Occupation lists expanded
In May 2026, the Irish Government announced 32 amendments to occupations eligible for employment permits. The changes follow a 2025 review and include:
- Six occupations becoming eligible for Critical Skills Employment Permits:
- Agronomist
- Construction planner/scheduler
- Community eye care
- Intellectual Property professionals
- Geospatial Surveyor - land surveyor/geomatics surveyor
- Riggers within the games industry
- Nine occupations becoming eligible for General Employment Permits without quota restrictions:
- Pharmaceutical technicians - healthcare specific
- Dentistry – dental hygienist
- Plastic lining technicians
- Steel fixers
- Fencing operators/erectors
- Curtain wallers
- Printers
- Industrial machine knitter
- Concrete pump operator
- Two occupations becoming eligible for General Employment Permits under newly established quotas:
- Fish filleters
- Seafood operative
- Renewal of quotas across 15 existing occupations:
- Hotel and accommodation managers and proprietors
- Restaurant/catering establishment managers and proprietors
- Publicans and managers of licensed premises
- Catering and bar managers
- Support worker
- HGV/bus mechanics
- Car/motor mechanic, auto electrician, vehicle technician
- Vehicle body builders/repairers/body shop panel beaters
- Vehicle paint technicians
- Automotive technicians
- Butcher
- Home support services
- Meat processor operative - December 2025
- Farm workers - dairy farm assistants - December 2025
- Horticulture operative
Employers should note that the Department has also approved a proposal to begin preparations to amend the Employment Permits Act 2024 as it relates to the Labour Market Needs Test. The 50:50 rule currently requires that at least 50% of a company’s workforce be EEA/UK/Swiss nationals for employment permits to be granted. This change will improve the issues currently faced by the health and social care sector, where workforce shortages continue to significantly impact service delivery.
Seasonal employment permits
The Department published its report in June 2026 on the 2025 Seasonal Employment Permit Pilot. The Pilot was introduced to ease ongoing challenges in recruiting seasonal labour within the horticulture sector. It was launched in 2025 as Ireland’s first regulated, rights-based seasonal migration pathway for non-EEA workers.
The evaluation concluded that despite operational and compliance issues, the Pilot highlighted the value of a structured, rights-based seasonal migration route. Due to limited participation, recruitment failures and significant compliance breaches, the scheme was not tested adequately. The Department has recommended a second phase of the Pilot, incorporating:
- Enhanced compliance and oversight measures
- Robust verification processes
- Stricter operational processes, and
- An earlier registration requirement
The second phase is expected to commence in the third quarter of 2026, ahead of the 2027 seasonal employment period.
Removal of appeals for short-stay visa refusals
Applicants who are refused a short-stay (type C) visa to Ireland will no longer be able to appeal that decision from 1 June 2026 onwards. An exception to this change applies to applications made by third-country nationals who fall within the scope of the EU Free Movement Directive. It should be noted that any refusal decisions issued on short-stay visas prior to 1 June 2026 are eligible for appeal.
The right of appeal will still apply to all long-stay (type D) visa refusals, including:
- Family categories, except visiting family
- Employment visa applications, and
- Long-term study visas
The change is aimed at freeing up appeal officers to concentrate on more complicated, long-stay appeals and to reduce processing times for the same.
Under the new procedure, applicants who are refused a short-stay (type C) visa can submit a new application, taking into account the reasons for the original refusal. This will allow applicants to receive a decision quicker than if they had to wait for an appeal to be processed.
For employers and individuals who rely on short-stay visas for business travel to Ireland, the change underscores the importance of submitting strong initial applications, as the opportunity for correction through the appeals process will no longer be available.
Conclusion
While Ireland’s broader immigration framework has seen fewer sweeping structural reforms this year, the updates outlined above carry practical implications for employers recruiting and retaining non-EEA nationals. The phased increases in MAR thresholds, the targeted updates to occupations lists, the upcoming second phase of the SEP pilot and the removal of appeals procedures for short-stay refusals are all significant. Employers should consider whether upcoming recruitment or workforce planning may be affected by changes to occupation eligibility, permit quotas or evolving legislative proposals. Early planning can help mitigate delays and ensure recruitment strategies remain aligned with Ireland’s immigration requirements.
For more information and expert advice, contact our Employment Law & Benefits team.
The content of this article is provided for information purposes only and does not constitute legal or other advice.
