40%
2025
Views & Opinions
What The Recruiters Say
““The government is not doing enough to support independent professionals; self-employed contractors are seen as a bit of a risk re: employment types. There could be more opportunities for professional contractors if there were fewer potential risks to employers.””
Quote from Respondent
The growth of the contracting sector in Ireland reflects a shift in workforce dynamics, driven by increasing demands for flexibility, innovation, and evolving business needs.
Organisations are increasingly relying on contractors to meet specialised requirements and adapt to changing market conditions. This trend is expected to continue into 2025, with recruiters predicting steady or increased demand for roles across the major contracting sectors. Key drivers of growth in the contracting sector include increased investment in the pharmaceutical and medical device industries, expanded hiring in the medical locum sector, and a growing appreciation by companies of the advantages of engaging a contingent workforce. Combine this with the rising interest from candidates in contractor roles, and it’s clear there are financial opportunities for recruiters strategically focused on this space.
Despite this growth, recruiters believe the government could better support independent professionals. They advocate for improved tax incentives and more allowable business expenses to offset the risks of contracting. Improved social protections, such as broader PRSI benefits for sickness, parental leave, and retirement, would also provide greater security for contractors. Better access to mortgages is required with many independent workers still struggling to secure loans. Recruiters also highlighted inefficiencies in visa processing for overseas workers, which can delay placements.
Recruiters also emphasised the need for the government to promote contracting as a viable employment option. Educating client companies on the benefits of contracting and clarifying employment structures is increasingly important, especially following the implications of the Domino’s case. The availability of contractors is a benefit to global companies, and helps Ireland attract foreign direct investment (FDI), the government should recognise this more openly.
Many recruitment firms have strategically expanded their contract desks in 2024, investing in new technology, training, and internal resources to support growth in this area. With 48% of respondents expecting the number of contractors on their books to increase in 2025, and 71% forecasting a rise in contract roles over the next year, the focus on contract recruitment appears poised to deliver significant rewards.
6 Key Contracting Sectors
Over half of all contract roles are concentrated in five key industries: Information Technology, Life Sciences, Pharmaceuticals, Medical Devices, and Finance. ICT roles have risen from 37% in 2024 to 43% in 2025. This growth may be attributed to the significant redundancies at the end of 2023, which saw many skilled workers exit ICT businesses. To complete projects, many organisations likely re-engaged key contractors. 2025 results also show a rise in contractors within the life sciences sector, likely driven by increased investment and the initiation of new projects.
*note the sum of the % is not 100% as some recruiters are hiring contractors for multiple industries.
Additional Information
Contract Desk
Recruiters were asked whether the number of contractors on their books had decreased increased or stayed the same. The majority, 79% reported that the number remained the same or had increased in 2025, up slightly on 2024 figure of 77%.
Additional Information
Average Length of Contracts Offered
Contract lengths being offered to candidates remain similar in 2025 when compared to 2024. 36% of contracts offered were between 6 and 12 months, and just under half (49%) of contracts offered were between 12 and 18 months. In 2025 contractors across all industries reported their average contract length to be 14 months.
Additional Information
40%
2024
When you fill a contract role, what percentage of the candidates have never contracted before?
Contract Roles
80% of contract roles are reportedly filled with 6 weeks. 18% of contract roles in 2025 took 7 to 8 weeks to fill, up from 9% in 2024. Recruiters reported client indecision as a factor increasing the time it takes to get contractors started. 40% of contractors placed are new to contracting.
Contract lengths being offered to candidates remain similar in 2025 when compared to 2024. 36% of contracts offered were between 6 and 12 months, and just under half 49% of contracts offered were between 12 and 18 months.
Additional Information
Concerns Recruiters Face from Candidates
Contractors continue to express the same concerns to recruiters when presented with a contract opportunity. There has been a drop in the percentage of candidates who are worried about getting a mortgage down from 87% in 2024 to 83% in 2025. Specialised mortgage brokers for contractors have an increased presence in the market, the drop in concern reported by respondents may be a sign that contractors feel they have a greater chance of getting their mortgage approved with the assistance of these brokers.
Additional Information
Further Candidate Concerns
The other main challenges highlighted by recruiters when trying to place contractors included the following;
- Low daily rates: that did not reflect the costs and risks undertaken by the contractor
- Access to affordable housing: particularly to those relocating
- Visa processing: slow and inflexible, frustrating for global talent
- Short-term contracts: candidates preferred to have contracts longer than 6 months
- Lack of flexible working arrangements: certain roles required candidates on site
- Lack of education about contracting: clients not understanding the contracting model
- Client hiring process: slow decision making
Benefits For Candidates
95% of recruiters see the key benefits of contracting to contractors as higher pay – with 76% agreeing that flexibility was also a key benefit. 97% of recruiters saw access to skills as the key benefit to client companies.
Additional Information
Roles in high demand
Based on recruiters’ feedback, here is a list of the top 10 most in-demand roles over the next 12 months. These roles reflect high demand in tech, healthcare, engineering, and financial sectors, driven by advancements in technology and industry-specific needs.
| Top 10 In-Demand Roles | |
| 1 | AI, Data, and Machine Learning Specialists (e.g., AI engineers, data-driven IT roles, data analytics, digital transformation) |
| 2 | Cybersecurity Experts (e.g., IT security, network security, cybersecurity roles) |
| 3 | Automation and Validation Engineers (e.g., automation, commissioning engineers, validation engineers) |
| 4 | Project Managers and Process Engineers (e.g., project managers, process engineers, program managers) |
| 5 | Software Developers and Engineers (e.g., software development, software architecture, Java, Angular) |
| 6 | Compliance and Governance Professionals (e.g., risk management, regulatory compliance, quality assurance) |
| 7 | Engineering Roles in Manufacturing and Biopharma (e.g., mechanical engineers, chemical engineers, equipment engineers) |
| 8 | Healthcare Professionals (e.g., consultant doctors, emergency doctors, GPs) |
| 9 | Finance and Accounting Specialists (e.g., financial contractors, qualified accountants, CFOs) |
| 10 | Supply Chain and ERP Specialists (e.g., supply chain management, SAP/ERP implementation experts) |
Upskilling
Recruiters advise independent professional to upskill in the following areas based on current client needs. Focusing on these areas will align contractor skills with the most in-demand trends and client needs.
- AI and Machine Learning (e.g., AI skills, short courses in AI, emerging AI tools).
- Automation and Validation (e.g., validation experience, CQV/CSV, pharma/med device experience).
- Cloud Technologies (e.g., AWS, Azure certifications, cloud upskilling).
- Cybersecurity (e.g., IT security, cyber certifications like CompTIA, emerging security tools).
- Project Management Certifications (e.g., PMP, Prince2, Agile, Scrum, Lean Six Sigma).
- Compliance and Regulatory Knowledge (e.g., GMP experience, pharma compliance, biologics validation).
- Data Analytics and Digital Transformation (e.g., data analytics in manufacturing, digital transformation tools).
- Stakeholder Management and Leadership (e.g., managing matrix teams, stakeholder engagement).
- Soft Skills and Communication (e.g., systems management, communication, risk management).
- Industry-Specific Experience (e.g., financial services, life sciences).
Benefits for Client Organisations
97% of recruiters saw access to skills as the key benefit to client companies, 95% agreed that contracting benefits companies as an alternative to hiring when there is a hiring freeze in place, this is a 10% increase since 2024. This indicates that companies have recently faced more restrictions when hiring talent. 91% of recruiters agree that engaging contractors led to faster completion of projects. Other benefits reported for client companies include flexibility in tenure, easier termination of contracts if budgets are exhausted or performance is unsatisfactory, financial benefits, a reduction in costs associated with employing FTE, quicker turnaround in filling roles and a faster recruitment process.
Additional Information
Barriers Facing Recruiters from Clients
80% recruiters report their clients primary concern when engaging contractors is cost related. 40% also reported that their clients had concerns around compliance up 10% on 2024, possibly because of the dominoes case.
Other client concerns:
- Loss of Skills: Concern about losing expertise when contractors leave after their contract ends.
- Contractor Longevity: Worries about contractors leaving prematurely or before the project is completed.
- Management Challenges: Difficulties in managing contractors, particularly remote workers.
- Reliability: Concerns about contractors’ dependability and commitment.
However, recruiters reported that experienced clients hiring contractors generally have fewer concerns as they understand the process well.
Additional Information
Future Expectations
Recruiters are positive about both the performance of the Irish economy over the next 12 months and the number of roles that will be available over the next 12 months. 47% believe that the Irish economy in 2025 will outperform the economy in 2024, and 71% of respondents believe that the number of contract roles will increase over the next 12 months.
Additional Information
Confidence Index
Recruiters report optimism for both the economy and the contracting sector with confidence index scores of +19 and +37 respectively.
Additional Information
Do Recruiters Think The Government Is Doing Enough To Support Professional Contractors?
When asked, 62% of recruiters believe that the government could be doing more to support contractors and the contracting sector. Recruiters believe the measures listed below could better safeguard contractors’ financial security and help attract more professionals to the sector:
| Tax Benefits and Clarity: Recruiters feel contractors need more tax breaks and incentives, similar to systems in countries like Denmark, as well as clearer information about contracting tax requirements and benefits. |
| Social Protection and Benefits: Enhanced PRSI benefits to include broader coverage for sickness, parental leave, and retirement are suggested. Many noted the lack of sick pay and other support systems as a concern. |
| Access to Mortgages: Contractors often face difficulties securing mortgages due to their employment status, and an alternative solution is recommended to address this issue. |
| Visa and Work Permit Processes: Recruiters highlighted the need for faster and more accessible visa processing, especially for non-EU contractors and IT professionals. |
| Awareness and Promotion: There is a lack of government promotion and education around the benefits of contracting for both employers and employees, as well as limited public acknowledgment of the sector. |
| Expenses and Cost Management: Simplifying the rules around expenses and offering more allowances toward business-related costs were identified as ways to support contractors better. |
| Healthcare and Retirement: Contractors lack access to affordable healthcare and robust retirement benefits compared to traditional employees. |
| Support During Unemployment: There is no safety net for contractors during periods of unemployment, creating financial uncertainty. |
| Sector-Specific Issues: Recruiters noted that some industries face overly restrictive compliance regulations, which can hinder contractor engagement. |
What the Recruiters Say
We asked recruiters for their own statements on the contracting industry and here is what they had to say…
“They need to offer more incentive around tax / pay / mortgage relief to give self-employed more confidence”
“Revenue in Ireland needs more engagement and experience to allow transparent, smooth increase in contractors !!”
“Offer grants to support upskilling”
“Generally promote the idea, that it works out for so many Engineers, it should be discussed at the highest level (Politics)”
“Keep the information flowing. Lack of communication can turn contractors off for example at contract renewal/extension times.”
“Government need to work on a lot of areas including tax and housing. Travel infrastructure also limits Cork and Kerry based contractors commuting to Limerick which is a hub of activity.”
“Increased information around tax breaks and mortgages.”
“Increase awareness and acceptance of contracting work and self- employed contracting. Perhaps a 3rd employment type status so that the contractor is still protected as well as the employer ( particularly where the contractor has a self employed contract but their daily work is dictated by the client).”
“Increase supports for all contract workers so there is less of a stigma or perception of contract being less secure and no option to get a mortgage. ”
“Improve access to social benefits for contractors. Provide more guidance and training on compliance with contractor-specific tax regulations. Provide tax relief for professional development courses and certifications in high-demand areas like cybersecurity, AI, and cloud technologies.”
“I think it would be helpful if the government and clients provided clearer guidelines and protections around contract terms. They could also improve access to affordable health insurance and retirement plans for independent workers.”
“Develop frameworks for portable benefits such as retirement plans, health insurance, and paid leave that can be carried across contracts. Offer tax breaks to encourage training, professional development, and investment in tools or technology by independent workers.”
“Contracting is on the increase. more and more senior professionals are looking for a better work to life balance but maintain income.”
“Be more inclusive to non-EU candidates who want to set up contracting businesses in Ireland.”
“A lot of contract roles are not advertised so the size of the market is understated to people who haven't contracted before. So maybe a contract only jobs board would help.”
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Next - What Clients Say
- Criteria Driving Demand For Contract Roles
- Concerns Or Barriers To Engaging Contractors
- Why Companies Use Recruitment Agencies