1. Latest 2026 update: What has changed?

One of the most important developments affecting the Ireland Critical Skills permit job change 2026 process is the continued operation of the Employment Permits Act 2024 framework and the online employment permit system. The statutory framework provides a formal route for eligible permit holders to change employers without necessarily starting an entirely new permit application.

The Department of Enterprise, Tourism and Employment launched Employment Permits Online on 28 April 2025. The online system is now the route for change-of-employer applications, replacing the previous process for these applications.

Another important development is the government’s salary-threshold roadmap. The first increase under the roadmap took effect on 1 March 2026. The published government announcement raised the standard minimum annual remuneration threshold for a Critical Skills Employment Permit from €38,000 to €40,904 for the relevant category.

That figure is important background when assessing a new employment arrangement, but applicants should not assume that the threshold for a fresh permit automatically determines every aspect of an existing permit’s change-of-employer application. The applicable rules, original permit conditions, occupational classification, remuneration arrangements and any relevant transitional provisions must be considered together.

Use these official sources to confirm the current position before making a decision:

• Official change-of-employer guidance
• Government salary-threshold roadmap
• Employment Permits Regulations 2024

Current rules versus future changes: The March 2026 salary adjustment is a published policy change, not a proposal. Any later threshold increase should be treated as applicable only when confirmed in an official government publication. Future salary changes should not be assumed to have taken effect simply because they appear in a roadmap.

2. When is a new permit needed?

The correct procedure depends on the type of job change you intend to make. Ireland does not treat every employment transition as an ordinary change of employer. A move between comparable jobs may fall within the statutory change-of-employer route, while a move into a different occupational category can require a fresh permit.

Route A: Change employer within the same occupational category

Eligible Critical Skills Employment Permit holders may apply to change to a different employer if the new employment remains within the same three-digit SOC category as the occupation for which the original permit was granted.

This route can be useful when an experienced professional receives an offer from another company but intends to continue working in the same broad occupational category. For example, a qualifying engineer may be moving from one engineering employer to another while the underlying occupational classification remains appropriate.

The job title does not settle the question by itself. Two employers can use different titles for similar work, while two jobs with similar titles can have materially different duties and classifications. The duties, required expertise and official SOC classification must be reviewed carefully.

Route B: Move into a different occupational category

If the new role falls outside the relevant three-digit SOC category, the standard change-of-employer route may not be available. A new employment permit application may be necessary, and the new role must independently qualify under the permit rules in force at the time of application.

This distinction matters for professionals moving into management, executives accepting a different functional role, technical specialists moving into a substantially different occupation, or employees whose responsibilities change significantly after recruitment.

A senior title does not automatically make a job eligible. The occupation, duties, qualifications, remuneration and applicable list of eligible or ineligible occupations must all be considered.

Route C: Change jobs during the first nine months

The normal framework expects a permit holder to remain in the initial employment for nine months from the commencement of employment in Ireland under an employment permit. A routine resignation and a new offer generally do not remove this requirement.

However, the Department may consider certain exceptional situations, including redundancy or unforeseen circumstances that fundamentally change the employment relationship. Examples may include a significant change in the employer’s business arrangements that materially affects the employee’s position.

These exceptions are not automatic approvals. Employees should notify the relevant authorities where required, preserve documentary evidence and obtain case-specific advice before acting on the assumption that a new employer can immediately take over.

Route D: A new contract with the same employer

A promotion, revised job title, salary increase or material change in duties can raise a different question from a straightforward employer change. Whether the existing permit remains suitable depends on the actual terms of the new role and the permit conditions.

Do not assume that staying with the same company means no immigration action is needed. If the change materially affects the employment described in the permit, seek confirmation from the Department or an appropriately qualified adviser.

3. Eligibility requirements for an employer change

Eligibility is more than receiving an offer from a new company. The employee and the proposed employer must satisfy the conditions for the applicable process, and the proposed move must remain within the legal scope of the original permit where the change-of-employer route is used.

Initial employment period

For the standard change-of-employer route, the required nine-month period is measured from when the permit holder first commenced employment in Ireland pursuant to an employment permit. It is not necessarily calculated from the date an offer was accepted, a contract was signed or a permit was issued.

Check your actual employment commencement date and retain evidence such as payroll records, employment confirmation and correspondence. If you have changed status or had a period outside Ireland, obtain advice on how the rules apply to your circumstances.

Valid existing permit

The current permit must be in force and must have at least two months of validity remaining when the change-of-employer application is made. If the permit is close to expiry, timing becomes particularly important. Do not wait until the final weeks to discover that the proposed route is unavailable or that additional documents are needed.

Written offer and contract

The proposed employer must make a written offer of employment within the prescribed period before the application. The Employment Permits Regulations 2024 specify that the offer must have been made within the three months preceding the application. A written contract setting out the terms and conditions of the new employment is also required.

The offer should be genuine, sufficiently detailed and consistent with the proposed employment. Avoid submitting a contract that describes one job while the actual role involves different duties, a different location or materially different working arrangements.

Occupational-category match

For a Critical Skills permit holder, the new employment must fall within the same three-digit SOC category for the statutory change-of-employer route. This is broader than matching every word of the original job title, but it is not permission to move into any occupation simply because the new role is skilled or well paid.

Review the official Critical Skills Employment Permit guidance and relevant occupational lists before treating a proposed role as eligible.

Comparable terms and conditions

The Employment Permits Act 2024 provides grounds on which a change-of-employer application can be refused, including where the new employment conditions are not comparable to those of the existing employment. Salary is important, but comparability can also involve working arrangements and other material contract terms.

Prepare a clear comparison of the current and proposed roles, particularly if the new job has a different schedule, location, reporting structure, responsibilities or remuneration package.

Relevant skills and experience

The employee should be able to demonstrate the qualifications, skills and experience required for the proposed role. This is especially important where the employer has changed the job description or where a new permit application is required.

For a fresh Critical Skills Employment Permit application, eligibility is assessed against the relevant occupation and remuneration rules. The employee should not rely solely on the fact that an earlier role qualified for a permit.

4. Salary requirements in 2026

Salary is a central consideration when evaluating an Irish employment permit. The threshold applicable to a new Critical Skills Employment Permit depends on the relevant occupational category, the remuneration rules and any applicable exception or transitional provision.

Published standard salary threshold

Under the government’s published salary-threshold roadmap, the standard minimum annual remuneration threshold for the relevant Critical Skills Employment Permit category increased to €40,904 from 1 March 2026. This replaced the previous €38,000 threshold for that category.

A separate higher-remuneration route applies to qualifying occupations that are not on the ineligible list, subject to the rules in force at the time of application. Because salary thresholds can be adjusted under the government roadmap, applicants should check the current official permit guidance rather than relying on older articles or salary figures circulated online.

Does a salary increase remove the need for a permit application?

No. A higher salary does not independently authorise a person to work for a different employer. The legal permission to work is connected to the employment permit and its conditions, not merely to the employee’s earnings.

If the proposed role requires a new permit, salary compliance is only one element of the application. The occupation, employer, qualifications and other statutory requirements must also be satisfied.

Can bonuses count toward the salary threshold?

Do not assume that total expected earnings are the same as qualifying remuneration. The official rules specify which components may be counted, and the guaranteed basic salary must meet the applicable minimum wage or statutory rate requirements. Certain qualifying health insurance payments may also be recognised under the published rules.

Commission, discretionary bonuses, overtime, equity awards, relocation payments and non-cash benefits should not be counted automatically. Ask the prospective employer to document the remuneration package and verify each component against the current official guidance.

Salary checks for senior professionals and executives

Managers and executives should examine the actual occupation rather than rely on seniority alone. A management title may correspond to different SOC categories depending on the function, responsibilities and level of authority.

For example, a technology professional moving into a genuine engineering role may have a different classification from an employee moving into a commercial director position. Even if both jobs offer salaries well above the standard threshold, the correct permit route can differ.

Official reference: Government announcement on employment permit salary thresholds.

5. New employer requirements

The prospective employer plays an important role in an employer-change application. A genuine offer from a reputable company is not enough by itself; the employer must be able to provide accurate information and satisfy the requirements relevant to the proposed employment.

Genuine business and employment offer

The proposed employment must be genuine and supported by a written offer and contract. The new employer should be prepared to confirm the job title, duties, work location, commencement arrangements, hours and remuneration.

Information provided to the Department should match the actual role. Inconsistencies between the application, contract, company details and job description can result in requests for clarification or a refusal.

Employer registration and compliance

For a new Critical Skills Employment Permit application, the employer generally needs to be a bona fide employer based and trading in Ireland, with the required registrations in place with the Revenue Commissioners and, where applicable, the Companies Registration Office or the relevant register.

Employer conditions that apply to a fresh permit application should not automatically be treated as identical to every requirement of a change-of-employer application. The correct process must be identified first.

EEA workforce requirement

Under the general employer criteria for employment permits, the 50:50 rule ordinarily requires at least 50% of the employer’s employees to be EEA nationals when the application is made. Specific exceptions can apply, including qualifying start-up circumstances supported by the relevant enterprise development agencies.

Because the application route and employer circumstances matter, the new company should verify how the rule applies before relying on an exception. The employee should not assume that a company can meet the requirement merely because it has a registered Irish address.

Accurate job description

The employer should provide a description that reflects the real duties of the position. A vague job description can make it harder to establish the SOC classification and demonstrate that the role falls within the scope of the relevant permit.

For experienced professionals, a well-prepared description should identify the principal duties, required expertise, level of responsibility and how the role relates to the business. This is particularly important where the proposed title differs from the original job title.

Terms of employment

The contract should clearly state salary, working hours, work location, duties, reporting arrangements and other relevant conditions. Ensure that the proposed start date allows time for the permit process and that the contract does not imply that work may begin before the necessary approval.

6. Quota, cap and occupational restrictions

Applicants often search for a quota or annual cap on Critical Skills permit job changes. The statutory framework is more specific than a general annual quota: the change-of-employer route limits the number of applications that may be made by an individual permit holder under the relevant rules.

Under the Employment Permits Regulations 2024, the maximum number of change-of-employer applications under the relevant General Employment Permit or Critical Skills Employment Permit route is three. This is an individual limit, not a statement that Ireland has only three vacancies or three permits available in a particular industry.

The occupation remains a key restriction. For a Critical Skills permit holder using the employer-change route, the proposed role must remain within the relevant three-digit SOC category. A move outside that category may require a new permit application and a fresh assessment against the occupation rules.

Critical Skills Occupations List

The Critical Skills Occupations List identifies occupations considered strategically important to Ireland’s labour market. It includes qualifying roles in areas such as information and communications technology, engineering and other specialised professions, subject to the precise wording of the current list.

The existence of a related occupation on the list does not mean every job in the same industry qualifies. Applicants must check the relevant occupational description and any qualifications or remuneration conditions attached to the permit route.

Ineligible occupations

Some occupations are ineligible for employment permits, subject to the specific rules and exceptions set out in official guidance. A high salary does not automatically overcome an occupational exclusion.

When a new job differs materially from the original role, verify whether it falls within the Critical Skills list, qualifies under the applicable higher-remuneration route, or is excluded. Do this before accepting the position on the assumption that a new permit will be granted.

Is a Labour Market Needs Test required?

The Department’s change-of-employer guidance states that a Labour Market Needs Test is not required for the statutory change-of-employer process. This is an important distinction from certain new employment permit applications, for which a labour market test may apply depending on the permit type and circumstances.

If the proposed role requires a new permit rather than an employer-change application, assess the requirements of that new application separately. Do not assume that the absence of a test in the change-of-employer route automatically carries over to every new permit application.

Official sources: Change-of-employer rules and Critical Skills permit criteria.

7. Documents checklist for a job change

Preparing the documents before the application is submitted can reduce avoidable delays. The exact list depends on the process, the employee’s circumstances and the information requested through Employment Permits Online.

Documents to prepare

• Current Critical Skills Employment Permit: Keep a complete copy showing the employer, occupation and validity period.
• Passport details: Ensure personal details and passport validity information are accurate and consistent across the application.
• Written offer: Retain the offer from the prospective employer and confirm that it meets the applicable timing requirement.
• New employment contract: Include the proposed terms and conditions, remuneration, duties, working hours and location.
• Job description: Provide enough detail to assess the role and its occupational classification.
• Qualification evidence: Keep relevant degree certificates, professional qualifications and registration evidence where applicable, particularly if a fresh permit application is required.
• CV and experience evidence: Prepare an up-to-date CV and employment history that support the requirements of the proposed role.
• Remuneration evidence: Ensure the basic salary and any qualifying additional components are documented clearly.
• Employer details: Obtain the information required for the employer section of the online application.
• Exceptional-circumstance evidence: If applying before the normal nine-month period or following redundancy, retain relevant dismissal notices, correspondence, restructuring documents or other supporting records.

Check consistency before submitting

Compare the original permit with the proposed contract. Confirm that the employer’s legal name, job location, role description, working arrangements and remuneration are accurate. If the new company operates through several legal entities, verify which entity will actually employ you.

Do not change or omit material information to make a role appear to fit the original permit. If the occupational category is uncertain, resolve the classification question before filing.

8. Ireland Critical Skills permit job change 2026: Application process

The change-of-employer application is handled through Employment Permits Online. The employee and the prospective employer each provide the information relevant to their part of the application, and the application must be completed and signed as required.

Step 1: Review your existing permit

Check the permit’s expiry date, occupation and named employer. Calculate when you commenced employment in Ireland under an employment permit and establish whether the nine-month period has been completed.

Step 2: Confirm the SOC category

Compare the proposed duties with the original permitted occupation. Confirm whether the new position falls within the same three-digit SOC category. If it does not, investigate the fresh permit route before proceeding.

Step 3: Obtain the written offer and contract

Ask the new employer for a written offer and a contract that accurately sets out the terms of employment. Make sure the role description, salary, work location and proposed start date are consistent across the documents.

Step 4: Check the remaining validity

Ensure the current permit is still in force and has at least two months of validity remaining when the application is submitted. If you are approaching expiry, do not delay the eligibility review.

Step 5: Complete the online application

Access the official Employment Permits Online system and follow the current instructions for a change-of-employer application. The employee provides personal information, while the new employer completes the relevant employer details and supplies supporting documentation.

Step 6: Check the application before submission

Confirm that the information matches the permit and contract. Verify the SOC category, dates, remuneration and employer details. Ensure that all required parties have completed their sections and that the application has been signed as instructed.

Step 7: Monitor the application

Keep records of the submission and monitor the online system and relevant correspondence. If the Department requests additional information, respond within the deadline specified in the request. Official Critical Skills guidance states that requested additional information should generally be returned within 28 days.

Step 8: Wait for approval before starting

Do not commence employment with the new employer until the updated employment permit has been issued. Agree on a start date that allows for the actual decision process rather than assuming that the application will be approved by a particular date.

Step 9: Keep your records up to date

After approval, retain the updated permit, signed contract and relevant correspondence. Check any separate immigration registration requirements applicable to your permission and ensure that your immigration documents remain consistent with your employment status.

9. Fees and processing time in 2026

Is there a fee for changing employer?

Do not assume that a change-of-employer application has the same fee as a fresh Critical Skills Employment Permit. The standard published processing fee for a new Critical Skills Employment Permit is €1,000, with a 90% refund if the application is unsuccessful under the stated fee rules. The fee applicable to a change-of-employer application should be checked against the current official fee schedule and online application instructions before submission.

Where an employer is the applicant for an employment permit, section 55 of the Employment Permits Act 2024 restricts the employer from deducting application-related charges, fees or expenses from the permit holder’s remuneration or recovering those costs from the worker. Verify the current rules and your precise application route before paying any amount.

How long does the application take?

There is no single processing time that can safely be promised for every change-of-employer application. Processing depends on the application type, the queue, completeness of the submission and whether the Department needs additional information.

The Department publishes current processing dates and updates them as work progresses. These dates indicate the submission dates currently being processed for the listed categories; they are not a guaranteed decision time for an individual applicant.

Check the official current employment permit processing dates before agreeing to a start date. Confirm that the relevant category matches your application rather than relying on a date reported for a different permit type.

How to reduce avoidable delays

• Submit the correct type of application the first time.
• Ensure the written offer and employment contract are complete.
• Check that the current permit meets the remaining-validity requirement.
• Resolve the occupational classification question before filing.
• Make sure the employee and employer sections are completed and signed as required.
• Monitor correspondence and reply promptly to requests for information.
• Avoid making non-refundable relocation or resignation decisions based on an assumed approval date.

10. Immigration status and employment rights during a transition

A change of employer can affect more than your contract. It can also have consequences for your immigration permission, registration records and longer-term residence planning. The correct position depends on your existing immigration permission and the application route.

Do not start the new role prematurely

The Department expressly states that a permit holder must not commence work with the new employer until the updated employment permit has been received. A notice period, signed contract, verbal confirmation or pending application does not replace that requirement.

If the prospective employer asks you to start before approval, explain that the permit conditions must be respected and agree on a compliant start date.

Check your immigration registration

An employment permit and an immigration permission are related but distinct matters. The permit authorises specified employment under the employment-permit framework, while immigration registration governs the permission granted to reside in Ireland.

Check the requirements applicable to your Stamp 1 permission and any registration update or renewal that may be necessary. Official immigration guidance is available through the Irish Immigration Service.

Keep employment records

Retain your current and updated permits, employment contracts, payslips, employer correspondence and relevant registration documents. These records may be useful if questions arise about employment dates, salary, the basis of your permission or a future immigration application.

Understand your employment rights

Employment permit holders are covered by applicable Irish employment law. A change of employer does not remove statutory rights concerning matters such as pay, working time and other relevant employment protections. The details depend on the circumstances and applicable legislation.

If you are leaving because of unpaid wages, pressure to breach permit conditions or a dispute over termination, consider obtaining appropriate employment-law advice alongside immigration guidance.

11. Redundancy and exceptional circumstances

Redundancy can make an employment transition urgent. It may also change which rules and deadlines apply, so employees should not treat redundancy as an ordinary voluntary resignation.

Under the published Critical Skills policy, a permit holder made redundant must notify the Employment Permits Section using the prescribed notification procedure. The official policy states that notification should be made within four weeks of dismissal. The published guidance also provides a period of up to six months from the redundancy date to seek alternative employment, subject to the applicable rules.

These requirements should be checked against the current policy and your specific facts immediately after redundancy. Do not assume that a six-month job-search period automatically grants unrestricted permission to work for a new employer or removes the need for a new permit.

What to do after redundancy

• Obtain written confirmation of the redundancy and the effective termination date.
• Notify the relevant Department using the prescribed process within the required deadline.
• Retain the redundancy letter, employer correspondence and relevant payroll records.
• Check whether the proposed alternative job qualifies for a new Critical Skills Employment Permit or another appropriate route.
• Review your immigration registration and residence permission if you cannot secure qualifying employment within the applicable period.
• Do not begin work for a prospective employer until the required authorisation is in place.

Fundamental changes to the employment relationship

Exceptional consideration may also be available where circumstances unforeseen at the time of the original application fundamentally change the employment relationship. A substantial change in the location or nature of the employer’s business may be relevant, depending on the facts.

Minor disagreements, a preference for a different workplace or an attractive offer from another company should not automatically be treated as exceptional circumstances. Document the facts and obtain guidance on the appropriate process before relying on an exception.

Official reference: Critical Skills Employment Permit policy, including change-of-circumstances guidance.

12. Practical job-change examples

The following examples illustrate how the rules may apply. They are general scenarios, not individual legal decisions. The official SOC classification and the precise permit conditions must always be verified.

Example 1: An engineer moves to another engineering employer

An engineer has worked in Ireland for more than nine months under a valid Critical Skills Employment Permit. A second company offers a comparable engineering role, and the new duties fall within the same three-digit SOC category as the original occupation.

Potential route: A change-of-employer application may be available, provided the permit has the required remaining validity, the written offer and contract meet the rules, and the other conditions are satisfied.

Practical action: Compare the actual duties, confirm the classification and obtain the complete contract before submitting the application.

Example 2: An IT specialist moves into a different management function

An IT specialist receives an offer to become a commercial operations manager. The new salary is substantially higher, but the day-to-day duties and occupational category differ from the original technical role.

Potential route: A new employment permit may be required if the proposed role is outside the original three-digit SOC category. The higher salary alone does not guarantee eligibility.

Practical action: Review the job description and the relevant occupation rules before accepting a start date.

Example 3: An employee receives an offer after six months

A professional has worked for six months and receives an attractive offer from another company. There is no redundancy or other exceptional circumstance; the employee simply wants a different role.

Potential route: The normal nine-month requirement may prevent the employee from using the standard employer-change route at that time.

Practical action: Do not assume that the new offer creates an exception. Check the facts and applicable policy before resigning or making commitments.

Example 4: A worker is made redundant

An employee loses their job because the employer is restructuring. The existing permit is still within its validity period, but the employee needs to find a new position.

Potential route: The redundancy notification and change-of-circumstances provisions may be relevant, along with the requirements for a subsequent permit.

Practical action: Notify the relevant Department within the prescribed period, retain evidence and promptly assess new qualifying employment options.

Example 5: The permit expires soon

A professional has a job offer from another eligible employer, but the existing permit has only a few weeks remaining.

Potential route: The ordinary change-of-employer process may not be available if the permit does not have at least two months of validity remaining when the application is made.

Practical action: Review the expiry date immediately and establish whether a different application or renewal route is appropriate. Do not leave the decision until the last minute.

Example 6: The new employer offers a lower basic salary with a large bonus

A specialist is offered a new job with lower guaranteed pay but substantial potential commission. The expected total earnings appear to exceed the relevant annual threshold.

Potential route: Eligibility depends on the remuneration rules and the components that may be counted. Potential variable earnings should not automatically be treated as qualifying salary.

Practical action: Obtain a written breakdown of guaranteed remuneration and verify the relevant threshold and permitted components.

13. Common mistakes and how to avoid them

Mistake 1: Treating a new job offer as work authorisation

Why it causes problems: A signed offer does not replace the employment permit required for the new employer.

Solution: Wait until the updated permit is issued before starting work. Agree on a start date that allows for the actual processing time.

Mistake 2: Comparing job titles instead of occupational codes

Why it causes problems: Similar titles can describe different occupations, and different titles can fall within the same occupational category.

Solution: Compare the real duties and confirm the relevant three-digit SOC classification before choosing the application route.

Mistake 3: Ignoring the nine-month requirement

Why it causes problems: The normal employer-change route has a minimum initial employment period. A voluntary move before that period is completed may not qualify.

Solution: Verify your actual commencement date. If redundancy or another exceptional circumstance applies, collect evidence and check the relevant procedure.

Mistake 4: Waiting too long to apply

Why it causes problems: The existing permit must meet the remaining-validity requirement for the ordinary change-of-employer route.

Solution: Check the expiry date as soon as the offer arrives and establish whether the route is available before preparing the submission.

Mistake 5: Assuming every salary component counts

Why it causes problems: Discretionary bonuses, commission and benefits may not be treated the same way as qualifying remuneration under the permit rules.

Solution: Verify the current threshold and each component against official guidance. Obtain a clear written breakdown from the employer.

Mistake 6: Assuming the new employer meets every condition

Why it causes problems: Employer registration, genuine employment, job descriptions and applicable permit conditions may need to be established.

Solution: Ask the employer to confirm its readiness to support the application and provide accurate supporting documents.

Mistake 7: Confusing a change application with a fresh permit

Why it causes problems: The two routes can involve different occupational tests, salary requirements, fees and supporting evidence.

Solution: Establish whether the proposed role remains within the original SOC category. If it does not, assess the new permit route independently.

Mistake 8: Relying on outdated online information

Why it causes problems: Older articles may quote salary thresholds or application procedures that no longer apply.

Solution: Check current government guidance, the latest processing dates and the official salary-threshold roadmap immediately before submitting an application.

14. Pre-move checklist for professionals

Before leaving your current job, work through the following checklist. If any answer is uncertain, resolve it before committing to a new start date.

15. Official government resources

Use primary sources to verify requirements before submitting an application. These resources are particularly useful where the employment transition involves a different occupational category, a salary change, a short remaining permit period or redundancy.

• Changing employer — Department of Enterprise, Tourism and Employment
• Critical Skills Employment Permit — official criteria and process
• Current employment permit processing dates
• Critical Skills permit policy, remuneration and change-of-circumstances guidance
• Employment Permits Regulations 2024
• Employment Permits Act 2024
• Employment Permits Online
• Irish Immigration Service — immigration permissions and registration
• Workplace Relations Commission — employment rights information

16. Frequently asked questions

17. Conclusion: Plan your Irish job change carefully

The Ireland Critical Skills permit job change 2026 process gives eligible professionals a structured way to move to another employer, but the right route depends on more than the attractiveness of a new offer. The initial employment period, current permit validity, occupational classification, contract conditions and application procedure all matter.

Before resigning, confirm whether the new position falls within the original three-digit SOC category. Review the salary and employment terms, obtain a complete written offer and contract, check the latest government guidance, and make sure the application is submitted through the correct process.

If your role falls outside the permitted occupational category, your permit is close to expiry, your employment has ended unexpectedly or your new remuneration package is complex, obtain tailored guidance before making commitments. Careful preparation can help you avoid preventable errors and make a better-informed career decision.