.png)
Beyond Dublin: How Ireland’s Housing Market Is Forcing a Rethink of Relocation Strategy
Dublin remains Ireland’s business hub, but rising housing costs and remote work flexibility are redistributing talent beyond Dublin. Forward-looking companies’ relocation packages must adapt beyond one-size-fits-all relocation strategies.
The Irish Miracle
Multinational investment since the 1980s has reshaped Ireland’s economy so profoundly that it’s often referred to as ‘the Irish Miracle’ due to the country’s rapid rise from one of Europe’s slower economies. Today, it’s a global business hub where:
- Multinational companies generate nearly 90% of corporate tax revenue and the top 10 multinational companies alone contributed 57% of that revenue as corporate tax receipts surged from €4.6 billion in 2014 to €28 billion in 2024.1
- Ireland’s corporate tax rate of 12.5%—among the lowest in the EU and OECD—and the 30% credit on qualifying R&D expenditures2, have resulted in a pronounced concentration of economic activity and have drawn multinational corporations to the nation, particularly from the U.S.
- In 2024, foreign-owned multinational companies accounted for a record 88% of Ireland’s corporate tax revenue, up from 84% in 2023 while Irish owned multinationals paid 4%, and non-multinational (domestic Irish) companies paid 8% in net corporate tax.8
Many multinationals have shifted large portions of operations to Ireland and have invested many years and billions in Irish operations. Recently, financial software firm Workday earmarked $468 million (€413 million) for a 20-year lease of its new European headquarters in Dublin according to The Irish Independent.
But with Dublin’s cost of housing/living rising, they might find it less attractive to move talent there.
The Center of Gravity: “Dublin or Nothing”
Corporations assumed, “If one wants top Irish talent, one pays Dublin rents and salaries” as the city has the deepest employees pool, international connectivity, and a growing cluster of top global companies.
But does that assumption still hold today for talent mobility strategies?
- Dublin is fifth most expensive of 37 European capitals for living costs when breaking down essential expenses.9
- The population living in Dublin is 28.5% of the country’s total, putting more pressure on the limited housing.3
- Soaring construction prices, planning delays and uncertainty around rent control policies have made it harder than ever to find housing, despite government announcing plans in 2025 to reduce minimum apartment sizes and requirements for open space and communal facilities.4
- Average Dublin rents have risen by approximately 70-to-90% since 2010 whereas salaries in Ireland have increased by roughly 25-to-30% over the same period according to NEI service partner Veron Mahon, Managing Director, Locators Relo in Ireland. This means housing costs have grown 2.5 to 3 times faster than wages. Veron, in a rent presentation to Technology Ireland, conveyed that for mid-career professionals earning €55,000-to-€70,000, their Dublin rent alone can absorb 40-to-55% of net take-home pay, far above the 40% affordability threshold that landlords require.
This widening affordability gap has measurable effects on employers with candidates increasingly turn down Dublin-based roles due to housing costs.
Talent Is Fragmenting by Role and Life Stage
Dublin continues to attract international arrivals and specialized skills, but affordability challenges push domestic professionals—especially younger and mid-career workers—out of the capital to look elsewhere. Housing costs and availability today are the breaking point. Dublin rents remain far above the national average, and surveys show that affordability is now a clear constraint on recruitment.5,6
Hybrid also allows skilled talent to base themselves in Irish cities while maintaining access to Dublin and shifts in where people want to live have redrawn Ireland’s talent map in ways many corporates have not yet built into their relocation models. The Western Development Commission found 14% of workers who experienced remote work since 2020 relocated, and of those, nearly two-thirds moved out of Dublin—often to Cork, Galway, Kildare, Mayo, and Donegal.5
This is not yet a “mass exodus” from Dublin, it’s a selective shift in where people choose to work. However, for global employers, talent strategies centered only on Dublin may no longer fully reflect the evolving landscape as years’ past and make relocations there more costly than ever.
For relocation leaders, this insight opens up new solutions in terms of options around moving people “only to unaffordable Dublin”. Instead, it provides the opportunity to design move or assignment packages that can flex across both Dublin and more inexpensive regional business hubs such as Cork, Galway, Limerick and Waterford, unlocking a wider talent pipeline.
Uncovering Opportunity
Ireland’s residential construction output—particularly apartments—has not kept pace with population growth, inward migration, or corporate expansion. Forward-looking companies are already adjusting. Rather than offering a one-size lump sum for Dublin moves, they’re segmenting relocation offers based on employee profile and role:
- Housing-adjusted relocation bonuses: tying relocation support directly to other Irish housing markets makes roles outside Dublin more attractive while controlling costs.
- Hybrid commuter stipends: covering transport for staff who live regionally but commute periodically into Dublin balances employee preference with business need.
- Trial rentals and co-working support: subsidizing 3-to-6-month regional rentals or co-working memberships reduces risk for staff unsure about a permanent Dublin move.
These approaches aren’t just perks; they’re strategic tools. Three forces make this shift urgent in 2026 and beyond:
- Housing affordability pressure continues to dominate headlines, with reports showing young professionals are delaying household formation and declining city relocations.4,5
- Government migration data confirms international inflows remain robust, but domestic relocation is skewed regionally.4
- Remote work normalization means employees expect flexibility.7
Treating Dublin as the only relocation destination risks higher costs and slower hiring. Companies that adopt regionally sensitive relocation policies will unlock untapped labor pools and improve retention.
A Trusted Advisor’s Perspective
Dublin’s affordability gap is now a strategic business issue, not just a lifestyle concern.
For corporate relocation leaders, the challenge isn’t just moving people. It’s aligning workforce mobility strategy with the new geography of talent. The winners will be those who:
- Refresh assumptions by recognizing that “Dublin or nothing” is outdated.
- Use data to recalibrate relocation packages to actual talent flows.
- Seize the opportunity to position flexibility as a differentiator in a competitive hiring environment.
Dublin will always remain Ireland’s main business hub, however more companies will likely treat it as the anchor for the nation, not the entire map.
If you would like to discuss global relocation, mobility or talent management strategy trends, please contact your NEI representative any time.
About NEI Global Relocation
NEI Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.
NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.
Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.
The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.
Sources
1. Reuters
3. Reuters
4. Western Development Commission
5. The Guardian
6. The Guardian
8. RevenueIE
Beyond Dublin: How Ireland’s Housing Market Is Forcing a Rethink of Relocation Strategy
Dublin remains Ireland’s business hub, but rising housing costs and remote work flexibility are redistributing talent beyond Dublin. Forward-looking companies’ relocation packages must adapt beyond one-size-fits-all relocation strategies.
The Irish Miracle
Multinational investment since the 1980s has reshaped Ireland’s economy so profoundly that it’s often referred to as ‘the Irish Miracle’ due to the country’s rapid rise from one of Europe’s slower economies. Today, it’s a global business hub where:
- Multinational companies generate nearly 90% of corporate tax revenue and the top 10 multinational companies alone contributed 57% of that revenue as corporate tax receipts surged from €4.6 billion in 2014 to €28 billion in 2024.1
- Ireland’s corporate tax rate of 12.5%—among the lowest in the EU and OECD—and the 30% credit on qualifying R&D expenditures2, have resulted in a pronounced concentration of economic activity and have drawn multinational corporations to the nation, particularly from the U.S.
- In 2024, foreign-owned multinational companies accounted for a record 88% of Ireland’s corporate tax revenue, up from 84% in 2023 while Irish owned multinationals paid 4%, and non-multinational (domestic Irish) companies paid 8% in net corporate tax.8
Many multinationals have shifted large portions of operations to Ireland and have invested many years and billions in Irish operations. Recently, financial software firm Workday earmarked $468 million (€413 million) for a 20-year lease of its new European headquarters in Dublin according to The Irish Independent.
But with Dublin’s cost of housing/living rising, they might find it less attractive to move talent there.
The Center of Gravity: “Dublin or Nothing”
Corporations assumed, “If one wants top Irish talent, one pays Dublin rents and salaries” as the city has the deepest employees pool, international connectivity, and a growing cluster of top global companies.
But does that assumption still hold today for talent mobility strategies?
- Dublin is fifth most expensive of 37 European capitals for living costs when breaking down essential expenses.9
- The population living in Dublin is 28.5% of the country’s total, putting more pressure on the limited housing.3
- Soaring construction prices, planning delays and uncertainty around rent control policies have made it harder than ever to find housing, despite government announcing plans in 2025 to reduce minimum apartment sizes and requirements for open space and communal facilities.4
- Average Dublin rents have risen by approximately 70-to-90% since 2010 whereas salaries in Ireland have increased by roughly 25-to-30% over the same period according to NEI service partner Veron Mahon, Managing Director, Locators Relo in Ireland. This means housing costs have grown 2.5 to 3 times faster than wages. Veron, in a rent presentation to Technology Ireland, conveyed that for mid-career professionals earning €55,000-to-€70,000, their Dublin rent alone can absorb 40-to-55% of net take-home pay, far above the 40% affordability threshold that landlords require.
This widening affordability gap has measurable effects on employers with candidates increasingly turn down Dublin-based roles due to housing costs.
Talent Is Fragmenting by Role and Life Stage
Dublin continues to attract international arrivals and specialized skills, but affordability challenges push domestic professionals—especially younger and mid-career workers—out of the capital to look elsewhere. Housing costs and availability today are the breaking point. Dublin rents remain far above the national average, and surveys show that affordability is now a clear constraint on recruitment.5,6
Hybrid also allows skilled talent to base themselves in Irish cities while maintaining access to Dublin and shifts in where people want to live have redrawn Ireland’s talent map in ways many corporates have not yet built into their relocation models. The Western Development Commission found 14% of workers who experienced remote work since 2020 relocated, and of those, nearly two-thirds moved out of Dublin—often to Cork, Galway, Kildare, Mayo, and Donegal.5
This is not yet a “mass exodus” from Dublin, it’s a selective shift in where people choose to work. However, for global employers, talent strategies centered only on Dublin may no longer fully reflect the evolving landscape as years’ past and make relocations there more costly than ever.
For relocation leaders, this insight opens up new solutions in terms of options around moving people “only to unaffordable Dublin”. Instead, it provides the opportunity to design move or assignment packages that can flex across both Dublin and more inexpensive regional business hubs such as Cork, Galway, Limerick and Waterford, unlocking a wider talent pipeline.
Uncovering Opportunity
Ireland’s residential construction output—particularly apartments—has not kept pace with population growth, inward migration, or corporate expansion. Forward-looking companies are already adjusting. Rather than offering a one-size lump sum for Dublin moves, they’re segmenting relocation offers based on employee profile and role:
- Housing-adjusted relocation bonuses: tying relocation support directly to other Irish housing markets makes roles outside Dublin more attractive while controlling costs.
- Hybrid commuter stipends: covering transport for staff who live regionally but commute periodically into Dublin balances employee preference with business need.
- Trial rentals and co-working support: subsidizing 3-to-6-month regional rentals or co-working memberships reduces risk for staff unsure about a permanent Dublin move.
These approaches aren’t just perks; they’re strategic tools. Three forces make this shift urgent in 2026 and beyond:
- Housing affordability pressure continues to dominate headlines, with reports showing young professionals are delaying household formation and declining city relocations.4,5
- Government migration data confirms international inflows remain robust, but domestic relocation is skewed regionally.4
- Remote work normalization means employees expect flexibility.7
Treating Dublin as the only relocation destination risks higher costs and slower hiring. Companies that adopt regionally sensitive relocation policies will unlock untapped labor pools and improve retention.
A Trusted Advisor’s Perspective
Dublin’s affordability gap is now a strategic business issue, not just a lifestyle concern.
For corporate relocation leaders, the challenge isn’t just moving people. It’s aligning workforce mobility strategy with the new geography of talent. The winners will be those who:
- Refresh assumptions by recognizing that “Dublin or nothing” is outdated.
- Use data to recalibrate relocation packages to actual talent flows.
- Seize the opportunity to position flexibility as a differentiator in a competitive hiring environment.
Dublin will always remain Ireland’s main business hub, however more companies will likely treat it as the anchor for the nation, not the entire map.
If you would like to discuss global relocation, mobility or talent management strategy trends, please contact your NEI representative any time.
About NEI Global Relocation
NEI Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.
NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.
Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.
The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.
Sources
1. Reuters
3. Reuters
4. Western Development Commission
5. The Guardian
6. The Guardian
8. RevenueIE
Beyond Dublin: How Ireland’s Housing Market Is Forcing a Rethink of Relocation Strategy
Dublin remains Ireland’s business hub, but rising housing costs and remote work flexibility are redistributing talent beyond Dublin. Forward-looking companies’ relocation packages must adapt beyond one-size-fits-all relocation strategies.
The Irish Miracle
Multinational investment since the 1980s has reshaped Ireland’s economy so profoundly that it’s often referred to as ‘the Irish Miracle’ due to the country’s rapid rise from one of Europe’s slower economies. Today, it’s a global business hub where:
- Multinational companies generate nearly 90% of corporate tax revenue and the top 10 multinational companies alone contributed 57% of that revenue as corporate tax receipts surged from €4.6 billion in 2014 to €28 billion in 2024.1
- Ireland’s corporate tax rate of 12.5%—among the lowest in the EU and OECD—and the 30% credit on qualifying R&D expenditures2, have resulted in a pronounced concentration of economic activity and have drawn multinational corporations to the nation, particularly from the U.S.
- In 2024, foreign-owned multinational companies accounted for a record 88% of Ireland’s corporate tax revenue, up from 84% in 2023 while Irish owned multinationals paid 4%, and non-multinational (domestic Irish) companies paid 8% in net corporate tax.8
Many multinationals have shifted large portions of operations to Ireland and have invested many years and billions in Irish operations. Recently, financial software firm Workday earmarked $468 million (€413 million) for a 20-year lease of its new European headquarters in Dublin according to The Irish Independent.
But with Dublin’s cost of housing/living rising, they might find it less attractive to move talent there.
The Center of Gravity: “Dublin or Nothing”
Corporations assumed, “If one wants top Irish talent, one pays Dublin rents and salaries” as the city has the deepest employees pool, international connectivity, and a growing cluster of top global companies.
But does that assumption still hold today for talent mobility strategies?
- Dublin is fifth most expensive of 37 European capitals for living costs when breaking down essential expenses.9
- The population living in Dublin is 28.5% of the country’s total, putting more pressure on the limited housing.3
- Soaring construction prices, planning delays and uncertainty around rent control policies have made it harder than ever to find housing, despite government announcing plans in 2025 to reduce minimum apartment sizes and requirements for open space and communal facilities.4
- Average Dublin rents have risen by approximately 70-to-90% since 2010 whereas salaries in Ireland have increased by roughly 25-to-30% over the same period according to NEI service partner Veron Mahon, Managing Director, Locators Relo in Ireland. This means housing costs have grown 2.5 to 3 times faster than wages. Veron, in a rent presentation to Technology Ireland, conveyed that for mid-career professionals earning €55,000-to-€70,000, their Dublin rent alone can absorb 40-to-55% of net take-home pay, far above the 40% affordability threshold that landlords require.
This widening affordability gap has measurable effects on employers with candidates increasingly turn down Dublin-based roles due to housing costs.
Talent Is Fragmenting by Role and Life Stage
Dublin continues to attract international arrivals and specialized skills, but affordability challenges push domestic professionals—especially younger and mid-career workers—out of the capital to look elsewhere. Housing costs and availability today are the breaking point. Dublin rents remain far above the national average, and surveys show that affordability is now a clear constraint on recruitment.5,6
Hybrid also allows skilled talent to base themselves in Irish cities while maintaining access to Dublin and shifts in where people want to live have redrawn Ireland’s talent map in ways many corporates have not yet built into their relocation models. The Western Development Commission found 14% of workers who experienced remote work since 2020 relocated, and of those, nearly two-thirds moved out of Dublin—often to Cork, Galway, Kildare, Mayo, and Donegal.5
This is not yet a “mass exodus” from Dublin, it’s a selective shift in where people choose to work. However, for global employers, talent strategies centered only on Dublin may no longer fully reflect the evolving landscape as years’ past and make relocations there more costly than ever.
For relocation leaders, this insight opens up new solutions in terms of options around moving people “only to unaffordable Dublin”. Instead, it provides the opportunity to design move or assignment packages that can flex across both Dublin and more inexpensive regional business hubs such as Cork, Galway, Limerick and Waterford, unlocking a wider talent pipeline.
Uncovering Opportunity
Ireland’s residential construction output—particularly apartments—has not kept pace with population growth, inward migration, or corporate expansion. Forward-looking companies are already adjusting. Rather than offering a one-size lump sum for Dublin moves, they’re segmenting relocation offers based on employee profile and role:
- Housing-adjusted relocation bonuses: tying relocation support directly to other Irish housing markets makes roles outside Dublin more attractive while controlling costs.
- Hybrid commuter stipends: covering transport for staff who live regionally but commute periodically into Dublin balances employee preference with business need.
- Trial rentals and co-working support: subsidizing 3-to-6-month regional rentals or co-working memberships reduces risk for staff unsure about a permanent Dublin move.
These approaches aren’t just perks; they’re strategic tools. Three forces make this shift urgent in 2026 and beyond:
- Housing affordability pressure continues to dominate headlines, with reports showing young professionals are delaying household formation and declining city relocations.4,5
- Government migration data confirms international inflows remain robust, but domestic relocation is skewed regionally.4
- Remote work normalization means employees expect flexibility.7
Treating Dublin as the only relocation destination risks higher costs and slower hiring. Companies that adopt regionally sensitive relocation policies will unlock untapped labor pools and improve retention.
A Trusted Advisor’s Perspective
Dublin’s affordability gap is now a strategic business issue, not just a lifestyle concern.
For corporate relocation leaders, the challenge isn’t just moving people. It’s aligning workforce mobility strategy with the new geography of talent. The winners will be those who:
- Refresh assumptions by recognizing that “Dublin or nothing” is outdated.
- Use data to recalibrate relocation packages to actual talent flows.
- Seize the opportunity to position flexibility as a differentiator in a competitive hiring environment.
Dublin will always remain Ireland’s main business hub, however more companies will likely treat it as the anchor for the nation, not the entire map.
If you would like to discuss global relocation, mobility or talent management strategy trends, please contact your NEI representative any time.
About NEI Global Relocation
NEI Global Relocation (NEI), a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.
NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.
Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.
The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.
Sources
1. Reuters
3. Reuters
4. Western Development Commission
5. The Guardian
6. The Guardian
8. RevenueIE
