5 APPG memberships (as of 1 Nov 2023)
Autism, Belgium, France, Luxembourg, Netherlands2 Former APPG memberships
Armed Forces Covenant, Italyvoted Aye - in line with the party majority
One of 96 Labour Aye votes vs 0 Labour No votes
Tally: Ayes - 164 Noes - 75
My Lords, I declare an interest as a vice-president of the National Autistic Society. I join my noble friend in …
To ask His Majesty's Government what plans they have to introduce mandatory targets for the reduction of the number of …
Division Voting information
Lord Touhig voted Aye - against a party majority and against the House
One of 6 Labour Aye votes vs 96 Labour No votes
Tally: Ayes - 163 Noes - 216
Lord Touhig voted Aye - against a party majority and against the House
One of 8 Labour Aye votes vs 67 Labour No votes
Tally: Ayes - 120 Noes - 230
Lord Touhig voted No - against a party majority and in line with the House
One of 24 Labour No votes vs 51 Labour Aye votes
Tally: Ayes - 145 Noes - 179
Lord Touhig voted No - against a party majority and in line with the House
One of 4 Labour No votes vs 29 Labour Aye votes
Tally: Ayes - 82 Noes - 145
Debates during the 2019 Parliament
Speeches made during Parliamentary debates are recorded in Hansard. For ease of browsing we have grouped debates into individual, departmental and legislative categories.
Sparring Partners
(23 debate interactions)
Parliamentary Under-Secretary (Department of Health and Social Care)
(8 debate interactions)
Parliamentary Under-Secretary (Department for Education)
(8 debate interactions)
Department Debates
(24 debate contributions)
(16 debate contributions)
(9 debate contributions)
(7 debate contributions)
Legislation Debates
(1,530 words contributed)
(1,170 words contributed)
(874 words contributed)
(864 words contributed)
Lords initiatives
These initiatives were driven by Lord Touhig, and are more likely to reflect personal policy preferences.
Lord Touhig has not introduced any legislation before Parliament
Lord Touhig has not co-sponsored any Bills in the current parliamentary sitting
109 Written Questions in the current parliament
(View all written questions)There are a number of Cabinet Committees that could take issues related to disability employment. Cabinet Committees are listed on GOV.UK along with their membership and Terms of Reference. This list of Cabinet Committees on GOV.UK is updated regularly.
It is a long-established precedent that information about the discussions that have taken place in Cabinet and its Committees, and how often they have met, is not normally shared publicly.
Leader of the House of Lords and Lord Privy Seal
The Veterans Advisory Board has been established to bring independent advice, challenge and insight to the Government to help deliver the Strategy for our Veterans and its commitment to make the UK the best country in the world to be a veteran. The membership of the Board is available on GOV.UK and the minutes of the Board, which met for the first time on 16 November, will be published in due course.
Leader of the House of Lords and Lord Privy Seal
Data about suicide rates amongst the general population across England and Wales are reported by the Office for National Statistics using information provided to registrars by coroners in their records of inquest. Historically, governments have relied on specific studies relating to the cause of death, including suicide, amongst veterans’ cohorts from specific campaigns, for example the Falklands campaign and the 1990/91 Gulf conflict. In order to ensure that the Government has the most up-to-date understanding of the prevalence of suicide amongst serving and ex-service personnel, two further studies are being conducted. The first is documenting all causes of death, including suicide, amongst those who have served in the Armed Forces since 2001. This study will continue on an ongoing basis to provide real-time data about causes of death, including suicide, amongst those who have served. A second study is looking at the factors in the year leading up to any confirmed suicide amongst serving and ex-service personnel in the last five years.
Whilst these studies will provide updated and improved data about the prevalence of suicide amongst veterans, the importance of this issue means that the Government is committed to exploring other routes, including a potential role for coroners, by which suicides could be recorded accurately and consistently so as to help inform improved support and interventions aimed at preventing suicide.
Leader of the House of Lords and Lord Privy Seal
The Government is taking a number of measures to improve mental health support for veterans including those with post-traumatic stress disorder (PTSD).
These measures start with for individuals whilst serving in the Armed Forces where personnel now undergo ‘through-life’ psychological resilience training. Personnel have access to the Defence Transition service, launched in October 2019. This provides information and support for Service leavers and their families who are most likely to face challenges as they leave the Armed Forces, including those which may impact on their mental health.
The Government continues to invest in the provision of a world-leading mental health pathway in the NHS in England for those who have served in the Armed Forces, which encompasses the Transition Intervention and Liaison Service (TILS) and Complex Treatment Services (CTS). We are also accelerating a new High Intensity Service due to be launched later this year, which will provide further support for those with acute mental health needs. As well as investing in these services, the Government continues to work on improving the awareness of, and access to, these services, with over 800 veteran-friendly GP surgeries. In addition to the provision of statutory services through the NHS, the Government has, through funding provided to the Armed Forces Covenant Fund Trust and the COVID-19 Impact Fund, continued to invest in charity and third-sector organisations which provide services which support the mental and physical wellbeing of veterans. NHS England and NHS Improvement has also recently provided funding to a number of Armed Forces charities to support serving personnel, veterans and their families during COVID-19.
As well as clinical and charity services, the Government is also funding research and studies to improve the understanding of the issues and instances of mental health, including PTSD amongst the Armed Forces community.
Leader of the House of Lords and Lord Privy Seal
The Department for Work and Pensions is delivering a range of employment support for those affected by COVID-19. These initiatives can benefit those whose employment has been affected by COVID-19, including veterans.
More widely, the Government is committed to helping veterans secure fulfilling and sustainable employment. The Ministry of Defence provides a Career Transition Partnership (CTP) to assist Service leavers in finding employment.
Leader of the House of Lords and Lord Privy Seal
2 Department for Business, Energy and Industrial Strategy Questions
(View all Lord Touhig's BEIS questions)As part of the Greening Government Commitments, Departments are required to report on the systems they have in places and the actions they take to buy sustainably.
The 2017/2018 Greening Government Commitments Annual Report found that:
- The majority of departments have a specific sustainable procurement policy or wider sustainability policy in place, or include sustainability within overarching procurement policy;
- Most departments have undertaken or are planning to undertake supply chain scrutiny.
Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)
This Government is committed to levelling up the country by creating opportunities outside of London. Of the £3.4 billion invested in Growth Deals across the Northern Powerhouse, £505 million has been awarded to the North East and Tees Valley Local Enterprise Partnership (LEP) areas. The most recent report released by the North East LEP highlighted that jobs in the area have increased by 74,000 since 2014, which represents strong progress towards their target of 100,000 new jobs by 2024.
Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)
The department takes the welfare of unaccompanied migrant children extremely seriously and we are committed to ensuring they are safe and secure. Local authorities have a duty to provide services to all children in need in their area. Under Section 20 of the Children Act 1989, those under the age of 18 arriving as unaccompanied asylum-seekers should enter the care of the local authority in which area they first present.
All unaccompanied children, including those who have been arrested or trafficked, should be safeguarded and have their welfare promoted in the same way as any other looked-after child. Social Workers and other practitioners including police, health, education and youth offender services practitioners, and those who care for looked-after children, are encouraged to consider the full range of support available to looked after children in their areas, including that from community and other organisations.
The provisions under the Modern Slavery Act 2015 ensure that if there is uncertainty over whether a potential victim of trafficking is a child or an adult, then that person is presumed to be a child and receives the appropriate support without delay. If practitioners have concerns that a child may be a potential victim of modern slavery or human trafficking, then a referral should be made to the National Referral Mechanism (NRM) as soon as possible. Guidance on making a referral can be found in the attached document. The NRM acts as a formal framework for first responders to identify potential victims of trafficking and assists with the provision of victim support. Like any other child in need, a trafficked child referred through the NRM should be safeguarded by the local authority on which the referral is made. Where it is evident that the child faces a significant risk of harm from the trafficker, appropriate arrangements will need to be put in place to keep the child safe from harm, and the child’s care plan should include such measures.
In addition, the Home Office has rolled out Independent Child Trafficking Guardians (ICTGs) to two thirds of local authorities in England and Wales. In June 2023, the Minister for Safeguarding agreed to extend the current grant agreement to 31 March 2025, alongside working to deliver ICTG national rollout covering all of England and Wales. ICTGs are an additional source of advice and support for potentially trafficked children, and somebody who can advocate on their behalf to ensure their best interests are reflected in the decision-making processes undertaken by the public authorities who are involved in the child’s care. The support they provided is in addition to the statutory support provided to children by local authorities. Statutory guidance on roles and responsibilities of ICTGs is attached.
Parliamentary Under-Secretary (Department for Education)
Local authorities have a duty to provide services to all children in need in their area. Under Section 20 of the Children Act 1989, local authorities are under a statutory obligation to provide accommodation to children when the criteria in Section 20(1) is met.
It is the responsibility of the local authority to ensure that the duty to accommodate is met. Whilst the local authority can make arrangements with other persons to act on their behalf by providing certain services, including the provision of accommodation, the local authority is still responsible for meeting the duty under Section 20 of the Children Act 1989, and for anything that flows from a child being accommodated by the local authority.
Parliamentary Under-Secretary (Department for Education)
The United Kingdom remains fully committed to the United Nations Convention on the Rights of the Child (UNCRC) and is dedicated to protecting and promoting children’s rights in all aspects of society.
The department is fully engaged with the UNCRC reporting process. We submitted our UK State Party report in June 2022 and are preparing for the Constructive Dialogue with the UN Committee in May 2023.
Through the use of Children’s Rights Impact Assessments, the government has sought to embed the consideration of children’s rights and compatibility with the Convention at the heart of policy making.
Strengthening children’s rights is a continuous process and we look forward to receiving the Concluding Observations from the UN Committee in June 2023, so we can continue to look for new and better ways of promoting the best interests of children.
Parliamentary Under-Secretary (Department for Education)
His Majesty’s Government do not have any plans to amend the Children Act 1989 to remove the legal duty on local authorities to safeguard and promote the welfare of children within their area who are in need.
Parliamentary Under-Secretary (Department for Education)
Throughout the Special Educational Needs and Disabilities (SEND) Review, parents and carers told us how lengthy, stressful, and often expensive, the tribunal process can be.
The department’s proposals set out in the SEND and Alternative Provision Green Paper, which is subject to consultation, seek to enable issues to be resolved earlier and improve relationships locally by strengthening mediation, including consulting on making it mandatory.
In the current system, in most cases, families must secure a mediation certificate before registering an appeal with the tribunal, but they do not have to participate in the mediation itself. If the parent or young person does decide to proceed with mediation, then the local authority must ensure that it arranges for mediation between it and the child's parent or young person within 30 days.
Waiting for a SEND tribunal hearing can take significantly longer. The tribunal has a performance measure that 75% of appeals should be brought to a hearing and the decision issued within 22 weeks.
Mediation is effective in most cases. In 2021, 74% of mediation cases were settled without the need to progress to a tribunal. Mediation is free of charge for families.
The department will make sure there is appropriate support available to parents to help them understand the mediation process and how best to engage with it. Parents will still be able to go to a tribunal if necessary.
The green paper is now out for public consultation on its proposals until 22 July.
Parliamentary Under-Secretary (Department for Education)
4 of the 48 special free schools in the pipeline have funding agreements in place and are due to open in 2020; 1 in April 2020 and 3 in September 2020. Up to a further 9 schools are also expected to open in 2020, although these do not yet have funding agreements in place. The remaining 35 schools are at a different stage in their development and we will confirm opening dates for them in due course.
Information published in November 2019 by the Local Government Association in conjunction with census data indicates that more than 98% of pupils aged 5-16 attending special schools receive free home to school transport. This compares with around 5% of pupils attending mainstream school.
We have not carried out an assessment of the length of time it takes for a child to travel to a special school compared with a child travelling to a mainstream school.
The statutory home to school transport guidance suggests that good practice journey times should not exceed 45 minutes for primary aged pupils or 75 minutes for secondary aged pupils. It also acknowledges that journeys for children with special educational needs and disabilities may be more complex and, therefore, take longer. The guidance is available at the following link and attached: www.gov.uk/government/publications/home-to-school-travel-and-transport-guidance.
Information published in November 2019 by the Local Government Association in conjunction with census data indicates that more than 98% of pupils aged 5-16 attending special schools receive free home to school transport. This compares with around 5% of pupils attending mainstream school.
We have not carried out an assessment of the length of time it takes for a child to travel to a special school compared with a child travelling to a mainstream school.
The statutory home to school transport guidance suggests that good practice journey times should not exceed 45 minutes for primary aged pupils or 75 minutes for secondary aged pupils. It also acknowledges that journeys for children with special educational needs and disabilities may be more complex and, therefore, take longer. The guidance is available at the following link and attached: www.gov.uk/government/publications/home-to-school-travel-and-transport-guidance.
In January 2019, there were 125,410 pupils in 1,044 state-funded and non-maintained special schools in England.
Information on the number of pupils and schools, including by school type, is published in the annual 'Schools, pupils and their characteristics' statistical release published at the following link: https://www.gov.uk/government/collections/statistics-school-and-pupil-numbers and is attached. A time series is provided in table 1a of the 2019 release and tables 1b and 1c provide this information by local authority. Figures relating to January 2020 will be publish in June 2020.
In February the department published labour market projections for the period to 2027. The published report and results outline the future shape and size of the labour market and employment prospects by industry, occupation, qualification level, gender and employment status. The report is attached and is also available at the following link: https://www.gov.uk/government/publications/labour-market-and-skills-projections-2017-to-2027.
The results will enable employers to anticipate workforce gaps and skills mismatches; training providers to understand skills needs and consider their future provision; and individuals to understand the prospects for different occupations and qualification requirements when making career choices. To further support individuals with their careers decisions, the results are also made available through DfE’s Labour Market Information for All open data service that was a commitment in the department’s careers strategy and is available at the following page: https://www.lmiforall.org.uk/.
The government recognises that there are a number of international examples, including in Singapore and India, which provide useful insights to inform the development of our adult skills reforms.
We are also taking steps to improve productivity, employment levels and social inclusion. Programmes including Apprenticeships, funded or co-funded skills provision through the Adult Education Budget, access to Advanced Learner Loans and the National Retraining Scheme enable adults to gain the skills that they need to progress or reskill.
The government has started testing the first part of the National Retraining Scheme, Get Help to Retrain, in 6 areas across England. Get Help to Retrain is a digital service that will help users to understand their current skills, explore alternative occupations and find and sign up to training. We will continue to test and further improve the service in 2020. The government is also providing an extra £3 billion to develop a National Skills Fund that helps adults to learn new skills and to prepare for the economy of the future.
The government is taking steps to improve productivity, employment levels and social inclusion. Programmes including reforms to technical education such as apprenticeships, funded or co-funded skills provision through the Adult Education Budget, access to Advanced Learner Loans and the National Retraining Scheme enable adults to gain the skills that they need to progress or reskill.
The government has started testing the first part of the National Retraining Scheme, Get Help to Retrain, in 6 areas across England. Get Help to Retrain is a digital service that will help users to understand their current skills, explore alternative occupations and find and sign up to training. We will continue to test and further improve the service in 2020.
We are also providing an extra £3 billion to develop a National Skills Fund that helps adults to learn new skills and to prepare for the economy of the future. We are planning to consult widely on the fund and will be keen to hear the views of employers.
Our adult skills system seeks to increase productivity, support employment and promote social inclusion. The Adult Education Budget fully funds or co-funds skills provision for eligible adults aged 19+ from pre-entry to level 3 and includes funding to help learners to overcome barriers which prevent them from taking part in learning.
The attached City and Guilds Group report, ‘Missing Millions’, states that adult skills are becoming increasingly important due to adults being economically active for longer as well as automation and technological change. The department is committed to improving the offer for adults through user research and delivering the flexibility in training that adults tell us that they need.
Moreover, over the course of this Parliament, we are providing an extra £3 billion for a new National Skills Fund to help people learn new skills and to prepare for the economy of the future.
The City and Guilds Group report also highlights the important role that employers have in investing in training their workforces.
The government recognises that there are a number of international examples, including in Singapore and India, which provide useful insights to inform the development of our adult skills reforms.
We are also taking steps to improve productivity, employment levels and social inclusion. Programmes including Apprenticeships, funded or co-funded skills provision through the Adult Education Budget, access to Advanced Learner Loans and the National Retraining Scheme enable adults to gain the skills that they need to progress or reskill.
The government has started testing the first part of the National Retraining Scheme, Get Help to Retrain, in 6 areas across England. Get Help to Retrain is a digital service that will help users to understand their current skills, explore alternative occupations and find and sign up to training. We will continue to test and further improve the service in 2020. The government is also providing an extra £3 billion to develop a National Skills Fund that helps adults to learn new skills and to prepare for the economy of the future.
Increasing the number of apprenticeships further is a priority, and we are actively considering how to do so. We have introduced a wide range of reforms to improve the quality of apprenticeships and to encourage employers across England to create more high-quality apprenticeship opportunities for people of all ages and backgrounds. In 2019-20, the funding available for investment in apprenticeships in England is over £2.5 billion, which is double what was spent in 2010.
For the smallest employers (fewer than 50 staff) who take on apprentices under 19, we pay 100% of apprenticeship training costs.
Apprenticeship starts in 2018-19 were 393,400, of which 37% (143,600 starts) were at intermediate level (level 2). 25% of starts (97,700 starts) were by apprentices aged under 19.
To ensure that young people hear about the education and employment options available to them, in January 2018 we introduced a legal requirement for schools to give training providers the chance to talk to pupils about technical qualifications and apprenticeships. We offer a free service to schools through the Apprenticeship Support and Knowledge (ASK) project to ensure that teachers have the knowledge and support to enable them to promote apprenticeships to their students. In the last academic year, ASK reached over 300,000 students.
Traineeships are also helping thousands of young people to get the skills and experience that they need to obtain apprenticeships and other jobs. We are strengthening our communications with employers, providers, parents and young people to raise awareness of traineeships and the benefits that they offer. 62% of those who completed a traineeship in 2016-17 progressed to positive destinations, including apprenticeships.
We continue to engage closely with businesses and listen to their views about the apprenticeships programme and the operation of the apprenticeship levy.
We are committed to making sure the apprenticeship programme continues to provide opportunities for people of all backgrounds, while meeting the needs of employers of all sizes and delivering benefits for the economy.
We have introduced a wide range of reforms to improve the quality of apprenticeships and to encourage employers across England to create more high-quality apprenticeship opportunities for people of all ages and backgrounds. Our reforms have made apprenticeships longer and more rigorous, with more off-the-job training and with an independent assessment at the end.
We recognise that some apprentices may not complete their apprenticeship. This can be for a variety of reasons; including personal circumstances, leaving for other employment or training opportunities, being promoted, or sometimes changing apprenticeships.
Programmes such as traineeships provide a pipeline to apprenticeships for young people who are not yet ready to do an apprenticeship, giving them the the skills and work experience they need to access these opportunities, and helping them to make informed career choices.
Last year, we worked with the Quality Alliance, made up of the bodies responsible for the quality of apprenticeships and provider representative bodies, to publish a quality strategy. This set out the expectations for a high-quality apprenticeship experience to help ensure that apprenticeships meet apprentice and employers’ needs and delivers successful outcomes.
We are continuing to take steps to improve our understanding of the apprentice experience and how the department, employers and providers can better support apprentices throughout their journey.
We are working with employers to jointly design and deliver policies and programmes which will develop the skills that individuals of all ages need to be successful and that employers want.
These include apprenticeships, with our reforms benefiting people of all ages and backgrounds, including adults developing their skills.
This also includes Adult Education Budget (AEB) funded provision. The AEB fully funds or co-funds skills provision for eligible adults aged 19 and above from pre-entry to level 3 (including traineeships) to help them gain the skills they need for work, an apprenticeship or further learning.
Advanced Learner Loans support clear routes into work, progression within work and progression to higher education (HE), by providing fees support for level 3 to level 6 qualifications. Access to multiple Advanced Learner Loans enables adults to progress or re-skill.
We are developing the National Retraining Scheme to support working adults to prepare for future changes to the economy, including those brought about by automation, and help them retrain into better jobs.
The government is also developing a new £3 billion National Skills Fund to upskill workers and prepare for the economy of the future.
Flexible and part-time HE also has a key role in terms of widening choice and participation. To reduce barriers for entering HE, our part-time undergraduate tuition fee loans are available to eligible prospective students of all ages. We have asked the Office for Students to continue to focus on part-time and flexible learning to deliver choice and flexibility.
The department does not collect this information directly.
According to the 2017 apprenticeship evaluation learner survey, 56% of all level 2 and 3 apprentices were recruited specifically with the intention of completing an apprenticeship. Just over two-fifths of level 2 and 3 apprenticeships (42%) were undertaken by those in existing roles already working for their employer.
The National Retraining Scheme will support working adults to prepare for future changes to the economy, including changes brought about by automation, and help them to retrain into better jobs.
In addition to the National Retraining Scheme, our wider adult skills system seeks to improve productivity, employment levels and social inclusion. Programmes including apprenticeships, funded or co-funded skills provision through the Adult Education Budget and access to Advanced Learner Loans enable adults to gain the skills that they need to progress or reskill.
The government is also providing an extra £3 billion to develop a National Skills Fund that helps adults to learn new skills and to prepare for the economy of the future.
The government has initiated rolling out the first part of the National Retraining Scheme, Get Help to Retrain. This service helps users to understand their current skills, explore alternative occupations that they could do and find and sign up to the training they need to access opportunities for a broad range of good jobs.
Since the start of the roll out of Get Help to Retrain in the Liverpool City Region in July, more features have been added to the service, and it has been rolled out to users in a further five areas. The service will be further tested and improved in 2020.
Alongside Get Help to Retrain, we are developing other products that will collectively make up the full National Retraining Scheme service.
The government has started to roll out the first part of the National Retraining Scheme, Get Help to Retrain, in 6 areas across England.
Get Help to Retrain is a digital service that will help users to understand their current skills, explore alternative occupations that they could do and find and sign up to the training they need to access opportunities for a broad range of good jobs.
Since the start of the roll out of Get Help to Retrain in July 2019, over 1,000 users have tested the service. The service will be further tested and improved in 2020.
Other products are being developed that will sit alongside Get Help to Retrain, collectively making up the full National Retraining Scheme service.
In the spring of 2019, a consultation was held on proposals for a mandatory register of children not attending state or registered independent schools to help local authorities carry out their responsibilities in relation to children not in school.
Almost 5000 responses were received to the consultation which closed in June 2019. They have now been considered and a formal government response document setting out next steps will be issued in due course.
The government is committed to carrying out the SEND review, first announced on 6 September 2019. In announcing that we are reviewing the system of support for children with special educational needs and disabilties, we acknowledged the challenges the system faces. We are committed to setting out plans to tackle these issues and build on our 2014 reforms which gave vital support to more children.
The review is ongoing and we will provide an update in due course. It is right that we take the time to consider how best to ensure support in different local areas is consistent, joined up across health, care and education services, and that high-quality health and education support is available across the country.
DFID and the Ministry of Defence already work closely together deploying ships to respond to humanitarian emergencies. For example, following Hurricane Dorian in the Bahamas last September, RFA Mounts Bay played a critical role in the UK response.
The integrated review is the deepest review of the UK’s foreign, defence, security and development policy since the end of the Cold War.
It will establish the strategic aims for our national security and foreign policy, determining the capabilities and structural reforms needed to meet those aims and how we will work with international partners and organisations to promote the UK’s interests around the world.
No decision has been made on the construction or operation of a UK hospital ship, and we will continue to ensure that UKaid is deployed in a way that maximises value for money for development and the UK taxpayer.
Minister of State (Foreign, Commonwealth and Development Office)
DFID and the Ministry of Defence already work closely together to respond to humanitarian emergencies including using ships for relief efforts. For example, following Hurricane Dorian in the Bahamas last September, RFA Mounts Bay played a critical role in the UK response.
As set out in the UK Humanitarian Reform Plan, the UK Government is committed ensuring a bigger, better, faster response capability which is able to respond to a range of different natural disasters.
No decision has been made on the construction or operation of a UK hospital ship, and we will continue to ensure that UKaid is deployed in a way that maximises value for money for development and the UK taxpayer.
Minister of State (Foreign, Commonwealth and Development Office)
Access to Work applications are made by employees or self-employed individuals. The scheme provides grants to fund support for those individuals. Table 8 of the Access to Work Official Statistics includes the number of people who received Access to Work provision from 2009/10 to 2021/22 by region.
The latest Access to Work statistics can be found here:
Parliamentary Under-Secretary (Department for Work and Pensions)
DWP regularly attends Access to Work national stakeholder forums with charities and disabled people’s organisations from across England, Scotland and Wales to discuss Access to Work.
Parliamentary Under-Secretary (Department for Work and Pensions)
The information requested about the number of disabled people who have secured jobs through Access to Work is not available. Access to Work does not provide support to find jobs. It is a grant that provides individuals with funding for support and adaptations beyond reasonable adjustments to retain employment. To receive Access to Work support, applicants must be employed, self-employed, about to start work, participating in a supported internship/traineeship, taking part in work experience/work trial, or require communication support at interview.
Information on how many individuals receive Access to Work support is in table 6 of the Access to Work Official Statistics.
The latest Access to Work statistics can be found here:
Access to Work statistics - GOV.UK (www.gov.uk).
Parliamentary Under-Secretary (Department for Work and Pensions)
The information requested on the number of people who have found work through the Access to Work scheme is not available. Access to Work does not provide support to find jobs. It is a grant that provides individuals with funding for support and adaptations beyond reasonable adjustments to retain employment. To receive Access to Work support, applicants must be employed, self-employed, about to start work, participating in a supported internship/traineeship, taking part in work experience/work trial, or require communication support at interview.
Parliamentary Under-Secretary (Department for Work and Pensions)
Disabled people work across all industries and sectors but are relatively more likely (42.6%), compared to non-disabled (35.4%) people, to work in the health, retail and education sectors1. Disabled workers are less likely to be working in the private sector than non-disabled workers and consequently more likely to be working in the public sector (26.5% of disabled workers in the public sector and 23.1% of non-disabled workers in the public sector).
Employers within the Disability Confident scheme provide employment opportunities, including for disabled people, across a wide range of industry sectors. When signing up to the scheme employers must commit to 5 actions and at least 1 activity that will make a positive difference to the employment of disabled people. The Disability Confident scheme supports employers to make the most of the talents disabled people can bring to the workplace. It provides employers with the knowledge, skills, and confidence they need to attract, recruit, retain and develop disabled people in the workplace. DWP also works with sector facing Departments across Government to identify the particular barriers faced by jobseekers, including those with a disability, and consider what Government and industry can do together to remove these barriers, in order to help people into work at a time of record vacancies.
1 Source: Annual Population Survey 2020/21
Throughout these unprecedented times, the DWP Disability Confident (DC) Team has continued to work collaboratively with DC Leader organisations on a series of webinars (26 to date), covering topics, such as: Virtual Hiring, Recruitment and Retention, Mental Health in the Workplace and Workplace Adjustments.
The DC Team has delivered employer focused online events (11), entitled ‘A little less conversation, A little more action’ with DWP Work and Health Programme Providers and DC Leaders with the aim of encouraging employers to attract, recruit and retain disabled people.
The team has actively supported MPs to sign up to the scheme and has delivered employer focused events (8) in local constituencies to encourage sign-up to DC and have also co-facilitated a number of external events with other organisations, including national conferences to raise the profile of disability employment.
The DC Team has delivered an inaugural DC Awards ceremony (December 2021) in collaboration with the Business Disability Forum awarding employers from across the UK, who had actively encouraged the employment of disabled people.
Colleagues across Jobcentre Plus work on a daily basis with employers at both a national and local level and through these relationships secure support for our customers. This includes securing commitments to recruit disabled people and demonstrating this by joining the Disability Confident Scheme. This is done through both discussions with individual employers and also through local employer events
Chloe Smith MP is the Minister of State for Disabled People, Health and Work. Her portfolio includes responsibility for supporting disabled people to get into and remain in work, to close the disability employment gap.
We do not hold details on the overall number of staff engaged across the broad range of initiatives that are contributing to closing the disability employment gap. Staff from across the DWP who are responsible for supporting disabled people into work include Disability Employment Advisers (DEAs) and Disability Employment Adviser Leaders (DEALs), Work Coaches, and National Employer Partnership Team. From April 2021, DWP began increasing the number of DEAs to 1,000 and DEALs to 115 across Great Britain. By January 2022 DEA numbers had increased to almost 900, nearly double the number in place a year earlier; and over 100 DEA leaders.
We recently announced that we are providing £1.3bn over the SR21 period for employment support for disabled people and/or people with health conditions, including to encourage business and industry to employ disabled people. This funds a range of initiatives, for example extending contracted employment support programmes, expanding employment support in NHS Improving Access to Psychological Therapy services across England, and continued support for the Disability Confident employers scheme.
The programme includes funding for Access to Work, a demand-led, discretionary grant to de-risk the recruitment and retention of disabled people for employers. It provides practical and financial support for the disability related extra costs of working that disabled people may face which are beyond standard reasonable adjustments. The grant can provide up to £62,900 worth of flexible, personalised support per person per year. The 21/22 budget for Access to Work grant expenditure is £151.9m.
The Department for Work and Pensions currently has 46 Armed Forces Champions in place, including at least one in each of the 37 Jobcentre Plus Districts.
Our top priority during the pandemic has been to focus on processing claims and paying people quickly, while supporting all those using Jobcentre Plus services. As a result, the planned additional recruitment to increase the number of Armed Forces Champions was paused. Planning for 2020/21 is underway.
The DWP is proud to continue to provide vital and significant support services for veterans which recognises their particular needs and circumstance. During this pandemic the Department has announced it is recruiting 13,500 more Jobcentre Plus Work Coaches to boost its frontline. Every Work coach is trained on how to provide tailored and personalised support to members of the Armed Forces Community and their families, working in partnership with their district Armed Forces Champion where necessary. In those areas where there are particularly high levels of demand, for example garrison towns, this will form a significant part of the work done in individual Jobcentres.
Veterans are also supported in a number of other ways, for example, they are given early voluntary entry to the Work and Health Programme, and using Service Medical Board evidence where we can a severely disabled person does not have to undergo additional examinations for Employment and Support Allowance and Universal Credit purposes. We are also able to signpost veterans to other organisations for further support where appropriate.
Meanwhile, the department is a supporter of the Armed Forces Covenant which helps ensure members of the armed forces community have access to government support in a number of areas, including:
- Starting a new career
- Access to healthcare
- Education and family well-being
- Having a home
- Financial assistance
- Discounted services, including travel
The Department for Work and Pensions currently has 46 Armed Forces Champions in place, including at least one in each of the 37 Jobcentre Plus Districts.
Our top priority during the pandemic has been to focus on processing claims and paying people quickly, while supporting all those using Jobcentre Plus services. As a result, the planned additional recruitment to increase the number of Armed Forces Champions was paused. Planning for 2020/21 is underway.
The DWP is proud to continue to provide vital and significant support services for veterans which recognises their particular needs and circumstance. During this pandemic the Department has announced it is recruiting 13,500 more Jobcentre Plus Work Coaches to boost its frontline. Every Work coach is trained on how to provide tailored and personalised support to members of the Armed Forces Community and their families, working in partnership with their district Armed Forces Champion where necessary. In those areas where there are particularly high levels of demand, for example garrison towns, this will form a significant part of the work done in individual Jobcentres.
Veterans are also supported in a number of other ways, for example, they are given early voluntary entry to the Work and Health Programme, and using Service Medical Board evidence where we can a severely disabled person does not have to undergo additional examinations for Employment and Support Allowance and Universal Credit purposes. We are also able to signpost veterans to other organisations for further support where appropriate.
Meanwhile, the department is a supporter of the Armed Forces Covenant which helps ensure members of the armed forces community have access to government support in a number of areas, including:
- Starting a new career
- Access to healthcare
- Education and family well-being
- Having a home
- Financial assistance
- Discounted services, including travel
There are currently no plans to introduce mandatory targets for the reduction of the number of autistic people who are detained in mental health hospitals. Where admission to hospital is needed, it must be therapeutic, least restrictive and for the shortest time possible.
The NHS Long Term Plan is committed to achieving a 50% net reduction in the number of autistic people and people with a learning disability who are inpatients in mental health hospitals by end of March 2024. This objective is inclusive of autistic inpatients who are not diagnosed with a learning disability.
Parliamentary Under-Secretary (Department of Health and Social Care)
Integrated care systems are designed to join-up the commissioning of health, social care services and other system partners to meet the population health needs. These needs are assessed in the data-driven joint strategic needs assessments (JSNAs), prepared by Health and Wellbeing Boards. Government guidance on the preparation of JSNAs states that they should include the needs of children with disabilities and special educational needs and disabilities (SEND) within these assessments. Integrated care boards and local authorities must have regard to these assessments when carrying out their functions, including commissioning.
Parliamentary Under-Secretary (Department of Health and Social Care)
The Government’s approach to the recommendations from the Independent Review of Children’s Social Care will be published early this year. Our 2019 manifesto committed to review the children’s social care system, to provide better outcomes for children. Last year, three reviews were published, including The Independent Review of Children’s Social Care. We are committed to providing a rapid response to these reviews early this year so we can make the urgent progress that children need.
Parliamentary Under-Secretary (Department of Health and Social Care)
Integrated care systems are designed to join-up the commissioning of health, social care services and other system partners to meet the population health needs. These needs are assessed in the data-driven joint strategic needs assessments (JSNAs), prepared by Health and Wellbeing Boards. Government guidance on the preparation of JSNAs states that they should include the needs of children with disabilities and special educational needs and disabilities (SEND) within these assessments.
Integrated care partnerships (ICPs) must set out how local authorities and integrated care board (ICBs) can meet these assessed needs in integrated care strategies. Statutory guidance states that these strategies should consider the health and wellbeing outcomes of babies, children, young people and families and they should include a statement on how the arrangement of health and social care services can be closely arranged with health-related services such as education providers.
Furthermore, to ensure SEND duties receive sufficient focus in the ICB, NHS England statutory guidance will contain provision for the delegation of responsibility for these duties to ICB executive leads.
Parliamentary Under-Secretary (Department of Health and Social Care)
Integrated care systems are designed to join-up the commissioning of health, social care services and other system partners to meet the population health needs. These needs are assessed in the data-driven joint strategic needs assessments (JSNAs), prepared by Health and Wellbeing Boards. Government guidance on the preparation of JSNAs states that they should include the needs of children with disabilities and special educational needs and disabilities (SEND) within these assessments.
Integrated care partnerships (ICPs) must set out how local authorities and integrated care board (ICBs) can meet these assessed needs in integrated care strategies. Statutory guidance states that these strategies should consider the health and wellbeing outcomes of babies, children, young people and families and they should include a statement on how the arrangement of health and social care services can be closely arranged with health-related services such as education providers.
Furthermore, to ensure SEND duties receive sufficient focus in the ICB, NHS England statutory guidance will contain provision for the delegation of responsibility for these duties to ICB executive leads.
Parliamentary Under-Secretary (Department of Health and Social Care)
The Government paused its Integrated Review of Security, Defence, Development and Foreign Policy in April due to the pressing need to focus on COVID-19. We have formally recommenced the Review, building on the work done since February. We will engage with Parliament, the Devolved Administrations, external experts and wider stakeholders with an interest in our nation's security and prosperity. This includes our allies and partners, building on our ongoing dialogue on COVID-19 response and recovery. The Integrated Review will remain closely aligned with the Spending Review, to ensure that departments are equipped with the resources they need to enact the review's conclusions. An announcement on the Spending Review will be made in due course.
Minister of State (Foreign, Commonwealth and Development Office)
The Prime Minister will lead the Integrated Review, which will report into the National Security Council, with support from a cross-Whitehall team in Cabinet Office and a small team in Downing Street. This is a whole-of-government effort with colleagues from all Government departments contributing.
Minister of State (Foreign, Commonwealth and Development Office)
UASC hotels are temporary accommodation that provide safeguarding for a child until they are ready to be transferred through the National Transfer Scheme (NTS) from an entry local authority to another local authority in the UK for ongoing care and support.
We take the safety of those in our care seriously. We have robust safeguarding procedures in place to ensure all young people in emergency interim hotels are safe and supported as we seek urgent placements with a local authority.
The data requested cannot be provided as it comes from live operational databases that have not been quality assured.
The most recent published data can be found at Asylum and resettlement datasets - GOV.UK (www.gov.uk).
Although the Home Office would record that an Unaccompanied Asylum Seeking Child (UASC) who’s gone missing from a UASC Hotel was arrested when they were found, we aren’t always notified of the full circumstances in which a UASC is found, and therefore we would not be able to provide details for this request.
UASC hotels are temporary accommodation that provide safeguarding for a child until they are ready to be transferred through the National Transfer Scheme (NTS) from an entry local authority to another local authority in the UK for ongoing care and support.
We take the safety of those in our care seriously. We have robust safeguarding procedures in place to ensure all young people in emergency interim hotels are safe and supported as we seek urgent placements with a local authority.
The data requested cannot be provided as it comes from live operational databases that have not been quality assured.
The most recent published data can be found at Asylum and resettlement datasets - GOV.UK (www.gov.uk).
Although the Home Office would record that an Unaccompanied Asylum Seeking Child (UASC) who’s gone missing from a UASC Hotel was arrested when they were found, we aren’t always notified of the full circumstances in which a UASC is found, and therefore we would not be able to provide details for this request.
UASC hotels are temporary accommodation that provide safeguarding for a child until they are ready to be transferred through the National Transfer Scheme (NTS) from an entry local authority to another local authority in the UK for ongoing care and support.
We take the safety of those in our care seriously. We have robust safeguarding procedures in place to ensure all young people in emergency interim hotels are safe and supported as we seek urgent placements with a local authority.
The data requested cannot be provided as it comes from live operational databases that have not been quality assured.
The most recent published data can be found at Asylum and resettlement datasets - GOV.UK (www.gov.uk).
Although the Home Office would record that an Unaccompanied Asylum Seeking Child (UASC) who’s gone missing from a UASC Hotel was arrested when they were found, we aren’t always notified of the full circumstances in which a UASC is found, and therefore we would not be able to provide details for this request.
We expect local authorities to meet their statutory obligations to children from the date they arrive in the UK. The best place for these young people is and will remain within a local authority care placement.
The Home Office is not currently in the position of corporate parent to any unaccompanied child.
There is nothing in the Illegal Migration Bill which changes this position.
It will continue to be for the local authority where an unaccompanied child is located to consider its duties under the Children Act 1989.
Any legal advice received by the Home Office is subject to legal professional privilege and, as such, we do not comment on legal advice that may or may not have been sought or received.
When considering whether to accommodate Unaccompanied Asylum Seeking Children (UASC) in Home Office operated hotels, advice and guidance was sought from organisations with expertise and experience with young people. These included the Department for Education, the Home Office Safeguarding Advice and Children’s Champion and local authorities.
This information was used to develop the processes and procedures to ensure the safety of the young people accommodated in the hotels.
Safeguarding is a key consideration when identifying potential hotels for temporary use. The Home Office undertake hotel specific risk assessments before contracting any site.
The Home Office takes the wellbeing, welfare and security of children and minors in our care extremely seriously. Robust safeguarding procedures are in place to ensure all children and minors are safe and supported as we seek urgent placements with local authorities.
We continue to consult multi-agency partners and subject matter experts to ensure our processes and procedures are robust and evolve as new trends or risks emerge.
Any legal advice received by the Home Office is subject to legal professional privilege and, as such, we do not comment on legal advice that may or may not have been sought or received.
When considering whether to accommodate Unaccompanied Asylum Seeking Children (UASC) in Home Office operated hotels, advice and guidance was sought from organisations with expertise and experience with young people. These included the Department for Education, the Home Office Safeguarding Advice and Children’s Champion and local authorities.
This information was used to develop the processes and procedures to ensure the safety of the young people accommodated in the hotels.
Safeguarding is a key consideration when identifying potential hotels for temporary use. The Home Office undertake hotel specific risk assessments before contracting any site.
The Home Office takes the wellbeing, welfare and security of children and minors in our care extremely seriously. Robust safeguarding procedures are in place to ensure all children and minors are safe and supported as we seek urgent placements with local authorities.
We continue to consult multi-agency partners and subject matter experts to ensure our processes and procedures are robust and evolve as new trends or risks emerge.
The Home Office takes the wellbeing, welfare and security of children and minors in our care extremely seriously. Robust safeguarding procedures are in place to ensure all children and minors are safe and supported as we seek urgent placements with local authorities.
As of 28.02.23 there were 410 missing episodes and on 224 of these occasions the young person was subsequently located.
The Government highly values the service of all members of HM Forces, including Commonwealth nationals.
It is for these reasons we explicitly provide for non-UK veterans discharged from HM Forces to obtain settlement in the UK after having served for four years or more or having been discharged for medical reasons due to their service.
The Ministry of Defence make clear to foreign and Commonwealth recruits into the Forces the process by which they and their families can attain settlement in the UK and the costs involved.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The Government highly values the service of all members of HM Forces, including Commonwealth nationals.
It is for these reasons we explicitly provide for non-UK veterans discharged from HM Forces to obtain settlement in the UK after having served for four years or more or having been discharged for medical reasons due to their service.
The Ministry of Defence make clear to foreign and Commonwealth recruits into the Forces the process by which they and their families can attain settlement in the UK and the costs involved.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The UK Biological Security Strategy Governance Board was set up in October 2018. The Governance Board is supported and informed by the UK Biological Security Strategy Working Group.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The UK Biological Security Strategy Governance Board first met in December 2018. The Governance Board is supported and informed by the UK Biological Security Strategy Working Group.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The UK Biological Security Strategy Governance Board has not directly met the Security Minister but has been briefed on the work of the Biological Security Strategy.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The Ministry of Defence’s representation on the Biological Security Strategy Governance Board consists of either one or two representatives, depending on the meeting agenda. This has not changed since 2018.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The Governance Board has not met with the Secretary of State for Defence.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The Home Office does not maintain central records of an individual’s military career history. Providing the information requested would therefore require a manual check of individual records which could only be done at disproportionate cost.
The Home Office publishes data on returns from the UK in the ‘Immigration Statistics Quarterly Release’ (https://www.gov.uk/government/collections/immigration-statistics-quarterly-release). Data on the number of returns, by year, nationality and type of return are published in table Ret_D01 (https://www.gov.uk/government/statistical-data-sets/returns-and-detention-datasets) within the returns detailed dataset.
The term 'deportations' refers to a legally-defined subset of returns which are enforced either following a criminal conviction or when it is judged that a person’s removal from the UK is conducive to the public good. Information on those deported is not separately available and therefore the published statistics refer to all enforced returns.
Additionally, the Home Office publishes a high-level overview of the data in the ‘Summary tables’, available from the above link. The ‘contents’ sheet contains an overview of all available data on returns. The latest data relates to the year ending March 2020.
Information on future Home Office statistical release dates can be found in the ‘Research and statistics calendar’ (https://www.gov.uk/search/research-and-statistics?content_store_document_type=upcoming_statistics&organisations%5B%5D=home-office&order=release-date-oldest).
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The main focus over the last twelve months has been to develop the governance structures and cross-government biological security community. There are already processes in place for sharing information between departments. Enhancements to data sharing will be one of many areas that will likely be considered by the Biological Security Strategy Governance Board after the COVID-19 response.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The main focus over the last twelve months has been to develop the governance structures and cross-government biological security community. There are already processes in place for sharing information between departments. Enhancements to data sharing will be one of many areas that will likely be considered by the Biological Security Strategy Governance Board after the COVID-19 response.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
The main focus over the last twelve months has been to develop the governance structures and cross-government biological security community. There are already processes in place for sharing information between departments. Enhancements to data sharing will be one of many areas that will likely be considered by the Biological Security Strategy Governance Board after the COVID-19 response.
Captain of the Honourable Corps of Gentlemen-at-Arms (HM Household) (Chief Whip, House of Lords)
Between 1 December 2020 and 12 January 2021 one member of the UK Armed Forces has been injured whilst deployed as part of the Long Range Reconnaissance Group, Mali. This was an accidental injury inside the camp and not involving operational activity.
No UK Service personnel have died during this time.
The UK supports two separate and distinct operations in Mali. We provide support to Operation BARKHANE, the French counter-terrorism operation, and MINUSMA, the UN peacekeeping mission to Mali.
UK forces deployed to MINUSMA have access to a range of UN air assets which enable movement and logistics operations. At present, there are no Royal Air Force assets assigned to MINUSMA. A small number of RAF personnel are embedded within the UK's MINUSMA deployment.
Three Royal Air Force Chinook helicopters are deployed to Mali in support of Operation BARKHANE.
No incidents of civilian deaths have occurred in Mali that have involved British soldiers.
The Ministry of Defence has made it absolutely clear there is no place for unacceptable behaviour in the Armed Forces. We recognise the great courage it takes to come forward and report a sexual offence and Commanding Officers must always refer any allegation of rape and sexual assault, or any other offence which may have a sexual element, to the Service Police. All allegations are thoroughly investigated, and support provided to victims.
Anyone found to fall short of the Services’ high standards or to have committed an offence is dealt with appropriately, which may include imprisonment and dismissal from service.
Starting from 2016, Defence has published an annual Official Statistic on Sexual Offending in the Service Justice System, currently covering the years 2015 to 2019: https://www.gov.uk/government/collections/sexual-offences-in-the-service-justice-system
Information for 2020 is due to be published in spring 2021. The following table provides a summary of those statistics, covering all sexual offending in the Service Justice System:
Year | No. of Individuals Court Martialled (Sexual Offences) | No. of Defendants Not Guilty | No. of Defendants Guilty |
2019 | 59 | 42 | 17 |
2018 | 55 | 33 | 21 |
2017 | 80 | 57 | 29 |
2016 | 51 | 31 | 22 |
2015 | 51 | 24 | 21 |
Table notes: Sexual offences as defined within sections 1 to 3, 5 to 15A, 16 to 25, 66 and 67 of the Sexual Offences Act 2003 (or its historical equivalent) and section 15 of the Sexual Offences Act 1956.
The total number of individuals Court Martialled for sexual offences will not always equal the sum of the guilty and not guilty in each year as some cases were discontinued. Also, some defendants faced more than one charge and each of these charges will have a guilty/not guilty count in the corresponding column, resulting in more verdicts than defendants in some cases.
Comparable information for the years 2010 to 2014 has not been published as an Official Statistic, but information held by the Service Police covering rape and sexual assault cases and convictions in the Military Court Service between 2010 – 2013 has been published in answer to a Parliamentary Question:
https://publications.parliament.uk/pa/cm201314/cmhansrd/cm140407/text/140407w0003.htm
Planning continues for the 2021 Carrier Strike Group deployment and a statement will be made to Parliament in due course. What we can say for now is that this deployment - which will of course include working alongside and engaging with partners and allies (including NATO) - will be a demonstration of the professionalism and capability of our people, our ships and our aircraft. The deployment will also provide support to the UK's wider diplomatic and trade efforts.
The Department does not issue eviction notices; these are issued and enforced by a court. The Department issues Notices to Vacate (NTV) in the following circumstances:
Service personnel to coincide with the final day of Service, or when their entitlement ceases due to personal circumstances.
Civilian sub-let tenants prior to the termination of their occupancy.
The annual number of NTV and enforcement actions required to regain possession from Service personnel/former Service personnel in Financial Year 2015 - 2019 was as follows:
(No centralised records were kept on the number of NTV and enforcement actions required to regain possession from Service personnel in Service Families Accommodation prior to 1 April 2015).
Period of time | Number of NTV issued | Number of enforcement actions |
1 April 2015 - 31 March 2016 | 2,330 | 114 |
1 April 2016 - 31 March 2017 | 2,108 | 43 |
1 April 2017 - 31 March 2018 | 2,264 | 58 |
1 April 2018 - 31 March 2019 | 2,558 | 51 |
1 April 2019 - 31 December 2019 | 1,611 | 37 |
The monthly number of NTV and enforcement actions required to regain possession from Service personnel/former Service personnel since January 2020 was as follows:
Period of time | Number of NTV issued | Number of enforcement actions |
January 2020 | 166 | 1 |
February 2020 | 105 | 1 |
March 2020 | 110 | 1 |
April – September 2020 | 0 | 1 |
The annual number of NTV and and enforcement actions required to regain possession from civilian sub-let tenants from Financial Year 2016 - 2019:
(The civilian sub-let programme started in 2016, and as such is reflected in the table below)
Period of time | Number of NTV issued | Number of enforcement actions |
1 January 2016 - 31 December 2016 | 0 | 0 |
1 January 2017 - 31 December 2017 | 1 | 0 |
1 January 2018 - 31 December 2018 | 0 | 0 |
1 January 2019 - 31 December 2019 | 8 | 3 |
The monthly number of NTV issued to civilian sub-let tenants since January 2019:
January 2020 | February 2020 | March - August 2020 | September 2020 |
|
|
0 | 4 | 0 | 367 |
|
|
There are currently 739 Armed Forces personal at high readiness, or otherwise committed to supporting the national COVID response. Approximately 7,000 personnel will shortly be brought to readiness ahead of the Winter period.
Recruitment of Commonwealth citizens has never stopped. Prior to the COVID-19 Pandemic, both the Army and the Royal Air Force (RAF) had received large numbers of applications from Commonwealth citizens. The Army therefore stopped accepting new applications in September 2019 and the RAF stopped accepting applications from outside the UK in November 2019. The Royal Navy (RN)/Royal Marines (RM) has continued to accept new applications.
When the COVID-19 restrictions were implemented in March 2020, the RN/RM and RAF continued with the selection and initial training of all applicants who were already in the UK, including those from the Commonwealth. For those applicants based outside the UK, they continued to be proactively managed virtually, but their applications and the recruitment process could not be completed until candidates were once again able to fly to the UK and could meet any COVID-19 restrictions placed on their entry, such as quarantine measures.
The Army temporarily paused all face-to-face selection until June and all Basic Training until May, but applicants continued to be managed and nurtured. Since selection and training has resumed, the Army has continued to process those applicants already in the UK, and those who had applied prior to September 2019. The Army continues to have enough applications from Commonwealth citizens to meet demand for the current Recruiting Year, and will not therefore be accepting new applications, other than for the Royal Corps of Music.
The information requested is not held centrally and could be provided only at disproportionate cost.
The Ministry of Defence publishes spend over £25,000 on a monthly basis as part of its transparency data routine publication which is accessible at the link below:
https://www.gov.uk/government/collections/mod-finance-transparency-dataset
Additionally, the Ministry of Defence publishes annual accounts. The latest of which can be found at the link below:
https://www.gov.uk/government/collections/mod-annual-reports
No Secretary of State for Defence was asked to give evidence to the Intelligence and Security Committee's inquiry into Russia, however Defence officials did give evidence.
The Integrated Review will cover all aspects of international policy from defence to diplomacy and development. Visits to Government locations, including Armed Forces bases, will be included when helpful for the conduct of the review, as they are for normal Government working. These visits are arranged on a case by case basis with the relevant Departments.
Details of compensation paid (by year) as a result of employment tribunals brought against the Ministry of Defence for racial discrimination by serving and former Service personnel is provided below.
Year Claim Brought | Amount Paid £ |
2010 | 21,000 |
2011 | 16,500 |
2012 | 0 |
2013 | 0 |
2014 | 142,000 |
2015 | 0 |
Total | 179,500 |
In June Zero (0) Weapon Release Events were recorded from Remotely Piloted Air Systems against Daesh targets. The Ministry of Defence regularly releases statistics on UK air activity under Op SHADER on the gov.uk website.
The Ministry of Defence (MOD) recognises that unacceptable behaviour, including racism, still occurs. We are committed to eradicate this, and have a zero-tolerance approach. Defence, does not yet represent society and it is essential that we work towards this. We recognise that the pace of change needs to quicken and are renewing our ambition at the highest levels of the Department. We aim to eliminate discrimination and improve diversity throughout Defence as enshrined in our 2018-2030 Diversity and Inclusion (D&I) Strategy .
Legal advice has interpreted the terms “racial discrimination cases” and “discrimination cases involving racism” to refer to Employment Tribunals (ETs). The attached tables show the number of ETs brought against the MOD by military personnel in each year from 2010 to-date, and the breakdown of compensation paid in each year from 2016-2020 as a result of racial discrimination ETs.
All MOD personnel (civilian and military) are required to complete mandatory D&I Training courses. In addition, those trained as D&I Advisers and Practitioners provide impartial advice and support to personnel who encounter discrimination, bullying and harassment. This is supplemented by Speak Safe Volunteers, trained independent bullying, harassment & discrimination advisers who enable individuals to understand their situation and make informed decisions. An Active Bystander training course has also been designed to equip personnel with the skills to effectively challenge unacceptable behaviour.
The Chief of Defence People, Lieutenant General James Swift, has been appointed the Senior Responsible Owner for culture and behaviours in the Ministry of Defence (MOD).
The MOD remains committed to implementing the recommendations of the Wigston Review. We have set up the Wigston Review Implementation Team to drive this forward in the short term. Decisions about the Defence Authority will be taken in due course following agreement on proposals to reform the Service Complaints system, some of which may require legislative change.
The Chief of Defence People, Lieutenant General James Swift, has been appointed the Senior Responsible Owner for culture and behaviours in the Ministry of Defence (MOD).
The MOD remains committed to implementing the recommendations of the Wigston Review. We have set up the Wigston Review Implementation Team to drive this forward in the short term. Decisions about the Defence Authority will be taken in due course following agreement on proposals to reform the Service Complaints system, some of which may require legislative change.
The Department is currently in the process of refining proposals for the new Service Complaints system.
The independent study into the overrepresentation of minority groups in the Service Complaints system has yet to conclude, therefore we are unable to commission targeted training at this current stage. However, the Ministry of Defence (MOD) is conducting a comprehensive review of all relevant training to ensure Diversity and Inclusion principles are included and up to date, reflecting the Wigston Review findings.
The MOD ensures all Service personnel and civil servants receive regular and mandatory Diversity and Inclusion training, and each Service has their own initiatives aimed at their personnel. Collectively, the Department has recently designed a three strand approach to Active Bystander training: new entrants to Defence and those on career progression courses will receive Active Bystander principles in their training; Delivering Active Bystander training on establishments at regular intervals; and creating an accessible online training Active Bystander product.
I refer the Noble Lord to the reply given by my hon. Friend, the Minister for Defence Procurement (Jeremy Quin), in the House of Commons on 22 June 2020 to the hon. Members for Cambridge (Daniel Zeichner), Newport West (Ruth Jones), Glasgow South (Stewart Malcom McDonald), Caithness, Sutherland and Easter Ross (Jamie Stone) and Portsmouth South (Stephen Morgan) in response to Question numbers 60776, 60864, 60814, 60482, 60852 and 60853 respectively.
Defence has been working hard to achieve a more diverse workforce. However, progress in terms of the representative rates of our people – both military and civilian – has been too slow. It is clear there is still much further to go if we are to successfully attract and retain diverse talent both now and in the future. That is why we are renewing our levels of ambition at the highest levels in Defence as we work to fulfil the key objective in our 2018-2030 Diversity and Inclusion Strategy to eliminate discrimination and improve diversity throughout Defence.
Since 2015 the Ministry of Defence (MOD) has been working towards a target for 10% of recruits into the Armed Forces to be from a Black, Asian or Minority Ethnic (BAME) background by April 2020, rising to 20% thereafter. These are challenging targets demonstrating the importance Defence places on having Armed Forces reflecting the society they serve. I am pleased to confirm the latest statistics show we have now exceeded the initial intake target as 11.7% of recruits were Black, Asian or from an ethnic minority in the 12 months to 31 March 2020. While this is an improvement, there is further long-term progress to be made and sustained. Ongoing work to improve all aspects of diversity in MOD continues, includes better understanding and greater engagement with the communities the Armed Forces want to recruit from; reviewing recruitment processes; and better targeting marketing and communications.
As at 1 April 2020, the numbers of UK Regular full-time Service personnel who had declared their ethnicity as BAME and were serving at NATO Rank OF-6 or above (Brigadier and equivalent) were five or fewer in each Service. In addition, fewer than five Senior Civil Servants employed in each Command had declared their ethnicity as BAME. In line with standard statistical disclosure methodology, the percentages associated with these figures have been suppressed to ensure individuals are not inadvertently identified.
The Ministry of Defence (MOD) publishes biannual statistics on diversity declarations for Armed Forces personnel and MOD civilian staff. The latest editions can be found at the following links:
https://www.gov.uk/government/collections/uk-armed-forces-biannual-diversity-statistics-index
https://www.gov.uk/government/statistics/mod-diversity-dashboard-2020
The Ministry of Defence (MOD) recognises that unacceptable behaviour, including racism, still occurs. We are committed to eradicate this, and have a zero-tolerance approach. Defence, does not yet represent society and it is essential that we work towards this. We recognise that the pace of change needs to quicken and are renewing our ambition at the highest levels of the Department. We aim to eliminate discrimination and improve diversity throughout Defence as enshrined in our 2018-2030 Diversity and Inclusion (D&I) Strategy .
Legal advice has interpreted the terms “racial discrimination cases” and “discrimination cases involving racism” to refer to Employment Tribunals (ETs). The attached tables show the number of ETs brought against the MOD by military personnel in each year from 2010 to-date, and the breakdown of compensation paid in each year from 2016-2020 as a result of racial discrimination ETs.
All MOD personnel (civilian and military) are required to complete mandatory D&I Training courses. In addition, those trained as D&I Advisers and Practitioners provide impartial advice and support to personnel who encounter discrimination, bullying and harassment. This is supplemented by Speak Safe Volunteers, trained independent bullying, harassment & discrimination advisers who enable individuals to understand their situation and make informed decisions. An Active Bystander training course has also been designed to equip personnel with the skills to effectively challenge unacceptable behaviour.
Defence has been working hard to achieve a more diverse workforce. However, progress in terms of the representative rates of our people – both military and civilian – has been too slow. It is clear there is still much further to go if we are to successfully attract and retain diverse talent both now and in the future. That is why we are renewing our levels of ambition at the highest levels in Defence as we work to fulfil the key objective in our 2018-2030 Diversity and Inclusion Strategy to eliminate discrimination and improve diversity throughout Defence.
Since 2015 the Ministry of Defence (MOD) has been working towards a target for 10% of recruits into the Armed Forces to be from a Black, Asian or Minority Ethnic (BAME) background by April 2020, rising to 20% thereafter. These are challenging targets demonstrating the importance Defence places on having Armed Forces reflecting the society they serve. I am pleased to confirm the latest statistics show we have now exceeded the initial intake target as 11.7% of recruits were Black, Asian or from an ethnic minority in the 12 months to 31 March 2020. While this is an improvement, there is further long-term progress to be made and sustained. Ongoing work to improve all aspects of diversity in MOD continues, includes better understanding and greater engagement with the communities the Armed Forces want to recruit from; reviewing recruitment processes; and better targeting marketing and communications.
As at 1 April 2020, the numbers of UK Regular full-time Service personnel who had declared their ethnicity as BAME and were serving at NATO Rank OF-6 or above (Brigadier and equivalent) were five or fewer in each Service. In addition, fewer than five Senior Civil Servants employed in each Command had declared their ethnicity as BAME. In line with standard statistical disclosure methodology, the percentages associated with these figures have been suppressed to ensure individuals are not inadvertently identified.
The Ministry of Defence (MOD) publishes biannual statistics on diversity declarations for Armed Forces personnel and MOD civilian staff. The latest editions can be found at the following links:
https://www.gov.uk/government/collections/uk-armed-forces-biannual-diversity-statistics-index
https://www.gov.uk/government/statistics/mod-diversity-dashboard-2020
Officials have identified a preferred set of researchers and are currently undertaking the necessary commercial process to conduct an independent study into why there appears to be overrepresentation of Black, Asian, and Minority Ethnic (BAME) personnel in the Service complaints system.
The Government is currently considering the Armed Forces’ Pay Review Body’s (AFPRB) recommendations, taking into account the need to recruit, retain, and motivate personnel, as well as the long-term affordability of the Armed Forces. Once a decision has been reached, any pay rises will be backdated to 1 April 2020.
The following number of Ministry of Defence officials were members of the Counter Proliferation & Arms Control Centre in 2018, 2019 and 2020.
2018: 9
2019: 10
2020: 10
This year, United Kingdom Armed Forces have recorded the following numbers of weapon release events from Reaper remotely piloted aircraft against Daesh targets:
January - 0
February - 0
March - 0
April - 1
May - 6
As a Trading Fund (up to 31 March 2017) or Executive Agency (from 1 April 2017) of the Ministry of Defence (MOD), Dstl is funded principally by revenue from customers rather than direct Government funding. Since 1 April 2017 capital expenditure only has been funded directly from MOD budget allocation. Previously as a Trading Fund, capital expenditure was funded from accumulated cash reserves, and was therefore deemed to be funded from within operating income (turnover).
For the year ended 31 March 2020 the accounts are yet to be audited and are currently scheduled to be laid before Parliament in September 2020.
Summary figures to the nearest £million are:
Year Ended | Operating Income £m | Capital Funding £m |
31-3-2016 | 610 | n/a – funded from income |
31-3-2017 | 585 | n/a – funded from income |
31-3-2018 | 542 | 57 |
31-3-2019 | 626 | 63 |
31-3-2020 | 686 (budget) | 71 (budget) |
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Full details of Dstl’s total funding, principal customers and amounts spent externally via third parties are available from the Agency’s published Annual Report and Accounts for all financial years up to 31 March 2019, available in the House of Commons library and at the following links:
2015/16 - HC 36
2016/17 - HC 83
2017/18-HC1265
https://www.gov.uk/government/publications/defence-science-and-technology-laboratory-annual-report-and-accounts-2017-to-2018
2018/19-HC2244
https://www.gov.uk/government/publications/defence-science-and-technology-laboratory-annual-report-and-accounts-2018-to-2019
All new Ministry of Defence Buildings are commissioned and constructed in accordance with the Department's Building Performance Standards Policy, as set out in the Joint Services Publication 315.
The policy contains an Energy and Performance standard that directs that "all new and major refurbishments should be designed to be 'nearly zero-energy buildings".
We intend to strengthen these standards and they are currently under review.
Commonwealth UK Armed Forces veterans are made aware of the process for regularising their immigration status on enlistment to the Armed Forces, during their service and again prior to discharge.
Following discharge, Veterans UK's Veterans Welfare Service and Defence Transition Services provide the same level of support to Foreign and Commonwealth veterans as they do to any other veteran. They provide relevant advice, information and support, assisting veterans to access the appropriate range of services to meet their individual needs and requirements. This support continues for as long as required as part of our commitment to providing 'through-life support' to veterans.
As at 1 October 2019, there were 4,490 Commonwealth citizens in the trained and trade trained strength of the Regular Armed Forces and 240 in the Future Reserves 2020 population.
Notes:
- Figures for the Royal Navy/Royal Marines and Royal Air Force are for the Trained Regular population and Trained Future Reserve 2020 (FR20) population. Army figures are for Trade Trained Regular population, and Trained FR20 population.
- UK Regulars consist of Full-time Service personnel, including Nursing Services, but excluding FTRS personnel, Gurkhas, mobilised Reservists, Military Provost Guard Service, Locally Engaged Personnel and Non-Regular Permanent Staff.
- FR20 includes Volunteer Reserves who are mobilised, High Readiness Reserves and those Volunteer Reserves serving on FTRS and Additional Duties Commitment. Sponsored Reserves who provide a most cost-effective solution than Volunteer Reserves are also included in the Army Reserve FR20 figures.
- Nationality is as reported on the Joint Personnel Administration system
- Figures are rounded to the nearest 10 in line with disclosure control policy.
Data on renewable energy consumed by the Defence Estate is not held centrally. The proportion of electricity used by the Department, drawn through the GB National Grid, from renewable sources has increased from 2.97% in 2010 to 32% in 2020.
The Department recognises its contribution is vital in the UK's response to bring greenhouse gas emissions to net zero by 2050. As such, the Ministry of Defence (MOD) has launched a Climate Change and Sustainability Review. The Review is currently at the scoping stage; setting the ambition, refreshing the baseline and establishing the MODs route to net zero. The Review aims to have a clear response plan in place by the end of 2020.
The Ministry of Defence (MOD) takes environmental and sustainability issues into account throughout its acquisition process. Our investment approvals policy includes a requirement to take sustainability into account in all initial business cases, and the use of an environmental management system is mandated for all acquisition projects.
This helps to ensure that our activities are compliant with Government sustainable development and environmental protection policy requirements. Where relevant, sustainability and environmental requirements are also defined in defence contracts, evaluated in the tender process and monitored and managed through the life of the contract to ensure MOD requirements are being met.
We also expect defence industry suppliers to play a key role in improving their own processes and supply chain education. Where sub-contractors are engaged, the prime contractor remains responsible for ensuring adherence to all obligations, including those relating to sustainability and environmental issues.
We expect our suppliers to abide by the Government's Supplier Code of Conduct, which requires suppliers to understand and reduce their impact on the environment. Underpinning this, the MOD has published a Defence Standard for assurance that contractors are operating suitable environmental management systems.
We also continue to work through the Sustainable Procurement Working Group to share good practice and maintain a dialogue with industry partners on this important issue.
More information on how the MOD manages sustainable procurement can be found on the Knowledge in Defence website at the following link:
https://www.gov.uk/guidance/knowledge-in-defence-kid.
The information is not held centrally and could be provided only at disproportionate cost.
Individuals wishing to re-join the Armed Forces can apply to do so. The single Services will consider all the circumstances of an individual’s previous service in making a judgement on re-employment, including taking full account of the provisions set out by the Rehabilitation of Offenders Act, where appropriate.
RFA ARGUS is the Ministry of Defence's Primary Casualty Receiving Ship. The consideration of options to deliver the capabilities provided by ARGUS after she leaves service remains ongoing.
RFA ARGUS is the Ministry of Defence's Primary Casualty Receiving Ship. The consideration of options to deliver the capabilities provided by ARGUS after she leaves service remains ongoing.