Dáil Éireann Debate, Wednesday - 17 September 2014
1076. Deputy Seán Kyne asked the Minister for Health the progress to date in ensuring compliance with the EU's working time directive, with particular reference to junior hospital doctors; and if he will make a statement on the matter. [34226/14]
View answerThe provisions of the European Working Time Directive encompass a number of measures to protect workers' welfare and safety, including a maximum 48 hour working week - averaged over a reference period, the granting of breaks, minimum daily and weekly rest periods and the granting of compensatory rest where the working day exceeds 13 hours.
The HSE is focused on advancing implementation of the Directive and progress has been made in respect of NCHDs. Data from the HSE shows that average working hours for NCHDs in 2009 was 60 hours a week, 54 hours per week in 2012 and just over 51 hours at the end of 2013. Intensive negotiations conducted at the Labour Relations Commission in September and October 2013 resulted in agreement on a joint approach, involving hospital management, the IMO and NCHDs to achieve EWTD compliance, with an immediate focus on eliminating shifts in excess of 24 hours. Data for June 2014 shows 93% compliance with this target, and 99.5% compliance in relation to elimination of working weeks in excess of 68 hours.
NCHD recruitment and retention is required in order to facilitate the achievement of EWTD compliance. Achievement of full compliance will also require reorganisation of the delivery of certain services within Hospital Groups.
In the July 2014 NCHD rotation there have been additional posts created to achieve EWTD compliance. These are incorporated into the overall recruitment process. Given the additional numbers in the system, the net effect is that with the July 2014 intake there are more NCHDs currently employed than for the same time period in 2013. The ongoing issue for hospital services remains the preference for NCHDs to take positions in major teaching sites in greater urban areas. Where posts are vacant and suitable candidates cannot be sourced, locums are retained or alternative arrangements are made to ensure the continued delivery of the service. However, the intention is to move to a position where reliance on agency to fill posts is minimised and permanent staff are appointed.
