Fórsa officials have been negotiating departmental blended working arrangements following March’s agreement on a civil service-wide framework.

Negotiations are generally going well, with many offices expected to finalise their policies by the end-June 2022 deadline, with others likely to conclude in July.

The general approach of management has been positive, although there are still some issues to address.

Final drafts from social protection and revenue are currently being finalised. Both will include a mix of days spent remotely and in the workplace, with at least one day a week in the office. Additional office attendance is required where the business requires.

Other departments and offices are taking a mix of approaches. These include a 50:50 mix in Foreign Affairs and three days a week worked remotely in housing, where an additional day may be worked at the office subject if necessary.

Others, including the agriculture and public expenditure, are taking a more conservative approach by proposing two days remote work per week. Discussions with management in those departments are continuing.

The union is also in discussions with DPER about its preparedness for applications to be made via the National Shared Service Office.

The flexi time accrual question has been discussed at the Civil Service Arbitration Board. Departments have been instructed to pilot one of two options: Full flexitime accrual regardless of location or flexi accrual on the days that an employee attends the office.

The outcome of the pilots will be assessed at the end of the year.

The Department of Social Protection is considering piloting both options, despite the union’s view that the Arbitration Board suggests only one option should be piloted.

Overall, the progress so far has been very positive. If that translates into a similar approach by local managers, the blended working agreement could prove transformative for staff across the civil and public service.