Work Permits in Ireland: What Changed in 2024 and Why It Matters
In 2024, Ireland implemented significant reforms to its employment permit and visa systems through the Employment Permits Act 2024. These changes aim to modernise the process, address labour market needs, and enhance flexibility for both employers and employees. If you currently employ, or plan to employ an employment permit or visa holder, it's crucial to understand these developments and their implications.
Key Changes Introduced by the Employment Permits Act 2024:
Revised Labour Market Needs Test (LMNT):
Employers are no longer required to advertise job vacancies in print media. Instead, vacancies must be posted on online platforms accessible to Irish and EEA citizens. However, postings on Jobs Ireland and EURES remain mandatory. This simplifies the process for employers, potentially speeding up the recruitment process.
Enhanced Mobility for Employment Permit Holders:
General Employment Permit (GEP) and Critical Skills Employment Permit (CSEP) holders can now change employers after nine months, reduced from the previous 12-month requirement. GEP holders can move within the same occupation, while CSEP holders have broader flexibility across related roles.
Facilitated Internal Promotions and Transfers:
Permit holders can be promoted or internally transferred within the same company without needing a new employment permit, streamlining career progression and avoiding unnecessary administrative burdens for employers.
Introduction of the Seasonal Employment Permit (SEP):
A new permit allows non-EEA workers to engage in seasonal employment for up to seven months annually, supporting sectors like horticulture and agriculture. A pilot scheme was launched in February 2025. This is positive for employers who may otherwise struggle to recruit seasonal workers.
Updated Salary Thresholds:
Minimum salary requirements for various permits have been increased. For instance, the threshold for General Employment Permits rose from €30,000 to €34,000 in January 2024, with further increases planned later this year. Whilst this is increase is positive in that it ensures Migrant workers are earning a living wage, the increased threshold may lead to difficulties in recruitment and may also deter some employers from considering Work Permits.
Expanded Rights for Dependents:
Dependents of CSEP holders and certain researchers can now work in Ireland without needing a separate employment permit, enhancing family integration.
Implications for Employers:
Recruitment Flexibility: The revised LMNT and mobility provisions allow for a more streamlined hiring process and greater access to international talent.
Compliance Obligations: Employers must ensure adherence to the new advertising requirements and updated salary thresholds to remain compliant.
Strategic Workforce Planning: The introduction of the SEP provides opportunities to address seasonal labour demands effectively.
Implications for Employees:
Career Advancement: Enhanced mobility and promotion provisions offer greater opportunities for career development within Ireland.
Family Integration: Expanded work rights for dependents facilitate better family support and integration into Irish society.
These legislative changes reflect Ireland's commitment to creating a more flexible and responsive employment permit system, balancing economic needs with worker rights.
Need Support Navigating the Changes?
If you have questions about how the 2024 work permit and visa changes affect your business, or if you're unsure about compliance, recruitment strategies, or permit applications—we’re here to help.
Our team of HR and employment law experts can guide you through every step of the Work Permit process, ensuring you remain compliant while supporting your workforce needs.
Call or email us today 01 8870690, info@mssthehrpeople.ie
