Bernard Durkan (Kildare North, Fine Gael)
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218. To ask the Taoiseach and Minister for Defence the extent to which matters related to pay conditions remain outstanding for resolution in the Defence Forces; and if he will make a statement on the matter. [23251/23]

Micheál Martin (Cork South Central, Fianna Fail)
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I understand that the Deputy wishes to seek clarity on Pay and Allowance matters for the Defence Forces. I am very happy to outline to the Deputy the range of recent key improvements in terms of pay and allowances for personnel.

At the outset, it is important to state that starting rates of pay in the Defence Forces compare very well to comparable rates of pay across the public service. In addition there is scope for further income from duty allowances and allowances for overseas service, with tax free duty allowance starting at €15,000 for a 6 month deployment.

In 2022, my Department implemented two of the pay-related recommendations of the Report of the Commission on the Defence Forces; namely, that all personnel of Private 3 Star/Able Seaman rank are paid the full rate of Military Service Allowance (MSA) applicable to the rank, while at the same time, the requirement for that cohort to ‘mark time’ for the first three years at that rank will be removed. The implementation of these measures in 2022 resulted in starting pay rates being increased. These rates include Military Service Allowance, which is pensionable. It is important also to note that these increases, once delivered late last year, were also backdated to the date of the Govt decision on the CoDF in July 2022, resulting in a back pay lump sum for those eligible personnel.

Following this, and following the most recent pay increases under the Building Momentum public service pay agreement (2% on 1st March 2023) recruits on completion of training (which takes approximately 24 weeks), start at:

• €37,147 in Year 1 – equating to €712 per week in Year 1
• €38,544 in Year 2
• €39,832 in Year 3

Military service allowance is an allowance that is paid for the unpredictable nature of the work encountered by the Defence Forces. As with the enlisted, there is scope for further income from duty allowances. There are also opportunities for frequent career advancement to higher ranks & to qualify for additional allowances.

This information is published and routinely updated on military.ie, and is available at the following link:

Current Competitions - Defence Forces (military.ie)

Further CoDF measures delivered have included:

• Agreement on regularising provision of healthcare to all members of the PDF with all personnel now being able to avail of private secondary medical care.
• Access to the Sea-going Service Commitment Scheme for personnel with one year’s service in the Naval Service (reduced from three years)
• Extensions of the Naval Service Sea Going Commitment Scheme and the Naval Service Tax Credit, and
• Extending service limits for Privates, Corporals and Sergeants.

The most recent agreement, the extension to ‘Building Momentum’ (referred to earlier and agreed in Autumn 2022), provided for increases in pay and allowances of 6.5% to members of the Defence Forces in 2022 and 2023. This includes:

• 3%, backdated to 2nd Feb 2022
• 2 % on 1st March 2023
• 1.5% or €750, whichever is the greater, on 1st October 2023.

In addition, the implementation of the Sectoral Bargaining Fund element of the original Building Momentum Agreement has resulted in additional payments totalling €373,000 extra per annum - payments which primarily benefit over 471 of the Defence Force’s lower paid members. The implementation of the Technical Pay Groups 2-6 review also resulted in almost €1 million in additional technical pay to those covered by the Review in 2022.

In addition to general round pay increases arising out of ongoing national pay agreements, members of the Permanent Defence Forces have also benefitted from the implementation of increases in Defence Forces duty allowances, as recommended by the Public Service Pay Commission in 2019. It is important to note also that for those Defence Force personnel who have specialist appointments, based on training or qualifications, there is a range of additional allowances available to them. For example, members of the Army Ranger Wing receive an allowance of €225 per week, on top of their salary.

Finally, it has to be noted that the Defence Forces offers opportunities for education and personal development, to include fully funded opportunities to gain professional and academic qualifications, while receiving full pay and allowances, as well as providing training for career advancements and promotion opportunities.

Bernard Durkan (Kildare North, Fine Gael)
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219. To ask the Taoiseach and Minister for Defence the extent to which ongoing efforts continue to eliminate sexual harassment and bullying throughout the Defence Forces; and if he will make a statement on the matter. [23252/23]

Bernard Durkan (Kildare North, Fine Gael)
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221. To ask the Taoiseach and Minister for Defence the extent to which incidents of sexual abuse in the Defence Forces have been fully investigated and appropriate action taken; and if he will make a statement on the matter. [23254/23]

Micheál Martin (Cork South Central, Fianna Fail)
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I propose to take Questions Nos. 219 and 221 together.

My previous statements to the House have acknowledged that the conclusions in the Report of the Independent Review Group (IRG) on dignity and equality issues in the Defence Forces are both stark and shocking. The Report, which was accepted by Government, makes for uncomfortable reading and goes to the very heart of dignity, mutual respect and workplace culture.

While there are policies, systems and procedures in place for dealing with allegations and complaints of inappropriate behaviour in the workplace, it is clear from the conclusions of the IRG that significant change is required to ensure that every member of the Defence Forces has the right to undertake their duties in a safe environment with a culture of zero-tolerance for any kind of bullying, discrimination, harassment or sexual abuse.

As the Deputy will be aware, I am currently progressing a comprehensive programme of actions to address the extremely serious issues identified in the IRG report.

As I said in my initial response to the Report, a completely honest appraisal of the problems and a comprehensive plan to address them is the only way to honour the contribution of serving and retired personnel and rebuild trust and the Government has agreed to progress the thirteen recommendations in the Report.

Most immediately, I obtained Government approval to establish the External Oversight Body, on a non-statutory basis initially, to drive the necessary culture change throughout the Defence Forces and to increase transparency and accountability. The Deputy will have heard my update on that earlier.

The Government has also agreed to the establishment of a Statutory Inquiry to investigate whether there have been serious systemic failures in the complaints system in the Defence Forces on interpersonal issues, including sexual misconduct. It is important that the momentum and impact of the IRG Report is built upon quickly. Accordingly, I have been consulting with the Attorney General in respect of its establishment.

I am also keenly aware of the importance of consultation with all stakeholders, as this transformation is taken forward.

I had a number of meetings with key stakeholders on 2 May last, including the Defence Women's Network, the Defence Forces Representative Associations, the Women of Honour group and the Men and Women of Honour group.

In addition, the Secretary General, Department of Defence met with the Defence Forces Veteran Associations and with Civil and Civilian Employee Unions.

At the meetings, a draft of proposed terms of reference for the forthcoming Statutory Inquiry were shared. I have requested the groups to provide feedback in writing to me so that their observations can be considered in preparing the terms of reference. I am fully prepared to participate in further engagements and consultation with stakeholders on the nature of the Inquiry and the proposed terms of reference.

Other actions to be implemented include the preparation of legislation to take forward additional recommendations, firstly to establish an independent complaints mechanism for serving members of the Defence Forces; secondly to establish the External Oversight Body on a statutory basis; and finally to amend the Defence Act, 1954 to ensure all allegations of rape, or aggravated sexual assault in the Defence Forces in the State to be referred to An Garda Síochána for investigation.

A significant programme of reform and culture change within the Defence Forces through the appointment of external experts will also be progressed.

I have consistently stated that any incident of sexual abuse, whether current or historic, should be reported immediately to An Garda Síochána and I welcome the recent announcement by Garda Commissioner Drew Harris that dedicated resources have been put in place to investigate such criminal allegations.

I have also committed to continuing the interim supports established in October 2021 for both current and serving members of the Defence Forces affected by such behaviour, including the Confidential Contact Person, with Raiseaconcern.

In addition, the INSPIRE confidential helpline, which is available on a 24/7 basis for all serving members of the Defence Forces, will also continue to be available to anyone who has contacted the Confidential Contact Person.

Finally, the Personnel Support Service (PSS) in the Defence Forces assists members and their immediate family with the provision of information and advice on areas including stress management, counselling and referral options.

Bernard Durkan (Kildare North, Fine Gael)
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220. To ask the Taoiseach and Minister for Defence the current strength of each branch of the Defence Forces, including the Army Reserves; and if he will make a statement on the matter. [23253/23]

Micheál Martin (Cork South Central, Fianna Fail)
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The current strength of the Defence Forces as at 31 March 2023 is as follows:

WTE - Whole Time Equivalent

Ongoing staffing challenges in the Defence Forces have been acknowledged. In that regard, my immediate focus is now on stabilising the staffing situation in the Defence Forces and thereafter in bringing the strength to the numbers required to meet the agreed level of ambition arising from the report of the Commission on the Defence Forces.

In respect of the Reserve Defence Forces (RDF), the White Paper on Defence is quite clear that there is a continued requirement to retain and develop the Reserve and that requirement will be addressed. While the commitment to restoring the strength of the RDF is not in doubt, the same personnel and resources are utilised for both PDF and RDF recruitment. Given the competing recruitment demands at present, PDF recruitment is, and will remain a priority. However, RDF recruitment will continue to be progressed to the greatest extent possible.