The permit is granted, the visa is stamped, the flight is booked. Your new international hire arrives in Ireland next week. Now what? The first 90 days after arrival are the most critical period for retention, productivity and compliance. Get this right and you have a productive, settled employee who stays for years. Get it wrong and you have an expensive early departure and a role that is back to square one. This guide is the practical playbook for the first 90 days -- the administrative steps, the onboarding milestones, and the human touches that make the difference.
Week 1: Arrival and Immediate Priorities
The First Seven Days
Have someone meet them. A taxi voucher is not the same as a human face at arrivals. This sets the tone for the entire employment relationship.
Pre-arranged accommodation, confirmed and paid for. Keys in hand, heating on, basic supplies (milk, bread, tea) in the kitchen. This costs EUR 20 and prevents EUR 10,000 in early departure.
Irish SIM card (Vodafone, Three, 48). Bank account -- Revolut or N26 for immediate needs; AIB or BOI for PAYE salary (some banks require an appointment, book in advance).
Meet the team, tour the facility, health and safety orientation, PPE issued, IT access set up.
Book Intreo appointment (can be done before arrival). Bring passport, permit, proof of address, employer letter. Processing 1-2 weeks.
Dublin: Burgh Quay (book online, slots fill fast). Outside Dublin: local Garda station. Bring passport, permit, proof of address, EUR 300.
Week 2-4: Settling In
The First Month
Safe Pass (construction, 1 day). RECI assessment (electricians). F-Gas certification (automotive). GMP induction (pharma). Whatever is needed for your sector -- schedule it in week 2-3.
PPS number typically arrives within 1-2 weeks. Set up PAYE, emergency tax is applied until the PPS is registered. Ensure the salary matches the permit exactly.
GP registration, local transport routes, nearest supermarket, nearest place of worship (if relevant). A printed welcome pack with this information costs nothing and makes a big difference.
Assign a buddy -- someone on the team who checks in daily for the first 2 weeks. Not a supervisor, a peer. This is the single most effective retention tool.
Formal sit-down with the line manager. How is the work? How is the accommodation? Any practical problems? Any concerns? Listen more than talk.
Month 2-3: Building Stability
Months Two and Three
If the employer provided temporary accommodation, the worker should be transitioning to their own rental by month 2-3. Provide guidance on Daft.ie, deposit requirements, and what landlords expect. This is harder than most employers realise -- the Irish rental market is brutal.
By month 2, the worker should be operating at 70-80% of the productivity you expect from a fully settled employee. By month 3, 90%+. If they are significantly below this, diagnose early -- it is usually a practical or personal issue, not a skills issue.
Less formal than the 30-day. Focus on longer-term settlement: accommodation, social connections, family (if applicable).
Formal review with documentation. Confirm probation status, set objectives for months 4-12, discuss career development and training. This is where you signal that you are invested in their long-term future, not just their permit period.
The Compliance Obligations You Must Not Miss
Critical Compliance Items
Salary must match the permit exactly. Underpayment -- even by a few euro per month -- is the single most common trigger for DETE scrutiny and renewal refusal.
IRP registration within 90 days. If the worker misses this deadline, they are technically non-compliant. Support them proactively.
The worker must work in the role described on the permit. Substantive role changes require a permit amendment.
Keep records. Copies of the permit, passport, IRP card, right-to-work check. Re-verify before expiry dates.
The Retention Factors That Matter Most
What Keeps International Workers Beyond Year One
Accommodation support in the first 3 months -- this is the number one factor
A buddy or peer support system -- reduces isolation dramatically
Pay above the permit threshold -- the threshold is a floor, not a target
Clear career progression communicated at the 90-day review
Family reunification support (CSEP: spouse can work immediately on Stamp 1G)
Proactive Stamp 4 support at month 21 (CSEP) -- shows you are invested in their future, not just their permit
How Recruitroo Supports the First 90 Days
Recruitroo does not stop at the airport. Our onboarding workflow tracks every milestone from arrival through IRP registration, PPS setup, professional certifications and 30/60/90-day check-ins. Our clients know exactly where each new hire is in the settlement process, and our platform flags anything that needs attention before it becomes a problem.
Want to get the first 90 days right?
We can set up a structured onboarding plan for your next international hire -- or audit your current process and plug the gaps.
Disclaimer: This guide reflects Irish employment, IRP and settlement processes as of June 2026.