Before accepting a hotel job in Ireland, confirm what you will do, where you will work, how you will be paid and what the move requires. Ask for the important terms in writing and resolve unclear points before booking travel. Acceptance should be based on the actual offer, not on assumptions made during a conversation.
This checklist is designed for a professional moving countries for a permanent role. Use it alongside the moving-to-Ireland guide and keep one dated record of the final answers.
Confirm the role, workplace and reporting line
Check the legal employer's name and the actual hotel location. Ask whether the role is at one property and who your line manager will be. If the title is unfamiliar, ask the employer to describe a normal shift and the responsibilities you will hold independently.
For a chef, clarify the section, service style and team structure. For a spa therapist, discuss treatment scope, training and supervision. For reception or duty management, clarify responsibilities, systems and escalation arrangements. Do not imply you have experience you cannot demonstrate just to secure the offer.
Check pay, hours and the written conditions
Record the pay amount and whether it is hourly, weekly, monthly or annual. Confirm that you understand whether it is gross, the expected hours, the pay frequency and how additional hours or variable earnings are treated. Ask about the first payday and any payroll cutoff.
Discuss shifts, days off, probation, leave arrangements and notice questions. According to WRC guidance, employers must provide core written terms within five days of starting employment and a further written statement within one month. That does not mean you should leave important relocation questions unanswered until then. WRC terms of employment.
Compare the offer with your expected housing, travel and everyday costs. Do not judge it using an assumed net salary or tips that are not guaranteed.
Make accommodation and travel specific
If accommodation is mentioned, ask whether a room is actually reserved, whether the bedroom is shared, what the charges are and how long the arrangement lasts. Check the address and the commute for your expected shifts. Our accommodation-offer guide gives the detailed questions.
Confirm the start date, arrival contact, key collection and any employer travel arrangement. If the hotel offers support, ask what is included and who pays each cost. Sagesa Hospitality coordinates relocation but does not fund it.
Be careful with phrases such as “we will sort it when you arrive”. Some details can be finalised later, but you need a workable place to stay and a clear point of contact before travelling.
Resolve changes and record your decision
Use a simple three-part record for each topic: confirmed answer, who confirmed it and any remaining action. If a condition changes after an interview, ask for the revised version rather than trying to reconcile several messages from memory.
You can send: “Before I confirm, could you clarify [point]? My understanding is [specific condition]. Please confirm whether this is correct and send the final offer details.” This is a request for clarity, not a demand for a guarantee that circumstances will never change.
If two offers remain difficult to compare, look at role fit, hours, housing, training and the quality of communication together. Ask the recruiter about unresolved points, then decide using the conditions you actually have.
After accepting, agree the outstanding document and arrival tasks with the hotel. Keep the offer available during onboarding so both you and the hotel can refer to the same understanding.