Written answers

Tuesday, 10 December 2013

Department of Public Expenditure and Reform

Haddington Road Agreement Implementation

Photo of Stephen DonnellyStephen Donnelly (Wicklow, Independent)
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218. To ask the Minister for Public Expenditure and Reform if new sick leave entitlements under the Haddington Road agreement, which amount to three months full pay and three months half-pay in a four-year period, will be applied retrospectively to affected public servants; or if the measure will only affect those applying for sick leave after the implementation of the changes; and if he will make a statement on the matter. [52496/13]

Photo of Brendan HowlinBrendan Howlin (Wexford, Labour)
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As the Deputy will be aware, in July 2012 sick leave arrangements for all public service employees were the subject of a Labour Court recommendation relating to the introduction of a reformed sick leave scheme. The rationale for the new scheme was the need to reduce the unsustainable cost of sick leave for the public service overall which is to be achieved through a substantial reduction in the period of time for which paid sick leave will be available from one year at present (comprising six months at full pay and six months at half pay – subject to certain conditions) to six months (i.e. three months full pay and three months half pay).

The issue of transitional arrangements and specifically how employees who are on sick leave at the time of commencement of the new scheme as well as the approach taken to employees’ prior sick leave record was addressed by the Labour Court in its recommendations. It was recommended by the Labour Court that anyone who is on sick leave at the time of the introduction of the new scheme will continue to avail of the current sick leave scheme and will be provided with access to six months full pay and six months half pay (over a four year rolling period) for the duration of that particular illness.

In relation to the issue of retrospection it was agreed by the Labour Court that an employee’s sick leave records over the last four years will, as is currently the case, be used to determine whether an individual has access to sick pay or not. In the case of a non-critical illness there will, however, be a reduction in the number of days sick leave absences in the preceding four year period above which there will be no entitlement to paid sick leave – other than Temporary Rehabilitation Pay - from 365 days to 183 days. The new sick leave arrangements were agreed under the Croke Park Agreement and did not form part of the Haddington Road Agreement. The parameters of the new sick leave scheme are contained in the Labour Court Recommendation and the scheme will be implemented in accordance with this recommendation.

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