News Archive

Proposals for an extension of the Lansdowne Road agreement

Date Released: 08 June 2017

This is a summary of the main points of the outcome of negotiations on a proposed extension to the Lansdowne Road agreement for members of SIPTU and other trade unions in the public service.

  • Duration of proposal: 1st January 2018 to 31st December 2020
  • By 2020, more than 90% of public servants will be out of FEMPI pay provisions, and almost a quarter will have exited FEMPI pension levy payments
  • 73% of public servants gain more than 7% by 2020.


Pay and pension levy

  • 1st January 2018: 1% pay adjustment
  • 1st October 2018: 1% pay adjustment
  • 1st January 2019: Pension levy threshold up from €28,750 to €32,000 (worth €325pa)
  • 1st January 2019: 1% pay adjustment for those earning less than €30,000
  • 1st September 2019: 1.75% pay adjustment
  • 1st January 2020: Pension levy threshold increased to €34,500 (worth €250pa)
  • 1st October 2020: 2% pay adjustment.


  • Combination of pay and pension levy adjustments worth 7.4% to those earning €30,000 a year or less, over lifetime of deal
  • Combination of pay and pension levy adjustments worth 7% to those earning between €50,000 and €55,000 a year, over lifetime of deal
  • Combination of pay and pension levy adjustments worth between 6.6% and 6.9% for those between €55,000 and €80,000 a year, over lifetime of deal.



  • No change in value of pensions. No move to CPI link for increases over lifetime of the agreement. Pay-pension link to continue. No career average calculation for future service.
  • Highest additional pension contribution for those on ‘fast accrual’ pensions – lowest for post-2013 entrants in new ‘single’ pension arrangement.


Other provisions

  • No weakening of outsourcing protections
  • No change in working hours, but facility to revert to pre-Haddington Road hours with commensurate pay adjustment
  • No extension of Saturday working: Facility to review rostering arrangements for groups, but no change without agreement
  • An end to pension levy on non-pensionable earnings, including overtime
  • Process to address longer pay scales for new (post 2010) entrants
  • Process to assess recruitment and retention problems
  • No increase in CORU fees over lifetime of deal
  • Commitments on work-life balance arrangements.

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