The broadcaster is also planning to suppress posts and not replace retirees as part of the new cost-saving measures.
RTÉ is set to seek additional voluntary redundancies after 87% of staff rejected a proposal to cut salaries last month.
The broadcaster is also planning to suppress posts and not replace retirees as part of the new cost-saving measures.
RTÉ reported that, in a bulletin to staff on Monday, Director General Dee Forbes said that RTÉ respected that the proposals had been clearly rejected by members of the Trade Union Group.
Under the salary cut proposals, RTÉ staff earning over €40,000 per annum would have had to take salary cuts ranging from 3.5% to 5.35% of their gross pay depending on their current earnings.
Staff earning under €40,000 per annum were exempt from the cuts under the proposals.
Paid sick leave at RTÉ would have also been halved to bring it into line with public service and certified sick leave would drop from five days per year to seven days over two years.
“It is clear that pay reductions, in particular, are not an acceptable part of the response to the agreed structural financial challenges we face,” Forbes said.
“This reduction in costs, alongside growing our commercial revenue and reform of the TV Licence system, is essential if we are to return RTÉ to a stable financial position.”
Following the pay cut rejection, she told staff that RTÉ will now be seeking more than the initial 60 planned exits under the Voluntary Exit Programme.
Successful candidates are said to be contacted by the broadcaster by 24 May and will then have one week to decide whether or not to accept the offer.
“In addition to the VEP scheme, we are now actively suppressing a range of vacancies and, where possible, seeking not to replace those who are retiring,” she continued.
“In some cases, as with VEP departures, we will have to re-evaluate local functions and teams to minimise replacement hires. We will also be reviewing all fixed-term contract roles to assess the necessity to renew. This process will be managed at a local level with the support of HR.”
The cost-cutting process is said to commence in mid-summer and finish next year.
“Additional unplanned production disruptions, sports deferrals and curtailments, and continuing operating savings due to restricted site activity will all yield additional operating savings this year,” she added.
“By doing so, our aim is to create clear career frameworks that will allow for greater flexibility and mobility, allowing new opportunities for you while also reducing our dependency on external resources and overtime.”
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