Written Answers Nos. 1-16
7. Deputy James Geoghegan asked the Minister for Children, Disability and Equality the steps she intends to take to implement the Programme for Government commitment to extend the national childcare scheme to childminders working in the family home with sensible regulations that fit home-based care; and if she will make a statement on the matter. [47285/26]
Amharc ar fhreagraAll paid, non-relative childminders who work in their own homes can now register with Tusla and access the National Childcare Scheme.
The National Action Plan for Childminding 2021-2028 set out a pathway for the extension of regulation to childminders. A key objective of the National Action Plan for Childminding is to enable parents who use childminders to also benefit from State subsidies through the National Childcare Scheme. The Childcare Support Act 2018, which provides a statutory basis for the National Childcare Scheme, specifies that only Tusla-registered childminders are eligible to participate in the Scheme. The limitation of public funding schemes to Tusla-registered childcare providers helps to ensure that public funding is provided where there is assurance of the quality of provision.
As a result of the commencement of the relevant parts of the Child Care (Amendment) Act 2024 and the Childminding Services Regulations, which came into effect on 30 September 2024, childminders are now able to apply to register with Tusla. The 2024 Act, under which the timeframes are established, provides for a transition period of three years, to September 2027, after which registration is due to become mandatory. This phased approach aims to facilitate the largest possible number of childminders to enter the regulated sector, the sphere of quality assurance, and access to Government subsidies, while recognising the time and supports required for childminders to learn about and prepare for registration.
As you are aware, the National Action Plan for Childminding distinguishes childminding which involves care in the childminder’s home from care that takes place in the child’s home, which may be carried out by a nanny, au pair or babysitter. This distinction is also reflected in the legal definition of a childminder set out in the primary legislation. The employment relationship and the legal and regulatory context are different between childminders who work in the childminder’s home and someone who works in the child’s home (e.g. nannies and au pairs). A childminder working from the childminder’s own home is self-employed, whereas someone caring for a child in the child’s own home is regarded as an employee of the child’s parents. In addition, because they work in the parents’/child’s home rather than their own home, au pairs and nannies cannot be held responsible for the safety or suitability of that home for the purpose of early learning or childcare. Furthermore, the employment of someone in the child’s home may involve a combination of caring with other roles, e.g. cleaning or other domestic duties. This would require a different regulatory and funding approach, which has not yet been scoped.
As I have said previously, the National Action Plan for Childminding does however commit to develop supports to strengthen the quality of childcare provision by nannies and au pairs. This might involve provision of information to parents and/or nannies/au pairs, with a focus on what quality provision looks like as well as information about legal and employment responsibilities. I expect work on this to commence this year.
12. Deputy John Paul O'Shea asked the Minister for Children, Disability and Equality the extent to which respite care capacity for families of children with disabilities has increased over the past 12-months; whether current provision is meeting demand; her plans to expand residential and community-based respite services in areas where significant service gaps continue to exist; and if she will make a statement on the matter. [42817/26]
Amharc ar fhreagraThis Government and the HSE recognises that respite is an important part of the continuum of HSE-funded supports for people with disabilities and their families and the Programme for Government commits to continue the expansion of these vital services.
In recent years, increased investment has supported a rise in service provision year on year. From 2022 to 2025, overnight respite provision increased by 26%, while the number of day-only sessions more than doubled in the same period.
Budget 2026 provides €25m additional funding for respite expansion, supporting close to 10,000 additional overnight and 25,000 additional day respite sessions. About 7,500 people avail periodically of centre-based respite, with regional disparities in access to the service and overall substantial unmet need.
This Government and the HSE recognises that demand for respite is very high. The HSE’s 2026 National Service Plan (NSP) committed to investing the €25m in respite services which aim to ensure more equitable access across regions, with a mix of centre-based, in home, overnight and alternative respite options. The HSE anticipates that in the region of 500 more children and adults with a disability will receive respite sessions both alternative and centre based within their community in 2026. While HSE goals and outcomes are specified in the National Service Plan, the Health Regions will allocate resources to optimise their use and impact for their populations. Initial Quarter 1 2026 data shows a positive indication that the provision of respite services this year is ahead of the same period last year.
This funding will be used to support a range of service openings and expansions across the country and there will be particular focus on strengthening provision in areas that currently have a lower level of supports.
The HSE have recently undertaken an audit of respite services across the country. The audit was carried out in order to get a comprehensive picture of current service provision nationally and provide greater insights into a range of areas such as unmet need, occupancy levels, data collection and types of respite being offered in different areas. The audit is the first step in a wide-ranging program of improvements in the area of respite.
The HSE is currently developing Interim Guidance for respite services. This guidance is intended to support a more transparent, equitable and consistent national approach to respite allocation and service planning.
Separately, a national policy framework for respite is being progressed by the Department in 2026 and will consider the availability of respite services and models, focusing on building out over time a more equitable geographical spread of services. The policy framework on respite services will set out how to expand provision through new service initiatives and enhanced use of existing resources. It will also emphasise the importance of working towards regional equity as regards the availability and access to respite services.
The policy on respite services will set out how to expand provision through new service initiatives and better use of existing resources. It will also emphasise the importance of working towards regional equity as regards the availability and access to respite services.
The Department of Children, Disability and Equality continues to engage with the HSE, to expand and develop residential services for people with disabilities. Engagement is also ongoing to improve the process for service users and families to access these residential services. Budget 2026 provided an additional €65m to expand residential services. This includes €40m to support in the region of 199 new residential responses including 152 newly created residential placements. The HSE’s 2026 National Service Plan also details a move towards a more planned and responsive system of service provision to include the development of 72 new planned residential placements.
16. Deputy Catherine Callaghan asked the Minister for Children, Disability and Equality the progress being made to increase the number of newly qualified childcare professionals, in order to adequately staff childcare services throughout Carlow and Kilkenny; and if she will make a statement on the matter. [47403/26]
Amharc ar fhreagraThe role of the early years educator and school-age childcare practitioner are valuable ones. They play an important part in supporting children's development, learning and care.
The 2025 Annual Early Years Sector Profile data shows that in Carlow and Kilkenny the number of early years educators and school-age childcare practitioners working with children increased by 8% last year while the average turnover in the region fell by approximately 4%. In addition, the data shows that the number of staff with a degree qualification has also increased by over 10% between 2024 and 2025.
I do acknowledge that many early learning and care and school-age childcare services report staffing challenges in relation to recruitment and retention. In general, these challenges are caused not by insufficient supply of qualified personnel, but by turnover caused in general by low levels of pay.
However, through the work of the independent Joint Labour Committee and three successive Employment Regulation Order, minimum pay rates have now risen three times in four years, delivering an average 15% increase in minimum rates of pay.
The latest Employment Regulation Orders came into effect in October 2025 which saw an increase in minimum pay rates by, on average, 10% which saw an increase in 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 funding provided to support services in meeting the increased cost of minimum pay rates in the sector.
For Budget 2026, I was successful in securing another allocation of up to €45 million, to support service providers with costs associated with possible future increases in minimum rates of pay negotiated via the independent Joint Labour Committee process.
The wider workforce plan for staff in the sector, Nurturing Skills, aims to strengthen the ongoing process of professionalisation for those working in the sector and it includes actions to raise the profile of careers in early learning and care and school-age childcare.
An action from the Plan currently under development is a communications campaign which will include a series of videos and information packs aimed at promoting this profession.
The packs will be provided to career guidance counsellors and other key bodies who support individuals in making education and employment decisions, with the aim of raising awareness of career opportunities and pathways within the early learning and care and school-age childcare sector.
To further support staff retention and increase the number of degree level graduates in the sector, the Nurturing Skills Learner Fund was established and enables early years educators who continue to work within the sector to pursue Level 7 and 8 qualifications by funding up to 90% of their tuition costs. Over 700 staff are now supported through the Nurturing Stills Learner Fund.
The Nurturing Skills Learner Fund demonstrates how Government is already delivering on the Programme for Government commitment to ‘remove barriers in education and training for early years educators to broaden access to the profession.
