Skip navigation


Temporary Arrangements On Compulsory Retirement Age

On the 5th December 2017, the Government agreed to accept a proposal from the Minister for Public Expenditure and Reform to make changes which will affect the compulsory retirement ages of some public servants. In summary, these are:

  • Under future legislation, the compulsory retirement age for public servants recruited before 1st April 2004 will be increased to 70 years – to be the same as the compulsory retirement age of Single Scheme members;
  • Under future legislation, any additional service above age 65 would be pensionable but subject to a maximum of 40 years pensionable service.


We do not have any further information on the timelines for the introduction of this new legislation. 

Pending the introduction of this new legislation, temporary arrangements have been put in place by the Department of Education and Skills to facilitate public servants who may seek to be employed for a period of time beyond their current retirement date. These temporary arrangements (effective from the 5th April 2018) are set out below. Note: Interim Arrangements were in place from 5th December 2017 to 5th April 2018 and we are working with the Department to process any applications submitted in that period.


Key Points to Note (before making an application) under the Department of Education and Skills temporary arrangements

  • These temporary arrangements will only apply to staff members who retire on or after April 5th, 2018 until the legislation referenced above is implemented.
  • Any member of staff who has retired before 5th April 2018, or who has retired before their compulsory retirement age, shall not be eligible to claim retention, or re-engagement, under the terms of these temporary arrangements.
  • These temporary arrangements shall only permit eligible staff to remain in employment in UCD until they reach Contributory State Pension age (currently 66); 
  • Applications must be made a minimum of 8 weeks in advance of retirement. Please note, it is not possible to apply for retention after the date of compulsory retirement.
  • Applicants who are given approval to be employed will retire, take their pension and lump-sum as normal, and the returning salary will be established within the normal pension abatement rules i.e. pension plus new salary cannot exceed the salary level prior to retirement.
  • Applicants will be paid according to the Non-PPC (pre 95) scale;
  • Applicants will be re-engaged in the same role, on the same work pattern, with the same or fewer hours subject to the business need of the organisation.
  • Applicants will be placed on the first point of the non PPC (pre 95) pay scale of the substantive post that they held upon reaching the age of 65; 
  • Allowances which were withdrawn for new beneficiaries in February 2012 under the public service review of allowances will not be payable during the period of employment under the temporary arrangements. Allowances which remain payable to new beneficiaries may be paid, subject to the conditions for payment of the allowance being fulfilled. See Circular 0008/2013 for further details;
  • No pension contributions will be payable, and no pension benefits accrued. 
  • Pension Related Deductions will continue to apply; 
  • Regardless of their PRSI classification before they retired, applicants will become Class A for the duration of their re-engagement.
  • These arrangements shall not apply to staff whose compulsory retirement age is already 66 or higher.

Additional documentation is available below.


Application Process

  • Applicants should complete an Application Form at the earliest opportunity but at a minimum, no later than 8 weeks prior to reaching the age of 65.
  • Appendix A of the Application Form should be sent immediately to UCD HR at:
  • UCD HR will engage with our occupational health provider (CHI) and confirm that the applicant’s health is satisfactory as required by the circular. HR will contact the applicant and provide a link to allow them to complete a confidential online questionnaire on the CHI website.
  • Once confirmed, HR will inform the applicant and Head of School who can then sign and return Appendix B of the Application form to UCD HR at:
  • Once both parts of the Application have been received by UCD HR, Resourcing will confirm the abatement details with the Pensions Office and advise your manager of the maximum salary and associated FTE which can be paid to you.
  • Your Head of School/Unit will need to complete an Online Hiring form for the duration of the contract and this must be authorised through InfoHub by the relevant signatories (1) Head of School or Unit, (2) Finance Manager and (3) College Principal / Vice President.
  • Resourcing will issue a contract for signature.


Additional Documentation 

1. Department of Education and Skills, Circular 0027/2018 (pdf)
2. Department of Education and Skills, Frequently Asked Questions (pdf) 
3. Application for Retention Form (Word)