There's a busy upcoming calendar offering a range of training sessions and events.
As we settle into the new year, the Fórsa Skills Academy has a busy upcoming calendar offering a range of training sessions and events designed to support members and officers in building their skills, fostering collaboration and empowering activists across the union.
The year begins with a Lunch and Learn session on Friday, 31st January, featuring Neurodiversity Ireland. This session will explore insights into neurodiversity and promises to be a valuable learning opportunity. Neurodiversity Ireland is a community-driven movement dedicated to creating inclusive spaces where everyone belongs. Keep an eye on the Fórsa website for the registration link and further details.
February opens up with a seminar for Branch Training Officers on Thursday, 6th February in Nerney’s Court from 11:00 AM to 3:30 PM. This session will focus on strengthening networks, sharing experiences, and supporting the development of training officer roles within branches.
For new members, the monthly Fórsa Induction is scheduled for Wednesday, 12th February, registration available here. It’s your one stop shop introduction to how your union works and is designed to fill new members in on your rights, benefits, and the collective power you have as a member.
Whether you’re new to the union or just looking to get more involved, this session will help you navigate everything from representation to resources, ensuring you’re equipped to make the most of your membership.
Additionally, specialized training courses for Branch, Divisional, and National Executive Officers will also be available in February:
Time Management on Tuesday, 11th February at Nerney’s Court.
Presentation Skills, a two-day course, running on Tuesday, 18th February and Tuesday, 4th March. Please note that this is not a refresher course, so repeat registrations will not be accepted.
These sessions provide a fantastic opportunity for officers and committee members to hone their skills and build capacity within their branches.
Young workers across Africa and Arab countries unite to strengthen union power.
Over 40 young workers from Public Service International (PSI) affiliated unions across the Africa and Arab Countries region came together in December to launch the Young Workers Education and Mentorship Program (YWEMP).
Sponsored by Fórsa, this initiative is a vital part of our ongoing commitment to international solidarity, fostering collaboration and knowledge-sharing among young trade unionists.
The initiative aims to build power within unions by equipping young workers with the skills, knowledge, and leadership abilities necessary to strengthen union structures and advance workers' interests.
Twelve annual sessions are being designed to focus on skills development, political economy, and global issues, all of which are critical for young workers seeking to drive change in their workplaces. A special emphasis will be placed on the leaders of young workers' committees within affiliated unions. The sessions will be facilitated by a range of activists, experienced union leaders, and experts, blending the battle-tested wisdom of veteran organizers with the dynamic energy of young workers.
Founded in 1907, Public Service International is a global union federation that foregrounds the struggle for workers’ rights and access to quality public services for all. The launch event was attended by a diverse group of union leaders and officials from across the region, including General Secretaries, deputy general secretaries, and chairpersons.
Notable participants included Hon. Justina Marigold Assan, the Central Regional Minister of Ghana. The event was also attended by regional leaders from the Cape Coast region, led by Osabarima Kwesi Atta II, Omanhene of Oguaa Traditional Area. The conference was made possible through the sponsorship of Fórsa and the Civil and Local Government Staff Association of Ghana (CLOGSAG).
Fórsa official Michael Kerrigan made the journey to attend in person and represent Fórsa.
Reflecting on the experience, he said: “I’ll carry this trip with me for a long time. We constantly speak about the importance of international solidarity in the Trade Union movement, however, well-meaning words must be followed up with appropriate action. There are many similarities between the issues faced by young workers in African and Arab countries and those in Ireland and the rest of Europe."
When you’re at an event like this, surrounded by people sharing their stories and their struggles, it all starts to click. You realise it’s not just about fighting for better conditions in our workplaces—it’s about harnessing that power to change society itself, to build a world that’s fairer for all of us.”
PSI Vice President, Peters Adeyemi, highlighted the transformative potential of the project. Speaking at the launch event, he described how: “Ultimately, this will be the next generation of trade union leaders in Africa and the Arab countries. This has been a long-awaited dream."
Adeyemi also committed that his union, the Non-Academic Staff Union of Educational and Associated Institutions (NASU), will sponsor the first year of the YWEMP and host the upcoming Young Workers Conference in 2025.
Reflecting on her hopes for the network in a video made after, Dahlia Yasser Fetiha, a representative of the Bibliotheca Alexandrina Solidarity Staff Union in Egypt, said:
"I hope the YWEMP empowers young workers by enhancing their skills and union capabilities, while also helping them understand technological developments and use the right tools to support their work in unions."
Systemic issues such as unequal caring responsibilities result in women earning less over their lifetimes and facing inadequate pensions.
A new report released by the National Women’s Council (NWC) and TASC has raised concerns over the new auto-enrolment pension system. According to the ‘Still Stuck in the Gap’ report, the system due to be rolled out later this year, will likely extend the gender pension gap.
Orla O’Connor, Director of the NWC, has welcomed the new auto-enrolment pensions system, and has said that the report’s intention was to provide “constructive recommendations to build a better more equal system”.
Though strides have been made in the reduction of the gender pay gap when it comes to hourly pay, however, the gender pension gap is much higher. CSO figures from June 2023 show males earn on average 8.2% more than women per hour, while Jennifer Okeke, NWC Chairperson, has placed the gender pension gap figure at 35%. She warned “the pay gap becomes exacerbated in older age” which means “many women have to deal with inadequate pensions.”
The report cites a lack of valuing of care work as one of the bigger contributing factors for the gender pension gap. According to the report the burden of caring responsibilities falls more on women than on men. In section 6, the report states, “Women on average do 21.3 hours per week of care work, more than twice as much as men, who on average do 10.6 hours per week.”
Oisín Gilmore, senior economist at TASC and report author, said “Women have less lifetime income than men, largely due to unequal caring responsibilities.” He explained how unequal caring responsibilities lead to women taking more time off work to raise children, care for relatives, and for maternity leave. This leads to gaps in employment and the taking on of part-time work, which in turn leads to a lower lifetime pay.
According to Oisín, “Men and women contribute the exact same percentage of their income. The difference is men earn a significantly higher income over their lives.” He continued, “Because women work less hours on average than men, auto-enrolment is likely to exacerbate the gender pay gap.”
The report calls for a more equal system and greater value to be placed on care work in general. Oisín explained that changing the approach to care could be promoted through improved policies around caring responsibilities, saying: “Policies can improve employees’ rights so men and women can take on more care responsibilities and remain in employment.”
He gave the example of increased paternity leave as a policy which could create greater equality. Currently the entitlement to paternity leave is set at two weeks and is optional. The entitlement to maternity leave, on the other hand, is 24 weeks with an option for an additional 16 weeks, with two weeks before and four weeks after the due date being mandatory.
In addressing the pensions gap, the report recommends a universal pension system which would “provide an adequate pension for all over the age of 66 regardless of employment history.” Universal pensions would be available to anyone resident in Ireland for a minimum of ten years and would be paid at a value of 1/40 for each year of residency.
Compared to the auto-enrolment system which will improve pensions in the future, the universal system would, according to the report, “address issues of retrospective justice, such as the pension implications of the marriage bar.” The marriage bar having forced women out of the civil service and greatly affecting their lifetime income.
The report also claims the universal pension system is “neutral regarding care and does not punish those who have spent significant periods caring”.
While the report praises the aims and ambition of the auto-enrolment pension system, it sees the auto-enrolment as unlikely to address pre-existing inequalities at best and is more likely to extend the pensions gap for women in Ireland.
From the municipal workers gritting our streets, to the community and voluntary sector staff moving mountains to keep vulnerable people safe from the weather, to school staff keeping heating systems running, Fórsa members never shy away from difficult situations.
Dear colleagues,
I hope that you have had a good start to the new year, and that you were able to benefit from some down time in recent weeks. While many of us will have enjoyed the festive season, this time of year always brings with it specific workplace challenges for those who provide essential public services, in rain, hail, sleet or snow.
This week our members have yet again shown that without them our country would grind to a halt. From the municipal workers gritting our streets, to the community and voluntary sector staff moving mountains to keep vulnerable people safe from the weather, to school staff keeping heating systems running, Fórsa members never shy away from difficult situations. And of course, we can’t forget the meteorologists in our union – who continue to provide essential weather information that has helped keep us all safe during this week's very cold conditions.
Last year the union successfully mobilised to address a broad range of issues, with the negotiation and ratification of a national pay agreement, a successful outcome to the pilots’ strike, and ongoing disputes with the HSE. Our biennial conference in May set the union’s agenda for the two years ahead. We achieved pay improvements in workplaces across all divisions, from St. Christopher’s disability services in Longford, to Drogheda Port, and CE supervisors, to name but a few.
In the autumn we released a manifesto, and called on political parties and candidates in the general election to commit to pay increases that go beyond inflation. We also launched our new LGBTQ+ network. Each month our members stood in support of Palestine at national demonstrations, and we marched under our union banner for the first time ever at Dublin Pride.
Looking to the year ahead we will continue to stand with you and for you every day. Members working in the HSE and section 38 voluntary hospitals have now voted in favour of industrial action regarding the Pay and Numbers strategy – a recruitment embargo by any other name. In Local Government the fight for job evaluation continues, while in Education our school secretaries and caretakers are running a national campaign for pension parity. Work continues in the Civil Service division on overhauling the outdated Conciliation & Arbitration scheme.
In December we lodged the first local bargaining claim since the ratification of the Public Service Agreement 2024-2026. Local bargaining, a new process of national bargaining for collective issues specific to a grade, group or category, is a key feature of the agreement, and one which we intend to make full use of. You can read more about that in this bulletin here.
I am very proud that Fórsa’s membership has grown every year since we came into existence. When our union was formed its name took inspiration from the Irish word meaning a ‘force’ or body of people, which also means ‘leverage’, and as we continue to build our union and our collective power, I see that force grow. That is thanks to you. By standing up for your colleagues, campaigning for better workplaces and a better world, you show that by acting together, we can win together.
Late last year, Fórsa members working for the HSE and Section 38 Voluntary Hospitals voted overwhelmingly in favour of industrial action in response to the HSE’s recruitment embargo. Union leaders are warning that the ongoing strategy is placing services under significant pressure, with patient safety at risk.
The ballot was organised in response to the HSE's suppression of thousands of vacant posts as part of their ‘Pay and Numbers’ strategy which the union has called a ‘recruitment embargo’ by any other name. 93.6% voted in favour of industrial action, with a turnout of 60.8%.
The Health & Welfare Divisional Executive Committee (DEC) will meet next week to discuss the next steps.
Ashley Connolly, the head of Fórsa’s Health & Welfare division, said "At this time of year our members go above and beyond to support patients and colleagues across the health services, when hospitals face a surge in attendance and infections. We are mindful that as ever, especially when there is additional pressures on the health service, patient safety always comes first."
"Nonetheless, our members voted for industrial action because the continuing recruitment embargo, disguised as the HSE's 'Pay and Numbers' strategy, is still placing services and staff under huge pressure. In fact, it is during these times that the cracks begin to grow."
Fórsa national secretary Linda Kelly added: “We know that our members are resolute on this issue. The HSE cannot continue to ignore the very real impact of this ill thought-out strategy. Without the vital services provided by our members working in admin roles and as HSCPs the health system would be paralysed."
In 2024 union members spoke out about the impact the reduction in staff numbers has had on them and their work, with many talking about huge stress and low morale, as well as their fears for patients. In the run up to the ballot on industrial action members showed their collective resolve at protests that took place outside 14 hospitals around the country.
The dispute at St Christopher's disability services in Longford ended before Christmas when over 90% of the 170 Fórsa members approved a revised pay deal. Work-to-rule action, which had started in mid-November, was suspended for the ballot, with results announced on December 18th.
The dispute at St Christopher's disability services in Longford ended just before Christmas as more than 90% of the 170 Fórsa members there backed a revised pay deal in a ballot.
Work-to-rule action by members was suspended to facilitate the ballot, the results of which were made known on 18th December last. Industrial action had been in place since mid-November, following the breach of a 2021 collective agreement on the payment of increments.
Following a series of direct engagements with St Christopher’s management in November and December, the union negotiated a set of proposals designed to bring the dispute to a conclusion.
Under the terms of the newly-ratified deal a series of steps will be taken in 2025 to harmonise the pay scales.
From 1st January, all staff currently on the 2021 pay scale will move to the 2022 pay scale, and from 1st July 2025, all staff in St Christopher's will move to the October 2023 pay scale. In addition, St Christopher’s will move all qualifying staff (those who are not currently on the top of their scale) up one point on the scale, effective from 1st January.
Management has also committed to moving all qualifying staff up a further one point on the pay scale in 2025, subject to achieving €150k in cost savings, which will be ringfenced and used to finance this pay measure.
Fórsa official Tony Martin said the measures satisfied the union’s requirements to end the dispute, and the resolve and efforts of the members at St Christopher’s had helped to grow the union’s membership: “It’s been a long and very challenging road that Fórsa members have taken to reach this point.
Shaped by direct input from members through a detailed survey, the claim reflects your priorities and sets the stage for winning major changes in the workplace for clerical officers, grade 3 roles, and related grades.
On Thursday 19th December 2024, Fórsa lodged the first local bargaining claim on behalf of members who are working as clerical officers, in grade 3 roles and related grades. Local bargaining is a key feature of the Public Service Agreement 2024-2026. It is a new process of national bargaining for collective issues specific to a grade, group or category.
Before lodging the claim Fórsa consulted members through a survey which asked what changes they would most like to see made as part of local bargaining. The claim was then developed using members’ responses as its basis.
The claim is as follows:
Removal of Point 6 of the Clerical Officer scales (on completion of 1 year at point 5, the next point of progression is point 7).
Removal of Point 11 of the Clerical Officer scales (on completion of 1 year at point 10, the next point of progression is point 12.
Removal of the 3 years waiting criteria for access to Long Service Increments on the Clerical Officer scales.
An increase of 3.5% to the absolute maximum points of the Clerical Officer Scales.
The claim is on behalf of a diverse range of members across the union: in the civil service division clerical officers and temporary clerical officer are concerned, while in the Education division members encompassed within this claim work in the Education and Training Boards and the Higher Education sector, as clerical officers, Grade III roles, and library assistant posts.
In the Health & Welfare division members concerned work as Admin Assistants, Clerical Officers, in Grade III roles and as Telephonists. In the Local Government and Local Services division, the members concerned work as Clerical Officers, in Grade III roles, and Library Assistants. In the Services & Enterprises Division members concerned work as Admin Assistants, Clerical Officers, in Grade II roles, in Grade III roles, as Library Assistants, Science & Arts Attendants & Visitor Security Officers.
Éamonn Donnelly, head of the civil service division and deputy general secretary said: “Now that the claim has been formally lodged, we await a response. We believe this claim is reasonable and constructive, however if the official response does not share that view, we will need members’ full support to make sure we can pursue the claim vigorously.”
“We will now move to reconvene the Equivalent Grades Committee and plan consultation with grades 4 to 7 and executive officers, administrative officers, and higher executive officers, with a view to lodging a claim on their behalf very soon.”
Éamonn concluded: “Local bargaining is a key feature of the Public Service Agreement 2024-2026. By lodging these claims we are signalling our intention to make full use of Clause 4.2.1 of the agreement.
Fórsa has urged Tánaiste Micheál Martin to intervene at the EU level to secure the release of Dr. Hussam Abu Safiya, a leading Palestinian doctor detained by Israeli Defence Forces since 27th December. Amnesty International reports Dr. Abu Safiya is among hundreds of Gaza healthcare workers held without charge or trial.
Fórsa has written to the Tánaiste and Minister for Foreign Affairs, Micheál Martin, seeking an intervention at EU level to secure the release of leading Palestinian doctor Dr Hussam Abu Safiya.
Dr Abu Safiya has been detained by Israeli Defence Forces since Friday 27th December. Amnesty International has said Dr Abu Safiya is one of hundreds of Palestinian healthcare workers from Gaza who have been detained by the IDF without charge or trial.
The IDF confirmed it has detained Dr Abu Safiya, following its forced clearance of Kamal Adwan hospital last Friday. Beit Lahia, where the hospital is located, has been under an IDF blockade since last October.
In correspondence to the Tánaiste issued on Wednesday (8th January), Fórsa’s general secretary Kevin Callinan said Fórsa is seeking the intervention of the Department of Foreign Affairs on the matter.
“As one of the main trade unions representing health workers in Ireland, members have continued to actively express their solidarity through demonstrations and participation in groups including Irish Healthcare Workers for Palestine, and through motions passed at the union’s national conference last year,” he said.
Kevin acknowledged that the closure of Israel’s embassy in Dublin limits any opportunity to petition the Israeli government directly, and therefore urged the Tánaiste to seek an intervention at EU level, which could help to advance the release of Dr Abu Safiya and other detained health workers.
He further acknowledged the Tánaiste’s continuing efforts to highlight the injustices of Israel’s actions in Gaza: “Fórsa shares your concerns and supports your call for an end to the devastating violence and the appalling humanitarian situation, both in Gaza and the West Bank,” he said.
Under Appendix A of Fórsa Rules, the NEC recently approved the increase of 7.25% to Fórsa’s membership subscription ceiling. Subscription rates remain unchanged. The union’s general subscription rate for 2025 is 0.8% of basic salary.
Following the negotiation and ratification of the Public Service Agreement 2024-2026 in spring 2024, Fórsa members have received pay increases across the board. As membership subscriptions are a percentage of a member’s salary, the maximum rate of subscription will also now increase.
A maximum level for membership subs is set by the union’s National Executive Committee (NEC). This is called the subscription ‘ceiling’. This only effects members with annual salaries exceeding €57,125.89.
Under Appendix A of Fórsa Rules, the NEC recently approved the increase of 7.25% to Fórsa’s membership subscription ceiling which will increase to €457.01 from the 1st January 2025.
Subscription rates remain unchanged. The union’s general subscription rate for 2025 is 0.8% of basic salary up to a maximum of €457.01 (€38.08 per month) reflecting a maximum salary of €57,125.89. This downloadable excel spreadsheet illustrates how the subscription rate applies in a range of different salary bands.
The union’s two other subscription rates are unaffected by the change. These are the legacy rate paid by those who were members of the former PSEU of 0.62% on 31st December 2017 and the 1% rate for new and existing CO related grades in the Civil Service who have access to the former CPSU Benefit Scheme which was carried over into Fórsa.
Benefits
On top of negotiated pay increases and protection when things go wrong at work, union members can benefit from an improved range of membership entitlements.
These include €5,000* in personal accident cover or €5,000 critical illness cover or death benefit, which also is also available to spouses/partners of Fórsa members.
Alternatively, €5,000 in illness benefit is available to members who are out of work for more than 12 months and are permanently unable to return to their position. Fórsa also covers evacuation or repatriation expenses up to the value of €250,000 for members who become seriously ill or injured, or who die, while abroad.
That’s on top of a range of financial benefits, negotiated with external providers, which can mean big savings on financial products like car, home and travel insurance, pension benefits, salary protection and life cover, cover, and financial including mortgage advice.
Fórsa members can also avail of free counselling, legal advice and support helplines, 24 hours a day, 7 days a week, 365 days a year. They can also opt into a group scheme, which gives them access to huge savings on a wide range of everyday items and services including restaurants, retailers, hairdressers and coffee shops.
The conference looked at how to reshape the future of occupational health to make it more inclusive and effective for everyone.
Fórsa presented the trade union Stop the Stigma campaign at a recent conference in Brussels, hosted by the European Trade Union Institute (ETUI). The conference aimed to begin a discussion about how to reshape the future of occupational health to make it more inclusive and effective for everyone.
The ETUI is the independent research and training centre of the European Trade Union Confederation (ETUC).
The two-day conference brought together trade unions, policymakers, researchers, and advocates to explore how to embed gender into occupational health and safety policy and practice, to discuss how gender influences workplace risks, and how a 'one-size-fits-all' approach can overlook critical gender-specific risks and needs.
Mehak Dugal, Fórsa communications and campaigns officer presented the Irish trade union coalition campaign Stop the Stigma, which calls on employers to provide a supportive, stigma-free environment for workers dealing with periods and menopause.
Speaking to the conference Mehak said: “Integrating gender into occupational health and safety is not just the right thing to do, but the smart thing to do for all workers, regardless of gender.”
“If we truly want a healthy workforce, we need to start addressing the barriers that are silently affecting so many workers—especially women. Menstruation and menopause are natural biological processes, but they’re often treated as a stigma or a taboo in the workplaces. And the result is that people who menstruate or go through menopause can be forced to choose between their health and their career, leading to sickness absence, presenteeism, and workplace inequality.”
The presentation was well received and several researchers and policy officers from trade unions across the EU indicated that they would seek to focus on these issues in the months ahead. In closing remarks to the conference, the ETUI’s Director of Research Bart Vanhercke noted that they are keen to further their research on menstrual and menopausal workplace policies.
Mehak told the conference that nine of Ireland’s biggest unions are now also advocating for these policies in the workplaces they represent, and that the campaign is also active lobbying for legislative change, seeking amendments to the Safety, Health, and Welfare at Work Act and the Employment Equality Act.
She said : “In Ireland the Safety, Health and Welfare at Work Act already places a duty of care on employers to ensure the health and safety of their employees. And we’re very clear that menstrual and menopausal health should fall under this duty. We need to see a change in how workplaces are designed to accommodate these biological processes to support the well-being of all workers. Menopause and menstruation impact a significant portion of the workforce. But in reality, these issues are often sidelined in traditional OHS frameworks.”
She said: “We have been and will continue to call on employers to integrate menstrual and menopause policies into their workplaces to ensure our workplaces are safe, supportive, and inclusive for all employees, regardless of their gender or biological processes.”
“The workplace of tomorrow needs to reflect the needs of today’s diverse workforce, and we at Fórsa are very vocal that by implementing these policies and also explicitly embedding these protections in the existing legislation, Ireland will take a crucial step forward in creating healthier, more inclusive workplaces. Our efforts are about creating workplaces where women can thrive, not just survive.”
The conference also discussed LGBTQIA+ working life conditions, Recognizing breast cancer as an occupational disease, gender-based violence and harassment at work. You can watch the conference here: Integrating gender into occupational health and safety | etui
Learn more about the Stop the Stigma campaign here.
