LCR23254

PARTIES:

DIVISION:

SUBJECT:

Implementation of Roles and Responsibilities Review.

BACKGROUND:

This matter comes before the Court following an intervention made under Section 26(5) of the Industrial Relations Act, 1990. 

A Labour Court hearing took place on 14, 18, 19 and 21 May 2026.

RECOMMENADTION:

This recommendation follows on from Labour Court Recommendation LCR23164. While that recommendation referenced the then WRC proposals, the only issue before the Court for decision at that time was the implementation date for the revised pay scales. The Court issued a recommendation on that single issue which along with the WRC recommendations were rejected by the membership of both Unions. This dispute is grounded in the implementation of the recommendations of the McHugh/ Crabtree Report 2020. It was also referenced at section 4.4.2 of the Public Sector Agreement 2024 -2026 which stated, “The parties commit to remain in process with a view to concluding the Role and Responsibilities review in the National Ambulance Service”.

The parties engaged locally on the implementation prior to referring the issues to the WRC. Arising from the rejection of the last set of proposals and the failure to make progress at local level the Unions balloted for and served notice of industrial action up to and including strike notice. A work to rule commenced on Monday 11 May 2026 and a 24-hour strike occurred on Tuesday 12 May 2026. Further strikes were planned for week beginning 18 May 2026 and 25 May 2026 and on into June 2026. On Thursday the 14 May 2026 the Court invited the parties in separately to brief the Court on the dispute. 

Following these briefings, the Court decided to intervene in line with the provisions of Section 26 (5) of the Industrial Relations Act, 1990, and invited the parties in for a Court hearing on the matters in dispute. That provision of the statute states as follows:

“(5) Where the Court, following consultation with the Commission, is of the opinion, in relation to a trade dispute which but for this subsection it would be precluded by virtue of subsection (1) from investigating, that there are exceptional circumstances which warrant it so doing, it may investigate the dispute.”

In line with its normal practise the Court requested that the Unions step down their action scheduled for the following week to allow for an intervention.

In this case the Court, in concluding that exceptional circumstances existed which warranted the Court investigating this trade dispute, took account of the following factual circumstances in being:

• The existing WRC proposals had been balloted on and rejected twice by significant numbers of members in both Unions, albeit there had been some changes to the proposals prior to the second ballot.
• Conciliation at the Workplace Relations Commission was not successful in facilitating the parties to find agreement on the matters in dispute.
• Industrial action commenced in the National Ambulance Services on Monday 11 May 2026 with a 24-hour stoppage occurring on Tuesday 12 May 2026 and further longer stoppages were scheduled. The work to rule and the stoppage resulted in a serious impact on the HSE’s ability to deliver a safe service, and the working lives of the Ambulance staff.
• The Court at its meeting with the parties (separately) on14 May 2026 sought to understand why previous   proposals had not found favour when put to ballot. The Court’s enquiries drew a number of responses including that the proposals were too long and too confusing, it was difficult for individuals to see what increases they were actually getting because their premia payment was consolidated in part into their pay scale and in part into a new allowance, the underlying assumptions in the new scales and allowances were not accurate, and a belief by union members that they were funding their own pay increases.
• In the course of this engagement the Court sought to assess the situation with a view to establishing whether the Court could assist the parties in finding a resolution to their trade dispute. The Court understood from its engagements with the parties that the potential existed for a very grave and unfavourable outcome to this trade dispute should resolution not be found in the short term. Similarly, the Court came to understand that, notwithstanding their extensive engagements directly and with the assistance of the WRC, no discernible narrowing of the gap between the parties’ respective positions on key matters, or indeed their disputation on matters of fact had emerged.
• Following the engagement on 14 May 2026 the Court formed the view that it could assist the parties and decided to intervene in the manner provided for under the Act.

The Court engaged with the parties on numerous occasions on each of the following dates, the 18, 19 and 21 May 2026 both in joint session and separately. At various times over those days the parties submitted papers to each other and to the Court for consideration. The Court taking account of all the papers exchanged and the engagement it had with the parties concluded that it had sufficient clarity to issue a recommendation. The Court asked the parties to step down all industrial action to facilitate the issuing of a recommendation and the conclusion of the balloting process. 

The following is the recommendation of the Court

1) New basic pay scales as set out below to apply from 1 January 2026.

Emergency Medical Technician

Paramedic

Advanced Paramedic to Specialist Paramedic

Specialist Paramedic

Assimilation to the new scales to be on a point-to-point basis.

2) The Cardiac allowance to be bought out from those who are currently in receipt of it in line with the Public Sector Agreements i.e. 1.5 times the value of the allowance.

3) Saturday and Sunday premium - no change to existing arrangements.

4) Shift pay NAS arrangement: all staff that are currently on the NAS arrangement including the 38 to be red circled (details to be provided to Unions in respect of their members) will remain on same.

5) The existing Dublin Travel allowance to be red circled to current holders.

6) Rest day overtime - all existing staff to remain on their current rest day overtime arrangement.

7) All promotions and intake of new staff after the date of this recommendation will be placed on the HSE arrangements in respect of rest day overtime, shift pay and consolidation. This does not apply to current advanced paramedics in respect of their move to specialist paramedic grade as provided for under this agreement.

8) The NAS 1% local bargaining money to be used to ensure that paramedic supervisors will receive the same percentage increases as paramedics while retaining the present differential in pay between paramedics and paramedic supervisors.  Advanced paramedic supervisors will receive the same percentage increases as advanced paramedics while retaining the present differential in pay between advanced paramedics and advanced paramedic supervisors. These pay increases will take place in line with the other grades involved. Tied to this, the Court notes the party’s commitment to develop the future role of the Paramedic Supervisor with a salary that reflects their role as an integral part of the modernisation and development of the National Ambulance Service. The Court also notes the parties agreement to engage in negotiations in this regard with a focus on the development of the role, responsibilities, interaction with other medical professionals and position within the overall(management) structure of the National Ambulance Service.

The Court recommends that the parties engage in a time bound process under the auspices of the Workplace Relations Commission and that this process commence within two weeks of the acceptance of the Labour Court Recommendation. The Court recommends that the timebound process be completed within a twelve-week period and that any matters which may remain in dispute be referred back to the Court for recommendation.

9) The parties will conclude their engagements in relation to the 2% local bargaining clause of the Public Service Agreement 2024-2026.

10) The parties will engage on the process for including end of shift forced overtime as pensionable income in line with previous decisions of the Pension Ombudsman and finalise within three months of the date of acceptance of this recommendation.

11) Implementation of the recommendations of the McHugh/ Crabtree Report 2020. It was also referenced at section 4.4.2 of the Public Sector Agreement 2024 -2026 which stated, “The parties commit to remain in process with a view to concluding the Role and Responsibilities review in the National Ambulance Service”.

Appendix 1 to this document sets out a two-page, six-point transformation plan to deliver on the above commitments. The process in terms of improving access to care as a priority focus will be chaired by an independent chair nominated by the Labour Court on acceptance by the parties of this recommendation.     

12) The HSE commit to continuing to align with the commitments in Public Sector Agreements to directly employ staff.

13) The Court understands that there are other issues still outstanding between the parties, some of which are individual issues and other collective issues currently under the auspices of the WRC. The Court recommends that both parties engage proactively to bring these issues to a conclusion.

The Court so recommends

	Signed on behalf of the Labour Court
	Louise O'Donnell
FC	______________________
02/06/2026	Chairman

NOTE

Enquiries concerning this Recommendation should be in writing and addressed to Ms Fiona Corcoran, Court Secretary.

APPENDIX 1

ROLE AND RESPONDSIBILITIES REFORM AGENDA

The implementation of the Reform Agenda in NAS will be underpinned by ongoing, constructive collaboration between HSE management, staff and Trade Unions, and progressed through well-established industrial relations mechanisms.

1. The National Ambulance Service will continue with the development of the service within the context of wider health service reorganisation.
2. Given the extent of change that NAS is undertaking, a structured approach of change utilising established IR mechanisms, will be employed.
3. The programmes will be viewed through the lens of a holistic change
4. Objectives and aims will driven forward between NAS, staff and Union representatives.

 I. Improving Access to care priority focus:

• On acceptance of the ballot the Labour Court will nominate an independent chair to oversee a process charged with:  
  • o Implementation of a New EMT/Paramedic crewing model that is consistent with the PHECC EMS Dispatch Standard in Ireland.
  • o Implementation of a clinically determined deployment model for Specialist Paramedics

In addition, we are committed to the development of the Intermediate Care Service (ICS), the Critical Care Retrieval Service (CCRS) and merge the HEMS and Adult Retrieval service incorporating Critical Care Physician, Nursing and Paramedic models of care with the appropriate resourcing. 

II. Transforming urgent and Emergency care:

• Expand the use Alternative Care Pathways including the NAS Clinical Hub, Pathfinder, EDITH, Alternative Pathway Project, Mental Health and Community Paramedic.

III. Prioritising Quality and Patient safety:

• We formally recognise Paramedicine as a Health and Social Care Profession, reflecting the increasing clinical scope, professional responsibility, and regulatory oversight associated with the role. Our staff are a key enabler in this process and have contributed and continue to contribute to the transition process.
• This recognition represents a significant development in the professional standing of NAS staff within the HSE and aligns paramedicine with other regulated healthcare professions within the public health system.

In line with the Reform agenda all staff will be expected to:

1. Maintain full compliance with Prehospital Emergency Care Council (PHECC) regulatory framework s including ongoing developments in scope of practice.
2. Adhere to Fitness to Practice processes, ensuring ongoing professional accountability and governance.
3. Engage with a structured model of agreed Continuing Professional Development, with an emphasis on maintaining clinical competence and professional currency.
4. The proposals further support the development of enhanced and specialised roles, including Specialist Paramedics, and promote a more formalised professional framework within which staff are expected to operate. This recognition must be viewed as part of a broader structural change to the profession, encompassing not only status and career progression, but also heightened responsibilities and compliance requirements of staff.

IV. Strengthening Our Foundations

• Co-operate with new reporting relationships arising from changes to management structures (NAS Organisational Re-Design Programme)

V. Integrating Technology and eHealth:

• Adopt full use and functionality of the NiSRP HR and payroll self-service, transfer all staff to NAS Time Return through NAS HR in Tullamore and facilitate payment to PayPath (Electronic Funds Transfer)
• Introduce new technologies including the use of ED Screens for Patient Handover, Workforce Planning, a Staff APP, personal issue ePCR devices and Telehealth technology
• Re-design NAS Workforce Planning structures to ensure new e-rostering arrangements support operational rostering and scheduling at both HSE Region level (6) and HSE Integrated Health Area level (20)

VI. People and Culture:

• A fundamental principle is the development of a modern, supportive and high performing organisational culture characterised by:
• Trust, accountability, compassion, and respect
• Strong focus on staff wellbeing and support system
• Improved work-life balance through modern and equitable rostering
• Flexible working and enhanced career opportunities.

This ensures that the reform is underpinned by a motivated, supported and engaged workforce leveraging:

• Behavioural science

HSE Framework for enabling Organisation, Culture and Values in action.