If you've never hired a non-EEA worker before, the employment permit process can look intimidating. It's not — but there are rules, and getting them wrong wastes time and money. This guide walks you through the key steps in plain terms, so you know what you're getting into before you start.
Can you hire a non-EEA worker?
Not every role qualifies for an employment permit. DETE maintains two lists: an Eligible Occupations list and an Ineligible Categories of Employment list. The ineligible list mainly covers very low-skilled roles — cleaners, labourers, drivers — where DETE considers local labour sufficient.
Most roles in agriculture, construction, hospitality, healthcare, logistics, retail, and manufacturing are eligible. If you're not sure, this is the first thing to check — and we'll check it for you in a free consultation.
The role also needs to meet a minimum salary threshold. For a General Employment Permit (GEP), the minimum is €36,605 annually — or €16.12 per hour (€32,691 per year on a 39-hour week) for certain roles in horticulture, healthcare assistance, and meat processing.
The Labour Market Needs Test
For most GEP applications, you can't just hire the person you want. You have to first demonstrate that no suitable EEA candidate is available — this is the Labour Market Needs Test (LMNT).
The LMNT requires advertising the role for at least 28 consecutive days on Jobs Ireland (jobsireland.ie) and at least one other platform. You need to keep records of how many applications you received and why any EEA applicants were rejected. DETE will ask for this information when you submit the permit application.
If the role qualifies for a Critical Skills Employment Permit (CSEP), the Labour Market Test is not required. This is one of the biggest advantages of the CSEP route — it cuts 4–6 weeks from the process. See our article on GEP vs CSEP to understand which applies to you.
The 50/50 workforce rule
At least 50% of your total workforce must be EEA nationals before you can be issued a GEP. This covers all employees across the entire business — not just one site or department.
For most employers with an established local workforce, this isn't a problem. If you're already running close to the 50% threshold from previous hires, you need to factor this in before starting the process. The application will be refused if the ratio isn't met, regardless of how long the Labour Market Test took.
Making the application
The permit application is made through DETE's online application portal, Employment Permits Online. Either the employer or the worker can apply, but in practice it's almost always the employer — the employer needs to provide financial and workforce information that the worker won't have access to.
You'll need: a signed job offer letter, evidence of the LMNT (if required), your tax registration details, and information about your current workforce. We assemble all of this on behalf of our clients — the employer typically signs documents but doesn't manage the process directly.
Processing time at DETE is typically 8–12 weeks from the date of application. That's on top of the 28-day LMNT for GEPs. End-to-end, from first consultation to the worker starting, expect 6–8 months for a GEP, or 2–4 months for a CSEP.
After the permit is issued
Once the permit is approved, the worker still needs to arrange their visa (if required — Filipino nationals need a D visa for employment) and travel to Ireland. On arrival, they need to register with Immigration Service Delivery (ISD) to get their Irish Residence Permit (IRP) card.
If the worker's employment ends before the permit expires, DETE must be notified within 4 weeks. You cannot recover the cost of obtaining the permit from the worker — doing so is a criminal offence under the Employment Permits Acts.
Your ongoing obligations
Hiring a permit holder comes with specific record-keeping requirements. You need to maintain employment records that include hours worked, wages paid, and leave taken — the same as for any employee, but with an added obligation to make them available to DETE or the WRC if requested.
You also need to pay at least the minimum wage, provide a written employment contract, and not require the worker to work in a sector or role different from what's stated on the permit. The permit is job-specific and employer-specific — if the role changes significantly, DETE should be notified.
What CA Recruitment does
We manage the full process — from checking eligibility and sourcing candidates in the Philippines, through the Labour Market Test and permit application, to the worker's arrival and the first 90 days on the ground.
Our recruitment fee is agreed upfront and is separate from the government permit costs, which the employer pays directly to DETE.
If you're starting from scratch and want to understand whether this is feasible for your business, the free consultation is the right first step.
Ready to get started?
Free consultation. No commitment required.