Public service unions overwhelmingly endorsed the new agreement called Building Momentum earlier this week. Fórsa was among the 13 ICTU-affiliated public service unions that backed the deal after its members supported it by a 96% margin in a national ballot.

The agreement came into force with immediate effect, and runs until December 2022.

It includes modest pay increases skewed towards those on lower incomes, measures to address the so-called ‘Haddington Road hours,’ and a mechanism for sectoral bargaining. It also retains strong protections against the outsourcing of public services.

The first pay adjustment under the agreement is due in October, one year after the last change.

The outcome of Fórsa’s ballot, which was announced last Monday (22^nd February) was as follows:

Ballots issued:                 67,527

Ballots returned:             39,457

Votes cast in favour:       37,828

Votes cast against:          1,629

Majority in favour:          36,199

The union’s general secretary Kevin Callinan said the agreement would underpin stability in the delivery of services this year and next.

“I believe Fórsa members have given their strong endorsement to this agreement because its pay provisions are substantially weighted towards workers on lower incomes, and because it includes a mechanism to address the additional working hours introduced for lower-paid public servants during the last financial crisis. This is long overdue, not least because restoration has already been achieved for higher-paid staff who experienced temporary pay cuts as an alternative to added hours.

“Fórsa will now work to ensure that the agreement is fully implemented, and that it delivers for those who use and provide public services. It’s a relatively short two-year agreement, which means negotiations on a possible successor will likely commence in the middle of next year,” he said.

Kevin is already in contact with senior officials at the Department of Public Expenditure and Reform (DPER) about the implementation of elements of the deal, including the establishment of the processes to address the ‘Haddington Road hours,’ and agreement on bargaining units in relation to the deal’s sectoral bargaining provisions.

Building Momentum also acknowledges the recent “unprecedented display of commitment, flexibility, hard work and agility in public service provision” and commits the parties to harness this momentum to meet challenges including the continuing response to Covid-19, a return to normal delivery of health and education services, Brexit, and establishing the public service as the driver of best practice on remote working.

Read a summary of the agreement HERE. 

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE. 

The Health and Safety Authority (HSA) has said that employers of workers who refuse Covid-19 vaccinations should undertake a risk assessment in cases where the staff member could be exposed to Covid-19 in the workplace.

In new guidance, the agency also said employers may have “no option” but to redeploy unvaccinated staff if they are “not safe to perform certain work tasks.”

Existing health and safety regulations require employers to offer vaccinations, if they’re available,  when there is a risk to employees from working with a biological agent. The HSA has now updated this guidance to include Covid-19, which is defined as a biological agent.

It came as HSE chief Paul Reid said health staff who declined a vaccine would have to be redeployed if they posed a risk to patients.

But Fórsa officials say such instances are likely to be extremely rare, and that an agreed and reasonable approach is available off the shelf.

The union’s head of health, Éamonn Donnelly, said uptake of the vaccine among health workers was going to be very high. And he said the union would draw on its experience of the flu vaccine in developing an agreed approach to the issue.

Last year, it was agreed that health staff who declined the flu jab would be subject to a risk assessment, although complications arose over the appropriate people to carry them out.

Éamonn said there was an acceptance among the workforce that it was unsustainable for people to work in front-line Covid roles if they hadn’t had the jab.

“I think the same will apply with the Covid-19 vaccinations. But we will need to ensure that risk assessments are conducted properly, and by qualified people, and we expect an open door for dialogue about any staff reassignments that might arise,” he said.

Fórsa official Dessie Robinson – a former HSA board member who is currently part of a National Economic and Social Council team examining the psychological impact of Covid – agrees.

“For the most part, particularly in the health service, vaccine take-up is going to be strong because workers want to protect their health and their families’ health. There’s been a very high take-up of flu vaccination this season, which shows the heightened sense of awareness and responsibility of healthcare staff.

“Prior to the pandemic, there wasn’t anything like the same level of take-up of the flu vaccines, despite a major push every year by the HSE, which was supported by the unions,” he said.

Dessie also pointed to robust existing health and safety regulation in the area.

“The safety, health and welfare at work regulations require employers to make effective vaccines available if a biological agent gives rise to a risk.

They also say vaccinations should be provided for free, and that the employee must be informed of the benefits and drawbacks,” he said.

But Dessie added that the regulations don’t explicitly state that an employee who refuses vaccination must be risk assessed and potentially redeployed.

“That’s why the HSA recommends the application of health and safety principles of risk assessment and avoidance of risk. Under the law, employers must provide a safe place to work ‘as far as is practicable.’ This means they must take all measures within their control to ensure the safety of the workplace.

“If an employee refuses vaccination, that decision increases the risk to them and their That would be very difficult to defend, especially considering the exceptional circumstances of this pandemic,” he said.

Read Niall Shanahan’s blog HERE.

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE. 

Fórsa has said that workers in the health service deserve recognition for their emergency response during the Covid crisis.

The union’s general secretary raised the issue at a recent meeting of the Labour Employer Economic Forum (LEEF), which brings together the most senior representatives of Government, unions and business.

He said that health workers should be recognised “in the appropriate way, at the appropriate time, and in a way that’s understood by the wider public service and society in general.”

Kevin’s call came as the Tánaiste told journalists that key staff who worked through the pandemic could receive cash payments or additional leave in appreciation of their efforts. Leo Varadkar said the details could be worked out when the pandemic abated.

Various trade unions, representing workers in different parts of the economy, have made claims for compensation for staff in certain settings, including the health sector.

A new memo issued last week by the HSE provides guidance to health employers on compliance with rest provisions, and maximum weekly working hours, during the Covid-19 pandemic.

Fórsa raised concerns last year that the failure to make provision for compensatory rest for health managers (Grade 8 and above), who had worked 60 to 70 hour weeks over seven days through most of last year, risked a breach of state legislation on working time. The memo, dated 18^th February, provides guidance to employers on their responsibility to ensure compliance with the provisions of the Organisation of Working Time Act (1997), which provides for minimum rest periods and maximum weekly working hours, including maximum average net weekly working time of 48 hours.

Fórsa’s head of Health and Welfare, Éamonn Donnelly, said the new guidance was welcome, confirming the duty of health employers to ensure the provision of adequate rest.

“The union’s claim for compensatory rest last year reflected a situation where staff, who do not receive overtime or time in lieu, consistently worked very long hours during a uniquely intense period of health service delivery. These same people hold the responsibility of making crucial decisions about service delivery and responding to the needs of the community.

“Some units within the HSE have subsequently taken steps to ensure the provision of adequate rest while others haven’t. In those instances Fórsa will contact those workers and encourage them to make a claim for compensatory rest, and the union will seek assurances from the HSE that adequate resources are in place to ensure those claims can be facilitated,” he said.

Read the full memo HERE.

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE.

An adjustment to the rollout of Covid vaccines announced this week will see those aged 16-69, with a medical condition that puts them at very high risk (‘cohort 4’), vaccinated directly after those aged over 70 and living in the community.

Those aged 65-69 will be vaccinated alongside healthcare workers who are not in a patient-facing role (‘cohort 6’), including key workers essential to the vaccine programme. 

On the adjustment to the sequencing of vaccine rollout, Fórsa official Chris Cully said the union takes a pragmatic view: “We’re supportive of the reasoning around prioritisation of those with chronic illness. With regard to those health care workers who are not in a patient-facing role, the adjustment is less disruptive as the supply of vaccines increase.

“Nevertheless, there is a need to remain aware of the risk either of infection or transmission by a non-vaccinated member of staff, and to implement rollout accordingly. There’s a broad spectrum within this cohort, from those working from home to, for instance, working in a non-clinical environment on a hospital campus or similar,” she said.

Meanwhile, vaccination of ‘frontline’ health care workers continues at pace, with figures this week supplied by the HSE showing more than 75,000 health care workers received the first dose of the vaccine in the month of February, while the total number of frontline healthcare workers who have received the first vaccine dose will be 204,000 by the end of February. The HSE has said additional supply of the AstraZeneca vaccine is due this week and will be available for distribution next week in order to complete this phase of the programme.

Planning and supply

The HSE also issued a new workforce plan dealing with the recruitment of vaccinators, which includes recruitment of workers not already working in healthcare, such as retired doctors, nurses and pharmacists, in order to protect the continued provision of other healthcare services. Chris added: “The document details the designated staff roles, including admin and pharmacy staff, at each of the HSE’s dedicated vaccination centres, which are expected to be fully operational by mid-March.”

Chris said it’s expected that up to 2,600 staff (whole time equivalent) will be required to operate the clinics at maximum capacity.

Meanwhile, the health minister said this week that Ireland has ordered 18.5 million doses of Covid-19 vaccines, which he said was enough to vaccinate 10.3 million people.

Response

The Office of the Chief Clinical Officer of the HSE this week wrote to the health staff panel, in response correspondence sent last week expressing concern about the efficacy of the AstraZeneca vaccine.

Dr Colm Henry said recent data showed an improved efficacy rate for the vaccine, with more recent data reporting 70% effectiveness for the vaccine and with no cases of hospitalisation or severe Covid-19 from 21 days after the first dose of the vaccine.

He added: “There are also reports that vaccine efficacy is 82% after the second dose when a 12 week interval is used between doses.” The head of Fórsa’s Health and Welfare division Éamonn Donnelly welcomed the response, which he said was "evident of being well-considered, comprehensive and contained welcome assurances."

Éamonn said that while data to confirm a reduction in the rate of Covid infection among health staff was not yet available, anecdotal evidence indicated a decline, while the HSE reported yesterday that the number of people in hospital with Covid-19 has continued to drop.

The terms of reference for a review of how children’s needs will be assessed under the terms of the Disability Act (2005) are expected to be agreed next week. This comes as part of an agreement on the introduction of an ‘assessment of need protocol,’ which Fórsa reached with the HSE last year.

An agreement, established in February 2020, included provision for an independently-chaired joint review group with five Fórsa nominees from the relevant health and social care (HSCP) professional committees.

The group will be independently chaired by Robbie Ryan, who was nominated by Fórsa.

Fórsa official Chris Cully said the terms of reference allowed for three stages of reporting, with interim reports at three and six months, and a final report after a year.

“This is a joint HSE-Fórsa review, which is designed to allow detailed examination of all the outstanding issues and feed into a process to identify solutions and recommendations that will resolve any difficulties, while ensuring the assessment of need process works,” she said.

Chris said the chair may invite submissions from other parties, including the professional bodies, CORU and HIQA.

Concerns around the assessment of needs process led to the establishment of a joint working group in 2018, after Fórsa raised concerns about time assessment limits within the policy. Chris said the union was concerned that the proposed time limits would not be sufficient to adequately determine the needs of children being assessed.

“We also had concerns about the additional staff resources required to meet demand within the three-month timeframe laid down by the legislation,” she said.

Last year’s agreement outlines how children’s needs will be assessed under the terms of the Disability Act (2005), and made provision for the independent review. It’s designed to guide the assessment of potential service needs for children who have, or may have, a disability.

Fórsa has lodged a claim for workers in community and voluntary agencies funded by the child and family protection agency Tusla. These are known as ‘section 56’ agencies.

It follows the union’s success at similar claims among HSE-funded ‘section 39’ agencies where workers had pay cuts imposed in line with those imposed on public servants from 2009. Pay restoration in section 39 agencies followed an agreement at the WRC between the HSE, health department and ICTU unions.

Because Tusla was established in 2014 some section 39 agencies switched to section 56 agencies and were funded by Tusla. They were not listed in the original union claim to the WRC for pay restoration in section 39s.

Fórsa assistant general secretary Chris Cully explained: “Fórsa has lodged the claim because it is only fair and equitable that those workers in section 56 agencies, who were subject to those cuts imposed by the HSE when they were section 39 agencies, have their pay levels restored.

“Fórsa is seeking the application of the terms of the section 39 WRC agreement to these agencies. Notwithstanding that the original cuts were implemented by the HSE prior to the establishment of Tusla, there is a liability on Tusla to restore funding to those agencies in order to allow for pay restoration,” she said.

Fórsa president Michael Smyth is organising a mental health webinar for members which will focus on building resilience. The virtual event takes place between 1.00pm and 2.00pm on Thursday 4th March.

Psychologist Shane Martin will present the hour-long session on the concept of ‘bouncibility,’ using a blend of stories, humour and evidence-based strategies to help strengthen resilience.

If you’re interested and available to attend on the day, please register here. Members will be contacted with log-in details the day before the event.

Places are limited. So, if registration closes before you get a chance to apply, please contact hgavigan@forsa.ie to be placed on the waiting list. Similarly, if you register for the event and later realise you cannot attend, please alert the same email address so your slot can be offered to someone else.

Unfortunately, we can’t record this event so it won’t be available to watch back at a later stage.

Speaking ahead of the event, Michael noted that while the current Covid restrictions are necessary, they’re taking a serious toll on many people’s mental health.

“I understand that this webinar in no way alleviates the intense anxiety and fatigue many of us are currently experiencing due to Covid-19, but I hope it will go some small way towards tackling the lockdown frustration by providing attendees with tools to help strengthen their resilience,” he said.

Fórsa also has a free, confidential counseling helpline available to members 24/7. Details of that and other helplines can be found here. 

Fórsa is marking International Women’s Day 2021 with a week-long programme of online content, incorporating this year’s theme of ‘Choose to Challenge.’

Kicking off on International Women’s Day (Monday 8^th March), members can look forward to a series of blog posts featured on our website focusing on a range of women’s issues. We’ll have also have content on our social media pages, so make sure to follow us on Facebook and Twitter for more information.

This year, International Women’s Day asks us to challenge gender bias and inequality, and to celebrate women’s achievements.

Fórsa is asking you to raise your hand to show that you commit to choose to challenge, calling out inequality. We are encouraging members take a photo of themselves raising their hand in support of gender equality, and email it to mdugal@forsa.ie. Collectively, we can all help to create an inclusive world.

Many other organisations are also marking the day with a range of online events.

Fórsa activist and joint ICTU Women’s Committee chair Margaret Coughlan will speak on a panel at an Irish Congress of Trade Union’s event. The panel, to be chaired by SIPTU organiser Sabrina Ryan and Patricia McKeown, who’s Unison’s regional secretary in Northern Ireland, will discuss how women bring about change in trade unions, in the workplace and in broader society.

Contributors include leading women from various unions across Ireland and the UK. The event takes place on Friday 5^th March and more information can be found HERE. 

Elsewhere, our colleagues in Siptu are kicking of their International Women’s Day events with a webinar exploring how trade union bargaining shrinks the gender pay gap. This event takes place at 1pm on Wednesday 3^rd March and you can register your interest HERE. 

 For more information on this year’s events follow us on social media, and follow the hashtags #Choosetochallenge.

It’s never been more important – or easier– to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE. 

Official public health restrictions on workplace attendance will stay in place until 5^th April at the earliest after the Government announced that Level Five restrictions would remain in force until then.

The regulations say staff should not go into work unless they perform an essential health, social care or other essential role that can’t be done from home.

The phased reopening of in-school services between next week and 12^th April was the only significant easing to be announced. Level Five limits on travel and assembly remain in place.

The Government’s new ‘resilience and recovery’ plan, which was published earlier this week, says some restrictions could be relaxed after 5^th April if official public health advice allows, transmission rates fall to acceptable levels and the vaccination programme progresses as planned.

But all the indications are that, even then, any let-up in restrictions will be cautious.

Last month, Fórsa warned that workplace attendance guidelines issued to public service managers fell short of official Government advice to employers across the economy, with the result that there had been no significant reduction in the numbers of public service staff being instructed to travel to work since Level Five restrictions were announced in December. Since then, the union has won improvements in a number of employments.

This week’s Government announcement also extended income support schemes. The pandemic unemployment payment and emergency wage subsidy scheme are to remain in place until the end of June.

And, on the positive side, an acceleration of the vaccination programme is set to begin if expectations about supply and the approval of new vaccines are realised. The Government says it’s confident that the number of vaccinations will increase from 100,000 to 250,000 a week next month, and to 300,000 a week after that.

Tánaiste Leo Varadkar told RTÉ news he believed that over 80% of adults would have had at least one vaccination by the end of June.

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE. 

Almost half the people who report a cancer diagnosis at work say it has a negative impact on their career prospects, including being overlooked for promotion. Other negative experiences included reduced salary or bonuses after returning to work after cancer treatment.

Among those diagnosed, females, younger workers, the self-employed and public servants are more likely to report a negative impact, according to new research commissioned by the Irish Cancer Society.

The study, conducted by the Economic and Social Research Institute (ESRI), was based on the experiences of almost 400 workers diagnosed with cancer since 2010.

It sets out a series of recommendations for the development of a state-led reintegration programme for workers who’ve had cancer.

Its main recommendations include implementing a statutory sick pay scheme and providing extra employment support.

It also calls on the Government to consider providing additional supports, such as training, to those who have lost their jobs due to their cancer diagnosis, or whose career has been negatively impacted.

It says employers should be aware of their legal obligations, under workplace equality legislation, to make ‘reasonable accommodations’ to facilitate workers with disabilities and avoid less favourable treatment of those diagnosed with cancer.

Almost 40% of respondents cited financial need as the main reason for having to return to work, while some 30% said they returned to maintain or regain a sense of normality. Some 38% also felt that their sick leave period was too short.

The most commonly reported factors which facilitated a return to employment were a phased return, help and support from colleagues, help and support from employer/manager, and time off for medical appointments.

Rachel Morrogh of the Irish Cancer Society said returning to work after a cancer diagnosis was very important in a patient’s recovery, as it “restores a sense of purpose for many.” She expressed concern that so many people felt obliged to return to work too soon because of financial challenges.

“With this in mind, we have published a series of recommendations for Government, employers and trade unions, along with outlining actions the Irish Cancer Society will take,” she said.

A 2019 report by the Irish Cancer Society found an average income fall of €1,527 per month among cancer patients, who also have to bear increased out-of-pocket costs associated with their illness.

The Irish Cancer Society has established an online benefits and entitlements hub with information on state supports for those taking time off work or returning to work. 

Read the full report HERE.

Increases in minimum wage rates don’t lead to higher labour costs or job cuts, according to new research from the Economic and Social Research Institute (ESRI).

In a study published last week, it found that the 2016 increase, which raised the minimum wage from €8.65 to €9.15 an hour, led to increased labour costs for just 3% of firms.

The average labour costs in 90% of firms with staff on minimum pay increased in line with those of employers with no minimum wage workers.

Significantly, it also found no evidence that firms cut staff numbers in response to the minimum wage increase. Politicians and economists frequently cite job protection as a reason for supressing low-pay protections.

The ESRI found the increase in the pay floor was effective at reducing wage inequality, particularly for younger workers.

The important findings come as the European Commission cited Ireland’s weak minimum wage protections when it launched a draft directive on adequate minimum wages.

Women are almost twice as likely as men to be on minimum pay. Some 60% of minimum wages earners across the EU are female. Related research shows that minimum wage rates can help reduced the gender pay gap.

Fórsa general secretary Kevin Callinan said the ESRI report confirmed what unions had argued over many years. “Minimum wages do not erode competiveness. That's why the proposed EU directive is important because it would mean that the Irish law would have to provide for effective arrangements to achieve better protections against low pay," he said.

The Irish Congress of Trade Unions has argued that potential negative impacts of minimum wage increases are mitigated by increases in the consumption of low-wage earners. This supports demand in the economy as those on lower incomes tend to spend more of any increased pay.

Last year, ICTU withdrew from the Low Pay Commission, which effectively sets the minimum wage in Ireland, because of its recommendation for a paltry increase this year.

ICTU has also highlighted its willingness to engage with the Government and other stakeholders to address any issues around the EU draft directive to ensure that it is adopted as soon as possible and implemented correctly over the coming years.

Read the ESRI report HERE.

Fórsa has urged the Government to reconsider its decision to seek the downgrading of proposed new EU rules aimed at tackling low incomes through strengthened collective bargaining.

In a submission to a Government consultation on the proposed EU Directive on Adequate Minimum Wages, the union said the European Commission initiative would help tackle low pay, income inequality and the gender pay gap.

The proposed directive would require Ireland and other EU member states to take actions to increase collective bargaining coverage. But enterprise minister Leo Varadkar and eight of his European counterparts have written to the Commission to suggest the proposed directive be demoted to the status of a ‘recommendation.’

Fórsa says this would effectively render it useless because EU recommendations have no legal force, whereas directives must be written into national law.

The draft directive would require Ireland and other EU member states to take actions to increase the number of workers who benefit from collective bargaining to a minimum of 70%. Coverage in Ireland is currently around 40%, compared to an EU average of 65%.

Fórsa general secretary Kevin Callinan said Ireland was a European outlier on low pay, and that this was partly explained by the fact that Ireland has weak collective bargaining rights compared to many EU states.

“Stronger collective bargaining rights mean stronger protections and better wages for working women and men. International research shows that it can also improve productivity, enhance employee innovation, and deliver greater stability for businesses and their staff.

“Withdrawing support for this important directive will underpin Ireland’s outlier status on low pay and collective bargaining, and leave its industrial policy more isolated and more exposed in a post-Brexit context. The Government must reconsider its position,” he said.

The European Commission has also commented on the relatively weak advisory role that Irish union and employer representatives have in setting minimum wages through the Low Pay Commission. It points out that Ireland is one of only three EU countries – along with Estonia and Malta – with a statutory minimum wage below 45% of median wages.

Read the Fórsa submission HERE.

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE. 

The Irish Congress of Trade Unions (ICTU) has offered its full support to the Financial Services Union (FSU), which represents Ulster Bank staff, after the bank’s UK parent announced it was to pull it from the Republic of Ireland market.

The 19^th February announcement, which was widely touted, calls into question the future of thousands of Ulster Bank workers and customers.

The news was confirmed by NatWest after it revealed a review of its Irish bank indicated it would not be able to achieve “an acceptable level of returns” in future.

Ulster Bank has over a million customers and 88 branches in the Republic of Ireland.

Ulster Bank’s chief executive has since apologised to staff for the manner of the closure announcement. But uncertainty around the future of the bank’s 2,800 staff remains, even though NatWest insists it will keep job losses to a minimum.

Media reports indicate two other Irish banks, Permanent TSB and AIB, have moved to acquire some Ulster Bank assets. The Government is the majority stakeholder in both institutions.

FSU general secretary John O’Connell called the bank’s behaviour “unacceptable,” and said that it would be a “disservice” to ignore the behaviour of NatWest towards the staff over the past six months.

“There was a statement from them last Friday to say there would be no compulsory redundancies in Ireland. Today, 40 staff are fighting for their jobs,” he said.

O’Connell outlined his union’s priorities of avoiding compulsory redundancies, stopping branches closures until the end of next year, and giving staff the option of transferring their work. He said that any proposal for a voluntary redundancy scheme must be agreed with the union.

ICTU has called on the Government and Central Bank, which regulates the sector, to take steps to ensure jobs are protected. It also called on them to ensure that ‘TUPE’ regulations, which give limited protection to workers when business is transferred between companies, are applied in this case.

As well as its 2,400 Irish-based employees, several hundred contractors and service providers are also at risk. Unions estimate a total of over 3,200 workers face uncertainty.

It’s never been more important – or easier – to get the protections and benefits of union membership. Join Fórsa HERE or contact us HERE. 

Workers who wish to join Fórsa can to do so using a new ‘join online’ function on the union’s website.

Going live with the new system follows several months of research, preparation and testing aimed at making it easier than ever to join the union. It also goes live as the union continues to process a large number of new membership applications, as interest in joining the union has surged since the onset of the Covid-19 crisis.

Fórsa’s general secretary Kevin Callinan commented: “The current crisis has created the necessity to be able to carry out our business in different ways. Work on this project had commenced before the Covid-19 crisis took hold, and its completion marks a vital step as we tackle the challenges of living in changed times.

“We can see that more people want to join a union in response to what’s happening in the wider economy. It’s vital that they can take those initial steps quickly and easily, and making the membership application process more accessible is part of that process.

“This is a crucial new venture to enable Fórsa to substantially increase our membership - and to strengthen the union’s hand - at a critical time in the union’s development,” he said.

The online facility is a streamlined and simplified membership application process, and will be the quickest and easiest way to join the union. All incoming applications will continue to be subject to check-off and approval by Fórsa branches and the national executive committee, while the new online system is designed to ease the administrative burden on branches.

You can join Fórsa online at https://join.forsa.ie/

Fórsa is here to protect you if you have problems arising from the coronavirus or other workplace issues. The best way to contact the union at this time is HERE.

We will deal with queries as quickly as we can but, needless to say, the union will prioritise cases where members’ jobs and incomes are at immediate risk – as well as any serious health and safety issues that may arise.

Fórsa has cancelled all face-to-face meetings for the time being. The union is redeploying its staff to prioritise engagement with management on proposals arising from the Covid-19 public health crisis, and to provide rapid and efficient responses to members’ queries and concerns.

Fórsa's main phone line (01 817 1500) is now open from 9am to 5pm Monday to Friday. Alternatively members can use the Contact Us page on the Fórsa website to submit queries directly to the relevant division within Fórsa and this remains the most efficient way to access advice directly.

Wherever possible, Fórsa staff have been equipped to work remotely. Therefore, members should not attend Fórsa offices at this time. If you have a query or concern, the best way to raise it is to contact the union HERE.