AIB Republic of Ireland Salaries 1 April 2025

All FSU Members Level 1 to Level 3 AIB Group – Pay award

• All members will receive a mid-point 4% salary payment subject to full-time minimum amount of €2,000 ROI, £1,540 NI/GB and £1,610 AIB London
• €2,000 minimum AIB ROI, £1,540 in AIB NI/GB, £1,610 in AIB London will mean that members will receive payments of between 4% and 7% dependent on current salary
• Increase the entry level in ROI by 7% to €30,000 a similar percentage increase is to apply to the entry level in AIB NI/AIB GB £23,551 and AIB London £24,610
• To maintain the differential in the ranges, the minimum of the Level 2 in ROI, NI, GB and London will also increase by 7% from 1^st April 2025. Any Level 2 staff member whose salary falls below the new minimum of this range will have their salary aligned to the new minimum of the range following the application of this pay deal
• The minimum of Level 3 will increase by 2%
• The top of the pay scale of Levels 1, 2 and 3 will increase by 2%

Notwithstanding the minimum payment element there continues to be a performance element to all payments. So in that regard the parties have agreed the below matrix which includes performance and flat rate increases for these members.  

For clarity where the total percentage increase based on the above matrix provides a payment of less than €2,000 ROI, £1,540 NI and GB, £1,640 London (full-time equivalent) the minimum payment will apply.  

Staff members whose base pay is above their pay range will receive the flat rate increase applied to their base pay and a lump sum payment equivalent to their Aspire percentage. The minimum payment will also apply to members that are above the salary range. Examples are set out in our detailed questions and answers document.

35-Hour Week

In the initial Labour Court recommendation of 2013 that increased the working week from 35 hours to 37 hours, a payment of 4% of salaries was paid to all members in AIB Group.  As part of the 3-year pay agreement, which these proposals are a follow on from, the parties agreed that we would revisit the matter of the 35-hour week in AIB.

It has been agreed, in the interests of bringing finality to this outstanding issue, that a voucher payment of €1,500/£1,350 will be paid to all employees at Levels 1-3 in Q1 2025, subject to eligibility criteria. 

In addition, it has been agreed that Levels 1-3 will also receive a once-off additional annual leave day to be taken in 2025.

Eligibility criteria are set out in the agreement and in the detailed Q&A Document.

Mileage Allowance

It has been agreed in ROI to increase the current standard mileage rate in ROI which will increase by 8.3% to 65 cents per km. The standard mileage rates in the UK will increase by a similar percentage bringing the new mileage rates to 75p per mile.

Menstrual Health 

The Bank has agreed to support the Union’s campaign on menstrual health and will develop an employee handbook on menstrual health in consultation with the Union to include guidance for managers and the appropriate supports for their staff on this matter. This handbook will be developed between the parties for launch in Q1 2025.

Foster Care Leave 

The Bank has confirmed the introduction of a new policy on Foster Care Leave to include 10 days paid leave, to further enhance and support the Bank’s family friendly suite of leave. This will be launched in early 2025, with the policy on Foster Care Leave to be shared with the Union in advance.  

Compassionate Leave 

In response to concerns raised by the Union regarding the Compassionate Leave Policy, the Bank has agreed to a review of this policy in 2025. Full details to be shared with the Union once this review has taken place.  

Artificial Intelligence

In line with the existing commitments in the Foley Agreement, the Bank agrees to consultation and engagement with the Union as any potential changes from the introduction of AI become apparent. 

Ongoing Co-operation: 

The Union agree to ongoing co-operation with the Bank’s change and restructuring plans for the duration of the Foley agreement. The Bank for its part commits to full consultation and engagement with the Union on any change or restructuring arising in this period.   

Foley Agreement

The protections and terms of the Foley agreement will apply to any and all restructuring proposals up to the end of December 2026.

FSU Sector Recommendation

As your elected representatives your FSU Sector Committee have agreed the above terms with the employers representatives and represent the best that can be achieved through our local engagements. We are recommending these proposals for acceptance by you, our members. If the proposals are rejected, they will be deemed to be withdrawn, and a new set of negotiations will commence in quarter 1 2025 with a view to reaching agreement by the normal April pay date.

AIB Annual Leave Entitlements – effective from 01.07.2019

Career Level Annual Leave

Quota

Level 1 21

Level 2 23

Level 3 25

Levels 4-7 27

In your first year of service you get 1/12 of the annual rate for each completed month of

service up to 31 December. After that it works as follows;

How are year’s service counted?

For the purpose of calculating annual leave entitlement, years of service are counted from

date of entry into the Bank. The current leave year is included in this calculation

If your anniversary of employment is before end of September – apply full extra entitlement

If your anniversary of employment is after the end of September – apply half extra

entitlement

Frequently Asked Questions