TUI General Secretary Michael Gillespie addressed over 500 delegates and guests at TUI’s Annual Congress in Wexford. Some extracts from his wide-ranging speech are set out below.
President, colleagues, fraternal Delegates, and guests
As we gather here in Wexford for our Annual Congress, let us be absolutely clear: the Teachers’ Union of Ireland is not simply marking time or ticking boxes. In 2024, the TUI has stood firm, unyielding in its defence of the profession, relentless in its advocacy for our members, and uncompromising in its pursuit of a better, fairer education system.
Let us speak the truth plainly: the Irish education system continues to suffer from chronic and deliberate underfunding—a legacy of austerity prolonged by political indifference. Successive governments have failed, repeatedly, to invest in the future of this country. That future is built in our classrooms and lecture halls—and our members have been asked to do more with less, year after year.
Yet they have delivered and continue to deliver. With professionalism. With dignity. With resilience. The fact that the system has not collapsed is due to the extraordinary efforts of our members. It is not sustainable. It is not acceptable. And it will not be tolerated any longer.
Our economic circumstances are no longer an excuse for paltry spending and pitiful investment. There is no justification—none—for the continued neglect of our education system. The time for hollow promises is over. What is needed now is decisive, transformative investment in public education—investment that recognises the value of our work and the needs of our students.
Our Place in the World
As we gather here for Congress in 2025, it is with a deep sense of awareness and duty—not only to our profession and our members—but to a world in crisis.
We cannot ignore the volatile and uncertain world that surrounds us. In just the past year, the scale and speed of global upheaval have been staggering. Autocrats and oligarchs, unrestrained by democratic checks, continue to amass unfathomable wealth, while millions are plunged deeper into poverty—even within the wealthiest nations on earth.
We are witnessing democratic backsliding on a scale not seen in decades. Nowhere is this more apparent than in the United States. The very idea of inclusive, publicly funded education is under threat. The Department of Education is being dismantled—piece by piece—by political forces that see equity and access not as virtues, but as obstacles. Colleges and universities are losing academic freedom, with books being banned, curricula censored, and educators silenced. What was unthinkable just a year ago is now becoming reality. The rise of the far-right and its influence on policy is not a passing trend—it is a deliberate, coordinated effort to reshape society in a deeply regressive image.
And while democratic institutions crumble, the world’s children continue to bear the cost of war and power-hungry politics.
In Gaza, more than 14,000 children have been killed since October 2023. Thousands more are orphaned, displaced, or injured. Schools have been turned into shelters—and then into rubble. Every bomb dropped on a hospital or school is a grave violation of international law and a moral stain on our shared humanity.
In Ukraine, the war grinds on into its third devastating year. Over 6 million people have fled the country, and inside its borders, hundreds of schools have been damaged or destroyed. Children are learning in bomb shelters. Teachers are risking their lives to deliver education amid air raid sirens. The trauma of war has become the new curriculum in too many places.
These are not just headlines—they are the lived realities of students, educators, and families.
The TUI, on behalf of our members, refuses to stand idly by. We have taken tangible action in response to these humanitarian catastrophes. We have made donations to reputable relief organisations, including UNICEF, the Red Cross, and Education International, to support frontline aid where it is most desperately needed.
But aid is not enough. We continue to use our voice to demand peace—to call for immediate ceasefires, humanitarian corridors, and the restoration of basic human rights and dignity. We condemn all forms of state-sponsored violence, occupation, and oppression—wherever they occur. This is not about politics. This is about humanity.
Now, more than ever, we must stand united in our unwavering commitment to justice, fairness, and the protection of public education. Our fight is not just for better pay or working conditions—though those remain vital—it is a fight for truth, for inclusion, and for the right of every child, everywhere, to learn in peace and safety.
We will continue to speak out—not only for ourselves, but for the voiceless, the displaced, and the forgotten that that mission has never been clearer because we are educators. We are defenders of hope.
Workload, Work Intensification, and the Health Crisis Facing Our Profession
Let us now speak plainly. Excessive workload and work intensification are breaking our profession. Across every sector of education, our members repeatedly raise the alarm: there is an ever-increasing workload and never enough time. When time disappears, work intensification takes its place—this spiral is unsustainable. And it is not just about paperwork. It is becoming a serious health and well-being crisis. Let us call it what it is: burnout and the burnout is real and impacting our profession.
We are being asked to carry out work that goes far beyond our contracted class contact time—hidden work, invisible labour, which may be deemed essential but unrecognised. From constant new bureaucratic demands to excessive administrative overload, we are accumulating a workload that is unfair, excessive, and quite frankly, unmanageable.
And still, we are told: “Keep going. Just one more initiative. Just one more change. “We must call a halt. We must start collectively saying no.
The TUI must move forward—together—with clear, firm policies that give our members back their most precious resource: their personal time.
We have members leaving the profession through stress-related early retirement. Now we have stress-related resignations. Ask yourself: Is being a teacher in Ireland now a health and safety risk? The research says yes.
From the TUI’s own findings to the DCU Centre for Collaborative Research Across Teacher Education, the message is loud and clear. In their most recent DCU study:
- 42% of teachers said they are likely to leave the profession due to crippling burnout.
- 86% reported moderate to high levels of personal burnout.
- 85% experienced moderate to high levels of work-related burnout.
These are not just numbers. These are your colleagues. Your friends. Maybe even you.
The DCU study, which surveyed over 1,000 teachers, reinforces this: teacher retention and occupational well-being are now at grave risk. Over 400 teaching posts went unfilled last year.
Yes, we face the same broader social crises as other professions: a housing crisis, a cost-of-living crisis. But on top of that, we are asked to absorb:
- Constant technological change, with minimal training and resources.
- Managerialism without mercy, where we are measured but not supported.
- Curriculum overload and endless new initiatives.
- Administrative burdens that steal our time and sap our energy.
- Unrealistic expectations about our role in solving every issue—social, emotional, behavioural—beyond teaching and learning.
- And we are doing all this with the largest class sizes in Europe.
We are not resistant to change. We are the experts in adaptation. But even the most flexible branch will snap if bent too far. What we are facing now is not change—it is change overload.
So, what must we do?
The TUI has already set out a vision last year: 20/20 for Post-Primary Education.
- No more than 20 contact hours a week.
- No more than 20 students per class.
This is not a dream. It is a necessary goal if we are to restore our health, our dignity, and our profession.
We brought this 20/20 vision to recent negotiations with the Department on Senior Cycle reform. The very problems that inspired the policy—recruitment and retention failures—are now the biggest barrier to its full implementation.
Teachers are time poor, overworked, and undervalued. It is up to us if we do not protect our time, our health, our profession—who will?
So, I say this to you, clearly and firmly we must take back our time. Protect your well-being.
Say no.
Say no—for your health.
Say no—for your family.
Say no—so that we can say yes to the parts of this job that actually matter. Let us stop burning out and start burning bright—together.
Teacher Recruitment and Retention Crisis
The Teachers’ Union of Ireland (TUI) has consistently warned over recent years of a growing crisis in teacher recruitment and retention. Despite repeated proposals and practical solutions offered by the union, these have largely been ignored by the Department of Education and relevant government bodies.
A key example is the long-overdue circular on incremental credit for teachers returning from abroad – a simple but essential measure that would support Irish teachers who wish to come home. We are still waiting.
Substitute teacher shortages continue to cause serious disruption across the sector. The current arrangement where teachers are paid their own rate to provide substitution has helped alleviate the worst of the crisis, but it adds further pressure to already overstretched staff.
This crisis is no longer confined to second-level education. As the student population grows and progresses into further and higher education, recruitment issues are escalating – particularly in the expanding apprenticeship sector.
Let us be clear: this is a crisis of the Government’s own making. It is the inevitable result of repeated decisions to force the education system to do more with fewer resources.
The TUI has made numerous recommendations to alleviate the pressure:
- Reduce the PME (Professional Master of Education) from two years to one, to fast-track new entrants into the system.
- Issue a circular granting incremental credit for Irish teachers with overseas experience – to help bring them home.
- Restore abolished allowances for teachers in special education, for teaching through Irish, and for working on islands – incentives that were cut in 2012 but are sorely needed again.
- Guarantee full-time jobs from day one, not piecemeal hours, for newly qualified teachers.
- Actively compete with other jurisdictions, who are aggressively recruiting Irish graduates with full-time contracts offered as early as the previous October.
Other countries are offering better pay, conditions – and even better weather. Why would our graduates stay here to face job insecurity, excessive workload, and low pay? They are not abandoning Ireland – Ireland is abandoning them.
The TUI has also called for specific additional posts to support the redevelopment of Senior Cycle, and discussions on these will continue after Easter.
We welcome the recent decision to allow teachers to gain permanent contracts one year earlier, following formal representations by the TUI., make no mistake delegates, this was a TUI suggestion, it is one of a number of suggestions we brought to Government and while a positive move – it is not enough.
To tackle the teacher supply crisis, further urgent steps are needed before it becomes a national emergency from which as other countries have discovered there is no coming back from:
The findings of a recent survey by the TUI’s Principals’ and Deputy Principals’ Association are alarming:
- 75% of schools advertised posts in the last six months that attracted no applicants.
- 20% of schools have been forced to drop subjects due to a lack of teachers.
- Just 3% of school leaders believe that enough is being done by Government to address the issue.
This is not sustainable. Our profession is being pushed beyond breaking point. Without bold, immediate action, the system will continue to deteriorate – and it is students who will pay the price.
Ballot of TUI members in ETBs
It all began with one member who simply said: “No. The distance I’m being asked to travel is unsustainable.” That single act of resistance sparked a movement. One branch stood firmly behind the member. That branch sought the support of the other branches in that one ETB and the union supported their decision and took on their ETB, balloted for industrial action, and challenged the proposed breach of the transfer agreement.
This action encouraged other members across the country to examine their own situations. Concerns began surfacing from multiple ETBs, revealing a pattern of disregard for the circular letters and collective agreements. What began as one member taking a stand evolved into a sector-wide reckoning.
The TUI, recognising the scale of the issue, moved to hold a national ballot. This resulted in a directive to all ETB members to uphold agreed terms and reject any additional duties or transfers that breached collective agreements or circular letters.
This collective stand led to a significant outcome: a newly agreed addendum to the 1999 Transfer Agreement, negotiated between TUI and ETBI and A new negotiating forum with ETBI to resolve issues.
This addendum to the transfer agreement now sets a clear, fair travel limit—one that aligns with limits already enjoyed by all public servants.
It is unfortunate that this step had to be taken, as the original agreement had served members well for over 25 years. However, one ETB’s attempt to disregard boundaries led to the power of one member calling a halt—and in doing so, securing protections for all.
Let us acknowledge and applaud the individual who had the courage to speak up, the branch that stood in solidarity, and the collective action that followed. Their stance has delivered lasting change.
Redeveloping Senior Cycle: A Defining Challenge
The accelerated redevelopment of the Senior Cycle is the most urgent and demanding challenge currently facing second-level education. Teachers are being asked to absorb sweeping changes to assessment models and methodologies—all while maintaining their existing teaching commitments. This is creating an unsustainable workload and stretching school structures to breaking point.
If these reforms are to succeed, structural supports must be put in place. The Teachers’ Union of Ireland (TUI) is clear: reduced teacher contact hours and smaller class sizes are non-negotiable. The 20:20 model—20 students per class, 20 teaching hours per week—is the only realistic way forward to ensure meaningful teaching and learning within the new framework.
At the same time, the rapid evolution of ICT and the rise of AI bring both opportunities and serious challenges. These must be strategically integrated into the process—not simply added on—so they support, rather than burden, educators.
Without these structural changes, the pace of reform threatens to undermine both teacher effectiveness and student outcomes.
On Wednesday, the TUI will consider a motion of consequence regarding the talks into which we have entered in good faith. We have already tabled a substantial set of proposals in a comprehensive written submission, designed to centre the talks around what truly matters: what our members need and what our students deserve.
The message is simple: if the system is to change, the supports must change too. Anything less will fail.
Junior Cycle
In January 2024, the TUI submitted a proposal seeking changes to the current Junior Cycle grading structure. The existing ‘Distinction’ and ‘Merit’ system has been widely identified as problematic, raising concerns around fairness and its effect on student motivation. In response, the TUI has proposed a shift toward a more traditional, percentage-based grading model—one that offers greater clarity and a more equitable reflection of student achievement.
We welcome the Ministers announcement on the changes to the grading bands this morning.
TU Sector
The TUI remains resolutely committed to the establishment of a unified Technological University (TU) sector and Institute of Technology (IoT) framework, underpinned by parity in pay, conditions of service, and professional respect across all institutions. However, the inconsistent approaches adopted by individual TUs continue to undermine this critical objective.
The introduction of conflicting structural models by various consultants has compounded the lack of cohesion, while the Department of Further and Higher Education, Research, Innovation and Science (DFHERIS), through the Department of Public Expenditure and Reform (DPER), has proposed regional pay variations and unjustified disparities between academic and administrative grades.
It is inequitable to permit regional discrepancies in pay and conditions within a single national higher education sector. Equally concerning is the devaluation of academic leadership roles compared to their administrative counterparts—particularly outside Dublin—despite the critical role academic leaders play in ensuring quality, innovation, and student success.
Of further concern is the outgoing Minister’s decision to approve senior posts on his final day in office while related matters were before the Labour Court. This action demonstrated a clear disregard for the TUI, as well as for established industrial relations processes designed to facilitate fair and constructive resolutions.
The May 2017 agreement between the TUI and the Department was specifically designed to secure sector-wide parity in pay and esteem. Despite this, its full implementation remains outstanding. In response, TUI members were balloted and returned a strong mandate for industrial action, exercised in the absence of a national pay agreement or industrial peace clause.
Following this, meaningful engagement took place through the Workplace Relations Commission (WRC), where notable progress has been made on key issues. Negotiations are ongoing, with the TUI firmly focused on safeguarding the integrity, equity, and sustainability of the Technological University sector at a national level.
Crucially, the development of the TU sector requires—and is actively seeking—TUI agreement on the appointment of Professors in newly approved programmes and in sustainable roles within specialist areas across the regions. This is vital to ensure equitable academic progression, retention of expertise, and consistent quality of provision across all TUs.
The TUI welcomes the recent agreement with Dundalk Institute of Technology (DKIT), which provides important protections for members’ terms and conditions and includes clear guarantees as the sector evolves. This agreement represents a significant step in safeguarding staff rights and establishing a model for other institutions as they transition within the TU sector.
Apprenticeships
The Teachers’ Union of Ireland (TUI) remains firmly committed to apprenticeships as a high-quality, respected educational pathway. We consistently advocate for parity of esteem with other forms of further and higher education, ensuring apprenticeships are properly resourced, supported, and regulated.
Central to our approach is the campaign for sustainable funding through SOLAS and other agencies. This enables viable programmes, industry-relevant curricula, and appropriate investment in facilities. We continue to press for fair remuneration for educators and trainers.
Youthreach Recognition
I want to take a moment to reaffirm the TUI’s unwavering commitment to our members in Youthreach, and to acknowledge the crucial, life-changing work you do every day.
You work with students who have not found their place in the mainstream system—but who thrive under your guidance, your care, and your professionalism. You provide not just education, but a pathway forward.
While the WRC case continues to move at a frustratingly slow pace, it is important to note that recognition of your work is growing. The Department has acknowledged your contribution, and recent inspections have strongly affirmed the quality and value of what you deliver.
There is a clear and growing understanding that Youthreach stands shoulder to shoulder with mainstream education in both its impact and importance. A tangible sign of this came just last week, with the welcome application of the partial absence’s circular—not just for Youthreach teachers, but also for coordinators and resource staff.
Progress is happening. Recognition is building and the TUI will continue to fight to ensure that the respect, resources, and rights due to Youthreach staff are fully realised.
Thank You to Branch Officers and Activists
It is through your energy, your passion, and your belief in collective action that this Union continues to thrive at the grassroots. You do not just represent members—you empower them. You build solidarity. You keep the spirit of trade unionism alive in every school, college, and centre across the country.
Your work is often unseen. It is done in the evenings, between classes, on weekends—in your own time and with quiet determination. But let me say clearly: it is seen. It is valued. And it is irreplaceable.
Conclusion
The TUI is in a strong position—financially, operationally, and strategically. We face the future not with hesitation, but with confidence, resolve, and unity of purpose.
It is therefore my great privilege, as your General Secretary, to present and to recommend this Annual Report to Congress. It is not just a record of what has been done—it is a foundation for what comes next.
Thank you.
Michael Gillespie
TUI General Secretary