153. Deputy John Connolly asked the Minister for Defence the way in which she is ensuring that experienced personnel with the Defence Forces can see a long-term future for themselves and their families within the organisation. [53701/26]

155. Deputy Shónagh Ní Raghallaigh asked the Minister for Defence her plans to improve retention in Óglaigh na hÉireann; and if she will make a statement on the matter. [53936/26]

184. Deputy Ryan O'Meara asked the Minister for Defence the action being taken to increase retention levels in the Defence Forces; and if she will make a statement on the matter. [54132/26]

I propose to take Questions Nos. 153, 155 and 184 together.

Ensuring that Defence Forces personnel not only see a future within the organisation but can build a long-term career in the Defence Forces is a key priority for me. The retention of experienced personnel is fundamental to maintaining the operational effectiveness, readiness and resilience of the Defence Forces.

Central to this is stabilising personnel numbers and creating the capacity for sustained growth.

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.

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.

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

A draft Strategic Workforce Plan prepared by the Defence Forces has been submitted to me for consideration. The draft plan sets out a roadmap for building and sustaining the future workforce. 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.

The continued implementation of cultural and organisational reforms, alongside sustained investment in infrastructure, accommodation, equipment, and capability development, is fundamental to improving retention and building a Defence Forces where people feel supported, recognised, and confident in their long-term future.