Avoiding Refusal: Strengthening a High-Risk Employment Permit Application

One of the most challenging scenarios for employers is progressing an employment permit application that appears complete, but carries a high risk of refusal.

In many cases, this risk only becomes apparent once a decision has been issued.

We were recently engaged by a client in the healthcare support sector who had already begun preparing an application for a General Employment Permit for a specialist role.

The situation

The employer had:
• Identified a suitable overseas candidate
• Undertaken initial steps in the application process
• Prepared the necessary documentation

However, they sought a review before submission due to uncertainty around eligibility.

What we identified

On review, it became clear that the application, as drafted, was unlikely to succeed.

The risks were not immediately obvious but included:
• A job description that did not clearly demonstrate the level of skill required
• Duties that overlapped with roles not typically eligible for a permit
• Insufficient detail in the business case supporting the hire

From experience, these types of issues frequently result in refusals, particularly where roles sit close to the margins of eligibility.

Why this matters

A refusal does not just mean a rejected application.

It often results in:
• Restarting the process from the beginning
• Additional recruitment delays
• Potential loss of the candidate

In sectors already experiencing staffing pressures, this can have a significant operational impact.

Our approach

We worked with the employer to:

• Refine and clarify the role profile to accurately reflect its responsibilities and requirements
• Distinguish the role from non-eligible positions
• Strengthen the supporting documentation to clearly demonstrate eligibility and business need.

This required a detailed understanding of how similar roles are assessed in practice.

The outcome

Following revision, the application was submitted and approved on first submission.

The employer avoided:
• A likely refusal
• Delays in onboarding
• Disruption to service delivery

Key takeaway for employers

Applications are not assessed solely on whether documentation is present.

They are assessed on whether the role, as presented, clearly meets the criteria.

Where roles are borderline or nuanced, early intervention can significantly reduce the risk of refusal.

If you’re planning an overseas hire or facing delays, we’re happy to talk it through.
info@mssthehrpeople.ie | 01 887 0690