Irish construction companies are signing contracts they cannot fully staff. Engineers are short. Pipefitters and welders are short. MEP companies are turning down work because they cannot find qualified tradespeople locally — and the domestic pipeline is not recovering fast enough to change that.
Hiring skilled construction workers from overseas is legal, structured, and more straightforward than most contractors assume. This guide covers every stage: which roles qualify, what the DETE General Employment Permit process involves, how long it takes, and what Filipino construction workers actually bring to an Irish site.
Can Irish construction employers hire workers from overseas?
Yes — for skilled and professional roles. The Irish employment permit system distinguishes between skilled occupations and elementary labour, and that distinction matters for construction employers.
Roles that qualify for a General Employment Permit (GEP) from DETE (Ireland's Department of Enterprise, Tourism and Employment) include:
- Mechanical engineer
- Electrical engineer
- Civil engineer
- Welder
- Pipe fitter
- Steel fixer
- MEP and structural engineering roles
What does not qualify: basic construction operatives (SOC 9120 — elementary construction occupations) and road or rail construction operatives are on DETE's ineligible list. If the role requires no formal qualification and consists of general site labour, it cannot be sponsored under a GEP.
If you are unsure whether a specific role qualifies, WhatsApp Monette before starting anything. A five-minute conversation avoids weeks of wasted effort.
Authority note: Ireland's 2025 Construction Action Plan names the Philippines as a priority source market for construction labour — a signal that the government has already assessed Filipino workers as a viable and appropriate fit for the Irish construction sector.
The hiring process: what it involves
There are four main stages. The total timeline is 6 to 8 months from first contact to a worker starting on site.
Step 1 — Eligibility and role classification
Before anything else, confirm that the role is GEP-eligible and that your business meets the 50/50 rule. DETE will not process a permit application for a company where fewer than 50% of the total workforce are EEA nationals at the time of application.
The only exemptions to the 50/50 rule are businesses registered with Revenue in the last two years that hold a formal letter of support from Enterprise Ireland or IDA Ireland, and situations where the non-EEA worker will be the sole employee. Most established contractors do not qualify for an exemption — check your headcount before starting the process.
This is a quick check. CA Recruitment runs it at the start of every engagement, at no cost.
Step 2 — Labour Market Needs Test (28 days)
Before applying for a GEP, you must demonstrate that no suitable EEA candidate is available. This is the Labour Market Needs Test (LMNT) — a mandatory 28-day advertising period.
The vacancy must be posted on:
- Jobs Ireland — the DSP/EURES employment network (jobsireland.ie). This is the mandatory platform.
- At least one additional online platform — a commercial job board, LinkedIn, or any other site whose principal purpose is publishing job offers.
Both ads must run for the full 28 consecutive days. You keep a log of every application received and document why no EEA applicant was selected. DETE checks this record when you submit the permit application. The 28-day period is fixed — there is no shortcut.
Run your candidate sourcing in parallel. While the LMNT is running, CA Recruitment is screening Filipino candidates. When the 28-day period closes, you already have a preferred candidate ready.
Step 3 — GEP application to DETE
After the LMNT closes, the GEP application goes to DETE through the Employment Permits Online system. The employer applies — the worker does not apply for their own permit.
Key requirements at this stage:
- The role must pay at least the Construction Sector SEO rate for the worker's category: €23.00 per hour for craftspersons from 1 August 2025, about €46,600 per year on a 39-hour week. This legally binding sectoral minimum sits above the standard €36,605 GEP threshold.
- The 50/50 rule must still be met at application date.
- LMNT records must be submitted — the full 28-day advertising log and outcome.
- The employer's signed job offer, tax clearance, and business registration are required.
The application fee is €1,000 for a permit of up to 24 months. If DETE refuses the application, 90% of the fee is refunded. The employer pays this cost — it cannot be charged to or recovered from the worker.
Current DETE processing time for new GEP applications is approximately 10 to 12 weeks. Check the live processing dates at enterprise.gov.ie before planning your schedule — this figure changes regularly.
CA Recruitment prepares and submits the complete application on behalf of our clients. You sign documents and review the draft; you do not manage the portal or the paperwork directly.
Step 4 — D-visa and arrival
Once DETE approves the GEP, the worker applies for an Irish D-visa (long-stay employment visa) at the Irish Embassy in Manila. This is the worker's application — the employer provides a copy of the approved permit, but does not submit the visa application.
Required documents for the D-visa include the approved employment permit, passport, a medical certificate from a DMW-accredited clinic, and evidence of the signed employment offer. The Irish Embassy in Manila typically processes D-visa applications within 2 to 4 weeks.
Filipino workers are also required to obtain an Overseas Employment Certificate (OEC) from the Philippine Department of Migrant Workers (DMW) before departing. This is a worker-side document — CA Recruitment tracks it to make sure it is in place before travel.
On arrival in Ireland, the worker must register with Immigration Service Delivery (ISD) to receive their Irish Residence Permit (IRP) card, which formalises their legal right to work. They will also need a PPS number to go on payroll, obtained from a local Intreo office.
Timeline: decision to first day on site
| Stage | Duration | Who manages it |
|---|---|---|
| Eligibility check, role classification, 50/50 ratio check | 1–2 days | CA Recruitment |
| Candidate sourcing and shortlisting | 2–4 weeks (runs during LMNT) | CA Recruitment |
| Labour Market Needs Test | 28 days | CA Recruitment |
| DETE GEP application processing | ~10–12 weeks (check live dates) | DETE |
| Philippine documentation (medical, OEC) | 2–4 weeks (runs during DETE processing) | Worker / CA Recruitment |
| Irish D-visa application | 2–4 weeks | Worker (Irish Embassy Manila) |
| Travel, arrival, PPS number, IRP registration | 1–2 weeks | Worker / CA Recruitment |
Total: 6 to 8 months from decision to worker on site. The timeline compresses when stages run in parallel — sourcing during the LMNT, Philippine documentation during DETE processing. DETE processing backlogs are the main variable you cannot control; check live dates before planning.
Why Filipino workers for Irish construction
The Philippines has one of the most developed overseas employment systems in the world. Construction and engineering trades are well-established routes for Filipino workers, and the skills base is genuine — not a credential gap dressed up for migration purposes.
Filipino construction workers bring:
- English proficiency. English is a medium of instruction throughout Philippine secondary and tertiary education. Site communication, toolbox talks, and safety briefings work from day one.
- Vocational and technical training. TESDA (Technical Education and Skills Development Authority) regulates trade qualifications in the Philippines. Welders, pipe fitters, and electricians hold nationally recognised certifications that can be assessed against Irish and EU standards.
- Structured departure. The DMW (Department of Migrant Workers) regulates overseas employment. Workers are medically screened and oriented before leaving the Philippines. When they arrive on your site, the process behind their placement has been checked on both ends.
- Retention. Overseas Filipino workers typically stay. They have committed to a contract, relocated their life, and have family support structures that depend on the income. Casual turnover is not the pattern you see.
CA Recruitment sources candidates directly through our network in the Philippines. We are not routing applications through a third-party partner — our founder Monette is Filipino, based in Tipperary, and manages the sourcing relationship personally. That matters when you are assessing trade skills remotely.
What CA Recruitment manages for you
When a contractor engages CA Recruitment, here is what we handle end-to-end:
- Eligibility check — role classification, DETE list verification, 50/50 ratio review
- Candidate sourcing and skills screening in the Philippines
- Labour Market Needs Test management — advertising, logging, outcome documentation
- DETE GEP application preparation and submission
- Philippines-side documentation tracking (medical certificate, OEC, DMW compliance)
- D-visa coordination with the Irish Embassy in Manila
- Arrival support — IRP registration, PPS number, first 90 days
Joe Colville at Ecoville Construction has used CA Recruitment for skilled placements. If you want a direct conversation about the process before committing to anything, WhatsApp Monette — she will give you an honest assessment of what is feasible for your role and business.
How fast can this actually move? CA Recruitment placed 8 workers with a Co. Cavan employer in 14 weeks from initial enquiry. That was an agricultural placement — construction timelines follow the same structure. Running the LMNT and candidate sourcing in parallel, with a clean application, keeps the process at the faster end of the range.
Frequently asked questions
Can Irish construction companies hire workers from overseas?
Yes — for skilled and professional roles. Mechanical engineers, electrical engineers, civil engineers, welders, pipe fitters, and steel fixers are all eligible for a General Employment Permit from DETE. Basic construction operatives and elementary construction occupations are on DETE's ineligible list. If the role requires a recognised trade qualification or professional engineering background, it will almost certainly qualify. Confirm the specific role before starting the process.
What is the minimum salary for a construction employment permit in Ireland?
In practice, higher than the €36,605 GEP minimum. Construction workers are covered by the Construction Sector Sectoral Employment Order, which sets legally binding hourly minimums: €23.00 per hour for craftspersons from 1 August 2025 (about €46,600 a year at 39 hours), €22.32 for Category A and €20.71 for Category B workers. The salary must be the contracted basic rate; you cannot meet it by adding overtime or site allowances on top of a lower base. Check the current rates at workplacerelations.ie.
How long does it take to hire a construction worker from overseas in Ireland?
6 to 8 months end-to-end. That covers 28 days of LMNT advertising, approximately 10 to 12 weeks of DETE processing (check current dates at enterprise.gov.ie), 2 to 4 weeks for the D-visa, and travel plus onboarding. Running stages in parallel keeps it towards the shorter end.
What is the 50/50 rule and does it affect construction companies?
The 50/50 rule requires that at least 50% of your total workforce must be EEA nationals when you submit the GEP application. It applies to all Irish employers, including contractors. Exemptions are narrow — start-ups with Enterprise Ireland or IDA support, or situations where the overseas worker will be the sole employee. Most established contractors need to check their headcount before applying. See our 50/50 rule guide for the full detail.
Does the Labour Market Needs Test apply to construction roles?
Yes. For all standard GEP applications, including engineering and trades roles, you must complete 28 consecutive days of LMNT advertising before submitting. The mandatory platform is Jobs Ireland (DSP/EURES), plus at least one additional online platform. You document every application received and why no EEA candidate was suitable. DETE checks this at application stage.
Can CA Recruitment place Filipino construction workers in Ireland?
Yes. We place skilled Filipino workers with Irish and UK employers, including construction and engineering companies. We manage the full DETE GEP process and both sides of the placement — Ireland and the Philippines.