138. Deputy James O'Connor asked the Minister for Defence if she will provide an update on the staffing shortages in the Naval Service; the progress made with the on-going recruitment campaign within the Naval Service; and if she will make a statement on the matter. [32727/26]

At the outset I want to acknowledge the on-going staffing challenges in the Naval Service. We have, however, made positive progress over the last two years.

Recruitment, assisted by the ongoing advertising campaign, is presently ongoing via a wide range of pathways including general service recruitment, re-entry schemes and eight Naval Service specific direct entry competitions. The 2026 cadetship competitions closed in March with a total of 2,800 applications received, 913 of which were for Naval Service specific cadetships.

Indeed overall applications for the Naval Service grew strongly in 2025 with the total number of applications received (2837) exceeding by more than 900 the total received for 2024 (1917). This trend has continued into 2026 with more than 1,600 applications received by the Naval Service to the end of March.

Recruitment for 2025 was correspondingly robust with 162 inductions to the Naval Service - 65 more than the total achieved in 2024. There have been a further 39 inductions recorded to the end of March of this year.

In addition, significant growth in specialist recruitment has been achieved. Last year saw 24 Direct Entry inductions into specialist roles in the Naval Service- the highest in more than six years.

Underpinning the growth in recruitment achieved are the key enabling measures introduced by Government. Budget 2026 provided a record allocation of 1.49 billion to the Defence Sector which provides, among other things, for the recruitment of a net 400 additional personnel to the Defence Forces.

I am advised by the Defence Forces that the strength of the Naval Service as at 31 March 2026, the latest date this for which this figure is available, stood at 833 personnel or 76% of an agreed establishment strength of 1,094.

The key enabling measures which the Government has introduced to support and drive Defence Forces recruitment are yielding results. These measures include: -

• an increase in the maximum recruitment ages to 39 and to 50 for Direct Entry Officer specialists;

• an increase in the mandatory retirement age to 62;

• a doubling of the Naval Service Patrol Duty allowance after 10 days;

• the extension of the Naval Service Tax Credit until 2029;

• the application of the Working Time Directive across the Defence Forces in January 2025, subject to certain exemptions, and;

• the extension of the provision of private secondary healthcare to all members of the Permanent Defence Force.

• progress on pay with the most recent increase awarded earlier this month and a further increase due on the 1st of June.

Significant progress has been made on a number of fronts and the allocation of record levels of expenditure to the Defence sector coupled with the ongoing initiatives I have outlined here, is illustrative of my intent in this regard.

While recruitment and retention of personnel has been positive, a wholistic plan for the future of the Naval Service is required. I am due to receive a Naval Service Regeneration Plan from the Chief of Staff, which will set out a pathway for the future direction of the service.