SIPTU Early Years Union is advocating for substantial changes in the Early Years Sector, particularly in regards to the wages of educators. The union is urging the government to allocate specific funding to support a minimum hourly rate of €15 for early years educators, along with a 10% increase in all Employment Regulation Order (ERO) rates. In their 2025 Budget Submission titled ‘Towards a Professional Wage for Early Years,’ SIPTU is emphasizing the critical need to address the issue of low pay in the sector.
Diane Jackson, Sector Organiser for SIPTU, highlighted the urgency of addressing low pay in the Early Years Sector. Jackson stated, “Low pay has to be tackled once and for all if the sector is to have any chance of attracting and retaining staff.” She pointed out that the sector is currently experiencing a significant loss of experienced and qualified staff to other industries that offer better pay and working conditions. Jackson stressed the importance of making a concrete commitment in Budget 2025 to support professional pay and conditions for early years educators through annual ring-fenced funding.
Darragh O’Connor, Head of the Strategic Organising Department at SIPTU, underscored the recruitment challenges that are plaguing the Early Years Sector. O’Connor expressed concern over the sector’s inability to meet the growing demands in communities due to the high staff turnover rate of 25% per year. This turnover not only compromises the quality of care for children but also jeopardizes the sustainability of services that struggle to recruit and retain staff. O’Connor emphasized the need to break the cycle of low pay, staffing crises, and increased stress and burnout among early years educators and managers.
The call for a minimum hourly rate of €15 for early years educators is rooted in the union’s commitment to recognizing the value of experience and qualifications in the sector. Delegates at the Early Years Union national conference in April set the agenda for prioritizing fair wages and working conditions for all staff members. These demands are being made as the sector prepares for the third round of pay talks, signaling the union’s determination to push for meaningful change in the Early Years Sector.
A recent survey conducted by the union shed light on the prevailing issues faced by early years professionals, with 86% identifying low pay as their primary concern. The survey also revealed that 95% of managers believe that difficulties in recruiting and retaining staff will have a negative impact on service provision. The staffing crisis in the Early Years Sector is not only hindering the growth and development of children but also posing a threat to the overall quality and sustainability of early childhood services.
Challenges in the Early Years Sector
The Early Years Sector plays a crucial role in shaping the lives of young children and supporting working families. However, the sector is facing significant challenges that are impeding its ability to function effectively. One of the key issues plaguing the sector is the persistent problem of low pay for early years educators. Despite the essential nature of their work, many educators are struggling to make ends meet due to inadequate compensation.
The low wages in the Early Years Sector have resulted in experienced and qualified staff members leaving for better-paying opportunities in other industries. This exodus of talent not only weakens the quality of care provided to children but also creates instability within early childhood services. The high turnover rate of staff is a clear indication of the urgent need to address the issue of low pay and improve working conditions for educators and managers in the sector.
The Impact of Low Pay on Early Years Educators
The detrimental effects of low pay on early years educators cannot be overstated. Not only does it create financial strain for individuals working in the sector, but it also undermines their morale and job satisfaction. Educators who are undervalued and underpaid are more likely to experience burnout, stress, and dissatisfaction with their work, ultimately leading to high turnover rates and a shortage of skilled professionals in the sector.
Additionally, low pay can hinder the professional development and advancement of early years educators, as they may lack the resources and support needed to further their skills and qualifications. This lack of investment in professional growth not only limits the potential of individual educators but also hampers the overall quality of early childhood education and care provided to children.
The Need for Fair Wages and Working Conditions
Ensuring fair wages and working conditions for early years educators is not just a matter of economic justice but also a crucial step towards improving the quality of care and education for young children. By valuing and adequately compensating educators for their vital role in nurturing and educating children, we can create a more sustainable and effective Early Years Sector that benefits both educators and the children they serve.
Investing in fair wages and working conditions for early years educators is an investment in the future of our society. By recognizing the importance of their work and providing them with the support and resources they need, we can create a more inclusive, equitable, and thriving early childhood education system that prioritizes the well-being and development of all children.
In conclusion, SIPTU’s call for a minimum hourly rate of €15 for early years educators is a crucial step towards addressing the long-standing issue of low pay in the sector. By advocating for fair wages and working conditions, the union is championing the rights of educators and the well-being of children in the Early Years Sector. It is imperative that the government takes decisive action to support the professionalization of early years education and ensure that educators are valued, respected, and fairly compensated for their essential work.
