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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.” During the 1970s, special offers for different groups of public servants became almost routine. Officials were pleased with a repeated special distinction in addition to the basic national awards and annual service supplements. The model continued during the period of social partnership from 1987 to 2009. The limited room for local wage negotiations in social partnership contracts resulted in a series of main remunerations that far exceeded the agreed ceiling for local wage increases. The document confirms that on 1 October 2021, the higher it is, the more workers will benefit from an overall increase of 1% in gross wages or 500 euros per year. History presents a great dilemma in setting salaries in the public service: how can one agree with a public service group without facing the demands of others and possibly all public service unions? This challenge, commonly referred to as “relativities” or “specialties,” is re-emerging in the current clashes around nurses and health workers. Any breakthrough in union learning about two-tier wages would also extend to all public servants recruited since 2012. Newcomers The term “new entrants” refers to people who started working in the public service after 2011 (and organizations related to it for wage purposes) when the government imposed, without agreement, lower pay scales for new employees. The most recent example of the impact of relativities is the Garda conflict and the threat of strike action in 2016. The wage increase, which was won by the Garda unions, effectively reduced the rolling shutters on the lansdowne agreement of the time.