We value our staff, and we value their contribution to our work. In return for this, we provide a series of benefits that promote a healthy work-life balance and which we hope will help them to develop professionally.
Personal and Career Development
A career in the MHC can offer numerous opportunities. We support and encourage employees to further their education by offering to pay fees for courses seen as relevant to the role*.Staff can also avail of paid study leave.
Self-development is positively encouraged within the organisation. Under the Performance Management and Development System (PMDS), the MHC is committed to addressing the training and development needs of every staff member.
*This is available to staff members who have successfully passed their probation period and in agreement with management.
Work/Life Balance
The Mental Health Commission is committed to embracing opportunities for remote and blended working to increase flexibility, improve health and wellbeing, the environment and enhance work-life balance. Blended working arrangements can be offered to all employees regardless of grade or length of service.
- Maternity leave: staff employed with the MHC qualify for 26 weeks' leave at full pay. There is an additional 16-week unpaid leave that can be availed of.
- Paternity leave: staff employed with the MHC qualify for two consecutive weeks' leave at full pay, to be completed within the first six months of the birth of the child or placement of adoption.
- Parental leave: MHC staff who have completed 12 months of continuous employment qualify for 26 weeks' unpaid leave. The purpose of this leave is to recognise the importance of family obligations and requirements to staff members.
- Flextime: the MHC operates a system whereby employees from Clerical Officer (CO) to Higher Executive Officer (HEO) grades can accrue 11 Flexdays per year in addition to their annual leave balance.
- Married Leave: the MHC provides paid leave when employees are getting married.
Pension
Staff can join the single public service pension scheme or, where appropriate, carry over their pension scheme from another public service body. Employees can also join pension investment schemes as a tax-efficient way to fund for extra income when you retire. These include Additional Voluntary Contributions (AVCs) and a Notional Service Purchase (NSP) scheme.
Employee Assistance Programme (EAS)
The MHC recognises that continued good health and wellbeing of staff is critical. With that in mind, we make available an Employee Assistance Service (EAS) to assist and support staff members and their families. This is an information service for legal, financial and general issues, as well as access to counselling services.
Bike to Work Scheme
Every four years, MHC staff can spend up to €1,250 worth of bike and/or safety equipment, or €1,500 for pedicels or ebikes. The costs are paid directly by MHC and deducted from gross salary over a period of 12 months, allowing each employee to make tax savings, as well as boosting their own health.
Tax Saver Ticket
The MHC is registered with TaxSaver tickets, enabling our employees who use public transport to save between 28% and 52% from their ticket price. The cost of the ticket is deducted from the employee’s gross salary.
Other benefits
- Access to MHC’s library facilities
- Staff car park
- Onsite bike storage and shower facilities
- Annual flu vaccination
MHC has several work well initiatives to ensure that even when working remotely, employees still have the opportunity to get to know each other and build relationships within the work community. These benefits include: FIKA Thursday, ‘ Get to Know Me’ Book Club, Step Challenge.
