Written Answers Nos. 154-170
154. Deputy James O'Connor asked the Minister for Defence her plans to achieve a greater balance of numbers across the three services in the Defence Forces; the measures to be taken in this regard, specifically for the Naval Service; and if she will make a statement on the matter. [12501/26]
Amharc ar fhreagraAs the Deputy is aware, the Government published the Defence Policy Review 2024 - Adjusting and affirming our Defence Policy in an era of change - in July 2024.
This review, which lays out Government Policy to 2028, reaffirms, and where appropriate, revises our Defence Policy and the posture of the Defence Forces in response to the prevailing security environment and the wider national and international defence landscape.
Our overarching Strategic Level of Ambition for Defence is to defend Irish sovereignty, protect Irish Citizens and secure Irish interests in support of Irish society, the Irish economy, our collective well-being and our territorial integrity.
One of the key priorities to 2028 is a focus on maritime security. In that context, I understand that my colleague, Minister McEntee, will bring a National Maritime Security Strategy to Government shortly, which will inform future direction in this key area.
It is very positive to see that interest in a career in the Defence Forces continues to grow, with a total of 16,510 applications received in 2025. The challenge now for the Defence Forces is to convert those applications into inductions. The Defence Forces are currently formulating a Strategic Workforce Plan to set out current personnel and skill sets and to map out proposals for the achievement of a strength of 11,500, including civilian personnel, as proposed in the Commission on Defence Forces Report.
We accept that there are particular challenges in the Naval Service in terms of regenerating the service. While recruitment and retention of personnel in 2025 has been positive - I am advised that the strength of the Naval Service, as at 31 December 2025, stood at 807 personnel, representing a 12% increase on the total of 719 personnel recorded at the end of 2024 - a wholistic plan for the future of the Naval Service is required. My colleague, Minister McEntee, is due to receive a Naval Service Regeneration Plan from the Chief of Staff setting out a pathway for the future direction of the service in the coming weeks.
Before concluding, I would like to highlight a number of measures taken by Government to date Government to address recruitment and retention. Measures include an increase in the maximum recruitment age to 39 for those roles that had a recruitment age below that, 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 for a up to 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. There has also been significant progress on pay with the most recent increase paid in February of this year.
155. Deputy Cathy Bennett asked the Minister for Defence if she has considered altering height requirements with regard to enlistment eligibility for the Defence Forces. [12474/26]
Amharc ar fhreagraIn relation to the specific criteria to join the Defence Forces, I am advised that candidates applying for positions in the Defence Forces are required to meet particular standards for military service, as laid down in Defence Forces Regulations, made pursuant to the Defence Act 1954. These Regulations provide for a minimum height requirement for enlistment for both male and female candidates of 157.48cm.
The determination of a minimum height standard for enlistment in the Defence Forces is based on the ergonomic requirement that all members can meet the physical demands of military training and operations thereafter, with service Personal Load Carrying Equipment, whether they are at home or overseas. The matter was reviewed by a working group in 2019, which consisted of serving Defence Force Members with a professional background in sport and exercise science, physical education, physiotherapy, medicine and HR management.
I am advised by the Defence Forces management that since 2020, four applicants were unsuccessful in their application to the PDF, based on height grounds. This is in the context of a continued and sustained growth in applicant numbers to the Defence Forces. To give context, a total of 16,510 applications received in 2025.
I am also advised by Defence Forces management that conditions and eligibility criteria for entry to and for service in the Defence Forces, including the methodology used for assessments, are subject to continuous review and modification, having regard to the needs of the organisation, health and safety and the development of best practices. Candidates are advised to visit [www.military.ie] to review eligibility criteria.
The Irish Defence Forces value diversity and inclusion and foster a culture of respect, dignity, and equality for all members.
156. Deputy Cathal Crowe asked the Minister for Defence the way the new strategic framework for the transformation of the Defence Forces will enhance digital and data transformation; and if she will make a statement on the matter. [12172/26]
Amharc ar fhreagraI thank the Deputies for their questions.
The Strategic Framework 2026 brings together the continuing work on the key actions identified in a number of reports and plans for the Defence sector, including the Independent Review Group on Dignity and Equality Issues in the Defence Forces, and the Report of the Commission on the Defence Forces.
This new Framework builds on the first Strategic Framework, which was published in 2023. This Framework clearly sets out the 123 actions that must be delivered over the following twelve month period.
Its publication comes at a time of increasing global instability and growing threats to our critical infrastructure and national security.
Therefore, the investment into our Defence Forces has never been more important and it is crucial that we recognise and prioritise the need to invest in defence equipment and infrastructure. This expenditure enhances and supports our military capabilities and contributes to a more secure and resilient society.
The new Strategic Framework outlines, through the implementation of Defence Forces Digital and Data Strategies, how the Defence Forces will harness the power of innovative technologies to enhance operational effectiveness, agility and security.
Additionally, through the secure and efficient use of data, decision making, operational planning and resource management will be enhanced. Equally as important is the development of Defence Forces personnel. Through investment in their training and upskilling, Defence Forces personnel will be empowered to effectively leverage digital tools, adopt emerging technologies, and play a central role in driving the Defence Force transformation agenda.
Following the recommendation of the Commission on Defence Forces that the Defence Forces need to be capable of delivering military operations in the cyber domain, a Joint Cyber Defence Command was established, which will be capable of conducting the full spectrum of cyber defence operations at home and overseas, to enhance national cyber defence capabilities. The Defence Forces Cyber Defence Strategy 2024 to 2027 sets out a comprehensive road map to ensure that the Defence Forces achieve operational capability in this new domain.
The funding provided for in 2026, and under the National Development Plan 2025-2030 will ensure that significant progress can also be made on key Defence Equipment projects, including the priority Military Radar Programme, accelerated procurement of Counter Unmanned Aerial System (C-UAS) capabilities, towed sonar capability, among others.
The Military Radar Programme is a key priority and good progress is being made. It will include three elements - Land based Long Range Primary Radar; Ground Based Air Defence (GBAD) systems, to include a Counter-Unmanned Aerial Systems (C-UAS) capability; and Maritime (ship-borne) Radar.
When fully delivered, the Recognised Air Picture will incorporate this suite of military radar systems which will have the capability to detect all aircraft traversing our airspace.
Full delivery of the programme will be complex; but has been prioritised with elements to be rolled out in phases, starting in 2026, towards full delivery by the end of 2028.
I am confident and determined that through the new Strategic Framework, and Updated Detailed Implementation Plan, we will realise our shared ambition for the Defence Forces, accompanied by clear and irrefutable evidence of change on the ground for serving members.
157. Deputy Catherine Callaghan asked the Minister for Defence to outline her priorities as Minister; and if she will make a statement on the matter. [12455/26]
Amharc ar fhreagraI would like to thank the Deputy for her question.
As all Deputies recognise, we are operating in a changing and increasingly complex security environment. As Minister, I am deeply committed to the continued transformation of the Defence Forces into a modern, fit-for-purpose organisation capable of defending the State. In the last week, I attended a meeting a FAC meeting with my EU Defence counterparts and attended the Munich Security Conference and my engagements there have reaffirmed by belief that Ireland needs to be ambitious in delivering the necessary capability, infrastructure and personnel to meet the security challenges, not only of today, but also of the future.
I and the Government are fully committed to strengthening Ireland’s defence by increasing investment with a view to achieving a significantly enhanced capability by 2028 and, thereafter, moving as quickly as possible to develop defence capabilities that would match those of other small Western European countries.
Last week, I announced the publication of the Strategic Framework 2026 and the Updated Detailed Implementation Plan for the Report of the Commission on the Defence Forces which reflect my key priorities for Defence.
To realise this ambition, my key priorities as Minister are;
• Continuing to drive the implementation of reform and transformation in our Defence Forces, particularly with respect to culture change
• Supporting Defence Forces personnel
• Ensuring investment translates into real capability, with a focus on the greater use of new technology
• Progressing an ambitious policy agenda including the development of the Maritime Security Strategy; and initiating a further Defence Policy Review
• Advancing an ambitious legislative programme including
• a Bill to remove the existing requirement regarding the Triple Lock and
• further Bill concerning high-level structures within the Defence Forces,
As Minister for Defence, one of my driving forces is to deliver meaningful cultural change in the Defence Forces that its members can feel. This involves transformative change in the Defence Forces’ structures, culture, capability and people management. To achieve this, it is necessary to institute reforms spanning primary legislation, capability development, HR and culture.
We are also putting in place a number of crucial HR initiatives, which will bolster the progress that has already been made in this area. Particular emphasis will be placed on enhanced career and talent management policies and practices, as well as revised access to promotion opportunities, a civilisation strategy and a Work Force Plan.
Recruitment and retention initiatives are a driving force for the success of all transformation efforts. Improvements in recruitment policies and processes are beginning to bear fruit, with personnel numbers starting to grow again and interest in a career in the Defence Forces strengthening year on year. My priority is to sustain this increase in recruitment, strengthen retention and support long-term career development for the women and men of our Defence Forces.
A key part of my priority to enhance the capabilities of the Defence Forces is the Military Radar Programme and good progress is being made. As an island nation we must be ambitious in terms of our air defence capabilities. This programme will include three elements - Land based Long Range Primary Radar; Ground Based Air Defence (GBAD) systems, to include a Counter-Unmanned Aerial Systems (C-UAS) capability; and Maritime (ship-borne) Radar.
When fully delivered, the Recognised Air Picture will incorporate this suite of military radar systems which will have the capability to detect all aircraft traversing our airspace. Full delivery of the Programme will be complex; but has been prioritised with a target delivery date of 2028. Elements will be rolled out in phases, including the delivery of counter-drone technology in Q2 this year.
I am confident and determined that through the new Strategic Framework, and Updated Detailed Implementation Plan, we will realise our shared ambition for the Defence Forces, accompanied by clear and irrefutable evidence of change on the ground for serving members.
158. Deputy Thomas Gould asked the Minister for Defence the actions she has taken to improve pay and conditions in the Defence Forces. [12457/26]
Amharc ar fhreagraAt the outset I would like to highlight the significant progress that the government has made on pay and conditions for Defence Force personnel, particularly over the last five (5) years.
For context, in October 2020 a newly qualified three-star private could have expected to earn €29,326 gross per annum, on completion of his/her initial training.
Following the implementation of a number of pay related Commission on Defence Forces recommendations, coupled with ongoing pay increases being applied as part of national pay agreements, at present a Private 3*, on completion of recruit training (which takes approximately 24 weeks), starts at:
• €42,465 in Year 1
• €43,890 in Year 2
• €45,204 in Year 3
Equally, for the Officer cohort, a 2nd Lieutenant - entry rank for school leaver cadet on commissioning - was paid €37,664 in October 2020. As of 01 February 2026 they are now paid €46,359. After 2 years they are promoted to lieutenant and their pay rises to €51,748.
Where a graduate joins – the pay rate on commissioning begins at €51,748.
These rates all include pensionable military service allowance, which is an allowance that is paid to all ranks up to and including the rank of Colonel, for the unpredictable nature of work in the Defence Forces.
In the conversation surrounding the pay and conditions of members of the Defence Forces, it is important to point out that in addition to basic pay and military service allowance, certain positions in the Defence Forces also attract specialist, technical pay and service commitment schemes. Additionally there is scope for further income from duty allowances for specific duties carried, out on an ongoing basis, as well as the possibility of earning a tax-free duty allowance, starting at €15,000, for a 6 month overseas deployment.
The Deputy may also be aware of the changes to Patrol Duty Allowance for Naval Service personnel which came into effect on 1 January 2024. This measure resulted in the Patrol Duty Allowance being doubled after ten days at sea.
Key changes introduced to broader conditions include extension of private medical care to all personnel; increases to mandatory retirement ages and recruitment ages, and in 2025, the removal of the blanket exemption from the Organisation of the Working Time Act, the extension of a service commitment scheme for pilots in the Air Corps to their Air Traffic Control colleagues.
In addition, with the enactment of the Defence Amendment Act 2024, the Defence Forces Representative Associations have been granted associate membership of ICTU, which enables ICTU to represent them at the national pay talks
As outlined, positive progress has been made on pay and conditions in the Defence Forces. I will continue to keep pay and conditions under review, to ensure that we continue to attract high calibre personnel into the Defence Forces.
159. Deputy Aisling Dempsey asked the Minister for Defence the way in which she will ensure that the Army, Air Corps and Naval Service become services, have service headquarters, and have parity of esteem. [12381/26]
Amharc ar fhreagraAs Minister for Defence, I am deeply committed to the transformation of the Defence Forces into a modern fit for purpose organisation to defend the State and meet the challenges of today and the future.
The Commission on the Defence Forces recommended in its 2022 report significant changes for the Defence Forces and Defence provision in Ireland. It covers high level Defence Forces structures, defence capabilities, organisation, culture and human resources, the Reserve Defence Force and funding.
Last week, I published the second Detailed Implementation Plan for the Report of the Commission on the Defence Forces. This plan sets out an ambitious programme of work to move to 'Level of Ambition 2' (LOA 2) by 2028 and the significant and fundamental change for the Defence Forces that will be delivered across the Commission's recommendations approved by Government.
There are a number of Government approved Commission recommendations contained in the report in relation to high level command and control and HQ structures. In relation to the Air Corps and the Naval Service, the Commission on the Defence Forces stated "Given the importance of service parity, the names of both should change to the Air Force and the Navy respectively." As part of the legislation on Command and Control (C2), it is proposed to change the name of the Air Corps to the Air Force and the Naval Service to the Navy and that there would be parity of esteem between all the services.
The Commission on the Defence Forces also recommended "The Chief of Defence to initiate an immediate force design process assisted by external experts with access to international military expertise, and to include a detailed force design process." The Defence Forces have established three Force Design teams within the Army, Naval Service and Air Corps and an overarching Strategic Force Design office has also been established to look at the design of a Strategic HQ.
On completion of the force design work by the Defence Forces, the Chief of Staff will submit a report on Force Design to me for review. This is complicated and challenging work which we need to get right to ensure that we design a modern force which is fit for purpose for future generations. What is important for me as Minister is that any force design process will include a transitional plan with incremental steps beyond current numbers to the 11,500 force recommended by the Commission on the Defence Forces.
As you will appreciate, this is a significant piece of work and will need a concerted effort by all involved. I have confidence that the structures that have been put in place will ensure the successful delivery of a modern, fit-for-purpose Defence Forces.
160. Deputy Joe Neville asked the Minister for Defence if she will outline some of the new reforms for the Defence Forces which she has brought to Cabinet; and if she will make a statement on the matter. [12471/26]
Amharc ar fhreagraI would like to thank the Deputy for his question.
As Minister for Defence, I am deeply committed to the transformation of the Defence Forces into a modern, fit for purpose organisation. Increasing recruitment and improving retention rates in the Defence Forces is a core priority for me, and in order to achieve this, it is essential that a strategic approach to HR and meaningful cultural change is achieved in the Defence Forces.
Last week, I published the Strategic Framework for the Transformation of the Defence Forces and an Update to the Detailed Implementation Plan for the Commission on the Defence Forces.
The Strategic Framework sets out priority actions for the year ahead, including boosting recruitment and retention, regenerating the Naval Service and Air Corps, improving equipment and working environments, progressing legislative reform and accelerating digital and data transformation.
The Detailed Implementation Plan for the Report of the Commission on the Defence Forces is a multi-annual plan setting out wide-ranging reform across every facet of the Defence Forces.
Government has introduced a range of key enabling measures to support and drive Defence Forces recruitment and retention. These include increases in the maximum ages of recruitment and retirement respectively, the extension of private secondary healthcare to all personnel and the application of the provisions of the Working Time Directive across the Defence Forces subject to certain exemptions.
In addition to the considerable reform of allowances in recent years, 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 2026.
Underpinning these and other measures, Budget 2026 has provided a record allocation of €1.49 billion for Defence, an increase of €145 million on 2025. Funding provided to the Defence Vote has increased by €338 million (40%) since 2022, from €836 million to €1.174 billion. These funds include provision for the recruitment of a net 400 additional PDF members per annum.
Significant strides continue to be made on a number of fronts and the allocation of record levels of expenditure along with the multitude of initiatives in train is illustrative of my commitment to meaningful change in both culture and capability for the women and men of our Defence Forces.
The key actions and outcomes that I will prioritise delivery of include, among others:
• Transformative career and talent processes, and transparent promotion systems.
• Responsive and accountable Culture Surveys.
• The continued realisation of Family Friendly Policies
• Gender Perspective Policies and Actions.
161. Deputy Ryan O'Meara asked the Minister for Defence for an overview of the services to be reformed and restructured under the updated Implementation Plan for the Report of the Commission on the Defence Forces. [12376/26]
Amharc ar fhreagraAs Minister for Defence, I am deeply committed to the transformation of the Defence Forces into a modern fit for purpose organisation to defend the State and meet the challenges of today and the future.
The Commission on the Defence Forces recommended in its 2022 report significant changes for the Defence Forces and Defence provision in Ireland. It covers high level Defence Forces structures, defence capabilities, organisation, culture and human resources, the Reserve Defence Force and funding.
Last week, I published the second Detailed Implementation Plan for the Report of the Commission on the Defence Forces. This plan sets out an ambitious programme of work to move to 'Level of Ambition 2' (LOA 2) by 2028 and the significant and fundamental change for the Defence Forces that will be delivered across the Commission's recommendations approved by Government.
There are a number of Government approved Commission recommendations contained in the report in relation to high level command and control and HQ structures.
The Commission on the Defence Forces also recommended "The Chief of Defence to initiate an immediate force design process assisted by external experts with access to international military expertise, and to include a detailed force design process." The Defence Forces have established three Force Design teams within the Army, Naval Service and Air Corps and an overarching Strategic Force Design office has also been established to look at the design of a Strategic HQ.
On completion of the force design work by the Defence Forces, the Chief of Staff will submit a report on Force Design to me for review. This is complicated and challenging work which we need to get right to ensure that we design a modern force which is fit for purpose for future generations. What is important for me as Minister is that any force design process will include a transitional plan with incremental steps beyond current numbers to the 11,500 force recommended by the Commission on the Defence Forces.
As you will appreciate, this is a significant piece of work and will need a concerted effort by all involved. I have confidence that the structures that have been put in place will ensure the successful delivery of a modern, fit-for-purpose Defence Forces.
163. Deputy Aisling Dempsey asked the Minister for Defence for an overview of the Joint Capability Development to be put in place under the updated Implementation Plan for the Report of the Commission on the Defence Forces. [12380/26]
Amharc ar fhreagraA key priority for me as Minister for Defence is to ensure that the current operational capability of the Defence Forces is maintained, and further developed upon. I believe it is essential in this evolving geopolitical and security environment, that Ireland enhances the capabilities of our Defence Forces and this objective will be aided by the implementation of a Capability Development Planning Process.
One of the key recommendations from the Commission on the Defence Forces was to implement a top down capability development planning process (CDPP) to bring planning for Defence Forces capabilities in line with best practice. This is a three phase process. The first phase, called the upstream phase, identifies capability needs. The second phase, the midstream phase, develops the capability requirements in detail. The third and final phase, the downstream phase, is where the capabilities are acquired and sustained.
In early 2023 a Capability Development Unit was established in the Department. It is civil/military in terms of staffing, with military staff from across the three services of the Defence Forces, providing an overarching joint perspective to capability planning. The Unit is now well established and in the final stages of the upstream phase, the key output of which is a 12 year Capability Development Programme, that will identify, at a high level, the capability requirements for the Defence Forces out to 2040. This ongoing piece of work, once complete, will inform the prioritisation of capabilities the Defence Forces will progress in moving towards the strategic level of ambition set out in the Defence Policy Review, and the objectives as set out in the recently published Strategic Framework and Update to the Detailed Implementation Plan for the Commission on the Defence Forces.
Capabilities will then be developed and acquired in line with capital allocations under the National Development Plan. My immediate priority is progressing as quickly as we can to Level of Ambition 2, as committed to the Detailed Implementation Plan and the Programme for Government. I expect the Capability Development Programme will be finalised in the first half of this 2026.
164. Deputy Donnchadh Ó Laoghaire asked the Minister for Defence the establishment figure of the Defence Forces; the number of personnel required to meet level of ambition 2; the current number of personnel; and her target for recruitment each year under this Government. [12520/26]
Amharc ar fhreagra213. Deputy Pádraig O'Sullivan asked the Minister for Defence the measures being taken to deal with the recruitment and retention crisis in the Defence Force; when she expects staffing levels to reach 11,500 personnel; and if she will make a statement on the matter. [12111/26]
Amharc ar fhreagra224. Deputy Matt Carthy asked the Minister for Defence the number of Defence Forces personnel required under level of ambition 2; the current establishment figure; and the current number within each service. [12473/26]
Amharc ar fhreagraI propose to take Questions Nos. 164, 213 and 224 together.
I want to assure the Deputy that the government are fully committed to providing the resources and supporting the Defence Forces to increase recruitment and improve retention.
As of the 31 December 2025, the latest date such figures are available for, the strength of the Permanent Defence Force (PDF) stood at 7,756 personnel, a net increase of almost 200 personnel. The establishment figure stood at 9,739 personnel. Whilst figures provided by the Defence Forces for 2025, suggest a modest expansion in strength, greater recruitment is required to move towards the Commission on Defence Forces recommended target of 11,500 personnel by 2028.
It is very positive to see that interest in a career in the Defence Forces continues to grow, with a total of 16,510 applications received in 2025. It demonstrates that the key enabling measures which the Government has introduced to support and drive Defence Forces recruitment are yielding results.
The challenge now for the Defence Forces is to convert those applications into inductions.
I want to build on the progress achieved in 2025 and have set a target of 850 inductions for 2026.
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.
A range of measures have been undertaken to tackle these challenges over the last five years of years. The key enabling measures Government has introduced to support and drive Defence Forces recruitment and retention include: increases in the maximum ages of recruitment and retirement respectively; the extension of private secondary healthcare to all personnel; and the application of the provisions of the Working Time Directive across the Defence Forces subject to certain exemptions. The Patrol Duty allowance payable to Naval Service personnel at sea has been doubled after ten days at sea in a calendar year while the Naval Service tax credit has been extended for a further five years.
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.
The Joint Induction Training Centre in Gormanston Barracks is being expanded and will eventually facilitate the induction of up to 900 recruits per annum. An allowance for Officer Instructors was introduced last summer targeted at increasing training capacity and upskilling these Officers.
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
While recruitment and retention remains challenging, significant strides continue to be made on a number of fronts and the allocation of record levels of expenditure is illustrative of my commitment to increase recruitment into the Permanent Defence Force to meet Level of Ambition 2.
165. Deputy Darren O'Rourke asked the Minister for Defence to provide an update on the personnel number of the Defence Forces for 2023, 2024 and 2025; the efforts she is making to increase numbers and strengthen our Defence Forces; and if she will make a statement on the matter. [11688/26]
Amharc ar fhreagraIncreasing recruitment and retention of personnel in the Defence Forces is a key priority for me as Minister for Defence. As a Government, we are committed to putting the resources in place to achieve Level of Ambition 2 and a crucial element of this is personnel expansion. A range of measures have been undertaken to tackle recruitment and retention challenges in the Defence Forces over the last number of years. As a result, we have seen a stabilisation in strength in the Defence Forces in 2024 and a modest increase in 2025. I want to ensure that we continue on that trajectory.
As of the 31 December 2025, the strength of the Permanent Defence Force (PDF) stood at 7,756 personnel; an increase of almost 200 personnel on the total of 7,557 recorded at the end of 2024 and 206 on the 7,550 end of year strength in 2023.
I want to build on the progress achieved in 2025 and have set a target of 850 inductions for 2026.
It is very positive to see that interest in a career in the Defence Forces continues to grow, with a total of 16,510 applications received in 2025. The challenge now for the Defence Forces is to convert those applications into inductions. The Defence Forces are currently formulating a Strategic Workforce Plan to set out current personnel and skill sets and to map out proposals for the achievement of a strength of 11,500, including civilian personnel, as proposed in the Commission on Defence Forces Report.
One of the key actions I specified in the recently published Strategic Framework, was the need for the Defence Forces to submit a Civilisation Strategy for my approval no later than July this year. The Civilisation Strategy will identify the roles and approach to significantly increase the scale and numbers of civilians working within our Defence Forces to support our Defence Forces personnel carrying out military tasks.
The main enabling measures undertaken to support and drive recruitment and retention include: 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.
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.
The Joint Induction Training Centre in Gormanston Barracks has been established and will facilitate the induction of up to 900 recruits per annum, when fully operational. An allowance for Officer Instructors was introduced last summer targeted at increasing training capacity and upskilling these Officers.
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.
While recruitment and retention remains challenging, significant strides continue to be made on a number of fronts to increase numbers and strengthen our Defence Forces.
166. Deputy Mark Ward asked the Minister for Defence further to the recent decision by the European Committee of Social Rights that Ireland was in breach of the social charter of overtime pay, if a review of salaries of military personnel will be carried out; and if she will make a statement on the matter. [12504/26]
Amharc ar fhreagraI received the report of the European Committee of Social Rights (ECSR) last week. This Report relates to Ireland's compliance with the European Social Charter on two specific issues - remuneration for certain work carried out by Defence personnel on public holidays and arrangements for compensation of overtime. The ECSR rejected two other complaints submitted in relation to similar matters, as unsubstantiated.
I understand that a formal Resolution or Recommendation on the complaint will be delivered from the Council of Europe's Committee of Ministers by the end of the month. My Department will give careful consideration to the report and review it in the context of the decision reached in conjunction with EU and National obligations.
I was pleased to note that the European Committee on Social Rights also found that "several positive developments" have been progressed by Ireland in compliance with the Charter.
In particular the removal of the blanket exemption for the Defence Forces from the Organisation of Working Time Act, last January 2025, was acknowledged. The Defence Forces have introduced a manual system for recording hours of attendance to ensure compliance with the Organisation of Working Time Act. An electronic time and attendance recording system has been procured, with roll out of the system scheduled for later this year.
For the Deputy's information there are currently provisions in place in terms of working on a Public Holiday and compensation arrangements where personnel are required to work long or unsocial hours.
When required to work on a public holiday, members of the Defence Forces are compensated in accordance with the Organisation of Working Time Act.
Additional or irregular hours worked by the Defence Forces are compensated through allowances and structured systems of compensatory rest. In addition, a pensionable Military Service Allowance (‘MSA’), which is designed to compensate for the special disadvantages associated with military life, including long and unsocial hours, is paid to all ranks up to the level of Colonel. Military Service Allowance is also a pensionable allowance.
These existing provisions will be examined in the context of the finding of the European Committee on Social Rights.
Significant progress has been made in the area of pay for the Defence Forces over the last five years. The Defence Forces are signed up to the current national pay deal, the “Public Service Agreement 2024- 2026”. This agreement provided for overall pay increases of 10.25% over a two and a half year period consisting of pay increases totalling 9.25%, as well as a provision for a Local Bargaining mechanism equivalent to 1% of pay.
As Minister, my priority is to stabilise and further increase Defence Forces numbers, and in this regard, a number of recruitment and retention initiatives have been introduced in recent years. Significant progress on pay, in particular, has been achieved.
As of February 1st 2026, pay rates start at:
• €42,465 for a Private 3* (on completion of basic recruit training of approx. 24 weeks);
• €46,359 for a 2nd Lieutenant - entry rank for school leaver cadet on commissioning - rising to €51,748 after two years;
• €51,748 for a Lieutenant - entry rank for a Graduate Cadet on commissioning.
With the enactment of the Defence Amendment Act 2024, the Defence Forces Representative Associations have been granted associate membership of ICTU, which enables ICTU to represent them at the national pay talks
Public Service pay policy is set by the Department of Public Expenditure and Reform and is currently guided by the Public Pay Policy 2024-2026. Defence Forces pay matters fall to be considered within the established parameters of this policy.
The initiatives taken to date are having a positive effect with an increase in recruitment and a reduction in discharges in 2025. I am committed to continuing that positive trajectory which is demonstrated by Government's record allocation for funding for 2026.
167. Deputy Duncan Smith asked the Minister for Defence if a costing has been done to provide members of the Defence Forces as part of the security apparatus for an event (details supplied); if so, the costs; and to provide costings for the role of the Defence Forces in the visit of President Biden and President Zelensky; and if she will make a statement on the matter. [12529/26]
Amharc ar fhreagraMy colleague the Minister for Justice Home Affairs and Migration and An Garda Síochána have primary responsibility for the internal security of the State. Among the roles assigned to the Defence Forces is the provision of Aid to the Civil Power which, in practice, means providing assistance to An Garda Síochána when requested to do so and within their capacity and capabilities.
The Deputy will appreciate that there is an obligation on the State to take appropriate measures to ensure the safety of every visiting dignitary, in line with risk assessment. Similar measures and courtesies are as a matter of course also extended to Ireland, when the President and members of Government travel on official visits to other States.
I am advised that such costings as referenced by the Deputy are not as a matter of course held within my Department.
168. Deputy Paul Murphy asked the Minister for Defence if she will drop plans to abolish the triple lock; and if she will make a statement on the matter. [12199/26]
Amharc ar fhreagraThe Defence (Amendment) Bill, aimed at revising how we deploy our Defence Forces overseas is a priority for publication during the current parliamentary session. The drafting of the Bill is continuing with the Office of Parliamentary Counsel and publication of the Bill is a key priority for myself and for the Government in this term.
It also includes amendments to the Defence Acts to provide for the suspension, in certain circumstances, of a member of the Defence Forces, as well as associated matters.
Under the current proposals in the general scheme to amend the legislation, the requirement for a UN Security Council mandate will be removed. I again underline that the legislation in place allows members of the UN Security Council, by means of a veto or indeed threat of same, to bind this country's hands in its international peacekeeping engagement. Recent vetoes by a UN Security Council member on a proposed resolution for a full and unconditional ceasefire in Gaza last June, as well as the challenges evidenced last summer with regard to the extension of the UNIFIL peacekeeping in southern Lebanon, are ample evidence of this.
With regard to the latter particularly, in the event that the UNIFIL mandate was not extended, Ireland would have been in the position of having to plan to withdraw its Defence Forces personnel from UNIFIL immediately following the expiration of the mandate. The extension of the UNIFIL mandate until the end of this year permits the continued deployment of Defence Forces personnel to the Mission, however, but they must be withdrawn from then.
Both I and Government believe therefore that it is untenable to continue with this policy. Any considerations on international peacekeeping engagement should be within Ireland's exclusive sovereign control and decision-making on this should be purely within the remit of our Government and our Oireachtas, which have been democratically elected by the people of this country.
I recognise, however, that in removing the UN Security Council mandate requirement there will be a need to strengthen the democratic oversight governing the ongoing deployment of Defence Forces personnel overseas. Therefore, in parallel to removing the UN mandate requirement, text will be included in this Bill which will require that the mandate of future operations be consistent with, and adhere to, the principles of the UN Charter and international law. These principles are being refined to ensure appropriate legal effect as part of the drafting process.
Government’s intention to reform this legislation followed detailed consideration of the recommendations of the Consultative Forum in 2023 and the inputs of a wide variety of stakeholders into this process. Analysis undertaken highlighted the increasing constraints posed by the requirement for a United Nations Security Council mandate in circumstances where the Council is frequently unable to act due to the use, or threat, of the veto. This limits Ireland’s ability to participate meaningfully in UN mandated or UN endorsed operations that support international peace and security, including those directly aligned with our long standing peacekeeping traditions.
Prior to and since my appointment as Minister for Defence, engagement on this matter has been extensive. Discussions have been held with Cabinet colleagues, with members of the Oireachtas, and with relevant Departments as part of the development of the proposals and the associated legislative preparations. Officials from my Department and the Department of Foreign Affairs and the Permanent Mission in New York have ongoing engagement with international partners, including at the United Nations, to provide clarity regarding the nature of the proposed reforms and to reiterate that Ireland remains fully committed to multilateralism, peacekeeping, and the principles of the UN Charter. Furthermore, both the Taoiseach and Tánaiste have met on a number of occasions with senior UN personnel and have discussed the proposed changes and I intend to engage directly with them in the near future.
There also has been very detailed engagement, most recently as part of the Pre-Legislative Scrutiny (PLS) in 2025, which provided the Joint Oireachtas Committee on Defence & National Security with the opportunity to examine to consult relevant stakeholders on the proposed Heads of the Bill. The Committee conducted a very thorough piece of work which reflected the views of a wide range of stakeholders. I updated the Government on 27th of January in relation to my views on the recommendations as set out in the report. I advised Government that I will be preparing certain amendments to the General Scheme, in consultation with the Office of the Attorney General.
I want to make it absolutely clear that the Government has no desire to alter our policy of military neutrality. The amendments proposed will do nothing to change Ireland's traditional position of military neutrality, which has always been characterised by Ireland's non-participation in military alliances. Our engagement overseas will continue to be firmly grounded in the principles of the UN Charter and international law and will, of course, require the consent of the democratically elected representatives of the people of Ireland.
169. Deputy Barry Heneghan asked the Minister for Defence if she is satisfied that the Defence Forces have been properly resourced to adequately defend key defence ports and monitor vessels passing through Irish territorial waters; if she will outline the operational capabilities currently in place to support this function; and if she will make a statement on the matter. [12484/26]
Amharc ar fhreagraAs Minister for Defence, I am deeply committed to the transformation of the Defence Forces into a modern fit for purpose organisation to defend the State and meet the challenges of today and the future. The Defence Forces keep their operational plans and response capabilities under constant review.
The Naval Service is the State's principal sea-going agency tasked with a variety of defence and other roles. While the main daily tasking of the Naval Service is to provide a fishery protection service in accordance with our obligations as a member of the EU, it also carries out a number of other non-fishery related tasks including maritime surveillance, drug interdiction, search and rescue, maritime defence and security operations (MDSO).
The Defence Forces routinely monitor activity within the Irish EEZ, utilising both Naval Service and Air Corps assets. In addition to at-sea patrols, the Naval Operations Command Centre in Haulbowline carries out remote monitoring of the Irish EEZ on a 24/7 basis.
The Naval Service currently has a fleet of eight vessels. Four of the vessels are regularly deployed on Maritime Defence and Security Operations (MDSO). These four vessels consist of three P60 class vessels as well as the LÉ Aoibhinn (P71) with all four vessels conducting patrols on a rotation basis.
The Air Corps Maritime Patrol Squadron also carry out aerial surveillance of the Irish EEZ using C295 maritime patrol aircraft equipped with state-of-the-art surveillance and communication equipment.
170. Deputy Aindrias Moynihan asked the Minister for Defence the number of unsanctioned Russian vessels that have been identified to date in 2026 in Irish waters; and if she will make a statement on the matter. [12003/26]
Amharc ar fhreagraThe Deputy will appreciate that, for operational and security reasons, it would not be appropriate to disclose specific details regarding the monitoring and surveillance operations carried out by the Defence Forces.
The Defence Forces routinely monitor vessels within the Irish EEZ, utilising both Naval Service and Air Corps assets. In addition to at-sea patrols, the Naval Operations Command Centre in Haulbowline carries out remote monitoring of the Irish EEZ on a 24/7 basis.
All vessels transiting Irish waters must do so in compliance with international law. Any vessels present in our EEZ may be subject to sighting and observation by the Naval Service and Air Corps, without their innocent passage being infringed.
