Written Answers Nos. 209-225
211. Deputy Réada Cronin asked the Minister for Climate, Energy and the Environment if consideration will be given to the funding by his Department of the EU LIFE Programme should funding be cut to projects in Ireland at an EU level; and if he will make a statement on the matter. [13962/26]
Amharc ar fhreagraThe future of the LIFE Programme after 2027 forms part of the ongoing negotiations on the Multiannual Financial Framework (MFF) 2028–2034. These negotiations are at an early stage and are expected to continue throughout 2026 and into 2027. I do not wish to preempt the outcome of these discussions.
I can confirm that all projects approved under the current LIFE Programme (2021–2027) are fully contracted and will continue to be centrally managed and financially supported by the European Climate, Infrastructure and Environment Executive Agency (CINEA) until their completion regardless of the final shape of the next MFF.
Therefore, there is no risk to existing Irish projects or any potential Irish projects who may wish to apply in the 2026 and 2027 call.
My Department will, of course, keep the situation under close review and will consider all appropriate options once the negotiations conclude and the final position on the post-2027 LIFE Programme becomes clear.
212. Deputy James Geoghegan asked the Minister for Defence if she will outline each section of enacted legislation, where the responsibility lies in the Minister to commence that section, that has not been commenced; if she will outline each section of enacted legislation which provides for the making of regulations by the Minister that have not been made by the Minister; if she will outline all sections of enacted legislation or secondary legislation which provide for the publication of guidelines by the Minister that have not been published, in tabular form; and if she will make a statement on the matter. [13502/26]
Amharc ar fhreagraIn relation to legislation under the remit of my Department, the following enactments have not yet been commenced:
(a) The Defence Forces (Evidence) Act 2022.
(b) Section 12 of the Defence (Amendment) Act 2024.
All other enactments have been commenced.
In relation to the Defence Forces (Evidence) Act 2022, work is ongoing relating to the preparation of the necessary regulations and administrative procedures to give effect to this Act. As soon as these regulations and procedures have been finalised, my Department will progress the preparation of a commencement order, in conjunction with the Office of Parliamentary Counsel. The principal purpose of this Act, which mirrors closely the provisions of the Criminal Justice (Forensic Evidence and DNA Database System) Act, 2014, is to ensure that Military Police have access to DNA testing on a statutory basis in relation to the investigation of serious crimes involving military personnel.
Section 12 of the Defence (Amendment) Act 2024 which amends the Defence Act 1954, updates and enhances the power of the Minister for Defence to make regulations in relation to the compulsory drug-testing programme within the Defence Forces. Work is underway on the preparation of comprehensive regulations to enable this section to be commenced. It is important to note that pending the completion of the new regulations a drug-testing programme continues to operate, within the Defence Forces, in accordance with current statutory provisions.
In terms of regulations that remain outstanding, there is a requirement to make regulations under the Defence Forces (Evidence) Act 2022 following the commencement of that Act and under section 117A of the Defence Act 1954 (as amended by section 12 of the Defence (Amendment) Act 2024.
There are no guidelines, arising from either primary of secondary legislation, unpublished by my Department.
213. Deputy Donnchadh Ó Laoghaire asked the Minister for Defence her views on the recruitment of a person (details supplied) to the Defence Forces; the vetting procedures involved in light of their guilty plea and conviction for a violent assault; if the Defence Forces were aware of their guilty plea and conviction for violent assault prior to their recruitment to the Defence Forces; if not, then when they become aware; if the Defence Forces were aware of the guilty plea and conviction before they were promoted to the position of lieutenant; and if she will make a statement on the matter. [13585/26]
Amharc ar fhreagraI wish to assure the Deputy that there is a zero tolerance approach to any form of unacceptable behaviour in the Defence Forces. I am committed, as is the Chief of Staff, to ensuring that a zero tolerance approach is fully reflected in the lived experience of all Defence Forces personnel.
I can advise the Deputy that a significant programme of transformational change is currently underway in the Defence Forces, including with regard to culture and a range of actions have been taken to date to drive that transformation:
• An External Oversight Body of the Defence Forces was established in April 2023, initially on a non-statutory basis. The Body was established on a statutory basis from 1 December 2024. The Body is a critical element in driving and achieving the goal of culture change throughout the Defence Forces
• A Tribunal of Inquiry was established by Statutory Instrument on 20 June 2024, (S.I. 304 of 2024), to examine the effectiveness of the complaints processes in the Defence Forces concerning workplace issues relating to discrimination, bullying, harassment, sexual harassment and sexual misconduct.
• The Defence Act 1954, was amended to provide that the Garda Síochána have sole jurisdiction within the State to investigate alleged sexual offences committed by persons subject to military law.
• A new independent and external grievance system that deals with complaints of an interpersonal nature of bullying, harassment, sexual harassment and victimisation in the workplace is available to serving members of the Defence Forces (both PDF and RDF). The new process is available for an initial 12 months trial basis and a review of the process at that stage will inform the primary legislation required to establish a suitable complaints process for serving members of the Defence Forces on a statutory basis.
• The Defence Forces has developed mandatory Sexual Ethics and Responsible Relationship (SERR) workshops in cooperation with UCC. These workshops are mandatory for all personnel to attend, and more than 3,000 members of the Defence Forces have completed this training.
• 4,600 members have completed Unconscious Bias Training.
• The recently published 2025 Value our People Survey undertaken by the Defence Forces is a critical tool that gives the information they need to understand, measure and implement cultural transformation.
While it is not appropriate for me to comment on individual cases, I can confirm that in relation to vetting procedures, all candidates must undergo Garda vetting and receive security clearance to be enlisted or inducted into the Defence Forces.
Security vetting has a number of layers and is conducted in conjunction with An Garda Síochána. The process has changed and has been modernised in recent years and is kept under ongoing review.
In addition to progressing cultural change within the Defence Forces, the selection processes are kept under on-going review to ensure that they deliver an appropriate methodology to determine suitability for entry to the Defence Forces.
214. Deputy Cathal Crowe asked the Minister for Defence the reason a person who served in the Army from 1975 to1997 as a soldier (details supplied) will not receive their 1916 Commemoration medal given that they served for 22 years; and if she will make a statement on the matter. [13623/26]
Amharc ar fhreagraAt the outset, I wish to assure the Deputy that I recognise the outstanding contribution made to the State by our ex-service personnel and reaffirm the deep respect the Government has for all our veterans.
The Programme for a Partnership Government of 2016 included the commitment to award a commemorative medal to all Defence Forces personnel, Permanent and Reserve, who were recorded as being in service during the course of 2016. This was a special acknowledgement from the Government to the members of Oglaigh na hEireann, who served during the centenary year of 2016 and in recognition of their contribution to the centenary commemorative events that year.
The 1916 Centenary Commemorative Medal is not awarded to former members of the Defence Forces. Discussions took place in 2016 between the Department and the recognised Veterans’ Associations, namely the Irish United Nations Veterans Association (IUNVA), the Organisation of National Ex-Service Personnel (ONE) and the Association of Retired Commissioned Officers (ARCO), to explore alternative means of recognition of the contribution of veterans to the centenary commemorative events in 2016.
Following these discussions, it was agreed to present a framed medal with an accompanying citation to each of the Veterans Associations in recognition of the significant contribution of members of the three organisations to the 1916 centenary commemorative events and their service to the State. In addition, plaques were given to each of ONE's Branches and each of IUNVA's Posts around the country.
A recent review of this issue by the Department, including the obtaining of advice from the Defence Forces, has determined that there should be no change in this position.
215. Deputy Ken O'Flynn asked the Minister for Defence the estimated average cost to the Exchequer of recruiting, inducting and training a General Service Recruit in the Permanent Defence Forces, broken down by Army, Naval Service and Air Corps; the total estimated cost of recruits who did not complete training in each of the years 2020 to 2025; and the estimated cost of personnel who left the Permanent Defence Forces within 24 months of induction in each of those years [13749/26]
Amharc ar fhreagraThe information requested is not readily available.
In order to fulfill this request, it is necessary to collate and evaluate a significant amount of legacy information, and it will not be possible to reply within the short timelines specified.
I will respond in full to the Deputy as soon as this analysis has been completed.
216. Deputy Ken O'Flynn asked the Minister for Defence whether her Department has set formal annual retention targets for the Permanent Defence Forces; if so, the specific percentage attrition ceiling or numerical retention target set for each service; the key performance indicators used to measure retention; and the most recent performance against each of those indicators [13750/26]
Amharc ar fhreagraStabilising the numbers of Defence Force personnel and facilitating the capacity for further increases is a particular focus of mine since my appointment 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.
While The Defence Forces do not operate a formal annual retention target expressed as a fixed percentage, data indicates that turnover rates have reduced over the last two years with a turnover rate of approximately 7.6% in 2025. This 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 personal in the Defence Forces is expected 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 further mitigate attrition and strengthen workforce stability, several measures are being implemented. The Strategic Workforce Plan is in development and will provide a structured pathway to achieving and sustaining strength in numbers of Defence Force personnel. I
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.
217. Deputy Ken O'Flynn asked the Minister for Defence whether service-specific retention targets have been set for the Naval Service and Air Corps in light of previous staffing pressures; the projected staffing levels required to meet full operational capacity in each service; and whether current recruitment and retention trends are sufficient to meet those projected requirements over the next three years [13751/26]
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.
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, comprising 6,184 Army, 765 Air Corps and 807 Naval Service personnel respectively. This represents a year-on-year increase in total strength of almost 200 personnel compared to 2024.
A more comprehensive overview of the last three years is outlined in the table below and while challenges remain in relation to the recruitment and retention of specialists in both the Air Corps and Naval Service, the upward trends in inductions and in overall strength of each service in combination with reducing attrition levels give cause for optimism and demonstrate that the key enabling measures which the Government has introduced to support and drive Defence Forces recruitment are yielding positive results.
|
- |
Establishment |
Strength 2023 |
Strength 2024 |
Strength 2025 |
|
Air Corps |
886 |
689 |
739 |
765 |
|
Naval Service |
1,094 |
725 |
719 |
807 |
|
Defence Forces Inductions |
|
415 |
708 |
790 |
|
Defence Forces Discharges |
|
755 |
674 |
583 |
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. I want to build on the progress achieved in 2025 and have set a target of 850 inductions for 2026.
The key 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 the 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 and the allocation of record levels of expenditure is illustrative of my commitment to increase recruitment and improve retention in the Defence Forces.
218. Deputy Ken O'Flynn asked the Minister for Defence the number of recruits discharged by purchase in each of the years 2020 to 2025; the average length of service at exit for such personnel; and the estimated financial impact on the Defence Vote arising from voluntary early departures within two years of induction [13752/26]
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. This demonstrates that the key enabling measures which the Government has introduced to support and drive Defence Forces recruitment are yielding results.
I include in the tables below information supplied by the military authorities on the number of recruits who discharged by purchase and the average length of service for each year from 2020 to 2025:
|
Year |
2020 |
2021 |
2022 |
2023 |
2024 |
2025 |
2026* |
|
No. of Recruits who discharged by purchase |
150 |
160 |
131 |
90 |
123 |
157 |
26 |
|
|
|
|
|
|
|
|
|
|
Year |
2020 |
2021 |
2022 |
2023 |
2024 |
2025 |
2026* |
|
Average Time in Service (Days) of Recruits who discharged by purchase |
64.82 |
46.68 |
51.69 |
44.24 |
53.19 |
61.82 |
84.42 |
*As of 31 January 2026
Turnover rates in the Defence Forces are carefully monitored, and I am pleased to say that last year saw a significant reduction in the turnover rate from an average of 10% in the years up to and including 2024 to 7.6% in 2025. A total of 583 personnel discharged from the Defence Forces in 2025 which represents a drop of 13% on the total for 2024. The overall strength of the PDF grew by almost 200 personnel in 2025.
It is also 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. I want to build on the progress achieved in 2025 and have set a target of 850 inductions for 2026.
Government has introduced a range of key enabling measures to support and drive recruitment and retention. Notable among these are 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.
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 and improve retention in the Defence Forces.
219. Deputy Carol Nolan asked the Minister for Defence her views on ensuring that defence investments in the EU’s Multiannual Financial Framework fully respect national competences and Ireland's specific choices regarding neutrality; and if she will make a statement on the matter. [13824/26]
Amharc ar fhreagraIreland’s position in relation to defence investment at European Union level is clear and consistent. This is explicitly recognised under the EU Treaties, which affirm that national security and defence remain the sole responsibility of each Member State. Ireland maintains a policy of military neutrality which is characterised by non-membership of military alliances and non-participation in common or mutual defence arrangements. Defence therefore remains a national competence, something borne out by the differing responses and actions taken by EU Member States in the aftermath of the Russia’s illegal and immoral invasion of Ukraine.
Negotiations on the next EU Multiannual Financial Framework and related instruments, including the European Competitiveness Fund, are at an early stage. Ireland will engage constructively in these discussions, as we do across all areas of EU cooperation, while fully respecting our long-standing policy of military neutrality and our sovereign decision-making prerogatives.
Ireland will continue to emphasise that any EU-level defence-related investment must respect Member States’ national competences and their diverse security and defence policies. We will carefully assess proposals to ensure that they do not create obligations that would be inconsistent with Ireland’s neutrality or our independent decision-making authority in defence matters.
The Government remains firmly committed to safeguarding Ireland’s military neutrality. Our engagement at EU level will continue to reflect this commitment. As negotiations progress, Ireland will work constructively with partners to ensure that outcomes respect national competences, preserve Member State sovereignty in defence matters, and remain fully compatible with Ireland’s specific policy decisions.
I will continue to keep developments in this area under review and ensure that Ireland’s interests and longstanding policy positions are fully reflected in our engagement at EU level.
220. Deputy Carol Nolan asked the Minister for Defence the opportunities for Ireland to participate in dual-use technology developments, such as drones and AI, under the EU’s Multiannual Financial Framework; and if she will make a statement on the matter. [13825/26]
Amharc ar fhreagraIreland recognises that dual-use technologies, including areas such as unmanned systems, artificial intelligence, cyber technologies and advanced communications, are playing an increasingly important role in both civilian and security contexts. At EU level, the forthcoming negotiations on the next Multiannual Financial Framework will consider a range of instruments that may support research, innovation and industrial development in such technologies.
Ireland will engage constructively in negotiations to ensure that opportunities arising under the Multiannual Financial Framework are aligned with our national interests.
Dual-use technologies, by their nature, span both civilian and defence applications. Ireland has a strong and internationally recognised ecosystem in areas such as digital technologies, artificial intelligence, advanced manufacturing and space, and we will seek to ensure that Irish enterprises, research institutions and SMEs are well positioned to benefit from such funding opportunities.
As negotiations on the next Multiannual Financial Framework progress, Ireland will continue to assess proposals carefully, ensuring that they respect national competences and provide appropriate safeguards. The Government’s priority will be to maximise opportunities for Irish research bodies and industry.
I will continue to monitor developments closely and ensure that Ireland’s interests are fully reflected in our approach at EU level.
221. Deputy Ken O'Flynn asked the Minister for Defence whether changes to eligibility criteria for recruitment into the Permanent Defence Forces are under consideration; whether non-citizen eligibility expansion is being examined; and to outline the policy rationale for any such proposals. [13867/26]
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.
At present there are no plans to examine non-citizen eligibility expansion. However, 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 endeavour to foster a culture of respect, dignity, and equality for all members.
222. Deputy Brendan Smith asked the Minister for Defence further to Parliamentary Question No. 331 of 4 November 2025, the progress to date in developing a National Maritime Security Strategy; and if she will make a statement on the matter. [13942/26]
Amharc ar fhreagraI wish to advise the Deputy that, I will shortly publish the new National Maritime Security Strategy which will aim to address key risks and threats in Ireland's maritime domain. My vision for this strategy is that it will support the protection of a secure and sovereign Ireland, where our people and interests are protected, and where our European and international partners can rely on us to uphold the rule of law in the maritime domain. This first strategy will focus on risks and threats to Ireland’s national security and defence, including the protection of subsea infrastructure.
223. Deputy Brendan Smith asked the Minister for Defence the present enlistment in the Permanent Defence Forces; the proposals there are to increase recruitment and improve retention levels in 2026; and if she will make a statement on the matter. [13943/26]
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. This demonstrates that the key enabling measures which the Government has introduced to support and drive Defence Forces recruitment are yielding results.
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.
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. I want to build on the progress achieved in 2025 and have set a target of 850 inductions for 2026.
The key 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 and the allocation of record levels of expenditure is illustrative of my commitment to increase recruitment and improve retention in the Defence Forces.
224. Deputy Brian Brennan asked the Minister for Defence given the importance of ensuring sovereignty of national defence capabilities, supply chain resilience, and knowledge transfer when it comes to Defence Procurement, when she plans to publish a local procurement framework, outlining the positive economic impact for Irish SME’s and how can they engage in the Governments defence procurement process; and if she will make a statement on the matter. [13972/26]
Amharc ar fhreagraEnsuring the Defence Forces have access to reliable, sustainable and strategically important capabilities remains a core priority for me as Minister for Defence and for this Government.
In an increasingly complex security environment, issues such as supply chain resilience, security of supply, and the maintenance of essential equipment are a central consideration to defence capacity. Defence procurement is therefore not solely about acquiring platforms or systems: it is also about ensuring that those capabilities remain available, serviceable and mission-ready throughout their full life cycle. While there is currently no plan to publish a "local procurement framework", my Department continues to examine how engagement with SME’s, particularly in the areas of maintenance, support, training and technical services, can complement major procurements on an ongoing basis. With that said, the primary objective will remain the timely delivery and sustainment of Defence Forces capabilities in a cost effective manner.
The Department of Defence conducts all procurements, large and small, in line with established national and EU procurement rules. We follow the principle of competitive tendering in accordance with national and EU Regulations, including the specific EU Defence and Security Procurement rules, and in line with Office of Government Procurement guidelines where relevant. Under Department of Public Expenditure, NDP Delivery and Reform Circular 05/2023, contracts for goods and services valued above €50,000 (ex VAT) are advertised on the e-Tenders platform. In addition, contracts exceeding the EU thresholds, currently €140,000 for goods and services, and €432,000 for defence and security, are published in the Official Journal of the EU. This ensures transparency and open competition for the Departments ongoing procurement activity.
225. Deputy Brian Brennan asked the Minister for Defence considering that Ireland is a net contributor to the EU budget and as an increasing proportion of the next Multiannual Financial Framework is allocated to defence and security-related programmes, the strategy that is in place to position Irish SMEs and indigenous firms to participate in and repatriate EU defence funding through the development of Irish defence and security supply chains; and if she will make a statement on the matter. [13973/26]
Amharc ar fhreagraDefence related small and medium-sized enterprises (SMEs) are vital drivers of innovation, technological advancement and economic growth. Europe’s defence industry must be positioned to fully harness the innovation emerging from SMEs, including those primarily operating in the civil and dual-use sectors, whose expertise and agility can make a significant contribution to capability development.
The Department is putting structures and processes in place to ensure we are better positioned to leverage these opportunities by adopting a more coordinated, capability focussed approach that connects policy, planning and industry participation.
Negotiations on the next EU Multiannual Financial Framework and related instruments, including the proposed European Competitiveness Fund, are at an early stage. Ireland will engage constructively in these discussions, as we do across all areas of EU cooperation, ensuring that any EU-level defence-related investment must provide targeted support to SMEs.
Opportunities for Irish Industry to access funding from the European Defence Fund and the future European Competitiveness Fund are limited as Ireland does not have a traditional defence industry as such. However, Ireland does have industry in the dual use market which may be able to access funding.
These initiatives are not limited to security and defence. There are a great many initiatives at the EU level now in motion requiring strong industrial input. By engaging through partnerships, supply chains, and research networks, Irish companies can position themselves to contribute meaningfully to projects that will support Europe’s defence and security
While the programme for the Presidency is still under preparation, the Department will play a key role ensuring that there will be opportunities within existing and future EU level programmes. While the policy pillars have yet to be defined, they are likely to feature elements of support for SMEs. We can expect events featuring industry participation, highlighting the roles of SMEs in capability development, and facilitating matchmaking between Irish companies and European counterparts.
