Micheál Martin (Cork South Central, Fianna Fail)
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The ongoing staffing challenges in the Defence Forces with regard to retention are fully acknowledged and well documented. In this, we are no different to other international militaries who, in a competitive labour market, are also experiencing similar difficulties.

The immediate focus is on stabilising the numbers of personnel, and to facilitate capacity for further increases.

In light of the Commission on the Defence Forces (CoDF) report and the Report of the Independent Review (IRG) Group, I have prioritised a significant programme of reform and culture change within the Defence Forces to ensure that it is an equal opportunities employer, reflective of contemporary Irish society and providing a safe work-place.

The Strategic Framework for Transformation of the Defence Forces, which I published last September, sets out the vital work that is underway relating to the transformation of the Defence Forces and outlines the necessary actions to be delivered by the end of 2024.

This framework aims to support the transformation of the Defence Forces into a fit-for-purpose organisation with a focus on strategic HR and cultural change which will serve to transform the internal working environment for serving members, together with measures to address recruitment and retention challenges, and the legislative changes needed to modernise our Defence Forces.

A number of specific actions in the area of recruitment and retention have already been delivered.

• Significant progress on pay in recent years
• Transformation of measures to incentivise sea going in the Naval Service
• extension of a naval service personnel tax credit for one further year
• Commissioning from the ranks, the re-entry of former Permanent Defence Force personnel with specific skills and extending service limits for Privates, Corporals and Sergeants
• The extension of private healthcare to all ranks in the Defence Forces
• Access to medical, physiotherapy, pharmacy and dental care
• Provision of fitness, training and sports facilities across its installations
• Provision of fully funded opportunities to continue education to gain professional and academic qualifications
• Progress on the 2023-2027 Defence Forces Infrastructure Development Plan (IDP) with the highest level of financial resources in the State’s history.
• The introduction of work-life balance initiatives

Further measures that are currently being progressed include: -

• A review of entry ages and mandatory retirement ages in all ranks in the Permanent Defence Force.
• A Review of Medical Services in the Defence Forces,
• Associate membership of ICTU for the Representative Associations to be underpinned by legislation.
• The finalisation of the policy position on the Working Time Directive.

I would like to assure the Deputy that the recruitment and retention of Defence Forces Personnel continues to be a key priority for me and this is demonstrated by the priorities I have set out for the coming 15 months, in the Strategic Framework.