Public Service Stability Agreement 2013 – 2020 (Lansdowne Road Agreement) and the Public Service Pay and Pensions Act 2017 The launch of contributory compensation recognises the barrier to mobility in public and public services and commits to reviewing the current rules on the early payment of transfers and transport. All public bodies must have action plans defining the tasks, projects and initiatives they are implementing as part of the agreement and report regularly on progress to the implementation committee. The salaries of civil servants and civil servants will increase by 1.75% from this month. This increase will also be due to staff from non-commercial para-state enterprises and Section 38 organizations, including large voluntary hospitals. Until the agreement expires, more than 90% of public servants and civil servants will earn as much, or more than when wage cuts were introduced in 2010 and (for the best income) in 2013. Nearly a quarter (low wages) have been completely removed from the “retirement tax” introduced in 2009. The rest will make cuts in these payments, the rest being turned into “additional contributions.” The Public Service Stability Agreement (SSP) regulates compensation and related issues (including the “retirement levy”) for almost all public servants and public servants, as well as for public servants of non-commercial organizations and “Section 38” agencies, for which the salary schedules follow the public service. The 2013-2016 Stability Agreement between the government and public service unions contains a number of wage and productivity measures that will be implemented in the public service between 2013 and 2016. Although these lower scales (which were worth 10% less at each point on each scale) were removed at the request of the unions under the 2013 Haddington Road agreement, “new entrants” continued to have longer pay scales than their longer colleagues, with two wage points lower at the beginning of each scale.