Firstly, I would like to reiterate my disappointment at the decision of the Executive Committee of the Irish Congress of Trade Unions not to accept the Labour Relations Commission’s (LRC) proposals. I have, however, noted the findings of the Equality Audit Report which was commissioned by the Irish Nurses and Midwives Organisation (INMO).
I can assure the Deputy that work-life balance arrangements in the public service are, and will continue to be, among the best available options provided by Irish employers. This is particularly the case when considered in tandem with annual leave and other family friendly provisions. Such initiatives allow the public service workforce to be more inclusive.
The proposals by the LRC were aimed at streamlining existing arrangements so that a satisfactory balance could be struck between the delivery of the business needs of the employer – in this case the consistent delivery of high quality services to the public – and the need for working parents and carers to have flexibility to meet their personal commitments.
Under the LRC proposals, it was the intention that the current range of flexible working arrangements would continue to be available across the public service, including flexi-time, work-sharing arrangements, the shorter working year scheme, career breaks, as well as all of the statutory entitlements such as parental leave and carer’s leave. This is an extensive range of options within which public service employees can balance their work-life commitments.
The Irish public service has a proud record of promoting these arrangements and the employee profile across the service reflects the strong efforts made over the last few decades to ensure that public servants’ employment terms allow them to balance their work and home commitments.
