Dáil Éireann Debate, Thursday - 26 February 2026
235. Deputy Ken O'Flynn asked the Minister for Defence the methodology used to calculate the “turnover rate of approximately 7.6% in 2025”; the numerator and denominator used; and the turnover rate for each service separately in each of the years 2020 to 2025, [15687/26]
View answerStabilising and increasing the numbers of Defence Force personnel is a key focus for the government and for me as Minister for Defence.
As the Deputy is aware, there are multiple factors that influence retention levels and I am pleased that the extensive efforts made towards the modernisation of the Defence Forces, in addition to key enabling measures to support retention, are having a positive impact on strength numbers.
The Defence Forces’ data indicates that turnover rates have reduced over the last two years, with a turnover rate of approximately 7.6% in 2025.
The methodology used by the Defence Forces in calculating the annual turnover rate is the division of a numerator expressed as the number of discharges in a 12 month period by a denominator calculated as an average of the whole time equivalent strength at the beginning and end of each year and expressed as a percentage.
The table below gives the Deputy as requested, the turnover rate for each service separately, as well as the total turnover rates from 2020 to 2025.
|
Year |
Army |
Air Corp |
Naval Service |
Total |
|
2020 |
6.26% |
6.00% |
10.34% |
6.68% |
|
2021 |
7.75% |
6.68% |
11.59% |
8.06% |
|
2022 |
10.78% |
10.01% |
12.19% |
10.85% |
|
2023 |
9.78% |
8.45% |
11.56% |
9.84% |
|
2024 |
8.79% |
8.54% |
10.07% |
8.90% |
|
2025 |
7.79% |
7.43% |
6.35% |
7.61% |
An annual outflow of personnel from the Defence Forces is expected due to statutory retirement ages, completion of contracted service, medical discharges, discharging during the training period 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.
The Defence Forces are currently developing a Strategic Workforce Plan that will provide a structured pathway to achieve Level of Ambition 2.
There continues to be significant progress on pay with all personnel benefiting from a pay award delivered earlier this month with a further increase due in June.
Opportunities for careers in the Defence Forces remain open via a diverse range of ongoing competitions including those for general service and for Direct Entry specialist roles, while the 2026 Cadetship competition recently opened for applications.
Underpinning these and other measures, I ensured that Budget 2026 provided a record allocation of €1.49 billion for the Defence Sector, an increase of €145 million on 2025. These funds include provision for the recruitment of a net 400 additional PDF members per annum.
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.
