Dáil Éireann Debate, Wednesday - 22 April 2026
56. Deputy Barry Ward asked the Tánaiste and Minister for Finance the position regarding the flexible working and remote working policies in place for staff that work for any agencies under the remit of his Department; if there is any discrepancy in these policies based on seniority; if this policy is under the control of the agency itself or if it is directed by the Department; and if he will make a statement on the matter. [28937/26]
View answerThe Bodies under the Aegis of my Department have provided the following information in relation to flexible working and remote working policies for staff :
The Central Bank (CBI)
The Central Bank of Ireland’s Hybrid Working Policy applies to all employees and facilitates the majority of roles to work from home for up to 50% of working days each month, if business and role requirements allow. There are a minority of roles (<10%) that are required to work onsite more frequently than 50% on the basis that core aspects of their role can only be delivered onsite. Employees can also choose to work onsite more than 50% of their working days if it is their preference to do so.
The Central Bank’s Flexible Working Policy applies to all employees and provides for the following flexible working options:
Flexi-time:• this provides flexibility in how working hours are achieved in the working day. The practical application of this is subject to agreement with line management and business/ role requirements being met;
Flexi-leave:• this provides for employees up to and including Bank Professional 3 grade/ role level (similar to Higher Executive Officer level) to accrue time in a four-week period (equivalent to a full or half day) that can be taken as leave in the following four-week period. The practical application of this is subject to agreement with line management and business/ role requirements being met. Flexi-leave does not apply for grades at Bank Professional 2 level and above (similar to Assistant Principal Officer level and above);
Part-time working/ Job Sharing: This allows colleagues to request a part-time or job-sharing arrangement. Such requests are facilitated where business and broader team requirements can continue to be met within the arrangement.
The above also captures the Investor Compensation Company Limited (ICCL) response.
Office of the Comptroller and Auditor General (OC&AG)
The Office of the Comptroller and Auditor General has its own hybrid working policy which is aligned with the Department of Public Expenditure, Infrastructure, Public Service Delivery and Digitalisation’s Blended Working Policy Framework for Civil Service Organisations. It allows staff to work from home up to a maximum of 60% of their time applied on an annual basis. There are no discrepancies in the policy based on seniority.
Financial Services and Pensions Ombudsman (FSPO)
The FSPO has a Flexible Working Policy and a Remote Working Policy. The Flexible Working Policy reflects arrangements for flexible working as per Circular 11/2013. This policy applies to all eligible full-time and part-time employees up to and including Higher Executive Officer grade, unless the nature of their work prevents an employee from availing of the scheme. Each employee’s contract terms confirm if the employee’s role is eligible.
In accordance with Government Circular 11/2013, flexible working hours are available to grades up to and including HEO. Those serving at the grades of Assistant Principal and above can avail of flexible working hours, without the accumulation of flexi leave.
Flexible working hours are subject to operational requirements and entirely at the discretion of management.
The Remote Working Policy was drafted in accordance with Circular 14/2022.
Not all roles are suitable for remote working. Some roles, by their nature, are not suitable for remote working. Line managers must determine whether job requirements and the business needs of colleagues and internal and external stakeholders can be met, working remotely.
National Treasury Management Agency (NTMA)
Flexible working and remote working by employees of the NTMA are governed by the NTMA Flexible Working Policy and the Hybrid Working Policy. Under these policies, all employees are eligible to avail of flexible and remote working arrangements. The policies are approved by the NTMA Executive Management Team and the respective Chief Executive Officers of NAMA, the SBCI, and HBFI.
The NTMA assigns staff to Home Building Finance Ireland (HBFI), the National Asset Management Agency (NAMA) and the Strategic Banking Corporation of Ireland (SBCI).
Irish Fiscal Advisory Council (IFAC)
The IFAC supports remote working and operates a coordinated flexible hybrid working solution. The Fiscal Council has a Remote Working Policy in place which is reviewed at least annually by its Audit & Risk Committee and by the Council. There is no discrepancy based on seniority.
Office of the Revenue Commissioners (Revenue)
The Revenue Working Arrangements Policy provides that all grades are eligible to apply for hybrid working, recognising that due to the diverse nature of Revenue roles, some roles are suitable for a hybrid approach, while others require staff to be on-site full time. The policy does not distinguish between seniority of service or grade.
Tax Appeals Commission (TAC)
TAC is committed to embracing opportunities for flexible working arrangements, to build a more dynamic, agile and responsive Civil Service.
In accordance with circular 14/2022, the Commission has the responsibility and the right to actively manage flexible working arrangements in its organisation to ensure that it can meet all its business needs across the full working day. A review of the possibility of re-introducing flexitime was conducted in 2023 and it was decided by the Commission that, due to its small size and with the Blended Working arrangements and a Flexible Working Day already in place, this would not support or enhance the efficient operation of the organisation. The ‘Time and Attendance’ policy is administered and managed by the Commission itself and seniority is immaterial.
Credit Review (CRO)
Credit Review operates a blended working model based on Enterprise Irelands policy, attending the office on 2 designated or core anchor days per week, with 3 days working remotely. It operates standard business hours of 9 to 5. Staff can avail of part-time work, flexitime, and remote/hybrid working depending on business needs and as agreed with line managers.
There are no discrepancies based on seniority. All practices availed of by staff members are based on their roles and the business needs. Policy is controlled by the agency which broadly follows the policy of Enterprise Ireland (provider of business services and office facilities).
None of the remaining Bodies under the Aegis of my Department have employees.
