Ireland Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Work Permit in Ireland?

Non-EEA (European Economic Area) nationals require an employment permit to work in Ireland. However, certain individuals are exempt, including international students, spouses, civil partners, or parents of Irish citizens, and those with refugee status or humanitarian leave. Employers should verify the specific circumstances of potential hires to determine the necessity of an employment permit.

Types of Work Visas in Ireland

Ireland offers various employment permits tailored to different employment scenarios.

Employment Permit (General Employment Permit)

The General Employment Permit is one of the most common work permits in Ireland, designed for foreign nationals who have received a job offer from an Irish employer. It is primarily intended for non-EEA nationals, except for those from certain countries that benefit from a more relaxed work permit regime, such as those in the EU or the European Economic Area (EEA). This permit allows the foreign national to stay in Ireland for up to two years, during which time they can live and work in the country.

The application process for the General Employment Permit involves both the employer and the employee. Employers must first obtain approval from the Irish Department of Enterprise, Trade, and Employment (DETE) to hire a foreign worker for a position that has been advertised and for which there is no suitable Irish or EU candidate. The employee can apply for the permit only once the employer's request has been granted.

💡 Best work permit option if: This permit is ideal for employers in Ireland who need to fill positions where there is a skill shortage in the local labor market. It is most beneficial for hiring workers for general roles in industries such as hospitality, retail, administration, and engineering. It is a great option for businesses that do not require highly specialized professionals but still need to attract foreign workers with specific skills.

Critical Skills Employment Permit

The Critical Skills Employment Permit is designed for highly skilled professionals in fields where there is a recognized shortage of qualified workers in Ireland. These critical skills include jobs in technology, healthcare, finance, engineering, and other specialized fields. The permit is intended to attract highly qualified workers to fill positions that are essential for the continued growth and innovation of Ireland’s economy.

To qualify for the Critical Skills Employment Permit, applicants must meet specific salary thresholds, which generally require that the job offer pays a minimum of €32,000 annually for most roles. However, for certain high-demand professions such as doctors and engineers, the salary threshold can be lower. This permit is particularly valuable because, after holding the permit for two years, individuals can apply for permanent residency in Ireland, which offers long-term stability.

💡 Best work permit option if: This permit is perfect for companies seeking to hire professionals with expertise in areas such as information technology, engineering, medical fields, and financial services. It’s ideal for highly skilled foreign workers who want to build a long-term career in Ireland while contributing to the country's economic development.

Intra-Company Transfer Employment Permit

The Intra-Company Transfer Employment Permit is designed for foreign employees working for multinational companies with branches or affiliates in Ireland. This permit allows employees to temporarily transfer to an Irish branch of the company. Typically, the Intra-Company Transfer Employment Permit is granted to employees in senior management, specialized roles, or technical positions where the employee's skills and knowledge are crucial for the Irish operations of the company.

The application process for this permit involves both the employee and employer. The employer must demonstrate that the employee has been working with the company for at least 12 months prior to the transfer and that the position requires the specific expertise of the individual. The permit is valid for up to two years, with the option to extend it if the company continues to require the employee's expertise.

💡 Best work permit option if: This visa is ideal for multinational companies that need to transfer key personnel with specialized knowledge or managerial experience to their Irish office. It is best suited for global companies expanding operations in Ireland or requiring expertise that is not readily available in the local labor market.

Working Holiday Authorisation

The Working Holiday Authorisation is a special visa arrangement available to nationals of certain countries with which Ireland has reciprocal agreements. This visa is designed for young people (typically between the ages of 18 and 30) who wish to travel and work in Ireland for a limited period of up to 12 months. This visa allows individuals to work part-time while exploring the country, providing a unique opportunity to experience Irish culture while supporting themselves through temporary work.

To apply for a Working Holiday Authorisation, the applicant must meet age restrictions, and the visa is typically granted based on nationality. The application process involves providing proof of sufficient financial resources to support oneself at the start of the stay. Applicants must also demonstrate that they plan to travel and work in Ireland temporarily and do not intend to settle permanently.

💡 Best work permit option if: This visa is ideal for young adults (18-30 years old) from eligible countries who want to travel and work in Ireland for up to 12 months. It’s perfect for individuals seeking short-term, flexible work opportunities while exploring Ireland’s culture and lifestyle.

Work Permit Application Process in Ireland (Step-by-step)

In Ireland, most work permissions are structured around the Employment Permits system, with the employer usually taking the lead on the application. The exact steps differ slightly by permit type, but the overall process is broadly similar.

• Step 1: The employer identifies the appropriate permit type, such as a Critical Skills Employment Permit or General Employment Permit, based on the role, salary, and skills. At this stage, the employer should review the Critical Skills Occupations List and the Ineligible List of Occupations to confirm that the role is eligible.
• Step 2: The employer defines the role and, where required, completes a labor market needs test. This may involve advertising the position for a specified period in Ireland and the EEA to show that no suitably qualified candidate is available locally before hiring a non-EEA national.
• Step 3: The employer gathers supporting company documentation. This typically includes business registration details, tax clearance or compliance confirmations, and evidence that the business is actively trading and in good standing in Ireland.
• Step 4: The employer and employee collect the employee’s personal and professional documents. These may include a valid passport, CV, degree certificates, professional qualifications, reference letters, and, for Critical Skills Employment Permits, proof that the salary meets the relevant threshold.
• Step 5: The employer (or authorized agent) submits the online employment permit application to the Department of Enterprise, Trade and Employment and pays the applicable fee. The application must be accurate and complete, as missing information can lead to delays or refusals.
• Step 6: Once the employment permit is approved, the employee applies for the appropriate visa if they are from a visa-required country, usually a long-stay D visa for work. The employee then travels to Ireland and, after arrival, registers with immigration authorities to obtain a residence permission that reflects their right to work.

Requirements and Eligibility for a Work Permit

Eligibility for an Irish employment permit depends on the type of permit, the role, the salary level, and both the employer’s and employee’s circumstances. Authorities focus on protecting the local labor market while allowing genuine skills gaps to be filled.

Common requirments inlcude:

• Minimum salary thresholds: Many permits, especially the Critical Skills Employment Permit, require a minimum annual salary that reflects the skill level and sector. This helps ensure that foreign workers are not underpaid and that the role is genuinely high-skilled.
• Eligible occupation: The role must usually be on the Critical Skills Occupations List or not appear on the Ineligible List of Occupations. This ensures that employment permits are targeted at areas where Ireland has identified skills shortages.
• Genuine Irish employer in good standing: The sponsoring company must be properly registered, tax compliant, and actively trading in Ireland. Authorities may review corporate records to confirm that the business is legitimate and capable of meeting its obligations.
• Relevant qualifications and experience: The employee must typically hold qualifications or experience appropriate to the role, such as a degree in a relevant field or several years of professional experience. This demonstrates that the individual can perform the duties described in the application.
• Labor market needs test (where applicable): For many General Employment Permits, the employer must show that the position was advertised locally and within the EEA. This requirement is intended to prioritize suitably qualified candidates already in the Irish or EEA labor market.
• Compliance with employment law: The proposed terms and conditions, including working hours, leave, and benefits, must meet or exceed Irish employment law standards. This protects both the foreign worker and the integrity of the labor market.

Work Permit Processing Time in Ireland

Processing times for Irish employment permits and related visas can fluctuate based on application volumes, the specific permit category, and whether the file is complete at first submission. Seasonal peaks and policy changes can also affect timelines.

The typical processing time for a work permit or visa in Ireland can vary depending on the type of permit, the complexity of the case, and whether additional checks are required. Generally, you can expect the following timelines:

• Temporary Residence or Work Permit: Employment permits such as General Employment Permits or Critical Skills Employment Permits are often processed in about 4 to 10 weeks after all required documents are submitted and fees are paid, though this can be longer during busy periods.
• Permanent Residence: Long-term residence or permission based on years of legal residence can take 6 to 18 months or longer, depending on background checks, security screening, and the completeness of the applicant’s immigration history and documentation.
• Short-Term Business or Work Visas: Short-stay C visas for business meetings or brief work-related visits may be processed in about 2 to 6 weeks after submission, assuming documents are complete and the purpose of travel is clearly evidenced.

Expected Processing Timeline: Employer vs Employee

From first identifying a candidate to their arrival in Ireland, both employer and employee have time-sensitive tasks. A realistic internal timeline helps manage expectations and onboarding plans.

• Week 1: Employer confirms the role details, selects the appropriate employment permit type, and starts gathering company documentation while the employee compiles personal documents.
• Week 2: Employer finalizes any required advertising or labor market test and prepares the online employment permit application with all supporting evidence.
• Week 3: Employer submits the employment permit application and pays the fee, while the employee prepares for possible visa filing by organizing financial and travel documents.
• Weeks 4–8: Authorities review the employment permit application, may request clarifications, and issue a decision; the employee remains ready to respond quickly to any additional document requests.
• Weeks 6–10: After permit approval, a visa-required employee files the long-stay D visa application, attends any required appointment, and awaits a decision from the visa office.
• Weeks 10–14: Once the visa is granted, the employee travels to Ireland, starts work in line with the permit conditions, and registers with immigration within the required timeframe.

Who Does What During Ireland Work Permit Sponsorship?

• Employers are responsible for: Defining the role, confirming that it meets eligibility criteria, conducting any required labor market test, preparing and submitting the employment permit application, paying the relevant fees, and ensuring ongoing compliance with Irish employment, tax, and immigration rules. They must also monitor permit expiry dates and initiate renewals in good time.
• Employee is responsible for: Providing accurate personal information and supporting documents, such as qualifications and references, applying for the correct visa where required, and attending any visa or registration appointments. They must also comply with the specific terms of their permission, including working only for the approved employer, in the approved role, and keeping their passport and immigration status valid.

Work Permit Renewal Periods in Ireland

Many Irish employment permits are initially granted for up to two years and can then be renewed, often for a longer period such as up to three additional years, subject to continued eligibility and compliance. After a certain period of lawful residence on eligible permits, some workers may become eligible to move away from permit dependency or apply for longer-term residence options.

Renewal applications generally need to be submitted before the current permit expires, and it is prudent to allow several weeks or more for processing. Practice may vary, and specific rules can change, so employers and employees should always check the latest guidance from the Department of Enterprise, Trade and Employment and the Irish Immigration Service Delivery when planning renewals.

What Are the Fees for a Work Permit or Visa in Ireland?

Fees vary depending on the permit type and duration.

Note: The above fees reflect government fees for work permits and visas in Ireland, and is not associated with Playroll's fees for visa support services. Please contact our team for detailed information on our visa support services.

Visa Requirements for Digital Nomads in Ireland

As of December 2024, Ireland does not have a specific visa for digital nomads. Non-EEA nationals looking to work remotely from Ireland typically need to obtain a relevant employment permit and visa, depending on their work and nationality. Employers facilitating remote work arrangements must consider Irish employment and tax laws.

Employers and digital nomads should:

 
• Consult with legal advisors to ensure compliance with Irish employment regulations.
• Consider the type of employment permit that aligns with the work being performed.
• Ensure that tax obligations are addressed for both the employer and the employee.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.