Defence Forces

Wednesday, 4 March 2026

Questions (19)

Ken O'Flynn

Question:

19. Deputy Ken O'Flynn asked the Minister for Defence the current status of the Reserve Defence Forces Regeneration and Development Plan; the specific targets within that plan that have been met, partially met, or missed to date; whether the plan contains ring-fenced funding commitments; and if she will make a statement on the matter. [17551/26]

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Written answers

Minister for Defence

It has not been possible to provide a response within the time frame available. I will respond to the Deputy when the information requested is to hand.

The following deferred reply was received under Standing Orders.

I refer to Parliamentary Question 17551/26 which I am now in a position to respond to.

As Minister for Defence, the modernisation of our Defence Forces is a key priority for me, and revitalising our Reserve Defence Forces is a vital part of that transformation process.

The Reserve Defence Force (RDF) Regeneration Plan, published in July 2024, coordinates 27 actions across four objectives [(i) Recruitment & Retention, (ii) Resourcing, (iii) Training & Education, and (iv) Integration & Deployment], to modernise the RDF and ensure it can seamlessly train, operate, and deploy with the Permanent Defence Force.

The Military Authorities have provided the table below which outlines the status of each of the actions in the Regeneration and Development Plan. 12 actions are complete and have moved to implementation and / or integrated into business as usual. 3 actions are on schedule. 12 actions are continuing to progress. 0 actions have significant barriers to completion.

Action #	Action	Remarks
Action #	Action	Remarks
1	RDF Recruitment Strategy. Strategy to implement multiple induction streams for continuous recruitment into the RDF.	- Complete - Moved to implementation phase.
2	Enabling of RDF Multi Induction Streams. Regulatory provision be made for the induction of personnel via several mechanisms in addition to general service recruitment.	- Continuing to progress. - Regulatory underpinning is required for the direct entry of personnel at non-commissioned ranks. Evaluation currently under consideration.
3	RDF Master Messaging and Communication Strategy. A strategy to coordinate an ongoing public awareness campaign highlighting the RDF.	- Complete - Implementation ongoing through the Reserve Strategic Engagement Team (ReSET).
4	Employer Engagement Strategy. A communication strategy to increase the awareness and understanding of the RDF amongst key industries. Strategy will promote the mutual benefits of service in the RDF.	- Continuing to progress - An Employer Protection Review is due to commence in Q2 2026. The Defence Forces intend to hold workshops with employer representative bodies in order to develop an employer engagement strategy.
5	Third Level Institution Engagement Strategy. A communication strategy to increase the awareness and understanding of the RDF amongst third level students. Strategy will promote the benefits of service in the RDF.	- Complete - Implementation ongoing through the Reserve Strategic Engagement Team (ReSET).
6	RDF Local Engagement Teams to promote the RDF. A mechanism for the training, resourcing and deployment of RDF Local Engagement Teams (LETs) to complement public awareness campaigns.	- Complete - Implementation ongoing through the Reserve Strategic Engagement Team (ReSET).
7	RDF Diversity Strategy. A strategy to ensure the RDF is a positive working environment that reflects contemporary Irish society.	- Complete - Initiatives being implemented via recruiting strategy and Defence Inclusion Office work streams.
8	Review of RDF Personal Kit Issue Requirements. Reservists equipped appropriately.	- Complete - Implementation via DF Clothing Committee.
9	Review Logistics Regulations to Equip RDF. The equipping of Reservists has robust regulatory underpinning.	- Complete - Implementation via DF Clothing Committee.
10	Review RDF Unit Equipment Requirements. An assessment of RDF Unit capabilities to ensure RDF Units are resourced appropriately.	- On schedule. - Assessments commenced in Q1 2025 and scheduled for completion in Q3 2026.
11	Review the Resourcing RDF Facilities. An assessment of RDF Unit facilities to ensure RDF Units are resourced appropriately.	- On schedule. - Assessments likely to be completed in Q3 2026 to inform DF building plan (2027).
12	Assessment of all resource requirements underpinning operationalisation of Single Force Concept. A continuous assessment of resources required to underpin the Single Force Concept.	- Complete - Resource planning and management process in place.
13	RDF Training and Education Strategy. A whole of career training and education strategy for Reservists.	- Complete - Implementation ongoing
14	Modularisation of RDF Training. Modularisation and utilisation of blended learning to increase accessibility to training and professional military education.	- Complete - Project team with oversight established.
15	Recognition and utilisation of Reservists Qualifications and Skills. A mechanism for the assessment and recognition of civilian qualifications be established. Civilian to military bridging be introduced to facilitate the utilisation of Reservists qualifications, skills, and experience. This initiative to be complemented by introducing a skills database.	- Continuing to progress. A project team has been established within the SPARX programme to examine how Reservists civilian skills can be better utilised. Potential solutions scheduled for April 2026.
16	Monthly reporting of RDF activity. RDF activity is recorded and reported monthly. Data used to assess performance and determine operational readiness levels.	- Complete - Business as usual
17	Establish RDF Management Offices in Brigades and Formations. Develop COA for the provision of a staff function that will oversee the implementation of the RDFRDP within the Brigades and Formations. These staff will support the day-to-day functioning of RDF Units.	- Continuing to progress- Development in line with future force design work streams.
18	Review of Defence Force Regulations. A standing mechanism comprising of key stakeholders established to facilitate the provision of appropriate regulations to enable the regeneration and development of the RDF.	- Ongoing - Amendments to regulations carried out on a needs basis.
19	RDF Domestic Deployment. Review of the application of the Single Force Concept. Initiatives developed to enable operational deployment on a routine basis.	- Continuing to progress- RDF Deployment Framework has been developed will enable Unit Commanders to deploy Reservists as required.
20	RDF Overseas Deployment. Protocols for the deployment of Reservists overseas developed.	- Continuing to progress- Protocols for overseas deployment of Reservists under development.
21	RDF Transformation – Army Reserve. The Army Reserve force structure to be reviewed and transformed to support the wider transformation of the Army.	- Continuing to progress- Development in line with future force design work streams.
22	RDF Transformation – Naval Service Reserve. The establishment of the NSR to be increased to a minimum establishment of 400 personnel. Disposition and organisation to be considered.	- Continuing to progress- Development in line with future force design work streams.
23	Reserve Transformation - Air Corps Reserve Establishment. An Air Corps Reserve with an establishment for a minimum of 200 personnel be developed.	- Continuing to progress- Development in line with future force design work streams.
24	FLR Induction Re-established. Former and retiring members of the PDF be invited to apply to the FLR. Mechanism for the assignment of personnel of the FLR to parent units.	- Continuing to progress- Regulatory underpinning required to enable the voluntary transfer of enlisted personnel to the FLR is scheduled for Q2/Q3 2026.
25	Specialist Reserve Capabilities. Develop enhanced military capabilities across all domains utilising Reservist skillsets. Explore appropriate conditions of service for such specialists.	- Continuing to progress- Awaiting outcome of Action 15 (SPARX programme). - Exploring options for the establishment of a Third Line Specialist Reserve for personnel with specific skillsets. Personnel may serve under a modified induction and effectivity criteria that is not constrained by physical or cognitive ability - Project in discovery phase.
26	Reserve A/CHOD, Service A/Chiefs and Senior Enlisted Leaders. Reserve A/CHOD, Service A/ Chiefs and Senior Enlisted Leaders Appointed.	- Continuing to progress - This action requires that a CHOD is in place which requires primary legislation.
27	Application of the Working Time Directive. RDF deployment and activities conducted in accordance with the provisions of the WTD as it applies to the DF.	- On schedule - RDF training activity is out of scope. RDF support activity is in scope when on Supplemental Military Service (SMS). Hours recorded for SMS.

Furthermore other areas of work underway in the Reserve Defence Force sphere include:

• A new RDF Recruitment system, which will result in a more streamlined and user-friendly process for applicants;

• A significant RDF advertising awareness campaign will be coordinated across all media modes including television and radio adverts, to raise the public’s awareness of the opportunities available in the RDF;

• A substantial expansion of the RDF budget which continues to increase in pace with the enhanced role of the RDF. To illustrate this, the budget allocation in 2025 was €3.542m and I have further increased it to €4.535m for 2026.

• To ensure the framework for the Reserve is fit for purpose, a review of the current legal and policy framework governing the RDF is underway. The second part of this review will focus on options for employment protection legislation.