Armed Forces: Troop Levels

Baroness Anderson of Stoke-on-Trent Excerpts

Thursday 21st September 2023 Lords Chamber

Asked by

[Baroness Anderson of Stoke-on-Trent]

To ask His Majesty’s Government what assessment they have made of current and expected future troop levels of the UK armed forces in relation to fulfilling their NATO obligations.

[The Minister of State, Ministry of Defence (Baroness Goldie) (Con)]

My Lords, defence is committed to remaining a leading contributor to NATO. Our approach and force development are aligned to NATO’s strategic concept and force requirements. We have committed almost all our Armed Forces to NATO in our strongest ever contribution. We will continue to offer NATO the full spectrum of defence capabilities, including our continuous at-sea nuclear deterrent and our cutting-edge cyber and space capabilities, as well as our conventional Armed Forces.

[Baroness Anderson of Stoke-on-Trent (Lab)]

My Lords, I refer the House to my interest as an honorary captain of the Royal Navy as set out in the register. I thank the Minister for her Answer, but the Armed Forces’ Pay Review Body states there are currently 40 delivery pinch points: the Army has 12, the naval service has 12, and the RAF reported none, but UK Strategic Command has 16. The situation is even worse when considering sustainability pinch points related to future military objectives. Simply put, we do not have enough of the right people in the right places. Given our enhanced NATO commitment and the current geopolitical outlook in the Indo-Pacific, is the Minister really convinced that our recruitment and retention policies are working?

[Baroness Goldie (Con)]

I pay tribute to the noble Baroness’s support of the Royal Navy; it is a very welcome contribution. We know anecdotally that the pay increase awarded to the Armed Forces has been very positively received. The noble Baroness referred to recruitment, and I am not denying that it is a challenge: we are living in a very competitive job market. The Armed Forces are conscious of that. We have been reviewing the recruitment campaigns with very recent effect, and the new version of these campaigns is out now or going out imminently. We are also very clear that addressing pay and recruitment in themselves are not enough, and that is why we are looking at how we can better meld the job offer—the overall package to recruit applicants—to reflect better what life is like now in the workplace, hence the Haythornthwaite review, which is a very interesting and positive contribution to what we might be doing. The MoD is embracing its principal recommendations already.