Niamh Smyth (Cavan-Monaghan, Fianna Fail)
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325. To ask the Minister for Public Expenditure and Reform the recruitment rules regarding recruitment of citizens based in Northern Ireland to departments and agencies (details supplied); and if he will make a statement on the matter. [9287/25]

Jack Chambers (Dublin West, Fianna Fail)
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As the Deputy is aware, the Public Service is comprised of numerous different employers across Government Departments and bodies under their aegis. Under section 58(1)(a) of the Public Service Management (Recruitment and Appointments) Act 2004, I am responsible for all matters relating to recruitment in the Civil Service, including eligibility criteria, with other Government Departments holding responsibility over their own area in the Public Service.

There are certain eligibility requirements to apply to civil service jobs that are not directly connected with the place of residence of the applicant. Currently, candidates must, by the date of any job offer, be:

1. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or
2. A citizen of the United Kingdom (UK); or
3. A citizen of Switzerland; or
4. A stamp 4 or 5 visa holder.

One policy area where there is a specific mention of individuals based in the North is in relation to remote working, which in the Civil Service is facilitated on a blended basis. In March 2022 my Department published the Blended Working Policy Framework for Civil Service Organisations (the "Framework"), which was shared with Public Service employers with a view to providing a consistent approach across the wider public service.

Regarding the jurisdictions in which civil servants can avail of remote working, the Framework states that "with the exception of employees who reside in Northern Ireland and those posted to specific roles or assignments such as a consulate/embassy, remote working outside of the State will not be facilitated".

The Framework allows organisations the flexibility to meet their own specific business needs, having regard to the policy or service delivery context in which they operate. The ability to successfully meet business needs while working remotely is the foremost consideration for organisations in determining the suitability of blended working, as this is key to the approval of any blended working arrangement. The availability of remote working is then primarily a matter to be considered by each organisation on a case by case basis.