Ireland is preparing for a significant shift in how salary thresholds are set for employment permits. Minister for Enterprise, Tourism and Employment Peter Burke, along with Minister of State Alan Dillon, has introduced a new Roadmap for Minimum Annual Remuneration (MAR)—a long-term plan designed to bring more balance, predictability, and fairness to the labour market.
This roadmap replaces the faster, two-year approach announced in 2023. After listening to employers, migrants, unions, and sector bodies, the Government opted for a more gradual rollout, with the first changes taking effect on 1 March 2026 and further adjustments continuing through 2030.
Why Ireland Is Introducing a New MAR Roadmap
Generally, the original plan to raise thresholds quickly proved challenging in practice. This indeed means the employers highlighted rising operational costs and global economic volatility, while migrant worker groups raised concerns about permit renewals becoming difficult under rapid salary hikes.
Furthermore, with over 150 submissions received during consultation, it became clear that a slower, steadier path would better protect both businesses and workers.
The new roadmap aims to:
- Support fair pay for migrant workers
- Provide predictability for employers managing rising costs
- Phase out historically low thresholds in some essential sectors
- Align the system with the Employment Permits Act 2024
What Changes in 2026?
From 1 March 2026, salary thresholds will begin rising across permit categories—but at a more manageable rate than previously proposed.
Key 2026 MAR Increases
| Permit Type / Sector | Current Minimum Salary | From 1 March 2026 | % Increase |
| General Employment Permit (GEP) | €34,000 | €36,605 | +7.66% |
| Critical Skills Employment Permit (CSEP) | €38,000 | €40,904 | +7.66% |
| Meat processing, horticulture, healthcare assistants, home carers | €30,000 | €32,691 | +9% |
A Supported Start for New Graduates
Recognising the realities of early-career earnings, the roadmap introduces lower starting thresholds for recent graduates, with criteria based on qualification level and recency of graduation.
Public Sector Exemptions
Roles that otherwise fit the CSEP criteria but follow national pay agreements—such as certain public sector and linked community/voluntary organisation roles—will not be required to meet CSEP salary thresholds.
Phasing Out Lower MAR Thresholds by 2030
Some sectors—particularly agri-food and healthcare—have long operated under lower wage thresholds due to recruitment pressures. Under the new plan, these sub-standard MARs will not be eliminated in 2026 as previously intended. Instead, they will be phased out gently by 2030, giving industries time to adapt while still moving toward fairer pay.
Understanding MAR: The Basics
In simple terms, Minimum Annual Remuneration (MAR) is the lowest salary a non-EEA worker must be paid for an employment permit to be issued or renewed. It’s designed to protect workers from underpayment and ensure consistency across sectors.
How the Hourly Rate Is Calculated
The hourly equivalent of a MAR is based on a standard full-time working year:
2,028 hours = 39 hours × 52 weeks
This calculation has practical implications:
- For jobs under 39 hours/week: The annual salary requirement stays the same, which means the hourly rate must be higher to meet the MAR.
- For jobs over 39 hours/week: Each additional hour must be paid at least the minimum hourly rate that corresponds to the MAR.
What this Means for Ireland’s Labour Market
This roadmap is a long-term investment in stability. By spreading adjustments over several years, Ireland aims to remain competitive, protect worker rights, and offer businesses a clearer view of future workforce costs.
As the first stage of increases begins on 1 March 2026, employers and workers alike should start planning ahead—whether that means adjusting recruitment strategies, budgeting for future wage changes, or preparing for permit renewals under the new criteria.