At a glance

• Global geopolitical instability and changing personal circumstances are prompting employees to reconsider where they live and work.
• For employers, employee relocations raise a range of immigration, employment and tax considerations that should be assessed at an early stage.

Ongoing geopolitical instability brings varied employment-related implications, including employees:

• Being required to utilise force majeure leave.
• Submitting remote or flexible working requests.
• Finding themselves unexpectedly abroad and not able to travel back to their normal working location due to travel restrictions and / or flight cancellations.

Another significant impact is the growing volume of relocation requests, particularly within global organisations where employees may seek to return to their home country or to be based in a different office location. Further, in certain circumstances, national embassies may call on citizens to leave newly emerging conflict zones, prompting necessary business realignments.

There are three primary pillars for employers to consider pursuant to a relocation request:

• Immigration.
• Employment.
• Tax.

Immigration

For employees moving (or returning) to Ireland, it will be necessary to assess that individual's right to enter, work and live in Ireland.

Right to reside, work and live in Ireland

Irish, UK, EEA and Swiss nationals are generally entitled to reside, work and live within Ireland, without submitting any advance application.

Visa required...

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