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Garda HR Directorate

Athlumney HouseThe Directorate is responsible for most of the administrative and transactional HR functions for all Garda members and Garda staff. Among the HR functions administered in Athlumney House are pay & pensions; sick leave and other leave schemes; records, data protection and file management; and administration and statistics. In addition, the HR Directorate plays a leading role in other civilian HR matters such as resource management, discipline and industrial relations. 

The Garda Commissioner is the appropriate authority for Garda staff. Apart from the administrative support duties in Garda Stations and offices, Garda staff are involved in the provision of essential roles in a wide range of managerial, professional, technical and industrial functions. Civilianisation has also enabled the establishment or expansion of some vital services which are wholly or largely provided by Garda staff – including the Garda National Immigration Bureau, the Garda Information Services Centre, the Garda Central Vetting Unit, the Fixed Charge Processing Office and the Communications Centre.

Garda and Garda Staff Numbers

The Garda strength as at 30 October 2025 stood at 14,290 (14,058 WTE) and the Garda staff strength as at 30 October 2025 stood at 3657(3,487 WTE). A full breakdown by rank and grade is outlined under the tables 'Garda Numbers' and 'Garda Staff Numbers'. 

  • Work continues on resourcing additional and new Garda staff posts based upon prior sanctions for recruitment received from the Policing Authority.
  • The Workforce Plan is continuing to be refined and revised in consultation with the Policing Authority and Departments of Justice and Equality and Public Expenditure & Reform who are anxious to ensure the visibility of the Garda Reassignment Initiative and progress on the workforce modernisation agenda.

Please note the footnotes on each table which identify that the information provided is reflective of that information available to the Garda HR Directorate at a point in time and may vary due to operational requirements. Consequently, please be aware that figures provided are current as of the table's date and ARE PROVISIONAL FIGURES AND SUBJECT TO CHANGE. 

2025 Statistics

Find a further strength breakdown for 2025 here. This breakdown includes, amongst others, the latest statistics on the Roads Policing Unit, Garda Reserves and allocation of probationer Gardaí by division and station.

Garda numbers as on the 30 October 2025
RANK END OF LAST MONTH ATTESTED CAREER BREAK - END CAREER BREAK - START RETIREMENTS ETC.  NET CHANGE (includes all movement including promotions etc.) TOTAL AT END OF MONTH
Commissioner 1 0 0 0 0 0 1
Deputy Commissioner 1 0 0 0 1 0 1
Assistant Commissioner 8 0 0 0 0 0 8
Chief Superintendent 47 0 0 0 0 0 47
Superintendent 160 0 0 0 0 0 163
Inspector 475 0 0 0 0 0 471
Sergeant 2,179 0 0 0 0 0 2,178
Garda 11,454 0 0 0 0 0

11,421
Total 14,325 0 0 0 0 0 14,290
Of which
Career Breaks (incl ICB*) 32
Work-Sharing**

35
Secondments (Overseas etc) 47
Maternity Leave 62
Unpaid Maternity Leave 33
Paternity Leave 23
Available Strength on 30/10/25 14,058

* ICB - Incentivised Career Break

**Equates to 84 full time members

Garda Staff as at 30 October 2025
TOTAL

3657 (WTE 3,487)

# Figures provided are current as of the above dates and ARE PROVISIONAL FIGURES AND SUBJECT TO CHANGE.

Garda Numbers by Division as on 30 October 2025
Dublin Metropolitan Region (DMR) Divisions
                        Comm D/Com A/Com C/Supt Supt Insp Sergt Gda Total
DMR Office 0 0 1 1 2 3 4 23 10
EAST 0 0 0 1 4 11 42 279 337
NORTH 0 0 0 1 5 19 91 642 758
NORTH CENTRAL 0 0 0 1 5 16 94 571 687
SOUTH  0 0 0 1 3 16 64 455 539
SOUTH CENTRAL 0 0 0 1 6 21 91 612 731
DMR ROADS POLICING 0 0 0 1 1 2 9 74 87
WESTERN 0 0 0 1 6 17 90 616 730
TOTAL 0 0 1 8 32 105 485 3,272 3,903

Divisions other than DMR as on 30 October 2025
Comm D/Comm A/Comm C/Supt Supt Insp Sergt Gda Total
CLARE/TIPPERARY 0 0 0 2 6 18 116 525 667
CORK CITY 0 0 1 1 6 19 112 539 678
CORK COUNTY 0 0 0 1 5 17 101 496 620
DONEGAL 0 0 0 1 3 15 59 352 430
GALWAY 0 0 1 1 5 22 99 486 614
KERRY 0 0 0 1 3 14 59 270 347

KILDARE/CARLOW

 0 0 0 1 5 15 77 425 523
LAOIS/OFFALY 0 0 0 1 4 13 65 316 399
LIMERICK 0 0 0 1 5 19 93 483 601
LOUTH/CAVAN/MONAGHAN 0 0 0 2 6 21 109

566

 704

MAYO/ROSCOMMON/LONGFORD

 0 0 0 1 6 22 111 443 583
MEATH/WESTMEATH 0 0 0 1 5 17 79 450 552
SLIGO/LEITRIM 0 0 0 1 4 13 53 221 292
WATERFORD/KILKENNY 0 0 1 3 7

22

 83 458 574
WEXFORD/WICKLOW 0 0 0 1 6 19 76 503 605
TOTAL 0 0 3 19 76 266 1,292 6,533 8,189

Garda Reserve Numbers by Division as on 30 October 2025
Dublin Metropolitan Region (DMR) Divisions
                        Total
EAST 3
NORTH 22
NORTH CENTRAL 11
SOUTH  9
SOUTH CENTRAL 20
WESTERN 16
TOTAL 81

Divisions other than DMR as on 30 October 2025
Total
CLARE/TIPPERARY 12
CORK CITY 28
CORK COUNTY 14
DONEGAL 5
GALWAY 17
KERRY 6

KILDARE/CARLOW

 12
LAOIS/OFFALY 8
LIMERICK 9
LOUTH/CAVAN/MONAGHAN 20

MAYO/ROSCOMMON/LONGFORD

 16
MEATH/WESTMEATH 22
SLIGO/LEITRIM 8
WATERFORD/KILKENNY 18
WEXFORD/WICKLOW 15
TOTAL 210

(A small number of Stations currently have no Garda member assigned to it, the service is provided to these stations by the Community / District Headquarters Station)

Legend: Comm = Commissioner, D/Comm = Deputy Commissioner, A/Comm = Assistant Commissioner, C/Supt = Chief Superintendent, Supt. = Superintendent, Insp. = Inspector, Sergt. = Sergeant, Gda = Garda.

Figures provided are current as of the above date and ARE PROVISIONAL FIGURES AND SUBJECT TO CHANGE.

The numbers provided above may vary based on current operational needs identified by local management.

The Gender Pay Gap Information Act 2021 (and related Regulations) provides a statutory basis for reporting on the gender pay gap in Ireland. There is a requirement for organisations with greater than 250 employees to identify a snapshot date in June to report on the hourly gender pay gap across a range of metrics and to ensure that this is published by end of December. 

The gender pay gap is the difference in average gross hourly pay of women when compared to men expressed as a percentage of men’s pay. Taking this approach enables organisations to understand if women are represented evenly across an organisation. The Gender pay gap should not be confused with equal pay which provides for assessment of pay for employees undertaking the same or similar roles or work of equal value. It is prohibited by Irish equality legislation to discriminate on the basis of pay because of gender.

An Garda Síochána Gender Pay Gap Report 2022

An Garda Síochána Gender Pay Gap Report 2023

An Garda Síochána Gender Pay Gap Report 2024

An Garda Síochána Gender Pay Gap Report 2025