Ken O'Flynn (Cork North-Central, Independent Ireland Party)
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547. To ask the Tánaiste and Minister for Justice and Equality his views on recent figures showing significant early resignations within An Garda Síochána; the analysis his Department has conducted on morale within the force; and whether targeted retention and support measures are being developed. [35231/25]

Jim O'Callaghan (Dublin Bay South, Fianna Fail)
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Strengthening An Garda Síochána is one of my main priorities and retention of experienced qualified Gardaí is of course an important element of this.

By any objective standard, the proportion of resignations from An Garda Síochána remains very low with the resignation rate currently between 1 and 2%. I understand this turnover is far below the level experienced by UK police services (approximately 10%) and across the rest of the public sector in Ireland or in the private sector (between 10% and 20%).

In addition, police services in the US, New Zealand, and Canada have all reported a significant increase in resignations in excess of the Garda resignation rate, especially in the last few years post-Covid.

While my own Department has increased the mandatory retirement age to 62 and supported the newly agreed Garda rosters to aid retention, I know Garda management are also keen to provide appropriate supports to all employees, including sworn members and Garda staff, particularly given the demands experienced in policing.

The Garda authorities are seeking to ensure the organisation can learn from those in the small percentage who do chose to leave and I am informed that an exit interview process was introduced in 2023, to better understand why people opted to resign, and to inform measures which could aid retention.

In 2024, 39 voluntary exit interviews were conducted among sworn Gardaí and Garda staff. As this is a very small sample, it is difficult to draw any firm conclusions but among the issues cited by people who participated was that they found it difficult to maintain their career as a Garda while also managing their family life. Commuting and the distance between home and their station was also a concern.

An Garda Síochána is working closely with key partners to explore every opportunity to bolster both the recruitment and retention of Garda members in the immediate and longer terms. In 2025, an exit interview survey was introduced to further extend the sample reached. Up to end April, there were 60 responses, again from both sworn Gardaí and Garda staff. This survey will increase the capacity of the organisation to collate, analyse and act upon the data gathered from personnel who have chosen to resign.

These are still small samples, but the objective is that, over time, it will help develop better understanding of these issues and in turn allow further adjustments where possible. I am aware, for example that Garda management seek to locate new recruits within a reasonable commuting distance of their homes but this is not always possible to achieve in every case. Ultimately however, the Garda Commissioner is responsible by law for all Garda operational matters, including Garda HR. The publication of detailed analysis or data would therefore be a matter for An Garda Síochána.