Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment her Department has made of the potential impact of the employment support package set out in the Pathways to Work Green Paper on employment outcomes of (a) disabled people and (b) people with health conditions.

Answered by Stephen Timms - Minister of State (Department for Work and Pensions)

The government has announced an additional £1.9 billion in funding for employment-related support between 2026/27 and 2029/30, for disabled people and those with health conditions. This will ensure that support is available from next year as benefit changes come in, and can be offered to anyone affected by those changes.

This support will be based on existing evidence of what works and comes on top of redeploying one thousand wok coaches helping sixty five thousand find jobs, Connect to Work helping one hundred thousand, and Work Well helping fifty six thousand.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether she plans to establish a target for increased employment outcomes from the employment support package set out in the Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper, published on 18 March 2025.

Answered by Stephen Timms - Minister of State (Department for Work and Pensions)

The government has set a long-term ambition to achieve an 80% employment rate, which would be the equivalent of over two million more people in work. In April 2025 we also published new Get Britain Working outcome metrics, including intermediate objectives to reduce health-related economic inactivity and to reduce the disability employment rate gap.

The investment and reforms proposed in the Pathways to Work Green Paper, alongside our investment in Connect to Work and in new local trailblazers announced before the Green Paper, will make a significant difference to employment opportunities for disabled people and those with health conditions, and to making progress against these measures.

Question to the Foreign, Commonwealth & Development Office:

To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, what assessment he has made of the potential merits of supporting recognition of the State of Palestine at the UN General Assembly’s High-level International Conference for the Peaceful Settlement of the Question of Palestine and the Implementation of the Two-State Solution and its implications for securing a ceasefire in Gaza.

Answered by Hamish Falconer - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)

A long-lasting ceasefire is the only credible pathway towards a sustainable peace, a two-state solution and the reconstruction of Gaza. The UK commitment to a two-state solution is unwavering.  We are committed to recognising a Palestinian state at a time that has the most impact in achieving this reality and is most conducive to long-term prospects for peace. We are clear that does not need to be at the end of a process. UK bilateral recognition is the single most important action the UK can take with regard to Palestinian statehood. That is why it is important to get the timing right so that it creates genuine momentum and is not simply a symbolic gesture. We are continuing to engage all partners on advancing a two-state solution and supporting the foundations of Palestinian statehood.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, what assessment her Department has made of the potential merits of introducing regularised direct negotiations with workforce trades unions on (a) recruitment and (b) retention.

Answered by Darren Jones - Chief Secretary to the Treasury

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, pursuant to the Answer of 19 December 2024 to Question 19626 on Public Sector: Collective Bargaining, what steps plans to take to help increase confidence in the public sector pay review body process.

Answered by Darren Jones - Chief Secretary to the Treasury

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, what assessment her Department has made of the potential impact of public sector pay awards in the 2025-26 financial year on trends in the (a) recruitment and (b) retention of public sector staff.

Answered by Darren Jones - Chief Secretary to the Treasury

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, what assessment her Department has made of the potential merits of implementing a long-term strategy to improve public sector pay in real terms.

Answered by Darren Jones - Chief Secretary to the Treasury

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, what estimate her Department has made of the real terms value of public sector wages in each year since 2010.

Answered by Darren Jones - Chief Secretary to the Treasury

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether the employment support package in the Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper, published on 18 March 2025, will create improved employment outcomes in line with her Department's Additional Work Coach Support Impact Evaluation.

Answered by Stephen Timms - Minister of State (Department for Work and Pensions)

We announced in the Pathways to Work Green Paper that we would establish a new guarantee of work, health and skills support for all disabled people and people with health conditions claiming out of work benefits backed up by new money every year, building to £1 billion per year by 2030.

The Department has extensive evidence on what works and this will inform the design of our new Pathways to Work support guarantee. This includes evidence from our Additional Work Coach Support offer. When we offered Additional Work Coach Support to people in the limited capability for work and work related activity group (LCWRA) in UC, those who took part were a third more likely to be in work 12 months later. They were also twice as likely to take up more intensive externally delivered support.

We are considering evidence from a wide range of other initiatives, for example Work Choice, a specialist employment programme for disabled people and those with health conditions, that showed people receiving tailored support were 40% more likely to be in work eight years later.

We will be developing more detailed assessments of the potential impacts of the employment measures proposed in the Green Paper as these are developed in detail. The Office for Budget Responsibility has also stated that it intends to assess the labour supply impacts of the Green Paper measures in their Autumn forecast.

As the Green Paper notes, we are also keen to engage widely on the design of this guarantee and the components needed to deliver it. To get this right, we will be seeking input from a wide range of stakeholders including devolved governments, local health systems, local government and Mayoral Strategic Authorities, private and voluntary sector providers, employers and potential users. We will confirm further details in due course after we have completed our consultation process.

This is on top of existing programmes already supporting disabled people and people with health conditions into work.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what estimate her Department has made of the employment support funding required to secure employment income increases for people losing welfare payments as set out in the Pathways to Work Green Paper.

Answered by Stephen Timms - Minister of State (Department for Work and Pensions)

The government has announced an additional £1.9 billion in funding for employment-related support between 2026/27 and 2029/30, for disabled people and those with health conditions. This will ensure that support is available from next year as benefit changes come in, and can be offered to anyone affected by those changes.

This support will be based on existing evidence of what works and comes on top of redeploying one thousand work coaches helping sixty-five thousand find jobs, Connect to Work helping one hundred thousand, and Work Well helping fifty-six thousand.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether her Department holds data on the work destinations of (a) existing and (b) past Universal Credit claimants by (i) industry and (ii) sector.

Answered by Stephen Timms - Minister of State (Department for Work and Pensions)

The requested information is not held systematically in administrative data.

Question to the Foreign, Commonwealth & Development Office:

To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, whether he plans to seek the opinion of the House of Commons on recognition of the State of Palestine ahead of the UN General Assembly’s High-level International Conference for the Peaceful Settlement of the Question of Palestine and the Implementation of the Two-State Solution.

Answered by Hamish Falconer - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)

The UK commitment to a two-state solution is unwavering.  We are committed to recognising a Palestinian state at a time that has the most impact in achieving this reality and is most conducive to long-term prospects for peace. We are clear that does not need to be at the end of a process. UK bilateral recognition is the single most important action the UK can take with regard to Palestinian statehood. That is why it is important to get the timing right so that it creates genuine momentum and is not simply a symbolic gesture. We are continuing to engage all partners on advancing a two-state solution and supporting the foundations of Palestinian statehood. Any UK decision to recognise another state is the prerogative of the Crown, acting on the advice of the Government.

Question to the Department for Education:

To ask the Secretary of State for Education, what assessment her Department has made of the potential impact of the real terms value of pay awards through the School Teachers Pay Review Body process in the 2025-26 financial year on trends in the (a) recruitment and (b) retention of school teachers.

Answered by Catherine McKinnell - Minister of State (Education)

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.

Question to the Department for Education:

To ask the Secretary of State for Education, what assessment her Department has made of the potential impact of the real terms value of pay awards through the School Teachers Pay Review Body process on teachers in each year since 2010.

Answered by Catherine McKinnell - Minister of State (Education)

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.

Question to the Department for Education:

To ask the Secretary of State for Education, what assessment her Department has made of the level of confidence of workforce unions in the School Teachers Pay Review Body process.

Answered by Catherine McKinnell - Minister of State (Education)

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.

Question to the Department for Education:

To ask the Secretary of State for Education, what assessment her Department has made of the potential merits of introducing regularised direct pay negotiations with workforce trades unions on (a) recruitment and (b) retention.

Answered by Catherine McKinnell - Minister of State (Education)

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.

Question to the Department for Education:

To ask the Secretary of State for Education, what assessment she has made of the potential implications for her policies of the response of workforce unions to the pay awards set out in her Department's response to the School Teachers Pay Review Body report.

Answered by Catherine McKinnell - Minister of State (Education)

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.

Question to the Department for Education:

To ask the Secretary of State for Education, what assessment her Department has made of the potential impact of the Government's proposed pay award on service provision.

Answered by Catherine McKinnell - Minister of State (Education)

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.

Question to the Department for Education:

To ask the Secretary of State for Education, what assessment her Department has made of the potential merits of implementing a long-term strategy to improve school teachers’ pay in real terms through the School Teachers' Pay Review Body process.

Answered by Catherine McKinnell - Minister of State (Education)

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.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, what steps her Department is taking to review operational practice with Serco to ensure that safeguarding actions for electronic monitoring staff are properly implemented.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

Releasing information on financial penalties would prejudice, or would likely prejudice, Serco Group Limited’s commercial interests.

To provide the number of outstanding monitoring visits in need of completion by Serco in each of the past 12 months would be of disproportionate cost.

While the backlog of outstanding visits has been significantly reduced, Serco’s overall performance remains below acceptable levels. We continue to hold them to account for that and will not hesitate to impose further financial penalties where necessary.

The performance requirements are detailed within the Key Performance Indicators in the Field and Monitoring Service contract, and these are available on Contracts Finders under Schedule 3 of the contract: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Whilst we acknowledge that performance has been unacceptable, the Ministry of Justice continues to hold Serco to account for poor performance and we are overseeing service improvements.

During the procurement of the Field and Monitoring Service contract, all suppliers were required to provide details of their safeguarding processes, and these were assessed as part of the evaluation process. The contract outlines the ongoing audit rights that allow the Ministry of Justice to review all processes. There is an annual assurance test completed by the contract management team to ensure that what suppliers have outlined is being adhered to, and the next assurance is scheduled to be carried out in July 2025.

The Field and Monitoring Service contract is already published and is available on Contracts Finder: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Specifically, please refer to the schedules referenced Core Terms and Schedule 3 (Performance).

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, what the timeframe is in which Serco much reach minimum performance standards for electronic tag device installation.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

Releasing information on financial penalties would prejudice, or would likely prejudice, Serco Group Limited’s commercial interests.

To provide the number of outstanding monitoring visits in need of completion by Serco in each of the past 12 months would be of disproportionate cost.

While the backlog of outstanding visits has been significantly reduced, Serco’s overall performance remains below acceptable levels. We continue to hold them to account for that and will not hesitate to impose further financial penalties where necessary.

The performance requirements are detailed within the Key Performance Indicators in the Field and Monitoring Service contract, and these are available on Contracts Finders under Schedule 3 of the contract: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Whilst we acknowledge that performance has been unacceptable, the Ministry of Justice continues to hold Serco to account for poor performance and we are overseeing service improvements.

During the procurement of the Field and Monitoring Service contract, all suppliers were required to provide details of their safeguarding processes, and these were assessed as part of the evaluation process. The contract outlines the ongoing audit rights that allow the Ministry of Justice to review all processes. There is an annual assurance test completed by the contract management team to ensure that what suppliers have outlined is being adhered to, and the next assurance is scheduled to be carried out in July 2025.

The Field and Monitoring Service contract is already published and is available on Contracts Finder: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Specifically, please refer to the schedules referenced Core Terms and Schedule 3 (Performance).

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, if she will publish the number of outstanding electronic monitoring visits in need of completion by Serco in each of the past 12 months.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

Releasing information on financial penalties would prejudice, or would likely prejudice, Serco Group Limited’s commercial interests.

To provide the number of outstanding monitoring visits in need of completion by Serco in each of the past 12 months would be of disproportionate cost.

While the backlog of outstanding visits has been significantly reduced, Serco’s overall performance remains below acceptable levels. We continue to hold them to account for that and will not hesitate to impose further financial penalties where necessary.

The performance requirements are detailed within the Key Performance Indicators in the Field and Monitoring Service contract, and these are available on Contracts Finders under Schedule 3 of the contract: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Whilst we acknowledge that performance has been unacceptable, the Ministry of Justice continues to hold Serco to account for poor performance and we are overseeing service improvements.

During the procurement of the Field and Monitoring Service contract, all suppliers were required to provide details of their safeguarding processes, and these were assessed as part of the evaluation process. The contract outlines the ongoing audit rights that allow the Ministry of Justice to review all processes. There is an annual assurance test completed by the contract management team to ensure that what suppliers have outlined is being adhered to, and the next assurance is scheduled to be carried out in July 2025.

The Field and Monitoring Service contract is already published and is available on Contracts Finder: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Specifically, please refer to the schedules referenced Core Terms and Schedule 3 (Performance).

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, if she will publish the financial penalties issued to Serco in relation to unmet targets for electronic monitoring in each of the past 12 months.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

Releasing information on financial penalties would prejudice, or would likely prejudice, Serco Group Limited’s commercial interests.

To provide the number of outstanding monitoring visits in need of completion by Serco in each of the past 12 months would be of disproportionate cost.

While the backlog of outstanding visits has been significantly reduced, Serco’s overall performance remains below acceptable levels. We continue to hold them to account for that and will not hesitate to impose further financial penalties where necessary.

The performance requirements are detailed within the Key Performance Indicators in the Field and Monitoring Service contract, and these are available on Contracts Finders under Schedule 3 of the contract: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Whilst we acknowledge that performance has been unacceptable, the Ministry of Justice continues to hold Serco to account for poor performance and we are overseeing service improvements.

During the procurement of the Field and Monitoring Service contract, all suppliers were required to provide details of their safeguarding processes, and these were assessed as part of the evaluation process. The contract outlines the ongoing audit rights that allow the Ministry of Justice to review all processes. There is an annual assurance test completed by the contract management team to ensure that what suppliers have outlined is being adhered to, and the next assurance is scheduled to be carried out in July 2025.

The Field and Monitoring Service contract is already published and is available on Contracts Finder: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Specifically, please refer to the schedules referenced Core Terms and Schedule 3 (Performance).

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, if she will publish the contractual terms under which (a) delays and (b) poor performance in Serco's delivery of its electronic monitoring contract would trigger (i) the introduction of a remedial advisor, ((ii) step-In, (iii) consequential losses and (iv) termination rights processes.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

Releasing information on financial penalties would prejudice, or would likely prejudice, Serco Group Limited’s commercial interests.

To provide the number of outstanding monitoring visits in need of completion by Serco in each of the past 12 months would be of disproportionate cost.

While the backlog of outstanding visits has been significantly reduced, Serco’s overall performance remains below acceptable levels. We continue to hold them to account for that and will not hesitate to impose further financial penalties where necessary.

The performance requirements are detailed within the Key Performance Indicators in the Field and Monitoring Service contract, and these are available on Contracts Finders under Schedule 3 of the contract: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Whilst we acknowledge that performance has been unacceptable, the Ministry of Justice continues to hold Serco to account for poor performance and we are overseeing service improvements.

During the procurement of the Field and Monitoring Service contract, all suppliers were required to provide details of their safeguarding processes, and these were assessed as part of the evaluation process. The contract outlines the ongoing audit rights that allow the Ministry of Justice to review all processes. There is an annual assurance test completed by the contract management team to ensure that what suppliers have outlined is being adhered to, and the next assurance is scheduled to be carried out in July 2025.

The Field and Monitoring Service contract is already published and is available on Contracts Finder: Electronic Monitoring Field and Monitoring Service (FMS) - Contracts Finder. Specifically, please refer to the schedules referenced Core Terms and Schedule 3 (Performance).

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what assessment his Department has made of the potential merits for recruitment and retention of agreeing a long-term strategy to improve pay in real terms for the workforces covered by (a) the Dentists and Doctors Pay Review Body and (b) the NHS Pay Review Body.

Answered by Karin Smyth - Minister of State (Department of Health and Social Care)

There are no current plans to make these specific assessments. The Government is committed to a credible, independent Pay Review Body (PRB) process as the right mechanism to recommend annual pay increases for most public sector staff. In her statement on the public finances on 29 July 2024, my Rt. Hon. Friend, the Chancellor of the Exchequer confirmed that the Government wished to continue to use the PRB process.

The role of the NHS Pay Review Body and the Dentists and Doctors Pay Review Body is to make recommendations to the Prime Minister and ministers on the annual pay award for National Health Service staff and other related matters within their remit. They act independently of the Government.

The PRBs lay out in their reports the reasoning for their recommended awards based on their terms of reference. In reaching their recommendations, the review bodies have regard to recruitment and retention and are required to take careful account of the economic and other evidence submitted by the Government, trades unions, representatives of NHS employers, and others.

The Government is not bound by PRB recommendations, and it's for my Rt Hon. Friend, the Secretary of State for Health and Social Care to decide how to respond to the recommendations of PRBs for the NHS in England.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, if he will make an assessment of the potential merits of agreeing a long-term strategy with the (a) Review Body on Doctors' and Dentists' Remuneration and (b) NHS Pay Review Body to help improve pay in the NHS.

Answered by Karin Smyth - Minister of State (Department of Health and Social Care)

There are no current plans to make these specific assessments. The Government is committed to a credible, independent Pay Review Body (PRB) process as the right mechanism to recommend annual pay increases for most public sector staff. In her statement on the public finances on 29 July 2024, my Rt. Hon. Friend, the Chancellor of the Exchequer confirmed that the Government wished to continue to use the PRB process.

The role of the NHS Pay Review Body and the Dentists and Doctors Pay Review Body is to make recommendations to the Prime Minister and ministers on the annual pay award for National Health Service staff and other related matters within their remit. They act independently of the Government.

The PRBs lay out in their reports the reasoning for their recommended awards based on their terms of reference. In reaching their recommendations, the review bodies have regard to recruitment and retention and are required to take careful account of the economic and other evidence submitted by the Government, trades unions, representatives of NHS employers, and others.

The Government is not bound by PRB recommendations, and it's for my Rt Hon. Friend, the Secretary of State for Health and Social Care to decide how to respond to the recommendations of PRBs for the NHS in England.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what estimate his Department has made of the potential impact of the pay awards made through the (a) Dentists and Doctors Pay Review Body and (b) NHS Pay Review Body processes on the real terms value of wages in each year since 2010.

Answered by Karin Smyth - Minister of State (Department of Health and Social Care)

The table attached shows the estimated average increases to basic pay, where these were based on pay review body recommendations for members of the Hospital and Community Health Sector workforce in England, as well as the average consumer price index inflation for each year since 2010/11.

In 2011/12 and 2012/13, the pay review bodies were stood down. Between 2013/14 and 2017/18, the pay review bodies reported, but headline recommendations were determined by public sector pay policy.

As independent contractors, it is for general practice partners to determine uplifts in pay for themselves and their employees. As dental practices are similarly private businesses, it falls to them to set employee pay and conditions.

Each year, the Government sets out the funds available to the Department, and in reaching their conclusions, pay review bodies take careful account of economic and other evidence submitted by employers, the Government, unions, and others.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what assessment he has made of the potential implications for his Department's policies of trends in levels of confidence of workforce unions in public health sector pay review body processes.

Answered by Karin Smyth - Minister of State (Department of Health and Social Care)

This specific assessment has not been made. My Rt Hon. Friend, the Secretary of State for Health and Social Care has met regularly with unions to help rebuild the relationship between the Government and National Health Service staff.

Whilst we will continue to use the Pay Review Bodies to set pay, we have listened to union concerns about the process, which is why we have committed to remitting in July this year, with an ambition to announce and implement uplifts as early as possible in 2026/27.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what assessment his Department has made of the potential implications for his Department's polices of the request of workforce unions for the establishment of direct pay negotiations in the health sector.

Answered by Karin Smyth - Minister of State (Department of Health and Social Care)

The Pay Review Body (PRB) process is the established mechanism for determining pay uplifts in the public sector. PRBs carefully consider evidence submitted to them from a range of stakeholders, including the Government and trade unions.

The Government is committed to a credible, independent PRB process as the way to set pay for National Health Service staff in England, and there are no plans to replace the process with direct negotiations.

However, we have listened to union concerns about the process, which is why we committed to improving the timeline this year and will look to build on that by remitting the PRBs to begin the next pay round in July, putting us on track to announce pay awards as early as possible in 2026/27.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what assessment his Department has made of the potential impact of the real terms value of wages set by Government pay awards in the (a) Dentists and Doctors Pay Review Body and (b) NHS Pay Review Body for 2025-26 on trends in the levels of (i) recruitment and (ii) retention of public sector workforce staff.

Answered by Karin Smyth - Minister of State (Department of Health and Social Care)

This specific assessment has not been made. Pay is an important factor in the National Health Service being able to continue to attract and reward talented staff. Pay review bodies are required to take careful account of the economic and financial evidence submitted by the Government, trades unions, representatives of NHS employers, and others to reach their recommendations on pay.

When considering evidence in order to make pay recommendations, the Dentists and Doctors Pay Review Body and the NHS Pay Review Body pay due regard to many factors, including the potential impact of pay on staff recruitment and retention, as a core component of the terms of reference for pay review bodies.

Question to the Department for Transport:

To ask the Secretary of State for Transport, with reference to the Written Statement of 3 April 2025 on Local Government Best Value, HCWS576, what assessment her Department has made of the adequacy of Tees Valley Combined Authority's (a) management of and (b) accounting for the City Region Sustainable Transport Settlement funding allocation between 2022-23 and 2026-27.

Answered by Simon Lightwood - Parliamentary Under-Secretary (Department for Transport)

The City Region Sustainable Transport Settlements (CRSTS) play a key role in improving local networks across the country. Alongside significant capital investment, CRSTS provides revenue funding to help places manage delivery effectively. Tees Valley’s programme business case was assessed by Government, and the Department works closely with Mayoral Combined Authorities to monitor delivery progress and expenditure through an agreed governance framework. Any relevant findings from the Best Value process will be duly considered as appropriate.

Question to the Department for Transport:

To ask the Secretary of State for Transport, with reference to the Written Statement of 3 April 2025 on Local Government Best Value, HCWS576, what assessment her Department has made of the capacity of the Tees Valley Combined Authority to (a) manage and (b) account for the use of the Transport for City Regions funding allocation between 2027-28 and 2031-32.

Answered by Simon Lightwood - Parliamentary Under-Secretary (Department for Transport)

The Chancellor announced the £15.6 billion Transport for City Regions settlements on 4 June 2025. The settlements provide long-term funding certainty, including revenue funding, ensuring city regions have the resources they need to effectively manage programmes. The Department will also work closely with Mayoral Strategic Authorities on a governance framework to monitor delivery progress and expenditure. Any relevant findings from the Best Value process will be duly considered as appropriate.

Question to the Ministry of Housing, Communities and Local Government:

To ask the Secretary of State for Housing, Communities and Local Government, with reference to the Written Ministerial Statement of 3 April 2025 entitled Local Government Best Value, HCWS576, whether her Department has taken recent steps to issue guidance to other Departments on strengthening assurance requirements for (a) new and (b) ongoing funding for the Tees Valley Combined Authority.

Answered by Jim McMahon - Minister of State (Housing, Communities and Local Government)

Under the department’s stewardship and the Best Value Notice issued on 3 April, Tees Valley Combined Authority is leading its own improvement efforts and working with local partners to build on the progress made following the independent Tees Valley Review. It remains the responsibility of relevant ministers and Senior Responsible Owners overseeing a grant programme to ensure they have sufficient assurance and performance management arrangements that an authority has the capacity and capability to deliver a programme effectively.

Question to the Ministry of Housing, Communities and Local Government:

To ask the Secretary of State for Housing, Communities and Local Government, with reference to the Written Ministerial Statement of 3 April 2025 entitled Local Government Best Value, HCWS576, whether her Department's quarterly engagement with the Tees Valley Combined Authority includes consideration of the management of the Transport for City Regions funding allocation.

Answered by Jim McMahon - Minister of State (Housing, Communities and Local Government)

While individual funding programmes are managed and assured independently by their respective departments, an ongoing assessment of the authority's progress against the best value notice will be based on a holistic judgement of all available information and considered engagement with the authority

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many people received Winter Fuel Payment in winter (a) 2023-24 and (b) 2024-25 in (i) Middlesbrough and Thornaby East constituency, (ii) Middlesbrough local authority area, (iii) Tees Valley combined authority area and (iv) the North East.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

For winter 2023 to 2024:

- 15,487 pensioners received the Winter Fuel Payment in Middlesbrough and Thornby East Constituency;

- 22,849 received it in Middlesbrough local authority area;

- 127,568 received it in the Tees Valley combined authority area (21,251 in Darlington, 17,484 in Hartlepool, 22,849 in Middlesbrough, 30,049 in Redcar and Cleveland, and 35,935 in Stockton-on-Tees);

- and 517,592 received it in the North East.

This is based on Winter Fuel Payment statistics for winter 2023 to 2024 - GOV.UK.

Data covering winter 2024 to 2025 is not yet available. The next release of Winter Fuel Payment statistics will cover this period and will be published on 16 September 2025.

The Government wants to ensure a wider range of pensioners in England and Wales receive Winter Fuel Payment in future, while recognising public finance constraints and the fact that making payments to the highest income pensioners is hard to justify.

From winter 2025-26, the vast majority of pensioners in England and Wales – over three quarters, or around 9 million individuals - will benefit from Winter Fuel Payments. They will be paid automatically to anyone who has not opted out. Individuals with a taxable income above £35,000 a year will have any WFP recouped via HMRC.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many people will receive Winter Fuel Payment in winter 2025-26 in (a) Middlesbrough and Thornaby East constituency, (b) Middlesbrough local authority area, (c) Tees Valley combined authority area and (d) the North East.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

For winter 2023 to 2024:

- 15,487 pensioners received the Winter Fuel Payment in Middlesbrough and Thornby East Constituency;

- 22,849 received it in Middlesbrough local authority area;

- 127,568 received it in the Tees Valley combined authority area (21,251 in Darlington, 17,484 in Hartlepool, 22,849 in Middlesbrough, 30,049 in Redcar and Cleveland, and 35,935 in Stockton-on-Tees);

- and 517,592 received it in the North East.

This is based on Winter Fuel Payment statistics for winter 2023 to 2024 - GOV.UK.

Data covering winter 2024 to 2025 is not yet available. The next release of Winter Fuel Payment statistics will cover this period and will be published on 16 September 2025.

The Government wants to ensure a wider range of pensioners in England and Wales receive Winter Fuel Payment in future, while recognising public finance constraints and the fact that making payments to the highest income pensioners is hard to justify.

From winter 2025-26, the vast majority of pensioners in England and Wales – over three quarters, or around 9 million individuals - will benefit from Winter Fuel Payments. They will be paid automatically to anyone who has not opted out. Individuals with a taxable income above £35,000 a year will have any WFP recouped via HMRC.

Question to the Ministry of Defence:

To ask the Secretary of State for Defence, with reference to his oral contribution of 4 June 2025, Official Report, column 338, whether (a) his Department and (b) any F-35 partner nation requested a (i) discussion and (ii) technical assessment of the international humanitarian law implications of any foreign military sales customer's F-35 use at an F-35 Joint Executive Steering Board meeting in the last 12 months.

Answered by Maria Eagle - Minister of State (Ministry of Defence)

Conversations with F-35 Partners occur regularly and cover a range of issues; however, I am unable to disclose details of confidential conversations held within an international programme.

Question to the Ministry of Defence:

To ask the Secretary of State for Defence, with reference to his oral contribution of 4 June 2025, Official Report, column 338, whether his Department has made an assessment of the potential impact of suspending a foreign military sales customer who is not a partner nation from the F-35 global supply pool on the continued operation of the F-35 programme.

Answered by Maria Eagle - Minister of State (Ministry of Defence)

All F-35 Foreign Military Sales customers are managed directly by the US Government.

Question to the Ministry of Defence:

To ask the Secretary of State for Defence, with reference to his oral contribution of 4 June 2025, Official Report, column 338, whether (a) his Department and (b) any F-35 partner nation requested a (i) policy and (ii) technical working group review of export licenses for any foreign military sales customer's F-35 use in the last 12 months.

Answered by Maria Eagle - Minister of State (Ministry of Defence)

Further to the oral contribution of 4 June 2025 by my hon. Friend the Parliamentary Under-Secretary for the Middle East (Hamish Falconer) conversations with F-35 Partners occur regularly and cover a range of issues; however, I am unable to disclose details of confidential conversations held within an international programme. Export control measures are the responsibility of their relevant national authorities.

Question to the Foreign, Commonwealth & Development Office:

To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, with reference to the oral statement of the Parliamentary Under-Secretary of State for Foreign, Commonwealth and Development Affairs of 4 June 2025 on Israel and the Occupied Palestinian Territories, Official Report, Column 338, what steps his Department is taking to deter Israel from supporting further settlement building in the West Bank.

Answered by Hamish Falconer - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)

The UK is clear that settlements are illegal under international law and undermine the prospects for peace. We have condemned the 22 new settlements announced by Israel on 29 May 2025 and we regularly urge Israel to halt settlement expansion in our diplomatic engagements. This government is committed to a two-state solution. It remains the only viable framework for a just and lasting peace.

Question to the Foreign, Commonwealth & Development Office:

To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, with reference to the Parliamentary Under-Secretary of State for Foreign, Commonwealth and Development Affairs' oral contribution of 4 June 2025 in response to a question from the hon. Member for Eltham and Chislehurst, Official Report, column 344, what recent discussions he has had with his Norwegian counterpart on Israel's access to the F-35 Global Supply Pool.

Answered by Hamish Falconer - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)

Conversations with F-35 partners occur regularly and cover a range of issues, however we are unable to disclose details of confidential conversations held within an international programme.

Question to the Foreign, Commonwealth & Development Office:

To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, with reference to the oral statement of the Parliamentary Under-Secretary of State for Foreign, Commonwealth and Development Affairs of 4 June 2025 on Israel and the Occupied Palestinian Territories, Official Report, Column 338, whether the Israeli Defence Force have used UK-supplied military equipment in Gaza since September 2024.

Answered by Hamish Falconer - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)

There are no export licences currently being used for military operations in Gaza. This is subject to the specific measures taken to protect the global F-35 programme.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, how many people of state pension age there are in (a) Middlesbrough and Thornaby East constituency, (b) Middlesbrough local authority area, (c) Tees Valley combined authority area and (d) the North East.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The information requested falls under the remit of the UK Statistics Authority.

A response to the Hon gentleman’s Parliamentary Question of 11th June is attached.

UK Government recognition of the state of Palestine

Durham Miners' Gala 2025

Harmful chemicals in period products

Found: _72 Andy McDonald ★.

Found: Ian Byrne Liz Saville Roberts Siân Berry Kate Osborne Peter Dowd Ellie Chowns Ayoub Khan Andy McDonald

Found: Ian Byrne Liz Saville Roberts Siân Berry Kate Osborne Peter Dowd Ellie Chowns Ayoub Khan Andy McDonald

Found: Ian Byrne Liz Saville Roberts Siân Berry Kate Osborne Peter Dowd Ellie Chowns Ayoub Khan Andy McDonald

Found: Ian Byrne Liz Saville Roberts Siân Berry Kate Osborne Peter Dowd Ellie Chowns Ayoub Khan Andy McDonald

Found: Ian Byrne Liz Saville Roberts Siân Berry Kate Osborne Peter Dowd Ellie Chowns Ayoub Khan Andy McDonald

Found: Brian Leishman Ian Lavery Kim Johnson Neil Duncan-Jordan Richard Burgon Rachael Maskell Andy McDonald

Healthcare Workers APPG
Tuesday 10th June 2025

Found: Cat Eccles MP Dr Simon Opher MP Dr Peter Prinsley MP Jessica Toale MP Luke Taylor MP Andy McDonald

Council Tax Reform APPG
Tuesday 10th June 2025

Found: Portcullis House Parliamentary Attendees: Jonathan Brash MP Grahame Morris MP Chris McDonald Andy McDonald

Global Sexual and Reproductive Health and Rights APPG
Wednesday 11th June 2025

Found: has made of the adequacy of the provision of health services for women – Alice Macdonald MP, Andy McDonald

Suicide and Self-Harm Prevention APPG
Wednesday 11th June 2025

Found: Thorpe, Head of Helpline Services, Papyrus Parliamentarians: Liz Twist MP, Christina Rees MP, Andy McDonald

Scientific APPG
Wednesday 11th June 2025

Found: Conservative Jane Hunt MP, Conservative Ian Lavery MP, Labour Anthony Mangnall MP, Conservative Andy McDonald

Scientific APPG
Wednesday 11th June 2025

Found: Conservative Jane Hunt MP, Conservative Ian Lavery MP, Labour Anthony Mangnall MP, Conservative Andy McDonald

Scientific APPG
Wednesday 11th June 2025

Found: Conservative Jane Hunt MP, Conservative Ian Lavery MP, Labour Anthony Mangnall MP, Conservative Andy McDonald

Scientific APPG
Wednesday 11th June 2025

Found: Conservative Jane Hunt MP, Conservative Mark Jenkinson MP, Conservative Ian Lavery MP, Labour Andy McDonald

Kinship Care APPG
Wednesday 11th June 2025

Found: Gwynne MP (Chair); Baroness Armstrong (Vice Chair); Lord Hannay; Baroness Drake; Marie Rimmer MP; Andy McDonald

Kinship Care APPG
Wednesday 11th June 2025

Found: Minister for Legal Aid); Caraden Davies (Office of Afzal Khan MP); Denise Rooney (Office of Andy McDonald

Global Sexual and Reproductive Health and Rights APPG
Wednesday 11th June 2025

Found: During Oral Questions to the Ministry of Justice, Virendra Sharma MP, APPG on PDRH Treasurer and Andy McDonald