2026-02-17

153. Deputy Tony McCormack asked the Minister for Defence the way the new strategic framework for the transformation of the Defence Forces will improve Defence Forces working conditions; and if she will make a statement on the matter. [12176/26]

As we all know in this House, members of the Irish Defence Forces serve the State at home and overseas in often high-risk and demanding roles. The level of commitment from Defence Forces must be matched by fair and sustainable working conditions. The Minister will be aware Ireland was recently found to be in non-compliance with the European Social Charter as regards the workplace conditions of Irish Defence Forces personnel. Will the Minister please advise the House how the new strategic framework for the transformation of the Defence Forces will improve Defence Forces working conditions?

The strategic framework, which I published on 10 February, highlights my Department's plans over the next 12 months to further improve working conditions within the Defence Forces. This is a commitment I will continue to champion, as will the Minister of State, Deputy Byrne, for defence and the Defence Forces. The key actions and outcomes to be delivered specifically include, first, career and talent processes and promotion systems. It is very important we see more of that and more opportunities for members. There will be policies to transform career and talent processes and promotion systems, developed by the Defence Forces, which will be submitted to me as Minister for approval, along with plans for implementation. There will be a new process of culture surveys, of which we have already had the first with the Value Our People survey. This is the largest ever survey carried out with Defence Forces members and with the largest response ever. This looked at challenges members face, issues they feel impact on their ability to conduct their duties, reasons they would stay, what would encourage them to go and all these different types of questions. It is important we engage in these surveys to see what underlying issues there might be. Annual climate and continuous attitude surveys like this look at morale, the command climate and underlying cultures, and they will be continued to be carried out. I think that every year we need to look at what more we need to ask and how we can respond to those kinds of question. The content and the proposed timeline for the surveys are to be submitted to the external oversight body. Flexible work practices are going to be looked at, in that the Defence Forces are tasked with making organisational changes to allow more flexible service and flexible work arrangements, with a pilot programme implemented in the coming months. Family-friendly policies are also being looked at, with extensions and enhancement of existing family-friendly policies to the greatest extent practicable. For example, we will consider the matter of overseas postings in recognition of the challenges faced by members where there may be caring responsibilities, including single parents or parents of children with disabilities, among others. There are gender perspective policies and actions. This involves the removal of gendered rules, regulations and standards that are unfavourable to women and others who do not fit the perceived norm. Finally, there are medical service reviews. These will see the development of an action plan to implement the recommendations arising from the review of medical services provided in the Defence Forces and commencing the implementation of that. These are just a number of the actions specifically in the strategic plan that are focused on how we can support and make better changes to enhance the working environment for our Defence Forces members.

I thank the Minister for her reply. She will be aware that Defence Forces members frequently work irregular and extended hours. Compensation arrangements for overtime and public holiday duties have been a long-standing concern for members and must be addressed. Fair remuneration for additional hours worked is central to improving morale and retaining skilled personnel. The bottom line is that a lot of work needs to be done to ensure our members have adequate working conditions. Members of the Defence Forces sacrifice so much to serve and protect our country and Irish citizens. Working conditions are essential to recruitment, retention and, without a doubt, the morale of members. The State must meet the standards that members show.

I answered a question on this earlier, specifically around the committee, its recommendations and the working times. Where members work additional or irregular hours, they are compensated through allowances and structured systems of compensatory rest. This is an element that addresses the time issue. In addition, the pensionable military service allowance, which is designed to compensate for the special disadvantages associated with military life, including the long and unsociable hours, is paid to all ranks up to the level of colonel. That military service allowance is also a pensionable allowance. While I fully accept the ECSR outcome, what I want to do now is look at the structures that are in place, the way in which members are paid for the additional or irregular hours, such as the bank holidays and the various different times, and how all of that aligns with the overall ruling of the committee in the last few weeks. I am committed to making sure that we are compliant. Obviously, we would work with the representative associations that are supporting their members and that brought forward that particular case.

I am happy with that reply.