Typical first conversation
MD: “I need eight welders. My solicitor charges €2,000 per permit and doesn’t source anyone. Is there another way?”
Yes, there is. Employment permits for skilled trades are a straightforward administrative process that a well-prepared employer can run with the right support. Here is the decision tree and the numbers, without the legal mystique.
Two routes. Most construction employers use one.
General Employment Permit (GEP)
- Most skilled trades: welders, fitters, carpenters, bricklayers, plant mechanics
- Salary floor: €36,605 from 1 March 2026
- 28-day Labour Market Needs Test required before application
- Fee: €1,000 per application (90% back if refused)
- After 9 months: worker can change employer freely in the same occupation
Critical Skills Employment Permit (CSEP)
- Engineers, surveyors, IT, specialists on the CSEP list
- Salary floor: €40,904 (degree-level)
- No Labour Market Needs Test - apply immediately after offer
- Family can join immediately; Stamp 4 after 2 years
- Faster to process, better for candidate attraction
What the real cost per hire looks like
| Item | Typical cost |
|---|---|
| Permit application fee | €1,000 (90% refunded on refusal) |
| Recruitment / sourcing | Varies - agency or platform fee |
| Flights and arrival support | €500–€1,500 depending on origin |
| First weeks accommodation | Often employer-supported; critical for retention |
| Trusted Partner registration (one-off) | Annual fee; saves weeks per application batch |
The full cost breakdown is covered in more detail, including how the numbers change at batch scale versus single hires.
The three things that cause most failures
- Mismatched paperwork: the advert, the contract and the permit application must describe the same job at the same salary. Even small differences - a different title or a salary stated differently - cause refusals. Our common mistakes guide covers the specific failure modes.
- Starting too late: the 28-day LMNT is fixed. Adding twelve weeks to your programme because you decided in November instead of September is a planning failure, not a permit problem.
- Ignoring the 50/50 rule: more than half your company workforce must be EEA nationals at application time. For growing firms hiring aggressively, this needs to be modelled forward, not checked after the fact.
Ready to run the numbers for your next project?
Recruitroo works with Irish construction MDs to build a hiring plan around the project programme - roles, thresholds, LMNT timing, batch sizing against the 50/50 rule, and permit filing through to arrival. No solicitor fees per permit.
Frequently asked questions
Do I need a solicitor to file employment permit applications?
No. Employers file directly on EPOS (the DETE online system) or through a registered agent. Many construction firms handle this in-house or through a recruitment partner.
Can the same permit process cover multiple nationalities?
Yes. The permit process is the same regardless of the worker’s origin. The D employment visa process varies by nationality but runs in parallel.
What happens if a worker leaves after six months?
After nine months, a General Employment Permit holder can move to another employer in the same occupation. Before nine months, the permit is tied to your company. Retention from month one matters.
This guide is for Irish construction employers and reflects permit rules as of September 2026. Details change - confirm the current position with DETE or ask Recruitroo before committing to a hire programme.