Written Answers Nos. 2681-2700
2682. Deputy Johnny Mythen asked the Minister for Children, Disability and Equality to provide a list of vacancies, by job title within CDNT in County Wexford; and if she will make a statement on the matter. [54884/26]
Amharc ar fhreagraAs this question refers to the service matters, I have asked the Health Service Executive (HSE) to respond to the Deputy directly, as soon as possible.
2683. Deputy Michael Cahill asked the Minister for Children, Disability and Equality to implement the six-month assessment of need law for children waiting for an assessment of need; the children are waiting since 2022 up to June 2026; the length of time they have been waiting, in tabular form; and if she will make a statement on the matter. [55127/26]
Amharc ar fhreagraThe delivery of an effective, efficient Assessment of Need system is a priority for the Government.
Children do not require an Assessment of Need report to access health services, including Primary Care, Children’s Disability Network Teams or Mental Health Services, or education supports.
However, demand for Assessments of Need has increased significantly in recent years, reflecting both the increase in population and the number of families exploring all options to access services for their child. Between 2022 and 2025, applications for Assessments of Need almost doubled rising from 6,755 to 13,186, and are continuing to increase with 7,100 applications already received in the first 6 months of this year. This demand is outpacing the capacity of the system to respond, resulting in over 23,000 applications overdue for completion at the end of June 2026.
There has been intensive work by the Department of Children, Disability and Equality and the HSE to address delays in the provision of Assessments of Need. This is evident in the continued improvement in the number of completed Assessment of Need reports with 5,939 reports completed nationally in 2025. This is almost double the number completed in 2022 (3,071). The HSE reports that 3,043 Assessment of Need reports were completed in the first six months of 2026. This improvement is welcome and must continue.
The duration of the Assessment of Need process varies for each individual application and is dependent on a number of factors including the complexity of each case and whether multi-disciplinary or single discipline input and clinical assessments are required. As such, it is not possible to provide a breakdown of waiting time for individual assessments. However, the HSE reports that, in Q2 2026, the average duration of the assessment process per report completed nationally was 24.3 months. As this is a national figure, there will be regional variations with some AONs being delivered within a shorter timeframe.
In December 2025 Government announced a series of improvements to the Assessment of Need process which will make it more effective and efficient for children and families. Over time, this should lead to a reduction in the waiting time to receive an assessment. This includes legislative reform and operational improvements to support the efficiency and effectiveness of the Assessment of Need process.
The proposed legislative changes will not remove any rights for parents to apply for an Assessment of Need for their child. They also will not alter the statutory six-month timeline set out in the Disability Act.
The General Scheme of the Disability (Amendment) Bill has been published on the Department’s website. An assets.gov.ie/static/documents/2fc0c49e/20260324-FAQ-Version-1.1-CLEARED.pdf.
has also been published, providing information on Assessment of Need and the proposed changes for parents and any other interested stakeholders.
It is important to recognise that legislation is only a part of the response. The Department is working with the HSE to identify further opportunities to enhance processes, improve training, and increase administrative supports for HSE Assessment Officers who are responsible for the production of assessment reports. This includes the establishment of working groups to address learning and development needs and to develop statutory guidelines.
The HSE is also implementing actions to address the wider issue of access to services and supports for children with disabilities including:
• Introduction of a Single Point of Access system by the HSE in 2026 which should make it easier for families to be referred to the right service, whether that is primary care, CDNT or mental health services. It aims to streamline referrals and reduce duplication, so children do not end up on multiple waiting lists.
• Implementation of the Autism Assessment and Intervention Pathways Protocol by the HSE, announced in May 2026, which will provide a standardised assessment process across primary care, mental health and disability services. It will be the preferred assessment route for autism. A dedicated assets.gov.ie/static/documents/2fc0c49e/20260324-FAQ-Version-1.1-CLEARED.pdf.
• for the Protocol is also available on the Department’s website.
• The creation of eleven new HSE teams, initially, to support assessment processes, including AON, providing clinical guidance and administrative supports.
It is intended that these improvements to the AON process will result in a noticeable reduction in waiting times for children and their families across the country.
2684. Deputy Denise Mitchell asked the Minister for Children, Disability and Equality if consideration will be given to increasing the age limit for the cut-off of parental leave entitlements for parents to when the child turns 16 years of age; and if she will make a statement on the matter. [55274/26]
Amharc ar fhreagra2764. Deputy Barry Ward asked the Minister for Children, Disability and Equality the position regarding a review or assessment of the age limit for parents to take 26 weeks of unpaid parental leave; and if she will make a statement on the matter. [55268/26]
Amharc ar fhreagra2765. Deputy Barry Ward asked the Minister for Children, Disability and Equality her views on the merits of allowing parents to take unpaid parental leave up until a cut-off point of 16 years of age rather than the current 12 years of age; and if she will make a statement on the matter. [55269/26]
Amharc ar fhreagra2766. Deputy Barry Ward asked the Minister for Children, Disability and Equality if her attention has been drawn to the discrepancy that allows civil servants to take unpaid parental leave up until their child is 16 years of age whereby other parents are limited to when their child is 12 years of age; and if she will make a statement on the matter. [55270/26]
Amharc ar fhreagra2767. Deputy Barry Ward asked the Minister for Children, Disability and Equality her views on the fairness of the existing situation that allows civil servants to take unpaid parental leave up until their child is 16 years of age whereby other parents are limited to when their child is 12 years of age; and if she will make a statement on the matter. [55271/26]
Amharc ar fhreagra2921. Deputy Ryan O'Meara asked the Minister for Children, Disability and Equality if it is possible for unpaid parental leave to be transferred between partners who work for different employers; if not, if she will consider this given it is already available to partners working for the same employer; and if she will make a statement on the matter. [57644/26]
Amharc ar fhreagra2938. Deputy Cathal Crowe asked the Minister for Children, Disability and Equality if she will consider introducing a mechanism to the parental leave policy for single parents of children with additional needs so that parental leave days taken in order to bring their child to medical assessments or appointments are not counted as a parental leave day or the day can be 'reclaimed' and added to their leave period (details supplied); and if she will make a statement on the matter. [57698/26]
Amharc ar fhreagra3044. Deputy Edward Timmins asked the Minister for Children, Disability and Equality if she will allow private sector employees to avail of parental leave in respect of children up to 16 years of age so as to be treated the same as public sector employees (details supplied); and if she will make a statement on the matter. [58999/26]
Amharc ar fhreagraI propose to take Questions Nos. 2684, 2764, 2765, 2766, 2767, 2921, 2938 and 3044 together.
There have been significant developments in entitlements for parents of working families in recent years.
Under the Parental Leave Acts, 26 weeks unpaid leave can be taken by an employee who is a relevant parent to take care of a child. The upper age limit of the eligible child was increased in 2019 to the age of 12 or of 16, where the child has a disability or long-term illness which allows a parent more time in which to avail of the extended leave entitlement. A relevant parent is a parent, an adoptive parent, or a person acting in ‘loco parentis’.
It should be noted that the legislation only sets out the minimum entitlement to parental leave. Depending on an individual’s contract of employment, they may have more extensive rights to parental leave, as employers have the option to offer more than the entitlement set out in the legislation such as the civil service.
Both parents have an equal, separate entitlement to parental leave. Where both parents work for the same employer and the employer agrees, one parent can transfer 14 weeks of their parental leave entitlement to the other parent.
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. It is important to note that the entitlement under the 2019 Act is for each parent in their own right and is not an allocation per family. The Act was drafted to take account of the broad complexion of family life, including one parent families, and allows for an entitlement for the spouse, civil partner or cohabitant of the parent. Parents do not have to cohabit to be eligible for the entitlement.
However, the leave is non-transferable to ensure that fathers as well as mothers are supported in their caring roles and to support women's equal labour market participation. The principle of non-transferability is also required by the EU Work-Life Balance Directive because of the importance of ensuring that the provision of family leave does not serve to disadvantage mothers participating in the labour market.
The Work Life Balance and Miscellaneous Provisions Act 2023, enacted on 4 April 2023, also 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.
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 18 of November 2025 and sets out a broad range of objectives aimed at reducing inequalities between men and women, including the disparities in caring responsibilities.
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 Action Plan is due to be published in the coming months. Any further changes to supports and family leave entitlements will be considered within this context. Family leave provisions are kept under review to ensure that they are effective and respond to the needs of families, while also taking account of their impact on workplaces.
2685. Deputy Shay Brennan asked the Minister for Children, Disability and Equality if there should be a more transparent and nationally consistent pathway into supported living, so that people with intellectual disabilities and their families can understand how decisions are made and how they can prepare for a planned transition. [55433/26]
Amharc ar fhreagraThe ambition of this Government is to bring about a step-change in services for people with a disability in Ireland and it is committed to the expansion and reform of disability services in order to maximise each individual’s independence and support them to live ordinary lives in ordinary places.
To support people with disabilities and their families, the HSE and contracted service providers endeavour to provide the correct supports for individuals when needed including day services, respite services, residential services, home support and personal assistance. Engagement is ongoing to improve the process for service users and families to access residential services.
HSE regions are working collaboratively with voluntary service providers in each Integrated Healthcare Area to identify individuals with urgent need to ensure plans are in place before a crisis arises. The HSE advise that it is important that the individual with disabilities or their advocate/carer make contact with their local HSE Disability Manager and local authority with a view towards discussing housing or social housing supports required.
The HSE’s 2026 National Service Plan includes details of a move towards a more planned and responsive system of service provision to meet residential needs for people with a disability, with the allocation of specific funding for the development of 72 new planned residential placements and strengthened operational processes being put in place to respond to the current high demand.
The Department of Children, Disability and Equality and the Department of Housing, Local Government and Heritage, continue to work in collaboration with a number of other Departments and agencies including the HSE and Local Authorities, to advance Pillar 3 of the National Human Rights Strategy for Disabled People 2025-2030, which outlines a collective approach to provide a clear pathway for disabled people to access the supports they require to live independently and address societal barriers that impact on their daily lives.
The work undertaken in line with this strategy will support the move to a more planned approach to providing residential supports to people with disabilities.
Additionally, with funding allocated for 2026, the HSE has begun work to establish Residential Placement Planning & Review Teams in each Regional Health Area. The aim of these teams will be to improve forward planning of residential placements, and to ensure that individuals are appropriately assessed in relation to support needs prior to placement in residential services and reviewed in a timely manner for duration of the placement in respect of quality of care and support needs.
Furthermore, with additional funding secured in recent Budgets, new HSE housing coordinators will also be in place this year to coordinate and oversee the delivery of the new residential placements and plan for future placements, many of which will be delivered in Local Authority homes.
Availability of suitable housing is particularly important in the delivery of residential supports. The Department of Children, Disability and Equality and the Department of Housing, Local Government and Heritage are working closely with the HSE and local authorities to respond to the need for additional capacity and improve forward planning, including more cost-effective approaches to meeting housing and support needs. This includes setting specific targets in Local Authority Housing Development Action Plans, which are currently under development. Engagement is also ongoing to improve the process for service users and families to access these residential services.
Throughout 2026, this Department is undertaking research and progressing policy development, with a view to developing a new policy framework for both specialist disability residential services and respite services.
The Department is also advancing the development of a policy framework on community-based supports, including home support and personal assistance.
These supports play a critical role in enabling disabled peoples’ independence and participation in their communities. The work will also consider the appropriate role of personalised budgets. Engagement with stakeholders, particularly those in receipt of these services, will be an important part of the reform programme underway.
2686. Deputy Barry Ward asked the Minister for Children, Disability and Equality if her attention has been drawn to the concerns of employees of a large tech company(details supplied) in relation to the targeting of employees on maternity leave; the actions she is taking to ensure that this is not happening in their Irish offices; and if she will make a statement on the matter. [55660/26]
Amharc ar fhreagra2687. Deputy Barry Ward asked the Minister for Children, Disability and Equality the position regarding the mechanisms in place to ensure that employees on maternity leave are not unduly targeted in the case of redundancy measures; and if she will make a statement on the matter. [55662/26]
Amharc ar fhreagra2688. Deputy Barry Ward asked the Minister for Children, Disability and Equality the mechanisms in place to support women taking maternity leave to ensure they are treated fairly and within legal frameworks; and if she will make a statement on the matter. [55663/26]
Amharc ar fhreagraI propose to take Questions Nos. 2686, 2687 and 2688 together.
The Maternity Protection Act 1994 and the Maternity Protection (Amendment) Act 2004 provide a pregnant employee with 26 weeks of paid maternity leave and an additional 16 weeks of unpaid leave, alongside other entitlements such as breastfeeding breaks after the return to work, which have been extended to two years following the birth of the child, through the Work Life Balance and Miscellaneous Provisions Act 2023. Furthermore, since 20 November 2024, employees can postpone their maternity leave if they require ongoing treatment for a serious health condition as set out in the Maternity Protection, Employment Equality and Preservation of Certain Records Act 2024.
The Maternity Protection Acts, as amended, also detail the specific employment protections provided to employees who take up the protected leave under the Acts.
Women taking maternity leave are also protected from discrimination under the Employment Equality Acts, 1998- 2021. The Act specifically notes that where a woman employee is treated less favourably than another employee is on a ground related to her pregnancy or maternity leave, this is considered discrimination on grounds of gender.
Where a person believes they have been discriminated on these grounds, they can take their case to the Workplace Relations Commission (WRC). Cases of gender discrimination can also be taken directly to the Circuit Court if preferred. The Irish Human Rights and Equality Commission (IHREC) maintains information pages at www.ihrec.ie/your-rights/, which include further detail on this process and may be a useful reference.
2699. Deputy Ryan O'Meara asked the Minister for Children, Disability and Equality for an update on recruitment of an additional senior dietician in the mid-west region to support CDNTs; and if she will make a statement on the matter. [55705/26]
Amharc ar fhreagraAs this question refers to the service matters, I have asked the Health Service Executive (HSE) to respond to the Deputy directly, as soon as possible.
2700. Deputy Ryan O'Meara asked the Minister for Children, Disability and Equality for an update on north Tipperary's CDNT's business case for additional posts; and if she will make a statement on the matter. [55706/26]
Amharc ar fhreagraAs this question refers to the service matters, I have asked the Health Service Executive (HSE) to respond to the Deputy directly, as soon as possible.
