FOR EMPLOYERS
Employer FAQ
The questions Irish employers ask most before and during sponsoring a non-EEA hire. Where the answer depends on your specific case, we point to the fuller guide rather than guess at the details.
Can I sponsor someone already on a student visa in Ireland?
In principle, yes. A Stamp 2 student does not have an automatic right to work full-time, so they need an approved employment permit like any other candidate, meeting the same salary and eligibility rules. See our right to work eligibility guide for how to check a candidate's current status before you invest time in an application.
Right to Work & Hiring Eligibility→What happens if my application is refused?
A refused application joins a review queue that can run for months, so it is rarely worth treating a refusal as a quick fix. 90% of the €1,000 government fee is refunded when an application is unsuccessful. Getting the eligibility check right before you file matters more than speed.
Hiring International Employees→Can the employee start working before the permit is approved?
No. The permit has to be granted before the person can begin work for you. Starting early is a compliance breach for both the employer and the employee, regardless of how confident you are the application will succeed.
Do I need a permit for someone from the UK?
No. UK citizens have full rights to live and work in Ireland under the Common Travel Area, the same as EEA and Swiss citizens. No permit or visa is required.
What's the difference between an employment permit and a visa?
An employment permit is permission to work for a specific employer in a specific role, issued by DETE. A visa is separate: permission to enter the State, issued by the Department of Justice or an Irish embassy, and only required depending on the candidate's nationality. Many candidates need both; some need only the permit if their nationality is visa-exempt.
Can a sponsored employee change jobs or employers?
Most permits are tied to the specific employer and role named on the application, so changing employer generally means a new application rather than a simple transfer, until the employee reaches Stamp 4. The exact mechanics depend on the permit type and how long they have held it, so check the employer compliance guide before agreeing to any change.
Employer Compliance→My company only has 2-3 employees. Does the 50% EEA workforce rule still apply?
The standard rule requires at least 50% of your workforce to be EEA nationals on the date of application, but a startup or sole-employee waiver can apply to smaller companies. See the eligibility section of our hiring process guide for the full list of what your company needs to qualify as a sponsor.
Hiring International Employees→Do I need to use a solicitor or immigration advisor?
No, it is not required. Many first-time sponsors use one, but the application can be filed directly through Employment Permits Online. If you do use an advisor, get a fixed quote first; fees vary considerably by firm and case complexity.
Cost of Sponsorship→How long does the process take from job offer to an approved permit?
It depends on the permit type and DETE's current queue. Critical Skills applications tend to move faster partly because they skip the Labour Market Needs Test entirely; General Employment Permit applications usually need the 28-day advertising period first. Check current processing times before setting a start date with the candidate.
Processing Times→What is EPOS, and do I need an account before I can apply?
EPOS (Employment Permits Online) is the system every application runs through. Yes, your company needs a validated employer account, built on Revenue documentation and your CRO number, before anything can be submitted. Set this up as early as possible; it is a one-off task but can take time to get validated.
EPOS Account Setup→Is there a minimum length of time my company needs to have been trading?
DETE requires that your company is genuinely trading in the State, but we would not want to assert a specific minimum duration here, since the assessment looks at the substance of the business, not just its age. If your company is newly established, budget extra time for DETE to satisfy itself on this point.
Hiring International Employees→What happens if the employee's job ends before the permit expires?
You are expected to notify DETE. Employer obligations do not end once a permit is granted; they continue for as long as the employment relationship the permit was issued for exists. See our compliance guide for the ongoing obligations a permit creates.
Employer Compliance→Can a permit be renewed?
General Employment Permits are renewable, typically reaching Stamp 4 after five years. Critical Skills Employment Permits follow a different path, reaching Stamp 4 at around 21 months rather than through renewal. Which path applies depends on the permit type you started with.
Choosing a Permit Type→Ready to sponsor your first hire?
Post the role and reach candidates whose visa eligibility is already worked out.
Post a job free