Department for Education

This government is committed to breaking down barriers to opportunity and tackling child poverty. We have now announced that we are extending free school meals to all children from households in receipt of Universal Credit from September 2026. It will lift 100,000 children across England out of poverty and put £500 back in families’ pockets, supporting parents in decisive action to improve lives ahead of the Child Poverty Strategy coming later this year.

Providing over half a million additional children from the most disadvantaged backgrounds with a free, nutritious lunchtime meal every school day will also lead to higher attainment, improved behaviour and better outcomes, meaning children get the best possible education and chance to succeed in work and life.

It is important that these meals follow the latest nutritional guidance. We are currently engaging with stakeholders on revising the School Food Standards, to ensure they support our work to create the healthiest generation of children in history.

Since its launch, 903 users have engaged with the ‘A whole-school approach to food’ e-learning module.

The department receives evaluation data of the training from post-completion user-assessments. 99% of users said they were satisfied with the module and 87% of users felt their knowledge had increased as a result of completing the training.

The Equality and Human Rights Commission (EHRC) is updating its Code of Practice for Services, Public Functions and Associations and is seeking views from affected stakeholders through their consultation which closes on 30 June. We would encourage people to ensure their views are heard by submitting a response to the consultation. The department will then consider the EHRC’s updated draft once they have submitted it.

The department is continuing to work with Surrey to deliver their safety valve plan, including providing ongoing support from both expert advisers. We regularly review the implementation of all safety valve agreements through our monitoring process, which takes place 3 times a year. Safety valve agreements were only made if both the local authority and the department’s expert special educational needs and disabilities advisers agreed that the proposals would give children and young people a better service and comply with the local authority’s statutory obligations.

The apprenticeship levy is collected by His Majesty’s Revenue and Customs (HMRC) from all UK employers with a pay bill above £3 million. HMRC publish overall levy receipts at: https://www.gov.uk/government/statistics/hmrc-tax-and-nics-receipts-for-the-uk.

The department is responsible for apprenticeships in England only. The funding for apprenticeship training comes from the annual protected apprenticeship budget agreed at Spending Reviews. Although closely linked, this is distinct from the total levy income collected and the funds in employer accounts.

The department is therefore not able to provide information about how individual levy contributions link to the amount of the budget that is spent supporting level 7 apprenticeships in specific bodies.

The department publishes official statistics on apprenticeships that include information on apprenticeship starts by sector, level, standard and age at: https://explore-education-statistics.service.gov.uk/find-statistics/apprenticeships/2024-25.

Details of apprenticeship standards by route at level 7 can be found at: https://www.instituteforapprenticeships.org/apprenticeships/?levels=7&includeApprovedForDelivery=true.

The apprenticeship levy is collected by His Majesty’s Revenue and Customs (HMRC) from all UK employers with a pay bill above £3 million. HMRC publish overall levy receipts at: https://www.gov.uk/government/statistics/hmrc-tax-and-nics-receipts-for-the-uk.

The department is responsible for apprenticeships in England only. The funding for apprenticeship training comes from the annual protected apprenticeship budget agreed at Spending Reviews. Although closely linked, this is distinct from the total levy income collected and the funds in employer accounts.

The department is therefore not able to provide information about how individual levy contributions link to the amount of the budget that is spent supporting level 7 apprenticeships in specific bodies.

The department publishes official statistics on apprenticeships that include information on apprenticeship starts by sector, level, standard and age at: https://explore-education-statistics.service.gov.uk/find-statistics/apprenticeships/2024-25.

Details of apprenticeship standards by route at level 7 can be found at: https://www.instituteforapprenticeships.org/apprenticeships/?levels=7&includeApprovedForDelivery=true.

The department does not hold information on retention rates specifically for teachers of T Levels. All teachers can access a free of charge continuing professional development programme, offered by the Education Training Foundation, to help update their knowledge and skills to successfully deliver T Levels. We recently updated this support, with more teacher resources, and shorter, more accessible online courses. More information about this support is available here: https://www.et-foundation.co.uk/professional-development/t-levels/.

Ofsted inspects further education and skills providers in England under part 8 of the Education and Inspections Act 2006 and must state whether education or training inspected is of adequate quality. Inspections will encompass T Level provision where offered.

I refer my hon. Friend, the Member for Clapham and Brixton Hill to the answer of 08 January 2025 to Question 21514.

All schools are required by law to have a behaviour policy which outlines effective strategies that will encourage good behaviour. Any policy must be lawful, proportionate and reasonable and comply with the school’s duties under the Equality Act 2010 and the Education and Inspections Act 2006.

The ‘Behaviour in schools’ guidance is clear that a school’s culture should consistently promote high standards of behaviour and provide the necessary support to ensure all pupils, including those with special educational needs and disabilities (SEND), can achieve and thrive. The appropriate response to misbehaviour will often need to be considered in relation to a pupil’s SEND, although not every incident of misbehaviour will be connected to their SEND. When a pupil is identified as having SEND, the graduated approach outlined in the ‘SEND code of practice: 0 to 25 years’ should be used to assess, plan, deliver and then review the impact of the support being provided. The guidance also includes practical examples of how schools can meet their duties under the Equality Act 2010 and Children and Families Act 2014.

Enabling access to apprenticeships and technical education remains a key part of this government’s education policy. The decision not to continue the Apprenticeship Support and Knowledge (ASK) programme was based on:

• Growth in awareness of apprenticeships amongst secondary pupils, which is now on a par with awareness of A Levels.
• Apprenticeships programme development since ASK was introduced, with emphasis now moving towards supporting successful participation and completion than awareness-raising.
• Tight fiscal climate requires tough decisions about activity that can be extended.

Schools and colleges seeking support to raise awareness of apprenticeships and technical education can continue to access the following support:

• The Skills for Careers Apprenticeships support page, accessible at: https://www.skillsforcareers.education.gov.uk/pages/training-choice/apprenticeships.
• The Careers and Enterprise Company’s (CEC) resource directory.
• Amazing Apprenticeships which offers a wide range of resources and support for schools and colleges. This is accessible at: https://resources.careersandenterprise.co.uk/.
• CEC’s network of Careers Hubs, covering 95% of schools and colleges, works with schools and colleges to support their careers education programmes.
• CEC also supports enhanced Provider Access Legislation which specifies schools must provide at least six encounters with approved providers of apprenticeships and technical education.
• The Apprenticeship Ambassador Network of around 2000 volunteers which visits institutions sharing compelling experiences about apprenticeships.

The Equality and Human Rights Commission is updating its code of practice for services, public functions and associations and seeking views from affected stakeholders through their consultation which closes on 30 June. We would encourage all interested parties, including universities and students, to ensure their views are heard by submitting a response to the consultation.

This government’s first mission is to kickstart economic growth. We know that across the country skills gaps are holding back business growth and that we need to support employers to invest in skills training. That is why we are transforming the apprenticeships offer into a new growth and skills offer, which will provide greater flexibility to employers and learners, aligned to the industrial strategy.

As part of the offer, we are introducing new foundation apprenticeships to give young people a route into careers in critical sectors, allowing them to earn a wage while developing vital skills. The first foundation apprenticeships will be focussed on industrial strategy and priority areas including construction, social care, digital and engineering, with seven new foundation apprenticeship standards introduced from August 2025. We expect this to drive up to 30,000 apprenticeship starts across this Parliament, creating more skilled jobs for young people and fuelling innovation for businesses across the country, including North East Somerset and Hanham.

The growth and skills offer is informed by Skills England’s engagement with a wide range of stakeholders, to ensure that levy-funded training meets the needs of employers and learners.

The attached file contains apprenticeship starts for the 2015/16 to 2024/25 academic years, broken down by region and level, for hairdressing apprentices. These were last published in March 2025. They include full year figures from 2015/16 to 2023/24, and year to date figures for 2024/25 (August 2024 to January 2025).

The most recent years’ data are available in the published ‘Apprenticeships’ statistics, which have been included in the attached file, and can be found here: https://explore-education-statistics.service.gov.uk/find-statistics/apprenticeships/2024-25.

This government is committed to breaking down barriers to opportunity and tackling child poverty. We have now announced that we are extending free school meals to all children from households in receipt of Universal Credit from September 2026. It will lift 100,000 children across England out of poverty and put £500 back in families’ pockets, supporting parents in decisive action to improve lives ahead of the Child Poverty Strategy coming later this year.

Providing over half a million children from the most disadvantaged backgrounds with a free, nutritious lunchtime meal every school day will also lead to higher attainment, improved behaviour and better outcomes, meaning children get the best possible education and chance to succeed in work and life.

Supply teachers make an important contribution to the smooth running of schools across the country by filling posts on a temporary basis and covering teacher absences.

The department does not plan at this time to assess the potential merits of piloting a publicly funded national and regional supply teacher register. Schools and local authorities are responsible for the recruitment of their supply teachers and there are currently various approaches to providing supply teachers.

For example, local authority supply pools are one of the approaches to providing supply teachers and local authorities have the autonomy to decide whether to operate these supply teacher pools.

The department works closely with the Crown Commercial Service on supply teachers.

Supply teachers make an important contribution to the smooth running of schools across the country by filling posts on a temporary basis and covering teacher absences.

The department does not plan at this time to assess the potential merits of piloting a publicly funded national and regional supply teacher register. Schools and local authorities are responsible for the recruitment of their supply teachers and there are currently various approaches to providing supply teachers.

For example, local authority supply pools are one of the approaches to providing supply teachers and local authorities have the autonomy to decide whether to operate these supply teacher pools.

The department works closely with the Crown Commercial Service on supply teachers.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB).

In making recommendations, the STRB consider a range of written and oral evidence from statutory consultees, including the department, employer representatives and unions. This year, that process has resulted in the government accepting the STRB‘s recommendation for a 4% pay award for teachers and leaders in maintained schools.

Combined with last year’s 5.5% award, this above-inflation pay award means school teachers will see an increase in their pay of almost 10% over two years.

The department has also brought in changes to encourage flexible working and to more fairly reward part-time teachers for taking on additional responsibilities.

Unions continue to engage positively with, and make valuable contributions towards, the pay round process. Unions involved with the process (including NEU, NASUWT, Community, NAHT, and ASCL) have published statements in response to the announcement, which are available on their websites.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB).

In making recommendations, the STRB consider a range of written and oral evidence from statutory consultees, including the department, employer representatives and unions. This year, that process has resulted in the government accepting the STRB‘s recommendation for a 4% pay award for teachers and leaders in maintained schools.

Combined with last year’s 5.5% award, this above-inflation pay award means school teachers will see an increase in their pay of almost 10% over two years.

The department has also brought in changes to encourage flexible working and to more fairly reward part-time teachers for taking on additional responsibilities.

Unions continue to engage positively with, and make valuable contributions towards, the pay round process. Unions involved with the process (including NEU, NASUWT, Community, NAHT, and ASCL) have published statements in response to the announcement, which are available on their websites.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB).

In making recommendations, the STRB consider a range of written and oral evidence from statutory consultees, including the department, employer representatives and unions. This year, that process has resulted in the government accepting the STRB‘s recommendation for a 4% pay award for teachers and leaders in maintained schools.

Combined with last year’s 5.5% award, this above-inflation pay award means school teachers will see an increase in their pay of almost 10% over two years.

The department has also brought in changes to encourage flexible working and to more fairly reward part-time teachers for taking on additional responsibilities.

Unions continue to engage positively with, and make valuable contributions towards, the pay round process. Unions involved with the process (including NEU, NASUWT, Community, NAHT, and ASCL) have published statements in response to the announcement, which are available on their websites.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB) based on a range of evidence, including the real terms value of teacher pay.

While in power, this government has accepted their recommendations in full.

This year’s pay award of 4% exceeds forecasts for inflation and provides a competitive salary for both new and existing teachers. Based on forecasts for inflation across the 2025/26 academic year, this is a real-terms increase of around 1.5%.

The department wants teaching to be an attractive and expert profession, to ensure that our children have the expert teachers they need to achieve and thrive and tackle recruitment and retention issues. That is also why we are committed to delivering the manifesto pledge to recruit 6,500 teachers across secondary and special schools, and in our colleges, over the course of this Parliament and there are already signs that our Plan for Change is working.

The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools over the last year. Additionally, our future school teacher pipeline is growing. As of May 2025, there are 11% more trainees who have accepted offers to train as secondary subjects, including in priority subjects such as physics, where we have seen a 43% increase in acceptances compared to last year.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB) based on a range of evidence, including the real terms value of teacher pay.

While in power, this government has accepted their recommendations in full.

This year’s pay award of 4% exceeds forecasts for inflation and provides a competitive salary for both new and existing teachers. Based on forecasts for inflation across the 2025/26 academic year, this is a real-terms increase of around 1.5%.

The department wants teaching to be an attractive and expert profession, to ensure that our children have the expert teachers they need to achieve and thrive and tackle recruitment and retention issues. That is also why we are committed to delivering the manifesto pledge to recruit 6,500 teachers across secondary and special schools, and in our colleges, over the course of this Parliament and there are already signs that our Plan for Change is working.

The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools over the last year. Additionally, our future school teacher pipeline is growing. As of May 2025, there are 11% more trainees who have accepted offers to train as secondary subjects, including in priority subjects such as physics, where we have seen a 43% increase in acceptances compared to last year.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB) based on a range of evidence, including the real terms value of teacher pay.

While in power, this government has accepted their recommendations in full.

This year’s pay award of 4% exceeds forecasts for inflation and provides a competitive salary for both new and existing teachers. Based on forecasts for inflation across the 2025/26 academic year, this is a real-terms increase of around 1.5%.

The department wants teaching to be an attractive and expert profession, to ensure that our children have the expert teachers they need to achieve and thrive and tackle recruitment and retention issues. That is also why we are committed to delivering the manifesto pledge to recruit 6,500 teachers across secondary and special schools, and in our colleges, over the course of this Parliament and there are already signs that our Plan for Change is working.

The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools over the last year. Additionally, our future school teacher pipeline is growing. As of May 2025, there are 11% more trainees who have accepted offers to train as secondary subjects, including in priority subjects such as physics, where we have seen a 43% increase in acceptances compared to last year.

Research conducted by the department in 2023 included findings on the estimated average daily cost of a supply teacher to a school and estimated average daily take-home pay of supply teachers, by phase. The leader survey and supply teacher survey found that the reported average daily cost to the school of a supply teacher was £218 in primary, £291 in secondary and £270 in special schools. The survey also found that the reported average daily take-home salary for supply teachers surveyed was £136 in primary, £150 in secondary and £144 in special schools.

The department, in conjunction with the Crown Commercial Service, has established the agency supply deal, which supports schools to obtain value for money when hiring agency supply teachers and other temporary school staff. More information can be accessed here: https://www.gov.uk/guidance/deal-for-schools-hiring-supply-teachers-and-agency-workers. The deal has established a list of preferred suppliers that schools can access, all of which will be transparent with schools about the rates they charge. The suppliers will also agree to not charge finder’s fees for workers who have been in post for 12 weeks, when four weeks’ notice is given, which makes it easier and more cost effective for schools to retain supply teachers and employ them on a permanent basis.

Schools and local authorities are currently responsible for the recruitment of their supply teachers, and a supply teacher’s pay and working conditions will depend on who employs them. Supply teachers employed directly by a state maintained school or local authority must be paid in accordance with the statutory arrangements for teachers laid down in the School Teachers’ Pay and Conditions Document. If a supply teacher is employed by a private agency or non-maintained school, the employer can set the rate of pay and conditions of employment.

Research conducted by the department in 2023 included findings on the estimated average daily cost of a supply teacher to a school and estimated average daily take-home pay of supply teachers, by phase. The leader survey and supply teacher survey found that the reported average daily cost to the school of a supply teacher was £218 in primary, £291 in secondary and £270 in special schools. The survey also found that the reported average daily take-home salary for supply teachers surveyed was £136 in primary, £150 in secondary and £144 in special schools.

The department, in conjunction with the Crown Commercial Service, has established the agency supply deal, which supports schools to obtain value for money when hiring agency supply teachers and other temporary school staff. More information can be accessed here: https://www.gov.uk/guidance/deal-for-schools-hiring-supply-teachers-and-agency-workers. The deal has established a list of preferred suppliers that schools can access, all of which will be transparent with schools about the rates they charge. The suppliers will also agree to not charge finder’s fees for workers who have been in post for 12 weeks, when four weeks’ notice is given, which makes it easier and more cost effective for schools to retain supply teachers and employ them on a permanent basis.

Schools and local authorities are currently responsible for the recruitment of their supply teachers, and a supply teacher’s pay and working conditions will depend on who employs them. Supply teachers employed directly by a state maintained school or local authority must be paid in accordance with the statutory arrangements for teachers laid down in the School Teachers’ Pay and Conditions Document. If a supply teacher is employed by a private agency or non-maintained school, the employer can set the rate of pay and conditions of employment.

Research conducted by the department in 2023 included findings on the estimated average daily cost of a supply teacher to a school and estimated average daily take-home pay of supply teachers, by phase. The leader survey and supply teacher survey found that the reported average daily cost to the school of a supply teacher was £218 in primary, £291 in secondary and £270 in special schools. The survey also found that the reported average daily take-home salary for supply teachers surveyed was £136 in primary, £150 in secondary and £144 in special schools.

The department, in conjunction with the Crown Commercial Service, has established the agency supply deal, which supports schools to obtain value for money when hiring agency supply teachers and other temporary school staff. More information can be accessed here: https://www.gov.uk/guidance/deal-for-schools-hiring-supply-teachers-and-agency-workers. The deal has established a list of preferred suppliers that schools can access, all of which will be transparent with schools about the rates they charge. The suppliers will also agree to not charge finder’s fees for workers who have been in post for 12 weeks, when four weeks’ notice is given, which makes it easier and more cost effective for schools to retain supply teachers and employ them on a permanent basis.

Schools and local authorities are currently responsible for the recruitment of their supply teachers, and a supply teacher’s pay and working conditions will depend on who employs them. Supply teachers employed directly by a state maintained school or local authority must be paid in accordance with the statutory arrangements for teachers laid down in the School Teachers’ Pay and Conditions Document. If a supply teacher is employed by a private agency or non-maintained school, the employer can set the rate of pay and conditions of employment.

Research conducted by the department in 2023 included findings on the estimated average daily cost of a supply teacher to a school and estimated average daily take-home pay of supply teachers, by phase. The leader survey and supply teacher survey found that the reported average daily cost to the school of a supply teacher was £218 in primary, £291 in secondary and £270 in special schools. The survey also found that the reported average daily take-home salary for supply teachers surveyed was £136 in primary, £150 in secondary and £144 in special schools.

The department, in conjunction with the Crown Commercial Service, has established the agency supply deal, which supports schools to obtain value for money when hiring agency supply teachers and other temporary school staff. More information can be accessed here: https://www.gov.uk/guidance/deal-for-schools-hiring-supply-teachers-and-agency-workers. The deal has established a list of preferred suppliers that schools can access, all of which will be transparent with schools about the rates they charge. The suppliers will also agree to not charge finder’s fees for workers who have been in post for 12 weeks, when four weeks’ notice is given, which makes it easier and more cost effective for schools to retain supply teachers and employ them on a permanent basis.

Schools and local authorities are currently responsible for the recruitment of their supply teachers, and a supply teacher’s pay and working conditions will depend on who employs them. Supply teachers employed directly by a state maintained school or local authority must be paid in accordance with the statutory arrangements for teachers laid down in the School Teachers’ Pay and Conditions Document. If a supply teacher is employed by a private agency or non-maintained school, the employer can set the rate of pay and conditions of employment.

The government recognises the essential role that small schools play in their communities, many of which are in rural areas. The schools national funding formula (NFF) accounts for the particular challenges faced by small schools in rural areas through the lump sum and sparsity factor.

In the 2025/26 financial year, the sparsity factor provides eligible primary schools up to £57,400, and all other eligible schools up to £83,400. In addition to this, all small schools have benefited from the increase to core factors in the NFF in 2025/26, including the NFF lump sum set at £145,100. This provides a fixed amount of funding that is particularly beneficial to small schools, as it is not affected by pupil numbers.

This funding recognises the particular financial challenges small and remote schools can face, such as fewer opportunities to find efficiencies, the significant role they play in the rural communities they serve, and that without such funding, their pupils could face long travel distances to attend school.

The school workforce census does not identify supply teachers in England. However, teachers who are not directly employed by the school or local authority and who are in school on census day (early November each year) with a contract or service agreement lasting fewer than 28 days are recorded as ‘occasional’ teachers. In November 2024, schools reported 17,600 occasional teachers (headcount) on census day. This is up from the previous year when 15,800 were reported. The department only collects this information from state-schools in England. Education in Wales, Scotland and Northern Ireland is a devolved matter for the Welsh, Scottish and Northern Irish Governments.

A survey conducted by the department in 2023 (“Use of supply teachers in schools”) found that 85% of supply teachers surveyed said they had obtained work through supply teacher agencies.

Just under half of all supply teachers surveyed (47%) wanted to stop working as a supply teacher within 12 months. 47% of those who wanted to stop working as a supply teacher wanted to leave in order to take up a permanent teaching position.

The school workforce census does not identify supply teachers in England. However, teachers who are not directly employed by the school or local authority and who are in school on census day (early November each year) with a contract or service agreement lasting fewer than 28 days are recorded as ‘occasional’ teachers. In November 2024, schools reported 17,600 occasional teachers (headcount) on census day. This is up from the previous year when 15,800 were reported. The department only collects this information from state-schools in England. Education in Wales, Scotland and Northern Ireland is a devolved matter for the Welsh, Scottish and Northern Irish Governments.

A survey conducted by the department in 2023 (“Use of supply teachers in schools”) found that 85% of supply teachers surveyed said they had obtained work through supply teacher agencies.

Just under half of all supply teachers surveyed (47%) wanted to stop working as a supply teacher within 12 months. 47% of those who wanted to stop working as a supply teacher wanted to leave in order to take up a permanent teaching position.

High-quality teaching is the in-school factor that has the biggest positive impact on a child’s educational outcome. Ensuring there are sufficient, high-quality staff in our schools is therefore critical. This is why the government has pledged to recruit 6,500 additional expert teachers.

On 22 May, we announced this year’s above-inflation pay award of 4% which, combined with the 5.5% pay award last year, will mean school teachers in maintained schools will see an increase in their pay of almost 10% over two years.

The department is also ensuring that further financial incentives are targeted where the need for them is greatest. For example, we are offering targeted retention payments of up to £6,000 per year to teachers of key subjects working in disadvantaged areas in the first 5 years of their careers. We have also announced an initial teacher training financial incentives package for the 2025/26 recruitment cycle worth £233 million, a £37 million increase on the last cycle. This includes a range of measures, including bursaries worth £29,000 tax-free and scholarships worth £31,000 tax-free, to encourage talented trainees to teach key subjects.

We are already seeing positive signs that this investment and approach is starting to deliver. New government data shows there are 2,346 more teachers in secondary and special schools in England compared to last year, an increase of 1,400 and 900 respectively from the year before. Over 2,000 more people are also training to become secondary school teachers this year and over 2,500 more teachers are expected to stay in the profession over the next three years.

No specific assessment has been made of the impact of the employment of supply teachers through supply agencies on the pay and pension rights of early career teachers.

The Teachers’ Pension Scheme (TPS) Regulations 2014, which set out the rules for the TPS in England and Wales, determine that for teachers to be eligible to join the scheme, their employment must be with an accepted employer, usually a school.

Where a supply teacher is employed directly by an accepted school, they will have the same participation rights as a permanent teacher, and they are eligible to participate in the scheme. Where supply teachers are self-employed, or employed by a supply agency and their services are provided under a contract for services, it is not possible for them to participate in the TPS as there is no organisation to undertake the employer duties required by the scheme regulations, these include paying contributions to the scheme and maintaining or remitting employment data.

The department has previously considered which categories of employer can be accepted into the TPS and ultimately determined that supply agencies should not be included. There are currently no plans to revisit this position.

If a supply teacher is employed by a private agency the employer can set the rate of pay.

Supply teachers perform a valuable role and the department is grateful for their important contribution to schools.

Schools and local authorities are currently responsible for the recruitment of their supply teachers. There are various approaches to providing supply teachers.

The department, in conjunction with the Crown Commercial Service, has established the agency supply deal, which supports schools to obtain value for money when hiring agency supply teachers and other temporary school staff. More information about the deal can be accessed here: https://www.gov.uk/guidance/deal-for-schools-hiring-supply-teachers-and-agency-workers.

Education is a devolved matter, and the response outlines the information for England only.

Religious education (RE) is a compulsory part of the basic curriculum in state schools. The government firmly believes in the importance of RE in helping to foster understanding amongst different faith and culture.

All state-funded schools must also provide a daily act of collective worship. It is for schools to tailor their provision to suit the needs of their pupils.

Faith schools, which remain an important element of our education system, have greater freedom to maintain their religious ethos. This could include teaching religious education and providing collective worship in accordance with the tenets and practices of their faith.

Parents have the right to withdraw their children from all or any part of religious education or collective worship.

All schools have specific duties to promote the spiritual, moral, social and cultural development of their pupils and to prepare them for the opportunities and responsibilities of adult life. Furthermore, schools are required to promote the fundamental British values of democracy, the rule of law, individual liberty and mutual respect and tolerance of those of different faiths and beliefs. Ofsted inspects how schools and colleges develop their pupils' understanding of these values.

Fostering to adopt, also known as early permanence, is a crucial way to offer children stability at a very early stage, preventing multiple moves in the care system. The department has provided funding of £250,000 in 2025/26 for Adoption England to promote this practice and it is encouraging that the number and proportion of early permanence placements has increased from 14% (400) in 2020/21 to 23% (676) in 2023/24. This is avoiding delays and minimising disruption for more children, allowing them to bond with their adoptive family at an earlier stage. Adoption England have also published national standards in this area. The purpose is to promote and shape effective early permanence practice in all adoption agencies across the country to ensure families receive a consistent and high-quality approach no matter where they live, and enable more children to benefit from early permanence placements.

Fostering to adopt, also known as early permanence, is a crucial way to offer children stability at a very early stage, preventing multiple moves in the care system. The department has provided funding of £250,000 in 2025/26 for Adoption England to promote this practice and it is encouraging that the number and proportion of early permanence placements has increased from 14% (400) in 2020/21 to 23% (676) in 2023/24. This is avoiding delays and minimising disruption for more children, allowing them to bond with their adoptive family at an earlier stage. Adoption England have also published national standards in this area. The purpose is to promote and shape effective early permanence practice in all adoption agencies across the country to ensure families receive a consistent and high-quality approach no matter where they live, and enable more children to benefit from early permanence placements.

We are committed to providing the necessary support for kinship carers in all areas of England, including Fylde and Lancashire.

The government recognises the important role that kinship carers play in caring for some of the most vulnerable children. In October 2024, we published the new kinship care statutory guidance for local authorities, which sets out the support and services local authorities should provide to kinship families, including reaffirming the requirement to publish their local offer of support in a clear, accessible way.

In October 2024 the government also announced a £40 million package to trial a new kinship allowance in some local authorities in England, to test whether paying an allowance to cover the additional costs of supporting the child can help increase the number of children taken in by family members and friends. Details of this announcement are available here: https://www.gov.uk/government/news/government-protects-education-priorities-in-face-of-inherited-22-billion-blackhole.

This is the single biggest investment made by the government in kinship care to date. We will share further details on the process for selecting local authorities in due course.

In addition, the National Kinship Care Ambassador advocates for kinship children, their carers, and their families across government. They work alongside all local authorities to help them improve their kinship practice and local policies, and ensure they are following national guidance.

The ‘Working together to safeguard children’ statutory guidance is multi-agency guidance that sets out the help, support and protection available to all children and their families. Where the guidance refers to parents, this includes adoptive parents. The guidance was updated in 2023 with a focus on strengthening multi-agency working across the whole system of help, support and protection, maintaining a child focus within a whole family approach to help and support and embedding strong, effective multi-agency child protection practice.

The department is committed to reviewing the ‘Working together to safeguard children’ guidance every year. On 8 May 2025, we published an illustrated version of the guidance for children, young people and their families which can be found here: https://www.gov.uk/government/publications/working-together-to-safeguard-children--2.

The data requested is in the table below.

Number of applications* approved in the 2024/25 financial year with therapy service costs totalled by region*:

*The data presented is the number of approved applications with therapy service costs. Please note that an individual application could have multiple recipients with multiple placement types and access the Fair Access Limit from multiple years.

In the Department for Business and Trade’s ‘Plan to Make Work Pay’ report, the government committed to a review of the parental leave system to ensure that it best supports working families. This will include consideration of support to self-employed people, including self-employed adopters.

The department announced the biggest overhaul to children’s social care in a generation to ensure opportunity for all children. This includes increased investment and landmark legislation through the Children’s Wellbeing and Schools Bill.

Our policy statement ‘Keeping Children Safe, Helping Families Thrive’, published in November 2024, outlines our vision and core legislative proposals. We will shift the focus of the children's social care system to early support to keep families together.

Implementing the Children’s Wellbeing and Schools Bill will improve levels of care for children in social care, as it is a key step towards delivering the government’s Opportunity Mission. It will break the link between young people’s background and their future success, to shift the focus of the children's social care system to earlier support for children and families, and to tackle profiteering in the care market and put children needs first.

Our plans will ensure:

• Children can remain with their families where possible.
• We will support more children to live with kinship carers or in fostering families.
• We will support children in care and care leavers, including rolling out the ‘Staying Close’ programme.
• We will delivery stronger multi-agency approaches to support families and keep children safe.
• We will fix the broken care market to tackle profiteering and put children first.

It is illegal to manage an unregistered setting that should be registered with Ofsted. Unregistered settings pose a risk to children, given there is no assurance about safety.

Ofsted can pursue criminal prosecution, and between April 2023 and March 2024, opened over 1000 cases to investigate potential unregistered settings.

We are strengthening Ofsted’s powers, via the Children’s Wellbeing and Schools Bill, so they can fine unregistered providers. There is no limit to the fine. Ofsted will take into account the provider's previous record, severity of the breach and impact on children. This will enable Ofsted to act at scale and pace to tackle persistent offenders. It will also act as a greater deterrent. This will mean that more children are placed into registered settings, where Ofsted, the local authority, and the public can be assured that the child is in a home that meets all the requirements set out in legislation.

It is illegal to manage an unregistered setting that should be registered with Ofsted. Unregistered settings pose a risk to children, given there is no assurance about safety.

Ofsted can pursue criminal prosecution, and between April 2023 and March 2024, opened over 1000 cases to investigate potential unregistered settings.

We are strengthening Ofsted’s powers, via the Children’s Wellbeing and Schools Bill, so they can fine unregistered providers. There is no limit to the fine. Ofsted will take into account the provider's previous record, severity of the breach and impact on children. This will enable Ofsted to act at scale and pace to tackle persistent offenders. It will also act as a greater deterrent. This will mean that more children are placed into registered settings, where Ofsted, the local authority, and the public can be assured that the child is in a home that meets all the requirements set out in legislation.

Every year the department publishes the schools’ costs technical note to help the sector to understand school costs and funding. Our analysis considers pupil demographic changes alongside other factors.

The department allocates most mainstream funding through the schools national funding formula (NFF). In the 2025/26 financial year, 92% of total schools NFF funding is being distributed through “pupil led” factors, which are based on pupil numbers and pupil characteristics, such as eligibility for pupil premium and special educational needs and disabilities.

Real terms per pupil comparisons are only one way in which the department communicates funding changes, and schools and local authorities can also see their funding as total cash amounts. The total size of the core schools budget in the 2025/26 financial year is £65.3 billion, a £3.7 billion increase over 2024/25. This represents a 6.0% rise in cash terms, or 3.3% increase in real terms.

Every year the department publishes the schools’ costs technical note to help the sector to understand school costs and funding. Our analysis considers pupil demographic changes alongside other factors.

The department allocates most mainstream funding through the schools national funding formula (NFF). In the 2025/26 financial year, 92% of total schools NFF funding is being distributed through “pupil led” factors, which are based on pupil numbers and pupil characteristics, such as eligibility for pupil premium and special educational needs and disabilities.

Real terms per pupil comparisons are only one way in which the department communicates funding changes, and schools and local authorities can also see their funding as total cash amounts. The total size of the core schools budget in the 2025/26 financial year is £65.3 billion, a £3.7 billion increase over 2024/25. This represents a 6.0% rise in cash terms, or 3.3% increase in real terms.