Hire Filipino Workers in Ireland (2026): Employer's Guide

This guide is for Irish employers who have already decided they want to hire from the Philippines — and need to know exactly how the process works. It covers every step: from finding the right agency in Ireland, through the Labour Market Needs Test and DETE permit application, to what happens when your worker lands in Dublin and needs a PPS number. There is also a care-sector-specific section covering QQI Level 5 equivalency and NMBI registration, which most general guides skip.

The full process typically takes 6 to 8 months. If you understand each step before you start, you won't lose time to avoidable delays.

Why Irish employers hire from the Philippines

Filipino workers are not a stopgap. They are the first-choice hire for a growing number of Irish farms, care homes, construction contractors, and hospitality businesses — not because they are cheaper or easier to process, but because they consistently work out.

Three things make the Philippines a strong source country for Ireland specifically.

English as a working language. English is one of the Philippines' two official languages and the medium of instruction from secondary school through university. Filipino professionals are not learning English alongside a new job in Ireland — they arrive already able to communicate with colleagues, residents, management, and customers. This matters more than most employers anticipate.

Nursing and care sector depth. The Philippines produces a large volume of BSN (Bachelor of Science in Nursing) graduates each year. Many work first in care assistant or healthcare support worker roles rather than immediately as registered nurses — which makes them very strong candidates for care home placements in Ireland. They hold healthcare qualifications, understand clinical environments, and are often pursuing NMBI registration as a longer-term career step.

A regulated departure process. The Philippines' Department of Migrant Workers (DMW) regulates every overseas deployment of a Filipino worker. This means the recruitment process has a compliance layer on the Filipino side — not just the Irish side. An employer working with a DMW-accredited agency is not just hiring a person; they are working within a framework designed to protect both the worker and the employer from bad outcomes.

Step 1 — Find a DMW-accredited recruitment agency

Every legitimate route to hiring Filipino workers starts here. You cannot go directly to a Filipino worker and make them an offer. The worker must be processed through a DMW-accredited recruitment agency before they can legally depart the Philippines for work.

What DMW accreditation means

The DMW — the Philippine Department of Migrant Workers — is the government body that oversees overseas employment of Filipino nationals. An agency with DMW accreditation has been vetted and registered to lawfully recruit Filipino workers for overseas deployment. They are accountable to the Philippine government for how they treat workers throughout the process.

On the Irish side, the equivalent registration is with the National Employment Agency or compliance with the Employment Permits Acts — but the DMW accreditation is the Philippine-side requirement, and it affects what happens to your worker before they leave Manila.

Why DMW accreditation matters to you as an employer

The OEC — Overseas Employment Certificate — is issued to a Filipino worker before they depart the Philippines. The OEC is what allows them to leave legally as an overseas worker rather than as a tourist. It cannot be issued unless the worker is being sent by a DMW-accredited agency and unless the receiving employer (that's you) has been processed through that agency.

If you work with an agency that is not DMW-accredited, the worker cannot get an OEC. Without an OEC, they cannot legally depart for work regardless of what DETE permits are in place. The Irish permit is not enough on its own. Both sides of the process must be compliant.

How to verify DMW accreditation

The DMW publishes a registry of accredited agencies. Any agency you speak to should be able to provide their DMW accreditation number and the name of their Philippine partner agency. You can verify accreditation status through the DMW website. If an agency cannot provide this, do not proceed with them.

Step 2 — Labour Market Needs Test

Before DETE will process a General Employment Permit application, you must first demonstrate that no suitable Irish or EU candidate was available for the role. You do this through the Labour Market Needs Test (LMNT).

The LMNT is a 28-day mandatory advertising requirement. You run it yourself — DETE does not manage it for you.

What you must do

1. Advertise the role on Jobs Ireland (DSP Employment Services) — this is mandatory and non-negotiable
2. Advertise on the EURES employment network — also mandatory
3. Advertise on at least one additional commercial platform: Indeed.ie, LinkedIn, or a national newspaper job board
4. Run the advertisements for a minimum of 28 consecutive days
5. Record every application received during the 28-day period
6. Interview all candidates who meet the minimum requirements for the role
7. Document in writing your reasons for not progressing each Irish or EU applicant
8. Retain all documentation: copies of all advertisements, every application received, interview notes, and rejection reasons

DETE can audit this documentation after the permit is issued. Keep it for at least two years. If you cannot produce the paperwork when audited, you risk permit revocation and a referral to the Workplace Relations Commission.

Before you start the LMNT

Check two things before you begin advertising:

First, confirm the job title you intend to use on the advertisement is on DETE's eligible occupations list — not the ineligible list. Some roles cannot be filled through an employment permit regardless of how long you advertise. If your title is ineligible, four weeks of LMNT advertising is wasted effort. Check enterprise.gov.ie before you start.

Second, check your 50:50 ratio. At the time you submit the permit application, at least 50% of your total workforce must be EEA nationals. The ratio is assessed on the date of application — not the date the LMNT starts. If you run 28 days of advertising and then discover your ratio has dropped below 50%, you cannot submit. Read our full explanation of the 50:50 rule before committing to the process.

What counts as a genuine attempt

DETE expects the LMNT to be a real effort to fill the role locally, not a procedural exercise. Advertisements must accurately describe the role, the salary, and the working conditions. A deliberately unattractive advertisement risks audit failure and permit refusal. The test is whether you genuinely tried — not whether you could contrive a way to prove no one applied.

Step 3 — Apply for the General Employment Permit

Once the 28-day LMNT is complete and you have identified your candidate, you can submit the GEP application to DETE through the EPOS portal at enterprise.gov.ie. The employer submits the application on the worker's behalf.

What you need to apply

From your business:

• Tax Clearance Certificate from Revenue (valid and in date)
• Business registration documents (CRO number, or evidence of sole trader registration)
• Evidence of registered employer status with Revenue
• Signed employment contract for the specific role, showing the correct salary and job title
• Signed job offer letter
• Full LMNT documentation: copies of all advertisements, all applications received, interview records, and rejection reasons

From your candidate:

• Valid passport (minimum 12 months remaining validity at time of application)
• Educational and professional qualification certificates
• English language proficiency evidence (if applicable to the role)
• Employment history and references

CA Recruitment prepares and supplies all candidate-side documentation for every applicant we put forward. You do not chase qualifications, references, or translations — that is our job.

The DETE permit fee

The application fee is €1,000 for a GEP issued for up to 24 months. This is paid at the point of application through the EPOS portal. If the application is refused, the fee may not be fully refunded — which is why it is important to confirm eligibility before applying.

DETE processing time

DETE currently processes new GEP applications in 8 to 12 weeks. Processing times change — check enterprise.gov.ie for current figures before you submit. Do not assume the timeline from a post you read six months ago is still accurate.

Once the permit is issued, it is sent directly to the employer. The worker cannot enter Ireland on the strength of the permit alone — they must also complete the D-visa process, which is Step 5 below.

Step 4 — Worker documents from the Philippines

While the DETE application is being processed in Ireland, your candidate is completing their documentation in the Philippines. These run in parallel — you do not need to wait for the DETE permit before your candidate starts their side of the paperwork.

NBI Clearance

The NBI Clearance (National Bureau of Investigation clearance) is the Philippines' equivalent of a police background check. It confirms the worker has no criminal record in the Philippines. This is required by both DETE and the Irish Embassy as part of the visa process. NBI clearance takes a few days to a few weeks to issue, depending on workload at the NBI. It has a validity period and should be obtained close to the time of the visa application — not months in advance.

OEC — Overseas Employment Certificate

The OEC (Overseas Employment Certificate) is issued by the DMW to the worker before departure. It is what formally authorises them to leave the Philippines as an overseas worker rather than a tourist. The OEC cannot be issued unless:

• The recruitment agency is DMW-accredited, and
• The employer has been registered with the agency through the proper DMW process

This document is checked at the Philippine departure airport. A worker without a valid OEC will be stopped from boarding. It is not paperwork that can be sorted retrospectively.

Medical certificate

Filipino workers departing for overseas employment are required to complete a pre-departure medical examination at a DMW-accredited clinic in the Philippines. The medical covers general fitness for work and communicable disease screening. The certificate is issued by the clinic and forms part of the worker's departure documentation.

POEA processing

POEA — the Philippine Overseas Employment Administration — was previously the agency responsible for overseas worker deployment. Since 2022, its functions have been absorbed into the DMW. What employers previously referred to as "POEA documentation" is now processed through DMW. The substance is the same: the worker's overseas deployment must be registered and authorised before departure. A DMW-accredited agency handles this as part of their standard process.

Step 5 — D-visa application at the Irish Embassy Manila

Once DETE has issued the employment permit, your worker can apply for the Irish Employment D-visa. This is the visa they need to enter Ireland for long-stay work — a tourist visa (C-visa) does not authorise employment and cannot be converted once in Ireland.

How the D-visa application works

Since September 2022, all Irish visa applications in the Philippines are submitted through VFS Philippines, not the Embassy directly. The Irish Embassy in Manila handles consular decisions, but the application and biometric appointment go through VFS. The application requires:

• The original DETE employment permit (or confirmation of permit issuance)
• Signed employment contract
• Valid passport
• NBI Clearance
• Medical certificate
• Evidence of accommodation arrangements in Ireland
• Completed visa application form and photographs
• Visa application fee

The Irish Embassy Manila processes employment visas for Filipino workers. Processing typically takes 4 to 8 weeks from the date of application, though this varies — check the Embassy's current published times before applying. The worker submits in person or through an authorised visa centre.

What happens if the visa is refused

D-visa refusals are uncommon when the permit and supporting documentation are in order. They usually occur when documentation is incomplete, there are discrepancies between the permit and the application, or there are concerns about the applicant's personal circumstances. CA Recruitment prepares the visa application file in full to minimise the risk of refusal on administrative grounds.

Step 6 — Arrival and onboarding in Ireland

Your worker arrives in Ireland on their D employment visa. What happens in the first few weeks determines how well they settle — and how quickly they are genuinely productive.

Immigration registration

Within 90 days of arrival in Ireland, your worker must register with Immigration Service Delivery (ISD) and obtain their Irish Residence Permit (IRP card). The IRP confirms their immigration permission to live and work in Ireland for the duration of the permit.

Registration is handled by Immigration Service Delivery (ISD). Workers in Dublin and some other counties register at the ISD office; those in other parts of the country register at their local Garda station immigration registration office. Your worker will need:

• Passport with the D-visa
• Employment permit
• Proof of address in Ireland
• Registration fee (currently €300)

PPS number

A PPS (Personal Public Service) number is required before your worker can be put on payroll, pay tax, or access public services. They apply for a PPS number through the Department of Social Protection. Appointments are made online through MyWelfare.ie. First-time registrations require proof of identity, proof of address in Ireland, and evidence of why they need a PPS number (the employment contract covers this). PPS numbers are typically issued within a week of the in-person appointment.

Bank account

Opening a bank account in Ireland requires a PPS number, photo ID, and proof of Irish address. Some banks are more straightforward for new arrivals than others. Credit unions can be an accessible first option in many parts of the country. Account setup typically takes 1 to 2 weeks after the PPS number is issued.

Accommodation

The current Irish rental market is tight. Workers who arrive without confirmed accommodation are significantly more likely to encounter difficulties settling in, which directly affects their performance and retention. CA Recruitment works with employers to confirm accommodation arrangements before the worker departs the Philippines — not after they land in Dublin.

Some employers provide accommodation, particularly on farms and in rural care homes. Others support workers in finding rental accommodation close to the workplace. Either approach works — what does not work is leaving the worker to navigate the Irish rental market alone during their first week in the country.

Care sector: QQI Level 5 and NMBI registration

If you are hiring for a care or healthcare role, there are two additional qualification layers that apply — and that most general guides do not explain in sufficient detail.

QQI Level 5 — the care assistant standard

QQI (Quality and Qualifications Ireland) sets the national qualifications framework in Ireland. For care assistant and healthcare support worker roles, the relevant qualification is QQI Level 5 in Healthcare Support. Irish-trained care workers hold this as a standard post-leaving cert or further education qualification.

Overseas care workers must demonstrate that their qualifications are equivalent to QQI Level 5. This is not a formal DETE requirement at permit application stage — the permit does not ask for QQI equivalency certification. But HIQA (the Health Information and Quality Authority) may review staff qualifications during an inspection, and nursing home managers are accountable for the competency of their team.

In practice, most Filipino care worker applicants hold a BSN (Bachelor of Science in Nursing) or an equivalent healthcare diploma. These typically meet or exceed the QQI Level 5 standard. CA Recruitment verifies qualifications for every candidate we place and can advise whether a specific worker's credentials satisfy your HIQA compliance requirements.

NMBI registration — for nurses specifically

If you are hiring a registered nurse (rather than a care assistant), the process is more demanding. Registered nurses in Ireland must be registered with NMBI — the Nursing and Midwifery Board of Ireland — before they can practise. This applies regardless of nationality or permit status. A Filipino BSN graduate with a valid DETE permit cannot work as a registered nurse in Ireland until NMBI has assessed and registered them.

The NMBI assessment process involves:

• Verification of nursing education and training against Irish standards
• English language proficiency evidence (typically IELTS 7.0 overall, with minimum scores per component — check current NMBI requirements)
• Good standing certificate from the Philippine nursing regulatory body (the PRC — Professional Regulation Commission)
• Assessment of whether the qualification is substantially equivalent to Irish nursing registration standards

If NMBI determines that the qualification is not substantially equivalent, they may require the applicant to complete a period of supervised practice or an aptitude test before full registration is granted.

Critical timing point: NMBI registration takes several months and should be initiated in parallel with the GEP permit process — not after the permit is issued. If you wait until the permit arrives before starting NMBI, you add months to the total timeline before the nurse can practise. CA Recruitment initiates both tracks simultaneously for every nurse placement.

NMBI's English language requirement

NMBI currently requires English language proficiency evidence for overseas applicants. The most commonly accepted test is IELTS Academic, with a minimum overall score of 7.0 and minimum component scores in each section. The specific thresholds may change — always confirm current NMBI requirements before a candidate sits an English test. Filipino applicants who have worked in English-medium healthcare environments may be able to apply for exemption from the English test requirement, but this is assessed case by case.

End-to-end timeline: what 6 to 8 months looks like

The steps above run partly sequentially and partly in parallel. The table below shows a realistic timeline for a standard care assistant placement. Nurse placements involving NMBI registration take longer.

Total: approximately 6 to 8 months from first conversation to first working day.

Three things extend this timeline beyond 6 months:

• Waiting to start the LMNT — every week you delay before beginning the Labour Market Needs Test is a week added to the end of the process
• Incomplete documentation at the permit application stage — DETE returns incomplete applications, which resets the processing clock
• NMBI registration for nurses — if not initiated in parallel with the permit, it adds months after the permit is issued

If your staffing gap is urgent, start the process now. The timeline does not compress once it is running.

Frequently asked questions