Finian McGrath (Dublin North Central, Independent)
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25. To ask the Minister for Public Expenditure and Reform the position regarding the Haddington Road agreement and career breaks (details supplied); and if he will make a statement on the matter. [44593/14]

Brendan Howlin (Wexford, Labour)
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The career break scheme provides flexibility for staff by allowing staff to apply to take a period of special leave without pay. The details of the scheme are set out in Circular 4 of 2013.

The Haddington Road Agreement has not changed the operation of the Civil Service career break scheme. It is a voluntary scheme and staff are aware that, under the rules of the scheme, there is no guarantee they will be able to return to the specific post they vacated before taking a career break.

The scheme sets out that the return to work is subject to there being an appropriate vacancy in the employing organisation.  In this context, civil service departments and offices are not required to facilitate a return to work for up to twelve months after the end date of the career break.  Individuals are required to sign a form of undertaking noting this fact, and their obligations around informing the HR Manager of their return to work, prior to commencing the career break.  If the organisation is aware that it is unlikely a vacancy will arise, the onus is on the organisation to ensure the person is put on the PAS redeployment panel and inform the individual of this and the fact that s/he will be circulated with redeployment vacancies. If it is not possible to make a reasonable offer within the 12 month period after the expiry of the career break, the possibility of facilitating the civil servant on a supernumerary basis must be explored.

Where the civil servant refuses a reasonable offer of work, the Department is under no further obligation to provide employment and can deem a refusal to be a resignation.

A copy of the Circular can be found at: .