GSP 03-26 Final Mile Resourcing
23/January/2026
Description
Further to GSP Circular 01/26, I wish to update you regarding ongoing discussions with An Post senior management, in respect of the impact of decreasing letter volumes and the phenomenal growth in parcel volumes.
We outlined the nationwide measures and targeted resourcing put in place to deal with the higher than anticipated volumes post Xmas. The company expect parcel volume to reduce in the next couple of weeks. However, it is unlikely to reduce to design levels with further volume growth more likely.
The Union has made it clear to An Post management that additional staffing is required to alleviate the over dependence on overtime, currently in place to cater for growing volumes and high absence levels. We have also suggested a restoration of Night Duty attendances as applied for the Peak/Xmas pressure period, to ensure timely processing of mails at DSUs. These necessary actions would confirm to staff every effort will be made by management to have a safe work environment and a reasonable balance between work and life.
The Union believes the company must act now to put the necessary resources in place, as delivery staff are already stretched to the maximum. We have outlined that DSUs and delivery routes must be resourced to cater for current volumes and future growth that are manageable and not excessive. Recruitment of permanent staff on permanent contracts at all locations is a priority requirement, in tandem with regularising the current staff on temporary contracts, by making them permanent first.
At the request of the CWU, APCs Managing Director, Director of Operations and senior Operations Management met with union officials at CWU Headquarters on Tuesday 20th January 2026. At this meeting, the Company committed to reviewing the current resourcing levels within the operation and taking the actions deemed necessary to ensure that current parcel volumes can be handled appropriately. The Company also confirmed their commitment to engaging with the union in the coming weeks on resourcing the operation in the medium to long-term.
In addition to the above, there is a requirement to review the existing resourcing at each DSU to identify the office specific requirements taking into consideration the following:
- Routes seeking evaluation
- Staff profile
- Absence levels
- Local fix in place
- Any other issue of concern
Local engagement is best placed to identify the requirements, and the outcome should be relayed to the CWU Regional Officer in your area.
Therefore, I am asking any Branch that is concerned with staff resourcing to examine their requirement and engage locally with management as a priority.
In finalising our strategic approach, we need Branches that have resource and related issues to quantify and document these. This will assist us in determining both in the interim and more long-term what the new delivery model should be and how we may achieve this.
The National Executive Council will review the post Xmas arrangements and high January volumes at its meeting on the 5th February 2026, and I would welcome any feedback from Branches for their consideration. In this regard, I acknowledge the positive engagement and interaction by Branches with the support of the Regional Officer to finding workable solutions.
In addition to the opportunity to engage with members at the AGMs, I also confirmed a meeting for all Branch Secretaries in CWU Head Office on the 15th April 2026. It is not possible to do this earlier, as the AGMs will take place first and it would be unfair to convene in the Easter period.
The structured approach outlined above will best inform us in facing and addressing the challenges ahead and it is critical that Branches engage and document local issues as part of this process.
I will revert to update you with any progress and would appreciate that you bring to the attention of all members.