A comprehensive new probation policy for the Civil Service is close to being finalised, ahead of its planned introduction in January 2026. The new policy is the result of extensive engagement with the staff panel of unions, which followed a claim brought forward by Fórsa in 2023. 

In the new policy, probation must be confirmed at six months, with a formal confirmation to follow at nine months. This will ensure that probation in the Civil Service complies with the Whelan Judgement from 2023 and the 2022 transposition of the EU Directive on Transparent and Predictable Working into Irish law. Both state that probation in the public service can never last beyond twelve months. 

Deputy general secretary and head of the civil service division Éamonn Donnelly said: “The new policy, if applied correctly, will put forward a fairer system, outlining clear timelines and measures to ensure that everyone has a better chance of passing their probation.” 

“We have made strides in ensuring this system is fair. The clear timelines will mean that when appeals are necessary, they can take place without undue delay. Also, appeals will continue to be conducted by the Civil Service Appeals Board, as had previously applied. There was an attempt by the official side to change this, but we pushed back and are pleased that the current system, where nominees from the union side and the management side participate in the Appeals Board, will continue. Appeals by new hires will continue to be heard by internal appeals officers.”  

“Training for line managers will be critical to ensuring that everything that can be done to help people pass probation is done. We want to embed a culture where people are enabled to fulfil their potential during the probationary period. The new six-month system will be split into three stages of two months. This will make it easier to flag issues in a timely fashion.” 

The Civil Service is unique in that workers can be on probation on multiple occasions throughout their careers, as it is applicable both when initially hired, and then after any subsequent promotion. 

Éamonn continued: “We believe there is a higher incidence of internally promoted staff not passing probation than traditionally was the case. This needs to be addressed. It doesn’t make any sense that after investing hundreds of thousands in a person’s development, they then wouldn’t be supported properly in the transition to a new job.” 

To address this, unions decided to seek an agreed model of analysis for probation outcomes, at a staff panel meeting on Wednesday 8th October. Currently the figures available are only baseline figures that state the number of workers who pass or do not pass probation.  

Éamonn explained why this is important, saying: “We need a full picture so that we can make sure workers are getting a fair chance. After the new policy is launched, we will keep it under constant review to ensure it meets its aims and contributes to building a supportive culture in the Civil Service.”