Written Answers Nos. 47-70
47. Deputy James Geoghegan asked the Minister for Enterprise, Tourism and Employment the way in which his Department is supporting Irish SMEs to adopt artificial intelligence, given Ireland’s position as the EU leader in AI diffusion as reported in the Expert Group on Future Skills Needs (EGFSN). [66682/26]
Amharc ar fhreagraThe recent report from the Expert Group on Future Skills Needs highlights Ireland’s strong performance in AI adoption, while the European Commission’s 2026 Digital Decade Country Report recognises Ireland’s strong digital performance and its potential to further advance SME digitalisation, digital skills and cybersecurity.
Building on this progress, the new National Digital and AI Strategy, Digital Ireland: Connecting our People, Securing our Future, sets out a clear and ambitious roadmap for advancing Ireland's digital and AI capabilities in the years ahead, underpinning digital competitiveness as a foundation for economic resilience.
The Government is driving AI adoption through targeted supports and sector-specific initiatives, including the development of a new sector-focused AI adoption strategy, the appointment of AI Sector Champions to promote best practice and AI Sectoral Roadmaps.
The AI – Good for Business initiative provides a single national label through which industry partners, institutions and businesses can engage with AI adoption, while positioning AI as an accessible, trusted and growth-focused tool. This approach is practical and step-by-step, helping businesses adopt AI at a pace that suits their needs and capabilities.
As part of the initiative, a nationwide series of Ministerial roadshows, delivered in conjunction with the Local Enterprise Offices, is currently underway. These roadshows bring AI "down to earth" for SMEs by showcasing real-life success stories, explaining practical applications and highlighting the range of supports available.
The roadshows also highlight the Government's Charter for Digital Inclusion, which brings together public bodies, businesses and community organisations to support digital skills, awareness and adoption, helping SMEs and communities participate in Ireland's digital transformation.
These initiatives build on existing supports for SMEs, including:
• The Grow Digital Voucher (up to €5,000) to assist small businesses in adopting digital tools, including AI;
• The Digital for Business Consultancy Scheme, which provides expert advice and tailored digital roadmaps;
• European Digital Innovation Hubs, which offer hands-on support to test and deploy advanced technologies.
• Cyber Security Grant, which SMEs can access up to 80% funding through a two-stage cybersecurity grant program run by Enterprise Ireland and the National Cyber Security Centre (NCSC); and
• A new dedicated cyber security website for SMEs - SME CORE has been developed by the National Cyber Security Centre (NCSC). The platform provides free, practical, and accessible guidance to help SMEs manage and understand risks.
These supports are under continual review to ensure they remain aligned with evolving enterprise needs.
The newly established AI Office of Ireland is promoting safe AI adoption, supporting innovation, and providing regulatory clarity for SMEs through implementation of the EU AI Act and the development of an AI regulatory sandbox.
As part of Ireland’s EU Council Presidency, an International AI Summit will be held on 14 October 2026, showcasing how AI can boost productivity, innovation and competitiveness across organisations of all sizes.
48. Deputy Michael Cahill asked the Minister for Enterprise, Tourism and Employment to consider the decentralising of Government Departments to Iveragh and South Kerry to boost economic growth in these areas; and if he will make a statement on the matter. [66701/26]
Amharc ar fhreagraResponsibility for any programme of decentralisation of Government Departments lies with my colleague the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation.
50. Deputy Paula Butterly asked the Minister for Enterprise, Tourism and Employment if he will review the exclusion of poultry farm worker roles under SOC Code 9111 (Farm Workers) from eligibility for employment permits; the rationale for permitting employment permits for dairy farm assistants, pig farm assistants, horticulture operatives, meat processor operatives and butchers, while excluding poultry farm workers despite similar recruitment difficulties; whether consideration will be given to introducing a specific permit category or quota for poultry farm assistants at the next review of the occupations lists; and if he will make a statement on the matter. [66667/26]
Amharc ar fhreagra212. Deputy Paula Butterly asked the Minister for Enterprise, Tourism and Employment the reason poultry farm worker roles remain on the list of ineligible categories of employment when exemptions and quotas have been established for other agri-food sectors experiencing labour shortages (details supplied); whether his Department has undertaken an evidence-based assessment demonstrating that recruitment challenges in the poultry sector differ from those experienced in these sectors; if not, whether he will commit to reviewing the eligibility of poultry farm worker roles for employment permits as part of the next occupations list review. [66394/26]
Amharc ar fhreagraI propose to take Questions Nos. 50 and 212 together.
My Department remains open to submissions to the occupation list review, from the poultry sector, where endorsed by the Department of Agriculture, Food and the Marine.
Ireland's employment permits system is designed to facilitate the entry of appropriately skilled non-EEA nationals to fill skills or labour shortages in the State in the short to medium term but is not a substitute or pretext for avoiding the challenge of up-skilling our resident workforce.
My Department keeps the occupations for employment permits under regular review to ensure it remains responsive to labour market needs. The review process involves a public consultation inviting stakeholder submissions, consideration of research undertaken by the Expert Group on Future Skills Needs and the Skills and the Labour Market Research Unit in SOLAS.
The most recent review of the occupation lists commenced last summer with an open public consultation attracting a wide range of stakeholder submissions. The outcome was published on 26th May, giving approval for 32 changes to eligibility for roles for employment permits. The review report can be accessed on the Department's website at: enterprise.gov.ie/en/publications/employment-permits-occupations-lists-report-of-the-review-2025.html.
While poultry farming occupations where not submitted for consideration during the most recent review, my Department remains open to receiving detailed evidence from stakeholders, supported by the Department of Agriculture, Food and the Marine, demonstrating ongoing labour shortages, recruitment difficulties and the case for providing employment permit eligibility to roles within the poultry sector.
The review process determines where adjustments are appropriate based on evidence, guided by the principles of sustainable adjustable economic migration. It is a delicate balancing act, with recommendations reached through the participation and contributions of the Interdepartmental Group on Economic Migration Policy, which includes representatives of key Government Departments, including the Department of Agriculture, Food and the Marine.
Changes to the eligibility of an occupation, may be considered based on evidence and the support of the lead policy Government department, and where:
• no suitable Irish/EEA workers are available;
• industry has made efforts to train or recruit domestically;
• a genuine skills shortage exists, rather than unattractive working conditions and;
• public policy and development goals are not undermined.
The Department will continue to monitor labour market developments and review employment permit policy to ensure that it supports enterprise, responds effectively to genuine skills and labour shortages, and remains aligned with Ireland's wider economic, social and workforce needs.
52. Deputy Cathal Crowe asked the Minister for Enterprise, Tourism and Employment the engagement his Department has had with an organisation (details supplied) and its employees; and the supports they will be able to provide in the event of redundancies. [66534/26]
Amharc ar fhreagraFirstly, my thoughts are with all workers facing potential redundancy and I understand this is very difficult time for those involved.
Daktronics is a client company of IDA Ireland since 2014, following the acquisition of Data Display. Over the past 12 years, IDA Ireland has developed a strong relationship at corporate HQ and with the site leadership team in County Clare.
I understand that IDA has worked closely with leadership to support the long-term competitiveness and sustainability of the Ennistymon operation over many years. Most recently, in February 2026, IDA supported a proposed Green Capital investment programme intended to strengthen the long-term competitiveness, energy efficiency and strategic profile of the site within the wider Daktronics organisation.
On 3 September 2026, immediately following Daktronics' announcement that it was considering a proposal to exit its highly customised International Transportation business, potentially affecting the Ennistymon site, a high-level meeting was co-ordinated and held at the site between the corporate team from Daktronics headquarters, Irish site leadership and IDA Ireland at the Ennistymon facility.
At that meeting, IDA Ireland provided an overview of supports available to companies to scale, transform and grow operations. I have been informed that IDA Ireland has also requested a skills profile of the site and requested to meet with the CEO of Daktronics to ascertain if anything can be done to secure the future of the site in Clare.
IDA Ireland will await the outcome of the consultation process and, depending on the decision, will continue to engage with the company and work under a cross-agency protocol to ensure that State and local agency supports are available to any impacted employees.
Supports offered by IDA Ireland
IDA Ireland has a long established and ongoing relationship with company leadership at Daktronics, and this includes advising the company of the full suite of IDA Ireland supports, including those available in a scenario where there is a company closure in Ireland.
IDA Ireland has established internal processes for dealing with potential and actual job loss situations with its client companies. IDA Ireland is not directly involved in the statutory process for redundancies as this is led on a case-by-case basis by companies.
IDA Ireland is also fully respectful of the consultation process that may be underway by any company and its employees or representatives following any announcement or proposed announcements.
The types of supports that may be provided include:
• Provision of a detailed skills profile for the site; a talent catchment map and timings for when individuals will be available, provided by the company.
• Identification of other employers who may be hiring across IDA and Enterprise Ireland client companies.
• Sharing of skills profiles with other companies who may be hiring and direct engagement with HR departments, when appropriate through IDA and Enterprise Ireland.
• Briefings by local Department of Social Protection/Intreo officials to impacted employees on social welfare and employment support services to support impacted employees’ transition to new employment opportunities.
• Identification of training and further education opportunities for employees (ETBs; Skillnet; Universities).
• Exploring opportunities to start your own business through Local Enterprise Offices and Enterprise Ireland.
Collective Redundancy Process
It is important to note that there is a robust legislative framework in place which provides important safeguards for employees who may be impacted by collective redundancies. These rules are set out in the Protection of Employment Act 1977, as amended.
Under the 1977 Act, collective redundancies arise where, during any period of 30 consecutive days, the employees being made redundant are: 5 employees where 21-49 are employed; 10 employees where 50-99 are employed; 10% of the employees where 100-299 are employed; and 30 employees where 300 or more are employed.
Section 9 of the 1977 Act sets out the employer’s obligation to engage in an information and consultation process with employees’ representatives for at least a 30-day period before any notice of redundancy can issue. The 1977 Act specifies that the consultation with employees’ representatives should include the possibility of avoiding the proposed redundancies, reducing the number of employees affected or mitigating their consequences.
To ensure transparency during the collective redundancy process, section 10 of the 1977 Act obliges the employer to provide certain information relating to the proposed redundancies to the employees’ representatives during the consultation.
Under the 1977 Act, the employees’ representatives are defined as:
(a) a trade union, staff association or excepted body with which it has been the practice of the employer to conduct collective bargaining negotiations, or
(b) in the absence of such a trade union, staff association or excepted body, employee(s) who are elected by a group of employees to act as their representative.
This approach reflects the fact that Ireland’s industrial relations system is based on a voluntarist model, which recognises employees have the right under the Constitution to form associations and trade unions and that employers also have the right not to recognise trade unions for collective bargaining purposes.
Under section 12 of the 1977 Act, employers must also notify the Minister for Enterprise, Tourism and Employment of the potential redundancies at least 30 days before the first dismissal takes place.
The Workplace Relations Commission (WRC) is the organisation which is mandated to secure compliance with employment rights legislation. Employees have the right to refer complaints to the WRC on a wide range of employment law breaches for an adjudication and compensation where appropriate. This includes the right to make a complaint where they believe their employer has failed to fulfil its obligations under the Protection of Employment Act 1977.
This Government remains firmly committed to supporting enterprise and employment in all regions of the country. Through IDA Ireland's strategy, Adapt Intelligently 2025-2029, there is a strong focus on securing further investment and supporting existing client companies across the regions, including in the Mid-West. IDA Ireland's regional teams work closely with companies, local authorities and other stakeholders to strengthen regional enterprise ecosystems and ensure that regional locations remain attractive destinations for investment and growth.
53. Deputy Sinéad Gibney asked the Minister for Enterprise, Tourism and Employment whether his Department will consider the creation of a dedicated unit aimed at promoting workers rights, providing workers with the information and support to exercise their rights, and supporting workers and businesses wishing to enter into collective bargaining agreements, in order to ensure high-quality, stable employment, particularly in sectors with low collective bargaining coverage. [66951/26]
Amharc ar fhreagraThe promotion and protection of workers’ rights is a key priority for my Department and, in this regard, a comprehensive framework is already in place to provide workers and employers with information on employment rights, support compliance with employment legislation, and facilitate the resolution of workplace disputes.
Firstly, the Workplace Relations Commission (WRC) is an independent statutory body under the aegis of my Department and the WRC promotes good workplace relations and protects employment rights and helps employers and employees prevent or resolve disputes through information, mediation, conciliation, adjudication, inspection and enforcement services.
On a broader scale, the Government is committed to a safe working environment, fair treatment and fair wages for workers. Ireland has a robust suite of employment rights legislation in place to protect and support workers. Our laws in this area are kept under review to reflect both national and international developments, including at European Union, Court of Justice, and International Labour Organisation level.
Moreover, for workers and businesses wishing to enter into collective bargaining agreements, there is an extensive range of supports and statutory provisions designed to back up the voluntarist system of collective bargaining in Ireland. The current system is based on respecting the autonomy of parties to negotiate and agree terms that enhance existing statutory protections. In addition, the measures contained in Ireland’s Action Plan to Promote Collective Bargaining aim to promote constructive relations and collective bargaining across the State.
At sectoral level, Joint Labour Committees play a vital role in supporting stronger sectoral employment conditions, particularly in sectors where collective bargaining is not well established and pay levels tend to be low. By bringing together employer and worker representatives, JLCs facilitate agreement on minimum rates of pay and conditions of employment, which may be given statutory effect through Employment Regulation Orders. These bodies play an important role in enhancing employment standards in relevant sectors.
Against this background, my Department’s current focus is on maintaining a robust employment legislation framework, delivering the actions contained in Ireland’s Action Plan to Promote Collective Bargaining and continuing to support the work of the Workplace Relations Commission, the Labour Court and the established sectoral wage-setting mechanisms.
My Department will continue to support the WRC and Labour Court through the annual budgetary process in terms of staffing, financial and ICT resources, and we will keep under review the effectiveness of the existing arrangements for promoting awareness of employment rights, supporting compliance and facilitating constructive collective bargaining.
54. Deputy Shay Brennan asked the Minister for Enterprise, Tourism and Employment if he will report on the work of the Tourism Policy Oversight Group. [66658/26]
Amharc ar fhreagra70. Deputy Shay Brennan asked the Minister for Enterprise, Tourism and Employment for an update on the implementation of 'A New Era for Irish Tourism', [66659/26]
Amharc ar fhreagraI propose to take Questions Nos. 54 and 70 together.
I am pleased to report that significant progress has been made in establishing the governance arrangements to support the delivery of A New Era for Irish Tourism, Ireland's tourism policy to 2031.
The first meeting of the Tourism Policy Oversight Group, which I chair, took place on the 8 July. It has been established as the central governance and accountability body responsible for overseeing the implementation of A New Era for Irish Tourism. Its role is to provide strategic oversight of delivery, monitor progress against the Policy's 71 objectives and associated targets, identify and address risks to implementation, and support alignment across Government, tourism agencies and stakeholders.
The Oversight Group is underpinned by five thematic Delivery Streams which will drive implementation across key priority areas. The five Delivery Streams are: Culinary; Data and Insights; Sustainability; Market Development and Capacity; and State Assets and Strategic Enablement.
The first meeting of the Data and Insights Delivery Stream took place on 29 July 2026. Representatives from my Department, the Central Statistics Office, Fáilte Ireland, Tourism Ireland and the OECD considered priorities including mapping existing tourism data sources, identifying data gaps, improving international comparability, and developing a stronger evidence base to support policy development, performance monitoring and investment decisions.
Work is also progressing on the Culinary Delivery Stream, the first meeting of which will take place this month. This will support the development of a National Culinary Tourism Strategy, led by Fáilte Ireland in partnership with key stakeholders, and will help showcase Ireland's food and drink offering as an integral element of the visitor experience.
Fáilte Ireland and Tourism Ireland are central to the delivery of A New Era for Irish Tourism and will align their three-year Corporate Plans with the policy for the periods 2026-2028 and 2029-2031. Through these plans, the agencies will support the achievement of the policy's objectives, including an enhanced focus on supporting tourism SMEs, promoting domestic and overseas tourism, and developing inclusive, food-focused and heritage-rich tourism offerings across all regions.
To support effective oversight and accountability, a structured monitoring and reporting framework is being put in place. This will support regular reporting to the Tourism Policy Oversight Group, provide visibility of progress across the policy's objectives and targets, and help ensure a continued focus on delivery and implementation.
55. Deputy John Clendennen asked the Minister for Enterprise, Tourism and Employment for an update on the stakeholder working group established to assist implementation of the eight areas of reform and modernisation applicable to Local Enterprise Offices which were presented to Government via a Memorandum for Information in July 2026. [66801/26]
Amharc ar fhreagraSince their establishment in 2014, the LEOs have expanded from their original mandate for businesses which offered accessible advice, training and financial supports to now delivering broader capability building across digitalisation, sustainability, exporting, productivity and innovation to a broader range of clients.
While the Local Enterprise Office model remains strong and has delivered considerable value, there are challenges which now need to be addressed.
In developing proposals to introduce reforms to the LEO operational model, Enterprise Ireland in consultation with Department officials, considered evidence including an external report commissioned in late 2025 by the Department which undertook a review and evaluation of the LEO supports.
The report provided recommendations which focus on improving the systems, processes and evidence base that support the LEO model. These recommendations broadly align with the reforms and enhancements currently proposed the LEO Network.
A temporary working group was established during the summer of 2026 to support the LEO reform and modernisation agenda and comprised representatives from Enterprise Ireland, Local Authorities, the LEO Network and my Department.
The Group has now developed a comprehensive implementation plan to deliver the commitments set out in the Memorandum to Government on the reforms and modernisation of LEO operational model. The implementation plan was approved by the LEO Steering Group at its meeting on 18th September 2026.
The finalised implementation plan provides a clear roadmap for the delivery of the measures agreed by Government and establishes a framework of actions, responsibilities, timelines, risks and dependencies across all eight interlinked themes which allows for close monitoring of progress and accountability over the implementation period.
The approach to implementation, which is being led by Enterprise Ireland, is based on actions organised around eight overarching themes, as set out in the Memo for Government, relating to:
• Putting businesses first and improved customer service
• Stronger, deeper and more consistent client engagement
• System modernisation
• Outcome-focused performance framework
• Improved integration of the National Enterprise Hub
• Simplification of business supports
• Support for emerging exporters
• Stronger enterprise culture.
56. Deputy Richard Boyd Barrett asked the Minister for Enterprise, Tourism and Employment whether he will increase the minimum wage for apprentices. [66904/26]
Amharc ar fhreagraThe National Minimum Wage Act prescribes the minimum hourly rate of pay for the majority of employees in Ireland, subject to a small number of exemptions.
Pursuant to section 5 of the National Minimum Wage Act, 2000, exemptions from the statutory minimum wage are in place for, inter alia, statutory apprentices.
Apprentices are excluded from the National Minimum Wage Act, reflecting both the unique nature of apprenticeships and the existence of a long established system for determining apprentice pay rates which provides protection for apprentices.
Apprenticeships combine employment with structured education and training, and existing apprentice pay arrangements reflect the costs to employers of providing that training and the lower productivity associated with the earlier stages of an apprenticeship.
Apprentice rates recognise:
- The time and resources employers invest in training apprentices.
- The productivity forgone while apprentices are being trained.
- The need to allow employers to focus on training and development, rather than recovering training costs.
While apprentices may earn below the National Minimum Wage during the early years of their apprenticeship, later years can provide apprentice rates significantly above the minimum wage.
The Department of Further and Higher Education, Research, Innovation and Science has responsibility for apprenticeship policy relating to education and training.
The Government's Action Plan for Apprenticeship 2021-2025, published in 2021, aimed to develop a flexible and responsive apprenticeship system and provide a strong value proposition for both employers and potential apprentices.
The Department of Further and Higher Education, Research, Innovation and Science is developing a new Action Plan for Apprenticeship for the period 2026–2030. A public consultation on the proposed Plan ran from December 2025 to February 2026, with submissions intended to inform the content and focus of the new Plan.
I appreciate that apprentice wage levels involve competing considerations and that low wages may act as a barrier to entering an apprenticeship for some individuals. Conversely, higher wage and training costs may discourage some employers from hiring apprentices.
Any changes to the existing approach to apprentice pay therefore need to balance the objective of ensuring apprentices receive appropriate remuneration with the need to maintain employer participation in apprenticeships and support continued growth in apprenticeship opportunities.
The issue of apprentice pay is kept under review by my Department, including through regular engagement with the Department of Further and Higher Education, Research, Innovation and Science on apprenticeship policy.
57. Deputy Sean Fleming asked the Minister for Enterprise, Tourism and Employment if he will report on the number of jobs currently supported by Enterprise Ireland in each of the midlands counties. [66655/26]
Amharc ar fhreagraEnterprise Ireland (EI) is the government organisation responsible for the development and growth of Irish enterprises in world markets. EI works with enterprises to help them start, grow, innovate, and win export sales in global markets thereby supporting sustainable economic growth, regional development and secure employment. Enterprise Ireland reports employment figures annually, with the most recent data relating to 2025.
In 2025, Enterprise Ireland-supported companies employed 232,425 people across all regions of the country. During the year, these companies created 12,608 new jobs, resulting in a net increase of 2,938 jobs and overall employment growth of 1.3%. Notably, 69% of all new jobs were created outside Dublin, with employment growth recorded in every region.
Employment outside Dublin continues to account for the majority of Enterprise Ireland-supported jobs, with 67% of total client employment now outside Dublin.
The Midlands region recorded employment growth of 3.9% in 2025. Across the four Midlands counties, Enterprise Ireland client companies supported a total of 12,427 jobs with 2,099 jobs in Laois, 4,318 jobs in Offaly, 2,581 jobs in Longford, and 3,429 jobs in Westmeath. These figures are illustrated in the table below.
|
County |
EI supported jobs 2025 |
|
Laois |
2,099 |
|
Longford |
2,581 |
|
Offaly |
4,318 |
|
Westmeath |
3,429 |
|
Total |
12,427 |
58. Deputy Colm Burke asked the Minister for Enterprise, Tourism and Employment his engagement with relevant stakeholders in the healthcare sector regarding the “50:50 rule” in the Employment Permits Act 2024; and if a review of the policy is being carried out which will consider risks of continuity of care due to staffing shortages, in view that non-compliance of the 50:50 rule can affect the employer’s ability to renew existing permits or obtain new permits. [66754/26]
Amharc ar fhreagraThe Employment Permits Act 2024 requires that, in order for an employment permit to be granted, at least 50% of the employees of an employer are Irish/EEA/UK/Swiss nationals. This policy fulfils Ireland's obligations under the Union Preference principles of membership of the EU. The mandatory application of the 50:50 rule underpins the Government’s employment creation strategy by compelling employers in the State to hire in a balanced manner from domestic and EEA labour markets.
Under this rule, an employment permit will not issue unless, at the time of application, at least 50% of the employees of the employer are EEA, UK or Swiss nationals.
Officials of my Department recently concluded a review of Ireland’s use of the 50:50 rule, the outcome of which recommended the creation of new sector specific and sector wide regulation-making powers in the Employment Permits Act 2024.
The Department of Health and the Department of Justice, Home Affairs and Migration provided key input during policy development of the 50:50 review and resulting recommendations to amend the Act. In addition, a report was presented to the Strategic Migration Policy Group for cross-departmental review to ensure a coordinated government approach.
While the immediate focus is now on seeking Government approval of the General Scheme providing for such regulation-making powers and, if approved, working with the OPC to draft the Bill, further engagement with relevant Government Departments and sectoral stakeholders will also take place to support timely enactment and implementation.
My Department remains committed to progressing the proposed legislative changes to the 50:50 rule and will continue to provide updates as the legislation advances. These policy developments are intended to ensure that the employment permits system remains responsive to evolving labour market needs while continuing to support key national priorities, including the delivery of essential care services.
59. Deputy Naoise Ó Muirí asked the Minister for Enterprise, Tourism and Employment for an update on the development of a new Tourist Accommodation Strategy [66883/26]
Amharc ar fhreagraThe development of a Tourist Accommodation Strategy is a key commitment outlined in A New Era for Irish Tourism, to ensure that Ireland continues to offer a competitive, high-quality tourism experience. This Strategy will establish a clear framework to strengthen, diversify, and expand Ireland’s accommodation offering.
To inform this work, I launched a public consultation in April, inviting views from the public, industry stakeholders, and all interested parties. The public consultation closed on Friday 29th May with a total of 299 responses received.
My officials are currently finalising two reports providing a comprehensive overview of the views expressed during the consultation process and which will be published on my Department’s website shortly. The first report contains the detailed survey results, including responses and percentage breakdowns, while the second report provides an overview of the key findings and key themes arising from the analysis.
The insights gathered will help inform the development of a Strategy that supports a sufficient, diverse, and high-quality accommodation offering capable of meeting future tourism demand.
Following the publication of these Reports, my Department will continue to advance the drafting of the Strategy. This process will include further targeted engagement with key sector stakeholders as required.
60. Deputy Ken O'Flynn asked the Minister for Enterprise, Tourism and Employment if his Department monitors whether these salary requirements result in Irish or EU workers receiving lower wages than employment-permit holders in comparable positions; and whether this may influence employers’ recruitment or retention decisions. [66858/26]
Amharc ar fhreagraThe employment permits system is grounded in legislation that sets clear and objective criteria for minimum annual remuneration thresholds (MAR), qualifications, and the eligibility of occupations. The MAR represents the minimum salary that must be paid to a non-EEA national for an employment permit to be issued or renewed.
Sufficient remuneration thresholds operate as a key protection for the labour market, ensuring that the recruitment of non-EEA nationals does not place downward pressure on wages or conditions, or undermine employment opportunities or career progression for the domestic and EEA workforce.
At the end of last year my Department published the Employment Permits: Minimum Annual Remuneration – Outcome of the Roadmap Review 2025, which sets out the policy rationale, evidence basis, and the revised phased roadmap for implementation of the thresholds applicable across the employment permits system.
The review was undertaken in response to a range of structural changes in the labour market since MAR thresholds were last comprehensively updated including sustained inflationary pressures, increases in average earnings, rising costs of living, and changing labour market dynamics.
The review was also informed by a public consultation process which received over 150 submissions from employers, permit holders, trade unions and representative bodies, the views of which were carefully considered in shaping the final roadmap.
The review found that applying indexation is essential to prevent MAR thresholds from becoming eroded over time by inflation or wage growth and to ensure that they continue to serve their intended policy purpose. Following the conclusion of the roadmap period, indexation will apply on an ongoing basis across all permit categories, providing a transparent and evidence?based mechanism for maintaining alignment with earnings trends.
Under this roadmap, the first increases took effect on 1 March 2026. The minimum salary threshold for a Critical Skills Employment Permit increased from €38,000 to €40,904, while the threshold for a General Employment Permit increased from €34,000 to €36,605. For sectors operating under lower than standard salary thresholds, including healthcare assistants and home carers, the minimum threshold increased from €30,000 to €32,691.
Since 2006, the standard MAR threshold for General Employment Permits has been increased twice, once in 2024 and again in 2026. The threshold in place for Critical Skills Employment Permits has increased three times over the same period, in 2020, 2024 and again in 2026.
These measures seek to ensure that employment permit holders have access to quality employment with remuneration that does not undercut the domestic workforce and better reflects earnings growth across the wider economy, while also supporting Ireland's competitiveness in attracting and retaining the skills required across key sectors.
The effect of these policy instruments ensures that the employment permits system remains fair, legally robust, and economically credible, supporting enterprise needs while protecting employment standards and preserving the integrity of the wider labour market.
61. Deputy Sinéad Gibney asked the Minister for Enterprise, Tourism and Employment for an update on the progress of the Action Plan to Promote Collective Bargaining. [66948/26]
Amharc ar fhreagraImplementation of the 2026-2030 Action Plan on Collective Bargaining is progressing across a range of measures and key developments in H1 2026 have included:
• Six dedicated meetings, under the LEEF umbrella, between Department officials, ICTU and IBEC to support and monitor the implementation of the Action Plan and to discuss a number of targeted action items and debate papers from the Social Partners on specific topics or propose Actions.
• A new award category celebrating excellence in collective bargaining practices was launched in August.
• Constructive engagement with the Department of Finance, including the submission of a detailed proposal on the reintroduction of tax relief for trade union subscriptions. Of course this will ultimately be a budgetary decision for the Minister for Finance.
• Progressing the research commitments, with a view to developing and collating more robust and representative data on collective bargaining coverage during 2027, in advance of Ireland’s next reporting obligations to the European Commission in 2028.
My Department will continue to engage closely with the social partners and relevant Government Departments to progress the outstanding measures in the Action Plan. Progress will be monitored on an ongoing basis, with a mid-term review scheduled for 2028 to assess delivery against the agreed targets and identify any implementation challenges.
Of course, the Action Plan complements the existing Social Partner engagement arrangements, notably through the LEEF and National Economic Dialogue processes, as well as the longstanding support for the Workplace Relations Commission and the Labour Court in support for strong harmonious industrial relations which are a key plank in supporting quality employment in a strong enterprise economy for workers in Ireland.
63. Deputy Brian Brennan asked the Minister for Enterprise, Tourism and Employment whether he will consider increasing the maximum rate of payment of statutory redundancy which is capped at €600 per week to take into account inflation, rising wages and the increased cost of living. [66912/26]
Amharc ar fhreagraThe Redundancy Payments Act 1967, as amended, provides for a minimum statutory redundancy payment to eligible employees who are made redundant. An eligible employee is entitled to two weeks' pay for every year of service plus one additional week's pay, with weekly pay capped at €600 per week. The €600 per week salary ceiling has applied since 2005.
Section 4 of Redundancy Payments Act 1979 Act gives the Minister the power to vary the salary ceiling by Regulation and provides that, when setting the salary ceiling for redundancy payments, the Minister must take into account any changes in the average earnings of workers in the transportable goods industries as recorded by the Central Statistics Office. Any regulations are subject to the consent of the Minister for Finance.
The Government is committed to promoting positive working conditions in Ireland. In recent years, Government have introduced a range of measures to assist workers including increases to the National Minimum wage, statutory sick pay, the right to request remote working and an additional public holiday.
There are no immediate plans to increase the salary ceiling for redundancy payments at present. I have kept this matter under regular review.
A range of factors must be carefully balanced in any consideration of an increase to the €600 ceiling. These include the rights of employees to reasonable redundancy payments. However, it is also important to maintain a regulatory environment that allows businesses to remain viable, and, indeed, to thrive. Consultation with other Government Departments, employer and employee representative groups and other relevant stakeholders would also be required.
It is important, in my role as Minister, to have due regard to the overall balance between supporting workers and maintaining a sustainable businesses environment.
64. Deputy Maeve O'Connell asked the Minister for Enterprise, Tourism and Employment his Department's position on the usage of artificial intelligence programmes during hiring processes. [66606/26]
Amharc ar fhreagraPublicjobs, under the aegis of the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation, and is the primary recruiter for the Public Service.
Internal competitions run by my Department sets out the following policy on the use of artificial intelligence:
The Department recognises that honesty and integrity are key values in the Civil Service. While we support and encourage the responsible use of AI and emerging technologies to promote learning and productivity, we also want to ensure that applicants reflect their own experience, skills, and understanding of the role when preparing application forms. This aligns with the broader principle in the 2025 Guidelines for the Responsible Use of AI in the Public Service, which emphasise that AI should support, not replace, human input— especially in contexts requiring personal judgement, integrity, and self-reflection.
The use of AI tools should be kept to a minimum and must not be used to generate or rewrite substantive content in application forms.
In relation to recruitment competitions managed, on behalf of my Department, by our Licensed Recruiter, these are conducted through fully human-led assessment and selection processes.
Our licensed Recruiter does not use AI to analyse, screen, filter, rank, shortlist, score or evaluate candidate applications for Department competitions, nor has AI been used to make or recommend selection decisions. Candidate applications and assessments are reviewed by recruitment professionals and/or the appointed assessment panels in accordance with the agreed competition methodology and criteria.
65. Deputy Tom Brabazon asked the Minister for Enterprise, Tourism and Employment his response to the recommendations of the National Competitiveness and Productivity Council as set out in Ireland’s Competitiveness Challenge 2026. [66654/26]
Amharc ar fhreagraI welcome the National Competitiveness and Productivity Council’s analysis and recommendations, as set out in the Competitiveness Challenge report. The report provides a timely assessment of both the challenges and opportunities facing Ireland’s economy, at a time of significant global uncertainty.
I particularly welcome the Council’s recognition of Ireland’s continued strong performance in the IMD World Competitiveness Rankings, where Ireland ranked 7th globally and remains the most competitive economy in the euro area. This highlights the many strengths of our economy, including our openness, skilled workforce and reputation for sound economic management. It also underlines the need for continued action to address areas where improvement is required, particularly around infrastructure and the cost of doing business
This work by the Council is highly valuable in informing Government policy. We will carefully consider the recommendations outlined in the Competitiveness Challenge 2026 report and will continue to work across Government to ensure Ireland remains an attractive, competitive and resilient location in which to live, work, invest and do business.
66. Deputy George Lawlor asked the Minister for Enterprise, Tourism and Employment the timeline for the rollout of the €4.7 billion capital investment plan for enterprise, innovation, tourism and decarbonisation; the criteria for regional allocation; and the way in which this investment will support communities experiencing major strategic development, including those adjacent to Rosslare Europort. [66782/26]
Amharc ar fhreagraMy Department’s €4.7 billion Sectoral Capital Plan 2026-2030 is the largest ever investment in Ireland’s enterprise and innovation ecosystem and will strengthen and support our enterprise and employment base across all regions. Funding under the Plan over the next five years is set across five themes:
Helping businesses to start, grow and scale
Attracting and sustaining cutting edge inward investment
Boosting tourism competitiveness, growth and market diversification
Developing our innovation economy
Decarbonising Enterprise
The majority of my Department’s supports under the Plan are being delivered through the capital programmes of the enterprise development agencies, namely Enterprise Ireland, Fáilte Ireland, the Local Enterprise Offices and IDA Ireland.
Under the Plan, my Department will through the above agencies support a number of programmes/initiatives in the area of regional development. This includes the Local Enterprise Office Programme, the European Regional Development Fund (ERDF), Smart Regions Innovation Scheme Programme, the Regional Enterprise Development Funds and the Regional Enterprise Plans.
IDA Ireland will invest almost €1.29 billion in capital supports over the lifetime of the National Development Plan to attract and retain foreign direct investment ( to support job creation and economic growth. The Regional Property Development Programme of the IDA will also continue to deliver on the regional property solutions for IDA and EI clients where appropriate. My Department will also invest over €250 million in the Local Enterprise Programme over the next 5 years to facilitate enterprise and employment at county level. My Department is also currently working with Fáilte Ireland to develop a Tourism Capital Investment Plan which will provide funding for the further development of regional tourism in line with A New Era for Irish Tourism, the National Tourism Policy.
These programmes and initiatives will be available across all regions including the South East and Wexford. The agencies will support high-impact initiatives from scaling Irish businesses and developing next-generation FDI sites, to investing in disruptive technologies, digital transformation and sustainable tourism infrastructure. These investments are designed not only to stimulate economic activity, but also to create high-quality employment across all regions.
67. Deputy Louis O'Hara asked the Minister for Enterprise, Tourism and Employment to outline his Department’s efforts to promote tourism in east County Galway. [66481/26]
Amharc ar fhreagraThe promotion and development of regional tourism is led operationally by Fáilte Ireland, working with local authorities, tourism enterprises and community stakeholders. East Galway is included within the Ireland’s Hidden Heartlands regional experience brand, while other parts of County Galway are promoted through the Wild Atlantic Way. This positioning allows the east of the county to benefit from the Hidden Heartlands focus on nature, waterways, outdoor activity, local culture and slower, immersive visitor experiences.
A key mechanism for strengthening tourism in the region is the Destination Experience Development Plan process. These five-year plans bring public bodies, businesses and local communities together to identify priority projects, improve the visitor offer and coordinate delivery. Fáilte Ireland has confirmed that work on the East Galway Destination Experience Development Plan is continuing and will be finalised in early 2027, with the plan expected to provide a practical roadmap for sustainable tourism development, experience improvement and stronger collaboration across the area.
As part of that process, Fáilte Ireland has engaged directly with local stakeholders, including through working group meetings, a community workshop held in Ballinasloe in May 2026 and local drop-in clinics across East Galway. These sessions are intended to draw out project ideas, identify gaps in the visitor experience and ensure that the plan reflects local knowledge. In parallel, Fáilte Ireland has worked with Galway County Council and tourism businesses on a dedicated East Galway tourism map, which was distributed for use by industry ahead of the 2026 summer season. The map is designed to help businesses cross-promote attractions, activities and experiences, and to make it easier for visitors to discover more of the area.
Fáilte Ireland is also supporting industry development and collaboration through initiatives such as the East Galway Tourism Networking Event. The first event, held in 2025, brought together 40 local tourism businesses and was delivered in partnership with Galway County Council. It provided a forum for operators to share information, build referral links and consider how local experiences can be packaged and promoted more effectively. A further networking event is planned for later in 2026, after the summer season, to maintain momentum and support continued cooperation across the local tourism sector. The event will be led by Galway County Council, and supported by Fáilte Ireland. Galway County Council are finalising an East Galway tourism video, supported through funding from Fáilte Ireland, and this will be launched at the next in person networking event
Investment is also being provided through Fáilte Ireland’s Regenerative Tourism and Placemaking Scheme, supported by the Government and the EU Just Transition Fund. Approximately €1.2 million has been allocated to eight projects across the East Galway area. This funding is intended to support projects that can enhance place-based tourism, strengthen local communities, improve the quality of visitor experiences and contribute to a more sustainable and balanced tourism economy.
In terms of increasing visitor numbers, East Galway will benefit from national and regional marketing activity under the Ireland’s Hidden Heartlands brand, as well as from Fáilte Ireland’s domestic campaign. On the domestic marketing front, we are taking clear and targeted action. In March 2026, Fáilte Ireland launched a national campaign, “Find Yourself on a Short Break”, which is designed to stimulate that domestic demand and encourage more frequent short breaks across the country. Initiatives such as this campaign will be central to delivering the 7% average annual growth in domestic tourism targeted in the Policy Statement I published late last year 'A New Era for Irish Tourism'.
Taken together, the East Galway Destination Experience Development Plan, the local tourism map, networking activity, targeted investment and domestic marketing campaigns will help improve the visitor proposition, extend the season, support local businesses and attract more visitors to East Galway. I will continue to support the work of Fáilte Ireland and Galway County Council in developing tourism in the region under Ireland’s Hidden Heartlands.
68. Deputy Sinéad Gibney asked the Minister for Enterprise, Tourism and Employment the plans his Department has to bring further legislation regulating the use of artificial intelligence; and if he will make a statement on the matter. [66953/26]
Amharc ar fhreagraThe EU AI Act establishes a harmonised, risk-based regulatory framework for AI systems developed, placed on the market or deployed in the European Union. Its objective is to protect health, safety and fundamental rights while supporting the development and uptake of trustworthy artificial intelligence. The Act entered into force in August 2024 and applies on a phased basis through to August 2028.
The European Union acted early to establish the world's first comprehensive AI regulatory framework. The AI Act was intentionally designed to be adaptable over time, with built-in review mechanisms allowing the European Commission and Member States to assess emerging risks, review prohibited practices and update the categories of high-risk AI systems as the technology develops. This ensures that the framework’s protections for safety and fundamental rights and the supports of innovation can evolve alongside advances in AI technology. The EU’s Digital Omnibus on AI legislation is an example of this evolution. The legislation was adopted in July and includes targeted amendments to the AI Act to address implementation challenges, simplify administrative requirements and extend the range of AI practices which are prohibited to strengthen protections for citizens from illegal and harmful content.
While the rules of the EU AI Act are directly applicable, Member States are required to establish national arrangements for its implementation, supervision and enforcement. Ireland has adopted a distributed model of regulation, which builds on the expertise and statutory functions of existing sectoral regulators, supported by a central coordinating authority.
The Regulation of Artificial Intelligence Act 2026, which commenced in July 2026, establishes the national structures required to implement and enforce the EU AI Act in Ireland. Together, the EU AI Act and the Regulation of Artificial Intelligence Act 2026 provide a comprehensive framework for the oversight and enforcement of AI systems.
Government previously agreed that implementation of the AI Act would proceed on a phased basis. The Regulation of Artificial Intelligence Act 2026 delivered the core institutional, supervisory and enforcement framework required for the application of the AI Act from 2 August 2026.
The remaining implementation measures will be incorporated into the Non-Personal Data Bill, which is included in the Autumn Legislative Programme.
The Government's focus remains on the effective implementation and enforcement of the EU AI Act. There are currently no plans to introduce separate national AI-specific legislation beyond the measures required to implement and enforce the AI Act.
69. Deputy Joe Cooney asked the Minister for Enterprise, Tourism and Employment the current status of the Bill to amend the 50:50 rule under the Employment Permits Act 2024 for the health and social care sector; when he expects this general scheme to go to Government; and the expected timeline for enactment. [66539/26]
Amharc ar fhreagraMy Department has drafted the General Scheme of the Employment (Miscellaneous Provisions) Bill 2026, which will amend the Employment Permits Act 2024 to implement the proposed changes to the “50:50” rule, which were recently approved by Government in May 2026. This Bill will also make some further minor and technical amendments to the Employment Permits Act 2024 and other pieces of legislation.
It is intended the General Scheme will be brought to Government for approval by the end of this month. If approved, officials from my Department will then work with the Office of Parliamentary Counsel to draft the Bill at the earliest opportunity having regard to Government's Autumn 2026 Legislation Programme.
The timing of any Bill’s enactment, once drafted and published, is a matter for the Oireachtas.
