Where you have difficulty in filling posts through standard recruitment activity, international recruitment is an option to consider.
It takes longer to recruit and appoint international candidates compared to candidates who have gained their professional qualification from a recognised course in the Republic of Ireland. This is because international candidates:
- need to seek recognition of their qualification prior to applying for registration with the relevant professional regulator
- may require travel visas and / or other permission to live and work in Ireland
It usually takes a minimum of 6 months from the date a candidate is successful at interview to a start date. Getting recognition of qualifications or other similar activities have fees attached. This means that international candidates might wait until they have a formal job offer before starting the process.
Job offers are subject to your candidates having the necessary statutory registration, satisfactory health clearance, and other normal pre-employment clearances.
There are 2 international recruitment options available to local recruitment and hiring managers.
- International recruitment frameworks and schemes
- Direct international recruitment
International recruitment frameworks and schemes
Professional Placement Scheme - agency finder's fee
The Professional Placement Scheme is an executive search and candidate introduction resource to attract and source eligible candidates for roles that are difficult to fill. For example, posts listed on the critical skills occupations list.
International recruiting of nurses and midwives
An international recruitment framework is available that gives targeted access to specialist nurses for entry-level roles, particularly for the General Register. There is a limited number of nurses and midwives available globally for other divisions of the Nursing and Midwifery Board of Ireland (NMBI) register.
The framework includes a managed service element to:
- source eligible candidates
- conduct robust pre-interview screening
- liaise directly with the hiring service to arrange interviews
- conduct pre-employment clearances
- support successful candidates through the statutory registration process
- assist candidates relocate to live and work in Ireland
For queries on the framework email IRNMFramework@hse.ie
International recruiting of health and social care professionals
An end-to-end international recruitment facility is available. It gives targeted access to professionals regulated by CORU. These professionals include occupational therapists, medical scientists, podiatrists, physiotherapists, radiographers, radiation therapists, speech and language therapists, and social workers.
This is a managed service that:
- sources eligible candidates
- conducts robust pre-interview screening
- liaises directly with the hiring service to arrange interviews
- conducts pre-employment clearances
- supports successful candidates through the statutory registration process
- assists their relocation to live and work in Ireland
Email IRNMFramework@hse.ie for more information or user guides on any of the above schemes and frameworks.
Direct international recruitment
During the planning stage you will need to decide if you will open recruitment to candidates who are not EEA, Swiss or British citizens and are highly skilled professions listed on the critical skills occupational list.
Your recruitment manager can then apply for a critical skills employment permit.
Eligible occupations under this permit are those critically important to growing Ireland’s economy, in high demand, are highly skilled, and in significant short supply in our labour market.
HSE Employers are registered as a Trusted Partner and apply for any work permits on behalf of potential employees.
When the permit issues, the potential employee must apply to their local Irish embassy or consulate for an entry visa or use the online visa application form, if required.
WHO Global Code of Practice on International Recruitment of health personnel
WHO Global Code of Practice on International Recruitment of health personnel (the Code) provides ethical principles that apply to the international recruitment of health personnel. It aims to provide targeted support and safeguards for these countries to prevent exacerbation of health workforce shortages.
Ireland has responsibilities under the Code in relation to how it recruits from other countries and strengthening the health workforce in less developed countries.
International recruitment in the HSE must adhere to the WHO Global Code of Practice.
This means there must be no active international recruitment from countries on the WHO Health Workforce Support Safeguards List.
The List for 2023 is a compilation of 55 countries that are facing significant challenges in their health workforce.
Read the WHO Health Workforce Support Safeguards List document for more detailed information, including the specific countries on the list.
Who does the Code apply to?
All organisations employing health or social care personnel, contracting bodies and recruitment organisations, agencies, or collaborations recruiting internationally.
The Code applies to the appointment of all health and social care personnel, clinical and non-clinical, supplied internationally. This includes medical staff, nursing staff, midwives, doctors, dentists, healthcare scientists, and health and social professionals.
Immigration permission
There are a number of residence rights, or types of permission to remain, also known as stamps, that allow the holder to work in the State. Each permission has specific conditions attached and is represented by a stamp on the holder’s passport.
Critical skills employment permit
For HSE roles, you can employ the permit holder in the occupation and locations specified on their permit. You will need to make an application for a critical skills employment permit.
Make the application online using the Employment Permits Online System (EPOS). There is a checklist to take you through the process. It lists the documentary requirements for each employment permit type.
A Labour Market Needs Test is not required.
The employer applies for a Critical Skills Employment Permit. The permit issues to the prospective employee. A certified copy issues to the employer.
The employment permit only issues for a job that will last for at least two years.
The prospective employee must stay with the employer for a minimum of 12 months.
For job offers of less than 2 years, apply for a General Work Permit.
General Employment Permit
All occupations are eligible for a General Employment Permit unless excluded under the ineligible list of occupations for employment permits.
Before the employer applies for a General Employment Permit, you will need to:
Use the guide to completing a labour market needs test to help you manage the process.
The Employment Permits Act 2024 introduces several important to improve the employment permit system in Ireland. These are:
- Change of employer - The Act introduces new flexibility for some employment permit holders to change employers after nine months, subject to conditions. This was 12 months previously.
- Six-month rule - A new provision requires that the foreign national must commence employment within six months of the permit being granted. This rule aims to ensure that permits are utilised promptly, reducing delays in filling critical roles.
- Salary indexation - In order to ensure that remuneration thresholds for employment permits remain at least in line with average wage growth, a provision has been made for indexation against the annual change in mean weekly earnings. This will increase Ireland’s attractiveness as a destination.
- Progression within roles - Permit holders can now be promoted within their roles without the requirement for a new permit.
You will also need to check if your HSE area holds current Trusted Partner status with the Department of Enterprise, Trade and Employment (DETE).
Doctors are eligible for both a critical skills employment permit and a General Employment Permit (GEP).
The critical skills employment permit is most appropriate when their employment contract is for two years or more.
You must make General Employment Permit applications for Non-Consultant Hospital Doctors (NCHD) in public hospitals and public health facilities. This will be valid for a two-year multi-site basis. The exception is 12-month internships. NCHDs include:
- Senior House Officer
- Registrar
- Senior Registrar
- Specialist Registrar
- Intern (interns must still apply for a 12 month GEP)
Atypical Working Scheme
The Atypical Working Scheme allows nationals, who are not EEA, Swiss or British citizens, to do certain short-term contract work that is not eligible for an employment permit. For example, locum doctors, nurses undergoing adaptation, or people on short-term contracts that are less than 90 days.
The Immigration Service Delivery (ISD) administer the scheme.
Eligible candidates can only apply for the scheme:
- from outside of Ireland
- if offered a job in Ireland
There are criteria for each of the eligible categories:
- specialised or high skill to an industry, business or academic institution
- paid or funded short-term employees or interns - applies to students on an approved third-level course outside Ireland where the Irish employment or internship is part of the course. It does not include medical internships or unpaid internships and job placements
- locum doctors employed and paid by an agency - in the hospital or primary care sectors
- nurses or midwives on the RCSI Clinical Adaptation and Assessment Programme (majority of applicants)
The Atypical Working Scheme does not apply to non-EEA nationals:
- already living legally in Ireland
- entering Ireland for employment purposes for up to 2 weeks
- entering Ireland for business purposes for up to 90 days, for example, to attend a conference or seminar
- already hold an employment permit
- have an Intra Company Transfer Employment Permit in another jurisdiction
- would be working in a company where their employment would result in more than 50% of the employees being non-EEA nationals
International recruitment relocation package
The HSE offers an enhanced relocation package for candidates relocating from EU, UK and Non-EU countries. Further information on eligibility, authorisation and FAQs are available in HR Circular 001/2023.
Trusted Partner initiative
Trusted partner status is linked to the Employer Number. The HSE is registered as a Trusted Partner.
Other non-HSE employers should check that you are registered as a Trusted Partner
The Trusted Partner Initiative streamlines the application process. It is for high volume users of the employment permits regime.
Benefits for eligible employers:
- fast turnaround of Trusted Partner registration applications
- status valid for 2 years
- no fee
- reduced paperwork for every permit applied for under the scheme
- shortened employment permit application forms
- faster turnaround of Trusted Partner employment permit applications
The Trusted Partner Initiative extends to all permit types except for Contract for Services Employment Permits.
When making the employment offer, you must apply for the employment permit applications.
To make an offer of employment under the Trusted Partner Initiative, you must apply for Trusted Partner status on the Employment Permits Online System (EPOS).
A Trusted Partner receives a unique Trusted Partner Registration Number. You need only provide this registration number instead of all employer details when using the system. This will give you access to your own suite of employment permit application forms.
As a Trusted Partner, you need only provide details relating to the employment and the third country national, when applying for a permit.
Additional resources
User guide for services' international recruitment of AHPs (available on HSeLaND)
DETE procedure for employment permits for non-consultant hospital doctors (NCHDs)
Department of Trade and Enterprise: employment permit types
WHO Health Workforce Support Safeguards List
