SNA Leave Entitlement

Last updated: Tue, July 13th, 2021

Department of Education and Skills CL SNA 12/05 (with attached SNA contract document) sets out the Terms of Probation and Employment, including Holiday and Leave entitlements for Special Needs Assistants in post-primary schools and the conditions attaching to such leave.

Holiday periods will normally be those which apply to the schools to which the Special Needs Assistants have been assigned. In addition there is a requirement to be available for days at the start and finish of each school term. These days (12 in total or 72 hours and pro-rated for part-time SNAs) may be combined at the discretion of school management to be utilised flexibly throughout the year for work appropriate to the grade including training.

See Circular Letter 71/2011 Public Service Croke Park Agreement – SNAs.

SNAs are also required to work the month of June on examinations or other work appropriate to the grade including training.

Maternity Leave

SNAs have statutory entitlements to Maternity and additional leave as set out in the Maternity Leave Protection Acts, 1994 and 2004, i.e. 26 weeks Maternity Leave and an additional 16 weeks unpaid Maternity Leave.

See CL 17/2013 Maternity Leave

Any Maternity Related Illness which may occur is subject to the sick leave arrangements set out in DES CL 60/2014 (Section 15).

Adoptive Leave

SNA have statutory entitlement to Adoptive Leave and the details are contained in CL 19/2013.

Parental Leave

A special needs assistant is entitled to 18 weeks parental leave in respect of each child up to the age of 13 years or the age of 16 years in the case of a child with a disability and/or long-term illness. There is no obligation however to take the full 18 weeks leave. Applicants who have taken 14 weeks previously may apply for an additional 4 weeks provided they still meet the entitlement criteria.

Details of Parental Leave provision are contained in CL 27/2013

Paternity leave

With effect from 1 September 2016, under the terms of the PATERNITY LEAVE AND BENEFIT ACT 2016, an employee who is ‘a relevant parent’ (other than the mother of the child) is entitled to Paternity Leave from employment following the birth or adoption of a child. 

DES CL 58/2016 outlines how these provisions are applied to SNAs. The main provisions contained in this circular are outlined in ACCS/Info Bulletin 36/16.

Career Break Scheme

SNAs can avail of an overall maximum Career Break absence of 10 years in the course of their career as outlined in DES CL 22/2012.

Career breaks can only be taken from September of each year for a minimum duration of one year. Such Career Break may be extended on application up to a maximum of 5 years at any one time. Time spent on a career break does not reckon as service for seniority purposes.

Job-Sharing

SNA can avail of job-sharing and details of the scheme are outlined in CL 41/2014.

It is a matter for the school to decide on the job-sharing arrangements, e.g a split week, week on week off, mornings/afternoons.

The minimum period for job-sharing is one school year (1 Sept to 31 August).

Applications for job-sharing should be submitted before 1st March of the school year in which the SNA intends to commence/continue job-sharing. Approval or refusal by the school should be given by 31st March. An SNA is not permitted to withdraw his/her application after 14th April.\

Brief Absences for SNAs

The provision for Brief Absences arising from personal circumstances and/or official duties for Special Needs Assistants is outlined in DES CL 32/2010. Brief absences must have prior approval and comply with the school policy in relation to absences. and should take account of the welfare and educational needs of the pupils.

Failure to comply with the school’s’ policy may be dealt with under disciplinary procedures and may lead to non-payment of salary for such absences.