Amending the Agnipath scheme Prabhat Khabhar 12 Nov 2026

https://www.prabhatkhabar.com/opinion/india-overhauls-agnipath-scheme-extended-service-new-recruitment-rules

Amending the Agnipath scheme Prabhat Khabhar 12 Nov 2026

          The Agnipath scheme was introduced by the government with much fanfare in 2022, claiming it was aimed at achieving multiple objectives. The reality was that its main intent was reducing the pension bill as also opening recruitment to all corners of the nation. The rest of the objectives were only an eyewash. The scheme envisaged 25% would be re-embodied after four years of service as permanent soldiers and the balance absorbed in other central police and government agencies. Some would also be enrolled in state police forces.

          The scheme was recently modified in a joint press conference held in Delhi. The press release redefined the future of the balance 75% of Agniveers not selected for re-embodiment, ‘for the remaining 75% Agniveers, on recommendations of the Indian Defence Forces, another engagement period of 2 years has been approved by the Cabinet. After completion of this two-year engagement period, all Agniveers will be offered enrolment as regular soldiers subject to their willingness and their meeting selection criteria.’ The offer of joining other central agencies was withdrawn. This was based on positive feedback received from the forces.

Many critics claimed that the armed forces were surprised by the government decision to introduce the Agnipath scheme and even quoted General Naravane’s unpublished memoirs. The reality was that the armed forces were on board from the start. General Naravane, the army chief when the scheme was introduced, wrote in an article in The Hindu on 09 Nov 2022, post his retirement, ‘to say that the Agnipath scheme is tinkering with settled systems, or falling back on clichés such as “if it ain’t broke don’t fix it”, is self-defeating.’ He added, ‘Since the Agnipath scheme was ‘under formulation (implying the armed forces were aware),’ this was an issue discussed with foreign service chiefs and delegations.’ He also stated the current training scheme of one year or more was ‘irrational,’ and could be reduced, especially as youth being inducted were far more tech savvy.

However, there were drawbacks in the scheme, which were ignored. The scheme envisaged two levels of training, basic at training centres and subsequently in units and formations at the second level. Frontline units, especially when numbers of Agniveers increase, would always be in basic training mode. Training is costly and sending trained soldiers out after four years, especially technical, when they are almost fully trained, is self-defeating.

In technical trades, it takes four or more years before soldiers are permitted to handle specialist equipment. Moving them out early implies that majority of the workforce is untrained. This is more valid for the navy, air force and technical branches of the army. It was for this reason that while the navy sought retention of 75% of Agniveers, the army and air force sought 50%.  

Secondly, the lure for soldiers, post the four-year engagement, would be towards CAPFs, state police forces or other government jobs as a better option, as retirement ages are later adding to job securities. It was for this reason that numbers volunteering for permanent absorption in the army were low. With that option now removed, the trend would reverse. This would become visible in a short period. Even CAPFs were hesitant to absorb Agniveers believing they would be offered discards from the army and those joining would possess a different work culture.

Thirdly, Nepal refused to participate in the Agnipath scheme as it did not offer permanent employment, which impacted Gorkha units of the army as also were an important part of India’s soft power engagement in Nepal. The current option of permanent service, albeit after a delay of four or six years, would possibly open doors for their re-entry. These shortfalls came to light once the scheme unfolded and the period for consideration drew close.

Another reason for reconsideration was forthcoming elections in major contributing states to the armed forces, where the opposition was already gaining ground on promising to scrap the scheme altogether. Uttarakhand provides roughly 5% of the total armed forces, UP 14.4% and Punjab 8-8.1%. Continuation of the scheme would damage chances of the BJP in these states. Its reversal would be a benefit. The opposition has now been forced to invent new objections to the scheme.

The government by tweaking the scheme and offering an additional two years of service with an option of continuation for those found suitable sends a few messages. The first is that individuals must be physically fit and blend with the work culture for permanent employment. Secondly, this is akin to a probation period. Six years is a long time to judge an individual. In case unsuitable or a disciplinary case, he could be sent home with a reasonable financial package. This rule should not change for the future.

Thirdly, the pension bill will possibly reduce as individuals would now begin to reach pensionable service after 19 or 21 years (after they joined as Agniveers), as their first four or six years are not counted towards pension (depending on when they are made permanent). Fourthly, their retirement age would be up from earlier by two years, thus providing them with added security as by then children would have grown older, while for the services, it would go contrary to the government plan of a younger force.

The Agniveer system was a benefit from the start. Those who joined were motivated, desirous of being selected and making the armed forces their career. They were better educated as also more technically savvy. Thus, levels of performance were higher than earlier periods.

There are still issues which need to be revisited. The first is the subject of marriage, especially as most jawans come from small towns or rural regions, where marriage comes early. As a policy Agniveers are not permitted to marry unless they are made permanent. Now with an extension of two years for those not selected in the first 25%, this subject may need to be reconsidered.

Linked is the compensation package for death or life-time medical care for disabled. Currently, during the period prior to being granted permanency, there is a financial package offered for the same. With an added extension of two years and the possibility of marriage being permitted, lumpsum payment for death or permanent disability will need to be re-evaluated, especially if there is a family to be considered.

Finally, the recent decision of extending service by two years and subsequent absorption will reduce manpower shortages to some levels.

The scheme has been modified however details have not emerged. The aim was to announce changes before the first batch finishes its period of engagement. There are multiple issues which still need to be clarified. Service HQs would be burning midnight oil to resolve them at the earliest.  Like every scheme attempted for the first time, lessons emerge. Changes to enhance the scheme must continue with regular feedback from all stakeholders. However, the scheme must not be scrapped.