How to Hire Overseas Workers in Ireland: Step-by-Step Guide for Employers

To hire an overseas worker in Ireland, an employer must obtain a DETE employment permit before the worker travels. There are two main routes: the General Employment Permit (GEP), which requires a 28-day Labour Market Needs Test and a minimum salary of €36,605, and the Critical Skills Employment Permit (CSEP), which is faster but tied to specific occupations and a minimum salary of €40,904. CA Recruitment manages the full process — candidate sourcing, permit application, visa guidance, and compliance documentation — on your behalf. Most placements complete in 6–8 months (Critical Skills) or 6–8 months (General Employment Permit) from first consultation to the worker's first day.

When Hiring Overseas Workers Makes Sense

Overseas recruitment is not the right option for every business or every role. But for a growing number of Irish employers, it has become a practical necessity rather than a last resort.

It tends to be worth considering when:

• You have advertised locally and consistently received no suitable applicants
• Roles have remained unfilled for weeks or months, affecting your operations
• High staff turnover is a recurring problem and you need workers who will commit long-term
• The skills or reliability you need are consistently hard to find in the local labour market
• You are open to a structured, legal process in exchange for dependable, long-term staff

If any of these apply, it is worth a frank conversation about what the process actually involves — costs, timeline, and what is required on your side. Most employers are surprised by how manageable it is with the right support.

What is an Irish Employment Permit?

An Irish employment permit is a legal authorisation that allows a non-EEA national (including citizens of countries outside the EU, EEA, and Switzerland) to work in Ireland in a specific job with a specific employer.

Employment permits are issued by the Department of Enterprise, Tourism and Employment (DETE). Without a valid permit, it is illegal to employ a non-EEA national in Ireland — and both the employer and the worker can face serious consequences if this rule is breached.

Filipino nationals require an employment permit to work in Ireland. As Irish employers face a significant and ongoing labour shortage in many sectors, the employment permit system is the main legal route for hiring overseas workers from the Philippines.

Employment Permit vs Visa: What's the Difference?

These two terms are often used interchangeably by employers, but they are different documents issued by different government bodies — and it matters to understand both.

• Employment permit: Issued by DETE. Gives a non-EEA national the legal right to work in Ireland in a specific role for a specific employer. Either the employer or the worker can apply for this under Irish law — in practice, when recruiting from overseas, it is typically the employer or an agent on their behalf who does so.
• Entry visa: Issued by Immigration Service Delivery (ISD), part of the Department of Justice. Gives the worker permission to travel to and enter Ireland. Filipino nationals require an entry visa. The worker applies for this themselves, typically after the employment permit has been approved and using it as supporting documentation.

In short: the permit comes first, then the visa. Both are needed before the worker can legally travel to Ireland and start work. CA Recruitment guides both you and the worker through both processes so nothing falls between the gaps.

The Two Main Permit Types

There are nine categories of employment permit in Ireland, but for most employers hiring skilled Filipino workers, the two relevant options are:

1. Critical Skills Employment Permit (CSEP)

Designed for high-demand, skilled occupations. It is the more employer-friendly of the two main permit types because:

• No Labour Market Needs Test is required — you do not need to advertise the role locally first
• It is typically processed faster than a General Employment Permit
• Workers can apply for their spouse or dependants to join them in Ireland and work without restriction
• When the CSEP expires, the holder can apply directly to the Department of Justice for Stamp 4 — removing the need to renew the permit

To qualify, the role must generally pay at least €40,904 per year and appear on the Critical Skills Occupations List maintained by DETE. Roles paying over €68,911 per year may qualify regardless of the occupations list.

2. General Employment Permit (GEP)

The broader route, available for a wider range of occupations. Key points:

• A Labour Market Needs Test is required — the role must be advertised for a minimum of 28 consecutive days on Jobs Ireland and one additional platform before applying
• The minimum salary threshold is generally €36,605 per year, with specific lower thresholds for certain roles in agriculture, food production, and healthcare
• Certain occupations are on the Ineligible Occupations List and cannot be filled using a GEP
• The 50/50 workforce rule applies (see below)

The 50/50 Rule Explained

One of the most misunderstood requirements in the Irish employment permit system is the 50/50 rule, which applies to General Employment Permits.

The rule states that at least 50% of the employees of the employer — across the entire business, not just a specific location or department — must be EEA nationals at the time of the permit application.

In practice: if your business has 10 employees and you want to hire a non-EEA worker on a GEP, at least 5 of your existing 10 staff must be EEA nationals.

Exceptions to the 50/50 rule

• Start-ups: Businesses less than two years old with a formal letter of support from Enterprise Ireland or IDA Ireland may be exempt
• Sole employee: If the non-EEA worker will be the only employee of the business, the 50/50 rule does not apply
• Critical Skills route: The 50/50 rule applies to Critical Skills Employment Permits as well as General Employment Permits. The same 50% EEA workforce requirement must be met regardless of permit type.

There is no general exemption based on company size or headcount alone. If the 50/50 rule could be an issue for your business, speak to us — we can assess your situation and advise on whether an exception might apply or whether an alternative route is more appropriate.

Salary Thresholds

Employment permits in Ireland come with minimum salary requirements, which are reviewed periodically by DETE. The figures below reflect the position as of April 2026 — always confirm current thresholds at the time of your application.

The Labour Market Needs Test: In Simple Terms

Before you can apply for a General Employment Permit, you must be able to show that the role could not reasonably be filled from within the EEA labour market. This is called the Labour Market Needs Test (LMNT).

What it involves:

• Advertising the role on Jobs Ireland (jobsireland.ie) for a minimum of 28 consecutive days — this also satisfies the EURES European jobs network requirement
• Advertising on one additional online platform (a jobs website, recruitment site, or newspaper website) for the same 28-day period
• Keeping a clear record of any EEA applicants who applied and why they were not suitable for the role

When it applies: The LMNT is required for General Employment Permit applications. It does not apply to Critical Skills Employment Permits.

What it does not mean: You are not required to hire an unsuitable candidate. The test simply establishes that a genuine effort was made to fill the role locally before turning to an overseas hire.

CA Recruitment manages the LMNT advertising as part of our service. We place the ads, monitor the 28-day window, and prepare all documentation needed for the permit application.

What You Need to Do as the Employer

Hiring an overseas worker through the employment permit system is a shared process. Here is what falls on your side:

• 1

  The permit application

  Under Irish law, either the employer or the worker can apply for the employment permit. In practice, when recruiting from overseas, the employer or an agent on their behalf typically makes the application. CA Recruitment can manage this process on your behalf.

• 2

  Meet the minimum salary requirement

  You must pay at least the minimum annual salary for the relevant permit type. This must be genuine salary — allowances and non-cash benefits do not count toward the threshold.

• 3

  Complete the Labour Market Needs Test (if required)

  For GEP applications, the 28-day advertising requirement must be completed before submitting the permit application. CA Recruitment manages this on your behalf.

• 4

  Follow Irish employment law

  Once the worker is employed, the same rights and protections apply as for any other member of your team. We brief you on your obligations as part of the onboarding process.

We guide you through each of these steps so you are not left figuring it out on your own.

The Application Process

Once the groundwork is in place — role confirmed, candidate selected, LMNT completed where required — the employment permit application is submitted through the DETE Employment Permits Online System (EPOS). Here is how the full process works with CA Recruitment:

• 1

  Free Consultation

  We assess your role, your workforce, and the appropriate permit route. You get a clear picture of requirements, timelines, and costs — before committing to anything.

• 2

  Candidate Sourcing & Vetting

  We source and vet candidates in the Philippines from our established network. You receive a shortlist of pre-screened candidates, conduct interviews, and choose the person you want.

• 3

  Labour Market Needs Test (if required)

  We manage the 28-day advertising requirement on Jobs Ireland/EURES and one additional platform, plus all supporting documentation for GEP applications.

• 4

  Permit Application Submitted

  We prepare all documentation and submit the employment permit application through DETE's online system. You are not left managing paperwork.

• 5

  DETE Processing

  DETE reviews and decides on the application. Processing times vary — we monitor progress and keep you updated throughout. If DETE requests additional information, we handle that on your behalf.

• 6

  Visa & Pre-Departure

  Once the permit is approved, we guide the worker through their Irish visa application and all pre-departure documentation and preparation.

• 7

  Arrival & First 90 Days

  We support onboarding and check in with you and the worker throughout the first 90 days.

How Long Does It Take?

Timeline is one of the first questions most employers ask. The honest answer is that it depends — on the permit type, the current DETE processing queue, visa timing, and individual candidate circumstances.

Here is how the stages typically break down:

Critical Skills route: Typically 6–8 months end-to-end from first call to first day.

General Employment Permit route: Typically 6–8 months end-to-end, including the LMNT advertising period.

What Happens if Something Doesn't Go to Plan?

The permit process is not always smooth. Here are the most common issues — and how we handle them.

If something doesn't go to plan, we guide you through alternatives and next steps — you are never left dealing with it alone. See our full FAQ for more common questions, or contact us directly if you have a specific concern.

Your Obligations as an Employer

Taking on a non-EEA worker under an employment permit comes with specific legal obligations. These include:

• Paying at least the minimum annual salary stated on the permit
• Providing the same employment rights and conditions as any other employee
• Not charging the employee the cost of the employment permit — this is illegal under Irish law
• Notifying DETE within 28 days if the employment ends before the permit expires
• Not requiring the employee to work in a different role or location than specified on the permit without an amended permit
• Keeping records of the employee's right to work documentation

CA Recruitment briefs you on all of these obligations as part of the onboarding process and is available to answer questions at any point during the worker's employment. Full details on employer obligations under Irish employment law are published by the Workplace Relations Commission.

Family Members & Dependants

Workers on a Critical Skills Employment Permit can apply for their spouse, civil partner, or dependent children to join them in Ireland under the Dependant/Partner/Spouse Employment Permit (DPSEP). This allows family members to work in Ireland in any role without restriction — a significant advantage of the CSEP route.

Workers on a General Employment Permit may also be eligible for family reunification under separate immigration rules, typically after 12 months of lawful residence in Ireland.

How CA Recruitment Supports the Process

We manage the end-to-end process so you can focus on running your business. Here is exactly what that looks like:

• Candidate sourcing: We identify suitable candidates from our established network in the Philippines — people we know and have relationships with, not a remote database
• Screening and shortlisting: Every candidate is interviewed, reference-checked, and vetted before we present them to you
• You interview and choose: We present a shortlist — you decide who is right for your business
• Permit application support: We prepare all documentation and manage the employment permit application process
• LMNT management: Where required, we run the Labour Market Needs Test advertising and maintain the required records
• Visa guidance: We guide the worker through their Irish visa application once the permit is approved
• Post-placement check-ins: We stay in contact with you and the worker through the first 90 days

You are not left dealing with paperwork or guesswork. One consultant handles your account from the initial call to the worker's first day — and beyond.

Your first consultation is completely free. Get in touch to get started.

Real Results for Irish Employers

We have supported Irish employers across agriculture, construction, hospitality, retail, and other sectors to bring skilled Filipino workers into their businesses through the legal employment permit route.

Some of those employers came to us with little confidence the process could work for their business — and were genuinely surprised by how manageable it was once they had the right support and a realistic picture of the timeline.

A number of our clients have come back to us for a second placement after a positive first experience. We take that as the strongest sign we are doing things right.

If you would like to speak to an Irish employer who has used our service before making a decision, get in touch and we will arrange an introduction.