Contracts of Indefinite Duration (CIDs) explained for second-level teachers in Ireland. Find out about CIDs and learn about the criteria you need to meet in order to qualify.
Contract of Indefinite Duration
Teachers employed on contracts of indefinite duration (CID) have all the same rights and entitlements as permanent teachers.
The only difference between a contract of indefinite duration and a permanent contract is that CID holders who teach less than 18 hours are paid at an hourly rate for the number of hours they teach each week. CID holders on 18 hours or more per week are paid a full-time salary.
Significant gains for temporary teachers
The Minister for Education and Youth announced an initiative in April 2025 regarding the award of Contracts of Indefinite Duration (CID). Circular 0021/2026 gives effect to this announcement. The qualification period for granting a CID from a period of continuous employment has been reduced to in excess of one year with the same employer. ASTI had agitated for several years for this measure to be implemented. ASTI members who took up their first contract in a viable teaching post in September 2025 will become eligible for a CID in September 2026. This eligibility is contingent upon successful reappointment following a competitive recruitment process. Some confusion arose regarding ASTI members eligibility for these CIDs as it was included in the terms of the document Senior Cycle Redevelopment – Implementation Support Measures, which ASTI members rejected in May 2025.
For the avoidance of doubt, the provisions of circular 0021/2026 apply to ASTI members.
Qualification period for a CID
- Reduces qualification period to more than 1 year’s continuous employment (i.e. after reappointment following first year).
- Applies from the 2026/2027 school year for teachers employed from September 2025 onward.
Mandatory Termination and Re-advertisement of First Year Contracts
Circular 0021/2026 requires:
- All first-year fixed-term contracts must terminate
- The post must be re-advertised
- A new recruitment process and interview must take place
- A CID or second fixed-term contract cannot be issued without advertisement and interview.
Definition and Emphasis on Viable Post
While 'viable post' existed previously, the 2026 Circular:
- Provides clearer definition:
- Must come from allocation for the forthcoming year
- Must be for at least a full school year
- Cannot relate solely to temporary cover (e.g. maternity leave)
- Must not have objective grounds preventing CID
- Clarifies that:
- Cover for career break or secondment IS eligible
- Other leave cover is not (if written as objective ground)
Transition Arrangements
Circular 0021/2026 provides for detailed transition provisions:
- Teachers already in Year 2 during 2025/26 retain eligibility.
- Some teachers are deemed to have completed Year 2 early for transition purposes.
- No second interview required for teachers already interviewed under 2015 Circular terms.
CID hours
The hours of the CID will be those hours for which the teacher was engaged on a fixed-term contract in the school year prior to the issuing of the CID.
Salary
CID 18 hours or more
A CID holder on 18 hours or more may be paid full time salary if they agree in writing to be timetabled up to 22 hours per week. A Form H22 must be completed and returned to the Department of Education or ETB to enable teachers to have their salary adjusted. This means they will be paid a yearly salary of their relevant point on the salary scale plus allowances, if applicable.
CID with fewer than 18 hours
A teacher with a CID, who teaches fewer than 18 hours a week, is paid a fraction of their relevant point on the salary scale plus allowances based on the number of hours they are contracted to work each week.
(a) Determine your relevant point on the salary scale, and add allowances (if applicable). Divide this number by 52 (weeks in the year)
(b) Divide again by 22 (22 hours = full time hours)
(c) Multiply by the number of hours you are contracted to work each week
This will indicate how much gross salary you should be paid each week, before deductions. As teachers are paid every fortnight, you should multiply this figure by two to check if the 'gross salary' figure on your payslip is correct.
Incremental Credit
Teachers can claim incremental credit for each year worked on a CID contract.
Sick leave
Paid sick leave for CID teachers is limited to a maximum of 183 days of absence in any period of four consecutive years of teaching service. In calculating the 183 days, absence both certified and uncertified sick leave will be counted.
Additional CIDs for Teachers with Part-Time CIDs
CL 0021/2026 provides:
Additional hours qualify for a further CID after one year of continuous service in those additional hours (if viable and no objective ground).
Redeployment Clarifications
The Circular explicitly reaffirms liability of CID holders to redeployment, including liability for those covering career break/secondment where the teacher they are covering for returns.
Adjudication
Circular Letter 0021/2026 keeps the voluntary adjudication system (originally referenced under Circular 0030/2018)
