Gas, Central government, Ireland

Members of public sector unions have voted by a large majority to accept the pay agreement negotiated earlier this year. The agreement runs from 1 January 2024 to 30 June 2026 and provides for pay improvements worth 9.25% but because of flat-rate elements this rises to 17.3% for lower paid workers. This agreement also provides specific provisions for local bargaining, which will give trade unions the scope to negotiate up to an additional 3% of pay costs, inclusive of allowances, for particular grades, groups or categories of employee. The agreement also sees the full and final unwinding of

Fórsa, SIPTU, INMO, AHCPS and other public service unions are consulting their members over the latest pay offer from the government which would provide for a series of pay increases over a 30-month period from 1 January 2024 to 30 June 2026. The unions have until 25 March to complete the ballots. If an aggregate of the members of all the unions vote in favour then the agreement would provide the following pay increases: in 2024 – 2.25% or €1,125, whichever is greater, from 1 January; 1% on 1 June; 1% or €500, whichever is greater, on 1 October; in 2025 – 2% or €1,000, whichever is greater, on

Public services unions, including Fórsa, SIPTU and INMO, were very disappointed with the government’s initial pay offer as part of the negotiations for a new, multi-year public sector collective agreement. The unions say that the offer revealed the lack of preparedness of the government to negotiate a sustainable deal. The unions argue that the offer of 7% with 1.5% payable in March this year, fails to meet the basic test of dealing with the cumulative gap between wages and inflation – amounting to almost 19% over the last three years. The unions are concerned about the painfully slow process

The Fórsa trade union reports that the breakdown of public sector negotiations in December, has led to public service unions planning possible ballots on industrial action. The 19 trade unions that make up the Public Services Committee of the Irish Congress of Trade Unions are set to meet on 11 January to decide whether to ballot if there is no progress on negotiations with the government. Negotiations mainly on issues other than pay began at the end of November with 11 meetings taking place up to Christmas but without conclusion and without moving on to pay bargaining. The previous public

Fórsa, SIPTU, INMO and other public service unions will be consulting their members over a pay offer from the government that has come following trade union insistence that the pay review clause in the existing collective agreement, Building Momentum, be invoked to address surging inflation. Building Momentum included a 1% pay increase (or €500, whichever is greater) from next month. The new proposal would see pay increases of 3% backdated to 2 February 2022, 2% from 1 March 2023 and 1.5% or €750 (whichever is greater) from 1 October 2023. Fórsa estimates that assuming the minimum payment of

With inflation hitting a 21-year high of 5.6%, Kevin Callinan, head of the Fórsa public service union, has called for the current “Building momentum” public sector agreement to be reviewed. Under the agreement public service pay will increase by just 1.2% this year. The agreement has an opening clause and Callinan argues that both the high level of inflation and more positive situation for the public finances justify the review. Meanwhile, members of the Medical Laboratory Scientists’ Association (part of the SIPTU trade union) will take strike action on 30 March unless the Department of

The Fórsa and SIPTU public service unions have welcomed the government’s new ‘Blended Working Policy Statement,’ which would see the civil service switch from pandemic-related remote working provisions to long-term ‘blended working’ arrangements between September 2021 and March 2022. However, both unions want to see a rapid roll-out across the entire public service, rather than being confined to Government departments and agencies. They also underline the importance of some of the statement’s key points such as the commitment to a consistent approach and to transparency and fairness on access

Public services union Fórsa has asked the government to open negotiations over an agreement on remote working. The union notes that there have been some positive outcomes from the recent increase in telework as a result of the pandemic, but an agreement is needed to regulate what could be a long-term shift in the organisation of work across the public sector. Fórsa has set out some key elements for the agreement which include, among others: agreed guidelines for identifying functions that can be performed remotely; fair access and the right to request remote work; right to decline remote work

Public service trade unions have negotiated a new two-year agreement which will now be considered by each union’s national executive and put out to ballot of all individual members. The national executive of the Fórsa trade union has already decided to recommend the agreement to its members. The two-year agreement will run from 1 January 2021 to 31 December 2022 and there will be a general pay increase of 1% or EUR 500, whichever is higher, in October of both years. In February 2022, an additional 1% will be available in sector bargaining funds. The agreement also provides for progress in

Workers in a range of non-governmental health and social service providers (Section 39 organisations) will begin strike action on 15 December. This is the latest stage in long-running campaign to ensure that workers in these bodies see their pay restored to pre-austerity levels in line with directly employed public sector workers. The action will be staggered across different organisations and will continue into January. Meanwhile, public sector unions have agreed to start talks with government over a new collective agreement on pay and conditions. The current Public Service Stability

The Forsa public services union is arguing that the current public sector agreement needs to address cost-of-living increases and occupation and grade-specific claims. Recent pay rises have brought pay back to 2008 levels but don't take account of the 6% rise in prices while there is a range of demands from different groups of workers that have not been addressed in earlier negotiations. This is reflected in the current dispute involving nurses and midwives which is now being addressed in the Labour Court. The Court had ruled earlier in favour of a pay rise for nurses and midwives and other

Unions representing public service workers have secured important pay improvements that reverse some of the main changes introduced as austerity measures. Changes to public service pay scales meant that workers taken on from 2010 were at a disadvantage as they had to work two years longer to reach the top of the pay scale. Pay progression for these workers will now be adjusted by cutting out two points of the pay scale. Meanwhile, workers in social services in the non-profit sector (Section 39 organisations) will get a EUR 1000 increase next April in the first stage of a three-year process to

Public service unions, including Fórsa and SIPTU, have met with the Department of Public Expenditure and Reform for discussions on dealing more rapidly with the problem of pay equity for new entrants to the public service. In the pay changes implemented as part of austerity measures in 2011, two additional points were added to the first two pay grades for new starters. This means that they need two more years to reach the top of their pay grades compared to higher grades. The unions argue that with economic growth and higher tax revenues, it should be possible to tackle this issue in advance

Public service trade unions have secured talks with the government to deal with the issue of low pay for new entrants. In 2011, as part of austerity measures, the government introduced two new lower pay grades for new recruits. This was not agreed by trade unions at the time and they have continued to demand action by the government. It is estimated that 60000 workers have been taken on since 2011 and have started on these lower rates of pay.