Accredited official statistics

Quarterly service personnel statistics: 1 October 2025

Updated 27 November 2025

© Crown copyright 2025

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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.

Some of the historic trends in the supplementary tables, for Reserve personnel, related to 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:

►182,060 Strength of UK Armed Forces Service Personnel
at 1 October 2025 remained stable compared to 1 October 2024.
▼125,680 Full-Time Trained Strength (RN/RM & RAF) and Full-Time Trade Trained Strength (Army)
at 1 October 2025, a decrease of 1,760 (1 per cent) since 1 October 2024.
▲14,100 People joined the UK Regular Armed Forces
in the past 12 months (1 October 2024 - 30 September 2025), an increase of 1,650 (13 per cent) compared with the previous 12 month period.
▼13,860 People left the UK Regular Armed Forces
in the past 12 months (1 October 2024 - 30 September 2025), a decrease of 1,220 (8 per cent) compared with the previous 12 month period.
▼29,070 Strength of the Trained Future Reserves 2020
at 1 October 2025, a decrease of 190 (1 per cent) since 1 October 2024.
▲3,950 People joined the Future Reserves 2020
in the past 12 months (1 October 2024 - 30 September 2025), an increase of 100 (3 per cent) compared with the previous 12 month period.
▼4,080 People left the Future Reserves 2020
in the past 12 months (1 October 2024 - 30 September 2025), a decrease of 650 (14 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

Would you like to be added to our contact list, so that we can inform you about updates to these statistics and consult you if we are thinking of making changes? You can subscribe to updates by emailing Analysis-Tri-Service@mod.gov.uk.

Background Quality Report: Background Quality Report

2. 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).

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 Ministry of Defence (MOD) statistical releases can be found on GOV.UK.

3. 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 are the total Strength of the military personnel employed by the Ministry of Defence (Excel table, Table 1). The current Strength (at 1 October 2025) of the UK Armed Forces is 182,060 which includes:

  • All UK Regular personnel and all Gurkha personnel (77.6 per cent of UK Service Personnel);
  • Volunteer Reserve personnel (17.5 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) (4.8 per cent of UK Service Personnel).

The total Strength of the UK Armed Forces1 has remained relatively stable between 1 October 2024 and 1 October 2025 (increase of 0.3 per cent, 520 personnel), as shown in Table 1. Since 1 October 2024, the total Strength of the UK Regular Forces, Gurkhas and Other Personnel have all increased.

Table 1: Trends in UK Armed Forces Strength1

01-Oct-22 01-Oct-23 01-Oct-24 01-Apr-25 01-Jul-25 01-Oct-25 % Change since 1 Oct 24
UK Armed Forces Personnel 192,300 184,860 181,550 181,890 180,780 182,060 0.3%
UK Regular Forces 145,270 139,490 136,860 137,000 136,030 137,100 0.2%
Gurkhas 4,070 4,100 4,180 4,340 4,280 4,230 1.1%
Volunteer Reserve 34,760 32,950 32,050 31,900 31,780 31,940 -0.3%
Other Personnel 8,210 8,320 8,450 8,650 8,690 8,790 4.0%
Royal Navy / Royal Marines 39,410 37,960 37,500 37,900 37,680 37,880 1.0%
UK Regular Forces 33,390 32,130 31,810 32,150 31,990 32,160 1.1%
Volunteer Reserve 3,610 3,360 3,240 3,240 3,170 3,210 -0.8%
Other Personnel 2,410 2,470 2,450 2,510 2,520 2,520 2.5%
Army 115,650 111,170 109,240 109,160 108,180 109,060 -0.2%
UK Regular Forces 79,140 75,980 74,610 74,400 73,490 74,270 -0.5%
Gurkhas 4,070 4,100 4,180 4,340 4,280 4,230 1.1%
Volunteer Reserve 27,950 26,550 25,810 25,690 25,640 25,710 -0.4%
Other Personnel 4,490 4,550 4,630 4,740 4,760 4,840 4.5%
Royal Air Force 37,240 35,730 34,800 34,830 34,920 35,130 0.9%
UK Regular Forces 32,740 31,380 30,440 30,450 30,550 30,670 0.8%
Volunteer Reserve 3,200 3,050 3,000 2,980 2,960 3,020 0.8%
Other Personnel 1,300 1,310 1,360 1,400 1,410 1,430 5.0%
  1. UK Armed Forces are all UK Regular, Gurkha, Volunteer Reserve and Other Personnel. The constituents of “Other Personnel” are reported towards the top of this page.

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

The FTTS and FTTTS total has decreased between 1 October 2024 and 1 October 2025 by 1.4 per cent (1,760 personnel). The RN/RM, Army and RAF decreased by 1.1, 1.5, and 1.5 per cent, respectively, as shown in Table 2.

Table 2: FTTS and FTTTS

01-Oct-22 01-Oct-23 01-Oct-24 01-Apr-25 01-Jul-25 01-Oct-25 % Change since 1 Oct 24
Total 134,940 131,310 127,440 126,610 126,180 125,680 -1.4%
RN/RM (FTTS) 29,500 29,040 28,120 28,040 27,950 27,820 -1.1%
Army (FTTTS) 75,930 73,520 71,350 70,860 70,640 70,300 -1.5%
RAF(FTTS) 29,500 28,750 27,970 27,710 27,590 27,560 -1.5%

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

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.

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

Table 3: Comparison FTTS and FTTTS (Army)

01-Oct-24 01-Jan-25 01-Apr-25 01-Jul-25 01-Oct-25
Full-Time Trained Strength 75,670 75,040 74,910 74,750 75,080
of which Trade Trained 71,350 71,150 70,860 70,640 70,300

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

As can be seen from Figure 2 above, both Army FTTS and Army FTTTS saw an increase between 1 April 2019 and 1 October 2021, but both have gradually decreased since. The Army FTTS and Army FTTTS at 1 October 2025 are lower than at 1 October 2024 by 0.8, and 1.5 per cent, respectively.

Table 4: Army Officers and Other Ranks by Training Status

01-Oct-22 01-Oct-23 01-Oct-24 01-Apr-25 01-Jul-25 01-Oct-25
Trained Officers 12,800 12,550 12,300 12,120 12,220 12,260
Trade Trained Officers 12,480 12,250 12,000 11,890 11,960 11,900
Trained Other Ranks 67,640 64,800 63,370 62,790 62,530 62,820
Trade Trained Other Ranks 63,450 61,260 59,350 58,960 58,680 58,400

Since 1 October 2024, the FTTS and FTTTS Officers have decreased by 0.3 and 0.8 per cent, respectively. The FTTS and FTTTS Other Ranks have decreased by 0.9 and 1.6 per cent, respectively, since 1 October 2024, as can be seen from Table 4 above.

6. UK Regular Personnel

At 1 October 2025, the Trained and Untrained Strength of the UK Regular Forces was 137,100. The Service split for this figure can be found in Table 5 below.

There are 11,340 Untrained personnel in the UK Regular Forces, of which 4,580 are in the RN/RM, 3,610 in the Army and 3,150 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-24 01-Oct-25
RN/RM 31,810 32,160
of which Trained 27,870 87.6% 27,570 85.7%
Army 74,610 74,270
of which Trained 71,330 95.6% 70,670 95.1%
of which Trade Trained 67,430 90.4% 66,250 89.2%
RAF 30,440 30,670
of which Trained 27,910 91.7% 27,520 89.7%

6.1 Intake and Outflow

In the 12 months to 30 September 2025 Intake was higher than Outflow by 240 (compared to the 12 months to 30 September 2024, where Intake was lower than Outflow by 2,630). Outflow has decreased by 8.1 per cent and Intake has increased by 13.3 per cent since 30 September 2024.

6.2 Intake

  • Total Intake (Untrained and Trained/Trade Trained) to the UK Regular Forces was 14,100 in the 12 months to 30 September 2025, compared to 12,440 to the 12 months to 30 September 2024.
  • From the previous 12 months, this is an increase of 14.5, 7.4, and 37.7 per cent for the RN/RM, Army and RAF, respectively.

Figure 3: Intake to and Outflow from the UK Regular Forces over rolling 12-month periods from 1 October 2020 - 30 September 2025

6.3 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.

  • Total Outflow (Untrained and Trained/Trade Trained) from the UK Regular Forces was 13,860 in the 12 months to 30 September 2025, down from 15,070 to the 12 months to 30 September 2024.

  • Across all Services, VO was the most common reason for Outflow from the Trained (RN/RM & RAF) and Trade Trained (Army), accounting for 60.3 per cent of Outflow in the 12 months to 30 September 2025 (See Figure 4).

  • In the 12 months to 30 September 2025, 6,620 personnel left through VO. The VO rate was 5.4 per cent. The VO Rate for the RN/RM was 5.3 per cent, for the Army it was 5.8 per cent and for the RAF it was 4.5 per cent.

  • In the 12 months to 30 September 2025, the VO rate amongst Other Ranks and Officers was 5.6 per cent and 4.5 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 2025)

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 2025, the number of personnel joining the Trained (RN/RM & RAF) and Trade Trained (Army) UK Regular Forces was 1,530 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 at 1 October 2025 (after accounting for other flows such as promotion from Ranks to Officers or flows between Services) was 1,760 lower than at 1 October 2024.

  • The number of Trained (RN/RM & RAF) and Trade Trained (Army) direct entrants in the 12 months to 30 September 2025 was 550. This is a decrease of 20 from the 12 months to 30 September 2024.
  • There were 8,890 Personnel completing Phase 2 Training in the 12 months to 30 September 2025. This has increased by 4.0 per cent when compared to the previous 12 month period (8,550).
  • The Gains to Trained Strength for the RN/RM and Army increased by 12.1 and 4.1 per cent, respectively, whereas the RAF gains decreased by 8.1 per cent compared to the previous 12 month period.
  • Trained Outflow from the RN/RM decreased by 7.9 per cent, Army Trade Trained Outflow decreased by 10.7 per cent and RAF Trained Outflow decreased by 20.0 per cent 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 2020 - 30 September 2025

7. 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 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.

7.1 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 2025 was 32,000, a decrease of 130 personnel or 0.4 per cent since 1 October 2024.

7.2 Maritime Reserve

Figure 6 shows that the Maritime Reserve Trained Strength was 2,610 at 1 October 2025. This is a decrease of 10 personnel (0.4 per cent) since 1 October 2024.

The Maritime Reserve total Strength at 1 October 2025 was 3,210. This is a decrease of 30 personnel (0.8 per cent) since 1 October 2024.

Figure 6: Maritime Reserve Trained Strength

7.3 Army Reserve

Figure 7 shows that the Army Reserve Trained Strength was 23,750, at October 2025. This is a decrease of 120 (0.5 per cent) since 1 October 2024.

The Army Reserve total Strength at 1 October 2025 was 25,770. This is a decrease of 120 (0.5 per cent) since 1 October 2024.

Figure 7: Army Reserve Trained Strength

7.4 RAF Reserve

Figure 8 shows that, at 1 October 2025, the RAF Reserve Trained Strength was 2,710. This is a decrease of 60 (2.0 per cent) since 1 October 2024.

The RAF Reserve total Strength at 1 October 2025 was 3,020. This is a increase of 20 personnel (0.8 per cent) since 1 October 2024.

Figure 8: RAF Reserve Trained Strength

7.5 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 rates for both Outflow and Intake represent the proportion they form of the average FR20 Strength for the period.

The Intake rate of the 12-month average FR20 Strength for each Reserve Service in the 12 months ending 30 September 2025 are as follows:

  • The Maritime Reserve total Intake was 17.5 per cent, an increase of 1.3 percentage points since the 12 months to 30 September 2024.
  • The Army Reserve total Intake was 11.5 per cent, an increase of 1.1 percentage points since the 12 months to 30 September 2024.
  • The RAF Reserves total Intake was 14.6 per cent, a decrease of 5.0 percentage points since the 12 months to 30 September 2024.

Figure 9: Intake rate to the FR20 Reserves over rolling 12-month periods ending from 1 October 2020 - 30 September 2025 by Reserve Service

The Intake rate the Maritime and Army Reserves has increased since last quarter, while the RAF FR20 Intake rate has remained constant.

The FR20 Outflow rate in each Reserve Service in the 12 months ending 30 September 2025 are as follows:

  • The Maritime Reserve total Outflow was 18.3 per cent, a decrease of 1.5 percentage points since the 12 months to 30 September 2024.
  • The Army Reserve total Outflow was 11.9 per cent, a decrease of 1.2 percentage points since the 12 months to 30 September 2024.
  • The RAF Reserve total Outflow was 13.8 per cent, a decrease of 7.3 percentage points since the 12 months to 30 September 2024.

Figure 10: Outflow rate from the FR20 Reserves over rolling 12-month periods ending from 1 October 2020 - 30 September 2025 by Reserve Service

The Outflow rate from the Maritime and Army Reserves has increased since last quarter, while the RAF FR20 Intake rate has decreased.

Figure 11: Intake to and Outflow from the FR20 Reserves over rolling 12-month periods ending from 1 October 2020 - 30 September 2025

For the Maritime and Army Reserve Services, Outflow is currently higher than Intake, whilst the RAF has a slightly higher Intake than Outflow.

8. 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 the 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 at 1 January 2024

The percentage breaching harmony has remained stable for the RN/RM (0.5 per cent), Army (2.0 per cent), and RAF (0.5 per cent) at 1 July 2025 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 April 2014 - 30 June 2024)

9. 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 December 24 are not comparable with the number of applications received in December 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, Defence Recruitment System (DRS) closed in December 2021, the change over to the new application system, called Recruitment IT 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 2025 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 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 RITS. The number of applications to the RN/RM Regular Forces in the 12 months to 30 June 2025 is 33,910 (a provisional figure), which is an increase of 23.8 per cent compared to the 12 months to 30 June 2024 (27,390). Over the same period, applications to the Volunteer Reserves have increased from 2,800 to a provisional estimate of 3,230 (15.3 per cent).

Please note Royal Navy/Royal Marines Applications data for 31 March 2025 and 30 June 2025 are provisional and subject to change. Therefore, the provisional application figures should not be compared with former ones. We are currently investigating the source data, and these early estimates will be replaced with more complete and validated final data once available.

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 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 differ 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 2025 was 155,520, an increase of 27.3 per cent compared to the 12 months to 30 June 2024 (122,140). Over the same period, applications to the Volunteer Reserves have increased from 27,600 to 31,440 (13.9 per cent).

Commonwealth (CW) 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.

For a one-week period in August 2024, Commonwealth (CW) applications to certain trades were opened up which resulted in a huge spike in CW applications. This surge resulted in 41 per cent of Army Regular Other Ranks applications during FY 2024/25 coming from CW nationalities. Due to limits on CW Intake, increases in these types of applications are unlikely to affect the overall Intake performance. Additionally, UK and Irish Regular Other Rank applications during FY 2024/25 increased by 16 per cent when compared to the previous year, 87,329 for FY 2024/25 compared to 75,516 in FY 2023/24.

In the first three months of this financial year, UK and Irish applications are 8 per cent lower compared to the same stage last year, 20,553 YTD for FY 2025/26 compared to 22,232 in FY 2024/25.

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 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 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 2025 was 51,290, an increase of 31.1 per cent compared to the 12 months to 30 June 2024 (39,060). Over the same period, applications to the Volunteer Reserves have increased from 4,290 to 5,670 (32.3 per cent).

10. 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 2024, 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 2024/25 there was an across-the-board increase of 6 per cent. This report from the AFPRB is available here.

Table 6: Military Salaries Growth from 2001/02 to 2024/25

2001/02 2009/10 2010/11 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 2024/25
Military Salaries Index 127 130 133 133 133 135 136 138 || 100 101 103 106 108 108 113 121 129

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.

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 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, 2024/25, were above the CPI measure of inflation. In 2024/25, 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 4 per cent during 2024/25, and the real growth in UK average earnings for the economy (total pay including bonuses) experienced a growth rate of 2.8 per cent relative to CPI in 2024/25.

11. 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.

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.

11.1 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 held a public consultation between 11 July and 21 August 2016 on the changes and the resultant impact they will have on this publication. A consultation response was published on 7 October 2016. The changes outlined in the consultation and response have been incorporated into this publication from the 1 October 2016 edition onwards.

From the 1 October 2016 edition, 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. This affects Army figures and Tri-Service totals in some of the accompanying Excel tables, specifically in 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. 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.

11.2 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.

11.3 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.

11.4 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.

12. Further Information

Accredited Official Statistics publication

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:

  • meet identified user needs;
  • are well explained and readily accessible;
  • are produced according to sound methods; and
  • are managed impartially and objectively in the public interest.

Further information on the accreditation process can be found here: Accredited Official Statistics.

Once statistics have been designated as Accredited Official Statistics it is a statutory requirement that the Code of Practice shall continue to be observed. Further details about how this report has been developed since its confirmation as an Accredited Official Statistic can be found in the Background Quality Report.

Our statistical practice is regulated by the Office for Statistics Regulation (OSR). OSR sets the standards of trustworthiness, quality and value in the Code of Practice for Statistics that all producers of official statistics should adhere to.

You are welcome to contact us directly with any comments about how we meet these standards. Alternatively, you can contact OSR by emailing regulation@statistics.gov.uk or via the OSR website.

12.1 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.

12.2 Revisions

In table 5a and 5c, minor revisions to the Tri-Service figures have been made due to a previous change in definition being incorrectly applied at the Tri-Service level. In previous editions, this error caused an over-estimation of the Tri-Service Untrained Strength.

In Table 12, minor revisions to the Military Salaries Index for FY23/24 have been made. In previous editions, beginning in the 1 October 2024 edition, there was an over-estimation of the All Ranks and Senior Officers figures and an under-estimation of the Other Ranks (up to Corporal) figure due to an error in the methodology used to generate the MSI.

In Table 13, a change to the presentation of MOD Civilian Personnel has been made to present MOD Civil Servants only. For figures on MOD Civil Servants, and further information please see the Biannual Civilian Personnel Report.

12.3 Symbols

Symbol Description
|| discontinuity in time series
* not applicable
.. not available
- zero
[c] 5 or fewer
p Provisional
e Estimate
r Revised

12.4 Contact Us

Analysis Tri-Service welcome feedback on our statistical products. If you have any comments or questions about this publication or about our statistics in general, you can contact us as follows:

Responsible statistician: Analysis Tri-Service
Email: Analysis-Tri-Service@mod.gov.uk

If you require information which is not available within this or other available publications, you may wish to submit a Request for Information under the Freedom of Information Act 2000 to the Ministry of Defence. For more information, see: https://www.gov.uk/make-a-freedom-of-information-request/the-freedom-of-information-act.

Other contact points within the Ministry of Defence for Statistics are listed below.

Defence Expenditure Analysis: Email: DefStrat-Econ-ESES-PQFOI@mod.gov.uk

Naval Service Workforce: Email: Analysis-Navy@mod.gov.uk

Army Workforce: Email: defstrat-stat-army-enquiries@mod.uk

RAF Workforce: Email: Analysis-Air@mod.uk

Tri-service Workforce: Email: Analysis-Tri-Service@mod.gov.uk

Civilian Workforce: Email: Analysis-Civilian-Enquiries@mod.gov.uk

Health Information: Email: Analysis-Health-PQ-FOI@mod.gov.uk

If you wish to correspond by mail, our postal address is:

Analysis (Tri-Service)
Ministry of Defence, Main Building
Floor 3 Zone M
Whitehall
London
SW1A 2HB

For general MOD enquiries, please call: 020 7218 9000

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