Proposed Changes to Naturalisation by Residency in Ireland: What Does it Mean for Employers and Global Mobility Programmes?

In September, the Irish government announced its intention to introduce changes to requirements for naturalisation, including lengthening residency requirements significantly. While the government has approved the priority drafting of legislation and published the General Scheme, the proposal remains at an early stage of the legislative process. The General Scheme is currently being drafted into a Bill.

What are the proposed changes?

The proposed changes include:

• • • Increasing the residency requirement for most applicants from five to eight years; and from three to five years for spouses of Irish nationals;
    • Increasing the continuous residency requirement prior to application from one to two years;
    • Introducing language testing in English, Irish or Irish sign language;
    • Introducing civic, society and politics knowledge testing; and
    • Requiring applicants to demonstrate financial self-sufficiency at the time of application.

Why should employers support naturalisation for eligible employees?

Although naturalisation has not historically been a core component of global mobility programmes, we are seeing employers sponsor citizenship paths as part of their workforce and talent strategy planning.

Talent Retention

Sponsoring employees in naturalisation boosts talent retention and continuity, however, eligibility for Irish citizenship through naturalisation can take several years to achieve. In this context, employers that communicate citizenship support as part of their  employee benefits package, or global mobility policy, from the outset may create a valuable incentive for employees to remain with the organisation.

At a time when Irish employers continue to report skills shortages, the business case can be compelling. Research suggests the direct cost of replacing an employee is at least €10,000, while the true cost for skilled professional roles may be significantly higher when recruitment, onboarding, lost productivity and knowledge transfer are factored in. Some studies estimate the replacement costs can reach up to 50% of the departing employee's annual salary.

By supporting employees on their pathway to citizenship, employers can deliver meaningful cost savings while also strengthening employee engagement, loyalty, and long-term workforce stability.

Employment Permit Considerations

Irish employers sponsoring employment permits must comply with the “50:50 rule”, under which at least 50% of the workforce must comprise EEA, UK or Swiss nationals.

Supporting non-EEA employees on their pathway to Irish citizenship can deliver long-term workforce planning benefits. Once naturalised, employees are no longer counted as non-EEA nationals for these purposes, making compliance with the rule increasingly straightforward over time.

For sectors facing persistent skills shortages, this enhanced flexibility can support both recruitment and retention of the international talent needed to support business growth.

Irish and EU Projects with Citizenship Requirements

A larger population of naturalised Irish citizens within the workforce may also create new commercial opportunities. Certain high-security and EU work projects may impose nationality restrictions that limit participation to Irish or EEA nationals.

 Increasing the number of employees who hold Irish citizenship can help employers meet these requirements and broaden access to eligible projects and contracts.

Business Travel Advantages

Obtaining Irish citizenship and an Irish passport can significantly improve international mobility for many employees.

For employees whose current nationality requires Schengen visas, or who remain subject to immigration requirements when travelling within Europe, an Irish passport can simplify business travel and facilitate work-related activities across the EU. Importantly, it can also ease travel and work permission involving the UK.

These efficiencies can reduce administrative burdens and generate meaningful savings in both immigration and business travel budgets.

Looking Ahead - What Employers Can Do Now

Fragomen Ireland is closely monitoring the legislative process and debate surrounding the proposed changes. While the new proposed legislation is still in the early stages, employers may wish to assess whether there are opportunities to support eligible non-EEA+ employees who may be eligible for citizenship in the coming weeks or months.

With employees feeling uncertainty about potential changes to reckonable residency, employers can take proactive steps by offering naturalisation assessments to employees and their families. Fragomen Ireland offers consultation services to help employees understand their eligibility, evaluate timelines and plan effectively for future applications.

For employees who are currently eligible under the existing five-year residency requirement, early application may be advisable before any legislative changes take effect.

Need to Know More?

If you would like to understand how the proposed changes to Ireland's naturalisation requirements could affect your workforce, global mobility programme or eligible employees, please contact your Fragomen representative or the Fragomen Ireland team at [email protected].

This blog was published on 29 September 2026 and reflects information available at that time. As the proposed legislation progresses through the Irish legislative process, further developments may occur. To stay informed on the latest immigration news and analysis, subscribe to Fragomen alerts and follow Fragomen on LinkedIn, Facebook and Instagram.