Louise O'Reilly (Dublin Fingal, Sinn Fein)
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394. To ask the Minister for Health the reason nurses and midwives returning from abroad who apply directly to the HSE for job vacancies are not entitled to a relocation grant, in view of the fact that returning nurses and midwives who submit applications for job vacancies in the HSE through a private nursing agency are; his views on whether this situation is fair; and his plans to extend the relocation grant to those nurses and midwives that apply directly to the HSE for job vacancies [40654/17]

Simon Harris (Wicklow, Fine Gael)
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Nursing and midwifery recruitment and retention is a priority for the Government and my Department is in regular contact with the HSE on matters concerning the recruitment of nurses and midwives. The HSE is currently focused on offering graduating nurses and midwives permanent posts and replacing agency staff with permanent staff. Recruitment of additional nurses is also the subject of considerable ongoing activity by the HSE and voluntary hospitals with campaigns in train in Ireland and abroad. The campaigns encompass General, Mental Health, Intellectual Disability and Registered Children's Nurses, and also Midwives.

In 2015 a recruitment support package was introduced with the agreement of the Department of Public Expenditure and Reform. This recruitment package provides for up to €1,500 in vouched removal/relocation expenses including the cost of flights subject to Revenue guidelines on allowable removal expenses to nurses who return from overseas. Extension of the scheme was agreed as part of the Nursing Agreement 2017. Circular 26/2017 states:

"As part of the March 2017 agreement between Nursing /Midwifery Unions and the HSE, it has now been agreed to extend this scheme, known as the “Bring them Home” campaign beyond the U.K, to encompass nurses returning and taking up employment in the Irish Public Health Service from any overseas location. Such payments should be processed and drawn down at local employer level as expenses and each Hospital group/CHO should have a robust application process, which includes a commitment by the nurse to remain in the employment for a period of 12 months. This initial payment should be made immediately following these matters being finalised. Additionally, there is, as part of the nursing/midwifery agreement, provision for the payment of an additional €1,500, after a period of 12 months employment with the employer, and subject to a commitment to remain in that employment for a further period of 12 months."