Hiring with the General Employment Permit: Requirements & Process in Ireland

Basic Eligibility Requirements for the General Employment Permit

The General Employment Permit is intended for skilled professionals who have a concrete job offer in Ireland and who meet the role requirements and minimum salary thresholds.

Employee Requirements

• Relevant qualifications, experience, or industry certifications (aligned with the job)
• A full-time job offer from an Irish employer
• Minimum salary of €30,000–€39,000, depending on role and criteria
• Successful completion of the Labour Market Needs Test (where required)
• Evidence of good character and no criminal record
• Private health insurance (until enrolled in Ireland’s public system)
• Suitable accommodation in Ireland

Required Documents (Employee)

• Valid passport
• Employment contract or official job offer letter
• CV and proof of work experience
• Degree certificates, diplomas, or proof of vocational training
• Professional licences (if required for the role)
• Proof of health insurance
• Passport-style photos
• Police clearance certificate
• Any required translations

Required Documents (Employer)

• Completed General Employment Permit application (via the Department of Enterprise portal)
• Detailed job description outlining duties, skills, and responsibilities
• Proof that the salary meets the minimum threshold and market rate
• Copy of the job advertisement and results of the Labour Market Needs Test (if required)
• Evidence that the company is registered and trading in Ireland (e.g., CRO registration, VAT info)
• Contract of employment
• Explanation of why the role cannot be filled locally (if requested)

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Step-by-Step Process for Sponsoring a General Employment Permit in Ireland

1. Secure a binding full-time job offer for a non-EEA candidate that meets salary and qualification requirements.
2. Conduct the Labour Market Needs Test, unless the role is exempt. This typically includes advertising the role for at least 28 days.
3. Prepare the full application package, including job descriptions, company registration proof, and salary evidence.
4. Submit the online application through Ireland’s Employment Permits Online System (EPOS). This can be done by the employer or employee, but employers typically lead the process.
5. Respond to requests for further information from the Department of Enterprise, Trade and Employment (DETE).
6. Receive the permit decision. When approved, the employee can proceed with entry visa steps (if required) and travel to Ireland.
7. Once in Ireland, the employee must register with immigration (GNIB/IRP) to finalise their right to live and work in the country.

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Costs & Fees Employers Should Expect When Sponsoring a General Employment Permit

Ireland does not charge a “sponsor licence” fee, but there are application fees and administrative costs to consider.

Government Fees & Who Pays What

Application fees (paid by employer or employee):

• €1,000 application fee for a new General Employment Permit. If refused, 90% is refunded

Renewal fee:

• €750 for renewals up to 6 months
• €1,500 for renewals up to 36 months

Immigration registration fee (typically paid by the employee):

• €300 for the Irish Residence Permit (IRP)

Other statutory costs:

• Private health insurance (employee)
• Payroll and social insurance obligations (employer)

Employer Costs vs. Employee Costs

Costs borne by the employer include:

• Application fee (if covering this as a benefit)
• Internal admin time and resources
• Costs of conducting the Labour Market Needs Test
• Legal or immigration advisor fees (optional)
• Any relocation benefits offered to the employee

Costs borne by the employee include:

• IRP registration fee (€300)
• Private health insurance (initially)
• Visa fees (if they require a separate entry visa)

Shared costs include:

• Social insurance contributions
• Renewal fees (depending on company policy)
  
  

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Employer Responsibilities to Ensure Compliance

Key responsibilities include:

• Ensuring the employee works only for the approved employer and role.
• Maintaining salary compliance , the employee must always meet the minimum threshold.
• Reporting major changes such as early termination, salary adjustments or changes to job duties or work location
• Keeping clear documentation of the Labour Market Needs Test (if applicable).
• Maintaining accurate payroll, contract, and HR records.
• Understanding that breaches can lead to permit revocation or limits on future sponsorship.

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Hire Global Talent Your Way with Playroll

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