Ireland’s Employment Permit System at a Glance
An employment permit is required to work legally in Ireland for non-EEA (European Economic Area) and non-UK citizens. In the hospitality sector, the General Employment Permit (GEP) is the primary route for hiring skilled non-EEA staff in positions not listed on the Ineligible List of Occupations.
As Ireland’s hospitality sector grows, hiring international talent has become vital for many hotels. The recent updates to Ireland’s Employment Permits Act bring new requirements that hotel employers need to understand, particularly regarding the General Employment Permit (GEP) and the new Seasonal Employment Permit (SEP). This guide breaks down the requirements and process for hiring international staff under the new regulations.
General Employment Permit (GEP): Key Requirements and Steps
GEP Eligibility Essentials
To bring in a candidate under a GEP, hotel employers need to:
- Offer a minimum salary of €34,000 (effective January 17, 2024).
- Conduct a Labour Market Needs Test (LMNT), proving attempts to recruit locally or from the EEA.
- Meet the 50:50 rule, requiring at least 50% of the hotel’s workforce to be EEA citizens.
Labour Market Needs Test (LMNT): The Process
The LMNT confirms that the position was adequately advertised for Irish and EEA candidates. To meet LMNT requirements, employers should:
- Advertise the position for a minimum of 28 days on Jobs Ireland, EURES, and another suitable online platform.
- Include key job details like location, hours, and salary in all postings.
Exemptions apply to roles with annual salaries above €64,000, jobs listed on the Critical Skills Occupations List, or candidates who were previously employed in Ireland and were made redundant.
Applying for the GEP
Employers or candidates can submit the application online through Ireland’s Employment Permits Online System (EPOS). The application fee is €1,000, with a 90% refund available if the permit is denied. Once approved, candidates who need a visa should apply immediately and complete local registration upon arrival.
Employer Flexibility: Changing Employers under GEP
GEP holders can switch employers after nine months in their role, as long as they move within the same profession. This flexibility allows hotels to recruit experienced candidates who are already familiar with Ireland’s work environment. To complete the transfer:
- Submit a new employment contract signed by both the employer and the candidate.
- Ensure that the new position aligns with the candidate’s current field to remain within GEP guidelines.
Seasonal Employment Permits (SEP): Meeting Short-Term Staffing Needs
To support seasonal staffing, the Seasonal Employment Permit (SEP) provides a targeted solution. Launching as a pilot in early 2025, SEPs allow hotels to employ non-EEA nationals in recurring seasonal roles for up to seven months. Hotels seeking SEP approval should:
- Complete pre-approval as an SEP employer and commit to providing accommodation and health insurance.
- Use SEP permits to transfer seasonal staff between other approved employers efficiently.
SEP permits offer hotels the ability to manage peak season staffing needs without lengthy recruiting.
Maintaining Compliance with Employment Permits
All GEP and SEP employees need to register for an Irish Residence Permit (IRP) to work legally, with a €300 registration fee. Staying vigilant about permit expiration dates and renewals will help keep hotel operations uninterrupted.
Conclusion
The 2024 Employment Permits Act offers a framework that lets hotels tap into global talent while remaining compliant with Irish immigration laws.
For hotel employers, understanding and correctly implementing GEP and SEP processes will be crucial for effectively expanding their workforce and maintaining seamless operations.
Staying updated on employment permits policy changes can further optimize recruitment and compliance efforts, making your hotel a sought-after destination for top-tier global talent in 2024.
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