155. Deputy Duncan Smith asked the Minister for Defence her Department’s assessment on the greatest obstacles to retention in the Defence Forces; and if she will make a statement on the matter. [43411/26]

Stabilising the numbers of Defence Force personnel and facilitating the capacity for further increases is a key priority for me as Minister for Defence.

As the Deputy will be aware, there are multiple factors that influence retention levels and this is broadly experienced across all militaries internationally.  That said, I am pleased to say the extensive modernisation of the Defence Forces is having a measurable impact on stabilisation efforts.

Turnover levels in the Permanent Defence Force are carefully monitored and data provided by the Defence Forces indicates that turnover rates have reduced over the last two years with a turnover rate of approximately 7.6% in 2025.  This is significantly less than the turnover rate of 9% recorded for 2024 and is a very positive turnover rate when compared with militaries internationally where annual attrition rates of 8 to 12 per cent are typical.

An annual outflow of personnel in the Defence Forces occurs due to statutory retirement ages, completion of contracted service, medical discharges, and other natural retirements. The objective is not to eliminate turnover, but to keep attrition as low as reasonably practicable while maintaining operational capability.

To mitigate attrition and strengthen workforce stability, several measures are being implemented, including increases in the maximum ages of recruitment and retirement, the extension of private secondary healthcare to all personnel, the application of the provisions of the Working Time Directive across the Defence Forces subject to certain exemptions, increases to Patrol Duty allowance payable to Naval Service personnel at sea, and extension of the Naval Service tax credit to 2029.

A draft Strategic Workforce Plan prepared by the Defence Forces has recently been submitted to me for consideration. The draft plan, recommendations, and modelling tool will be considered over the coming weeks. As the Deputy will be aware, the aim of this process is to provide a pathway to the achievement of a strength of 11,500, inclusive of civilian personnel, commensurate with Level of Ambition 2.

In addition, Local Bargaining measures are being introduced to support initiatives to improve retention in key capability areas.

I want to reassure the Deputy that prioritising the attraction and retention of talented individuals across the entire Defence Forces is a priority and in an ever buoyant employment market,  I want to see the Defence Forces as an employer of choice.