Accredited official statistics

Quarterly service personnel statistics 1 October 2022

Updated 15 December 2022

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. Following the Integrated Review and Spending Review, the previous future workforce requirements for the Armed Forces are no longer applicable. A Written Ministerial Statement to announce the introduction of an Indicative Planned Strength figure for the Armed Forces Regular Full-Time Trade Trained Strength is planned for release after the Integrated Review /Spending Review refresh exercise.

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

• Monthly Personnel Report
• Quarterly Personnel Report
• Annual Personnel Report
• UK Reserve Forces and Cadets
• Service Personnel Bulletin 2.01
• Service and Civilian Bulletin 2.03

1. Key Points and Trends

▼192,300	Strength of UK Forces Service Personnel at 1 October 2022 A decrease of 6,640 (3.3 per cent) since 1 October 2021
▼134,940	Full-Time Trained Strength (RN/RM & RAF) and Full-Time Trade Trained Strength (Army) at 1 October 2022 A decrease of 2,190 (1.6 per cent) since 1 October 2021
▼11,982	People joined the UK Regular Armed Forces in the past 12 months (1 October 2021 - 30 September 2022) A decrease of 5,090 (29.8 per cent) compared with the previous 12 month period
▲16,250	People left the UK Regular Armed Forces in the past 12 months (1 October 2021 - 30 September 2022) An increase of 2,400 (17.4 per cent) compared with the previous 12 month period
▼31,030	Strength of the Trained Future Reserves 2020 at 1 October 2022 A decrease of 1,040 (3.2 per cent) since 1 October 2021
▼3,720	People joined the Future Reserves 2020 in the past 12 months (1 October 2021 - 30 September 2022) A decrease of 1,980 (34.8 per cent) compared with the previous 12 month period
▲5,990	People left the Future Reserves 2020 in the past 12 months (1 October 2021 - 30 September 2022) An increase of 330 (5.9 per cent) compared with the previous 12 month period

Responsible Statistician: Tri-Service Head of Branch

Email: [email protected]

Further information/mailing list: [email protected]

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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).

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 January 2017. 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, 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:

• Monthly Personnel Report
• Quarterly Personnel Report
• Annual Personnel Report
• UK Reserve Forces and Cadets
• Service Personnel Bulletin 2.01
• Service and Civilian Bulletin 2.03
• UK Armed Forces Maternity Report
• Diversity Dashboard
• Quarterly Location Statistics

The glossary contains definitions of terminology used in this publication.

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

A National Statistics publication

The United Kingdom Statistics Authority has designated these statistics as National Statistics, in accordance with the Statistics and Registration Service Act 2007 and signifying compliance with the Code of Practice for Official Statistics. Designation 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
• are managed impartially and objectively in the public interest

Once statistics have been designated as National Statistics it is a statutory requirement that the Code of Practice shall continue to be observed.

3. 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.

3.1 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 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 (basic Service Training) but not Phase 2 Training (Trade Training), 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 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.

3.2 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.

3.3 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.

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 Stats until further notice.  This decision will be reviewed in 2023 and further feedback may be sought from users at this time.

3.4 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.

4. 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 tables, Table 1. The current Strength of the UK Armed Forces is 192,300 which includes:

• All UK Regular personnel and all Gurkha personnel (which combined at 1 October 2022 comprised 77.7 per cent of UK Service Personnel);
• Volunteer Reserve personnel (which at 1 October 2022 comprised 18.1 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) (which at 1 October 2022 comprised 4.3 per cent of UK Service Personnel).

The total Strength of the UK Forces¹ has decreased between 1 October 2021 and 1 October 2022 by 3.3 per cent (6,640 personnel), as shown in Table 1. Compared to 1 October 2021, the Gurkhas Strength have increased, however the UK Regular Forces, Volunteer Reserves and Other Personnel Strength have decreased.

Table 1: Trends in UK Forces Strength¹

	01-Oct-19	01-Oct-20	01-Oct-21	01-Apr-22	01-Jul-22	01-Oct-22	% Change since 1 Oct 21
UK Forces Personnel	192,660	195,050	198,940	196,240	193,890	192,300	-3.3%
UK Regular Forces	144,650	146,330	149,540	147,980	146,270	145,270	-2.9%
Gurkhas	3,380	3,740	3,960	4,110	4,090	4,070	2.7%
Volunteer Reserve	36,830	37,040	37,060	35,860	35,240	34,760	-6.2%
Other Personnel	7,790	7,940	8,380	8,290	8,290	8,210	-2.1%
Royal Navy / Royal Marines	38,900	39,840	40,650	40,130	39,860	39,410	-3.0%
UK Regular Forces	32,600	33,380	34,130	33,930	33,750	33,390	-2.2%
Volunteer Reserve	3,910	4,000	4,040	3,810	3,670	3,610	-10.7%
Other Personnel	2,390	2,450	2,480	2,400	2,440	2,410	-2.6%
Army	116,730	117,810	120,300	118,240	116,340	115,650	-3.9%
UK Regular Forces	79,330	80,040	82,040	80,730	79,380	79,140	-3.5%
Gurkhas	3,380	3,740	3,960	4,110	4,090	4,070	2.7%
Volunteer Reserve	29,840	29,790	29,740	28,810	28,330	27,950	-6.0%
Other Personnel	4,180	4,240	4,560	4,590	4,540	4,490	-1.6%
Royal Air Force	37,030	37,400	37,990	37,880	37,690	37,240	-2.0%
UK Regular Forces	32,720	32,910	33,380	33,320	33,140	32,740	-1.9%
Volunteer Reserve	3,090	3,240	3,280	3,250	3,240	3,200	-2.3%
Other Personnel	1,220	1,250	1,340	1,310	1,310	1,300	-2.6%

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.

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

The FTTS and FTTTS total has decreased between 1 October 2021 and 1 October 2022 by 1.6 per cent (2,190 personnel). The RN/RM, Army and RAF decreased by 0.6, 2.1 and 1.4 per cent respectively as shown in Table 2.

Table 2: FTTS and FTTTS

	01-Oct-19	01-Oct-20	01-Oct-21		01-Apr-22	01-Jul-22	01-Oct-22	% Change since 1 Oct 21
FTTS (RN/RM & RAF) and FTTTS (Army)	132,340	134,200	137,130		136,820	136,180	134,940	-1.6%
RN/RM (FTTS)	29,010	29,030	29,690		29,760	29,740	29,500	-0.6%
Army (FTTTS)	73,470	75,310	77,530		77,190	76,750	75,930	-2.1%
RAF(FTTS)	29,860	29,850	29,910		29,870	29,690	29,500	-1.4%

The FTTS and FTTTS total gradually increased between 1 July 2020 and 1 July 2021 but has been decreasing since, as shown below in Figure 1.

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

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

Table 3: Comparison FTTS and FTTTS (Army)

	01-Oct-21	01-Jan-22	01-Apr-22	01-Jul-22	01-Oct-22
Full-Time Trained Strength	83,010	82,580	81,960	81,010	80,440
of which Trade Trained	77,530	77,380	77,190	76,750	75,930

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

As can be seen from Figure 2 above, Army FTTS saw an increase between 1 April 2019 and 1 October 2021, but has decreased between 1 October 2021 and 1 October 2022. The Army FTTTS increased between 1 October 2019 and 1 July 2021 but has seen a decrease between 1 July 2021 and 1 October 2022. The Army FTTS at 1 October 2022 is lower than at 1 October 2021 by 3.1 per cent and the Army FTTTS has decreased by 2.1 per cent over the same period.

Table 4: Army Officers and Other Ranks by Training Status

	01-Oct-19	01-Oct-20	01-Oct-21		01-Apr-22	01-Jul-22	01-Oct-22
Trained Officers	12,640	12,860	12,970		12,840	12,860	12,800
Trade Trained Officers	12,170	12,490	12,630		12,550	12,600	12,480
Trained Other Ranks	66,060	67,900	70,040		69,120	68,160	67,640
Trade Trained Other Ranks	61,300	62,820	64,900		64,640	64,160	63,450

Since 1 October 2021, the FTTS and FTTTS Officers have decreased by 1.3 per cent and 1.1 per cent respectively. The FTTS and FTTTS Other Ranks have decreased by 3.4 per cent and 2.2 per cent respectively since 1 October 2021, as can be seen from Table 4 above.

7. UK Regular Personnel

At 1 October 2022, the Trained and Untrained Strength of the UK Regular Forces was 145,270. The Service split for this figure can be found in Table 5 below.

There are 10,460 Untrained personnel in the UK Regular Forces, of which 4,210 are in the RN/RM, 2,950 in the Army and 3,300 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

	1-Oct-21		1-Oct-22
RN/RM	34,130		33,390
of which Trained	29,360	86.0%	29,180	87.4%
Army	82,040		79,140
of which Trained	78,740	96.0%	76,190	96.3%
of which Trade Trained	73,780	89.9%	72,060	91.1%
RAF	33,380		32,740
of which Trained	29,840	89.4%	29,440	89.9%

7.1 Intake and Outflow

In the 12 months to 30 September 2022, when comparing Intake and Outflow, there was a net reduction of 4,270 personnel in the UK Regular Forces. In comparison, there was a net increase of 3,230 personnel in the 12 months to 30 September 2021. Outflow has increased by 17.4 per cent and Intake has decreased by 29.8 per cent since 30 September 2021.

7.2 Intake

• Untrained and direct Trained/Trade Trained Intake to the UK Regular Forces was 11,980 in the 12 months to 30 September 2022, compared to 17,070 in the 12 months to 30 September 2021.
• In the 12 months to 30 September 2022, Intake to the RN/RM, Army and RAF decreased by 20.0, 36.2 and 18.3 per cent respectively compared to the 12 months to 30 September 2021.

Figure 3: Intake to and Outflow from the UK Regular Forces over rolling 12-month periods from 1 October 2015 - 30 September 2022

7.3 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.

• Outflow from the Trained and Untrained UK Regular Forces was 16,250 in the 12 months to 30 September 2022; up from 13,850 in the 12 months to 30 September 2021.

• Across all Services, VO was the most common reason for Outflow of Trained (RN/RM & RAF) and Trade Trained (Army) personnel, accounting for 59.4 per cent of Outflow in the 12 months to 30 September 2022 (See Figure 4).

• In the 12 months to 30 September 2022, 7,500 Trained (RN/RM & RAF) and Trade Trained (Army) personnel left through VO; the VO rate was 5.7 per cent. The VO Rate for the RN/RM was 6.0 per cent, for the Army it was 5.7 per cent and for the RAF it was 5.3 per cent.

• In the 12 months to 30 September 2022, the VO rate amongst Other Ranks and Officers was 5.9 per cent and 4.6 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 2022)

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 2022, the number of personnel joining the Trained (RN/RM & RAF) and Trade Trained Strength (Army) UK Regular Forces was 1,980 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 2022 (after accounting for other flows such as promotion from Ranks to Officers or flows between Services) was 2,190 lower than as at 1 October 2021.

• Trained and Trade Trained direct entrants in the 12 months to 30 September 2022 was 160. This is a decrease of 74.7 per cent from the 12 months to 30 September 2021.
• Personnel completing Phase 2 Training in the 12 months to 30 September 2022 was 10,490. This has decreased by 12.7 per cent when compared to the previous 12 month period (12,020)
• Compared to the 12 months to 30 September 2021, in the 12 months to 30 September 2022 the Gains to Trained Strength for the RN/RM remained stable, whereas the RAF gains increased by 1.9 per cent. In addition, the Army Gains to Trade Trained Strength decreased by 26.7 per cent when comparing the 12 months ending 30 September 2022 and 30 September 2021.
• In comparison to the 12 months ending 30 September 2021, Trained Outflow from the RN/RM increased by 38.6 per cent, Army Trade Trained Outflow increased by 30.8 per cent and RAF Trained Outflow increased by 30.1 per cent in the 12 months ending 30 September 2022.

Figure 5: GTS and Outflow from the UK Trained Regular Forces 12 month ending across the Armed Forces from 1 October 2015 - 30 September 2022

8. 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 will be 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.  This decision will be reviewed in 2023 and further feedback will be sought from users at this time.

8.1 Future Reserves 2020 Strength

Progress against FR20 population Trained Strength targets are reported in Table 6a of the Excel tables. The total Trained and Untrained Strength of the Tri-Service Future Reserves 2020 at 1 October 2022 was 34,800, a decrease of 2,260 personnel or 6.1 per cent since 1 October 2021.

8.2 Maritime Reserve

Figure 6 shows that the Maritime Reserve Trained Strength was 2,800 at 1 October 2022. This is a decrease of 70 personnel (2.5 per cent) since 1 October 2021.

The Maritime Reserve total Strength at 1 October 2022 was 3,610. This is a decrease of 430 personnel (10.7 per cent) since 1 October 2021.

Figure 6: Maritime Reserve Trained Strength

8.3 Army Reserve

Figure 7 shows that the Army Reserve Trained Strength was 25,340 at 1 October 2022. This is a decrease of 1,010 (3.8 per cent) since 1 October 2021.

The Army Reserve total Strength at 1 October 2022 was 27,990. This is a decrease of 1,755 (5.9 per cent) since 1 October 2021.

Figure 7: Army Reserve Trained Strength

8.4 RAF Reserve

Figure 8 shows that, at 1 October 2022, the RAF Reserve Trained Strength was 2,890. This is an increase of 40 personnel (1.6 per cent) since 1 October 2021.

The RAF Reserve total Strength at 1 October 2022 was 3,200. This is a decrease of 80 personnel (2.3 per cent) since 1 October 2021.

Figure 8: RAF Reserve Trained Strength

8.5 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 total Intake rates for each Service in the 12 months to 30 September 2022 are as follows:

• The Maritime Reserve total Intake rate was 9.2 per cent; a decrease of 9.7 percentage points since the 12 months to 30 September 2021.
• The Army Reserve total Intake rate was 10.0 per cent; a decrease of 4.8 percentage points since the 12 months to 30 September 2021.
• The RAF Reserves total Intake rate was 14.8 per cent; a decrease of 0.5 percentage points since the 12 months to 30 September 2021.

Figure 9: Total Intake rate by Service

The total Outflow rates for each Service in the 12 months ending 30 September 2022 are as follows:

• The Maritime Reserve total Outflow rate was 20.6 per cent; an increase of 2.7 percentage points since the 12 months to 30 September 2021.
• The Army Reserve total Outflow rate was 16.1 per cent; an increase of 1.2 percentage points since the 12 months to 30 September 2021.
• The RAF Reserves total Outflow rate was 17.1 per cent; an increase of 3.0 percentage points since the 12 months to 30 September 2021.

Figure 10: Total Outflow rate by Service

Figure 11: Intake to and Outflow from the FR20 Reserves over rolling 12-month periods ending from 1 October 2017 - 30 September 2022

9. 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 April 2021 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 Mar 2021
2. Divide this by the Trained UK Regular Strength as at 1 Apr 2021

The percentage breaching harmony has remained stable for the RN/RM (0.3 per cent), decreased for the Army (1.1 per cent) and also remained stable for the RAF (0.3 per cent) at 1 July 2022 compared to the previous quarter, 1 April 2022.

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 - 31 June 2022)

10. 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 Defence Recruitment System (DRS), 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 Dec 19 are not comparable with the number of applications received in Dec 19 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 1 October 2017 and 1 July 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.

There is a reporting lag of one quarter meaning July 2022 application data would usually be provided in this SPS edition. Due to technical issues - please read Excel tables 9a-c’s footnotes for more detail - RN/RM and RAF figures have not been updated since the 1 April 2022 SPS edition. Additionally, Army application figures have not been updated since the 1 July 2022 SPS edition and the most recent figures are provisional. Figures should be updated for the 1 January 2023 publication.

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

Note 1 April 2022 and 1 July 2022 RN/RM application figures were unavailable at the time of the 1 October 2022 publication and will be published in a future edition of the publication.

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). These figures are not comparable with the figures up until 12 months ending 30 September 2017 which are available in Table 9a of the accompanying Excel tables, which define an application as a candidate who has submitted an AF Career Officer Form 4 and sat the Recruit Test, whether this was passed or failed. The number of applications to the RN/RM Regular Forces in the 12 months to 31 December 2021 was 24,731, a decrease of 25.2 per cent compared to the 12 months to 31 December 2020 (33,058). Over the same period, applications to the Volunteer Reserves have decreased by 26.4 per cent, from 3,042 in the 12 months to 31 December 2020 to 2,240 in the 12 months to 31 December 2021.

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

Note 1 April 2022 Army application figures are provisional and 1 July 2022 applications data were unavailable at the time of the 1 October 2022 publication and will be published in a future edition of the publication.

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). These figures are not comparable with the figures up until 12 months ending 30 September 2017 which are available in Table 9b of the accompanying Excel tables, as the data is drawn from different databases and have differing definitions of an application. Figures for the period between the introduction of DRS in November 2017 and 30 June 2019 are not available as they are not of the required validity for publication. The number of applications to the British Army Regular Forces in the 12 months to 31 March 2022 was 69,282, a decrease of 32.8 per cent compared to the 12 months to 31 March 2021 (103,095). Over the same period, applications to the Volunteer Reserves have decreased by 20.0 per cent, from 29,273 in the 12 months to 31 March 2021 to 23,409 in the 12 months to 31 March 2022. 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

Note 1 April 2022 and 1 July 2022 RAF application figures were unavailable at the time of the 1 October 2022 publication and will be published in a future edition of the publication.

The increase in RAF applications since the introduction of DRS 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. Therefore the figures presented here are not comparable with the figures up until 12 months ending 30 September 2017 which are available in Table 9c of the accompanying Excel tables. The number of applications to the RAF Regular Forces in the 12 months to 31 December 2021 was 26,626, a decrease of 32.3 per cent compared to the 12 months to 31 December 2020 (39,351). Over the same period, applications to the Volunteer Reserves have decreased by 28.9 per cent, from 5,007 in the 12 months to 31 December 2020 to 3,561 in the 12 months to 31 December 2021.

11. 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 2021, 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 2021/22, only those on rates below £24,000 (inclusive of X-Factor) received a pay rise of £250. All other pay increment levels remained frozen at 2020/21 rates of pay in line with AFPRB’s recommendation. The latest report from the AFPRB is available here.

Table 6: Military Salaries Growth from 2000/01 to 2021/22

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

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 for the latest point available, 2021/22, was below the CPI measure of inflation. In 2021/22, the growth of military salaries was lower than the real growth of average earnings.

The real growth of military salaries relative to CPI (excluding bonuses) was –3.7 percent during 2021/22, whereas the real growth in UK average earnings for the economy (total pay including bonuses) experienced a growth rate of 2.6 percent relative to CPI in 2021/22.

Sharp rises in inflation from 1.5% in April 2021 to 7.0% by March 2022 coincided with a pay freeze for all Armed Forces rates of pay above £24,000 in 2021/2022, driving the Real Growth of Military Salaries down and hence the negative growth in 2021/22. The Office for National Statistics suggests that changes in the composition of the UK workforce and, for example, effects of the furlough scheme have contributed to the rise in Average Weekly Earnings. This in turn has caused the divergence with Military Salaries.

Follow the links for more detail regarding the reports by ONS:

How furlough and changes in the employee workforce have affected earnings growth during the coronavirus (COVID-19) pandemic, UK: 2020 to 2021

Average weekly earnings in Great Britain: November 2022

12. Further Information

12.1 Rounding

Apart from the Applications section, 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%.

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

There are no revisions for this edition of the publication.

12.3 Symbols

Symbol	Description
||	discontinuity in time series
*	not applicable
..	not available
-	zero
~	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: [email protected]

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: [email protected]

Naval Service Workforce: Email: [email protected]

Army Workforce: Email: [email protected]

RAF Workforce: Email: [email protected]

Tri-service Workforce: Email: [email protected]

Civilian Workforce: Email: [email protected]

Health Information: Email: [email protected]

Please note that these email addresses may change later in the year.

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

Analysis (Tri-Service)
Ministry of Defence, Main Building
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Whitehall
London
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For general MOD enquiries, please call: 020 7218 9000