Written Answers Nos. 77-96
77. Deputy Sinéad Gibney asked the Minister for Children, Disability and Equality if her Department intends to review legislation on flexible working arrangements in the context of the current fuel crisis; and if she will make a statement on the matter. [30948/26]
Amharc ar fhreagraThe Work Life Balance and Miscellaneous Provisions Act 2023 complements existing family leaves by providing additional flexibility to ensure that parents and carers are supported in balancing their work and family lives.
The Act introduced important entitlements for workers, including five days leave for medical care purposes and an extension to the entitlement to breastfeeding breaks. It also introduced the right to request remote working for all employees and the right to request flexible working for parents and carers in line with Article 9 of the Work Life Balance Directive [EU 2019/1158].
Remote, hybrid and flexible working represent a significant opportunity for creating a more inclusive labour market and society, particularly for people with caring responsibilities, people returning to the workforce, older people, people with disabilities and people facing long commutes in the context of high fuel costs. Employers benefit from access to a larger talent pool, with remote and hybrid options representing powerful levers for staff recruitment and retention, which improves economic performance and labour market access overall.
The Government is also prioritising further work-life balance measures through new National Strategy for Women and Girls 2025-2030, which was published on the 18th of November 2025, and includes a number of objectives to empower women in decision making and leadership roles, support women in and returning to the workforce and bring a much needed focus on sharing unpaid caring responsibilities more equally between women and men.
The first Action Plan under the new Strategy is currently being finalised and will include actions to support working families in balancing the competing demands of family and work. The Strategy also supports flexible working options and one’s right to avail of these so that both women and men are afforded greater choice in terms of how they manage the interaction between their caring and work responsibilities.
Under the Work Life Balance and Miscellaneous Provisions Act 2023, there is a provision for a review of the Right to Request Flexible Working provisions. This review is currently being scoped and is due to be undertaken in the coming months. It will also include further research into what additional flexibilities could be introduced.
The right to request a remote working arrangements for all employees is accompanied by a Workplace Relations Commission Code of Practice which provides practical guidance for employers and employees on how to comply with the legislation.
As required by the legislation, the Department of Enterprise, Tourism and Employment recently concluded a review of the operation of the right to request remote working legislation. The review found that the legislation is highly effective in practice when used, with almost all (94%) of those using their right to request remote work being approved either fully (61%) or partially (33%).
However, the report highlights that public awareness of the legislative right remains low, with fewer than half of employees aware of their right to request remote work. As a result, the Department of Enterprise, Tourism and Employment will launch a targeted national information campaign to raise awareness of the right to request remote working.
Both the National Remote Work Strategy and Our Rural Future, the Government's rural development policy, recognise the opportunity for more balanced regional development and the rejuvenation of communities across Ireland that remote and flexible working presents - particularly through expanding the range of employment opportunities available to people living in, or wishing to return to, communities outside Ireland’s larger cities.
The Government launched the National Remote Work Strategy, 'Making Remote Work' in January 2021. The Strategy identified 15 actions to be undertaken to ensure that remote work is a permanent feature of the Irish workplace, and all these actions have been successfully delivered.
The evidence suggests that these policies are working, and it is worth highlighting the contribution of remote and flexible working in achieving Ireland’s record levels of employment and female labour force participation.
Ensuring that the legislation underpinning remote and flexible work is effective is key to ensuring that their benefits are fully realised.
78. Deputy Mark Wall asked the Minister for Children, Disability and Equality the estimated cost of increasing the hourly rate for educators by €1; and if she will make a statement on the matter. [46905/26]
Amharc ar fhreagraPay is one of a number of challenges impacting the early learning and care and school-age childcare workforce. The level of pay for early years educators and school-age childcare practitioners does not reflect the value of their work for children, families, society and the economy.
Although the Government is the primary funder of the sector, it is not the employer and cannot directly set wages or conditions for any staff in the sector.
The Joint Labour Committee is the formal mechanism established by which employer and employee representatives can negotiate minimum pay rates, which are set down in Employment Regulation Orders, and is independent in its functions.
Pay and conditions are improving. Through the work of the JLC and successive ERO’s, minimum pay rates have now risen three times in four years, delivering an average 15% increase in minimum rates of pay. This marks significant progress in professionalising the workforce. The latest ERO came into effect in October 2025 which saw an increase in minimum pay rates of, on average, 10% and will increase pay for over 67% of staff in the sector.
Outcomes from the Joint Labour Committee process are supported by Government through Core Funding. In this programme year 2025/26 Core Funding has increased by 6% to approximately €350 million with an additional €45 million in ring-fenced Core Funding provided to support services in meeting the increased cost of minimum pay rates in the sector. For programme year 2026/2027, I recently announced that Core Funding will be increased by 23% to €480 million. An additional €45 million has also been ringfenced from September 2026 to support services in meeting the potential costs of increasing rates of pay, contingent upon new ERO’s being enacted following successful negotiations by the independent JLC.
The estimated full year costs of a €1 increment to wages and associated costs for early years educators and school age care practitioners is over €38.49 million.
|
ERO Role |
€1 Increment |
|
Educator |
€17,282,032 |
|
Lead Educator |
€4,439,768 |
|
Graduate Lead Educator |
€10,797,202 |
|
Deputy Manager |
€1,451,941 |
|
Manager |
€1,926,171 |
|
Graduate Manager |
€2,593,516 |
|
Total |
€38,490,631 |
• Cost estimates are based on the most recent data available to the Department which was provided by service providers in May 2026.
• A 21% employer cost has been included in the calculations (to cover PRSI, Holiday pay, Sick Pay and Auto Enrolment Pension contributions).
• The cost estimates only relate to staff and managers covered by the current Employment Regulation Orders, i.e. the estimates exclude the cost of ancillary staff.
• Costs only related to increasing those staff below the new proposed rates.
79. Deputy Albert Dolan asked the Minister for Children, Disability and Equality the steps she is taking to improve access to early intervention services for children in rural areas given ongoing concerns from families regarding long waiting times for disability assessments and therapies, limited availability of specialist staff, and the impact that delayed supports can have on children’s developmental outcomes; and if she will make a statement on the matter. [47337/26]
Amharc ar fhreagraThis Government recognises the importance of early intervention for children with disabilities and ensuring they receive the right services at the right time.
There are 93 Children’s Disability Network Teams aligned to 96 Community Healthcare Networks across the country, are providing services and supports for children aged from birth to 18 years of age.
Children’s Disability Network Teams currently provide services and support for over 45,000 children with complex needs.
A significant focus of the Government is filling vacant posts within the 93 Children's Disability Network Teams.
HSE preliminary data indicates that the national CDNT waiting list has reduced by 50% from 16,522 children awaiting an initial contact with a Children’s Disability Network Team in 2023 to 8,200 children at the end of March 2026.
The HSE reports a 28% increase in staffing levels nationwide from October 2023 to October 2025. This equates to an additional 448 Whole-Time Equivalents (WTE), including an additional 321 Health and Social Care Professionals (HSCPs).
To continue this growth, the HSE is driving intensive domestic and international recruitment efforts and will undertake a variety of workforce initiatives to support sustained growth of CDNTs and the wider disability service.
A dedicated Disability Workforce Strategy will be developed by the HSE in 2026, to meet growing service demands and address recruitment and retention challenges across specialist disability services, including Children’s Disability Network Teams.
The Strategy will be developed as a distinct and visible strand within the new HSE Resourcing Strategy 2026-2029, detailing specific actions for Disability services while remaining fully aligned with national workforce reform
In addition, placements on CDNTs will continue to be expanded, alongside a continued expansion in the number of places in higher education, to develop the pipeline of future therapists.
Funding has been made available for Children’s Disability Services to build on existing recruitment initiatives:
In 2025 €2.85m in funding was provided, focusing on various positions across CDNTs.
A further €8 million has been secured in Budget 2026 to allow for the funding of 150 posts to CDNTs.
In 2026, the HSE and funded agencies will continue to focus on maximising recruitment potential and engagement within the current applicant market to achieve workforce growth.
80. Deputy Louis O'Hara asked the Minister for Children, Disability and Equality for an update on CDNT waiting lists for assessments and therapies in County Galway; and if she will make a statement on the matter. [46889/26]
Amharc ar fhreagraThe Government is committed to ensuring that children with disabilities and their families who need early intervention and therapy input can access that support in a timely way.
Children's Disability Network Teams (CDNTs) provide services to children to complex needs arising from their disability under the progressing disability services model of service delivery. The CDNTs operate a interdisciplinary model and do not provide uni-disciplinary support/intervention.
Waiting lists for specific therapy interventions are not collated on this basis.
The HSE have indicated that there 3,891 children currently accessing CDNT services, across Galway City and County including Roscommon at the end of May 2026 and that a further 290 children are waitlisted to access services.
The waitlist is broken down by CDNT as follows:
CDNT 4 (West Galway) 18
CDNT 5 (West Galway City Enable Ireland) 69
CDNT 6 (Central Galway & East Gal. City Corlann) 46
CDNT 7 (Tuam, Athenry & Loughrea) 72
CDNT 8 (East Galway & South Roscommon) 3
CDNT 9 (Roscommon North & East Galway) 82
Whilst recognising that there is more to do, real progress has been made in reducing the Children’s Disability Network Team waiting list. Health Service Executive preliminary data indicates that the national Children’s Disability Network Team waiting list has reduced by 50%, from 16,522 children awaiting an initial contact in 2023, to 8,200 children at the end of February 2026.
The Government has provided funding for additional posts to enhance the capacity of Children’s Disability Network Teams and shorten the waiting times in recent years, with further investment in both Budgets 2025 and 2026 to fund additional therapy posts and clinical trainee places.
The overall Health Service Executive Disability Budget for 2026 has seen a growth to more than €3.8 billion, which equates to a nearly 20% increase from the previous year.
81. Deputy Peter Roche asked the Minister for Children, Disability and Equality if her Department has assessed the impact of social media on young people's mental health and wellbeing; and if she will make a statement on the matter. [47536/26]
Amharc ar fhreagraThis is a matter for my cabinet colleague, the Minister for Health.
82. Deputy Liam Quaide asked the Minister for Children, Disability and Equality the steps being taken to address the notable increase in the number of children in residential disability care; whether her Department will require the HSE to collect and publish age breakdowns, reasons for admission, length of stay and whether placements arise from lack of respite, home support, behavioural support, school supports or family crisis; and if she will make a statement on the matter. [47545/26]
Amharc ar fhreagraAs this question refers to service matters, I have asked the Health Service Executive (HSE) to respond to the Deputy directly.
83. Deputy Tom Brabazon asked the Minister for Children, Disability and Equality the number of providers who have exited Core Funding in 2026; and if she will make a statement on the matter. [46788/26]
Amharc ar fhreagraWhen first introduced in 2022, Core Funding brought a significant increase in investment for the sector with an annual allocation of €259 million. That annual allocation has increased each year since and will exceed €390 million for year 4 of the Scheme, starting from September. This represents an increase of over 50% in Core Funding in three years.
I was delighted to announce further investment in Core Funding in Budget 2026. The additional funding being made available will see the allocation for Core Funding in the next programme year from September 2026 increase to over €480 million. That is an additional €89.3 million on the current full year allocation, or a 23% increase.
In relation to services exiting Core Funding in 2026, information provided by Pobal, the scheme administrator, indicates that a total of 8 services have formally withdrawn from the Core Funding Scheme, a total of 3 services have since re-joined the scheme since their initial withdrawal. A further analysis of withdrawals from the Core Funding Scheme is currently underway and will capture all withdrawals for year 4 (2025/2026) of the scheme.
While the Department cannot mandate providers to participate in the Scheme, every effort has been made to carefully design Core Funding to meet the policy objectives including to achieve high levels of participation by providers, as reflected in the 50% growth of State investment in the Scheme in three years.
The Department has also made changes to improve the sustainability of providers through, for examples, targeted measures for small and sessional services, a fee increase assessment and approval process for services with fees frozen at unsustainably low rates. There are also wider financial supports from the Department for services experiencing financial difficulty.
In relation to withdrawals specifically, services may choose to leave the scheme mid-year for a multitude of reasons including being denied a fee increase, temporary closures, financial difficulties, administrative requirements and personal reasons such as retirement. Many services have left and later re-joined the scheme.
Uptake of Core Funding remains strong. As of 15 June, 4,647 have signed up to the fourth year of Core Funding which represents 93% of all eligible services. This is the highest number of Partner Services in Core Funding at any point since the scheme was launched in 2022 and the number continues to grow.
84. Deputy Ruairí Ó Murchú asked the Minister for Children, Disability and Equality if the caseload weighting system for Tusla is currently fully operational; and if she will make a statement on the matter. [47428/26]
Amharc ar fhreagraTusla’s policy on caseload management is that there are defined manageable caseloads for all social workers, with caseloads reviewed on an ongoing basis to ensure best outcomes for children and families.
Tusla’s Social work Caseload Management system is a structured national framework designed to ensure that social work services are delivered, safely, equitably and transparently. It provides managers and Tusla Social workers with a standardised, objective way to measure, allocate, prioritise, and review cases across Ireland. It applies a priority triage to classify cases into distinct risk (e.g. high, medium, low priority) so that critical needs are met immediately. There is frequent supervision between social workers and team leaders to review case status, adjust workload distributions and to ensure staff well-being.
The National Policy and Toolkit for Social Work Caseload Management (2018), provides a structured approach to caseload management for Tusla social work services. Caseload management is integral to the process of professional supervision. By reviewing the caseloads of individual workers, supervisor and the supervisee reflect on the manageability of the practitioner’s caseload, capacity for allocating or closing cases, and actions that might be taken to improve the balance of that caseload. The overall purpose is to provide balanced caseloads for social workers.
It seeks to provide a common approach nationally to allow the manageability of caseloads to be assessed on an ongoing and routine basis as part of the process for the safe and effective management of cases, reflective practice, and support to staff. The tools are intended to be simple, practical, and supportive of professional judgement. The toolkit supports the policy by providing mechanisms by which the organisation as a whole and managers at all levels might understand and respond to issues relating to the manageability of caseloads. It also states the roles and responsibilities of staff throughout Tusla in relation to caseload management. It is for use by Tusla social work services and is required to be applied by teams holding the following case types :
• Short-Term
• Child Protection
• Child Welfare
• Family Support Plan
• Children In Care
• Fostering.
Tusla uses the Tusla Case Management (TCM) system as its central, integrated digital platform. The system is supported by the National Policy and Toolkit for Social Work Caseload Management to provide practitioners with the governance, structures, and tools to ensure child protection, welfare, and family support cases are handled efficiently.
Tusla has advised that the Social Work Caseload Management System has been paused in some areas. This is due to the number of Social Work vacancies being experienced by Tusla. Intensive recruitment efforts are ongoing by Tusla, and the Department is working closely with Tusla on this.
Tusla has advised that although the system is paused in some areas, cases which are prioritised and are immediately assigned to social work teams and Tusla teams are constantly reviewing their caseloads. Tusla areas prioritise social work resources to children where their knowledge and skill is most required and then maximising the knowledge and skill of other professions where they can competently respond to children’s need. Children in urgent need of safety are prioritised for allocation. All of this work continues to be overseen by social work managers.
Tusla has further advised that the ICT digital Tusla Case Management is working effectively to assist Tusla teams with identifying priority cases and to where cases need to be re prioritised and re assigned on an urgent basis.
85. Deputy Catherine Callaghan asked the Minister for Children, Disability and Equality the progress being made to develop and ‘Earn and Learn’ apprenticeship model enabling childcare staff to gain qualifications and advance their careers; and if she will make a statement on the matter. [47402/26]
Amharc ar fhreagraNurturing Skills: The Workforce Development Plan 2022-2028 includes commitments to promote diversity, including gender balance, in the Early Learning and Care and School-Age Childcare workforce.
Aligned to the Programme for Government commitment to introduce an ‘Earn and Learn’ apprenticeship model enabling staff in this sector to gain qualifications and advance their careers, Pillar 4 of Nurturing Skills includes an action to examine the development of a range of entry routes into the sector, including apprenticeships or other work-based learning, and access programmes in further education and higher education. Research on alternative entry routes was received recently.
The Department is reviewing the research, with a view to using it to inform next steps. While Nurturing Skills commits to examine alternative entry-routes, the development of an apprenticeship would rely on the formulation of proposals by the sector and would require approval by the National Apprenticeship Office.
The consideration and potential introduction of an apprenticeship model in the sector is therefore not solely a policy matter for the Department but actually with the sector itself.
The Department, over the last 12 months, has had ongoing communications with the National Apprenticeship Office in relation to an early years sector apprenticeship and were made aware of two sector consortia having submitted initial proposals.
The Department are continuing to participate in conversations between the sector and the National Apprenticeship office as the process continues to progress. Currently there is an existing dedicated Early Learning and Care 'Earn and Learn' Programme in place under the Community Employment scheme, operated by the Department of Social Protection.
It aims to help people who want a career in early learning and care by providing real work experience while attaining the minimum Level 5 qualification in Early Learning and Care.
This scheme enhances the employability and mobility of disadvantaged and unemployed persons by providing community-based work experience and training opportunities.
In addition, Community Employment supports long-term unemployed people to re-enter the active workforce by breaking their experience of unemployment through a return-to-work routine.
86. Deputy Mark Wall asked the Minister for Children, Disability and Equality whether her Department is aware that private ECCE only childcare providers are now liable for commercial rates; and if she will raise this issue with the Minister for Housing, Local Government and Heritage. [46908/26]
Amharc ar fhreagraI am aware that a number of early years services and childminders have been receiving rates-payable notifications from their Local Authorities. Given the importance of early learning and childcare for children, families and communities across the country, I am giving this matter my full attention.
I have engaged with my cabinet colleague, Minister Browne, and with the office of the Attorney General on several occasions in order to discuss this matter.
Officials in the Department are also engaging with colleagues in the Department of Housing to explore the solutions that might be available to rectify this situation.
I wish to remind the Deputy that the matter of commercial rates payments for early learning and childcare service providers does not fall under the remit of the Department of Children, Disability and Equality and the Department has no role in determining which properties are rateable.
The making of valuations for rating purposes is the sole responsibility of Tailte Éireann, formerly the Commissioner of Valuation. Tailte Éireann falls under the aegis of the Department of Housing, Local Government and Heritage (DHLGH). Furthermore, the billing and collection of rates is solely a matter for the relevant local authority, the Department of Children, Disability and Equality has no function in that regard.
The Office of the Attorney General is currently seeking advice from external counsel on this matter. On receipt of this advice, I will continue to engage with the Attorney General and Minister Browne with a view to achieving a resolution as soon as possible.
87. Deputy Michael Cahill asked the Minister for Children, Disability and Equality her plans for additional childcare places and staff in Kerry; and if she will make a statement on the matter. [47395/26]
Amharc ar fhreagraImproving access to quality and affordable early learning and childcare is a key priority of Government.
Early learning and childcare capacity is increasing. Data from the Annual Early Years Sector Profile 2024/25 shows that the estimated number of enrolments increased by approximately 25% from the 2021/22 programme year.
However, it appears that demand for early learning and childcare remains higher than available supply in certain parts of the country, particularly for younger children.
One of the ways Government is supporting the expansion of capacity is through capital funding.
The Building Blocks Extension Grant Scheme is designed to increase capacity for full day places for children aged 1–3. Core Funding Partner Services could apply for capital funding to physically extend their premises or, in the case of community services, to construct or purchase new premises. The scheme will deliver up to 1,500 full-day care places.
A further Building Blocks scheme is now open for applications. This round of capital funding will fund extensions to existing premises to allow for increased numbers of children to be offered places on a full-time basis. Community and private providers who are currently Core Funding partner services will be eligible to apply for this scheme.
Separately, I recently announced €135 million of capital investment over the coming five years for State-led services to provide high-quality, accessible early learning and childcare. The process will begin in 2026 with investment in buildings in what will be a ground-breaking initiative.
Up to eight buildings will be selected for investment this year. The State-led initiative will provide thousands of places up to 2030.
On the matter of staffing, I believe the roles of early years educators and school-age childcare practitioners are valuable, they play an important part in supporting children's development, learning and care.
The Annual Early Years Sector Profile shows that the number of educators/practitioners working with children increased by over 8% between 2024 and 2025 and by over 33% since 2022. In Kerry, staff numbers have increased by over 30% since 2022.
Low pay and conditions remain a challenge. While the Government is the primary funder, it is not the employer and cannot directly set wages or conditions. However, €45 million in ring-fenced funding has been made available for the current programme year 2025/26 to support providers with staff costs.
The Joint Labour Committee (JLC) is the formal mechanism where employer and employee representatives negotiate minimum pay rates. Outcomes are set down in Employment Regulation Orders, and the JLC operates independently.
A further €45 million has been allocated from September 2026 to support potential increases in minimum pay rates via the JLC.
In addition, a number of initiatives have arisen from "Nurturing Skills: The Workforce Plan for Early Learning and Care and School-Age Childcare, 2022-2028". including recruitment and retention initiatives such as student fast-track arrangements, assessment of unfinished qualifications, and the development of campaigns focused on raising awareness of career opportunities and pathways within the sector.
The Nurturing Skills Learner Fund supports educators pursuing Level 7 and 8 qualifications, funding up to 90% of fees, with over 700 staff currently supported.
Core Funding supports with enhanced capacity and with staffing.
When first introduced in 2022, Core Funding had an annual allocation of €259 million, of which €210.8 million was entirely new funding to the sector.
That annual allocation has increased each year since and exceeds €390 million for the fourth and current year of Core Funding. This represents an increase of over 50% in Core Funding over three years.
The projected full year allocations in year 4 of the scheme is €11 million for Kerry. The projected allocation for this programme year includes funding specifically ringfenced for improvements to staff pay, to support the Employment Regulation Order that came into effect on 13 October 2025.
The allocation for year 5 of Core Funding will rise by 23%, to over €480 million.
88. Deputy Naoise Ó Muirí asked the Minister for Children, Disability and Equality the number and total value of successful applications under the 2026 Childminding Development Grant in Dublin bay north; and if she will make a statement on the matter. [47470/26]
Amharc ar fhreagraThe Childminding Development Grant provides up to €1,000 to assist both registered and unregistered childminders who are providing a childminding service in their own homes. The grant aims to support childminders to enhance quality and safety in their service through the purchase of toys, childcare equipment, safety equipment, equipment to support inclusion and Science, Technology, Engineering, Maths (STEM) and the Arts education, as well as IT equipment to assist childminders to engage with training and registration processes. In 2026, the Department paid €422,240 to childminders through the Childminding Development Grant.
The City and County Childcare Committees (CCC) administer the Childminding Development Grant on behalf of the Department. As such, data is collected and recorded by CCC area as opposed to parliamentary constituency. Dublin City Childcare Committee and Fingal County Childcare Committee collectively report 42 childminders will receive a combined total of €42,000.
89. Deputy Peter Roche asked the Minister for Children, Disability and Equality whether, in the context of the feasibility study currently being undertaken by the HSE on the future use of the Toghermore campus in Tuam, if consideration is being given to including a hydrotherapy facility as part of the campus's future development, alongside the previously proposed equine therapy centre; and if she will make a statement on the matter. [47535/26]
Amharc ar fhreagraThank you for your question in relation to the Toghermore health campus. Department officials have linked in with HSE colleagues and the following outlines the current position.
A HSE Feasibility Study was conducted and following on from this work a more in-dept Health Planning study was devised to provide a greater detail and allow a more informed decision to be made.
The tender competition for Health Planner Consultancy Services closed in March 2026 for the entire Tuam Community Health area. The HSE completed the tender evaluation of all returned tenders to identify the successful tenderer.
The tender process is ongoing to issue the necessary successful and unsuccessful letters and following the mandatory standstill period, the HSE will proceed to award the contract to the successful Health Planning Consultant. The Health Planning Analysis will commence thereafter.
The purpose of the Health Planning Analysis is to develop a Development Control Plan for the community health area, to inform future needs of HSE services in the area. Toghermore House and the surrounding lands will be considered as part of this analysis.
A decision on the development of services will be made following the necessary Health Planning Analysis and in conjunction with the necessary services in the HSE.
90. Deputy Cathy Bennett asked the Minister for Children, Disability and Equality her proposals to address the gap in levels of funding for childcare against the increased costs borne by providers. [47502/26]
Amharc ar fhreagraCore Funding offers supply-side funding to services to support them with their operational costs. Core Funding operates alongside all other early learning and childcare programmes and constitutes additional income to services on top of these programmes (and parental fees) towards their operating costs.
When first introduced in 2022, Core Funding had an annual allocation of €259 million, of which €210.8 million was entirely new funding to the sector.
That annual allocation has increased each year since and exceeds €390 million for the fourth and current year of Core Funding. This represents an increase of over 50% in Core Funding in three years. The additional funding is supporting further capacity growth, and significant improvements to pay and conditions in this valued sector.
Within the Core Funding allocation for the 2025/26 programme year, €45 million has been ringfenced to support employers in meeting the costs of further increases to the minimum rates of pay in the sector, as set out under the Employment Regulation Orders.
This ringfenced allocation supports an average 10% increase to minimum hourly rates of pay for all roles outlined in the Employment Regulation Order that came into effect on 13 October 2025.
The allocation for Core Funding for year 5 of the Scheme will increase again by 23% to over €480 million. This allows us to support further improvements in pay for staff, and support services in adhering to reduced maximum fee caps from September 2026 and broader fee management conditions, including the fee freeze – ensuring sustainability and stability for the sector.
The base rates in Core Funding have been developed using the various components associated with the cost of delivery of service provision such as: staff pay and conditions (including contact and non-contact time, holiday pay, sick pay and other employer costs such as pension contributions); administrative staff/time, and non-staff overhead costs. These components have been factored into the calculation of the budget for Core Funding since the scheme began in 2022.
Core Funding funds services based on the number of places available. This provides stability to services, and reduces the risk associated with opening a new service or expanding an already existing service.
The Department will also continue to oversee the Case Management process through which local City/County Childcare Committees and Pobal work together to assess and provide support to early learning and care services experiencing difficulties.
The sustainability fund for service providers is a support mechanism introduced to ensure the stability and viability of early learning and childcare services for those participating in the Core Funding model.
The fund is accessed through a collaborative process involving the service, their local City/County Childcare Committee (CCC), and Pobal, who assess financial eligibility and need. Any service experiencing financial difficulty and who would like support should contact their CCC to access case management supports.
91. Deputy Naoise Ó Cearúil asked the Minister for Children, Disability and Equality the measures being advanced to support the continued recruitment of foster carers given their essential role in delivering family-based care for children in need of protection; and if she will make a statement on the matter. [47387/26]
Amharc ar fhreagraFoster carers play a vital and valued role in the care of the most vulnerable children in our society. Foster care is the preferred option for children who cannot live with their family of origin, and foster carers provide a safe, secure and stable home environment for these vulnerable children and young people.
This Department has overseen record investment in foster carers, including a 21% increase to the foster care allowance over the past two years, resulting in the current weekly allowance for children in foster care of €400 per week for children aged under 12, and €425 per week for those over 12. This means that foster carers now receive between €20,800 and €22,100 per year for each child in their care, depending on the age of the child.
Additionally, in 2025 a bonus payment at the start of each initial foster care placement was introduced. This payment aims to alleviate the substantial out-of-pocket expenses that can be incurred by foster carers during the initial period after a child is placed in their care.
A revised Mileage Payment Scheme for foster carers also came into effect in April 2025. This broadens the categories of journeys which may be considered eligible for payment under the Foster Care Travel Payments Scheme. Additionally, the cumulative weekly travel distance to qualify for these payments has been reduced from 300km to 250km.
The Programme for Government 2025 introduced a number of commitments relating to foster care. This included commitments to examine and develop a pension solution for foster carers, in recognition of the enormous contribution they make to vulnerable children in our society.
Additionally, work is underway within the Department on the development of a National Policy Framework for Alternative Care, which will deliver on a Programme for Government commitment to develop a national plan on alternative care. Officials of the Department are developing this Framework on the basis of evidence and robust consultation with stakeholders, care experienced individuals, and the public.
The consultation process has included a number of constructive engagements with foster carers and their representative bodies, including the IFCA. In December 2025, officials attended the IFCA's Fostering Insights webinar to provide information to IFCA members about the National Policy Framework and what it will mean for foster carers.
Department officials and I will continue to listen carefully to what foster carers and their representative organisations have to say, including in relation to eligibility for the State pension and other key matters. I will continue to work closely Government colleagues regarding the progression of Programme for Government commitments to deliver for foster carers.
92. Deputy Roderic O'Gorman asked the Minister for Children, Disability and Equality if her Department has considered the recommendations in relation to reform of paternity leave in a report (details supplied); and if she will make a statement on the matter. [47424/26]
Amharc ar fhreagra93. Deputy Roderic O'Gorman asked the Minister for Children, Disability and Equality if she will establish a paternity leave working group to examine key issues including length of paternity leave, payment rate and workplace culture; and if she will make a statement on the matter. [47423/26]
Amharc ar fhreagraI propose to take Questions Nos. 92 and 93 together.
As the Deputy will be aware, there have been significant developments in entitlements for parents of working families in recent years. The Government is committed to supporting workers, including by extending paid leave for parents to allow them to spend more time with their child during their earliest years.
The Paternity Leave and Benefit Act 2016 provides the relevant parent (other than the mother of the child) with 2 weeks paid paternity leave. S.6(5) of the Act limits this entitlement in the case of multiple births to a single period of leave.
Under the Parent’s Leave and Benefit Act 2019, working parents are now entitled to nine weeks of paid parent's leave for each relevant parent, to be taken in the first two years after the birth or adoptive placement of a child. Parent's Leave is an individual separate entitlement and is non-transferable between parents.
Under the Parental Leave (Amendment) Act 2019, an employee who is a relevant parent in respect of a child under the age 12 is entitled to 26 weeks’ unpaid parental leave for each child. Where a child has a disability or long-term illness, the entitlement can continue until the child is 16. A relevant parent is a parent, an adoptive parent, or a person acting in ‘loco parentis’. Both parents have an equal, separate entitlement to parental leave.
The Work Life Balance and Miscellaneous Provisions Act 2023 was enacted on 4 April 2023, and introduces important entitlements for workers, including leave for medical care purposes for parents of children under 12, and the right to request flexible working for parents and carers. It transposes the Work-Life Balance Directive which specifically prevents the transfer of paid leave between parents in the interests of gender equality and of encouraging fathers as well as mothers to take such leave. Otherwise, there is a risk that only mothers would take the leave, potentially creating labour market disadvantages for them and that fathers would not be encouraged to take a greater share of their caring responsibilities.
A key priority in First 5, the whole of Government Strategy for babies, young children and their families (2019-2028) is to support parents to look after their babies at home for the whole of their first year given the benefits of parental care in that first year for children’s outcomes.
Family leave provisions are kept under review to ensure that they are effective and respond to the needs of families and are also mindful of the impact of the leaves on workplaces.
The Programme for Government - Securing Ireland's Future commits to examining the extension of Parent's Leave and Benefit and additional flexibilities. The new National Strategy for Women and Girls 2025-2030 was published on the 18th of November 2025. The first Action Plan under the new Strategy is currently being finalised and will include actions to support working families in balancing the competing demands of family and work. The first Action Plan is due to be brought to Government in the coming weeks. Any further changes to supports and family leave entitlements will be considered within this context.
The Programme for Government also commits to introducing Pay-Related Parent's Benefit and exploring other payments where a similar model could be applied. A pay-related model was introduced on 31 March 2025 for Jobseeker’s Benefit. The Department of Social Protection will draw on the learnings and operational experience from that scheme to inform the development of options for Parent's Benefit and other family leave schemes.
94. Deputy Shane Moynihan asked the Minister for Children, Disability and Equality the work her Department is undertaking to support improved pay and sustainable wage levels within the childcare sector; and if she will make a statement on the matter. [47465/26]
Amharc ar fhreagraPay is one of a number of challenges impacting the early learning and care and school-age childcare workforce. The level of pay for early years educators and school-age childcare practitioners does not reflect the value of their work for children, families, society and the economy.
lthough the Government is the primary funder of the sector, it is not the employer and cannot directly set wages or conditions for any staff in the sector.
The Joint Labour Committee is the formal mechanism established by which employer and employee representatives can negotiate minimum pay rates, which are set down in Employment Regulation Orders, and is independent in its functions.
Pay and conditions are improving. Through the work of the JLC and successive ERO’s, minimum pay rates have now risen three times in four years, delivering an average 15% increase in minimum rates of pay. This marks significant progress in professionalising the workforce. The latest ERO came into effect in October 2025 which saw an increase in minimum pay rates of, on average, 10% and will increase pay for over 67% of staff in the sector.
Outcomes from the Joint Labour Committee process are supported by Government through Core Funding. In this programme year 2025/26 Core Funding has increased by 6% to approximately €350 million with an additional €45 million in ring-fenced Core Funding provided to support services in meeting the increased cost of minimum pay rates in the sector.
For programme year 2026/2027, I recently announced that Core Funding will be increased by 23% to €480 million. An additional €45 million has also been ringfenced from September 2026 to support services in meeting the potential costs of increasing rates of pay, contingent upon new ERO’s being enacted following successful negotiations by the independent JLC.
In line with the commitment in the Programme for Government to continue to support Employment Regulation Orders to attract and retain early years educators, I met with JLC representatives in April to outline the Government's continued support for the improvement of pay for educators and practitioners working in the sector and the Joint Labour Committee process.
The Department continues to support the Joint Labour Committee and the negotiation process by fulfilling data requests which it has received from the JLC members.
95. Deputy Carol Nolan asked the Taoiseach further to his Parliamentary Question No. 191 of 9 June 2026, to confirm the fact that the international protection status of individuals who commit crime is not recorded means that neither the CSO nor the Government have any awareness or means of ascertaining whether international protection applicants are committing criminal offences to a greater or lesser degree than the wider population. [47220/26]
Amharc ar fhreagraReferred to CSO for answer
The quarterly PULSE extract that the CSO receives from An Garda Siochana, and which is the basis for the CSO quarterly recorded crime statistics, does not include the international protection status of suspected offenders.
The Garda Commissioner is operationally responsible for Garda PULSE data.
96. Deputy Peadar Tóibín asked the Taoiseach the total landholding of his Department, broken down by county, including the amount currently unused or vacant, the portion zoned for development, and the number of sites that include vacant or derelict properties. [47633/26]
Amharc ar fhreagraThe Department of the Taoiseach does have any landholdings. Accommodation used by the Department is provided and managed by the Office of Public Works.
