Contracting in Ireland is on the rise. As we move through 2026, the landscape for independent professionals is being shaped by a blend of cautious optimism, significant public investment, and evolving regulatory frameworks. For two decades, Next Generation has been at the forefront of these shifts, partnering with ambitious organisations to build the teams that define what’s next.
Whether you are a company looking to hire expert contract talent or a professional considering a freelance career, it’s crucial to understand the evolving Irish landscape. At Next Generation, we specialise in contracting and temporary staffing across Ireland. In this guide, we will break down the key insights and considerations shaping contracting jobs in 2026, drawing on the latest data from official sources, industry reports, and our own market intelligence. All data is fully verified to ensure this guide is a truly valuable resource for our clients and candidates.
The concept of the "Project Economy" — the ecosystem of high-skilled independent professionals who work on a project or contract basis — continues to grow in Ireland. The annual Ireland's Project Economy (IPE) Report, produced by Trinity Business School in partnership with Contracting PLUS, is now in its fifth year and represents the most authoritative data source on the Irish contracting market. The 2025 report, based on a survey of over 1,200 contractors, found that the average daily rate across all contracting sectors stood at €552, a 3% decline from the €571 recorded in 2024. Average annual earnings for project-based contractors were €117,978.
Crucially, the IPE data distinguishes between the "project economy" and the "gig economy." Among high-skilled workers, project-based contractors outnumber gig-based workers by a ratio of 7 to 1, and their earnings are substantially higher. In 2024, project-based contractors earned an average daily rate of €587, compared to €442 for task-based gig workers — a gap that has widened significantly from the 11% differential reported in 2023.
The early 2026 outlook from Trinity Business School and Contracting PLUS confirms that contractor confidence, while slightly moderated from 2025 peaks, remains firmly net positive. A significant driver of sustained demand is the government's continued investment in major public infrastructure. Initiatives such as the Dublin Metrolink, extensive grid upgrades by EirGrid, and national water infrastructure projects by Uisce Éireann are creating a long-term pipeline of work for contractors, particularly in engineering and construction-related fields. [1]
The most significant trend we've observed in late 2025 and accelerating into 2026 is a notable increase in contract opportunities, which has historically been a reliable leading indicator of broader permanent hiring activity. The IT Search 2026 Market Trends Report, which gathered insights from 633 technology professionals in Ireland, notes that a "contractor-first" approach is expected to continue for major technology programs, driven by the need for specialist expertise in AI implementation and regulatory compliance frameworks such as NIS2 and DORA. Given the financial stability and flexibility that contracting offers, the report anticipates that more professionals will move from permanent roles into contracting during 2026.
The sector breakdown of the contracting workforce, as reported by the IPE 2025 Report, illustrates the concentration of contractors in Ireland's key export industries:
Sector | Share of Contracting Workforce |
Pharmaceuticals, Medical Devices & Life Sciences | 39% |
Finance | 12% |
Technology & ICT | 12% |
Engineering | 7% |
Other Sectors | 30% |
Source: Ireland's Project Economy 2025 Report
In-Demand Sectors, Skills, and Daily Rates
The demand for contractors is not uniform across all industries. In 2026, specific sectors are experiencing significant growth, driving demand for specialised skill sets and commanding premium daily rates. The following table provides a summary of average daily rates based on the most recent comprehensive data from the IPE 2025 Report, which remains the latest full-sector benchmark available in early 2026. [3]
Sector | Average Daily Rate (2025) | Key In-Demand Skills & 2026 Outlook |
Finance | €695 | FinTech, cybersecurity, regulatory compliance (DORA), data analytics, tax, and consultancy. 10% of finance contractors earn €1,000+ per day. [3] [4] |
ICT / Technology | €632 | AI/Data (12–15% hiring growth), Cybersecurity (12–15% growth), Cloud & DevOps (8–10% growth), Software Engineering. [2] [3] |
Life Sciences | €529 | R&D, AI and data analytics, advanced technologies for competitive differentiation. [3] |
Engineering | €519 | Civil, mechanical, and project engineering driven by large-scale public infrastructure investment. [1] [3] |
Pharma | €486 | Production operators, regulatory compliance, project engineers, and development scientists. [3] [5] |
Medical Devices | €397 | Software development, clinical trials, regulatory affairs. [3] [6] |
Beyond these headline figures, specific roles are in particularly high demand across sectors. These include Project Managers and Process Engineers, Automation and Validation Engineers, Commissioning Engineers, Engineering roles in Manufacturing and Biopharma (Mechanical, Chemical, and Equipment Engineers), Finance and Accounting Specialists, Supply Chain and ERP Specialists, and Compliance and Governance Professionals across Risk Management, Regulatory Compliance, and Quality Assurance
Contracting for Companies: Benefits and Hiring Tips
For organisations, engaging contractors offers a range of strategic and operational advantages that are particularly valuable in a dynamic and uncertain business environment.
The core benefits include rapid access to specialised skills — such as cloud engineers, regulatory consultants, or AI specialists — that may not exist within a permanent workforce. Contractors enable companies to fast-track project delivery without the overhead and long-term commitment of permanent hires. They also provide an effective mechanism for filling workforce gaps caused by leave, restructuring, or periods of rapid growth, and they allow organisations to remain both compliant and cost-effective in managing their talent needs. [3]
For companies looking to hire contractors effectively in 2026, we recommend focusing on the following principles:
Offer competitive rates. The best contractors are acutely aware of their market value. Aligning your offer with current market benchmarks is essential to attracting skilled professionals. Use the IPE 2025 sector averages as a baseline and be prepared to pay above-average rates for specialists with in-demand skills.
Streamline your hiring process. The ICE Jobs 2026 Irish Job Market Trends report notes that the most in-demand contractors move quickly. Aim for a maximum of two interview stages, align your interviewers in advance, and respond to candidates promptly. A slow process is one of the most common reasons companies lose top talent. [17]
Prioritise compliance. The post-Karshan compliance landscape means that misclassifying an employee as a contractor carries significant financial and reputational risk. Ensure all contractor arrangements are genuinely structured as business-to-business relationships, with clear evidence of the working reality. [10]
Invest in onboarding. A contractor who is given quick access to systems, clear deliverables, and relevant contacts from day one will deliver value far more quickly. A structured onboarding process is not just good practice — it is a direct driver of project success.
Partner With Experts. Working with the right partners can speed up your process and give your organisation significant velocity