Commonwealth_ Interest in joining the Canadian Armed Forces has surged, with recruitment reaching its highest level in a decade. However, this growing enthusiasm from new applicants is being undermined by a persistent retention crisis, as thousands of currently serving members continue to leave the military each year.
According to data from the Department of National Defence (DND), while new regular force enlistments have increased to 6,706 in this current fiscal year, attrition rates have also increased. In 2024-2025, 5,026 regular force members resigned or retired from service, compared to 4,256 who exited the same period in the past year. Although retention rates among reservists have increased modestly over the past two years, overall staffing rates do not reflect any change. The picture reflects an increasing difference between the in-ringing of new recruits and the out-ringing of experienced personnel.
This imbalance is concerning, especially with Canada now confronting changing geopolitical realities. Prime Minister Mark Carney, who is in Brussels at the NATO summit, has pledged to rebuild the Canadian military and reduce the country’s long tradition of relying on the United States for defence capabilities. His agenda includes increasing defence infrastructure spending, enhancing military readiness, and increasing pay for soldiers in an attempt to increase the lure and sustainability of careers in the military.
Despite the recent push by the national government towards national defence, the issues are complex. Many of the new entrants do not pass basic training, and thus the strength of higher enrollment is drastically reduced. Furthermore, the departure of experienced members brings with them invaluable experience and field capabilities that new entrants cannot readily replace. This handicap affects the readiness and performance of the military in the near to medium term.
In response to changing demographics and evolving needs, the Canadian Forces have opened up eligibility for applicants. Permanent residents are now eligible, and individuals with some medical conditions previously considered disqualifying are also acceptable. The recruitment process has also been simplified through the use of a modern web-based application system meant to reduce barriers and attract a more diverse pool of applicants.
But simply hiring is not the answer to the military personnel shortfall of about 13,000 members. Without a robust retention strategy that determines why existing members are leaving, Canada will not meet its 2030 long-term targets of 71,500 regular members and 30,000 reservists.
Experts believe the answer is to take a balanced approach, one that addresses recruitment and retention. Trying to enhance work conditions, offering appropriate support services for military families, offering career opportunity opportunities, and enhancing job satisfaction in general are essential measures that should not be neglected. Without these systemic changes, the Armed Forces have a revolving-door scenario where new recruits keep on replacing departing troops but never experience real development or build operational capacity.
While the Canadian Forces have made huge strides towards raising recruitment levels, the simultaneous growth in attrition renders these tasks even more difficult. The military therefore needs not only to recruit more people but also to retain its current personnel to ensure that future defence obligations are met and national security is maintained.
