Our website uses cookies to enhance your browsing experience and to collect information about how you use this site to improve our service to you. By not accepting cookies some elements of the site, such as video, will not work. Please visit our Cookie Policy page for more information on how we use cookies.

Accept All Cookies Necessary Cookies Only Manage Cookies

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 November 2025 stood at 14,462 (14,427.5 WTE) and the Garda staff strength as at 30 November 2025 stood at 3654 (3,486 WTE). A full breakdown by rank and grade is outlined under the tables 'Garda Numbers' and 'Garda Staff Numbers'. 

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 November 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 46
Superintendent 163 0 0 0 0 0 160
Inspector 471 0 0 0 0 0 482
Sergeant 2,178 0 0 0 0 0 2,186
Garda 11,421 0 0 0 0 0

11,578
Total 14,290 0 0 0 0 0 14,462
Of which
Career Breaks (incl ICB*) 36
Work-Sharing**

34.5
Secondments (Overseas etc) 46
Maternity Leave 56
Unpaid Maternity Leave 26
Paternity Leave 15
Available Strength on 30/11/25 14,248.5

* ICB - Incentivised Career Break

**Equates to 84 full time members

Garda Staff as at 30 November 2025
TOTAL

3654 (WTE 3,486)

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

Garda Numbers by Division as on 30 November 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 34
EAST 0 0 0 1 3 11 43 319 377
NORTH 0 0 0 1 5 19 93 651 769
NORTH CENTRAL 0 0 0 1 5 15 94 573 688
SOUTH  0 0 0 1 3 16 65 464 549
SOUTH CENTRAL 0 0 0 1 6 21 93 612 733
DMR ROADS POLICING 0 0 0 1 1 2 9 74 87
WESTERN 0 0 0 1 6 17 90 632 746
TOTAL 0 0 1 8 32 105 485 3,272 3,903

Divisions other than DMR as on 30 November 2025
Comm D/Comm A/Comm C/Supt Supt Insp Sergt Gda Total
CLARE/TIPPERARY 0 0 0 2 6 19 115 526 668
CORK CITY 0 0 1 0 6 19 116 569 711
CORK COUNTY 0 0 0 1 5 18 102 497 623
DONEGAL 0 0 0 1 3 15 60 358 437
GALWAY 0 0 1 1 5 23 98 488 616
KERRY 0 0 0 1 3 16 58 270 348

KILDARE/CARLOW

 0 0 0 1 5 16 76 439 537
LAOIS/OFFALY 0 0 0 1 3 14 64 317 399
LIMERICK 0 0 0 1 5 19 95 487 607
LOUTH/CAVAN/MONAGHAN 0 0 0 2 6 21 109

578

 716

MAYO/ROSCOMMON/LONGFORD

 0 0 0 1 6 23 110 442 582
MEATH/WESTMEATH 0 0 0 1 5 17 79 456 558
SLIGO/LEITRIM 0 0 0 1 4 13 53 220 291
WATERFORD/KILKENNY 0 0 1 3 7

22

 82 469 584
WEXFORD/WICKLOW 0 0 0 3 7 21 74 506 608
TOTAL 0 0 3 20 76 276 1,291 6,622 8,288

Garda Reserve Numbers by Division as on 30 November 2025
Dublin Metropolitan Region (DMR) Divisions
                        Total
EAST 4
NORTH 23
NORTH CENTRAL 13
SOUTH  11
SOUTH CENTRAL 22
WESTERN 17
TOTAL 90

Divisions other than DMR as on 30 November2025
Total
CLARE/TIPPERARY 12
CORK CITY 30
CORK COUNTY 14
DONEGAL 5
GALWAY 19
KERRY 6

KILDARE/CARLOW

 12
LAOIS/OFFALY 8
LIMERICK 10
LOUTH/CAVAN/MONAGHAN 21

MAYO/ROSCOMMON/LONGFORD

 18
MEATH/WESTMEATH 21
SLIGO/LEITRIM 8
WATERFORD/KILKENNY 19
WEXFORD/WICKLOW 15
TOTAL 218

(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