Written Answers Nos. 405-424
408. Deputy John Paul O'Shea asked the Minister for Enterprise, Tourism and Employment the number of enterprise grant approvals and disbursements to small and medium enterprises in County Cork in each of the years 2024, 2025 and to date in 2026; the main sectors benefiting from such supports; the measures being taken to further support rural enterprise development in Cork; and if he will make a statement on the matter. [45866/26]
Amharc ar fhreagra409. Deputy John Paul O'Shea asked the Minister for Enterprise, Tourism and Employment the supports available through Enterprise Ireland and other State agencies for job creation in rural towns in Cork, the number of jobs created or supported in the region in each of the past three years; and if he will make a statement on the matter. [45867/26]
Amharc ar fhreagraI propose to take Questions Nos. 408 and 409 together.
My Department remains focused on supporting regionally balanced economic growth and business supports provided through the enterprise agencies are critical to achieving this objective.
Enterprise Ireland’s Strategy 2025–2029, “Delivering for Ireland, Leading Globally,” sets out an ambitious roadmap to strengthen Ireland’s indigenous enterprise base, with a strong focus on regional development, including in County Cork. The strategy aims to accelerate sustainable Irish business growth by positioning exporting companies as a primary driver of the economy, supported by innovation, digitalisation and sustainability.
Enterprise Ireland continues to provide significant supports to small and medium enterprises in County Cork, with total grant disbursements of €16.4 million in 2024 and €18.5 million in 2025, across both enterprise development and infrastructure supports. These supports were provided across key sectors including technology and digital; life sciences and biomanufacturing; agri-tech and sustainable food; energy and offshore renewables; creative industries and design; and neurotechnology, reflecting both national priorities and regional strengths.
Enterprise Ireland-supported companies in County Cork employed 25,596 people in 2025, up from 25,111 in 2024, representing a net increase of 485 jobs over the year. This included 1,352 new jobs created, demonstrating continued growth. These jobs are spread across the county and supported by a strong regional ecosystem, including UCC, MTU, Teagasc, and other research and training bodies.
The three Local Enterprise Offices (LEOs) in County Cork play an important role as part of a supportive ecosystem providing advice and support to small businesses within the county through a wide variety of direct and indirect supports. The Cork LEOs disbursed €2.2m to SMEs in 2024, and a further €3.7m in 2025. Over the past three years the LEOs in County Cork have provided direct grant assistance to an average of 623 small businesses annually, supporting an average of 3,181 jobs and have seen consistent jobs growth among client businesses, showing a net jobs increase of 199 jobs over this three-year period.
The South-West Region, which includes the counties Cork and Kerry, is also home to 235 IDA client companies, employing 51,968 people. The region has a significant ecosystem of well established companies across Technology, Life Sciences, International Financial Services, Engineering and Industrial Technologies. Employment in IDA client companies in the South West has grown by 17% over the past five years, reflecting consistent and sustainable FDI performance.
The South-West Regional Enterprise Plan (REP) is the government’s strategy for economic and business development in the South-West of Ireland (Cork and Kerry). A mid-term progress review of the plan’s implementation indicates that there has been particularly strong progress in Cork, with clear strategic importance emerging around Cork Harbour and offshore renewables.
In relation to rural enterprise development, a number of targeted measures are being delivered. These include significant investment in regional enterprise infrastructure, such as the €2.7 million Campas Íosagáin enterprise hub in Ballyvourney, as well as funding through the Regional Enterprise Development Fund and the Smart Regions Enterprise Innovation Scheme, which are supporting early-stage and cluster-based projects across Cork.
In addition, start-up and entrepreneurship supports remain a key focus. Programmes such as New Frontiers, delivered through Munster Technological University, are supporting early-stage businesses with mentoring, funding, and workspace, while strong collaboration continues with Local Enterprise Offices to support microenterprises and businesses in rural towns.
The Government remains firmly committed to supporting enterprise growth and job creation across Cork. This includes a strong emphasis on rural enterprise development, regional balance, and building resilient, innovative businesses that can compete globally, ensuring that communities across Cork continue to benefit from sustainable economic growth.
410. Deputy Malcolm Byrne asked the Minister for Enterprise, Tourism and Employment to provide an update on plans for a referendum on Ireland’s membership of the Unified Patent Court System. [45872/26]
Amharc ar fhreagraThe Agreement on a Unified Patent Court (UPCA), which establishes the Unified Patent Court (UPC), is an international agreement signed by Ireland and 23 other European Union member states during Ireland’s Presidency of the Council of the EU in 2013. At present, 18 EU member states are ratified members of the UPC system.
Ireland sees many benefits in joining the Unitary Patent system including increased competitiveness, cost benefits to Irish innovators and support for native research & development and SMEs in a rapidly evolving global economy. Furthermore, should Ireland ratify the Agreement, Government has committed to establishing a local division of the Unified Patent Court in Ireland, facilitating the enforcement of unitary patent rights in this country.
The Government is committed to participating in the UPC system, subject to a successful referendum. A referendum is required to ratify the UPCA, as this would involve transferring certain aspects of judicial authority from the Irish courts to an international court. A referendum was initially scheduled to be held on 7th June 2024 alongside the Local and European Elections; however, this was postponed to facilitate greater public discourse on the matter. The timing of any future referendum remains a matter for Government.
411. Deputy Erin McGreehan asked the Minister for Enterprise, Tourism and Employment if his attention has been drawn to the serious cost pressures and business viability challenges facing rural pubs; the measures he will consider to support rural pubs; and if he will make a statement on the matter. [45957/26]
Amharc ar fhreagraThe Government recognises that the cost of doing business has been a significant issue for businesses, including rural pubs, in recent years, driven by wider inflationary pressures. The Government continues to actively monitor cost developments across all sectors of the economy including rural pubs and other SMEs in the hospitality sector.
I am pleased to inform the Deputy that the Small Business Unit was established in my department last year, fulfilling a Programme for Government commitment. The Unit has been tasked with ensuring that the needs and issues of small businesses have a dedicated focus and are recognised and acknowledged across Government. There are a number of tools this unit and my department will use to enable its work.
First, through the rigorous implementation of the SME Test. The SME Test tasks policy makers to consider the impact that any new policy, legislation, or regulation, may have on SMEs, and to mitigate against those impacts where appropriate. Secondly, access to grants and support programmes have been simplified through the launch of the National Enterprise Hub (NEH). The NEH is hosted and operated by Enterprise Ireland (EI) and has over 250 different supports for businesses from 32 Departments and agencies. Since launching in 2024, the NEH has handled over 14,000 enquiries. Monthly volumes have grown steadily, with 804 queries received in April alone, representing a 30% increase on the same period last year. The average response time has consistently remained under 24 hours. The Hub’s website has also attracted significant interest, with over 100,000 visits to date.
Third, the Small Business Unit has responsibility for the Local Enterprise Offices (LEOs). We are ensuring the LEOs are properly resourced to help small businesses. A review of the full suite of LEO supports is currently underway while my Department and EI have completed a review of applications for all LEO grant schemes to reduce the number of questions and simplify requirements.
In June 2025, the Cost of Business Advisory Forum was established. The Advisory Forum brings together key representative bodies across various sectors including retailers, hospitality and SMEs alongside senior officials across Government departments, regulators, and State agencies. The Forum has met regularly over the last year with each meeting devoted to a distinct thematic area of concern to businesses such as energy and security of supply, insurance costs, planning and infrastructure regulations, water and wastewater services costs, legal costs, reporting and compliance regulations as well as banking, payments, and financial services.
Representatives across different sectors reiterated the real-world impacts of sustained and increasing cost pressures and regulatory demands on day-to-day operations, investment capacity, and competitiveness, particularly for smaller enterprises. At the final meeting in April, Forum members discussed the final report and its recommendations. Once again, members stressed the importance of presenting a report that will articulate both immediate practical actions and longer-term policy considerations, which are measurable and impactful in reducing operational costs and regulatory burden on businesses in Ireland.
I attended the last meeting of the Advisory Forum alongside Minister Dillon and Minister Smyth, and noted the significant work completed by the Forum and reaffirmed the commitment to bring this report to Government. The final report, informed by extensive stakeholder input and cross government collaboration is expected to be presented to Government in before the summer recess and it will play a key role in shaping future approaches to supporting a competitive, resilient, and sustainable enterprise environment.
The Government is also conscious of the pressures this energy market volatility is placing on businesses, particularly SMEs. Over March and April, the Government introduced a substantial package of fuel supports, including measures such as reductions in fuel duties and targeted supports for sectors like transport, agriculture and fisheries, aimed at easing cost pressures and mitigating the impact of rising fuel prices on the wider economy. This demonstrates a responsive and targeted policy approach to addressing acute cost pressures while supporting broader economic stability. We also recognise the importance of reducing Ireland's exposure to such shocks. This underlines the need to accelerate the transition towards greater energy independence. Significant investment is being made in renewable energy, electricity grid infrastructure, and energy efficiency, with reducing reliance on fossil fuels central to improving resilience against current and future energy price shocks.
The Sustainable Energy Authority of Ireland (SEAI) administers a suite of supports aimed at reducing energy demand and costs. Through the “Easy Wins” campaign, businesses are being encouraged to adopt practical, low-cost measures with rapid payback, including energy management training and energy audits. Financial supports are available through Rapid Approval Grants, such as the Business Energy Upgrade Scheme and the Non-Domestic Microgeneration Grant, as well as Tailored Support Grants including the Support Scheme for Renewable Heat, the Community Energy Grant, and supports for excellence in energy-efficient design.
In addition, the Growth and Sustainability Loan Scheme provides long-term, low-cost financing to SMEs and small mid-caps, including those in agriculture and related sectors, with loans ranging from €25,000 to €3 million over terms of up to 10 years, including unsecured lending of up to €500,000. The Government has also allocated €300 million in Environmental Aid to support decarbonisation among large industrial firms supported by Enterprise Ireland and IDA Ireland. As of January 2026, 41 projects with a combined value of €154 million have been approved across sectors such as manufacturing, food and beverage, and pharmaceuticals, supporting reductions in energy use and enhancing competitiveness.
More broadly, the Government is addressing business costs through the Action Plan on Competitiveness and Productivity, published in September 2025, which sets out 85 actions across six themes to strengthen national competitiveness.
I would like to assure that the Government and my Department have been and are still committed to backing businesses and will ensure the actions aimed at supporting small businesses in the Programme for Government are implemented in an effective and timely manner.
412. Deputy Naoise Ó Muirí asked the Minister for Education and Youth the reason a funding allocation does not allow for underspends (details supplied); and if she will make a statement on the matter. [45563/26]
Amharc ar fhreagraUnder the UBU Your Place Your Space scheme, funded organisations (FOs) are provided with an annual funding allocation following the completion of the annual renewal of funding process, in order to respond to identified service requirements.
Where, for a variety of reasons, a funded organisation is not in a position to fully utilise its annual allocation, for example due to staffing or recruitment challenges, the funding does not lapse at organisational level. Instead, it remains available to the relevant Education and Training Board (ETB), which may submit proposals to the department to reallocate this funding towards additional programmes or initiatives designed to best meet the needs of young people within its functional area. Where no reallocation is proposed by the ETB, the unspent funding must be surrendered to the Exchequer at year-end, consistent with the annual nature of the Government’s Estimates process.
• All Exchequer-funded grants must be managed on an annual basis, with payments issued against vouched expenditure within the same year, and any unspent balances surrendered to the Exchequer at year-end.
• Grant funding cannot be pre-committed beyond a single annual Estimates cycle, meaning multi-year financial commitments are not permitted by default.
• These requirements ensure transparency, value for money, and compliance with the public spending code, but they also prevent departments from entering multi-annual funding agreements with youth organisations under the current framework.
However, to support funded organisations to have greater certainty of funding on a multi-annual basis, the UBU Your Place Your Space scheme, which is the largest youth funding scheme funded by the department with €54 million in funding for 2026, approval in principle is provided for funding for each three-year cycle of the scheme. A renewal of funding application is required on an annual basis to comply with the Governmental budgetary process to affirm the annual allocation provided to each funded organisation.
413. Deputy Eoin Ó Broin asked the Minister for Education and Youth the options available to a parent (details supplied) trying to obtain an appropriate special school placement for their child without success; to confirm that the NCSE is aware of the individual and linked in with the family; the assistance that can be provided to the parent; and if she will make a statement on the matter. [44896/26]
Amharc ar fhreagraThis government is fully committed to supporting students with special educational needs to fulfil their full potential and the Programme for Government makes a number of commitments to deliver on this objective.
The National Council for Special Education (NCSE) is, in the first instance, the primary body responsible for the matter the Deputy has raised. I will arrange for your query to be forwarded to the NCSE for their attention and direct reply.
Deputies are also welcome to raise such queries with the NCSE directly through their dedicated Oireachtas email address.
My department and the NCSE are committed to delivering an education system that is of the highest quality and where every child and young person feels valued and is actively supported and nurtured to achieve their full potential.
414. Deputy Louis O'Hara asked the Minister for Education and Youth further to Parliamentary Question No. 87 of 27 May 2026, if her Department has assessed the number of teachers who are employed on substitute or temporary contracts despite teaching recurring hours that continue to exist within schools; the number of the 264 teachers that are employed on contracts covering genuine temporary absences; the number employed on allocation-based hours, including EAL and SEN hours; and if she will make a statement on the matter. [44920/26]
Amharc ar fhreagraThe detail requested by the Deputy is not available to the Department. The deployment of teaching resources is the responsibility of the school or ETB, and while the Department is aware of the teachers that have been hired by the school and on what contract for payroll purposes, the Department cannot see how those staff are deployed in the school.
As previously advised, it is a matter for each school/ETB as the employer to ensure that they are in compliance with the relevant employment legislation.
As set out in Department Circulars 20/2026 and 21/2026, a teacher may qualify for the award of a CID on completion of one year of continuous service where the has satisfied the relevant criteria set out in the circular and the school has a viable post available.
The rules setting out the eligibility for a CID apply to all Oireacthas funded schools/ETB and schools must follow the rules for the award of a CID. Where a teacher is not awarded a CID and they believe that they were entitled to a CID, a teacher may submit an appeal in relation to the decision of the school not to award a CID to the teacher.
415. Deputy Louis O'Hara asked the Minister for Education and Youth further to Parliamentary Question No. 87 of 27 May 2026, if her Department has examined the extent to which teachers remain on successive substitute or fixed-term contracts while the hours they teach are subsequently allocated to teachers who already hold contracts of indefinite duration or permanent contracts; and if she will make a statement on the matter. [44921/26]
Amharc ar fhreagraThe employment of teachers is a matter for the school/ETB, as the employer, in line with the procedures agreed from time to time between the Minister, the patron, recognised school management organisations and any recognised trade union and staff association representing teachers or other staff as appropriate.
The school/ETB, as the employer, must ensure that they comply with all relevant employment legislation and the provisions of the relevant circulars issued by my Department.
As set out in Department Circulars 20/2026 and 21/2026, a teacher may qualify for the award of a CID on completion of one year of continuous service where the teacher has satisfied the relevant criteria set out in the circular and the school has a viable post available.
The rules setting out the eligibility for a CID apply to all Oireacthas funded schools/ETB and schools must follow the rules for the award of a CID. Where a teacher is not awarded a CID and they believe that they were entitled to a CID, a teacher may submit an appeal in relation to the decision of the school not to award a CID to the teacher.
416. Deputy Louis O'Hara asked the Minister for Education and Youth further to Parliamentary Question No. 88 of 27 May 2026, if her Department has assessed whether CID and redeployment panel rules are limiting access to permanency for long-serving teachers; if so, the findings of that assessment; and if she will make a statement on the matter. [44922/26]
Amharc ar fhreagraAs previously outlined, an Expert Group was established to consider and report on the level of fixed-term and part-time employment in teaching which gave rise to the provisions outlined in Department Circulars 23/15 and 24/15. These circulars provided for the award of a CID after a period of continuous employment of two years, subject to satisfying the relevant criteria set out in the Circulars.
The provisions set out in these circulars were subsequently amended by Department Circulars 20/26 and 21/26, which subsequently reduced the period of continuous employment of one year, subject to satisfying the relevant criteria set out in the circulars.
There are no further reforms or reviews proposed to be undertaken at this time.
The rules setting out the eligibility for a CID apply to all Oireacthas funded schools/ETB and schools must follow the rules for the award of a CID. Where a teacher is not awarded a CID and they believe that they were entitled to a CID, a teacher may submit an appeal in relation to the decision of the school not to award a CID to the teacher.
As regards the redeployment panel rules, at primary level, schools are required, under the panel arrangements, to fill their vacancies from the Main Redeployment Panel. Once all teachers on the Main Panel have been redeployed, permanent vacancies are offered to teachers on the Supplementary Redeployment Panel, comprised of eligible fixed-term (temporary/substitute) and part-time teachers. At that point, fixed-term vacancies may be advertised through open competition.
Once a redeployment panel has been exhausted in an area, schools with permanent vacancies in that area may proceed to open competition to fill these vacancies. It is open to any teacher to apply for these vacancies as they arise.
A key element of the redeployment process is to redeploy permanent and CID holding teachers who are surplus in their current school to other schools that have vacancies.
The redeployment of all surplus permanent and CID holding teachers is key to the Department's ability to manage within its payroll budget and ceiling on teacher numbers.
417. Deputy Louis O'Hara asked the Minister for Education and Youth further to Parliamentary Question No. 88 of 27 May 2026, if there has been a review of how continuity of service rules operate in practice for teachers who accrue service across multiple schools; if further reforms are being considered to provide more transparent and accessible pathways to permanency for experienced teachers; if her Department has assessed the extent to which the current CID and redeployment framework can result in teachers remaining in successive fixed-term or substitute employment despite the continued existence of permanent teaching work; if she will provide details of any reviews, assessments or policy proposals undertaken in relation to these matters; and if she will make a statement on the matter. [44923/26]
Amharc ar fhreagraWhere teachers accrue service across multiple schools, service in one school/Education and Training Board (ETB) cannot be aggregated with service in a different ETB or school to qualify for a Contract of Indefinite Duration (CID). Because each school/ETB is a separate legal employer, moving employers typically constitutes a break in continuous service.
As previously outlined, an Expert Group was established to consider and report on the level of fixed-term and part-time employment in teaching which gave rise to the provisions outlined in Department Circulars 23/15 and 24/15. These circulars provided for the award of a CID after a period of continuous employment of two years, subject to satisfying the relevant criteria set out in the Circulars.
The provisions set out in these circulars were subsequently amended by Department Circulars 20/26 and 21/26, which subsequently reduced the period of continuous employment of one year, subject to satisfying the relevant criteria set out in the circulars.
There are no further reforms or reviews proposed to be undertaken at this time.
The rules setting out the eligibility for a CID apply to all Oireacthas funded schools/ETB and schools must follow the rules for the award of a CID. Where a teacher is not awarded a CID and they believe that they were entitled to a CID, a teacher may submit an appeal in relation to the decision of the school not to award a CID to the teacher.
418. Deputy Louis O'Hara asked the Minister for Education and Youth further to Parliamentary Question No. 88 of 27 May 2026, the guidelines in place for the allocation of teaching hours that could support permanency being instead allocated to teachers who already hold a CID or permanent contract; and if she will make a statement on the matter. [44924/26]
Amharc ar fhreagraOireacthas funded schools and ETB, as the employer of teachers, must ensure that they comply with all relevant employment legislation and the provisions of the relevant circulars issued by my Department.
As set out in Department Circulars 20/2026 and 21/2026, a teacher may qualify for the award of a CID on completion of one year of continuous service where the teacher has satisfied the relevant criteria set out in the circular and the school has a viable post available.
The rules setting out the eligibility for a CID apply to all Oireacthas funded schools/ETB and schools must follow the rules for the award of a CID. Where a teacher is not awarded a CID and they believe that they were entitled to a CID, a teacher may submit an appeal in relation to the decision of the school not to award a CID to the teacher.
419. Deputy Paul Murphy asked the Minister for Education and Youth whether the exclusion of a school (details supplied) from DEIS Plus will be reconsidered in light of the information provided which suggests that the model used at initial allocation does not capture the reality of disadvantage experienced in the school community. [44948/26]
Amharc ar fhreagra436. Deputy Ciarán Ahern asked the Minister for Education and Youth if she will support the appeal for DEIS plus status from a DEIS Band 1 school (details supplied) in Dublin South West; if she is satisfied that her Department's data-driven DEIS plus identification model fully captures the lived reality, complexity and concentration of disadvantage experienced within individual school communities; if she will reveal all considerations that inform the current identification model; and if she will make a statement on the matter. [44998/26]
Amharc ar fhreagraI propose to take Questions Nos. 419 and 436 together.
Addressing educational disadvantage and ensuring that every child and young person can reach their full potential is a key priority for the Minister for Education and Youth and for the Government. The new DEIS Plus scheme, which will commence this year and was launched as part of the DEIS Strategy to 2035, represents the most significant expansion of targeted supports since the establishment of DEIS. DEIS Plus is designed to provide enhanced, evidence-based supports to a cohort of 121 schools with the highest concentrations of children and young people at risk of educational disadvantage, identified through a refined data-based model that draws on a range of indicators associated with persistent and intergenerational disadvantage.
Schools have been identified for inclusion in the DEIS Plus scheme using the DEIS Plus identification model, an objective and data-based approach using nationally available indicators applied consistently across all schools. The identification model is underpinned by a range of administrative data on every child and young person enrolled in primary and post-primary school. This data includes:
• The Pobal HP Deprivation Index for the small area in which the child or young person lives, obtained through the child’s or young person’s address data provided by their school on the DEY Primary Online Database (POD) or the Post-Primary Online Database (PPOD).
• The child’s or young person’s ethnicity if provided by their school on POD or PPOD.
• If the child’s or young person’s address on POD or PPOD matches an address of State-funded homeless accommodation.
• If the child’s or young person’s address on POD or PPOD matches an address of an International Protection Accommodation Centre (IPAS) or Emergency Reception and Orientation Centre (EROC).
The DEIS Plus identification model includes the addition of a DEIS Plus index. The DEIS Plus index was developed by the department’s statistics unit to support the identification of schools for DEIS Plus. The DEIS Plus index uses the same factors as the Pobal HP Deprivation Index but places greater weight on lone parenthood and unemployment, which have been widely identified as key factors in persistent and intergenerational disadvantage.
Children and young people from ‘very disadvantaged’ or ‘extremely disadvantaged areas’ (HP score -20 under either Pobal HP Deprivation Index or the DEIS Plus index), residing in State-funded emergency accommodation, residing in IPAS or EROC accommodation or identifying as Traveller or Roma are designated priority cohorts within the model. Further information on the identification process is available on gov.ie/deis.
Following an assessment of the past three years’ data, only those schools identified as having the highest concentrations of children and young people at risk of educational disadvantage have been included in the scheme. If a school has not been identified for inclusion, this does not imply there is no disadvantage in the school community. While many schools experience significant need, not all will meet the statistical threshold for inclusion at this stage. Schools will continue to be supported through the range of additional resources provided through the DEIS programme.
The department also recognises that some schools are operating in the context of complex local pressures within their wider communities. While these challenges are often well understood locally, they are not always captured in datasets that can be fairly and consistently applied across the entire school system. A rules-based national model must consider all schools on the same basis; it cannot substitute locally held knowledge for data that are not available or comparable nationwide.
The department is committed to ensuring that all schools are treated equally and fairly in the manner in which they have been identified for inclusion in the DEIS Plus scheme. Schools that were not satisfied with the outcome following the application of the DEIS Plus identification model to their enrolment data were invited by the department to have that outcome reviewed through a formal appeal process. The appeal process, as set out in Circular 0045/2026, opened on 27 April and closed on 25 May.
The appeal process was designed to ensure that the DEIS Plus identification model was applied consistently, transparently and fairly across all eligible schools. Schools were afforded the opportunity either to correct inaccuracies identified in enrolment data submitted through POD or PPOD, or to request verification that the model had been correctly applied to their existing data.
The grounds for appeal were limited to matters directly related to the enrolment data underpinning the model. The technical review process for those appeals is underway and will subsequently be considered by an independent appeal panel comprising expertise in data analysis, education policy and educational disadvantage. Following completion of this process, schools will be notified in writing of the outcome of their appeal.
It would not be appropriate to comment on individual schools or on the status of any individual appeal until that process has concluded. It is anticipated that schools will be informed of the outcomes by the end of June 2026.
420. Deputy Albert Dolan asked the Minister for Education and Youth further to Parliamentary Question No. 569 of 12 May 2026, the status of the approved summer works scheme funding for a school (details supplied); and when the school is expected to be in a position to draw down the approved funding. [44979/26]
Amharc ar fhreagraThe purpose of the Climate Action Summer Works Scheme (CASWS) is to enable individual school authorities to undertake small-scale building works on a devolved basis that, ideally, can be carried out during the summer months or at other times that avoid disrupting the operation of the school.
In November 2025, the Department announced the first tranche of approvals under the new Climate Action Summer Works Scheme (CASWS). 297 projects were approved to proceed in 2026, this included 99 remaining projects from the previous Summer Works Scheme, which included the school in question.
All approved schools were issued with a decision letter confirming approval and outlining the next steps required to progress their projects. This included an instruction to submit a full set of pre-tender documents to the Department for review and approval in advance of initiating any tender process. This requirement is in place to ensure that all works comply with building regulations, procurement requirements, and Departmental guidelines, and that works are completed to the highest standard and for the school and the schools current and future students.
In this instance, the school did not adhere to the prescribed procedure and proceeded directly to tender. A subsequent review of the tender documentation identified a number of issues, which were communicated to the school for comment and response. This case underscores the importance of adhering to established procedures and guidelines, as such issues could have been avoided had the required process been followed.
The Department has since received a response from the school, which is currently under review by the Department’s Technical staff. It is anticipated that a formal response will be issued to the school in the near future.
Full details of the new CASWS, Circular (0029/2025) for the scheme and guidance documents for schools can be found at the below link: www.gov.ie/en/department-of-education/services/summer-works-scheme/.
421. Deputy Pádraig O'Sullivan asked the Minister for Education and Youth if her Department has assessed the findings of the research published by Dublin City University's centre for collaborative research across teacher education in April 2025, which found that 42 % of more than 1,000 teachers surveyed indicated they were unlikely to remain in the teaching profession in the long term; her Department's response to those findings; and if she will make a statement on the matter. [44980/26]
Amharc ar fhreagraMy Department is aware of the work undertaken by Dublin City University's centre for collaborative research.
Data available to my Department shows that teaching is an attractive profession, and there are a significant number of newly qualified teachers graduating annually. Over 3,600 newly qualified teachers registered with the Teaching Council in 2025 and CAO data shows a consistent demand for undergraduate ITE programmes. Salaries are competitive, currently starting at €45,379 (primary) and €46,948 (post-primary) and rising to €83,576 and €85,411 under the current pay deal.
The data shows that few teachers resign, with less than 3% of the teaching workforce resigning or retiring annually from contracted teaching posts, one of the lowest rates in the OECD.
The data shows that there are more qualified teachers than ever working in Ireland. As of March 2026, there are over 74,000 teachers employed in Irish schools, including 40,283 at primary level and 34,396 at post-primary level. This analysis found that just 0.1% of allocations (24 posts) in primary and 1.4% of allocations (477 posts) in post-primary were unutilised.
An Occupational Health Strategy is in place as a supportive resource for staff and leaders in schools. The aim of the Occupational Health Strategy is to promote the health and wellbeing of employees in the workplace, with a strong focus on prevention. The Occupational Health Strategy comprises the Employee Assistance Service and the Occupational Health Service.
The Employee Assistance Service is provided by Spectrum Life and is a self-referral service where school staff have access to a dedicated free-phone confidential helpline. The service is available 24 hours a day, 365 days a year.
The Employee Assistance Service provides advice to all school staff on a range of issues including wellbeing, bereavement, conflict and mediation.
Where appropriate, short-term counselling sessions are available to staff and their family members. These sessions are provided on an individual basis by qualified, accredited/registered counsellors. Up to six sessions can be provided, either via face to face, by telephone or online.
In circumstances where short-term counselling is determined to be not clinically appropriate, the EAS provides for Interim Counselling Sessions while the staff member or their family member are awaiting engagement with specialised, or open-ended services to ensure the individual feels supported and guided during the waiting period.
The Department would encourage teachers and school leaders to avail of the supports available if required and the Department has undertaken a number of steps over the course of recent years to raise the profile of the Occupational Health Strategy, such as arranging attendance at the teacher union conferences for the Employee Assistance Service provider.
422. Deputy Pádraig O'Sullivan asked the Minister for Education and Youth the number of teachers who have resigned from the teaching profession in each of the years 2023, 2024, 2025 and to date in 2026, distinguishing between primary and post-primary level and between resignations and retirements, in tabular form; and if she will make a statement on the matter. [44981/26]
Amharc ar fhreagra432. Deputy Pádraig O'Sullivan asked the Minister for Education and Youth the number of teachers who have resigned from the teaching profession in schools in Cork city and county in each of the years 2023, 2024, 2025 and to date in 2026, distinguishing between primary and post-primary level and between resignations and retirements, in tabular form; and if she will make a statement on the matter. [44991/26]
Amharc ar fhreagraI propose to take Questions Nos. 422 and 432 together.
This Government is committed to ensuring that every child has a positive school experience, with access to qualified and engaged teachers who are dedicated to supporting their learning.
There are more qualified teachers than ever working in Ireland. As of March 2026, there are over 74,000 teachers employed in Irish schools, including 40,283 at primary level and 34,396 at post-primary level. This analysis found that just 0.1% of allocations (24 posts) in primary and 1.4% of allocations (477 posts) in post-primary were unutilised.
Teaching is an attractive profession, and there are a significant number of newly qualified teachers graduating annually. Over 3,600 newly qualified teachers registered with the Teaching Council in 2025 and CAO data shows a consistent demand for undergraduate ITE programmes. Salaries are competitive, currently starting at €45,379 (primary) and €46,948 (post-primary) and rising to €83,576 and €85,411 respectively under the current pay deal.
The OECD has reported that across certain OECD members, 1–3% of teachers retire annually, while non-retirement attrition varies widely, reaching up to 10% in some countries. The OECD reported that Ireland has one of the lowest teacher turnover rates internationally with 1.4% retiring and just 0.9% resigning each year.
While data for retirements in 2025 or 2026 is not yet available, data for 2023 and 2024 is published and available at this link: www.gov.ie/en/department-of-education/collections/teacher-retirement-statistics/.
The Department does not currently hold data on non-retirement resignations.
423. Deputy Pádraig O'Sullivan asked the Minister for Education and Youth the supports available to teachers experiencing work-related stress and burnout, with reference to the findings of the Dublin City University centre for collaborative research across teacher education research published in April 2025; if her Department intends to expand the employee assistance service or any equivalent support service for teachers; and if she will make a statement on the matter. [44982/26]
Amharc ar fhreagraAn Occupational Health Strategy is in place as a supportive resource for staff and leaders in schools. The aim of the Occupational Health Strategy is to promote the health and wellbeing of employees in the workplace, with a strong focus on prevention. The Occupational Health Strategy comprises the Employee Assistance Service and the Occupational Health Service.
The Employee Assistance Service is provided by Spectrum Life and is a self-referral service where school staff have access to a dedicated free-phone confidential helpline. The service is available 24 hours a day, 365 days a year.
The Employee Assistance Service provides advice to all school staff on a range of issues including wellbeing, bereavement, conflict and mediation. Where appropriate, short-term counselling sessions are available to staff and their family members.
These sessions are provided on an individual basis by qualified, accredited/registered counsellors. Up to six sessions can be provided, either via face to face, by telephone or online. In circumstances where short-term counselling is determined to be not clinically appropriate, the EAS provides for Interim Counselling Sessions while the staff member or their family member are awaiting engagement with specialised, or open-ended services to ensure the individual feels supported and guided during the waiting period.
At this point in time, it is not intended to extend the Occupational Health Strategy services that are currently available.
424. Deputy Pádraig O'Sullivan asked the Minister for Education and Youth if her Department collects or intends to collect data on teacher attrition rates within the first five years of qualification; and if she will make a statement on the matter. [44983/26]
Amharc ar fhreagraMy Department is currently conducting a longitudinal study in conjunction with the CSO which analyses the outcomes of primary and post primary teaching graduates. This analysis will provide, amongst other findings, detail on teacher attrition rates of those who graduated since 2014. We intend to share the findings on completion.
The OECD has reported that across certain OECD members, 1–3% of teachers retire annually, while non-retirement attrition varies widely, reaching up to 10% in some countries. The OECD reported that Ireland has one of the lowest teacher turnover rates internationally with 1.4% retiring and just 0.9% resigning each year.
