With immediate effect, any Irish resident sponsoring a non-EEA spouse or child must now prove earnings of at least €44,300—the national median salary—up from a flat €30,000. The Department of Justice announced the change in a revised Non-EEA Family Reunification Policy published on 30 November. The requirement is progressive: each additional dependant pushes the bar higher, so a worker with three children will need roughly €64,200. Sponsors must also show ‘suitable’ accommodation in advance, a stipulation likely to intensify demand for scarce family-sized rentals in Dublin and Cork.
Officials defend the hike as “indexation to economic reality”, arguing that migrants should not fall back on social welfare. Business lobby Ibec supports the principle but warns mid-tier ICT and financial-services staff—whose compensation often mixes base pay and variable bonuses—could miss the mark. Relocation firms expect longer lead times as employers convert bonuses to guaranteed salary or issue ‘top-up’ allowances.
![Family-Reunification Salary Floor Jumps to €44,300—Middle-Income Assignees Hit Hard]()
For global mobility teams the new rule could reshape assignment strategy: shorter, single-status postings may replace family moves, and some employers may pivot to intra-company transfer permits in lower-cost EU jurisdictions. HR budgets should also plan for automatic annual increases as the salary floor is now tied to Central Statistics Office data.
The Department has hinted that application fees for family-reunification visas will rise in 2026, adding another layer of cost. Companies are advised to audit active cases immediately, adjust offer letters, and lock in rental agreements before visa filing to satisfy the accommodation test.
Officials defend the hike as “indexation to economic reality”, arguing that migrants should not fall back on social welfare. Business lobby Ibec supports the principle but warns mid-tier ICT and financial-services staff—whose compensation often mixes base pay and variable bonuses—could miss the mark. Relocation firms expect longer lead times as employers convert bonuses to guaranteed salary or issue ‘top-up’ allowances.
For global mobility teams the new rule could reshape assignment strategy: shorter, single-status postings may replace family moves, and some employers may pivot to intra-company transfer permits in lower-cost EU jurisdictions. HR budgets should also plan for automatic annual increases as the salary floor is now tied to Central Statistics Office data.
The Department has hinted that application fees for family-reunification visas will rise in 2026, adding another layer of cost. Companies are advised to audit active cases immediately, adjust offer letters, and lock in rental agreements before visa filing to satisfy the accommodation test.
