LCR23133

PARTIES:

DIVISION:

SUBJECT:

Complaint under Section 26(1) of the Industrial Relations Act, 1990.

BACKGROUND:

This dispute could not be resolved at local level and was the subject of a Conciliation Conference under the auspices of the Workplace Relations Commission. As agreement was not reached, the dispute was referred to the Labour Court on 25 February 2025 in accordance with Section 26(1) of the Industrial Relations Act, 1990.

A Labour Court hearing took place on 9 May 2025.

RECOMMENDATION:

The matter before the Court is a claim by Unite and Connect, on behalf of Electrical and Mechanical Fitters for a pay increase for 2024 and general improvements to pay and conditions of employment.

The unions submit that the pay increases received by members since 2021 have not kept pace with the inflation. An up-to-date benchmarking exercise is required to address the significant disparity that has emerged between current salary scales for craft grades and industry norms.

The unions’ claim is a 2.5% pay increase for 2024 and a fair and appropriate pay increase for 2025 reflective of inflation and industry comparators. They also seek improvements relating to annual leave entitlements, a retirement payment, attendance, maternity leave, shift cover and discretionary days/ hours.

The unions acknowledge that the company is facing economic challenges; however, they contend that craft labour is not an optional cost and the disparity in pay must be closed to ensure fair and equitable treatment of the craft grades within the broader industry context.

The employer submits that the unions claim exceeds the terms agreed with SIPTU, Unite (Laboratory members) and non-union categories which provided for a 1.75% pay increase (backdated to 1 January 2024) and other improvements to conditions of employment.

It submits that the company’s financial position has progressively weakened during negotiations, raising significant concerns about its current ability to accommodate further payroll increases. The company is now in a very precarious position, as demonstrated by its audited accounts for year ending 31st of December 2023. There is no financial rationale for an increase greater than the 1.75% proposed.

The employer submits that the proposal to pay an increase of 1.75% for 2024 along with other proposed improvements to conditions of employment (increased service days, a €500 retirement award and favourable changes to discretionary days/hours, attendance, maternity leave top up and changed to covering shifts) is fair and reasonable in all of the circumstances

Concession of this claim on behalf of twenty-six workers would have serious knock-on implications with other union and non-union groups who have all accepted the 1.75% pay increase for 2024.

Recommendation

Having given careful consideration to the written and oral submissions of the parties, the Court recommends that the dispute be resolved on the following basis: -

• A 1.75% pay increase to apply for 2024.
• The parties engage with a view to discussing the unions’ request for a benchmarking exercise.
• The improvements sought and outlined at the hearing in relation to annual leave, a retirement payment, perfect attendance, maternity leave, shift cover and discretionary days/hours be implemented.

The Court so recommends.

	Signed on behalf of the Labour Court
	Katie Connolly
AR	______________________
14th May 2025	Deputy Chairman

NOTE

Enquiries concerning this Recommendation should be addressed to Aidan Ralph, Court Secretary.