Dear members,  

As this new year begins, I have been reflecting on how the bonds we share as union members shape our identities as individuals and our strength as a collective. When you join the union, you become part of a branch, a division, perhaps also a professional committee, and most importantly you join a community of 97,000 members who have your back. While we join as individual workers, through our membership we become stronger as a collective. By standing together, we amplify each other’s voices and create the conditions for all of us to be more than the sum of our parts. 

Fórsa may be a young union but our roots reach way back throughout the history of the Irish trade union movement, and our collective achievements over the past twelve months have shown that our union will continue to be a vital force for workers into the future. 

From a high-profile seven-day strike by school secretaries and caretakers, to union recognition agreements with employers that had previously refused to engage, to pay agreements for workers in Pobal, Barnardos, the IAA and for CE scheme supervisors to name but a few, and raising the alarm about the staffing crisis in the health sector, we have delivered real, meaningful results for members. You can read more about last year’s highlights here.  

This year already, our members working in Information and Communication Technology (ICT) roles in local authorities, and clinical measurement physiologists in the Health Service Executive (HSE) have served notice of industrial action in long-running disputes. 

While disputes may be our bread and butter, our focus on our future strength will not waver. A core part of our mission is to build power and grow in strength, density and size. I am proud that we are now within touching distance of hitting 100,000 members, with sustained growth over the past two years, as reported at the start of the year by The Irish Times. 

This year we will undoubtedly face new challenges, many of which may be caused by decisions made far from our shores. A key priority for me this year will be ensuring that public servants are not caught in the headwinds of changing geopolitical circumstances or used as a political football domestically.  

We know that the cost-of-living crisis continues to be felt harshly, and that the roll-back on remote work is a cause of serious concern for members. Indeed, in last year’s survey of members nearly three out of four members (73%) said their standard of living has worsened and a majority told us that protection of remote and flexible work is their most important issue after pay.  

Demonstrating our strength and unity of purpose in the months ahead will be essential as the current Public Service Agreement 2024-2026 expires in June, after two final pay increases, due on 1st February (1% or €500, whichever is greater) and on 1st June (1%).

The survey results informed the development of our ‘A Better Deal’ campaign, which in turn lays out our ambitious agenda for the next pay talks. We’ll be fighting for real pay rises above inflation, resolution of local bargaining claims, a fair work-life balance, targeted investment in public healthcare and housing.   

Using the local bargaining clause of the current agreement we have negotiated tangible results for members in the civil service, who voted to accept proposals which will shorten the journey through pay scales. We will now move to negotiating similar agreements in linked grades and groups in the public sector and press for discussions on all outstanding claims. 

The beginning of the year coincides with AGM season. I encourage all members to look out for information about their upcoming branch AGM and attend. Whether you are a recent member or have been in the union for years, and even if you have never been to a branch meeting, please do go along to the AGM, and consider putting yourself forward to join your branch committee. It could be the first step towards a lifetime of union activism, or simply a way to make new friends. Either way it will shape your future identity as an individual, and as part of our collective endeavour.  

There is much work ahead of us, but as the saying goes, many hands make light work. Together we have already achieved so much, and I know that much more lies ahead. 

Beir Bua, 

Kevin Callinan 
General Secretary 

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A major new study conducted by the progressive think-tank TASC has revealed a growing staff retention crisis in health services, with three-quarters of workers regularly considering leaving their role, and 67% ‘actively’ considering leaving. The research describes a workforce dealing with low morale and working under extreme pressure across Ireland’s health and social care services. 

The mixed-methods study, which was presented to Oireachtas members on Tuesday 13th January, was commissioned by Fórsa’s Health and Welfare Division, which represents more than 32,000 health and social care staff, including clerical and administrative staff, health and social care professionals, and pharmacy staff. You can read the report here. 

The research surveyed 3,775 Fórsa members across the HSE, Tusla, Section 38 and voluntary organisations, in addition to nationwide focus groups. The research identifies chronic understaffing, ‘top-down’ decision-making, and a failure to meaningfully engage frontline workers as eroding health staff morale and undermining the delivery of essential services. 

Fórsa said the findings paint a stark picture of a sector struggling to meet demand while carrying the legacy of long-term underinvestment and recent policy decisions that have capped staffing and abolished vacant posts. 

The study identifies six central pressures driving low morale and threatening service delivery: 

• Severe understaffing and escalating workload pressures: Almost half of respondents reported feeling burnt out “often” or “always.” Workers attributed these pressures largely to inadequate staffing levels and the 2024 ‘Pay and Numbers’ strategy. The report calls for workforce planning based on local needs rather than arbitrary staffing caps. 
• Disconnect between senior management and frontline realities: Participants described a top-heavy system characterised by one-way, top-down communication that leaves workers feeling unheard and undervalued. 
  
  
• ‘Vicious circle’ of low morale and poor retention: The risk of losing staff remains high, reflected in the high number (67%) of those actively considering leaving their role, while the loss of experienced staff increases pressure on those who remain, placing patient care and service stability at risk. 
  
  
• Direct negative impacts on service quality: Understaffing is leading to longer waiting lists, reduced access to local services, and an increased reliance on private providers. Workers reported that these delays undermine preventative care, worsen outcomes, and demoralise staff who feel they are delivering care far below acceptable standards. 
  
  
• Clear risks to the delivery of Sláintecare: Workers strongly believe (78%) that staffing levels are far below what is required to deliver the promised shift to universal, community-based care. More than half said they did not feel supported or confident in delivering the changes demanded. 
  
  
• Urgent lessons for decision-makers: The report calls for evidence-based staffing levels, improved retention strategies, continued progress on pay equity in the voluntary sector, and a stronger worker voice to ensure policy is informed by frontline experience. 

“A wake-up call for Government and senior health leaders”  

Head of Fórsa’s Health & Welfare division, Ashley Connolly, said low morale is eroding teamwork, retention, and patient care as envisioned by the Government’s Sláintecare programme, designed to create a community-centred model of provision: “The lived reality for our health and welfare members is long waiting lists, reduced access to community services, and local networks closing or shrinking.  

“Sláintecare was intended to deliver universal, community-based care, but staff do not believe the system is staffed or supported to achieve that. Their experience must be taken seriously by the Government and the Department of Health,” she said. 

Fórsa national secretary Linda Kelly added: “Morale is central to delivering real and sustainable healthcare reform. If workers don’t have the resources or support to maintain services, any efforts at reform are undermined. 

“We need evidence-based staffing, fair pay, most especially in the voluntary sector, as well as enhanced retention strategies, and a stronger worker voice in policy decisions. Unless these root causes of demoralisation are addressed, the workforce crisis will threaten staff wellbeing and the future of Sláintecare itself,” she said. 

Read the full report here.

Media coverage: 

• Cork Today (C103 fm): Interview with Fórsa national secretary Linda Kelly (via Spotify)
• RTÉ Morning Ireland: News bulletin featuring report on Fórsa morale survey (from 2:20) 
• RTÉ news: 67% of health workers actively considering leaving role – report
• Irish Times: Two-thirds of healthcare workers ‘actively’ considering leaving role, study finds

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In this Op Ed, published in The Irish Examiner in December, Fórsa national secretary Linda Kelly addresses the proposed ‘targeted reforms’ to the Assessment of Need (AoN) process for people with disabilities and argues that these measures will fail unless they are underpinned by a long-promised workforce plan for children’s disability services. While the reforms promise faster assessments and reduced administrative burdens on therapists, Linda argues that process changes alone cannot fix a system crippled by chronic understaffing.

The Government’s latest “targeted reforms” to the Assessment of Need (AoN) process, announced last month by Ministers Norma Foley and Emer Higgins, arrived with familiar fanfare. Promises of faster reports, freed-up therapists, and a system finally beginning to work as it should. But for families facing years-long waits, and for the Children’s Disability Network Teams (CDNTs) trying to hold the service together, these reforms arrive with an uncomfortable question. How many times can we re-engineer a broken system before we admit that the real issue lies elsewhere? 

In March 2025, the Health Service Executive (HSE) said it would finalise a ‘Pay and Numbers Strategy’ specifically for disability services, intended to set out current staffing levels and planned growth. Almost a year later the HSE has yet to produce anything. 

Instead, there is growing concern among Fórsa members working in children’s disability services that current vacancies (close to 450 whole-time-equivalent posts) will be decommissioned. The HSE has form here, having erased Department of Health-funded posts in 2023. If this happens again in 2026, it would be catastrophic for CDNTs that are already under-resourced. 

Undermining reform 

The absence of a workforce plan is not a technical oversight. It actively undermines every reform announced last month. A workforce plan is not an optional extra. It is the basic strategic tool that ensures services have the right clinical staff, in the right roles, at the right time, in the right place. Without a plan, reform is just rhetoric. 

So let me be blunt. Reform of AoN, as announced by the Minister, can only be realised if a workforce plan is agreed for Children’s Disability Services. Any reform attempt is doomed to failure without one. 

Efforts at reform are necessary, and the aspiration to speed up and improve the delivery of AoN reports is widely shared. It would be music to the ears of the multi-disciplinary CDNTs that carry out this crucial work, but only if it were accompanied by meaningful resources. Staff have been here before, witnessing repeated policy reworkings designed to address process while avoiding deeper structural problems. 

I believe the Minister when she says, “We want the AoN process to be faster, so that therapists are freed up to provide therapy rather than writing endless reports.” It’s the sort of progress we all want to see. But good intentions cannot substitute for staffing. In the absence of an agreed workforce plan, these piecemeal reforms amount to little more than rearranging the workload of teams already stretched beyond capacity. 

Resources 

Take the introduction of 11 new “in-reach” teams to provide expert clinical guidance to staff undertaking assessments. This is nowhere near enough additional capacity for the level of demand and is a classic case of robbing Peter to pay Paul. Staff for these teams will be drawn largely from the existing workforce, reducing capacity within CDNTs, primary care, and Child and Adolescent Mental Health Services (CAMHS). 

Data from the 2022 Census shows that slightly more than one in five people in Ireland, or 22% of the population, have a disability. Approximately 130,000 children live with disabilities, just under 11% of the population aged under 18. Access to disability services for these children is closely associated with the AoN process. 

Until it was announced that AoN will no longer be required for children seeking additional educational supports, many families were forced to find money they didn’t have for assessments they couldn’t wait for, paying privately to bypass a waiting list now exceeding 22,000. The change will also mean that educational assessments no longer compete with CDNTs for scarce resources. 

But we should not mistake this for a solution. At best, it is a mild easing of pressure on services already in crisis. The wider challenges facing families seeking disability supports continue to mount, driven not just by population growth but by a persistent failure to measure demand accurately, plan staffing accordingly, and direct resources to where they are needed most. 

CDNT staff see the consequences of this failure every day: exhausted families waiting months or years for help, and clinicians unable to provide the supports they are trained to deliver. 

Cara’s warning 

Teenage campaigner Cara Darmody captured this reality starkly in a recent RTÉ radio interview. “The staffing is going to have to be right for this to work,” she said, “because if it’s not, there’s going to be a big problem.” Cara sat on Kildare Street for 50 hours during Storm Bram because, as she put it, “without enough therapists, we are dead in the water.” 

Cara gets it. Staff get it. Parents get it. Why can’t the Government? This is the nettle the HSE has so far failed to grasp. 

Without a workforce plan, targeted reforms are not a pathway to improvement. They are a holding exercise that creates the appearance of progress while leaving the underlying crisis untouched. Families will continue to wait, clinicians will continue to burn out, and ministers will continue to announce reforms that cannot deliver what they promise. 

If the Government is serious about fixing the Assessment of Need process, it must start with the basics. No more announcements without staffing. No more reform without a workforce plan. Anything less is simply setting the system up to fail again. 

Join a union that wins. Join Fórsa.

A work to rule instruction issued to members last week, following a ballot held in December. 

Clinical Measurement Physiologist (CMP) members employed by the Health Service Executive (HSE) and Section 38 voluntary hospitals voted in favour of industrial action, in a dispute arising from a stalled workforce review, lack of consultation around new community hubs, and outsourcing of CMP services. You can read the full union instruction here. 

Clinical Measurement Physiologists carry out vital diagnostic work in the HSE and in HSE funded agencies, in both community and acute settings. There are five disciplines within the profession: Neurophysiology, Respiratory Physiology, Vascular Physiology, Cardiac Physiology and Gastrointestinal Physiology.   

National secretary Linda Kelly said: “Clinical measurement physiologists play a crucial role in diagnostic healthcare, yet their career progression and working conditions have been put on the back burner for years. The lack of consultation in regard to governance for community hubs and the rise in outsourcing of their work has only exacerbated the challenges and anxiety felt by members.”  

She continued: “As far back as 2010 the McHugh Doran report acknowledged the need for proper career pathways, yet no action has arisen in the 15 years since it was released.” 

The industrial action will begin from members’ normal starting time on Friday 30th January 2026.  

The union instruction requires members to adhere strictly to the terms of their contract of employment and includes detailed guidance on how to implement this instruction, from refraining to take on work appropriate to other professionals and grades, and not checking work phones or emails out of hours.  

Members should also refrain from working overtime, or working up additional hours, decline to work weekends or bank holidays unless they are normally rostered to do so, and members should not provide on call services out of hours. 

The instruction also contains provisions on withdrawal from cooperation with student placements and change management processes, declining to return national information and data returns, and not undertaking tasks related to vacant posts or unfilled maternity leave, amongst other directives. 

Linda advised members to familiarise themselves with the instruction and seek clarification if they have any questions. She said: “For the industrial action to have an impact members must work together and adhere strictly to the instruction. Please read it now and make sure you and your colleagues fully understand how to implement it.” 

The Health & Welfare divisional executive committee (DEC) have put in place a dispute committee to oversee this dispute. They will work with the dispute subcommittee of the Clinical Measurement Physiologist national professional committee.  

Should branches have any queries they should contact their local official in the first instance. You can read the full union instruction here.

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Fórsa has told the Government that Ireland’s 2026 Presidency of the Council of the European Union, which begins in July, must put housing, healthcare and the cost of living at the centre of the EU agenda. 

In a recent submission to a consultation run by the Department of Foreign Affairs and Trade, the union argued that the three interconnected crises of housing, healthcare and cost of living are currently having a significant impact on workers’ living standards, the delivery of public services and social cohesion in Ireland, and right across Europe. You can find Fórsa’s full submission here.

Fórsa’s submission highlights the significant challenges facing Europe’s labour market and makes specific recommendations for Ireland’s Presidency on each of the three priority themes. 

General secretary Kevin Callinan said: “The EU Presidency is a chance for Ireland to put workers’ lived experience at the centre of European decision-making. It is our view that anything less than an ambitious, proactive approach to tackling these interconnected issues would be a significant missed opportunity for the Presidency and for workers across Europe. 

Kevin continued: “We have used this submission to highlight the top three priorities affecting Irish workers, and people across Europe, which we believe should be given particular attention during Ireland’s Presidency.” 

“Ireland’s upcoming EU Presidency should place the lived experiences of workers, particularly younger workers, centre stage. We know these are our members’ core issues because they have told us in numerous surveys. Our research reflects not just personal experiences, but widespread concerns around over-stretched and under-resourced public services. Interventionist policies on housing, healthcare and the cost of living must now be prioritised if the EU is to address the realities of people’s everyday lives.” 

The cost-of-living crisis, rising housing costs, and pressures on essential public services have left many struggling to make ends meet. With 84% of Fórsa members advocating for a real pay rise that goes beyond the rate of inflation as part of the next public sector agreement, their demands and concerns could not be clearer. 

Beyond pay and working conditions, Fórsa members have also outlined targeted investment in healthcare as their top priority, followed by housing, with care for older people notably following close behind. 

Fórsa’s submission outlined that housing is now the single most destabilising issue facing workers. While house prices across the EU have risen sharply since 2010, Ireland has seen far steeper increases, with rents more than doubling and home ownership slipping further out of reach for younger workers. 

Figures from the Central Statistics Office (CSO) in January 2025 showed that 69% of people aged 25 were still living with their parents, and 85.8% were “very concerned” about the housing crisis. 

According to Eurostat, house prices in Europe have increased by 57.9% since 2010. This compares to an 80% increase in the same period in Ireland. The cost of renting is also a significant problem. Rents in Europe have increased by 27.8% since 2010. This compares to an increase of 115% in Ireland. 

To counter this, Fórsa said Ireland must use its Presidency to drive the delivery of affordable public homes across Europe, including the implementation of the European Affordable Housing Plan and expanded cost-rental models.  

On healthcare, Fórsa stressed that without a major shift towards public investment and workforce planning, healthcare systems across the EU risk long-term decline or even collapse. Staff shortages, burnout and a growing reliance on private sector agency providers are challenges present across Europe. Fórsa also warned that current models disproportionately impact women, who make up the majority of care workers and continue to carry the burden of unpaid care. 

The submission called for a strong EU-wide response, including better implementation of the EU Care Strategy, a European healthcare workforce plan, and targeted investment in public provision and long-term care. 

The union also argued that the Presidency must confront the ongoing cost-of-living crisis, noting that most Fórsa members say their standard of living has declined in recent years. Despite inflation stabilising, Fórsa told Government that workers are still falling behind. Nearly three-quarters of members responding to Fórsa’s latest survey said their standard of living has worsened, with younger and lower-paid workers hit hardest.  

Fórsa’s director of campaigns Kevin Donoghue said: “These interconnected crises demand coordinated EU action, not short-term fixes or further privatisation. Fórsa has consistently argued that joined-up thinking is needed.” 

“The submission once again calls for a new social compact which would bring together government, employers, and unions to support Ireland and the EU to better address or resolve present and future challenges, such as healthcare, childcare, education, housing, and climate change. Such a system would also strengthen the EU’s resilience and ability to respond to any future crises.” 

You can find Fórsa’s full submission here.

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Katie Morgan has been appointed to the role of deputy general secretary (DGS), following an internal competition and ratification by the National Executive Committee (NEC) in November 2025. Katie had been head of the Services and Enterprises division of the union since 2022. 

During her time at the helm of Services and Enterprises, the division grew its membership by 33%, achieved over ten new recognition agreements, and negotiated over fifty new collective labour agreements and pay deals.  

Following Matt Staunton’s retirement, Katie began the role on 1st January 2026 and has hit the ground running.  

Speaking about her new role, Katie said: “I’m honoured to follow in Matt’s footsteps and want to pay tribute to his immense contribution to our union.  

“The past year has been really positive for Fórsa. Membership is growing; in 2025, almost 13,000 workers joined Fórsa, and at the start of this new year we are at 97,000 members, within reaching distance of hitting our ambitious goal of 100,000 members. That’s down to the hard work of reps, branches and staff. In this new role, I want to strengthen and expand operations to further support our organising efforts and campaigns.” 

General secretary Kevin Callinan said: “Over the years she has worked in Fórsa, Katie has demonstrated that her tenacity, dedication, and hard work can make real inroads for members. As vice president of Irish Congress of Trade Unions (ICTU), she had a central role in developing the cross-union nationwide Better in a Trade Union campaign. As an activist, organiser and leader, she brings experience and enthusiasm to the DGS role which will be critical to building our union further.” 

 Katie has spent over 15 years working in the trade union movement in Ireland and abroad. She has been Vice President of ICTU since 2023 and was appointed to board of the Health and Safety Authority (HSA) in 2025.  

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The Irish Congress of Trade Unions (ICTU) has condemned the continued blocking of Irish-funded maternity care from entering the Gaza strip and has urged the Irish Government to engage with its Israeli counterparts in ensuring the aid reaches those in need. 

In a letter to Minister Helen McEntee this week, ICTU urged the Irish Government to make representations directly to the Israeli Government, as well as through the United Nations (UN) and European Union, to allow the entry of medical aid into Gaza.  

The mobile maternity units, which were part funded by donations from across the island of Ireland, have been developed to provide women in Gaza with safe and secure maternity care. The units have been denied access due to restrictions imposed by the Israeli authorities on the entry of medical vehicles into Gaza. 

As a result, the units are unable to cross despite being ready for deployment. 

ICTU vice president and Fórsa deputy general secretary, Katie Morgan, said: “The deliberate blocking of Irish-funded maternity units from entering Gaza is a cruel and indefensible act that directly endangers the lives of women and babies. This is not a bureaucratic delay, it is a political decision by the Israeli state to inflict collective punishment on a civilian population.” 

“Silence or half-measures from the international community are not acceptable, and the Irish Government must challenge Israel to end this obstruction and allow lifesaving care into Gaza immediately,” said Katie. 

According to the United Nations, around 130 babies are born each day across Gaza. More than a quarter are delivered by caesarean section. One in five is born too early or underweight, often with complications that would normally require specialised care. 

UNICEF said that in October alone, 8,300 pregnant and breastfeeding women were admitted for treatment for acute malnutrition, contrasting this with the stark reality that there was no ‘discernible malnutrition’ in Gaza before October 2023. 

ICTU said the sole purpose of these maternity units is to provide the most fundamental care to women and infants in Gaza, and it was inexplicable that they would be denied entry at the border. 

President of the Irish Congress of Trade Unions, and general secretary of the Irish Nurses and Midwives Organisation (INMO) Phil Ní Sheaghdha said: “After years of violence, brutality, and genocide, the people of Gaza urgently need access to medical care, and we were heartened by the response of the Irish public in funding specially fitted units for maternity care. The continued refusal to allow them to enter the Gaza strip is a blatant breach of the most fundamental of human rights.” 

The coordination efforts are led by Medics World Wide, working closely with key humanitarian and coordinating bodies, most notably the Egyptian Red Crescent and the Egyptian Committee. 

Join a union that wins. Join Fórsa.

As we roll into the new year, the Skills Academy has a full programme of training and information sessions ready for 2026. These tailored trainings offer Fórsa members, activists and representatives, opportunities to build skills, deepen their understanding of union work, and connect with colleagues all over the island.  

From monthly online Live Lunch & Learn sessions to in-person training courses, all programmes are open for registration until capacity is reached.  Courses do fill up, so don’t delay!  

To help branch officers and workplace representatives navigate the application process, a new infographic guide has also been published with step-by-step instructions on how to apply for courses - make sure to lash this out to your branch and get them up to speed. 

Friday 30 January 2026 

Live Lunch & Learn: The Work of Fórsa’s International Committee (Online) 

This session explores the role and impact of Fórsa’s International Committee and the importance of international solidarity in trade union work. Guest speakers include Richy Carrothers, head of the local government & local services division and head of the municipal employees division, and Michael Smyth, Fórsa’s treasurer, who’ll caution against insularism and make the case for solidarity beyond borders. 
 

To register for Live, Lunch & Learn.

Tuesday 3 February 2026 

Time Management – Nerney’s Court 

Make the clock work for you. A one-day course for NEC, DEC and BEC members focusing on planning, prioritisation, delegation and goal setting to better balance union, work and personal responsibilities. 

Tuesday 10 February 2026 

Public Speaking – Nerney’s Court 

This is ideal for workplace representatives, branch officers and conference delegates who want to put themselves out there and argue their corner. The course builds confidence and practical skills for speaking at meetings, Annual General Meetings (AGMs) and conferences. 

Wednesday 11 February 2026 

Fórsa Induction (Online) 

 
An introductory session explaining how Fórsa operates and how members can engage to improve their workplaces, with morning and evening options available. 

Tuesday 17 February and Tuesday 3 March 2026 

Presentation Skills – Nerney’s Court 

Learn how to make an effective pitch. A two-day intensive course for NEC, DEC and BEC members focused on effective communication and presentation delivery.  Attendance on both days is required. 

Thursday 19 February 2026 

Industrial Conflict Resolution (Level 2) – Nerney’s Court 

A follow-on course for experienced representatives who have completed earlier industrial relations training, focusing on managing and resolving workplace conflict. 

Tuesday 24 – Thursday 26 February 2026 

Level 1 Workplace Representative Training – Sligo Regional Office 

 
A three-day compulsory programme for new workplace representatives or those with less than two years’ experience, covering core representative skills and organising. 

Wednesday 18 March 2026 

Branch Chairs and Secretaries Training – Nerney’s Court 

Training for newly elected branch chairs and secretaries, outlining role responsibilities and building key leadership and organisational skills.  

Tuesday 24 – Thursday 26 March 2026 

Level 1 Workplace Representative Training – Wexford Union Office 

A three-day foundational programme for new workplace representatives in the South-East, focusing on representation, recruitment and workplace organisation. 

To register for any of the above courses contact your branch secretary or training officer.

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The next Fórsa Youth meet up will take place on Thursday 22nd January in Galway, followed by a meeting on Friday 23rd January in Fórsa’s office in Galway. The meeting will focus on Fórsa Youth motions for the biennial conference, plan the year’s schedule of events, and discuss further training for youth reps.  

In December 2025, Fórsa Youth hosted a What the Fórsa?! information night for members, new, and old, and for those who are curious about joining. The night focused on answering questions on membership, campaigns, and how to get more involved. It was also an opportunity for attendees to meet and mingle over some wine and cheese!  

The evening featured an insightful panel consisting of Fiona Dunne, director of membership training & development, Kevin Donoghue, director of campaigns and Bridget Moylan, Fórsa Youth’s own public relations officer. The panel discussed what a union is, how unions help workers, and the importance of attracting more members to strengthen the movement. There was also a focus on campaigns, with Kevin assuring members that they are very welcome to get involved with the union and with Fórsa campaigns. The event was chaired by Fórsa Youth chair Hugh McInerney, who guided the discussions and facilitated questions from the audience. 

Fórsa Youth wants to thank Fórsa HQ for hosting the night, and to the panellists for their excellent contributions. 

Fórsa Youth provides opportunities for members to become more active and engaged with the union’s mission. If you are interested in joining Fórsa Youth at a future event or getting involved in building youth membership in your workplace, please email youthsec@forsa-rep.ie.  

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Be in with a chance of winning a €500 Gift Card for the Choice Hotel Group with Arachas and enjoy a stay in one of their beautiful hotels located in Galway, Ennis, and Dublin. 

This Fórsa member exclusive competition will run until Tuesday 31st March 2026, with the winner being announced soon after. 

To enter members will need to renew or take out a new motor or home insurance policy with Arachas before the deadline. 

Arachas (formerly Glennon) is Ireland’s largest nationwide insurance broker, with a wealth of experience in supporting public sector employees. Their team of over 750 insurance specialists, based across 14 offices in towns and cities nationwide, provides advice on a full range of insurance products and services tailored to public sector employees’ evolving needs. 

The €500 Gift Card is redeemable at The House Hotel, Galway,The Hardiman Hotel, Galway, Hotel Woodstock, Ennis, and the Shoreline Hotel, Dublin. 

If you wish to get a quote and enter the competition, you can find more information on the Arachas page on our website. 

Join a union that wins. Join Fórsa.