THE AGNIVEER Scheme introduced four-year military service to cut defence pension costs, retaining only 25% of recruits and releasing the rest without pension and health benefits. Veterans and civil society, especially in states contributing many Armed Forces recruits, opposed the scheme because it denied young people stable military careers. The first batch, recruited in 2022, was due to finish its term in December 2026. State governments, public-sector undertakings and private employers had announced plans to recruit departing Agniveers. Announcing revisions just weeks before their discharge is therefore puzzling: many may already have packed, booked travel home and made plans for new careers or higher education.
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What pressing considerations prompted the Union Cabinet to introduce these changes after four years? Given their implications for the Armed Forces, citizens will naturally have questions:
- If 75% of Agniveers are retained for a second tour of duty, this suggests little difference between those retained as regular soldiers and those granted a two-year extension, provided the screening criteria were established objectively.
- Did recruitment gaps and shortened recruit training prevent Agniveers from becoming fully trained soldiers after four years of service? Are changes to the on-the-job training curriculum planned to help them qualify for absorption after a further two-year engagement?
Under the revised scheme, all Agniveers meeting the criteria would be eligible for absorption after a second two-year engagement. If 100% opt to become regular soldiers, the Government may achieve no pension savings. However, this could more quickly address personnel shortages caused by suspended recruitment and continued retirements during the COVID-19 period. Also, a six-year tenure could necessitate postings as is routine in some corps, creating unforeseen costs and reducing the intended savings.
During their second engagement, Agniveers will still face discriminatory service conditions: reduced leave, marriage restrictions and no departmental routes to becoming officers. Early marriage is customary in North India, where most Agniveers originate, making these restrictions especially significant for women Agniveers. Those serving two additional years will rank below the 25% retained as regular soldiers, even if they previously outranked them. This reversal could breed resentment and disappointment and lower morale. Agniveers are human beings, not machines; such disruption could create uncertainty and reduce efficiency.
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The timing of the Government’s announcement is unclear. Despite stakeholder opposition to the Agniveer Scheme, the Government took a different approach rather than meet their demand or increase retention to 50%. Nepal also pressed for recruitment of Gorkhas of Nepali origin under the scheme, which its government had blocked. Reports of Indians serving in Russia’s army in Ukraine suggest recruitment agencies would have targeted discharged Agniveers.
Frustrated students and unemployed young people have taken to the streets; discharging Agniveers would have increased their unemployed ranks. Upcoming elections in UP, Uttarakhand, HP, Manipur and Punjab—major recruiting areas—probably prompted the Government to revise the Agniveer Scheme. The changes’ impact on their long-term effectiveness remains to be seen.
(The views expressed by the author are his personal. The author can be reached at prak_bhatt@yahoo.co.in)
