A revised Non-EEA Family Reunification Policy, published on 26 November, has increased the income test for Irish residents who wish to sponsor spouses, partners or children from outside the European Economic Area. From now on, sponsors must earn at least the Irish median gross salary—currently €44,300—and demonstrate that they have suitable accommodation available before visas will be issued.
The €30,000 flat benchmark in force since 2016 has been scrapped in favour of a sliding scale: households with more dependants will need higher earnings (for example, a parent with three children must show net earnings of €47,164, equal to roughly €64,200 gross). Application fees will be introduced in 2026 and all applications must be lodged while the relatives are still overseas.
![Family-Reunification Salary Threshold Jumps to €44,300 for Irish Residents Sponsoring Non-EEA Relatives]()
For multinationals relocating key staff who fall outside the EU talent pool, the tighter rules translate into extra lead time and potentially higher compensation packages. Employers may need to adjust allowances or guarantee bonuses count as ‘reckonable’ income so that mobile employees can satisfy the threshold. Landlords, meanwhile, could see increased demand for family-sized housing that meets the “suitable accommodation” test.
Government officials argue that the updated policy better protects public finances and encourages economic self-sufficiency. Business lobby group Ibec broadly supports the change but cautions that mid-level talent in ICT and financial services—where pay often relies on variable bonuses—could be deterred. The Department of Justice will review the thresholds annually, indexing them to Central Statistics Office earnings data.
The €30,000 flat benchmark in force since 2016 has been scrapped in favour of a sliding scale: households with more dependants will need higher earnings (for example, a parent with three children must show net earnings of €47,164, equal to roughly €64,200 gross). Application fees will be introduced in 2026 and all applications must be lodged while the relatives are still overseas.
For multinationals relocating key staff who fall outside the EU talent pool, the tighter rules translate into extra lead time and potentially higher compensation packages. Employers may need to adjust allowances or guarantee bonuses count as ‘reckonable’ income so that mobile employees can satisfy the threshold. Landlords, meanwhile, could see increased demand for family-sized housing that meets the “suitable accommodation” test.
Government officials argue that the updated policy better protects public finances and encourages economic self-sufficiency. Business lobby group Ibec broadly supports the change but cautions that mid-level talent in ICT and financial services—where pay often relies on variable bonuses—could be deterred. The Department of Justice will review the thresholds annually, indexing them to Central Statistics Office earnings data.
