The ballot opens from 22 June 2026 and closes on 1 July 2026.
You will be asked two questions: Are you In Favour or Against:
Below are short summaries of both of these areas, with links to FAQs and the Government’s published documents. Click on the links to take you to those sections.
Overall, while not everything Fórsa SNA members fought for has been achieved, there are major wins and steps forward: greater job security, professionalisation of the role, recognition of the work SNAs do, and significant changes on the 72 hours and June working.
Your elected representatives in Fórsa (the Education Divisional Executive Committee) recommend a vote In Favour.
What is the SNA Workforce Development Plan?
It’s a series of documents that outline 3 key areas:
The proposals came from years of campaigning by Fórsa SNA members, and 2 years of negotiations between government, SNA union representatives, and groups such as teachers, parents, and advocacy groups.
Role of the SNA circular
The new circular provides a clearer description of the SNA role, recognises the work SNAs do to support students, and is a step forward in professionalising the role.
- ‘Primary needs’ are now called ‘Core needs’. They now include support for learning, behaviour and emotional regulation.
- It confirms that SNAs assist teachers and support students, but do not take on teaching duties.
- It also sets out which tasks are appropriate to the role. This should mean SNAs are not asked to carry out tasks belonging to other roles.
- As part of professionalising the SNA role, there will be a minimum qualification for new entrants of Level 6. Existing SNAs will have exemptions based on experience or proximity to retirement.
Link to the Guidance document on the Circular
Redeployment circular
The new redeployment circular gives far greater job security than SNAs have had before.
For the school year 2026/2027, there will be no reduction in any SNA roles. From 2027/2028 onwards, the new circular means:
- Schools can’t lose more than 1 SNA in a school year.
- Where a post is lost based on an assessment of needs, that SNA can be redeployed to a vacancy in another school within 45km of their home or current school.
- Schools must fill vacant posts through the redeployment panel before recruiting externally. This means existing staff are prioritised.
- The scheme provides an alternative to redundancy, although SNAs still have the option to opt out.
- SNAs should be aware that redeployment does not always guarantee an equivalent post
Assessments of school needs are carried out by the NCSE, which will publish guidance on how schools are assessed.
Link to the Guidance document on the Circular
The SNA Contract
There are two contracts – Standard and Fixed Term.
With the new contract, there is clear advice on how and when to use Fixed Term contracts. For example, they must be linked to a date, a defined task that will end, or a specific event.
The contracts include the new circulars and are clearer than the previous ones. That means there is less room for different interpretations. SNAs will have greater protections as union representatives will be able to move more quickly on issues, because what the contract means is agreed.
Link to the Guidance Document on the Contracts
Some of the issues that above cover:
72 hours
The existing 72-hour in its current form will be gone and replaced with a structured system focused on professional development and supporting students.
The new system introduces 2 areas: Learning and Development time and School Community Time.
- Learning and development time:
- SNAs must complete at least 10 hours of learning and development each year.
- This can increase to a maximum of 36 hours where additional training is organised. Training must be relevant to the role and paid for by the school or appropriate body, not the SNA.
- Training includes existing mandatory areas such as induction, health and safety and child protection, as well as training linked to students’ needs.
- School Community Time:
- School Community Time can be divided into two categories: 1. Student Support planning and review. 2. School policy and planning.
- SNAs can also be asked to take part in student support planning for a minimum of 10 hours a year, and attend staff or policy meetings for up to 10 hours a year.
June working
New rules are being introduced to restrict how SNAs are required to work in June.
- Working in June will be based on whether there is appropriate work, rather than fixed hours.
- SNAs should not have to work in school in a time-bound way where there is no identified work.
- Attendance will mainly relate to supporting students, for example during examinations, or undertaking relevant training.
- SNAs should not be asked to carry out duties outside their role, such as cleaning or administrative work.
- Once assigned work is completed, there is no need to remain on site.
- These changes provide clearer limits on what can be asked of SNAs in June and lessen the risk of inappropriate use of time.
Garda Vetting
Centralised Garda Vetting will be rolled out to make life easier for subs and SNAs changing schools
What is Local Bargaining, and the proposal on it?
Local Bargaining is part of the last public sector pay agreement (the national negotiations that determine the pay increases and other issues for all public and civil service workers).
It was an agreement that 1% of the pay bill for different categories of workers could potentially be used to improve things like pay scales.
For SNAs, a claim for an increase of 1.5% at the top of the SNA scale was sent to government and accepted by them. Now it is up to SNA members to vote in favour or against this.
Join your colleagues