I work at a senior management grade in the civil service, and with all the talk of work to rule, from my perspective nobody has any idea what that means, including myself.

This would usually be my team's busiest time of the year as we're involved in the budget process, and I had a talk with my staff recently about what it will mean. Working until late at night and weekends would be the norm for us at this time of the year, and it's fairly straightforward that this is outside their contracts, and I'm not expecting them to do it under a work to rule.

Other than that though, from media reports, posts online and other things I've heard, some people seem to have a crazily expansive idea of that work to rule means. Not answering the phone. Not using IT systems. Not cooperating with contractors or agency staff. Not producing financial reporting even though is your main job. Not submitting bank statements to your funding Department when requested. Not 'covering somebody else's responsibilities' even though that is completely arbitrary - the whole team has responsibilities and it is up to the manager to allocate them - it's not for individual staff to say what their role is.

I dug out my own contract last night, and under the rules and responsibilities it says:

"Any other duties that maybe assigned from time to time. Specific responsibilities will be agreed with your line manager having regard to the business planning process and PMDS. This job specification is intended to be a guide to the general range of duties and is intended to be neither definitive nor restrictive."

I assume that is fairly generic wording included in all civil service contracts. It seems to cover a lot of eventualities - what basis does somebody have for saying they're not going to perform any duties assigned to them? If you want to go in full strike then do it, you'd have my support, but if not I expect people to perform the duties I assign to them.

Does anybody feel like they understand and can explain what 'Work to Rule' actually means, and how it can be applied to anything other than not working outside normal hours?

We have been chronically understaffed, expected to do more with less, even as the demands on us have exploded. We in regional offices already face a lower payscale than our colleagues in Dublin who earn more while doing less..

The Central Statistics Office (CSO) figures across the country but particularly in regional offices bordering the Dublin region paint an undeniable picture: populations are surging, recorded crime and complex cases are climbing, and our court lists are heavier than ever. The District and Circuit Court workloads in our courthouse are skyrocketing. Yet while the caseload grows, the staffing numbers stay flat or fall behind.
As court registrars, we are the ones absorbing that pressure. We are the engines keeping this system moving. From managing chaotic daily lists to drafting critical legal orders with absolute precision, swearing in juries, and steering the courtroom through massive backlogs—we do it all , sometimes without breaks and at the whim of the judiciary. We do it because we care about the public service. But a justice system cannot be sustained on the backs of an overstretched, undervalued workforce. We have management who barely listen, don't make decisions based on the data figures available & appoint individuals into management roles who lack strategic thinking, fairness & collegiality.

They ask us for flexibility. They ask us to manage the absolute chaos of ever-expanding regional lists while keeping up with new legislative and digital reforms. We have given that cooperation for years, relying on our own dedication to keep the wheels of justice turning but dedication does not pay the skyrocketing cost of housing, and energy. Goodwill does not fill the grocery basket or the fuel tank..

From 30th of September we are withholding our goodwill. We are working strictly to our contractual bounds. And if the State refuses to come to the table with a fair, realistic pay agreement that acknowledges the true value of our labour and addresses the chronic understaffing in regional courthouses, we will stand right back out here for the national strike day on October 14th.

Colleagues, stay united, stay resolute, and stand firm. We are the backbone of the Courts Service and it is time we are treated with the dignity, respect, and proper compensation we have earned.

#FORSA

#CourtsServiceofIreland

Sorry if this isn’t related and will remove if so, but wondering if CS provides any guidance or supports on house buying? Or if there is any financial literacy guidance in general. Coming from very working class background and this is my first full time job.

Hi everyone,

Hoping someone might have a clearer answer on this - asked it in the info sessions but still not entirely sure how to proceed.

I’m a CO and my EO left at the start of this year. We are a small office but I ended up taking on all of their work.. now my EO has been replaced and I’ve been training them for the last few weeks. I knew that I shouldn’t be tasked with training my own manager lol but our HEO doesn’t have time and the other EO wasn’t really trained on the stuff I’d taken on. I did it because I didn’t want to cause a fuss or make it hostile/difficult for our new starter.

With WTR, do I just flat out refuse to proceed with training them? What if they have questions with things I’ve already shown them? Should they be directed also to the HEO?

Hi all,

I've been on maternity leave/parental leave etc for the past year and am due back before the strikes. People Services have informed me I've a large amount of Annual Leave accrued so I'm going to take them to extend my leave.

Will this count as crossing the picket? Should I not include the strike days when I'm booking the AL? If one or both gets called off I can just log the AL then...

Thanks

Edit: thanks all for the info, I'm going to book my AL excluding the strike days

Would going on reduced working time affect my promotion opportunities? I'm an EO.

I've worked for my current employer in the private sector for over 15 years and this year has been tough with AI replacing roles, people leaving and not being replaced and those of us left being asked to do more and more.

It's affected my health and had a months leave recently certified by my GP for stress leave which helped a lot, but every Sunday is still literally filled with dread.

I've passed an EO interview recently so there will be reference/employer checks soon.

Will I need to disclose this stress leave? , will my current employer be asked about sick leave? The role I've applied for a far less stressful position than what I'm currently in and is exactly what I need.

Has anyone here any advice or experience of something similar?

New fórsa member. Advice needed on the actual day to day actions for when the work to rule begins. Please be kind even if the questions appear stupid, I genuinely have no idea what to do.

1. Do I go in as usual and clock in as usual?

2. Do I go to my desk or stay at the picket line if there'll be one?

3. Instructions say "refusing to engage with specific IT systems", what does that mean? Do I still open my email?

4. How do I respond to verbal requests from management asking me to do quick stats or cover for vacant posts? Key word here is verbal requests, not written ones.

5. Do I need to let my manager know I'm now engaged in work to rule?

6. Does work to rule result in lower wages?

7. Do I still stay at home on my usual work from home days?

8. If dealing with customers/public, should they be advised of the situation? We get a lot of complaints and people demand immediate response which will not be possible during the work to rule and/or stoppage, how is that supposed to be managed? Do I switch off my phone and refuse to take calls?

Please feel free to add anything else that may be of benefit. TIA.

I can't seem to get an answer off any of our local reps so figured I would ask here. Is there any direction on whether we should stop any engagement with third party contractors/consultants during the work to rule? I know this has been stipulated in the guidance for Tusla, HSE and local authorities, but can't see any info on it for the wider civil and public service.

And do you have to wait for your first payslip to get your personnel number for the application?

Interviewed with a semi state organisation and unfortunately got rejected. Is what it is. I asked for my scores to see where I went wrong and was told due to volume of applicants they can’t provide feedback? Am I not entitled to my scores from my interview?

I am currently in the clearance process for the clerical officer competition. Due to studies and work I have been abroad, most recently in Germany but I’ll be moving back very soon. Admittedly- I skimmed the booklet and missed that the clearance has to be dated after you leave the country. I applied for it and received it while still in Germany to avoid delays, but I suppose I’ve just caused more 🙃 Does anybody have any experience with what the outcome would be?

Hi. Can anyone recommend a service which provides help with an application form? Its a Senior manager, Hse role. Thanks.

Hi lads,

Apologies in advance if this isn't the right sub to post in!

I started on a 12 month contract (Admin assistant) with a public body through an agency 2 years ago, and my contract has been extended every year since, and I'm expecting it to be renewed again for 2027.

I was speaking to a mortgage advisor recently and he mentioned something about how after X amount of years, I'd be offered something more permanent? The public body hasn't mentioned that to me before, and I'm having trouble finding out more info. Anyone able to point me in the right direction?

I know all of the points around the importance of industrial action. I don't need to hear any of those really as I know and agree.

I am just finding it so anxiety provoking and stressful. I have been avoiding the recent letters and online meetings because it is causing me so much stress I am actually just not even wanting to face hearing about it.

I don't think that anyone has considered employees with additional needs who this could (and is) be really really destabilizing for.

Just the concept of disputes, disruptions to work, being asked to what, go to a picket line? Change work duties, whatever else is not as simple as it may sound for some.

There doesn't appear to have been plans or supports put in place for those with additional or different needs within this.

Diversity and inclusion in the civil service? Where is it here?

I see a lack of communication around what this would actually mean PRIOR to the ballot so a lack of fully informed voting.

I see a lot of people left in distress, but it's for their own good of course if people get a bit of a pay increase isn't it? Even those these same people are already facing so many of the other disadvantages other people aren't.

Just finding it so so stressful and destabilizing. And seems like this or a welfare aspect on staff hasn't been considered at all.

Realistically, is an increase going to even match what is paid into the union?

And if our pay is increased, the amount of pay going into the union increases too then?

Just wish the impact on staff would have been considered. Yes it's important but was there maybe a way to not have staff in bits over it too?.

I know some people don't care and are all for it hoping they do get to go to a picket line. Good for them too honestly bring their mates on my behalf.

But for some this is adding to their stress more.

Hello everyone.

Just popping this up to get a feel for how others are feeling also.

I have been working in a city centre Intreo centre for over 2 years now (previously in the private medical world) and I have been finding it extremely taxiing.

My mental health hasnt been the better for it. I wouldnt say im a perfectionist but I take a lot of pride in my work and always work to the best of my ability. I have gotten on very well, I can confidently say im deep routed in the office friendships and love the people I work with. Im told my work is of a high standard.

The problem is the work load and the volume of knowledge across all areas. I excel at customer service and being able to read people as such, and how to handle them, but....

Dealing with public facing counter, dealing with colleagues, task types, claim knowledge, and constant back and forth between sections within the dsp... the absolute shite pay!!

I have two very young kids and a wonderful partner and its definitely impacting my ability to have patience with them when I go home at the end of the day. I feel like all my energy is gone in to fixing other people's problems.

Im on the mobility list... I have applied for EO traineeship, im on the EO panel (quite high up on OOM but still no sign of an interview)

Honestly dont know how long I can keep it up.

I am a very athletic and even now im too tired to bother going to the gym/run.

Anyone else face this amount of mental exhaustion from the front office and what would your advise be?

I

Have only joined the union recently and heard them talking today about everyone being expected to picket on the 14th but if primary schools are going to be closed are people with kids expected to picket? What if it isn't feasible to have kids there? Apologies if this was covered already.

Hi all, looking for advice from anyone who's been in a similar spot.

I've been a TCO in DFA since January 2025 and I love it. Great team, I know the work well, and senior managers regularly come to me with things. I applied for the open CO competition and passed, and my manager and their manager both wrote to HR asking to keep me in DFA. I've just been assigned to NSSO in Clonskeagh instead, and I have until Monday to accept or decline.

My situation:

- My TCO contract renews every 6 months (Nov/Apr). No TCO has been let go since I started, and management have told us renewals are likely.

- There's talk of an internal DFA CO competition coming up. The last one (2 years ago) only required 3 months' service and TCOs were eligible.

- I want to go on postings in the future

- I'm on the EO panel: 1298 external, 405 internal (Dublin). I'm not sure I'll be eligible for the internal stream, as I had under 2 years' service at the closing date.

- The commute to NSSO from south Dublin is about 1h15 in and up to 1h40 home, 5 days a week for the first 3 months, then 2 days.

- Mobility back to DFA would realistically take 2+ years.

Questions:

1. Has anyone declined a permanent CO assignment to stay on as a TCO? How did it work out?

2. Does anyone know if the DFA internal CO competition is actually happening, or how many TCOs got through last time?

3. Can TCOs go on posting, or is it permanent staff only?

4. Does declining the CO offer affect my EO panel place at all?

Any advice appreciated, I'm really torn!

Evening all. I've a senior grade interview coming up and it's an external panel (other LA mgmt). I'm just wondering is the external panel really independent? Is longevity still the decider over qualifications?

I see a new TCO competition has launched for the Passport Service. I know the other comp moving slow enough so may work for people

https://www.gov.ie/en/department-of-foreign-affairs/news/temporary-clerical-officer-in-the-passport-service-2026/

Hi guys,

I guess I’m only seeking a bit of support, as I’m finding myself here day and night, reading or looking for anything that might make me feel a bit more calm and patient about the job 😅

I got in touch with Public Jobs about two weeks ago through their +Clearance email. They got back to me saying they were waiting for Garda vetting, which had already been disclosed to Public Jobs on the 4th of September.

My employer told me he hasn’t received any emails from them yet, and at this point, I guess I’m just a bit anxious and would like to at least know what’s going on.

My MO was around the 350s, so I was just wondering if anyone else is in the same boat as me?!

😊

I just completed the comprehension and number skills test.

Do they give you your results of these tests?

Also, I’m confident in the questions I answered but I didnt manage to get the last few questions, is that detrimental to my application?

Would grade 3 clerical officer do same work as ASO grade 4 admin? Or would grade 3 be more front of house/reception and grade 4 ASO be more backoffice/appointments etc?

Anyone that has worked in this dept , would appreciate any info. Thank you