Maeve O'Connell (Dublin Rathdown, Fine Gael)
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239. To ask the Taoiseach and Minister for Defence if he has received the most recent quarterly report regarding the delivery of actions of the Strategic Framework–Transformation of the Defence Forces; and if the secretary general and the chief of staff have ever failed to provide this report since the Strategy’s publication in September 2023. [31780/25]

Simon Harris (Wicklow, Fine Gael)
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The Strategic Framework was first published in September 2023, with an updated Strategic Framework published in May 2024. The latest Strategic Framework will be published shortly and includes updates since the previous publication.

The Tánaiste regularly discusses the elements of the Strategic Framework with the Secretary General and the Chief of Staff.

Maeve O'Connell (Dublin Rathdown, Fine Gael)
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240. To ask the Taoiseach and Minister for Defence to report on the implementation of the Working Time Directive across the Defence Forces. [31781/25]

Simon Harris (Wicklow, Fine Gael)
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On 20 January 2025, my colleague, the Minister for Enterprise, Trade & Employment, Peter Burke TD, signed the European Communities (Organisation of Working Time) (Defence Forces) Regulations 2025 bringing the majority of members of the Defence Forces under the ambit of the Organisation of Working Time Act.

Members of the Defence Forces now enjoy the protections of the Organisation of Working Time Act, 1997, which sets out statutory rights for employees in respect of daily breaks, weekly rest, and maximum working time over a given period and annual leave.

Due to their specific nature, a number of military activities are exempted from the provisions of the Working Time Directive. However, a number of health and safety protections, for those involved in such tasks, have been agreed, including prescribed compensatory rest periods, which are now incorporated into Defence Force Regulation.

I have written to the Chief of Staff outlining the responsibilities of Defence Forces Management on the implementation of all aspects of the Organisation of Working Time Act, 1997 across the entire Defence Forces and ensuring that Commanding Officers are fully aware of their management responsibilities with regard to both activities coming within the scope of the Directive, and for those activities which are exempt.

The Military authorities have advised that numerous briefings have been undertaken across the Defence Forces in addition to the availability of an instructional video. In addition, an instruction document is being finalised by the Chief of Staff providing guidance to Commanders and their personnel on all aspects of the implementation process including, around the Defence Force's non-financial labour budget system, which will be an important management tool in ensuring that the provisions of the Directive are correctly applied.

The Defence Forces are also leading on the development and implementation of a permanent electronic time and attendance system. In the meantime, an interim time and attendance system has been put in place.

I am assured that all necessary measures are being taken to ensure the protections of the Working Time Directive are implemented fully on the ground.

Maeve O'Connell (Dublin Rathdown, Fine Gael)
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241. To ask the Taoiseach and Minister for Defence to report on the progression of projects to enhance the physical working environment and equipment of the Defence Forces. [31782/25]

Simon Harris (Wicklow, Fine Gael)
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This year the capital allocation stands at €50m for capital investment with a further €12.5m allocation for ongoing maintenance and running costs.

The Defence Forces Infrastructure Development Plan (IDP) sets out a programme of project delivery for the years 2023 to 2027. The Plan is iterative in nature thus ensuring that it remains relevant and that investment is targeted where most needed. The updated Plan estimated infrastructure requirements to be in the region of some €370m for the coming years. At the end of 2024 there were over €230m worth of projects underway at different stages of development. this year the capital allocation stands at €50m for capital investment with a further €12.5m allocation for ongoing maintenance and running costs.

The following significant capital projects are at various stages of the procurement pipeline, from design planning and construction to substantial completion:

• Casement Military Medical Facility (Relocation of Bricins)
• Upgrade of two buildings (Block 4 Accommodation and Block 9 Office Accommodation) at the Naval Base, Haulbowline
• New CIS Workshop Facility, Defence Forces Training Centre
• Collins Barracks - Refurbishment of Block 1
• Aikens Dining Hall
• ARW New HQ Building
• Various projects to develop the Joint Induction Training Centre in Gormanston Camp
• Gymnasium works at Finner Camp, Casement Aerodrome, Haulbowline and Renmore Barracks
• Dredging of Haulbowline

Maeve O'Connell (Dublin Rathdown, Fine Gael)
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242. To ask the Taoiseach and Minister for Defence to report on the implementation of a new independent external complaints service for the Defence Forces. [31783/25]

Simon Harris (Wicklow, Fine Gael)
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The report of the Independent Review Group (IRG), established to examine dignity and equality issues in the Defence Forces, recommended that members of the Defence Forces have ‘access to an independent, external complaints service delivered by a professional service provider for as long as it takes to put a trusted internal system in place’.

Externalising the complaints system on a statutory basis, as envisaged by the IRG, will require significant amendments to primary legislation, namely the Defence Act and will take some time. Accordingly, an interim process is required pending changes to the primary legislation.

There was engagement on the development of the new process with the External Oversight Body of the Defence Forces, the Defence Forces representative associations (i.e. RACO, PDFORRA and RDFRA), the Ombudsman for the Defence Forces and the Defence Forces Women’s networks.

The new Interim Grievance Manager Process, which launched in April 2025, provides serving members of the Defence Forces (both permanent and reserve) with an external and independent process through which complaints of an interpersonal nature such as complaints of bullying, harassment and sexual harassment and victimisation can be examined. Mr Kevin Duffy, former Chair of the Labour Court, has been appointed as the interim Grievance Manager (IGM) of the Defence Forces.

The new IGM process is now available to serving members of the Defence Forces (both Permanent and Reserve) for an initial 12 months’ trial period. A review of the process at that stage will inform the primary legislation required to establish a suitable complaints process for serving members of the Defence Forces on a statutory basis.

This new process is an addition to the existing suite of complaint and grievance options, internal and external, available to serving members of the Defence Forces, which includes an Ombudsman specific to members of the Defence Forces.

The introduction of the IGM process is another step in the implementation of the IRG recommendations and in the journey of cultural transformation in the Defence Forces. It is an important part in a wider review and redesign of the grievance management framework within the Defence Forces, which is aimed at building trust and confidence in the complaints processes.

Maeve O'Connell (Dublin Rathdown, Fine Gael)
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243. To ask the Taoiseach and Minister for Defence to report on the development of a cultural change programme for the Defence Forces. [31784/25]

Simon Harris (Wicklow, Fine Gael)
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It is just over two years since the publication of the Independent Review Group (IRG) report, which signalled the critical need for fundamental culture change in the Defence Forces. The end goal of this cultural change is to ensure that the Defence Forces is an equal opportunities employer, reflective of contemporary Irish society that is providing a safe workplace, where self-worth is actively promoted, where mutual respect becomes a dominant feature, where all members are treated with dignity, in an organisation that continuously evolves to deliver positive change.

This journey of transformation is ongoing and significant progress has been made to date which includes:

• An External Oversight Body of the Defence Forces was established in April 2023, initially on a non-statutory basis. The Body was established on a statutory basis from 1 December 2024. The Body is a critical element in driving and achieving the goal of culture change throughout the Defence Forces
• A Tribunal of Inquiry was established by Statutory Instrument on 20 June 2024, (S.I. 304 of 2024), to examine the effectiveness of the complaints processes in the Defence Forces concerning workplace issues relating to discrimination, bullying, harassment, sexual harassment and sexual misconduct.
• The Tribunal also has the power to investigate the response to complaints made regarding the use of hazardous chemicals within Air Corps’ headquarters at Casement Aerodrome, Baldonnel.
• The introduction of an independent, external Grievance System that will deal with complaints of an interpersonal nature from serving members of the Defence Forces. The new process is now available to serving members of the Defence Forces for an initial 12 months trial basis. A review of the process at that stage will inform the primary legislation required to establish a suitable complaints process for serving members of the Defence Forces on a statutory basis.
• The proposal of the Working Group established to develop a complaints process for civilian employees and civil servants working who work with the Defence Forces has been accepted and is being progressed.
• In tandem with this, the Defence Forces are reviewing the current Redress of Wrongs procedure.
• All these processes form part of a wider review and redesign of the grievance management framework within the Defence Forces, which is aimed at building trust and confidence in complaints processes.
• Amendments to the Defence Act 1954, provide that the Garda Síochána have sole jurisdiction within the State to investigate alleged sexual offences committed by persons subject to military law.
• The Defence Forces has developed mandatory Sexual Ethics and Responsible Relationship (SERR) workshops in cooperation with UCC. These workshops are mandatory for all personnel to attend.
• With the assistance of an external legal firm, extensive work is underway to ensure that the Defence Forces are compatible with the provisions of the relevant equality legislation.
• The Defence Forces have appointed a Senior Gender, Diversity, Equity & Inclusion Advisor at Colonel level.
• There has been an extension of private secondary medical care to all Defence Forces ranks.

I am committed to ensuring that the transformation of culture in the Defence Forces, which is well underway, will continue to be a primary focus for delivery. Ensuring a safe and secure environment for members of our Defence Forces is a key priority of mine and this Government.