Dáil Éireann Debate, Thursday - 25 September 2025
309. Deputy Donna McGettigan asked the Minister for Social Protection his views on the issue of a person (details supplied) regarding their employment support being cancelled when they changed job; to ensure her supports are maintained seamlessly; to ensure other persons are not affected by this anomaly; and if he will make a statement on the matter. [51053/25]
View answerThe individual concerned was receiving support under the Employment Support Scheme (ESS) by way of a payment to the employer. The ESS offered financial support to employers to cover a disabled employee’s productivity shortfall. The employer paid 100% of the gross wage, then claimed between 20%-50% back, depending on the employee’s productivity shortfall. It was never intended to pay for personal assistance.
Any employee in an ESS employment in 2005 when the scheme closed to new applicants was allowed to remain on the scheme, but only in that specific employment. There are currently 23 employees left on the ESS. If the ESS employment terminates, the employee cannot transfer their ESS to a new employment. They are welcome to apply for the Wage Subsidy Scheme.
The Wage Subsidy Scheme (WSS) came into operation as a pilot scheme in September 2005. It replaced the Pilot Programme for the Employment of People with Disabilities (PEP) and the Employment Support Scheme (ESS), both of which were closed to new applicants at that time. Clients on PEP were absorbed into WSS, while ESS continued for those already on ESS. Following a review of its pilot phase, the Wage Subsidy Scheme was placed on a permanent non-statutory footing in October 2008. Employers are currently paid a base rate of €6.30 per hour, with a higher payment for employers with larger numbers of disabled staff under the scheme.
The Wage Subsidy Scheme recently underwent a review to make the scheme more accessible and flexible for disabled people and their employers. This was done after an extensive public consultation with over 1,000 responses. As a result, the minimum hours were reduced from 21 to 15, and the scheme is now open to the community and voluntary sector as well as to certain people in receipt of Partial Capacity Benefit. One recommendation that has been implemented was to remove terms such as ‘productivity deficit’ from the scheme, language that is still used in the ESS.
To embrace a rights-based approach to disability and better account for the dynamic nature of disability, the scheme has shifted away from solely focusing on the employee’s capacity. Instead, it now includes language around work adjustments that allow the employee to reach their full potential. The scheme is now better aligned with the social model of disability and the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD).
In July 2024, my Department launched a new scheme called Work and Access. This scheme offers seven supports to help reduce or remove barriers in the workplace for disabled people. Funding is available for in-work support, work equipment, workplace adaptations and training. Supports are available for those on the Wage Subsidy Scheme. In-work support may be of interest to the individual concerned.
The individual concerned has been advised that they and their new employer are welcome to apply for the Wage Subsidy Scheme. In addition, they are welcome to apply for supports under the Work and Access Scheme.
I trust this clarifies the position for you.
