“(1) The Secretary of State must commission an independent review of the processes for recruitment and retention across His Majesty’s forces.

(2) The review under subsection (1) must, in particular, consider—

(a) the efficiency and consistency of recruitment processes across the Royal Navy, the regular army, the Royal Air Force and the reserve forces,

(b) the effectiveness of steps being taken to improve diversity and inclusion within His Majesty’s forces,

(c) the impact of the quality of defence housing (including single living accommodation) on the retention of service personnel, and

(d) the impact of the medical discharge process on retention and transition to civilian life.

(3) A report of the review must be laid before each House of Parliament no later than 12 months after the day on which this Act is passed.”—

This new clause requires the Government to commission an independent review into recruitment and retention in the armed forces and lay the report of the review before Parliament.

Brought up, and read the First time.

I beg to move, That the Clause be read a Second time.

With this it will be convenient to discuss new Clause 5—An armed forces retention strategy—

“(1) This section applies where the Secretary of State lays before Parliament the Ministry of Defence Votes A paper seeking Parliamentary authority for the maximum numbers of personnel to be maintained for service with the armed forces in the following financial year.

(2) The Secretary of State must lay alongside the Votes A paper an armed forces retention strategy.

(3) The retention strategy must include—

(a) an assessment of the current rates of retention across the regular and reserve forces,

(b) an explanation of the steps the Ministry of Defence is taking to improve retention to meet the maximum numbers of personnel set out in the Votes A paper, and

(c) an assessment of the findings of the most recent Armed Forces Continuous Attitudes Survey and its findings regarding satisfaction with service life.”

This new clause would require the Government to lay an armed forces retention strategy alongside the annual Votes A paper on the maximum number of personnel to be maintained in the armed forces.

On the issue of recruitment and retention, the Committee will recall from an earlier debate that I produced a report called “Stick or Twist?” for a previous Prime Minister, which was submitted in February 2020, just one month before the nation went into lockdown. The essence of that report, which contained multiple recommendations—all but one were eventually adopted by the Ministry of Defence, to varying degrees—was that there are a variety of reasons why people twist, or leave HM armed forces. However, the overwhelming reason, which has been consistent for a number of years, is the overall effect of service life on family life. People can be picked up for short-term deployment, sometimes overseas, and not see their partners and children as often as they would like. Sometimes, the cumulative effect of that—the pressure—becomes too much.

For the record, there are a number of other factors, and it is often a decision in the round—normally, it is a combination of factors that persuades someone eventually to leave—but sometimes there is one straw that breaks the camel’s back. I gave the example in a previous debate of someone who had to miss his best friend’s wedding because he was trawled to the British Army Training Unit Suffield as a watchkeeper. He was a rising cavalry officer, who spent nights sitting in a tent with a laptop or reading a novel, and he came back and basically told the army to stuff it. That was a very poor leadership decision by somebody. Other factors could include pay, childcare and the expense and difficulty of obtaining it, housing—we have debated that previously at some length—and spousal employment, as people sometimes leave because of the effect on their partner’s career rather than on their own.

The right hon. Gentleman is right to talk about the different pressures that cause people to leave. Will he join me in welcoming the fact that in the year to September 2025, there was 1,000 more in inflow to the regular forces than in outflow? That year included the first two quarters in a row where inflow has exceeded outflow since 2021.

The hon. Gentleman pre-empts me; I notice that he said “into the armed forces”, not “into the army”. I will come on to why that is the case in a minute. As he says, quarter by quarter, more people are joining the Royal Navy and the Royal Air Force than are leaving, and the Opposition welcome that. But the latest annual statistics show that more people are still leaving the Army than are joining, which raises the obvious question: why the dichotomy? Why is there still net outflow from the Army when there is welcome inflow to the Royal Navy and Royal Air Force?

I believe that one of the reasons for that dichotomy is lawfare, and the Government’s Northern Ireland troubles Bill. It is true that some RAF members, principally at RAF Aldergrove, served in Northern Ireland during the troubles, as did some Royal Navy members. Certainly, many members of the Royal Marines served there during Operation Banner, including the Minister, to whom I pay tribute for his service. But it was primarily a job for the Army, who often ended up as piggy in the middle between two warring communities. That was a difficult task. Therefore, to put it mildly, it is a great shame that the Government are still seeking to push that benighted Bill, the effect of which would be to open veterans up to lawfare. That is why a number of them are leaving the service, particularly in the special forces community.

I know that the Minister has strong historical links with that community. To prove my point, a letter was recently published by the Special Air Service Regimental Association, the Special Boat Service Association and the association for what is now the Special Reconnaissance Regiment—that grew out of 14 Intelligence Company, which served in Northern Ireland. That letter described the situation as a “national disgrace”. We are still world class in the area of special forces, but if we allow this legislation to progress, those people will be dragged back into the dock via inquest and civil prosecutions. Fewer people will join and more will leave.

Order. We ought to come back to this Bill and the new clauses. You are touching on issues that relate to another Bill.

I have been here too long to argue with the Chair, but I am doing so, Mr Efford, because the new Clause is about retention. My question is: why are more people joining the Navy and the Air Force than are leaving, and why are more people leaving the army than joining? I believe that the troubles Bill is the fundamental difference.

The Liberal Democrats’ new Clause 5 would merely commission an independent review, not prosecute it. It does seem that we are getting out of scope.

Order. Let us be clear that it is for me to decide whether we are out of scope, not for Committee members.

I am sure that the Chair can speak for himself, and I shall not try his patience. To end, in the next fortnight, Members will have to vote on whether to carry over the troubles Bill into the new Session or to let it die. I will give the Minister some advice: take the hint and drop it.

It is a pleasure to serve under your chairmanship, Mr Efford. To reinforce the importance of having a review on retention, the Navy’s loss is perhaps my gain in that a new member of my staff who went through officer training in the naval scheme unfortunately left, because there were no opportunities for him to move on with his training. He was told that it would be between 12 months and two and a half years before he could move on with his career. That was a huge issue and meant that he felt he had to walk away. As I said, that is my gain as I have a fantastic and incredibly qualified new parliamentary assistant, but it is important that we consider that as an element of retention.

Also, as has been said, single service accommodation is important, particularly for the Navy. As part of the wider Bill, we have talked about families, and obviously family accommodation is vital, but we must not lose sight of improving single service accommodation, particularly for those in the Navy.

Unusually as I moved the new Clause, I am not proposing to press it to a vote, because I hope that the point has been made. I hope that the Liberal Democrats, who tabled it, will not argue with that.

I thank Liberal Democrat Members for tabling the new clauses. To step back, I had 24 years in the military, and I sat and watched Governments come and go—I was less interested at the start of my career, but far more interested at the end, which just happened to coincide with the previous Government. What did we see? We saw a fundamental failure to address the recruitment and retention issues. To blame recruitment on the Northern Ireland legacy Bill, which I agree we are working on, is fundamentally flawed, as is highlighting a recruitment issue in special forces: we have already talked through how that is not the case, based on very close analysis that I have done, on an issue very close to my heart.

The reality is that a new Government have come in. We have looked in detail at the problems and systemic issues in the people space, which we have all lived and breathed, and we have fundamentally dealt with them. There is a long way to go, but we are seeing the shoots of success, with a percentage increase in recruitment and a reduction in outflow. Why? Childcare initiatives. Not shiny ships, bombs or bullets, but childcare initiatives, retention payments, housing, the right to a family life—something the right hon. Member for Rayleigh and Wickford mentioned—and two inflation-busting pay rises.

Under the previous Government, morale was at the lowest level in a generation, and now it is rising. We cannot put the recruitment and retention issues down to one Bill. When I joined the military, I did not even know what a pension was; I would not have been tracking the legislation going through Parliament. These matters are usually down to the things people can feel and breathe—the things close to their fingers. Those are childcare, the right to a family life, service and operations. That is what keeps people in, and that is what we have done.

Will the Minister give way?

No, I will not. That is where we have delivered the output. The previous Government failed. We are succeeding. There is a long way to go, but we are moving in the right direction. It is about time that the previous Government held their hands up and said that they categorically failed with recruitment and retention.

Well, explain the letter from the regimental associations.

Order. We are moving into issues that are beyond the scope of the Bill. Mr Francois, you have the last word, as the mover of the new Clause.

As I said, I am not going to press the new Clause. I just leave the Minister with this thought: if what I am saying is completely wrong, how does he explain that letter from his own mates?

The Minister does not need to explain that in this setting. Perhaps he can do so outside of the Committee.

I beg to ask leave to withdraw the motion.

Clause, by leave, withdrawn.