Neale Richmond (Dublin Rathdown, Fine Gael) | Oireachtas source

I strongly welcome this legislation. Indeed, I have just expressed my gratitude to the Minister of State in the Chamber for his assistance with so many different representations received over the last number of years in particular, from employers and workers alike, who are caught in what is quite a Byzantine system. I would like to start by picking up on a point made by Deputy Catherine Murphy on the need, not just within this legislation but more generally, to have a formulised pathway to long-term status for people who originally come here on a work permit, and particularly the short-term skills-necessary permits. I think it is in our interest not just as an economy, but more so as a society, that when welcoming people to come here and carry out really critical jobs and fill gaps in our labour market, we do so in a generous manner knowing that ultimately it is in our interest and their interest for them to be able to make a long-term home in Ireland and make this a really welcoming place. That is how we can develop a thriving sector in each part of the economy, and crucially, make Ireland an even more attractive economy to come to for many different workers, as well as ensuring that employees and employers alike have the necessary skills. I think that requires a bit of work not just in the Minister of State's own Department but also with the Department of Justice. Coming out of a pandemic with changing and shifting economic tectonic plates, there is a real opportunity in Ireland not only as an investment hub but also as a hub for talent. We want more and more people to come here to complement a very talented indigenous workforce. We do so with an eye on longer-term prosperity for worker and economy alike.

I think we all have to recognise that there is a severe labour shortage in our economy in every single sector, and it is shifting. While I welcome the change of occupations and the ongoing work of the Minister of State and others, and particularly the work of Minister for Social Protection, Deputy Humphreys, in her previous brief, to review the occupations, I think we have to move to a situation where the definition is far more flexible. The nature and method of work and the requirements of employer and employee alike are changing. We should be able to bring more and more talented workers into this jurisdiction in more holistic environment, for want of a better word. Some of the occupations have been far too prescribed in the past, which means that there are far too many anomalies, where people simply are not fitting the exact requirement. The nature of what once was defined as an occupation has changed so drastically, particularly over the last couple of years, that it needs to be reviewed. Looking at the key areas in our own constituencies, of which we are all aware, from the care and hospitality sectors to bookmaking, there are so many gaps. I am inundated with representations from small business owners across my constituency, who are constantly looking to plug gaps. They are increasing wages and improving conditions, but still there is a shortage, whether it is of chefs, bookkeepers or technicians in the ICT sector. We must realise that there are only so many training courses and courses in this country that can address that situation.

We must examine how to make this a more attractive jurisdiction for people within the EEA and, crucially, to be generous and outward looking. We must consider the level of talent we could be bringing in from outside jurisdictions.

When considering those severe labour shortages, we must also examine the issues around the recognition of qualifications and encourage a more swift standard of mutual recognition of qualifications. Look at drivers of heavy goods vehicles, HGV, in the past couple of years. There are only five or six jurisdictions outside the EEA that match the standards in Ireland. We need to bring other jurisdictions into play in more situations by recognising their qualifications. That requires us in Ireland to put more effort into research. It should not always be a matter for the applicants to prove themselves or for the third-party jurisdiction to look at its standards. We must go out and investigate their standards and make the decision for ourselves. That could save an awful lot of time and effort in the long term.

I particularly welcome a couple of aspect of this legislation which I consider worthwhile. The waiving of the 50:50 rule is welcome and far-sighted. Considering the changing nature of the ownership of businesses and the potential make-up of the workforce in the coming years, that change is a welcome reflection of reality. It has happened in other jurisdictions, both within and without the European Union, to the betterment of all.

I also welcome the introduction of the conditionality of training for existing staff. We talk about continuing professional development but that is also the role of the employer. Many employers have a great niche in that regard. The employer has a role in constantly improving the abilities and capabilities of staff members and employees to serve the needs of that company but must also ensure the future career prospects of those employees. All of us in this House are employers and have a duty of care to the people who we employ in our offices not just so they can serve our offices and political ambitions but so we can serve them, as individuals. That is a responsibility we should all take seriously. We need to lead by example. That is a particularly welcome aspect of the legislation. It is an area where the Government needs to have a hands-on role with the representative bodies to ensure that companies are in a position to do this and embrace it.

The make-up of those employers seeking permits, and indeed those individuals seeking permits, is changing greatly. The demands are changing and many of the people who are engaging with the system are now doing so for the first time. They did not think they would need a talented staff member from outside Ireland or the EEA. It is still quite an intimidating process. The level of outreach and simplicity in the system needs to be considered again to ensure that employers are not making mistakes. It is welcome that the rules around the refusal of incomplete applications are changing but we must ensure we do not get to that stage. It should be easy for an employer to bring in a talented individual to a good job on a good salary with good conditions. It is not be something we should ever try to make difficult.

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