Gary Gannon (Dublin Central, Social Democrats)
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191. To ask the Tánaiste and Minister for Justice and Equality the role of Garda occupational health in the assessment and approval of ill health retirements; if there is an appeal mechanism or oversight when reports or decisions are withheld from the applicant; and if he will make a statement on the matter. [17899/25]

Jim O'Callaghan (Dublin Bay South, Fianna Fail)
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A decision to grant ill health retirement rests with the relevant employer and is subject to an approval process which includes an appropriate medical assessment having been carried out by the relevant medical professional.

In the context of the ill health retirement process at An Garda Síochána, the role of the Garda Occupational Health Service (GOHS) is outlined below.

GOHS receives referrals or requests from Garda HR for medical opinion on whether the medical circumstances of a case meet the medical threshold for early retirement on the grounds of ill health. They then consider the medical information already available in the specific case and may seek additional medical information or arrange further medical evaluation in order to provide an appropriate medical opinion and advisory to the Garda HR section.

The Garda Occupational Health Service is not the deciding office in An Garda Síochána for the ill health retirement process. The role of GOHS is solely to provide medical opinion to Garda HR based on the available medical information. This information then informs the decision on whether ill health retirement will be granted or approved in a case where Garda HR have made a referral or requested a medical opinion from GOHS.

The medical opinion provided is one element of the file prepared by Garda HR and submitted to the Garda Commissioner, who signs off on the final decision on an application for ill health retirement.

The ill health retirement process, including providing an appeals mechanism, falls under the remit of the Garda HR section.

Reports and decisions are not withheld from applicants with respect to ill health retirements. If a matter has been brought to the attention of the Deputy he might inform the Minister's office, as appropriate, in order that the information can be verified with the Garda Authorities.

Gary Gannon (Dublin Central, Social Democrats)
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192. To ask the Tánaiste and Minister for Justice and Equality the supports available for Gardaí who have been injured in the line of duty and diagnosed with PTSD, including access to rehabilitation, mental health supports, and clear retirement pathways; and if he will make a statement on the matter. [17900/25]

Jim O'Callaghan (Dublin Bay South, Fianna Fail)
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The Garda Commissioner is responsible for the management and administration of An Garda Síochána under Section 33 of the Policing, Security and Community Safety Act 2024. This includes all Garda HR matters in line with obligations of An Garda Síochána under Section 42 of the Irish Human Rights and Equality Commission Act 2014.

I am advised by the Garda authorities that where a member of An Garda Síochána is formally diagnosed with post-traumatic stress disorder by a relevant clinical professional, the responsibility for clinical management and treatments rests with the treating clinical professional.

An Garda Síochána provides complementary mental health supports including access to special category sick leave, access to free trauma counselling and psychotherapy if recommended by the treating clinical professionals. Follow-up with the Garda Occupational Health Service (GOHS) to inform advices and supportive, appropriate workplace accommodations. This includes access to specialist input from independent mental health advisors to GOHS where clinically indicated and access to welfare supports from the Garda Employee Assistance Service.

Activation of the ill health retirement process by Garda HR is an option when, following appropriate periodic medical follow-up of progress with ongoing treatments, it is medically determined that there is no reasonable prospect of adequate clinical and functional recovery that would support sustained regular attendance and rendering of effective service. This decision would be made with modified role or duties and supportive workplace accommodations taken into account.