Accredited official statistics

Quarterly service personnel statistics 1 October 2024

Updated 21 November 2024

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This publication provides information on the number of Military Personnel (defined as the Strength), joining (Intake) and leaving (Outflow) the UK Armed Forces. Detail is provided for both the Full-Time Armed Forces (AF) and Reserves. Further statistics can be found in the Excel tables.

The historic trends in Reserve personnel numbers in this report relate to the targets outlined in the Future Reserves 2020 (FR20) programme.

Some of the statistics previously published in the following publications can now be found in this release:

▼181,550 Strength of UK Forces Service Personnel
at 1 October 2024, a decrease of 3,320 (2 per cent) since 1 October 2023.
▼127,440 Full-Time Trained Strength (RN/RM & RAF) and Full-Time Trade Trained Strength (Army)
at 1 October 2024, a decrease of 3,860 (3 per cent) since 1 October 2023.
▲12,440 People joined the UK Regular Armed Forces
in the past 12 months (1 October 2023 - 30 September 2024), an increase of 1,980 (19 per cent) compared with the previous 12 month period.
▼15,070 People left the UK Regular Armed Forces
in the past 12 months (1 October 2023 - 30 September 2024), a decrease of 1,180 (7 per cent) compared with the previous 12 month period.
▼29,260 Strength of the Trained Future Reserves 2020
at 1 October 2024, a decrease of 660 (2 per cent) since 1 October 2023.
▲3,840 People joined the Future Reserves 2020
in the past 12 months (1 October 2023 - 30 September 2024), an increase of 60 (2 per cent) compared with the previous 12 month period.
▼4,730 People left the Future Reserves 2020
in the past 12 months (1 October 2023 - 30 September 2024), a decrease of 850 (15 per cent) compared with the previous 12 month period.

Responsible Statistician: Tri-Service Head of Branch

Email: Analysis-Tri-Hd@mod.gov.uk

Further information/mailing list: Analysis-Tri-Service@mod.gov.uk

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Background Quality Report: Background Quality Report

Introduction

This publication contains information on the Strength, Intake, Outflow and Gains to Trained Strength (GTS) for the UK Armed Forces overall and each of the Services; Royal Navy/Royal Marines (RN/RM), Army and Royal Air Force (RAF).

The Ministry of Defence (MOD) announced on 29 June 2016 that it was changing the definition of Trained Strength for Army to include Phase 1 trained personnel, which affected some Tri-Service totals (see Army Trained Strength in the Policy Background section for more detail). The MOD held a public consultation on SDSR Resilience: Trained strength definition for the Army and resultant changes to Ministry of Defence Armed Forces personnel statistics, between 11 July and 21 August 2016. A consultation response was published on 7 November 2016. The changes outlined in the consultation and response have been incorporated into this publication from the 1 October 2016 edition onwards. This affects statistics in some of the accompanying Excel tables, specifically tables: 3a, 3e, 5a, 5b, 5c, 5d, 5e, 6a, 6b, 7a, 7b and 7c. Terminology has also been updated in Excel tables 3c and 4.

Detailed statistics, including unrounded figures, and historic time series can be found in the Excel tables. These include quarterly statistics on the number of Service and Civilian Personnel, Separated Service (the proportion of personnel breaching harmony guidelines), Applications to each of the Services and Military Salaries. Historic statistics can be found in the following archived publications:

The glossary contains definitions of terminology used in this publication.

A calendar of upcoming MOD statistical releases can be found on GOV.UK.

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Accredited Official Statistics are called National Statistics in the Statistics and Registration Service Act 2007. These Accredited Official Statistics were independently reviewed by the Office for Statistics Regulation in June 2013. They comply with the standards of trustworthiness, quality and value in the Code of Practice for Statistics and should be labelled ‘Accredited Official Statistics’. Accreditation can be broadly interpreted to mean that the statistics:

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Policy Background

The main factors affecting decisions about the size of the Armed Forces required by the MOD to achieve success in its military tasks include:

  • An assessment of current and future threats to UK national security;
  • The need for contingent / reactive capability – the requirement to be able to respond immediately to domestic or international crisis;
  • Current operational and international obligations (e.g. NATO, UN);
  • Changes in technology, the introduction of new equipment and restructuring that leads to equipment becoming obsolete or surplus to requirements;
  • The need to deliver against the military tasks as efficiently as possible, maintaining a balanced, affordable defence budget.

The Service Personnel Statistics in previous versions of this publication are reported against the 2015 Strategic Defence and Security Review (SDSR), released in November 2015. Prior to SDSR 2015, publications reported against the planned Future Force 2020, as set out in the SDSR 2010 which planned to reduce the size of the Armed Forces.

Army Trained Strength

On 29 June 2016, the MOD announced that the Army planned to use Regular and Reserve Phase 1 Trained personnel in response to crises within the UK. Following this, the term ‘Trained Strength’ would include all Army personnel Trained in the core function of their Service (i.e. those who have completed Phase 1 Training). The MOD has consulted on these changes and the resultant impact they will have on this publication and a consultation response was published on 7 October 2016.

From the 1 October 2016 edition onwards, Army personnel who have completed Phase 1 Training and above, are considered Trained personnel. This change enabled the Army to meet the SDSR 15 commitment to improve support to UK resilience. The Trained Strength definition for the Royal Navy, RAF, Maritime Reserve and RAF Reserves has not changed, reflecting the requirement for their personnel to complete Phase 2 Training to be able to fulfil the core function of their respective Services.

Army personnel who have completed both Phase 1 and Phase 2 Training are now called ‘Trade Trained’. This population aligns with the old definition of Trained personnel, therefore maintaining the continuity of the statistical time series.

The Army have undertaken a review of training requirements and Royal Engineers Other Ranks personnel joining from 1 July 2019 will become Trade Trained after Initial Trade Training (ITT) and will join the Full-time Trade Trained Strength (FTTTS), and therefore we may see a change in the trend.

Full-Time Armed Forces Personnel

In order to meet the personnel reduction targets set out in SDSR 2010, the Three Month Exercise (3ME) and Army 2020 (A2020), a redundancy programme coupled with adjusted recruiting (Intake) and contract extensions, were set. The aforementioned redundancy programme is now complete.

On 23 November 2015, MOD published the National Security Strategy and Strategic Defence and Security Review 2015. SDSR 2015 outlined plans to uplift the size of the Regular Armed Forces, setting targets for a Strength of 82,000 for the Army, and increasing the Royal Navy/Royal Marines and Royal Air Force by a total of 700 personnel. The SDSR 2015 Defence Key Facts booklet announced new targets for 2020 for each of the Services.

Future Reserves 2020 (FR20) Programme

The Future Reserves 2020 (FR20) programme aimed to increase the size of the Reserve Forces. Further information on the growth of the Reserves can be found in the Policy Background section of previous Monthly Service Personnel Statistics publications.

As a result of the changes to Army Trained Strength (referred to above) and their impact on the Army Reserve, the MOD released a Written Ministerial Statement containing revised Future Reserves 2020 (FR20) Strength growth profiles on 8 November 2016. Reporting of the growth of the Reserves will be based on Strength profiles only.

There has been no formal announcement of new targets beyond 31 March 2019. However, the Ministry of Defence’s recruitment campaign is a long-term programme.

Reserves Forces 2030 (RF30) Programme

The Reserve Forces 2030 (RF30) Review does not include a target for additional personnel numbers beyond those in the Future Reserves 2020 (FR20) programme.

RF30 builds on the work carried out by FR20; the RF30 Review offers 18 recommendations grouped into four key areas in which the Reserves will need to continue to adapt in order to develop their utility.  These are: redefining the Reserves’ relationship with society; expanding the role of the Reserves; unlocking the potential of reservists; and transforming support to the Reserves.

The Ministry of Defence has established an implementation programme to consider the RF30 recommendations.  A formal response, or responses, to the RF30 Review will follow the RF30 implementation programme’s detailed analysis of the recommendations.

UK Service Personnel

Strength is the number of personnel.

UK Regulars are Full-Time Service personnel, including Nursing Services, excluding FTRS personnel, Gurkhas, mobilised Reservists, Military Provost Guarding Service (MPGS), Locally Engaged Personnel (LEP), and Non Regular Permanent Service (NRPS).

Volunteer Reserves voluntarily accept an annual training commitment and are liable to be mobilised to deploy on operations. They can be utilised on a part-time or Full-Time basis to provide support to the Regular Forces at home and overseas.

UK Service Personnel comprise the total Strength of the military personnel employed by the Ministry of Defence (Excel table, Table 1). The current Strength (as at 1 October 2024) of the UK Armed Forces is 181,550 which includes:

  • All UK Regular personnel and all Gurkha personnel (77.7 per cent of UK Service Personnel);
  • Volunteer Reserve personnel (17.7 per cent of UK Service Personnel);
  • Other Personnel including the Serving Regular Reserve, Sponsored Reserve, Military Provost Guard Service, Locally Engaged Personnel and elements of the Full-Time Reserve Service (FTRS) (4.7 per cent of UK Service Personnel).

The total Strength of the UK Forces1 has decreased between 1 October 2023 and 1 October 2024 by 1.8 per cent (3,320 personnel), as shown in Table 1. Compared to 1 October 2023, the Gurkhas and other Personnel has increased, however the UK Regular Forces and Volunteer Reserves has decreased.

Table 1: Trends in UK Forces Strength1

01-Oct-21 01-Oct-22 01-Oct-23 01-Apr-24 01-Jul-24 01-Oct-24 % Change since 1 Oct 23
UK Forces Personnel 198,941 192,298 184,865 183,230 181,318 181,547 -1.8%
UK Regular Forces 149,545 145,266 139,492 138,121 136,525 136,861 -1.9%
Gurkhas 3,962 4,070 4,097 4,305 4,244 4,185 2.1%
Volunteer Reserve 37,056 34,756 32,951 32,423 32,145 32,050 -2.7%
Other Personnel 8,378 8,206 8,325 8,381 8,404 8,451 1.5%
Royal Navy / Royal Marines 40,647 39,409 37,958 37,784 37,328 37,501 -1.2%
UK Regular Forces 34,127 33,388 32,131 32,000 31,672 31,812 -1.0%
Volunteer Reserve 4,043 3,609 3,356 3,308 3,208 3,235 -3.6%
Other Personnel 2,477 2,412 2,471 2,476 2,448 2,454 -0.7%
Army 120,303 115,648 111,174 110,304 109,086 109,245 -1.7%
UK Regular Forces 82,040 79,139 75,983 75,325 74,296 74,612 -1.8%
Gurkhas 3,962 4,070 4,097 4,305 4,244 4,185 2.1%
Volunteer Reserve 29,737 27,947 26,546 26,086 25,934 25,814 -2.8%
Other Personnel 4,564 4,492 4,548 4,588 4,612 4,634 1.9%
Royal Air Force 37,991 37,241 35,733 35,142 34,904 34,801 -2.6%
UK Regular Forces 33,378 32,739 31,378 30,796 30,557 30,437 -3.0%
Volunteer Reserve 3,276 3,200 3,049 3,029 3,003 3,001 -1.6%
Other Personnel 1,337 1,302 1,306 1,317 1,344 1,363 4.4%
  1. UK Forces comprises all UK Regular, Gurkha, Volunteer Reserve and Other personnel. The constituents of “Other personnel” are reported towards the top of this page.

Full-Time Trained Strength (RN/RM & RAF) and Full-Time Trade Trained Strength (Army)

The FTTS and FTTTS total has decreased between 1 October 2023 and 1 October 2024 by 2.9 per cent (3,860 personnel). The RN/RM, Army and RAF decreased by 3.2, 2.9 and 2.7 per cent respectively as shown in Table 2.

Table 2: FTTS and FTTTS

01-Oct-21 01-Oct-22 01-Oct-23 01-Apr-24 01-Jul-24 01-Oct-24 % Change since 1 Oct 23
Total 137,127 134,935 131,306 129,762 128,371 127,442 -2.9%
RN/RM (FTTS) 29,688 29,499 29,043 28,839 28,415 28,125 -3.2%
Army (FTTTS) 77,526 75,933 73,515 72,506 71,825 71,347 -2.9%
RAF(FTTS) 29,913 29,503 28,748 28,417 28,131 27,970 -2.7%

FTTS and FTTTS includes all UK Regular personnel, Gurkhas and the relevant elements of the Full-Time Reserve Service (FTRS) (see glossary for more detail).

Figure 1: FTTS and FTTTS

A line graph showing FTTS (RN/RM & RAF) & FTTTS (Army). FTTS & FTTTS decreased until October 2019, then increased until July 2021, after which it has decreased.

Full-Time Trained Strength (FTTS) and Full-Time Trade Trained Strength (FTTTS) - Army

Table 3: Comparison FTTS and FTTTS (Army)

01-Oct-23 01-Jan-24 01-Apr-24 01-Jul-24 01-Oct-24
Full-Time Trained Strength 77,350 76,671 75,972 75,421 75,674
of which Trade Trained 73,515 73,189 72,506 71,825 71,347

Figure 2: FTTS & FTTTS in the Army since Trained Strength definition change in October 16

As can be seen from Figure 2 above, both FTTS and FTTTS saw an increase between 1 April 2019 and 1 October 2021. Both have gradually decreased since, however FTTS has increased since 1 July 2024. The FTTS and FTTTS at 1 October 2024 are lower than at 1 October 2023 by 2.2 and 2.9 per cent respectively.

Table 4: Army Officers and Other Ranks by Training Status

01-Oct-21 01-Oct-22 01-Oct-23 01-Apr-24 01-Jul-24 01-Oct-24
Trained Officers 12,966 12,801 12,547 12,274 12,331 12,304
Trade Trained Officers 12,627 12,482 12,254 12,093 12,112 12,000
Trained Other Ranks 70,041 67,642 64,803 63,698 63,090 63,370
Trade Trained Other Ranks 64,899 63,451 61,261 60,413 59,713 59,347

Since 1 October 2023, the FTTS and FTTTS Officers have decreased by 1.9 and 2.1 per cent respectively. The FTTS and FTTTS Other Ranks have decreased by 2.2 and 3.1 per cent respectively since 1 October 2023, as can be seen from Table 4 above.

UK Regular Personnel

At 1 October 2024, the Trained and Untrained Strength of the UK Regular Forces was 136,860. The service split for this figure can be found in Table 5 below.

There are 9,740 Untrained personnel in the UK Regular Forces, of which 3,940 are in the RN/RM, 3,280 in the Army and 2,520 are in the RAF. The Untrained Strength reflects the number of personnel who can potentially join the Trained Strength.

Table 5: UK Regular Forces by Service and Training Status

01-Oct-23 01-Oct-24
RN/RM 32,131 31,812
of which Trained 28,631 89.1% 27,871 87.6%
Army 75,983 74,612
of which Trained 73,128 96.2% 71,334 95.6%
of which Trade Trained 69,572 91.6% 67,429 90.4%
RAF 31,378 30,437
of which Trained 28,687 91.4% 27,914 91.7%

Intake and Outflow

Intake was lower than Outflow by 2,630 in the 12 months to 30 September 2024 (compared to the 12 months to 30 September 2023, where it was lower by 5,790). Outflow has decreased by 7.3 per cent and Intake has increased by 18.9 per cent since 30 September 2023.

Intake

  • Untrained and direct Trained/Trade Trained Intake to the UK Regular Forces was 12,440 in the 12 months to 30 September 2024, compared to 10,470 to the 12 months to 30 September 2023.
  • This is an increase of 21.4 and 23.6 per cent for the RN/RM and Army and a decrease of 1.2 per cent for the RAF, from the previous 12 months.

Figure 3: Intake to and Outflow from the UK Regular Forces over rolling 12-month periods from 1 October 2017 - 30 September 2024

Outflow

Voluntary Outflow (VO) encompasses all Trained (RN/RM & RAF) and Trade Trained (Army) personnel who voluntarily exit before the end of their agreed engagement or commission period.

Time Expiry is a term used to describe those in the Armed Services who reach the end of their engagement or commission and then leave.

Other includes Outflow from the Trained (RN/RM & RAF) and Trade Trained (Army) Strength due to, amongst others, medical reasons, misconduct, compassionate, dismissals and death.

VO Rate is the number of personnel voluntarily Outflowing as a proportion of the average Trained Strength for the Outflow period.

  • Outflow from the Trained and Untrained UK Regular Forces was 15,070 in the 12 months to 30 September 2024, down from 16,260 in the 12 months to 30 September 2023.

  • Across all Services, VO was the most common reason for Outflow from the Trained (RN/RM & RAF) and Trade Trained (Army), accounting for 62.5 per cent of Outflow in the 12 months to 30 September 2024 (See Figure 4).

  • In the 12 months to 30 September 2024, 7,780 personnel left through VO. The VO rate was 6.2 per cent. The VO Rate for the RN/RM was 5.7 per cent, for the Army it was 6.7 per cent and for the RAF it was 5.5 per cent.

  • In the 12 months to 30 September 2024, the VO rate amongst Other Ranks and Officers was 5.2 per cent and 6.5 per cent respectively.

There is no single reason why personnel leave on Voluntary Outflow, but the personnel who completed the Armed Forces Continuous Attitude Survey indicated reasons for leaving the Armed Forces included the impact of Service life on family and personal life and opportunities outside the Armed Forces.

Figure 4: Outflow of Trained (RN/RM & RAF) and Trade Trained (Army) UK Regulars by exit reason (12 months to 30 September 2024)

Gains to Trained Strength (GTS) figures comprise all Regular personnel who complete Phase 2 Training and those that enter directly into the Phase 2 Trained Strength. It excludes those returning to the Phase 2 Trained Strength from Long Term Absence (LTA).

Trained Outflow figures show Phase 2 Trained Outflow from UK Regular Forces, including personnel leaving the Services, deaths and recalled reservists on release. They do not include promotion from Ranks to Officers or flows between Services.

Gains to Trained Strength and Trained Outflow

In the 12 months to 30 September 2024, the number of personnel joining the Trained (RN/RM & RAF) and Trade Trained (Army) UK Regular Forces was 3,340 lower than the number leaving. This represents a net loss to the Phase 2 Trained population of the Armed Forces. The overall Full-Time Trained/Trade Trained Strength as at 1 October 2024 (after accounting for other flows such as promotion from Ranks to Officers or flows between Services) was 3,860 lower than as at 1 October 2023.

  • The number of Trained and Trade Trained direct entrants in the 12 months to 30 September 2024 was 560. This is an increase of 180 from the 12 months to 30 September 2023.
  • There were 8,550 Personnel completing Phase 2 Training in the 12 months to 30 September 2024. This has decreased by 12.3 per cent when compared to the previous 12 month period (9,760).
  • The Gains to Trained Strength for the RN/RM, Army and RAF decreased by 19.8, 1.2 and 19.8 per cent respectively compared to the previous 12 month period.
  • The Trained/Trade Trained Outflow from the RN/RM, Army and RAF decreased by 10.4 per cent, 5.3 per cent and by 15.1 per cent respectively compared to the previous 12 month period.

Figure 5: GTS and Outflow from the UK Trained Regular Forces 12 month ending across the Armed Forces from 1 October 2017 - 30 September 2024

Future Reserves 2020 (FR20) Programme Monitoring

Future Reserves 2020 includes Volunteer Reserves who are mobilised, High Readiness Reserves and those Volunteer Reserves serving on Full-time Reserve Service (FTRS) and Additional Duties Commitment (ADC). Sponsored Reserves who provide a more cost-effective solution than Volunteer Reserves are also included in the Army Reserve FR20.

Following consultation on changes to the Army Trained Strength definition and the removal of the FR20 Intake targets, the MOD released Future Reserves 2020 Trained Strength growth profiles in a Written Ministerial Statement on 8 November 2016. Reporting of the growth of the Reserves were based on Trained Strength profiles only.

Following initial plans to freeze FR20 data as at 1 April 2022, extensive consultation with internal stakeholders within MOD has identified an ongoing need to publish FR20 statistics. As a result, we will continue to publish tables on the FR20 population in Service Personnel Statistics until further notice.

Future Reserves 2020 Strength

Progress against FR20 population Trained Strength targets were reported in Table 6a of the Excel tables. The total Trained and Untrained Strength of the Tri-Service Future Reserves 2020 at 1 October 2024 was 32,130, a decrease of 880 personnel or 2.7 per cent since 1 October 2023.

Maritime Reserve

Figure 6 shows that the Maritime Reserve Trained Strength was 2,620 at 1 October 2024. This is a decrease of 90 personnel (3.4 per cent) since 1 October 2023.

The Maritime Reserve total Strength at 1 October 2024 was 3,240. This is a decrease of 120 personnel (3.6 per cent) since 1 October 2023.

Figure 6: Maritime Reserve Trained Strength

Army Reserve

Figure 7 shows that the Army Reserve Trained Strength was 23,870 at 1 October 2024. This is a decrease of 570 (2.3 per cent) since 1 October 2023.

The Army Reserve total Strength at 1 October 2024 was 25,890. This is a decrease of 710 (2.7 per cent) since 1 October 2023.

Figure 7: Army Reserve Trained Strength

RAF Reserve

Figure 8 shows that the RAF Reserve Trained Strength was 2,760 at 1 October 2024. This has remained constant since 1 October 2023.

The RAF Reserve total Strength at 1 October 2024 was 3,000. This is a decrease of 50 personnel (1.6 per cent) since 1 October 2023.

Figure 8: RAF Reserve Trained Strength

FR20 Intake and Outflow statistics

Intake and Outflow statistics report how many people have left or joined the Trained or Untrained Strengths. As well as leavers and new recruits, this can include personnel transferring to or from the Regular Forces, other Reserve populations, or Reserve re-joiners.

The total proportion of Intake against 12 month average strength for each Service in the 12 months ending 30 September 2024 are as follows:

  • The Maritime Reserve total Intake was 16.1 per cent, an increase of 2.5 percentage points since the 12 months to 30 September 2023.
  • The Army Reserve total Intake was 10.4 per cent, an decrease of 0.2 percentage points since the 12 months to 30 September 2023.
  • The RAF Reserves total Intake was 19.5 per cent, an increase of 5.8 percentage points since the 12 months to 30 September 2023.

Figure 9: Total Proportion of Intake to the FR20 Reserves over rolling 12-month periods ending from 1 October 2019 - 30 September 2024 by Service

Since last quarter, the Intake proportions in the Maritime Reserve and RAF Reserve have increased (30 June 2024), whilst it has decreased for the Army Reserves.

The total proportion of Outflow against 12 month average strength for each Service in the 12 months ending 30 September 2024 are as follows:

  • The Maritime Reserve total Outflow was 19.8 per cent; an decrease of 1.1 percentage points since the 12 months to 30 September 2023.
  • The Army Reserve total Outflow was 13.1 per cent; an decrease of 2.5 percentage points since the 12 months to 30 September 2023.
  • The RAF Reserves total Outflow was 21.1 per cent; an increase of 2.6 percentage points since the 12 months to 30 September 2023.

Figure 10: Total Proportion of Outflow from the FR20 Reserves over rolling 12-month periods ending from 1 October 2019 - 30 September 2024 by Service

The Outflow proportions in the Maritime Reserve and Army Reserves have decreased since last quarter, whilst they have increased in the RAF Reserves.

Figure 11: Intake to and Outflow from the FR20 Reserves over rolling 12-month periods ending from 1 October 2019 - 30 September 2024

For all three reserve services combined, outflow is currently higher than intake for the latest 12 month period.

Separated Service

Separated Service concerns personnel who are serving away from their usual place of duty or are unable to enjoy leisure at their normal place of duty or residence at place of duty.

Individual Harmony is the freedom to enjoy leisure at the normal place of duty or residence at place of duty; this includes leave and adventurous Training.

Separated service measures absence from normal place of duty. The time an individual experiences separated service is compared against each Service’s “Individual Harmony” guidelines to ensure a balance between duty and leisure for all Service personnel.

A breach of individual harmony guidelines occurs when Service personnel experience separated service for longer than the period outlined in individual harmony guidelines, which are based on the structures and organisation of that Service. The guidelines are measured over a 36 month period and the limits are:

  • 660 days away for the RN/RM
  • 498 days away for the Army
  • 498 days away for the RAF (was 468 days prior to 1 April 2021)

Using 1 January 2024 as an example, the formula for the breach rate is as follows:

  1. Count the number of Trained/Trade Trained UK Regular personnel breaching in the 36 months ending to 31 December 2023
  2. Divide this by the Trained UK Regular Strength as at 1 January 2024

The percentage breaching harmony has decreased for the RN/RM (0.5 per cent) and increased for the Army (1.8 per cent) and the RAF (0.4 per cent) at 1 July 2024 compared to the previous quarter.

Separated service data can be found in Table 10 of the accompanying, Excel tables.

Figure 12: Percentage of UK Regular Forces breaching harmony (1 July 2014 - 30 June 2024)

Applications to the Armed Forces

The figures in this publication include applications to the UK Regular and Volunteer Reserve Forces. They are broken down by Service, and by Officers and Other Ranks.

Whilst application counts for each service are based on online applications submitted by an individual and accepted by the service’s applications system, work is ongoing to verify that application processes and definitions are consistent and we would recommend that numbers should not be aggregated to show Armed Forces totals (hence separate tables and graphs are provided).


The number of applications received does not directly relate to Intake figures, since:

  • Figures relate to the number of applications received and not the number of applicants, as one applicant may submit several applications;
  • For successful applicants who accept an offer to join the Services, there is a substantial processing time between their application being received and the applicant joining the Services. Therefore, the Intake figures for June 24 are not comparable with the number of applications received in June 24 as the numbers apply to different cohorts of people;
  • Applications will not result in Intake if, for example, they are withdrawn by the applicant during the recruitment process, rejected by the Services, or if an offer to join the Services is declined by the applicant. See below for further information.


There is a break in the time series between 30 September 2017 and 30 June 2019 due to the change in recruiting systems from the Training Administration and Financial Management Information System (TAFMIS) to DRS and due to the need to ensure consistency of the start date for reintroduced data between the single Services.

For Royal Navy and RAF, DRS closed in December 2021, the change over to the new application system (RITS) resulted in a loss of the system for 10-12 weeks. For Navy, the change over to the new application system may have resulted in some applications being double counted. For RAF only the applications being taken forward were migrated to the new system, and therefore there is a break in the time series where data is unavailable. Army continue to use DRS, however experienced a temporary loss of the application system from mid-March 2022 to late May 2022, which resulted in 10 weeks of applications lost (Army estimates are between 10,000-15,000 applications) which, when set against the backdrop of the national economic picture and challenging recruiting market for the public-sector, has had a real impact upon the recruiting pipeline.

There is a reporting lag of one quarter meaning 30 June 2024 application data has been provided in this SPS edition.

Applications that do not result in Intake

The main causes of applicant failure (i.e. no offer to join the Services given) include:

  • Failing security clearance;
  • Failing the medical scrutiny;
  • Not having the required residency;
  • Not achieving fitness entry standards;
  • Not achieving the required recruiting test score for the desired branch/Trade;
  • Applicants withdraw for their own reasons (e.g. change of mind) during the process

The main causes of application failure (i.e. the applicant declines an offer to join):

  • Applicants may have submitted other applications for employment (including multiple applications to join the Armed Forces) and accept another offer;
  • Applications may be submitted with no intention to join (e.g. to satisfy the requirements of job seeking).

NOTE: Application numbers cannot be added together across the Services to show total Armed Forces applications due to differences in definitions.

Figure 13: Applications to the RN/RM split by UK Regular Forces and Volunteer Reserves

Figures from 12 months ending 30 June 2019 to the 12 months ending 31 December 2021 define an application as an online application submitted by an individual and accepted by Defence Recruitment System (DRS). Figures from the 12 months ending 31 December 2021 onwards define an application as an online application submitted by an individual and accepted by Recruitment IT System (RITS). The number of applications to the RN/RM Regular Forces in the 12 months to 30 June 2024 was 27,390, a decrease of 4.2 per cent compared to the 12 months to 30 June 2023 (28,580). Over the same period, applications to the Volunteer Reserves have increased from 2,350 to 2,800 (19.3 per cent).

Figure 14: Applications to the Army split by UK Regular Forces and Volunteer Reserves

Figures from 12 months ending 30 June 2019 onwards define an application as an online application submitted by an individual and accepted by Defence Recruitment System (DRS).

From 1 April 2023 onwards, there has been an amendment in the criteria for extracting the Army applications data from the recruitment system. Therefore, the figures from 1 April 2023 differs in definition, to those captured prior to 1 April 2023. This amendment is primarily based on the population the candidate initially applied for and the population they are currently in within the pipeline.

The number of applications to the British Army Regular Forces in the 12 months to 30 June 2024 was 122,140, an increase of 57.5 per cent compared to the 12 months to 30 June 2023 (77,550). Over the same period, applications to the Volunteer Reserves have increased from 20,390 to 27,600 (35.4 per cent).

Commonwealth Applicants are included in the number of applications. The Commonwealth entry numbers are closely controlled. Applications may be refused if no Commonwealth headroom is available. These applicants will then be withdrawn from the pipeline but the application number will still be counted in the overall volume of applications received.

Figure 15: Applications to the RAF split by UK Regular Forces and Volunteer Reserves

Figures from 12 months ending 30 June 2019 to the 12 months ending 31 December 2021 define an application as an online application submitted by an individual and accepted by Defence Recruitment System (DRS). DRS closed in December 2021. In transitioning to the RITS system the Royal Navy continued to receive applications whilst the RAF ceased activity until the new recruiting system was operational, hence the break in the series for RAF data. The RITS system was in use from March 2022 and so the first full 12 months of data available for RAF is the period ending March 2023. Therefore, figures from the 12 months ending 31 March 2023 onwards define an application as an online application submitted by an individual and accepted by Recruitment IT System (RITS).

Note that the RITS system was unavailable for online applications for the period 26 September to 4 October 2023, due to system updates. The increase in RAF applications since the introduction of DRS (12 months ending 30 June 2019), is due to the previous recruitment system having a separate frontend, this was used to assist the initial application processing team in filtering out RAF ineligible applications and non-productive enquiries prior to an official application being recorded.

The number of applications to the RAF Regular Forces in the 12 months to 30 June 2024 was 39,060, an increase of 27.5 per cent compared to the 12 months to 30 June 2023 (30,630). Over the same period, applications to the Volunteer Reserves have increased from 4,060 to 4,290 (5.6 per cent).

Military Salaries

The Military Salaries indices are based on annual pay rates. Indices after Pay 16 are calculated using the number of service personnel at each rank at 1 April 2023, whereas before Pay 16, the number of personnel at 1 April 2015 is used. With the introduction of Pay 16, the strength profile no longer matches previous years, meaning it is not possible to directly compare the two indices. The old index is based against salaries in 2001/02 (the year the Pay 2000 system was introduced); and the new index based against salaries in 2016/17 (the year the Pay 16 was introduced).

As can be seen in Table 12 (in the accompanying excel tables), the Military Salaries Index remained the same between 2011/12 and 2012/13 due to the public sector pay freeze. Between 2014/15 and 2017/18 all rates of base pay were uplifted by one per cent each year, as recommended by the Armed Forces Pay Review Body (AFPRB). In 2023/24 there was an across-the-board increase of 5 per cent plus £1000 in base pay, in line with AFPRB’s recommendation. This report from the AFPRB is available here.

Table 6: Military Salaries Growth from 2001/02 to 2023/24

2001/02 2011/12 2012/13 2013/14 2014/15 2015/16 2016/17 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24
Military Salaries Index 100 133 133 135 136 138 || 100 101 103 106 108 108 113 122

Given the Office for National Statistics’ (ONS) advice against the Retail Price Index (RPI) being used as a measure of inflation, we have decided to use the Consumer Price Index (CPI) as the measure for inflation used to show the real growth comparison between military salaries and the national average weekly earnings.

The ONS does not feel that the RPI is a good measure of inflation and believes there are much better measures available. The RPI tends to be higher than CPI, and the ONS believes this causes it to overstate inflation.

Figure 16: Real growth of Military Salaries and Average Earnings using CPI

  1. Real growth in salaries is growth over and above inflation. It represents the increase in purchasing power between one year and the next. For example, if salaries grew by 2%, but prices rose by 1%, real salary growth would be about 1%, because someone earning that salary could purchase around 1% more goods and services. Real pay growth can be negative if inflation is outstripping salary growth. Values at 0% indicate an increase in line with inflation. The measure of inflation used here is growth in Consumer Price Index (CPI).
  2. When calculating the real growth of average earnings the ONS Average Weekly Earnings index (K45U: whole economy, total pay including bonuses) has been employed. Military salaries do not include bonuses or allowances.

Figure 16 highlights that real growth in military salaries and average earnings growth for the latest point available, 2023/24, were above the CPI measure of inflation. In 2023/24, the growth of military salaries was higher than the real growth of average earnings.

The real growth of military salaries relative to CPI (excluding bonuses) was 2.7 per cent during 2023/24, and the real growth in UK average earnings for the economy (total pay including bonuses) experienced a growth rate of 1.2 per cent relative to CPI in 2023/24.

UK inflation has seen a steadily decline since April 2023. Along with the significant pay award uplift, this fall in inflation has contributed to a real military salary growth rate above inflation.

Announcement of the 2023 Pay Award.

Further Information

Rounding

All figures in this publication have been rounded to the nearest 10, though numbers ending in a “5” have been rounded to the nearest multiple of 20 to prevent the systematic bias caused by always rounding numbers upwards. For example; a value of “25” would be rounded down to “20” and a value of “15” would be rounded up to “20”. Additionally, totals and sub-totals are rounded separately and so may not equal the sums of their rounded parts.

Percentages are calculated from unrounded data and presented to one decimal place.

Due to percentages being rounded to one decimal place, sub-totals don’t always add up to 100 per cent.

The MOD Disclosure Control and Rounding policy is published on GOV.UK and we have applied this policy to the statistics in the accompanying Excel tables. The policy is available here: https://www.gov.uk/government/publications/defence-statistics-policies.

Revisions

There are no revisions in the 1 October 2024 edition of the SPS.

Symbols

Symbol Description
|| Discontinuity in time series
* Not Applicable
.. Not Available
- Zero
[c] 5 or fewer
p Provisional
e Estimate
r Revised

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