Unions Prepare for Industrial Action Over Section 39 Pay Dispute
Section 39, 56, and 10 organization workers, represented by SIPTU and Forsa, are preparing for industrial action due to ongoing government inaction on pay parity. These organizations, initially outsourced from civil service roles, have faced funding cuts, hindering their ability to meet previously promised pay restorations. Despite a WRC framework outlining pay increases, many struggle to implement them. Public attention to the issue intensified during a high-profile exchange between a disability worker and then-Taoiseach Simon Harris, but no concrete commitments followed.
SIPTU has begun balloting its 5,000 members for industrial action, potentially including a strike. Union representatives express frustration with the government’s lack of progress. A successful ballot could severely disrupt essential healthcare and social services.
Employers must adhere to the Industrial Relations Act 1990. SIPTU has notified employers of the ballot. The WRC or Labour Court may intervene if the ballot favors action. While a full strike is unlikely, employers should facilitate the ballot process, avoid coercing employees, and understand their obligations regarding striking workers’ pay and service provision. A significant pay increase could create internal pay inequities. Organizations may require additional support navigating these issues.
Click here for more information on the dispute.
Working conditions for employees of digital labour platforms to change
The EU’s Platform Work Directive aims to improve working conditions for platform workers. It focuses on two key areas: correctly determining employment status (with a presumption of employment when certain control factors exist) and regulating algorithmic management (ensuring transparency, human oversight, and banning certain types of automated monitoring). The directive applies to digital labor platforms operating in the EU, regardless of where they’re based, that use online means to organize paid work and utilize automated systems. Affected organizations should determine if they fall under the directive’s scope and familiarize themselves with its provisions, particularly those related to employment status, data processing, and algorithmic management. Member states have until December 2026 to implement the directive into national law.
Adare can Help
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