General Employment Permit Ireland — The Complete Guide for 2026
A thorough, accurate breakdown of the General Employment Permit — covering the Labour Market Needs Test requirements, the €34,000 salary threshold and its exceptions, the Ineligible List of Occupations, the 50:50 workforce rule, and the step-by-step path from application to Stamp 4 residency.
VizGuides is not a visa agency. This is a free, independent guide sourced from DETE official documentation. Always verify current salary thresholds and LMNT requirements at enterprise.gov.ie before making any decisions.
General Employment Permit Ireland Eligibility — Who It Is For
The General Employment Permit (GEP) is the broader of Ireland's two main employment permit categories. Where the Critical Skills Employment Permit focuses on a specific list of shortage occupations, the GEP is available for a much wider range of roles — provided they are not on the Ineligible List of Occupations and the salary meets the applicable threshold. It is, in plain terms, the permit for professionals whose jobs are genuinely needed in Ireland but whose specific role title does not appear on the Critical Skills Occupations List.
The GEP comes with a meaningful trade-off: because it covers a broader range of roles, it carries tighter application requirements — specifically the Labour Market Needs Test (LMNT), which obliges your employer to demonstrate that they advertised the role and could not fill it with an EEA-resident candidate. This adds pre-application preparation time of at least 28 days and a documentation burden that catches many employers off guard. Understanding the LMNT is the most important thing you can do to protect your application from rejection.
💼 General Employment Permit
- Eligible rolesAny role not on ineligible list and not on Critical Skills list
- Min. salary€34,000/year (standard)
- Labour Market Needs TestRequired — 28 days min.
- 50:50 workforce ruleRequired — no general waiver
- Stamp 4 eligibilityAfter 5 years
- Spouse work rightsSeparate permit required
- Change employerNew application required
- Processing time8–12 weeks (after LMNT)
⭐ Critical Skills Permit (for comparison)
- Eligible rolesRoles on Critical Skills Occupations List or salary ≥€44,000
- Min. salary€36,848 (listed) / €44,000 (unlisted)
- Labour Market Needs TestNot required ✓
- 50:50 workforce ruleRequired (startup waiver possible)
- Stamp 4 eligibilityAfter 2 years ✓
- Spouse work rightsImmediate, no permit needed ✓
- Change employerAfter 12 months, same category ✓
- Processing time6–10 weeks ✓
If your role qualifies for the Critical Skills Employment Permit, that route will almost always serve you better — faster processing, no LMNT, and a path to Stamp 4 in 2 years rather than 5. The GEP is the right choice when the CSEP genuinely is not available for your role. See our complete CSEP guide to check whether your occupation might qualify.
Salary Requirements & the Ineligible List of Occupations
The January 2024 update to Irish employment permit legislation raised the GEP minimum salary threshold. The previous €30,000 figure is no longer current. Here are the thresholds that apply today — and the absolute restrictions that prevent any permit being issued regardless of salary.
The minimum annual base salary for the vast majority of General Employment Permit applications. Bonuses, commission, overtime, and benefits in kind are not counted toward this threshold — the base contractual salary must meet €34,000 on its own.
A lower threshold applies to certain healthcare support roles — specifically Home Carers and Healthcare Assistants in specific regulated settings — where there is a verified and acute national shortage. This exception applies only to the named roles; other healthcare roles use the standard €34,000 threshold.
Certain food processing and horticultural roles have separate minimum salary provisions under the Seasonal Employment Permit framework. These are administered differently from the standard GEP and apply only to specific seasonal occupations approved by DETE.
🚫 The Ineligible List of Occupations Ireland — Non-Negotiable Exclusions
The Department of Enterprise maintains a published Ineligible List of Occupations. If your job title falls on this list, a General Employment Permit cannot be issued under any circumstances — regardless of your qualifications, your employer's needs, your offered salary, or how urgently the role needs to be filled. There is no appeal on ineligibility grounds. The only route around an ineligible occupation is to restructure the role into a genuinely different, eligible position — which DETE will assess based on the actual duties performed, not just the job title.
🛍️ Retail & Sales
- General retail sales assistants
- Cashiers and checkout operators
- Shelf fillers
- General sales representatives (non-specialist)
- Telesales agents (non-specialist)
🍺 Hospitality & Service
- Bar staff and bartenders
- Waiting staff and food service workers
- General kitchen porters
- Fast food workers
- Room attendants and housekeeping
🧹 Cleaning & Domestic
- General domestic cleaners
- Office cleaners
- Domestic helpers
- Caretakers (non-specialist)
- Window cleaners
🚗 Transport & Logistics
- General van and delivery drivers
- Warehouse operatives (non-specialist)
- Forklift operators (non-specialist)
- General distribution workers
🏢 Administration
- General administrative assistants
- Receptionists (non-specialist)
- General data entry clerks
- Filing and records clerks
⚠️ Important Notes
- This list is reviewed and updated periodically by DETE
- DETE assesses the substance of the role — not just the title
- Always check the current list before any application is started
- Some roles have sector-specific exceptions — verify with DETE
The Labour Market Needs Test — A Complete Masterclass
The Labour Market Needs Test (LMNT) is the most misunderstood, most frequently failed, and most consequential part of the General Employment Permit application process. It must be completed by the employer before the permit application can be submitted — and it has strict rules about where the role must be advertised, for how long, and what records must be kept. Getting any part of this wrong does not just delay your application: it invalidates it.
Where and How Long the Role Must Be Advertised
| Advertising Platform | Requirement | Minimum Duration | Notes |
|---|---|---|---|
| EURES (European Employment Services) | ✓ Mandatory | 28 days continuous | The EURES network covers all EU/EEA countries. The ad must be live and accessible for a minimum of 28 consecutive days — not 28 business days, but 28 calendar days without interruption. |
| Jobs Ireland (DSP National Portal) | ✓ Mandatory | 28 days continuous | Jobs Ireland is the Department of Social Protection's national employment service portal. The advertisement must run simultaneously with the EURES listing for the full 28-day period. |
| National Newspaper or Major Job Board | ✓ Mandatory | 3 days minimum | Acceptable platforms include major Irish national newspapers (Irish Times, Irish Independent) and established job boards (LinkedIn, Indeed, IrishJobs.ie). A print advertisement alone is insufficient — the record must show the ad reached a wide audience. |
| International Specialist Platform | Recommended | Concurrent with above | For niche roles, advertising on an internationally recognised specialist platform (e.g., a sector-specific professional network) strengthens the evidence that the employer exhausted EEA recruitment channels. Not mandatory, but advisable for complex roles. |
The Four Phases of a Compliant LMNT
Prepare the Job Advertisement — Wording Matters
The job advertisement must accurately reflect the actual duties, responsibilities, and requirements of the role. DETE compares the advertisement to the employment contract and job description submitted with the permit application. Any material discrepancy — such as advertising a senior role but contracting for a junior one, or listing qualifications in the ad that do not appear in the contract — raises questions about the authenticity of the recruitment process.
- The job title in the advertisement must match the job title in the employment contract
- Salary should be stated (or a range provided) — vague references to "competitive salary" weaken the record
- The core duties listed must reflect those in the employment contract
- The advertisement must be in English for all mandatory platforms
Run the Advertisement for a Minimum of 28 Consecutive Days
The EURES and Jobs Ireland advertisements must run simultaneously for a minimum of 28 consecutive calendar days. This 28-day period must be fully completed before the permit application is submitted to DETE. Submitting the application before the 28 days have elapsed — even by one day — is one of the most common reasons for GEP applications being returned or refused.
- Do not remove or modify the advertisements during the 28-day period — any interruption resets the clock
- Screenshot and date-stamp the advertisements on Day 1, Day 14, and Day 28 to prove continuous publication
- The national newspaper/job board advertisement does not need to run for the full 28 days — 3 consecutive days is sufficient for this platform
- The 28-day period begins from the first day all mandatory advertisements are simultaneously live — not from when you intend to post them
Document Every Application and Rejection — This Is Your Legal Defence
After the advertising period closes, your employer must review all applications received and document why each EEA candidate was not suitable for the role. This documentation is submitted with the permit application and is reviewed by DETE as part of the assessment. Vague rejection records — or worse, no records at all — are a major refusal trigger.
- Keep a log of every application received, including the applicant's name, nationality, and date of application
- Record the specific reason why each EEA applicant was not selected — "not suitable" is insufficient. State the specific skill or qualification gap that made the candidate ineligible
- If no EEA applications were received at all, document this clearly with evidence showing the advertisements were live and publicly accessible
- If a suitable EEA candidate was identified and rejected for any reason other than genuine unsuitability, the LMNT fails — the permit cannot be applied for on that basis
Compile the LMNT Evidence Package and Include It with the EPOS Application
Once the 28-day period has elapsed and EEA candidates have been assessed, your employer compiles the complete LMNT evidence package. This is submitted to DETE as part of the permit application through the EPOS online system. The evidence package must be complete on first submission — DETE will not request missing documents; they will simply refuse or return the application.
- Dated screenshots or printouts of each advertisement from each platform showing the live dates
- Confirmation emails from Jobs Ireland and EURES confirming the advertisement was posted and active
- Complete log of all applications received with rejection reasons for each EEA candidate
- A written employer declaration confirming the LMNT was conducted in accordance with DETE requirements
- Any additional correspondence with EEA applicants who were interviewed — interview notes, offer/rejection letters
The 50:50 Workforce Rule & Common Refusal Triggers
Beyond the LMNT, there are several employer-side requirements that must be met for a GEP to be issued. The 50:50 rule is the one that most frequently catches employers and candidates by surprise — often discovered only after the LMNT process has already been completed.
The 50:50 Workforce Composition Rule
At the time the General Employment Permit application is submitted, at least 50% of the employer's total workforce in Ireland must be EEA nationals (including EU, EEA, and Swiss nationals). Non-EEA nationals who already hold a Stamp 4 or Irish citizenship count as EEA nationals for this purpose — it is specifically the immigration status that matters, not the person's nationality of origin.
Unlike the Critical Skills Employment Permit, there is no general waiver of the 50:50 rule for GEP applications. The Enterprise Ireland or IDA Ireland startup waiver that applies to CSEP does not extend to General Employment Permits. If your employer's headcount does not satisfy the 50:50 threshold at the point of application, the permit cannot be granted — and there is no mechanism to submit an application pending future compliance.
- Non-EEA staff who already hold Stamp 4 or Irish citizenship count toward the EEA 50% — this helps employers with established international teams
- Check the headcount before starting the LMNT — spending 28 days on advertising and then discovering the 50:50 rule is not met wastes significant time and employer resources
- The employer must sign a statutory declaration confirming the 50:50 compliance as part of the EPOS application — a false declaration has serious legal consequences
- DETE may request payroll evidence to verify the workforce composition — have this documentation ready before the application is submitted
🚨 Common GEP Refusal Triggers — Rejection-Proof Your Application
The €1,000 application fee is non-refundable if your GEP is refused. These are the specific, documented reasons that cause General Employment Permit applications to fail — review every item before your employer submits.
- LMNT advertising period not completed before application submission. The permit application is submitted to DETE before the full 28-day advertising period has elapsed. Even one day short is a refusal. Always count calendar days — not business days — from the day all advertisements go live simultaneously.
- Incorrect or inconsistent wording in the job advertisement. The job title, duties, and required qualifications in the EURES/Jobs Ireland advertisement do not match those in the employment contract. DETE compares these documents — discrepancies suggest the LMNT was not conducted in good faith.
- Salary below the applicable threshold in the contract. The base contractual salary, as stated in the employment contract, is below €34,000 (or below €27,000 for qualifying healthcare support roles). Bonuses, allowances, and benefits cannot bridge a shortfall in base salary.
- Role is on the Ineligible List of Occupations. The permit is applied for in a role that appears on the ineligible list — regardless of job title manipulation. DETE assesses the substance of the role based on the duties described, not just the title on the contract.
- 50:50 workforce rule not satisfied at application date. Less than 50% of the employer's Irish workforce are EEA nationals when the application is submitted. There is no remedy once an application is submitted — the rule must be satisfied before submission.
- Employer not properly registered with Revenue and CRO. The employer's Tax Registration Number or Companies Registration Office registration is inactive, pending, or does not match the name on the application. Both must be valid and active on the date of submission.
- Inadequate LMNT rejection records. The employer's records of EEA candidate assessments are vague, incomplete, or not submitted. Simply stating that "no suitable candidates were found" without documented reasons for each rejection is insufficient.
- Employment contract dated before the LMNT advertising period ended. A contract dated before the LMNT closes suggests the employer had already decided to hire the non-EEA candidate before the EEA recruitment process completed. The employment contract should be dated after the LMNT period has fully elapsed.
📋 Get Our Step-by-Step Labour Market Needs Test Compliance Checklist
Our LMNT Compliance Checklist walks your employer through every stage of the advertising process — with exact platform links, compliant advertisement wording templates, rejection record frameworks, and a pre-submission review that catches the most common refusal triggers before your application goes in.
VizGuides is an independent resource. Checklist and consultation links may be affiliate partnerships. We only recommend products we have reviewed.
Step-by-Step GEP Application — The Correct Sequence
The General Employment Permit application has a strict sequence. Steps 1 through 3 must be completed before Step 4 is started — submitting out of sequence is the most common structural reason for applications being returned without assessment.
Confirm Role Eligibility — Salary, Ineligible List, and Permit Type
Before any advertising begins, confirm three things: your role is not on the Ineligible List of Occupations, the offered salary meets or exceeds the applicable threshold (€34,000 standard; €27,000 for specific healthcare support roles), and the role genuinely does not qualify for the Critical Skills Employment Permit — which would eliminate the need for the LMNT entirely. Also check the employer's current workforce composition satisfies the 50:50 rule.
Prepare and Publish the Labour Market Needs Test Advertisements
Publish the job advertisement simultaneously on EURES, Jobs Ireland, and at least one national newspaper or major Irish job board. The EURES and Jobs Ireland advertisements must run for a minimum of 28 consecutive calendar days. Date-stamp screenshots of each advertisement on Day 1 and Day 28. The national newspaper/job board advertisement requires a minimum of 3 consecutive days.
Assess EEA Applicants and Compile Rejection Records
After the 28-day advertising period closes, review all applications received. For each EEA applicant, document the specific reason they were not selected — skill gaps, missing qualifications, insufficient experience. Record this in a structured log. If no EEA applications were received, document this with evidence that the advertisements were live and publicly accessible throughout the period. Date the employment contract and job offer letter after this assessment is complete.
Prepare All Application Documents
Your employer needs: the complete LMNT evidence package, the signed employment contract (minimum 2 years for a full-term permit), the job offer letter, the employer's Tax Registration Number and CRO registration, the 50:50 workforce declaration, and your passport and any current immigration permission. You need your educational qualifications relevant to the role and any prior Irish employment permit history. Verify every document is consistent before submission.
Submit via EPOS and Pay the Application Fee
Applications are submitted through the EPOS online system. The application fee is €1,000 for a permit exceeding 6 months (€500 for 6 months or less). This fee is non-refundable if the application is refused. You receive a reference number on submission — use this to track your application status. Check current DETE processing times Ireland before planning your start date.
Monitor DETE Processing Times and Register Immigration Permission
General Employment Permit applications typically take 8–12 weeks from the date of a complete, valid submission. If DETE issues a query, respond within the stated timeframe — slow responses pause the clock and extend the process. Once the permit is issued, register your immigration permission (Stamp 1) at your local Immigration Service Delivery office. Bring your passport, permit letter, and employment contract.
General Employment Permit Ireland — The 5-Year Path to Stamp 4
One of the most significant long-term differences between the GEP and the CSEP is the timeline to Stamp 4 — the immigration permission that removes the need for any future employment permit. For GEP holders, this path is significantly longer. Understanding the timeline upfront helps you plan your career and residency strategy realistically.
5-Year Path to Stamp 4
- Year 1: GEP issued for up to 2 years. You are tied to your specific employer and role. Changing employer requires a completely new GEP application — including a new LMNT.
- Year 2–3: First GEP renewal (up to 3 years). Still tied to the same employer unless a new permit is obtained. After 5 years total legal residence, Stamp 4 eligibility opens.
- Year 5: Apply for Stamp 4 through the Immigration Service Delivery. With Stamp 4, you can work for any employer in any role without any employment permit.
- Spouse/partner: Your family members can join you in Ireland, but your spouse requires their own separate employment permit to work — they do not receive automatic work authorisation under a GEP.
- Path to citizenship: Your lawful residence years on GEP count toward the 5-year residency requirement for Irish citizenship — but the GEP path means you typically reach citizenship eligibility around Year 5–6 from first arrival.
2-Year Path to Stamp 4
- No LMNT required — your employer can apply immediately without a 28-day advertising period.
- Stamp 4 after just 2 years — apply for the DETE Support Letter at Month 21 of employment.
- Spouse works immediately — your spouse or civil partner receives work authorisation upon arrival, with no separate employment permit required.
- Change employer after 12 months — within the same occupational category, with notification to DETE. No new LMNT, no new permit application.
- See our complete CSEP guide to check whether your role qualifies for this faster route.
General Employment Permit FAQ — Direct Answers
The questions that come up most often from candidates and employers navigating the GEP process — answered honestly and in full.
Everything Else You Need — Related Guides
The complete picture of working in Ireland — from the faster CSEP route to finding Irish employers and understanding post-study visa options.