Written Answers Nos. 420-439
420. Deputy Cathal Crowe asked the Minister for Enterprise, Trade and Employment if he will detail the most recent annual data (including 2023) on the level of IDA supported jobs, by county, in tabular form; and if he will make a statement on the matter. [56969/23]
View answerIDA Ireland's 2023 results announced on 15th December last, showed 248 investments were won, with just under 19,000 associated jobs. 83 of these were new name investments from companies investing in Ireland for the very first time and 67 were expansions by companies already established here.
Total employment in IDA client-companies in 2023 remained over the 300,000 mark. Nevertheless, the 2023 figure of 300,583 is down by some 1,014 or 0.3%, when compared against the record highs of 2022 and such a result is reassuring in the context of the challenging international environment for FDI.
There were 132 regional investments with an associated jobs figure of 10,601, which is 53% of all projects and 56% of all jobs approved. IDA clients now employ 163,471 people regionally, which represents 54% of client employment.
In percentage terms, the strongest regional performance among IDA clients in 2023 has been in the Midlands Region, which is up by 6.5%, followed by the Border Region which is up by 3.8%. While in terms of actual job numbers, the strongest performance was found in the South-west, with over 1,000 net jobs gained. Dublin experienced a reduction of 1,046 and the Mid-West Region is down 982 – with both regions having a concentration of companies in the tech sector.
Employment in FDI companies now accounts for some 11.3% of the workforce. Additionally, my Department estimates that for every 10 jobs generated by FDI directly, another eight are created in the wider economy. This translates to over 540,000 direct and indirect jobs supported by FDI at the end of 2023 – almost 1/5th of the workforce.
The 2023 results reinforce the scale of the contribution of FDI to Ireland and the role that inward investment continues to play in providing jobs and opportunity for people right across the country, augmenting our home-grown enterprise community. While they are reassuring in the context of an increasingly challenging and competitive global environment for enterprise and for FDI, we are not complacent and Government recognises that Ireland must stay agile and ambitious to win investment as we pursue implementation of the policy mix articulated in the White Paper on Enterprise.
Finally, the number of IDA supported jobs by county, for 2023, is set out in the following table:
|
County |
Total IDA Supported Jobs 2023 |
|
Cavan |
821 |
|
Donegal |
5,036 |
|
Leitrim |
1,104 |
|
Monaghan |
283 |
|
Sligo |
2,929 |
|
Dublin |
137,112 |
|
Kildare |
11,909 |
|
Louth |
3,674 |
|
Meath |
2,173 |
|
Wicklow |
2,673 |
|
Clare |
5,919 |
|
Limerick |
16,018 |
|
Tipperary |
5,320 |
|
Laois |
155 |
|
Longford |
1,801 |
|
Offaly |
1,385 |
|
Westmeath |
4,582 |
|
Carlow |
1,440 |
|
Kilkenny |
1,037 |
|
Waterford |
9,078 |
|
Wexford |
3,746 |
|
Cork |
49,253 |
|
Kerry |
2,043 |
|
Galway |
24,080 |
|
Mayo |
5,434 |
|
Roscommon |
1,578 |
421. Deputy Cathal Crowe asked the Minister for Enterprise, Trade and Employment if he will detail the most recent annual data (including 2023) on the level of Enterprise Ireland supported jobs, by county, in tabular form; and if he will make a statement on the matter. [56970/23]
View answerIt is positive to see Enterprise Ireland (EI) supported companies recording jobs growth for the third year in a row and that employment in companies supported by Enterprise Ireland is now at its highest ever level at over 225,000 people. The latest job figures show employment increased across all economic sectors for Enterprise Ireland supported companies. In total, 15,530 new jobs were created in 2023 by companies assisted by EI.
Balanced regional development is being achieved in terms of both new jobs created and total employment: 68% of new jobs created in EI clients in 2023 were in companies located outside the Dublin region. It is also welcome to note the particularly strong performance of regions outside of Dublin such as the West region (+5%), the North-East region (+5%) and the North-West region (+4%).
Enterprise Ireland surveys its portfolio of clients annually to collect employment data and this data is supplied in the following table.
|
County |
No of Companies |
2023 Total Employment |
|
Carlow |
68 |
3,916 |
|
Cavan |
70 |
6,942 |
|
Clare |
100 |
5,184 |
|
Cork |
467 |
25,769 |
|
Donegal |
98 |
3,479 |
|
Dublin |
1744 |
74,681 |
|
Galway |
234 |
9,104 |
|
Kerry |
90 |
4,973 |
|
Kildare |
158 |
9,436 |
|
Kilkenny |
82 |
5,630 |
|
Laois |
39 |
1,867 |
|
Leitrim |
16 |
880 |
|
Limerick |
178 |
8,924 |
|
Longford |
27 |
2,392 |
|
Louth |
130 |
6,744 |
|
Mayo |
103 |
6,004 |
|
Meath |
150 |
7,898 |
|
Monaghan |
81 |
6,709 |
|
Offaly |
52 |
4,091 |
|
Roscommon |
30 |
1,671 |
|
Sligo |
51 |
2,308 |
|
Tipperary |
99 |
6,742 |
|
Waterford |
98 |
7,580 |
|
Westmeath |
73 |
3,178 |
|
Wexford |
85 |
5,710 |
|
Wicklow |
128 |
3,683 |
|
Grand Total |
4451 |
225,495 |
422. Deputy Cathal Crowe asked the Minister for Enterprise, Trade and Employment if he will detail the most recent annual data (including 2023) on the level of Local Enterprise Office client jobs, by county, in tabular form; and if he will make a statement on the matter. [56971/23]
View answer453. Deputy Jim O'Callaghan asked the Minister for Enterprise, Trade and Employment the number of Local Enterprise Office supported jobs in each county at the end of 2023, in tabular from; and if he will make a statement on the matter. [1870/24]
View answerI propose to take Questions Nos. 422 and 453 together.
This Government is committed to backing business and will continue to work closely with small businesses to support their growth, help them to find new markets, create jobs and take on the twin challenges of decarbonisation and digitalisation. The Local Enterprise Offices have a key role to play here.
The results of this year’s Annual Employment Survey are very positive. The Local Enterprise Offices have financially assisted a portfolio of 7,167 small businesses, that account for 38,726 jobs across the country. This is the highest recorded number since the establishment of the LEOs and represents a 10th year of consecutive jobs growth. In 2023, LEO supported companies created 6,640 new jobs, with a net gain of 2,131 jobs.
82% of the new jobs created by Local Enterprise Office companies in 2023 were located outside of Dublin. This shows again how vital the LEOs are to the development of our indigenous enterprises and is a testament to the hard work and dedication of the staff of the 31 Local Enterprise Offices.
The net jobs gain in employment by LEO Client companies of 2,131 accounts for any loses from company amalgamation, transfers from LEOs to Enterprise Ireland and those that cease trading.
The figures accounted for in these results are only LEO clients that have received financial grant assistance from their Local Enterprise Office and does not measure small businesses and their associated jobs that have received training, mentoring or other supports such as the Trading Online Voucher, Green for Business, Lean for Business or Digital for Business.
The Local Enterprise Office Annual Employment Survey results for 2023 are set out in the following table:
|
County |
No. of Clients |
Gross Jobs (FT + OT) |
Total Gains |
Net Jobs |
|
Carlow |
208 |
1005 |
140 |
1 |
|
Cavan |
171 |
1442 |
165 |
64 |
|
Clare |
229 |
1393 |
188 |
62 |
|
Cork |
630 |
3268 |
714 |
244 |
|
Donegal |
259 |
1539 |
321 |
78 |
|
Dublin |
1223 |
5718 |
1003 |
394 |
|
Galway |
259 |
1240 |
174 |
52 |
|
Kerry |
242 |
1219 |
207 |
65 |
|
Kildare |
268 |
1309 |
271 |
17 |
|
Kilkenny |
188 |
1100 |
168 |
53 |
|
Laois |
141 |
777 |
143 |
40 |
|
Leitrim |
155 |
472 |
82 |
26 |
|
Limerick |
313 |
2049 |
453 |
238 |
|
Longford |
268 |
1355 |
154 |
50 |
|
Louth |
212 |
911 |
154 |
26 |
|
Mayo |
195 |
1222 |
234 |
23 |
|
Meath |
258 |
1383 |
216 |
13 |
|
Monaghan |
168 |
1015 |
140 |
78 |
|
Offaly |
206 |
1177 |
235 |
10 |
|
Roscommon |
171 |
1007 |
135 |
26 |
|
Sligo |
193 |
982 |
117 |
37 |
|
Tipperary |
266 |
1578 |
370 |
96 |
|
Waterford |
280 |
1237 |
185 |
47 |
|
Westmeath |
269 |
1600 |
208 |
145 |
|
Wexford |
234 |
1954 |
329 |
177 |
|
Wicklow |
161 |
774 |
134 |
69 |
|
Grand Total |
7167 |
38726 |
6640 |
2131 |
The Annual Employment Survey is performed by the LEO Centre of Excellence (CoE) in Q4 each year. These results are included in the LEOs Annual Impact Report.
423. Deputy Claire Kerrane asked the Minister for Enterprise, Trade and Employment if he will provide an update on the progression on the Employment Permits Bill 2022 considering the legislation passed Committee Stage in November 2022; and if he will make a statement on the matter. [57044/23]
View answerThe drafting of amendments to the Employment Permits Bill 2022 is ongoing. It is now at an advanced stage with work to finalise provisions covering key aspects such as the Seasonal Employment Permit, and the Transfer of Employer being prioritised by my Department.
It is my preference for the Employment Permits Bill to be brought into the Dáil as soon as possible within the first quarter of this year which will be achieved once the aforementioned amendments have been completed.
Report stage for the Bill is being scheduled at present and it is anticipated that the legislative process will be completed with enactment expected early this year, depending on Oireachtas scheduling.
424. Deputy Claire Kerrane asked the Minister for Enterprise, Trade and Employment if he will provide an update on general employment permits; if he will advise on consideration his Department have given to sectoral quotas and exemptions; and if he will make a statement on the matter. [57045/23]
View answerThe 2023 Review of the Employment Permits Occupation Lists has delivered comprehensive changes to the employment permits system, with changes to the eligibility of 43 occupation for either a General Employment Permit (GEP) or a Critical Skills Employment Permit (CSEP). A roadmap up to January 2026 for increasing salary thresholds for employment permits has also been introduced commencing the first adjustments to the Minimum Annual Remuneration thresholds from 17th January.
The main changes to the General Employment Permit include:
• 32 additional roles are now eligible to apply for a GEP by either removing the occupation fully from the Ineligible Occupations List of removing a skilled or niche role as an exception from the IOL
• Several occupations previously eligible for GEPs under quota have had their quotas extended as follows:
• 1,000 GEPs for meat processing operatives
• 350 GEPs for butcher/deboners
• 350 GEPs for dairy farm assistants
• 1,000 GEPs for horticultural workers
• A number of new quotas have also been opened up for occupations including vehicle technician and mechanics, textile operatives, support workers and forestry technicians.
A summary of the changes is available in a Report on the Department’s website.
From January, the minimum salary for General Employment Permits will increase from €30,000 to €34,000. For home carers, meat processors and horticultural workers, the minimum salary will increase to €30,000. These increases to a salary of at least €30,000 will bring permit holders in line with the minimum requirement to avail of family reunification as a starting point.
425. Deputy Catherine Murphy asked the Minister for Enterprise, Trade and Employment if he will provide a schedule of the personal and or person-specific data sets his Department holds that have been provided and/or shared with other Departments and/or Ministers and/or State bodies and/or agencies and/or local authorities in the past 20 years to date; if he will clarify if the transfer of data and/or records was in aggregated form or on an individual basis; and the reason the data and/or records were provided. [57208/23]
View answerAs the Deputy will be aware, the formalisation of data sharing arrangements was introduced by the GDPR and Data Protection Act 2018 and was supplemented by the Data Sharing and Governance Act 2019, with the commencement of final sections of that Act coming into effect on 16th December last year. Schedules of personal or person-specific data are therefore not available for the last 20 years.
My Department and the Offices under its aegis share aggregated and person-specific data sets with Public Sector Bodies, including other Government Departments and in certain cases with State bodies, agencies, and local authorities. We share these data sets to deliver our official functions, to authenticate identity where required to deliver our public services and to assist other Public Sector Bodies in carrying out their statutory functions.
The personal data sets that we share are varied in nature depending on the type of services that are being provided to our customers. Specific details about the data sets that we share and the legal basis for the sharing are set out in our Data Protection Statements which are published on our website. These Notices provide individuals with information on how their personal data is being used and for what purpose, who has access to this data and how the sharing of their data will impact them. Personal data is only shared by my Department, where there is a specified, explicit, and legitimate need for such sharing.
Furthermore, all details relating to our sharing activities are set out in Data Sharing Agreements (DSAs) that we have in place with the bodies with whom we share personal data. These Agreements are detailed documents which set out the data protection rules and roles and responsibilities of the bodies involved in the data sharing activity.
Technical safeguards are also included to protect the personal data that is being disclosed or received and all agreements are reviewed by my Department's Data Officer and Data Protection Officer. Where these Agreements fall under the Data Sharing and Governance Act 2019, all documentation is subject to prior approval by the new Data Governance Board under the Department of Public Expenditure, NDP Delivery and Reform. These Agreements are also subject to a public consultation process prior to final approval by the Board and publication. My Department and its Offices also adhere to all recommendations provided by the Data Protection Commission (DPC) in relation to the processing and sharing of personal data.
Personal data is also shared with law enforcement authorities and Competent Authorities as required by law. This sharing is mandated under the Data Protection Act 2018 and the Law Enforcement Directive (LED). This sharing of personal data is usually person-specific and is required for preventing, detecting, investigation or prosecuting criminal offences or for preventing a threat to national security, defence, or public security. These requests are assessed on receipt and approved by our independently appointed Data Protection Officer (DPO) prior to the processing and release of any personal data sets.
I wish to assure the Deputy that my Department and the Offices under its aegis have an effective governance framework in place to ensure that we meet our obligations under data protection laws, the Law Enforcement Directive and the Data Sharing and Governance Act in respect of our data processing and sharing activities.
Can I also add, that if there is particular information the Deputy would like to receive, my Department will respond with it, if it is available.
426. Deputy Pauline Tully asked the Minister for Enterprise, Trade and Employment if, in line with Action 76 of the Autism Committee’s Final Report, he has plans to provide autism training to all public sector interviewers to address any biases against autistic people and ensure equality of opportunity for employment; and the estimated first- and full-year cost, respectively, of implementing this proposal. [57265/23]
View answer427. Deputy Pauline Tully asked the Minister for Enterprise, Trade and Employment if, in line with Action 78 of the Autism Committee’s Final Report, he has plans to provide the option of remote job interviews by video call and other reasonable accommodations to prospective employees in the public sector; and the estimated first- and full-year cost, respectively, of implementing this proposal. [57267/23]
View answer428. Deputy Pauline Tully asked the Minister for Enterprise, Trade and Employment if, in line with Action 79 of the Autism Committee’s Final Report, he has plans to develop a long-term plan for the State to provide a high-quality public employment service directly to autistic people and disabled people to ensure equal availability of employment services to disabled people across the State; and the estimated first- and full-year cost, respectively, of implementing this proposal. [57268/23]
View answerI propose to take Questions Nos. 426 to 428, inclusive, together.
As Minister for Enterprise, Trade and Employment I cannot develop plans for public sector appointments or for the training of public sector interviewers as I do not have policy responsibility in this area.
I note the report on Autism recommends a range of initiatives regarding public sector recruitment and employment practices to ensure that they are autism-friendly.
My colleague, the Minister for Public Expenditure, National Development Plan Delivery and Reform has policy responsibility for recruitment policy in the civil/public service. The Public Appointments Service (PAS) is a body under the aegis of the Department Public Expenditure, NDP Delivery and Reform and is the primary recruiter for the civil service and some parts of the public service.
The Public Service Management (Recruitment and Appointments) Act 2004 assigns powers to PAS regarding the undertaking of recruitment for the civil service and certain other public service bodies. These powers include responsibility for operational issues in recruitment in the public service bodies for which PAS has remit.
429. Deputy Pauline Tully asked the Minister for Enterprise, Trade and Employment if, in line with Action 86 of the Autism Committee’s Final Report, he has plans to ensure that all Departments and State agencies meet their targets to employ autistic people and disabled people; and the estimated first- and full-year cost, respectively, of implementing this proposal. [57275/23]
View answerAs Minister for Enterprise, Trade and Employment I cannot develop plans related to the monitoring of targets for the employment of autistic and disabled persons in all public bodies as I do not have policy responsibility in this area.
Part 5 of the Disability Act 2005 details the obligations public bodies have to promote and support the employment of persons with disabilities. Part 5 of the Disability Act 2005 sets out the legal obligations of public service bodies to promote and support the employment of people with disabilities and to meet targets in respect of employees with disabilities.
The National Disability Authority (NDA) monitors compliance with Part 5 in the public sector. The NDA is a body under the ages of the Department of Children, Equality, Disability, Integration and Youth.
430. Deputy Richard Boyd Barrett asked the Minister for Enterprise, Trade and Employment what recourse an employee has when the regulations on the right to sit in SI. No. 358/1995 are not being adhered to; and if he will make a statement on the matter. [57322/23]
View answerThe Health and Safety Authority (HSA) can be contacted where an employee believes that workplace health and safety legislation is not being complied with.
This can be done using their online complaint form (available on hsa.ie), by telephone at 0818 289 38 (9:00 a.m. to 3:00 p.m. Monday – Friday) or by post to HSA Contact Centre, Health and Safety Authority, Metropolitan Building, James Joyce Street, Dublin 1.
Alternatively, the Authority can be contacted on the following email address: contactus@hsa.ie.
Under the Safety Health and Welfare at Work Act, 2005, employers have an obligation to ensure, so far as is reasonably practicable, the safety, health and welfare of employees at work. Employers have a duty to undertake a risk assessment to identify the hazards in the workplace and to put in place appropriate controls to protect employees.
The Safety, Health and Welfare at Work (General Application) Regulations 2007 makes specific provision for employees to be afforded opportunities for sitting in the course of their employment. Part 2 Chapter 1, 18. (c) of the Regulations state that “An employer shall ensure that where any employees have in the course of their employment reasonable opportunities for sitting without detriment to their work, or where a substantial proportion of any work done by employees can properly be done sitting, suitable facilities for sitting are provided and maintained for their use, or if this is not practical, they are otherwise ergonomically supported”.
The HSA provides guidance for employers and employees in relation to these regulations, which is available on their website, and offers the following: “Working in a standing position for a long period can cause sore feet, swelling of the legs, varicose veins, muscular fatigue, lower back pain and stiffness in the neck and shoulders. Seating is required where most of the job can be carried out while seated or where there may be opportunities for workers for sitting down between tasks without detriment to their work. If seating is not practical, some other form of support is required so that workers are protected from the health effects of prolonged standing. Other means of ergonomic support include foot-rails/rests and elbow supports for precision work. Examples of where this may be practical and should be given consideration by employers are in retail outlets at sales points or cash registers, or where employees are demonstrating products within a retail outlet. Other examples include service industries, such as bar work, at periods when there are no customers awaiting service. Any seating provided should be a suitable chair with a back and not a bench.”
Additionally, under the HSA’s free online safety statement and risk assessment tool for small businesses, employers are reminded to risk assess ‘Standing for long periods’ and ‘Sitting for long periods’.
All complaints and concerns about workplace safety, health and welfare are treated seriously and confidentially by the HSA.
431. Deputy Paul Kehoe asked the Minister for Enterprise, Trade and Employment the latest minimum income requirement from January 2024 for a horticulture work permit renewal; and if he will make a statement on the matter. [57377/23]
View answerThe 2023 Review of the Employment Permits Occupation Lists has delivered comprehensive changes to the employment permits system, with changes to 43 occupations eligible for an employment permit, along with a roadmap for increasing salary thresholds for employment permits up to January 2026. The first adjustments to the Minimum Annual Remuneration thresholds take effect from 17th January.
A summary Report of the changes is available on the Department’s website.
From 17 January 2023, the minimum salary for the majority of General Employment Permits will increase from €30,000 to €34,000. For home carers, meat processors and horticultural workers, the threshold will increase to €30,000. The revised thresholds will be applicable to new applications and renewal applications. Therefore, any new or renewal applications submitted to the Department before that date are subject to the 2023 threshold. Any applications submitted on or after 17 January will be subject to the new threshold.
With regard to the role of Horticulture Operative, the existing threshold, as of 1 January (in line with the National Minimum Wage), is €25,775. From 17 January, the threshold will increase to €30,000.
The minimum remuneration thresholds for an employment permit are set by the employment permits legislation as one of a range of minimum requirements in order to be eligible for the grant of a permit.
432. Deputy Catherine Murphy asked the Minister for Enterprise, Trade and Employment the estimated full-year cost to recruit one additional WTE overseas manager and one extra WTE senior market adviser for Enterprise Ireland; and the Civil Service grades these posts are normally filled by. [1085/24]
View answerThe estimated full-year cost to recruit one additional WTE Overseas Manager and one extra WTE Senior Market Adviser varies depending on their employment category and geographical location.
Overseas Managers based in Enterprise Ireland’s overseas offices are made up of two categories;
(i) employees on an Irish contract of employment assigned to an overseas location for a fixed term period on an expatriate basis and
(ii) employees hired on a local contract in the local market.
The Overseas Manager roles filled by expatriated employees are at Level E grade which is equivalent to the Civil Service Assistant Principal (AP) grade.
The current Level E scale effective 01 October 2023 is €75,822 - €93,121 rising to €95,983 and €98,850 by long service increments.
The remuneration model for expatriated employees comprises of a gross Irish salary, as set above, in addition to overseas allowances which are paid for the duration of the overseas assignment.
Overseas allowances are set to compensate expatriated employees for the difference in cost of living in their host location and for additional costs that arise from undertaking overseas assignments. Such allowances vary as they are dependent on the location of the assignment, whether the assignee is travelling accompanied or unaccompanied and family size.
In addition, Enterprise Ireland also employs a number of Overseas Managers and Senior Market Advisers on a local basis. These individuals are employed on local contracts and their salary scales are not aligned to Civil Service grades. Rates of pay are based on local market data and accordingly vary between locations.
Indicative costs for local Overseas Managers and Senior Market Advisers are provided in the following tables. Starting salary for one location in each of our five overseas regions are provided to give an indication of the salary costs for these posts, where we currently have an individual employed on a local basis. Salary costs in the tables below are listed in local currencies as individuals employed on local contracts are remunerated in this manner.
Overseas Managers
|
Region |
Role |
Starting Salary |
|
UK & Nordics |
Overseas Manager - Manchester |
GBP£92,573 |
|
Middle East, Africa & India |
Overseas Manager – Johannesburg |
ZAR 1,536,101 |
|
Asia Pacific |
Overseas Manager – Seoul |
KRW 112,875,277 |
|
Americas |
Overseas Manager – Austin |
US$178,591 |
|
Eurozone and Central, Eastern Europe |
Overseas Manager – Madrid |
€96,215 |
Senior Market Advisers
|
Region |
Role |
Starting Salary |
|
UK & Nordics |
Senior Market Adviser – Manchester |
GBP£65,660 |
|
Middle East, Africa & India |
Senior Market Adviser – Johannesburg |
ZAR 984,761 |
|
Asia Pacific |
Senior Market Adviser - Seoul |
KRW 84,815,465 |
|
Americas |
Senior Market Adviser – Austin |
US$142,964 |
|
Eurozone and Central, Eastern Europe |
Senior Market Adviser – Madrid |
€75,689 |
433. Deputy Paul Donnelly asked the Minister for Enterprise, Trade and Employment if Enterprise Ireland is planning a trade mission to the west coast of the US in Q1 2024. [1131/24]
View answerEach year, Enterprise Ireland and IDA Ireland prepare a programme of trade missions and events which support the goal of securing high-level market access for companies based in Ireland who are aiming to grow business overseas and increase domestic employment, and showcasing opportunities for foreign direct investment in support of high-quality jobs and regional development throughout Ireland.
In recent years the majority of Ministerial-led trade missions have taken place to the Eurozone, North America and Asia Pacific, which represent the strongest growth opportunities for Irish companies. These missions have focused on promoting the innovative capabilities and competitive offerings of Irish companies to international buyers in a range of sectors including internationally traded services, fintech, high-tech construction, engineering, ICT and life sciences.
My Department is currently working closely with Enterprise Ireland and IDA Ireland with a view to developing a Ministerial-led trade mission programme for 2024. Consideration of the programme is still ongoing, and no final decisions have been made. However, there are currently no plans to have a trade mission to West Coast USA in the first quarter of 2024. In the meantime, my Department will continue to work closely with its agencies to identify opportunities to help Irish companies access new markets and increase the levels of foreign direct investment into Ireland.
434. Deputy Paul Donnelly asked the Minister for Enterprise, Trade and Employment the number of WTE vacancies by job title at Health and Safety Authority as of 4 January 2024; the estimated full year cost of filling each of those vacancies; and when he expects these vacancies be filled, in tabular form. [1132/24]
View answerFollowing the allocation of additional funding, the HSA undertook an organisational review to ensure that the future organisational structures, resources and ways of working would be fit for purpose to meet its broad mandates.
This gave rise to the overall number of sanctioned positions now at 317 across both administrative and professional and technical grades. The recruitment of additional resources is being managed on a phased basis and following extensive recruitment, over 190 appointments have been made since 2021.
The staff of the Health and Safety Authority is made up of those in administration and inspector grades. The inspector grades comprise of Grade I (senior inspectors) as well as Grade II and Grade III inspectors. Inspectors operate across all HSA mandates which include occupational health and safety, chemicals, accreditation, and market surveillance. Administration grades follow the civil service structure of Clerical Officer, Executive Officer, Higher Executive Officer, Assistant Principal and Principal Officer.
As of 31st December 2023, the HSA has 55 WTE positions vacant, 38 of which relate to the position of Grade III inspector. There are also 27 pending appointments, whereby candidates who were successful following a recruitment campaign are under consideration for appointment to vacant positions across various grades. The necessary pre-clearance processes are now under way, after which contracts will be issued to successful candidates.
The number of vacant posts by grade are set out in the following table.
|
Grade |
Total Vacancies |
Scheduled to be filled |
|
Programme Manager |
1 |
Appointment pending: January 2024 |
|
Inspector Grade I |
1 |
Competition launching January 2024 |
|
Inspector Grade II |
3 |
Competitions launching February 2024 |
|
Inspector Grade III |
38 |
Next cohort (19) due to onboard Q1 2024 Next competition planned for Q2 2024 |
|
Higher Executive Officer |
2 |
One appointment pending: January 2024 One competition launching: February 2024 |
|
Executive Officer |
4 |
Appointments pending |
|
Clerical Officer |
6 |
Appointments pending |
The cost per annum is dependent on each individual grade, as outlined as follows.
|
Grade |
Salary |
PRSI |
Onboarding Cost |
Total Cost |
|
Programme Manager |
€93,007 |
€10,277 |
€15,000 |
€118,284 |
|
Inspector Grade I |
€79,836 |
€8,822 |
€15,000 |
€103,658 |
|
Inspector Grade II |
€69,518 |
€7,682 |
€15,000 |
€92,200 |
|
Inspector Grade III |
€36,086 |
€3,988 |
€15,000 |
€55,074 |
|
Higher Executive Officer |
€54,764 |
€6,051 |
€15,000 |
€75,815 |
|
Executive Officer |
€34,562 |
€3,819 |
€15,000 |
€53,381 |
|
Clerical Officer |
€27,882 |
€3,081 |
€15,000 |
€45,963 |
Assumptions;
Figures based on starting point of the relevant grade for all positions.
Provision included for Employer PRSI calculated at 11.05%
Recruitment and on-boarding cost of €15k for positions based on batch recruitment.
435. Deputy Brendan Howlin asked the Minister for Enterprise, Trade and Employment if the new minimum salary requirements for general employment permits announced by his Department will also apply to existing permit holders when they apply to renew their permits to work in this country; and if he will make a statement on the matter. [1213/24]
View answerThe minimum annual remuneration thresholds for an employment permit are those set by the employment permits legislation as one of a range of minimum requirements governing eligibility for the grant of a permit. The roadmap of remuneration increases announced in December sets out a plan to raise the thresholds for third country permit holders across 2024, 2025 and 2026.
The amendments announced on 20th December are implemented through new Employment Permits Regulations with the revised remuneration thresholds taking effect from 17th January 2024. The revised thresholds will be applicable to new applications and renewal applications. Therefore, any new or renewal applications submitted to the Department before that date are subject to the 2023 threshold. Any applications submitted on or after 17th January will be subject to the new threshold.
The thresholds act as a floor in order to be eligible for the grant of an employment permit, but do not establish a level of remuneration for an occupation. Contractual arrangements and terms of employment including rates of appropriate remuneration (above the minimum requirements) are outside of the employment permits system.
All workers in the State are ensured of their employment rights and the employment permits legislation provides for a number of protections including where an employment permit holder might find themselves outside the employment permits system or be subject to cessation of employment.
In addition, the Employment Permits Bill aims to enhance the rights of migrant workers by ensuring remuneration thresholds remain, at least, in line with average wage growth. This will be achieved by indexation against the Annual Change in Mean Weekly Earnings as calculated by the CSO. The Bill will also allow General Employment Permit and Critical Skills Employment Permit holders to transfer employer without the requirement to apply for a new employment permit after an initial period has passed from the start of their first employment in the State.
436. Deputy Michael Healy-Rae asked the Minister for Enterprise, Trade and Employment when details of the temporary supports package for small businesses will be announced to help with the increase to the minimum wage; and if he will make a statement on the matter. [1217/24]
View answer454. Deputy Colm Burke asked the Minister for Enterprise, Trade and Employment when the increased cost of business scheme announced as part of Budget 2024 will be made available to businesses along with the criteria for the scheme; and if he will make a statement on the matter. [1932/24]
View answerI propose to take Questions Nos. 436 and 454 together.
I understand that the Deputies are referring to the Increased Cost of Business (ICOB) grant, which was announced as part of the Budget 2024 package and which will be particularly targeted at Small and Medium sized businesses who operate from a rateable premises. Firms who do not have a rateable premises are not within the scope of this scheme. The total allocation for the ICOB grant is €257m.
While this grant is intended to aid firms with the challenge posed by increased costs, it is not intended to directly compensate for all increases in wages, or other costs, for every business. It is important to be clear that this grant is not designed to be an offset for increases to the minimum wage. I am not planning any scheme specific to the National Minimum Wage increase.
The grant is intended to be paid at a rate of half the enterprise’s 2023 commercial rates bill, for firms paying up to €10,000 in rates. For those paying between €10,000 and €30,000 in rates, they will receive a flat grant of €5,000 each. No grant will be available for firms paying more than €30,000.
Officials in my Department are currently working with the Local Authorities on the administration of the ICOB grant. This grant will be paid through local authorities and it is intended that this will be done in the first quarter of this year. It is not intended that there be a formal application process, rather it is intended that the business will be contacted directly by the local authorities.
Eligibility for the ICOB grant will be assessed on the basis of an applicant satisfying a minimum of the below conditions:
• The business is a commercially trading business operating directly within a premises that is commercially rateable by a Local Authority.
• The business has provided confirmation of its bank details to the respective Local Authority.
• The business is rates compliant, including those businesses with a phased payment arrangement in-place.
• The business is tax compliant, and in possession of a valid Tax Registration Number.
I would further note that broader supports for SMEs announced in Budget 2024 included the extension of the 9% VAT rate on gas and electricity from the end of 31st October 2023 to the end of October 2024. Furthermore, the temporary excise rate reductions applying to auto diesel, petrol and marked gas oil were due to expire on 31st October 2023 and were also extended until 31st March 2024.
437. Deputy Paul Kehoe asked the Minister for Enterprise, Trade and Employment whether the increase in the minimum salary requirement for new general employment permits to €39,000 will apply to existing permit holders when they apply for permit renewal after 2025; and if he will make a statement on the matter. [1218/24]
View answerThe minimum annual remuneration thresholds for an employment permit are those set by the employment permits legislation as one of a range of minimum requirements governing eligibility for the grant of a permit. The roadmap of remuneration increases announced in December sets out a plan to raise the thresholds for third country permit holders across 2024, 2025 and 2026.
The amendments announced on 20th December are implemented through new Employment Permits Regulations with the revised remuneration thresholds taking effect from 17 January 2024. The revised thresholds will be applicable to new applications and renewal applications. Therefore, any new or renewal applications submitted to the Department before that date are subject to the 2023 threshold. Any applications submitted on or after 17 January will be subject to the new threshold.
As with the threshold adjustments occurring on January 17 2024, all renewals received on or after the date of the commencement of subsequent adjustments will be subject to those adjusted minimum remuneration thresholds.
The thresholds act as a floor in order to be eligible for the grant of an employment permit, but do not establish a level of remuneration for an occupation. Contractual arrangements and terms of employment including rates of appropriate remuneration (above the minimum requirements) are outside of the employment permits system.
All workers in the State are ensured of their employment rights and the employment permits legislation provides for a number of protections including where an employment permit holder might find themselves outside the employment permits system or be subject to cessation of employment.
In addition, the Employment Permits Bill aims to enhance the rights of migrant workers by ensuring remuneration thresholds remain, at least, in line with average wage growth. This will be achieved by indexation against the Annual Change in Mean Weekly Earnings as calculated by the CSO. The Bill will also allow General Employment Permit and Critical Skills Employment Permit holders to transfer employer without the requirement to apply for a new employment permit after an initial period has passed from the start of their first employment in the State.
438. Deputy Róisín Shortall asked the Minister for Enterprise, Trade and Employment if he or the Minister of State with responsibility for Business, Employment and Retail will meet with an organisation (details supplied) in relation to changes to the work permit scheme for non-EEA healthcare assistants; the steps he is taking to address the concerns raised in correspondence; and if he will make a statement on the matter. [1238/24]
View answerI thank the organisation for their correspondence and appreciation of the changes announced at the end of last year to the employment permits system. I am actively engaging with a number of the relevant sectoral stakeholders in regards to the implementation of the salary threshold increase associated with the role healthcare assistant.
The minimum annual remuneration thresholds are intended to act as a payment floor in order to be eligible for the grant of an employment permit. They are not intended to establish a level of remuneration for an occupation. Contractual arrangements and terms of employment including rates of appropriate remuneration (above the minimum requirements) for employees are a matter for the employer and employee outside of the employment permits system.
The roadmap of remuneration increases announced in December sets out a plan to continue raising the thresholds for third country permit holders across 2024, 2025 and 2026, thus further enhancing their access to rights to family reunification permissions provided by the Minister for Justice.
439. Deputy Paul Donnelly asked the Minister for Enterprise, Trade and Employment if he or any of officials at the grade of administrative officer and above met the CEO of a company (details supplied) in 2023. [1295/24]
View answerI chair the Retail Forum, which provides a platform for engagement with members of the retail sector to discuss issues affecting the sector, and in that capacity, I met representatives from the retail and grocery sector on four occasions in 2023 – 10 May, 21 June, 20 September, and 6 December to discuss the factors driving inflation for grocery goods. Representatives from Dunnes Stores attended those meetings.
Neither I nor officials from the Department met with the CEO of Dunnes Stores in 2023.
