Included in the Supplementary Budget in April 2009 a Special Incentive Career Break Scheme for Civil Servants and a Shorter Working Year Scheme for Civil Servants were introduced.

Shorter Working Year Scheme for Civil Servants

Circular 14/2009 Shorter Working Year Scheme). This new scheme supercedes current term time scheme.  The current term time scheme only allows for parents of school-going children up to 18 years of age to take a continuous block of 8, 10 or 13 weeks unpaid leave during the summer holidays so as to have time off with their children.  This new scheme will allow any civil servant an opportunity to take up to 3 continuous blocks of 2, 4, 6, 8, 10 or 13 weeks (to a maximum of 13 weeks) unpaid leave for any reason at any time during the year. Staff may apply for more than one period in any year subject to a maximum of 13 weeks in that year. New entrants on probation may apply for participation in the scheme subject to certain conditions. Applicants should contact their Personnel Sections. The periods will count as service for the purposes of increment and seniority. It will not, however, count for remuneration or superannuation purposes. Staff participating in the Shorter Working Year Scheme may apply for special administrative arrangements for the payment of part of basic salary during the period of unpaid leave. Staff availing of this scheme will in the majority of cases not be replaced.  The widening of the scheme will reduce the paybill in the civil service.  This scheme is also being rolled out to the wider public service.

Career Breaks

Circular 18/98 Special Leave without pay for career break and Letter to Personnel Officers of 3 March 2008 gives details of the Civil Service career break scheme. The scheme provides that staff may be granted special leave without pay for a period of not less than six months and not more than five years subject to meeting eligibility criteria. The grant of a career break is subject to certain conditions, the details of which can be clarified with the Personnel Section. Eligible staff may, in general, avail of three career breaks during their career in the Civil Service subject to a maximum of 10 years in total. A second and third career break may not be taken until the officer has served for a period equal to the duration of the previous career break. The period of a career break will not count as service for promotion, increment, or superannuation. On completion of a career break, an officer will be assigned to the next appropriate vacancy, with a guarantee of re-employment in his/her original grade (although not necessarily in his/her original Department/Office), within twelve months of the end of the career break. 

Special Incentive Career Break Scheme for Civil Servants

The Special Civil Service Incentive Career Break Scheme was introduced as a once-off measure that was included in the Supplementary Budget on 7 April 2009.  Following implementation on 30 April the measure was extended to staff in the different areas of the public service, including the local government sector.  The closing date for participation in this scheme has expired and at this point in time there is no current proposal to extend the scheme.

Hours of Attendance & Flexible Working Hours(FWH)

The conditioned hours of various grades are set out in individual circulars. Civil Service office hours are from 09.15 to 17.30 Monday to Thursday (17.15 on Friday). Most civil servants work forty one hours gross per week, i.e. inclusive of lunch breaks. Most Government Departments/Offices operate a system of Flexible Working Hours (FWH). Under this system, civil servants must work their full quota of hours, but they are given much more flexibility in doing so. For example, staff may, within certain limits, vary their arrival times, departure times, and lunch breaks. Hours that are open to variation in this way are known as ‘Flexible Hours’. The main part of the day, when all staff should be at their jobs, is not open to variation and is known as ‘Core Time’. A typical working day under FWH would be divided as follows:

08.00 – 10.00

Flexible Morning Band

Staff may start work any time during this band. Time worked before 08.00 will not gain credit

10.00 – 12.30

Morning Core Time

Staff must be present during this period unless on an authorised absence

12.30 – 14.30

Flexible Lunch Band

Staff must take a minimum lunch break of 30 minutes but the break may be extended to last up to 2 hours

14.30 – 16.00

Afternoon Core Time

Staff must be present during this period unless on an authorised absence

16.00 – 19.00

Flexible Evening Band

Staff may finish work any time during this band. Time worked after 19.00 will not gain credit.

Under FWH, staff are allowed to work up additional time which may subsequently be taken as time off (flexi-leave). In order to qualify for flexi-leave an individual must have built up credit as follows:

(i) 3 hours 30 minutes (3.5 hours) to be absent for one morning core period (or one half day a.m.);

(ii) 3 hours 27 minutes (3.45 hours) to be absent for one afternoon core period (or one half day p.m.);

(iii) 6 hours 57 minutes (6.95 hours) to be absent for one full day.

 Worksharing

Circular 31/01 Civil Service Worksharing Scheme (as amended by Circular 11/2010) gives details of the Civil Service Worksharing Scheme. Worksharing means that staff may choose a daily/weekly work pattern which is different from the standard working day/week. All civil servants, whether established or unestablished including, subject to certain conditions, those on probation may apply to workshare. Staff who opt for worksharing are required to do so for a minimum of twelve months. In general, worksharers enjoy pro-rata arrangements with their full-time colleagues in relation to pay and other conditions of employment. A person participating in the Worksharing Scheme may take up other paid employment outside the Civil Service, subject to the same conditions that apply to full-time civil servants, but in particular that there be no conflict of interest, and that the outside employment does not interfere with the proper performance of Civil Service duties.

 E – Working

Circular 4 of 2003 - This Circular advises Departments of the Government’s policy on e-working and teleworking in the Civil Service and requests them to assess the possible introduction of such working arrangements on a pilot basis.