care sector. Revised quotas were also announced for several different roles.<strong>\u00a0<\/strong><\/p>\n<p><strong><u>Non-EEA Family Reunification Policy <\/u><\/strong><\/p>\n<p>DOJHAM introduced significant reforms to Ireland\u2019s non-EEA family reunification framework in November 2025 and has kept these under ongoing review. As part of this, a revised family reunification policy was published.<\/p>\n<p>The changes announced in November 2025 included:<\/p>\n<ul>\n<li>The facilitation of children between the ages of 16-18 to be issued with a Stamp 1G, allowing them to work.<\/li>\n<li>Amending the definition of a dependent child, to a maximum age of 18. Exemptions may apply where there is a significant dependency.<\/li>\n<li>The financial records requirement for General Employment Permit holders was reduced from two years to one year to align with the one year waiting period.<\/li>\n<li>Stamp 4 permissions will be issued to family members after the sponsor naturalises as an Irish citizen.<\/li>\n<li>Revised financial thresholds for certain dependant applications.<\/li>\n<\/ul>\n<p>Other provisions were kept under review, including:<\/p>\n<ul>\n<li>The income thresholds for applications which include a minor child. These are currently mapped to the Working Family Payment provided by the Department of Social Protection and are expected to increase in the future.<\/li>\n<li>Evidence of suitable accommodation to be included with applications.<\/li>\n<li>The application fee.<\/li>\n<li>Whether applications would need to be submitted for non-visa nationals outside Ireland.<\/li>\n<\/ul>\n<p>In June 2026, further updates were made to the family reunification policy, including accommodation and financial eligibility requirements for sponsors.<\/p>\n<p>From 12 June 2026, a new accommodation requirement will apply to certain individuals seeking to have family members join them in Ireland. GEP holders and other Category C sponsors will be required to provide supporting documentation to demonstrate that they have suitable accommodation available for their joining family members. Sponsors will be ineligible where they are residing in certain supported accommodation.<\/p>\n<p>The minimum income threshold for Irish citizens sponsoring a spouse and dependent children has increased from \u20ac40,000 over three years (\u20ac13,333 per annum) to \u20ac75,000 over three years (\u20ac25,000 per annum).<\/p>\n<p>Individuals granted International Protection will now be required to wait two years from the date the protection is granted before being eligible to apply for family reunification under the revised legislation<\/p>\n<p>When a non-visa required national family member is entering Ireland, an immigration officer may request evidence of suitable accommodation. Where satisfactory evidence cannot be demonstrated, entry may be refused.<\/p>\n<p><strong><u>Single Application Process<\/u><\/strong><\/p>\n<p>The DETE announced on 15 December 2022 that the Irish government is developing a single application procedure for employment permits and immigration permissions.<\/p>\n<p>The Government received approval to implement the single permit system which will combine several stages of the existing immigration process. The current timeline is for the change to be implemented by 2027 and will allow for Ireland to opt into the Single Permit Directive of the EU. This will ease the process for applicants and reduce the administrative burden on the State and future applicants. The Programme for Government has indicated that the visa and employment permit system will be merged into one user-friendly application procedure supported by a new ICT system.<\/p>\n<p><strong><u>Entry Visas<\/u><\/strong><\/p>\n<p>Ireland has continued to expand its list of visa-required nationalities as part of a broader strategy to strengthen immigration controls and align more closely with its European neighbours. DOJHAM announced that from 15 June 2026, nationals of Nicaragua, Saint Kitts and Nevis, and Saint Lucia will be required to obtain an Irish entry visa before travelling to Ireland.<\/p>\n<p>The requirement also applies to holders of diplomatic and service passports. A transit visa will be required where nationals of these countries intend to transit through Ireland en route to another destination.<\/p>\n<p>These changes have been implemented to align Ireland\u2019s visa regime more closely to the Schengen and UK visa schemes.<\/p>\n<p>DOJHAM also announced the removal of an appeals process for certain short-stay visa refusals from 1 June 2026. This is intended the create a better use of resources and overall quicker turnaround for applications.<\/p>\n<p><strong><u>National Migration and Integration Strategy<\/u><\/strong><\/p>\n<p>First mentioned in the Programme for Government, the anticipated National Migration and Integration Strategy is due to be published in late 2026. This framework is anticipated to act as a comprehensive social policy framework, developed with cross-departmental input. Its aim is to balance recognition of migrants\u2019 vital contributions with effective enforcement of immigration regulations, underpinning DOJHAM\u2019s goal for a modern, transparent and accessible immigration service.<\/p>\n<p><strong><u>EU Pact on Migration and Asylum<\/u><\/strong><\/p>\n<p>DOJHAM announced the commencement of the International Protection Act 2026, with effect from 12 June 2026. The Act gives effect to measures under the EU Migration and Asylum Pact and introduces significant changes to Ireland\u2019s international protection system, including enhanced screening on arrival, defined processing timelines and a new appeals body.<\/p>\n<p>The EU Migration and Asylum Pact encompasses a set of new rules that manage migration and establishes a common asylum system in the EU. It aims to strengthen and integrate key EU policies like migration, border management, asylum, and integration. These reforms have been developed on foot of the 2015 &#8211; 2016 migration crisis.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">How do you see technology developing and evolving to support immigration process in the future?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Digitalisation of immigration technology and processes is expected to continue. This was confirmed in Goal 4 of DOJHAM\u2019s Statement of Strategy 2025-2028 which aims to deliver \u201c<em>efficient, digital-first, professional immigration and international protection services.<\/em>\u201d<\/p>\n<p>The expansion of the DCC portal, has facilitated the transition of many immigration applications to an online submission process, including certain EU Treaty Rights applications (such as EUTR1 and EUTR1A).<\/p>\n<p>With effect from 8 December 2025, entry visa applications which are submitted to the Dublin visa office will be required to pay their visa fee online.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the Right to Work requirements in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>An employer should confirm that candidates hold a valid permission to work before they commence work and whilst they remain employed. This can be evidenced through one or more of the following documents:<\/p>\n<ul>\n<li>Sight of original passport.<\/li>\n<li>An employment permit. The Employment Permits Act, 2024 provides that the employer shall keep the following for a period of five years, or for the duration of the relevant employee\u2019s employment: (i) a record of the employment concerned and the economic sector in which it is being performed; (ii) the duration of the employment; and (iii) particulars of the employment permit.<\/li>\n<li>The non-EEA national\u2019s IRP card.<\/li>\n<\/ul>\n<p>Regarding retention of documentation, the employer will need to comply with its statutory obligations under the Data Protection Acts, 1988 \u2013 2018. There are increasing obligations on employers in Ireland in terms of the retention and storage of employees\u2019 sensitive personal data.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the types of civil and criminal penalties employers may face for non-compliance with immigration rules i.e. employing an individual who does not have the Right to Work?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Employment Permits legislation provides that where a person enters the service of an employer in Ireland or is in employment in Ireland or where an employer employs a foreign national in Ireland except in accordance with an employment permit, the person and the employer shall be guilty of an offence.<\/p>\n<p>They shall be liable to (a) on summary conviction, to a fine not exceeding \u20ac3,000 or imprisonment for a term not exceeding 12 months or both, or (b) if the offence has been committed by the employer, on conviction of indictment, to a fine not exceeding \u20ac250,000 or imprisonment for a term not exceeding 10 years or both. Penalties can extend to the members of the body corporate (shareholders) where the body corporate is managed by its members.<\/p>\n<p>For offences under the Immigration Act 2024: (1) A person guilty of an offence under this legislation shall be liable on summary conviction to a fine not exceeding \u20ac50,000 or to imprisonment for a term not exceeding 12 months or to both. This would include failure to comply with the requirements in relation to registration. (2) A member of the Garda S\u00edoch\u00e1na may arrest without warrant a person who he or she reasonably suspects to have committed an offence under this legislation (other than section 10) or section 2 (1) of the Employment Permits Act 2024.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there labour market testing requirements in your jurisdiction and if so, what do they involve?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Unless eligible for an exemption, labour market testing is required for GEP and CFS applications. There are some exemptions for start-up companies, employment permits in force at time of commencement of the Employment Permits Act 2024 or if the non-EEA national is the sole employee of the company.<\/p>\n<p>The comply with labour market needs test advertising, the job postings must be placed on one or more online platforms\/websites that are easily accessible by Irish\/EEA citizens. The vacancy posting must also be published with Jobs Ireland and EURES websites. The requirement to place advertisements on printed media has been removed.<\/p>\n<p>For the position to be exempt from the labour market needs testing, the salary must be at least \u20ac68,911 or above, the position must be listed on the Critical Skills Occupations List, or the employer must obtain a support letter from the Industrial Development Agency (IDA) or Enterprise Ireland (EI), in which case they must be an IDA or EI supported company.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there quota requirements, restrictions or a cap on the numbers of foreign nationals hired per company in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>An employment permit will not issue unless at the time of application at least 50% of the employees in the firm are EEA\/UK\/Swiss nationals. This requirement is commonly referred to as the 50:50 Rule.<\/p>\n<p>The 50:50 Rule can be waived in certain circumstances:<\/p>\n<ul>\n<li>Start-up companies &#8211; the employer must be registered with Irish Revenue Commissioners as an employer within last two years, and the employer must have a letter of support from either Enterprise Ireland (EI), or IDA Ireland (IDA) and the latter waiver applies to client companies of EI or IDA only. By the time of renewal of the employment permits, the employer must be able to comply with the 50:50 Rule. If not, then a one-year employment permit may be provided in circumstances where the employer can demonstrate significant progress towards achieving 50% (this reduces the prospect of a company having to let people go to meet 50:50 Rule at the early stage of company\u2019s business). Such renewals must also have a letter of support from EI or the IDA. The 50:50 Rule must be complied with at the end of that one-year renewal period.<\/li>\n<li>Employment permits in force at time of commencement of the Employment Permits Act 2024.<\/li>\n<li>Where on the day on which the application is made the employer has no employees; the non-EEA national will be the sole employee; and the Minister for Enterprise, Tourism &amp; Employment is satisfied that having regard to the employment in respect of which the application is made, the non-EEA national concerned will be the sole employee of the employer. This exception to the 50:50 Rule will also apply at renewal, provided the permit holder remains a sole employee.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any exit procedures in your jurisdiction, if an individual is departing permanently?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>If the employment or assignment ends before the expiration date of an employment permit, the employment permit must be surrendered to DETE within four weeks from the date of termination or cessation. If the employer or employee fails to surrender the employment permit within four weeks of termination, a fine of up to \u20ac5,000 can be imposed or imprisonment for up to 12 months or both. In practice, this is rarely enforced.<\/p>\n<p>It is also best practice to surrender a valid IRP card to the immigration authorities as soon as possible post-departure. Any changes to personal circumstances of the non-EEA national, including changes of residential address, must be notified to DOJHAM within seven days of the effective date of change.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any requirements for medical certificates or vaccinations for your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Medical certificates, health declarations and details of specific vaccinations are not generally required for entry to Ireland.<\/p>\n<p>However, there is an exception to this in the case of Stamp 0 applications. These permissions are applied for by non-EEA \u2018people of independent means\u2019 who are generally seeking to retire in Ireland, as well as non-EEA \u2018elderly dependent relatives\u2019 of those residing in Ireland. Both categories of applications require a health declaration to be submitted i.e., a letter from the applicant\u2019s doctor detailing their current state of health is sufficient.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any language requirements for your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Only where the specific role sought for sponsorship has a language-based requirement or the applicant is seeking to avail of an exemption or a permit application under a specific occupation classification code.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the government costs associated with a typical employment based visa?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><table style=\"font-size: 1rem\">\n<tbody>\n<tr>\n<td width=\"193\"><strong>Employment permit category<\/strong><\/td>\n<td width=\"192\"><strong>First application fee<\/strong><\/td>\n<td width=\"191\"><strong>Renewal fee<\/strong><\/td>\n<\/tr>\n<tr>\n<td width=\"193\">General Employment Permit<\/td>\n<td width=\"192\">\u20ac1,000 up to 24 months and<\/p>\n<p>\u20ac500 for six months or less<\/td>\n<td width=\"191\">\u20ac750 for six months or less<\/p>\n<p>\u20ac1,500 up to 36 months<\/td>\n<\/tr>\n<tr>\n<td width=\"193\">Critical Skills Employment Permit<\/td>\n<td width=\"192\">\u20ac1,000 up to 24 months<\/td>\n<td width=\"191\">N\/A<\/td>\n<\/tr>\n<tr>\n<td width=\"193\">Intra-Company Transfer Employment Permit<\/td>\n<td width=\"192\">\u20ac1,000 up to 24 months and<\/p>\n<p>\u20ac500 for six months or less<\/td>\n<td width=\"191\">\u20ac500 for six months or less<\/p>\n<p>\u20ac1,000 up to 24 months<\/p>\n<p>\u20ac1,500 up to 36 months<\/td>\n<\/tr>\n<tr>\n<td width=\"193\">Atypical Working Scheme<\/td>\n<td width=\"192\">\u20ac250<\/td>\n<td width=\"191\">N\/A<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Separate to the above, additional fees may apply where applicable:<\/p>\n<table>\n<tbody>\n<tr>\n<td width=\"272\"><strong>Fee Type<\/strong><\/td>\n<td width=\"301\"><strong>Fee<\/strong><\/td>\n<\/tr>\n<tr>\n<td width=\"272\">Transit visa<\/td>\n<td width=\"301\">\u20ac25.00<\/td>\n<\/tr>\n<tr>\n<td width=\"272\">Single-entry visa<\/td>\n<td width=\"301\">\u20ac60.00<\/td>\n<\/tr>\n<tr>\n<td width=\"272\">Multi-entry visa<\/td>\n<td width=\"301\">\u20ac100.00<\/td>\n<\/tr>\n<tr>\n<td width=\"272\">Irish Residence Permit (IRP)<\/td>\n<td width=\"301\">\u20ac300.00<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is a local contract of employment required in order to obtain a work based visa or work permit? Are there salary or other thresholds to be met by the migrant?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Whilst most non-EEA nationals on Irish employment permits must have local contracts, some may be in Ireland on temporary assignment with overseas contracts i.e., on an Intra Company Transfer Employment Permit. The salary can likewise be paid from Ireland or overseas depending on the employment permit type. Any employment, tax or payroll implications stemming from where the contract and payroll is located should be considered separately.<\/p>\n<p>Minimum salary thresholds depend on the employment permit type:<\/p>\n<ul>\n<li>Critical Skills Employment Permit (CSEP): \u20ac40,904 on 39-hour week.\n<ul>\n<li>Lower thresholds apply for recent graduates, with a salary threshold of \u20ac36,848 for graduates from Irish third-level institutions (Level 8 or above) within the previous 12 months.<\/li>\n<\/ul>\n<\/li>\n<li>General Employment Permit (GEP): \u20ac36,605 on 39-hour week.\n<ul>\n<li>Lower thresholds apply for recent graduates, with a salary threshold of \u20ac34,009 for graduates any recognised third-level institution (Level 8 or above) relevant to the occupation applied for, who have graduated in the 12 months before applying.<\/li>\n<li>Lower thresholds also apply for some healthcare, and meat and horticultural operative roles (\u20ac32,691).<\/li>\n<\/ul>\n<\/li>\n<li>Intra Company Transfer Employment Permit (ICT): \u20ac49,523 on 39-hour week.\n<ul>\n<li>Lower thresholds apply for trainees (\u20ac36,605).<\/li>\n<\/ul>\n<\/li>\n<li>Atypical Working Scheme (AWS): Must align with the published salary requirement for a GEP (currently \u20ac36,605).<\/li>\n<\/ul>\n<p>It is anticipated that minimum salary thresholds will increase again in 2027.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the maximum periods of stay for individuals on an employment based visa \/ work permit?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Under current Irish immigration rules, there is no maximum period of stay for CSEP or GEP holders. After five years of continuous residence, it may be possible to apply for naturalisation or Long-Term Residency.<\/p>\n<p>For foreign nationals holding an ICT, the maximum total stay is five years, after which time they will be required to leave Ireland or localise onto an Irish employment contract and employment permit i.e., CSEP or GEP.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does your jurisdiction allow dual nationality?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Irish law does not impose any consequences regarding registration or renunciation of original citizenship. As such, dual citizenship can be held.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the most positive aspects of your immigration system compared to the rest of the world?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Irish immigration system is focused on attracting skilled migration into shortage occupations to support and develop enterprise for the Irish economy. Ireland is part of the European Union which means it participates in freedom of movement, facilitating EU nationals to work and live in Ireland without requiring visas and employment permits. Similarly, despite Brexit, UK nationals can reside and work in Ireland without any immigration requirements.<\/p>\n<p>For those non-EEA nationals who require an immigration permission, such as an employment permit or residency permit, the application process and different stages are relatively straightforward. The employment permit process can be completed online. Many roles such as marketing with a specific skill or language and technology roles are considered highly skilled and labour market testing is not required. Processing times have remained stable. For non-visa required nationals, the end-to-end process can be completed online without any need for an in-person appointments until they arrive in Ireland.<\/p>\n<p>The current Irish immigration system facilitates progression to Irish citizenship by naturalisation for certain permission holders<\/p>\n<p>The move to digital processes, allowing applications to be submitted online and issued in soft copy has been a very positive one. We see the trend of the Irish authorities considering the overall non-EEA nationals\u2019 experience as a positive step and as recognition of the contributions (both economic and cultural) of this population in Ireland. Moving to a digital process allows for a more positive and efficient experience.<\/p>\n<p>Finally, both DETE and DOJHAM\u2019s willingness to engage with stakeholders and applicants has supported consistent improvements to the Irish immigration system, addressing the primary concerns of employers and individuals. An example of this is the recent updates to employment permit eligibility in May 2026 that was a direct result of a consultation process in 2025.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are you facing any challenges resulting from a shortage of skills. If yes, which skills?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Ireland continues to experience skills shortages across several sectors despite strong economic growth and comparatively low unemployment rates. Whilst employment permits remain an important mechanism for addressing labour market shortages, employers continue to report key industries where skill shortages have been identified or where recruiting suitably qualified candidates has become difficult.<\/p>\n<p>In May 2026, the Ministers for Enterprise, Tourism and Employment, and Minister of State with Special Responsibility for Retail, Small Businesses and Employment announced a series of updates to Ireland\u2019s employment permit system to address ongoing shortages across key sectors. The update included a total of 32 changes to jobs eligible for an employment permit.<\/p>\n<p><strong>Construction<\/strong><\/p>\n<p>Following the recent updates, some construction roles will now be eligible for CSEPs. Further, many construction roles which were previously on the ineligible skills list have since been removed, making them eligible for GEPs.<\/p>\n<p>These changes are of relevance as the Irish economy continues to grow and the demand for housing and infrastructure increases, significant skills gaps have emerged in the construction industry. Build Up Skills 2030 (\u201cBUS2030\u201d), an EU-funded initiative aimed at addressing these skills gaps in Ireland\u2019s construction sector, provided valuable insights in their 2023 research report. By analysing workforce data, BUS2030 assessed Ireland&#8217;s current skills and projected the country&#8217;s needs for 2030.<\/p>\n<p>The findings reveal that Ireland&#8217;s construction labour force is significantly under-resourced, requiring an additional 120,000 workers to meet infrastructure goals. This includes 22,000 electricians, 14,000 carpenters and joiners, 12,000 bricklayers and plasterers, 10,000 civil engineers, and over 24,000 general operatives such as machine drivers.<\/p>\n<p>Employers in the construction industry are increasingly reliant on non-EEA talent to address these urgent skills gaps.<\/p>\n<p>In 2025, a record 2,031 employment permits were issued to employers within this sector. Statistics published by the Department for Enterprise, Tourism and Employment (DETE) for Q1 and Q2 2026 (January to June) indicated a 37% increase in permits.<\/p>\n<p><strong>Agriculture<\/strong><\/p>\n<p>Predominantly family-owned, farmers have pivoted to immigration and non-EEA national talent as a part-solution for their pressing labour needs. The agricultural sector has been particularly impacted by recent increases in the minimum annual remuneration for employment permits. In the future, it may become uneconomical for farmers to hire non-EEA n national staff, leading them to reduce their output to match a minimal workforce. This skills shortage in Ireland, compounded by challenges relating to employment permits, could contribute to a significant economic challenge in the sector.<\/p>\n<p>The new updates in 2026 provided renewed quotas for many agricultural roles, and an introduction of quotas in relation to the fishing industry.<\/p>\n<p><strong>Health and Social Care Sector<\/strong><\/p>\n<p>Healthcare remains one of the sectors most affected by skills shortages. Demand continues across nursing, healthcare, disability services, homecare and certain allied health professions. Immigration remains an important component of workforce planning and employers within this sector may face additional difficulties in complying with the 50:50 Rule, which generally requires that at least 50% of the employer\u2019s workforce comprises of EEA nationals before an employment permit will be granted.<\/p>\n<p>Recognising the sectors difficulties and the reliance on international recruitment, the Government announced in May 2026 its intention to introduce some flexibility to the 50:50 Rule for the healthcare and society sector. The proposed change is to support long term care capacity and respond to an increasing workforce demand. However, at the time of writing, the proposed amendment has not yet been implemented.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any plans in place to address green skills and\/or to support transition to green economies?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>As part of the Climate Action Plan 2025, the Government has set targets to reduce emissions by 51% by 2030 as compared to 2018 levels. Ireland&#8217;s Recovery and Resilience Plan focuses on investing in rail system upgrades and increasing energy efficiency in homes.<\/p>\n<p>Green Skills 2030 aims to address the green skills gap in Ireland through further education. It evaluates various sectors, including construction, agriculture, transport, and energy, in collaboration with stakeholders. The goal is to support the skills needed to transition to a green economy in Ireland by enhancing training programmes and integrating green skills into existing courses.<\/p>\n<p>Additionally, the Irish Government is advocating for more renewable energy sources, such as solar and offshore wind. They have expanded planning and targets for offshore wind, which will require specialised skills in this area, where some of these skills may necessitate the hiring of non-EEA national talent.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\r\n<div class=\"word-count-hidden\" style=\"display:none;\">Estimated word count: <span class=\"word-count\">8030<\/span><\/div>\r\n\r\n\t\t\t<\/ol>\r\n\r\n<script type=\"text\/javascript\" src=\"\/wp-content\/themes\/twentyseventeen\/src\/jquery\/components\/filter-guides.js\" async><\/script><\/div>"}},"_links":{"self":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide\/146916","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide"}],"about":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/types\/comparative_guide"}],"wp:attachment":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/media?parent=146916"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}