Dáil Éireann Debate, Tuesday - 23 June 2026
328. Deputy Eoghan Kenny asked the Minister for Education and Youth if her Department has undertaken an assessment of recruitment and retention challenges within the special needs assistant workforce; whether the proposed circular is expected to improve retention rates; and if she will make a statement on the matter. [47167/26]
Amharc ar fhreagraOur education system does not have a difficulty with recruitment or retention when it comes to SNAs. Available data and stakeholder feedback indicates SNA courses continue to attract students, schools can fill vacant SNA posts, candidates are coming forward and SNAs are choosing to remain in their roles. Analysis conducted by my department shows that churn rates remain consistently low, averaging 3.8% in primary schools and 5% in post-primary settings, with an overall churn rate of 4% across the workforce. These figures compare favourably with national benchmarks and are significantly lower than churn levels recorded in other sectors of the labour market.
You may be aware that my department recently published the first ever Special Needs Assistant (SNA) Workforce Development Plan.
The SNA workforce has grown significantly in recent years and now includes almost 25,000 staff across primary, post-primary and special schools. Built around five strategic pillars, the Plan recognises the vital contribution SNAs make to supporting children and young people with additional educational needs and enabling their full participation in school life. It sets out a clear framework to strengthen and support SNAs through enhanced professional development, greater role clarity, workforce sustainability measures and stronger collaboration across school communities.
The newly published Circular 0032/2026 on the role of the SNA reflects the evolved role of the SNA and responds to requests for greater clarity on the SNA role. Circulars 0039/2026 and 0040/2026 updates the SNA employment contracts to align with current policy, regulations and legislation. Circular 002/2026 sets out arrangements for an SNA Redeployment Scheme, providing increased job security and ensuring experienced SNAs are retained in the education sector.
Pillar 4 of the SNA Workforce Development Plan sets out a range of measures to support the recruitment, retention and long-term sustainability of the SNA workforce. While recruitment and retention are not a challenge at present my department remains vigilant for any change in the situation.
