Dáil Éireann Debate, Wednesday - 15 April 2026
218. Deputy William Aird asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation the actions being taken to strengthen workforce capacity and recruitment across the public service, particularly in critical areas such as healthcare, planning, and education services; and if he will make a statement on the matter. [27529/26]
View answerIn a labour market with low unemployment and skills shortages in a number of sectors, public service staffing has continued to grow, increasing by almost one-third between 2015 and December 2025, from 301,589 to 417,464 full-time equivalents. Numbers increased by 2.6 per cent in 2025 alone.
Further growth is planned in 2026, with public service employment forecast to exceed 438,700 staff, including local authorities and the Oireachtas. Budget 2026 provides for additional capacity in priority services, including over 3,300 health staff.
Under the Public Service Management (Recruitment and Appointments) Act 2004, my responsibilities relate to Civil Service staffing, with wider public service workforce matters resting with sectoral Ministers. Within the Civil Service, extensive measures are underway to strengthen recruitment and retention, including large-scale open competitions, improved recruitment processes, expanded eligibility to Stamp 4 and 5 permission holders, targeted recruitment for specialist roles, and well-embedded flexible working arrangements.
New initiatives have been introduced in recent years, encompassing enhanced graduate programmes, apprenticeships, internships, traineeships and Returnships; earlier engagement through schools; outreach to under-represented groups; clearer career pathways, and a continued emphasis on wellbeing and inclusive workplaces.
The public service as a whole remains an attractive employer, offering competitive pay, secure employment, pension provision and flexible working arrangements. Pay is governed by collective agreements, with the current Public Service Agreement 2024–2026 providing for cumulative pay increases of 9.25 per cent. The Agreement also supports reform, digital capability, workforce flexibility and skills mobility, and expires at the end of June 2026, with discussions on a successor to take place in line with the Programme for Government.
Under Pillar 2 of the Better Public Services 2030 Transformation Strategy, the Department aims to ensure the Public Service has the skills, capacity and flexibility required to meet current and emerging demands. Improving access to apprenticeships is a key priority under these reforms, supporting the development of new skills pipelines while also strengthening the Public Service’s position as an employer of choice. In parallel, there is a strong focus on building capacity within the existing workforce through learning and development supports. The Institute of Public Administration (IPA), as the Centre of Excellence for learning and development across the Public Service, works in collaboration with this department to align accredited and skills-based training with Government priorities, digital transformation and future skills requirements. These combined initiatives support the upskilling and reskilling of staff, enhance organisational capability and ensure the Public Service remains agile and responsive to evolving service delivery and technological needs.
