Written Answers Nos. 99-113
99. Deputy Brendan Griffin asked the Minister for Enterprise, Trade and Employment if he will urgently include lineworkers on the critical skills occupation list as companies rolling out vital national infrastructure cannot source the qualified personnel to carry out this work; and if he will make a statement on the matter. [22068/23]
View answerThe role of Lineworker is considered to fall under the Standard Occupational Classification code 5249 - Electrical and electronic trades which is currently on the ‘Ineligible Occupations List’ and, as such, cannot be considered for an employment permit.
Ireland operates a managed employment permits system maximising the benefits of economic migration and minimising the risk of disrupting Ireland’s labour market. The system is vacancy led and managed through the operation of the Critical Skills Occupations List (CSOL) and the Ineligible Occupations List (IOL).
The Lists undergo periodic evidence-based review involving a public/stakeholder consultation and are informed by the Expert Group on Future Skills Needs (EGFSN) and SOLAS Skills and Labour Market Research Unit (SLMRU). Consideration is also taken of the views of the Economic Migration Policy Interdepartmental Group which is chaired by my Department and includes representatives from a number of relevant policy Departments.
In framing policy regarding employment permits, consideration is given to wider policy instruments that are also available in meeting the challenges presented by skills shortages.
My Department keeps the employment permits system under review in light of changing labour market circumstances and outside of the full review process the Department continues to be in contact with relevant policy departments and other stakeholders to address particular challenges as they arise.
An occupation may be considered for inclusion in, or removal from the occupations lists on the basis of evidence submitted by the relevant sector representatives and provided:
• there are no suitable Irish/EEA nationals available to undertake the work;
• development opportunities for Irish/EEA nationals are not undermined;
• genuine skills shortage exists and that it is not a recruitment or retention problem;
• education, training, employment and economic development policies are supported; and
• the skill shortage exists across the occupation, despite attempts by industry to train and attract Irish/EEA nationals to available jobs.
Sectors are also required to engage structurally with the public employment service of the Department of Social Protection.
While a date has yet to be announced, I can advise that the public consultation phase of the next 'Review of the Occupations Lists' is expected to open this summer.
100. Deputy Louise O'Reilly asked the Minister for Enterprise, Trade and Employment if he is aware of a report (details supplied) produced by a union; and if he will make a statement on the matter. [22016/23]
View answerI note the Recommendations in the Report. The Report suggests that the concerns of employees raised in relation to technological surveillance can be addressed in two ways: through collective bargaining between employers and employee representatives, and through statutory regulation.
In relation to collective bargaining, it has been the consistent policy of successive Irish Governments to support the development of an institutional framework facilitating a voluntary system of industrial relations, premised upon freedom of contract and freedom of association. This system has served us well over the decades and there is an extensive range of statutory provisions in place to provide the legislative support for a voluntary system of industrial relations.
The freedom of association and the right to organise and bargain collectively are also guaranteed in a number of international instruments which the State has ratified and which it is, therefore, bound to uphold under international law. Employees have a right under the Constitution to be in a trade union which protects the rights and interests of its members. Under Irish law, an employee cannot be discriminated against or dismissed from their job because they are a member of a union.
Statutory regulation of technical surveillance in the workplace falls under the terms of General Data Protection Regulation and the 2018 Data Protection Bill, which have significantly increased employers' obligations and responsibilities in relation to how they collect, use and protect personal data.
The Data Protection Commission (DPC) is the national independent authority responsible for upholding the fundamental right of individuals to have their personal data protected. The DPC is the Irish supervisory authority for the GDPR, and also has functions and powers related to other important regulatory frameworks including the Irish ePrivacy Regulations (2011) and the EU Directive known as the Law Enforcement Directive. Any employee may request the DPC to enforce his or her rights in relation to Data Protection.
Trade unions may raise issues of non-compliance with GDPR or Data Protection legislation with employers, or may raise their member’s concerns with regard to workplace surveillance, as part of collective bargaining. If parties cannot agree, it is open to them to use the industrial relations dispute resolution mechanisms operated by the Workplace Relations Commission and the Labour Court.
101. Deputy Alan Farrell asked the Minister for Enterprise, Trade and Employment his views on efforts to develop legislation with regard to enhancing employee rights in collective redundancies; and if he will make a statement on the matter. [22167/23]
View answerOn 4 May 2023, the Government gave approval for the priority drafting of the Plan of Action on Collective Redundancies following Insolvency Bill.
The Bill will deliver on important Programme for Government commitments and serves to implement the remaining commitments in the Plan of Action on Collective Redundancies following Insolvency.
The Plan of Action on Collective Redundancies following Insolvency was published in June 2021, following extensive engagement with the social partners. The policy objective of this Plan is to further enhance the protection of employees facing collective redundancy in a way that does not impede enterprises conducting their business. Significant progress has already been achieved in delivering on various actions in the Plan.
The Protection of Employment Act 1977, which governs collective redundancy rules, will be amended to:
• Remove the exemption from notification requirements in respect of collective redundancies caused by the employer’s insolvency. This means all collective redundancies will be subject to a 30-day notification period before they take effect, including where the employer is insolvent.
• Provide that employees may seek redress from the Workplace Relations Commission (WRC) where their employer makes them redundant before the 30-day notification period finishes. This change will apply to all collective redundancies, not just those precipitated by insolvency. This is in addition to employees’ existing right to make a complaint to the WRC should their employer fail to consult with or provide information to their representatives.
• Align the 1977 Act with case law of the Court of Justice of the European Union (CJEU), by explicitly providing that the employer’s obligations must also be complied with by a liquidator or similar appointee, where they are managing the collective redundancy process in an insolvency situation, with enforcement powers conferred on the WRC.
• Update the methods by which employers can notify the Minister of proposed collective redundancies.
The General Scheme will also provide for the establishment of a statutory Employment Law Review Group (ELRG) which will advise the Minister all aspects of employment and redundancy law.
102. Deputy Thomas Gould asked the Minister for Enterprise, Trade and Employment whether he has engaged with the trade unions regarding the liquidation of a company (details supplied). [22064/23]
View answerIt is my understanding that a provisional liquidator has been appointed to the company.
The Companies Act 2014 provides safeguards to ensure that a liquidation process, including where a provisional liquidator has been appointed, complies with the relevant statutory requirements. The Companies Act 2014 allows for any creditor, including employees, of the company to apply to the court for a determination on any question arising in the winding up of a company.
The Minister has no role in the administration of a liquidation, and it is the responsibility of the provisional liquidator to engage with all relevant parties.
The Minister received a collective redundancy notification from the provisional liquidator on 4 May 2023. I understand the provisional liquidator will shortly commence consultations with trade unions and employee representatives of the employees concerned.
The Redundancy Payments Scheme and Insolvency Payments Scheme protect the employees of companies that have become insolvent. These Schemes are administered by the Department of Social Protection. Payments are made from the Social Insurance Fund and are subject to certain limits.
The Redundancy Payments Scheme ensures eligible employees receive their statutory redundancy payment in the event that their employer is unable to pay.
Under the Insolvency Payments Scheme, employees may also claim, through an employer representative, such as the official liquidator or receiver, various outstanding debts including:
• Arrears of wages and sick pay
• Outstanding holiday pay
• Unpaid statutory minimum notice
• Certain arrears of pension contributions
• Various statutory awards made by the Workplace Relations Commission (WRC)
103. Deputy Seán Haughey asked the Minister for Enterprise, Trade and Employment the targets that are in place for SMEs to achieve basic digital intensity; and if he will make a statement on the matter. [22086/23]
View answerAs outlined in the White Paper on Enterprise, digital transformation is at the heart of our enterprise policy. It is vital that all businesses - no matter how big or small - take steps to digitalise and take advantage of the gains in terms of productivity, competitiveness, efficiencies and opening up new markets for embracing digital technologies.
This is particularly important for our SMEs. We know that there is a two-speed economy in terms of digitalisation. While a small proportion of the enterprise base has fully embraced digitalisation, there is a need to accelerate and enhance digital adoption right across Irish businesses.
This is why our National Digital Strategy has a strand dedicated to driving the digitalisation of all enterprise. This includes driving a step change in digital adoption across enterprise, in particular among SMEs.
By 2030, our target is for 90% of Irish SMEs to achieve at least a basic level of digital intensity. According to the 2022 Digital Economy and Society Index, 64% of Irish SMEs had a basic level of digital intensity which is above the EU average of 55%.
We are ambitious to drive this level even higher. To do this we have a number of funding schemes that will facilitate digitalisation including the Digital Transition Fund, the Online Retail Scheme, Digital Start and the Trading Online Voucher. Work is also underway in my Department along with Enterprise Ireland, to develop the new Digital Portal. This will be available to all businesses to self assess what stage of digitalisation they are at and give tailored advice on steps they can take to access funding and training to support their digitalisation journey.
104. Deputy Neasa Hourigan asked the Minister for Enterprise, Trade and Employment the work his Department has undertaken in relation to reviewing sick leave entitlements and how it interacts with other entitlements such as maternity leave; and if he will make a statement on the matter. [21318/23]
View answerThe Sick Leave Act 2022, which commenced on 1 January 2023, introduced a new statutory entitlement to employer-paid sick leave. This Act provides protection to employees who do not currently have employer-paid sick pay schemes, many of whom are low-paid and cannot afford to miss work.
As a starting point, the scheme provides an entitlement to 3 days of employer-paid sick leave in the case of certified illness. In many cases this will cover the 3 "waiting days" before eligibility for Illness Benefit from the State. The entitlement will rise from the initial 3 days to five days from January 2024 to 7 days from January 2025, and to 10 days from January 2026 onward. Sick pay will be paid by employers at a rate of 70% of an employee’s wage, subject to a daily threshold of €110.
This progressive Act ensures that employees have financial protection from day one of a medically certified absence.
Because the amount of statutory employer-paid sick leave is set at 3 days per year, the interaction with entitlements such as maternity leave, which must be taken in one continuous block, are marginal. There is no provision for postponing maternity leave due to sickness arising during maternity leave.
105. Deputy Colm Burke asked the Minister for Enterprise, Trade and Employment the current waiting times for the processing of general employment permits; the number of permits issued per month since 1 January 2023 to date; and if he will make a statement on the matter. [22145/23]
View answerThe current processing dates in respect of Employment Permit applications as of 8th May 2023 are as follows:
• Standard new applications 12 business days.
• Standard Renewal applications 14 business days.
• Standard Critical Skills applications 12 business days.
• Trusted Partner new applications 11 business days.
• Trusted Partner Renewal applications 10 business days.
• Trusted Partner Critical Skills applications 10 business days.
Waiting time information is also available on the Employment Permits website, and is updated on a weekly basis.
The table below shows the number of Employment Permits issued per month from 1st January 2023 to date.
|
Year of issue 2023 |
Month issued |
Number issued |
|
January |
2527 |
|
|
February |
2190 |
|
|
March |
2547 |
|
|
April |
2179 |
|
|
May |
349 to date 05/05/2023 |
|
|
Total |
9792 |
106. Deputy Fergus O'Dowd asked the Minister for Enterprise, Trade and Employment if he will provide an update on the IDA advanced building solution to be provided on the purchased IDA land bank in north Drogheda; the expected timelines on the ABS; when the IDA expects to fill capacity on the strategic site; and if he will make a statement on the matter. [22033/23]
View answerIn 2021, IDA Ireland acquired a new 39 acre landbank at The Mell in Drogheda, Co Louth. This landbank will form part of IDA’s long term strategic plans to position Drogheda and the wider Mid-East region to compete for Foreign Direct Investment.
Since acquiring the landbank IDA Ireland has undertaken an infrastructure review with respect to servicing considerations and how to best position the landbank for potential FDI investment opportunities. IDA has now published a procurement notice on etenders for the infrastructure upgrade works.
IDA is committed to building an Advanced Building Solution on the new lands. A multi-disciplinary design team has been appointed by IDA and this review is ongoing and progressing well.
IDA Ireland and Louth County Council had agreed terms on the transfer of c.7 Acres to IDA Ireland and this transfer is now completed. This has now increased the IDA Ireland current land holding to c.46 Acres.
The timely provision of appropriate, cost-effective property and infrastructure solutions to meet the needs of MNCs remains essential to winning FDI. IDA Ireland's regional property programme ensures the continued supply of land, buildings, and infrastructure in regional locations to meet the needs of current and prospective clients. A robust property and infrastructure ecosystem can be the key differentiator in winning FDI projects. IDA Ireland is pleased to have acquired these two landbanks enhancing the offering in the Mid-East. Over the last five years, IDA’s Regional Property Programme enabled the winning of capital-intensive projects of significant scale to regional locations. IDA will continue to work with commercial property developers and Local Authorities to market other property solutions across all regions where they exist.
The FDI performance in the Mid-East Region, which comprises counties Kildare, Louth, Meath and Wicklow, has been strong over the past five years with employment growing among IDA clients within the Engineering & Industrial Technologies, Medical Technologies, Technology, International Financial Services and Life Sciences sectors.
There are 113 IDA Ireland client companies in the Mid-East Region employing 21,861 people directly and supporting an additional 17,489 indirect jobs. IDA Ireland client employment in the region grew by 13% in 2022 with an additional 933 net jobs created. County Louth is home to 36 IDA Ireland client companies directly employing 4,485 people.
In recent years, IDA Ireland supported companies including WUXI, Becton Dickinson, Wasdell, PCI Pharma Services, Kaseya, IT Renew, Amazon Web Services and Simply NUC who have announced investments and expansions for Co. Louth which has driven the demand for property solutions.
107. Deputy Catherine Connolly asked the Minister for Enterprise, Trade and Employment the status of the implementation of the West Regional Enterprise Plan to 2024; and if he will make a statement on the matter. [22151/23]
View answerBalanced regional enterprise development continues to be a key policy of mine and this Government, and is reaffirmed in the White Paper on Enterprise.
My Department contributes to this agenda in a number of ways, including through the development, implementation and oversight of nine Regional Enterprise Plans.
The West Regional Enterprise Plan covers Galway, Mayo and Roscommon and was launched in Castlebar on the 4th of March last year.
Each Regional Enterprise Plan is overseen and monitored by a Steering Committee made up of regional stakeholders and chaired by a senior level private sector business-person.
I attended the last meeting of the Steering Committee which took place on the 29th of November in Digispace, Claremorris. I also met to discuss the implementation of the Plan with the senior management of the relevant Local Authorities on 10th March. At those meetings I saw the level of commitment of regional stakeholders to delivering on the objectives of the Plan. The next meeting of the Steering Committee is scheduled for 20th June.
With regard to funding, I can advise the Deputy that my Department is continuing to work with Enterprise Ireland to prepare the launch of the first call under the European Regional Development Fund (ERDF) which will drive implementation of the Regional Enterprise Plans. I am keen to get this funding out to the regions as soon as possible.
Finally, the Deputy may be aware that my Department is holding nine ‘Building Better Business’ conferences around the country. These focus on the opportunities and challenges for businesses of digital transformation and the transition to a low-carbon economy, as well as showcasing the government and agency supports available to small and medium enterprises. The Regional Enterprise Plan Chair also has the opportunity to address attendees about the progress being made in implementing the Plan.
Two of these conferences have taken place to date, the first for the North-West region on Friday, 3rd March at the Letterkenny campus of the Atlantic Technological University (ATU) in Donegal; and the second for the Midlands region on the 27th April at the Midlands Park Hotel in Portlaoise. The next event will focus on the Mid-West region and take place on the 26th May in the University of Limerick.
I am looking forward to the event in the West, which is scheduled for Friday, 13th October.
108. Deputy Pádraig O'Sullivan asked the Minister for Enterprise, Trade and Employment the initiatives he is taking to strengthen and enhance the co-operative sector; and if he will make a statement on the matter. [22032/23]
View answerOn 9 November 2022, the Government approved the drafting of the Co-operative Societies Bill 2022. This represents the most far-reaching reform of the legislation regarding co-operative societies in almost 130 years. The general scheme which has been prepared provides for a specific legislative framework for co-operative societies for the first time, with societies registering under the legislation being required to adhere to the co-operative ethos. It consolidates and modernises existing provisions and introduces modern corporate governance, financial reporting and compliance requirements, thereby making co-operatives more attractive to investors.
Experience internationally suggests that the potential of co-operatives in Ireland has not been fully exploited and that there is scope for the co-operative model to play a greater role across a wider range of activities. The general scheme introduces a modern legal framework which will place the co-operative model on a more favourable and clear legal basis. It will create a level playing field with the situation applying to companies and encourage the consideration of the co-operative model as an attractive formation option for entrepreneurs and also for social and community activities. A modern legislative basis, including strong corporate governance requirements, will also provide confidence to stakeholders and help to encourage investment in co-operatives.
The legislation will introduce provisions to make it easier to set-up and operate a co-operative society – by reducing the minimum number of founding members (from seven to three); expanding the categories of founding members to include bodies corporate; providing for audit exemptions for smaller co-operatives; and providing for virtual and hybrid participation at general meetings. The legislation will also repeal the existing outdated provisions on raising funds which will make it easier to access various sources of finance.
In recognition of the significant diversity across the co-operative sector, the legislation seeks to provide as much flexibility as possible, thereby empowering co-operative societies to reflect in their rules what best suits their own particular circumstances.
I have recently received the report on the pre-legislative scrutiny of the general scheme by the Joint Committee on Enterprise, Trade and Employment. I am currently considering this report and the views received directly from stakeholders on the general scheme. Drafting of the Bill is underway by the Office of Parliamentary Counsel. However, I do not expect the drafting to be completed before late 2023 given the size and complexity of the proposed legislation.
109. Deputy Marc Ó Cathasaigh asked the Minister for Enterprise, Trade and Employment the position with regard to the detailed roadmap for long-term decarbonisation of the commercial sector, including requirements arising from recast EU legislation, as laid out in the annex of actions of the Climate Action Plan 2023; and if he will make a statement on the matter. [21386/23]
View answerThe Heat and Built Environment Taskforce has been established to accelerate and drive delivery in relation to retrofitting renewable heat, district heat and decarbonisation of the building stock. A sub-group of this Taskforce is specifically focussed on the commercial sector.
Climate Action Plan 2023 sets out our level ambition for decarbonising the commercial built environment. A detailed roadmap is being developed, led by my Department and the Department of the Environment, Climate and Communications, which is also supported by the Department of Housing, Local Government and Heritage, the Department of Tourism, Culture, Arts, Gaeltacht, Sports and Media, the Department of Further and Higher Education, Research and Science, the SEAI and other agencies. This Roadmap will set out the key existing and new policy interventions to achieve the objectives set out to reach our targeted abatement from the commercial sector.
In order to support businesses on their decarbonisation journey, the roadmap will also set out the standards, regulations and timelines that will help drive the necessary changes in heating and energy systems, minimum required equipment efficiencies, and smart operational and monitoring technologies to meet these targets.
The Commercial Built Environment Roadmap Working Group have met twice (22 March and 6 April). At these initial meetings they have discussed the Energy Performance in Buildings Directive (EPBD), the Energy Efficiency Directive (EED), relevant data availability, the elements to be included in the roadmap, and their approach to engagement with stakeholders.
The Group's work is also supported by the ENACT project. ENACT is a 3 year initiative, tasked with enabling the commercial sector to overcome barriers to achieving targets and positively contributing to climate change. It is funded by the SEAI, and led by the Irish Green Building Council, and operates through partnerships with the University of Galway, Sustainability Works, Dublin Chambers of Commerce and the Society for Chartered Surveyors.
As per the Climate Action Plan 2023 the Working Group is scheduled to complete its roadmap for the Commercial sector by Q3 this year. The Terms of Reference of the Working Group, and minutes of its meetings, will be published in the coming weeks on Gov.ie.
110. Deputy Pauline Tully asked the Minister for Enterprise, Trade and Employment if he plans to hold a meeting with a union (details supplied) to discuss the unacceptable treatment of employees of an organisation; and if he will make a statement on the matter. [22171/23]
View answerI extend my sympathies to the former workers of Rehab who have been made redundant. I fully appreciate that this is a vulnerable cohort of the workforce and how difficult the situation is for those involved and their families.
At the time of the job losses concerned, dedicated staff in the Department of Social Protection worked directly with the employees to ensure they received their entitlements and other supports swiftly in order to avoid any further distress.
By law, it is the employer’s responsibility to pay statutory redundancy to eligible workers. In situations where an employer is genuinely unable to pay statutory redundancy entitlements due to financial difficulties or insolvency, the State provides a safety net and may make the statutory redundancy payments on the employer’s behalf from the Social Insurance Fund.
However, negotiations on enhanced redundancy packages over and above the statutory entitlement are entirely a matter between employers and workers representatives. The Government does not have a role in such negotiations and as Minister I cannot intervene in this matter.
Ireland’s system of industrial relations is essentially voluntary in nature. The Workplace Relations Commission and the Labour Court are independent offices and recommendations arising from the WRC and the Labour Court are not legally binding. .
While the Government cannot compel any party to comply with a Labour Court Recommendation, I want to emphasise that I strongly encourage parties to engage in the industrial relations process in a constructive manner and to comply where possible with any recommendations arising from this process.
I urge all parties to respect the industrial relations mechanism of the State, which works extremely well and effectively in most cases.
111. Deputy Louise O'Reilly asked the Minister for Enterprise, Trade and Employment if he is aware of a campaign (details supplied) which supports four workers and trade union members from Limerick who a union maintains were unfairly singled out, victimised and targeted for legitimate trade union activity. [22017/23]
View answerIreland’s system of industrial relations is essentially voluntary in nature and responsibility for the resolution of industrial disputes between employers and workers rests in the first instance with the employer, the workers and their representatives.
I would urge the parties to come together in an effort to resolve the issues which should hopefully lead to a resolution to the current situation.
Where this cannot be achieved, the State provides the industrial relations dispute settlement mechanisms i.e. the Workplace Relations Commission and the Labour Court to support parties in their efforts to resolve their differences. The Workplace Relations Commission and Labour Court are independent statutory bodies.
It has been the consistent policy of successive Irish Governments to develop an institutional framework supportive of a voluntary system of industrial relations that is premised upon freedom of contract and freedom of association. There is an extensive range of statutory provisions designed to back up the voluntary bargaining process.
Under Irish law, an individual has the right to join a trade union of their choice. An individual cannot be discriminated against because they are a member of a union.
The Unfair Dismissal Acts 1977-2016 provide for a number of grounds under which a dismissal may be considered unfair, including membership or proposed membership of a trade union or engaging in trade union activities, whether within permitted times during work or outside of working hours.
112. Deputy Bernard J. Durkan asked the Minister for Enterprise, Trade and Employment the extent to which his Department continues to ensure the competitiveness of this country’s trade and industry sectors in an increasingly competitive world market; and if he will make a statement on the matter. [22067/23]
View answerThe National Competitiveness and Productivity Council recently published Ireland’s Competitiveness Scorecard 2023, which provides an analysis of Ireland’s competitiveness performance based on internationally comparable data.
The evidence in the report suggests that Ireland remains a competitive economy, however, the Council highlight that, as an open economy, Ireland is effectively a price taker on most international markets, and many of the drivers of Irish inflation are outside our control.
To better manage Ireland’s exposure to international cost volatility, the Council recommends that focus should remain on implementing domestic reforms to boost productivity and reduce costs where possible, while encouraging market competition and facilitating good regulation.
The White Paper on Enterprise 2022-2030, published in December 2022, sets out Ireland’s industrial policy for the medium to long-term, building on Ireland’s economic strengths of an open economy with strong trade and foreign direct investment, a vibrant innovation hub, and a resilient labour market.
The competitiveness of the enterprise environment is determined by a mix of factors including productivity, business costs, access to finance, skills, infrastructure, taxation, and regulation. Through the White Paper, we are working on a cross-Government basis to address these key issues, with attention paid to the specific challenges facing start-ups and entrepreneurship, such as securing initial capital and maintaining a stable pipeline of research talent.
As part of the White Paper process, my Department is leading on the development of consecutive two-year Implementation Plans of cross-Government activity to implement the White Paper commitments. The Implementation Plans will focus on delivery of key initiatives or projects under each of the seven priority objectives. The first Implementation Plan is due to be submitted to Cabinet later this month and will be published shortly thereafter.
113. Deputy David Stanton asked the Minister for Enterprise, Trade and Employment when he expects the ineligible list of occupations for employment permits to be reviewed; and if he will make a statement on the matter. [22040/23]
View answerThe public consultation launching the next review of the employment permits occupations lists for 2023 will take place this summer. Following the completion of the consultation process, an evidence based review of the Ineligible Occupations and the Critical Skills list will be carried out.
The review will take into account the submissions made through the consultation and will also be informed by research undertaken by labour market policy research bodies such as the Expert Group on Future Skills Needs (EGFSN) and SOLAS, a State further education policy agency. The views of the Economic Migration Interdepartmental Group which is chaired by this Department and relevant policy Departments are also considered.
Submissions will be invited during a six week consultation process from interested parties and stakeholders providing evidence demonstrating the skills or labour deficits existing in relation to occupations in their sector. Evidence should be provided on the public consultation form which will be available on the Department's website once the review opens.
Stakeholders may also consider registering their interest in the public consultation through the link available on the Employment Permits webpage of the Department's website.
