The Canadian military retention crisis continues to escalate, with new data revealing high attrition rates and ineffective internal reforms. While top commanders claim to be improving recruitment, a newly leaked report suggests many new members leave in frustration over stalled training and unmet expectations.
The Department of National Defence (DND) faces a shortage of up to 14,000 qualified personnel. Recruiting remains a challenge, but the bigger concern may be retention—especially among those who have just joined the Canadian Armed Forces (CAF).
According to the April 2025 evaluation obtained by CBC News, the highest attrition rates exist among new recruits. During the 2023–24 fiscal year, 9.4% of newly enrolled members left, compared to the CAF-wide average of 4.3%.
These early exits are mainly due to training delays and difficulty adjusting to military life. In many cases, new recruits wait over 206 days to begin training, particularly in specialized trades. The report highlights a severe lack of trainers, equipment, and facilities—obstacles that make timely training nearly impossible.
“This leads to delays which significantly frustrate new members, who often face months of underemployment,” the evaluation said.
Defence researcher Charlotte Duval-Lantoine, vice-president of the Canadian Global Affairs Institute, called the military’s approach disjointed. “They want to fix recruiting first, then tackle training. That won’t work,” she said. “You can’t leave new members sitting idle. Their morale drops quickly.”
The government previously announced efforts to modernize training pipelines. General Jeanie Carignan, Canada’s top military commander, acknowledged the issue last winter and stated that basic training improvements were underway. Similarly, Lt.-Gen. Lise Bourgon, commander of military personnel, noted that the Forces had begun partnering with colleges to provide civilian training capacity.
However, internal follow-through appears weak. The DND defunded its Retention Program Office, which was created to support personnel strategies and analyze why members leave. This office had been central to a 90-page strategy launched under former Chief of Defence Staff Gen. Wayne Eyre and former Defence Minister Anita Anand.
The leaked evaluation criticized the lack of commitment to these plans. “Retention efforts made little progress,” it stated, citing “limited awareness” of the strategy and the decision to cut funding for the very office meant to implement it.
Duval-Lantoine expressed frustration. “It’s appalling to see personnel policies being undermined in what the military calls the ‘reconstitution era,’” she said. “They say personnel is the priority, but the funding doesn’t reflect that.”
The Liberal government’s internal budget reallocation likely played a role. In 2023, National Defence was ordered to find $810 million in savings. Future targets include $851 million in 2025–26 and $907 million the following year. DND did not respond to CBC’s request for comment on whether the retention cuts were part of those savings.
Exit interviews show a troubling trend. Departing members cite high operational tempo, lack of leadership, poor training infrastructure, and inadequate equipment. Many new recruits also believe that top commanders prioritize culture change over operational readiness.
“There is a perception leadership is focusing on culture at the expense of essentials like ammunition and gear,” the report noted.
Efforts to retain experienced personnel have also fallen short. The Forces rarely attempt to persuade retirement-eligible members to stay. According to the evaluation, many veterans feel “tired and broken” after multiple relocations and deployments. Leaders often view their retirement as inevitable and avoid outreach.
One positive development, however, is the Naval Experience Program (NEP). This trial initiative lets recruits join the Royal Canadian Navy for one year with the option to switch branches afterward. Early results show it has helped reduce dissatisfaction and increased flexibility for recruits.
Despite this, the broader Canadian military retention crisis shows no signs of easing. Without serious reforms in training infrastructure, leadership focus, and resource allocation, both recruitment and retention goals remain at risk.
As Duval-Lantoine put it, “We need to stop talking in numbers and start focusing on how many people are actually doing their jobs today.”
