Gideon Amos

In October 2023, system and process changes were implemented to rectify the pension position of those members impacted by the McCloud judgment, a legal ruling impacting approximately 420,000 Civil Service pension members. This had a significant impact on business as usual ‘retirement quotes’ and ‘finalisations’ as the new systems and processes went live and were embedded over the following months. This led to a dip in performance in providing retirement quotes and paying lump sum payments at retirement. The delay in lump sum payments for some members was up to 20 days; however, monthly retirement benefit payments were not affected and paid on time.

The Cabinet Office, as Scheme Manager, has worked closely with MyCSP to rectify this position and return to meeting contractual performance levels. This was achieved at the end of September last year. For the last six months, up to and including March this year, MyCSP is back to achieving over 99.7% of their service level agreements. We continue to monitor performance carefully and work to ensure that any complaints or errors are identified and addressed as quickly as possible.

CICs file accounts to Companies House in the same way as other companies. The Economic Crime and Corporate Transparency Act 2023 Impact Assessment assesses impacts of removing paper accounts filing. We are reviewing our proposed changes in filing requirements at Companies House, to ensure they strike the right balance between tackling economic crime and avoiding undue burden on business.

Identity verification is designed to be straightforward. Individuals can verify digitally through One Login, via an Authorised Corporate Service Provider, or in-person at the Post Office. Companies House contact centre is available for users requiring assistance.

The Grenfell Inquiry recommended that principal contractors wanting to work on higher-risk buildings should need a licence, which would be managed by the construction regulator. It also recommended that when applying for building control approval for these buildings, the principal contractor should include a personal undertaking from a company director or senior manager. We accept this and will work on creating a licensing system that works for the industry and the public.

We support stronger accountability and competence of principal contractors and are considering how to achieve this without creating unnecessary layers of regulation and barriers to the supply of new homes.

The Government has committed to not issue new oil and gas licences to explore new fields while managing existing fields for the entirety of their lifespan.

On 1 October, the Secretary of State announced legislation to end new onshore oil and gas licensing in England.

The Government’s consultation which closed earlier this year, sought views on how it should implement these commitments. It will respond in due course.

Proppant squeezes are not currently defined in legislation as high volume hydraulic fracturing for shale gas extraction. We are committed to banning fracking for good and any future decision on national planning policy for fracking will take into account all volumes of hydraulic fracturing.

The British Coal Staff Superannuation Scheme (BCSSS) has some differences to the Mineworkers’ Pension Scheme, but we will be working with the BCSSS Trustees to consider their proposals. Any outcome will need to be agreed with the Trustees and the Treasury following analysis of the potential impacts.

The Government will this year be publishing a Call for Evidence on the potential to drive solar canopies on carparks over a certain size, as announced in the Clean Power Action Plan.

Incentivising rooftop solar is at the heart of the clean energy mission. Actions to support further deployment will be included in the Solar Roadmap, due to be published shortly.

Last year, Airband took the decision to descope approximately 28,000 premises from its Superfast contracts with Connecting Devon and Somerset (CDS), some of which are now expected to be connected via the commercial markets.

The remaining descoped premises were made available for other suppliers to submit voucher project proposals under the Gigabit Broadband Voucher Scheme. A number of projects have been approved and are already in build, with more projects currently under review.

The remaining premises are being considered for inclusion in the Project Gigabit contract with Openreach. We currently expect to finalise the amended scope of the Openreach contract in early 2026. Building Digital UK (BDUK) will continue to publish data highlighting premises included in its plans and will work closely with the supplier to ensure updates are shared with local communities as the Project Gigabit contract progresses.

Building Digital UK (BDUK) is in regular contact with Airband and Connecting Devon and Somerset (CDS) in relation to the finalisation of the remaining contracts under the earlier Superfast Broadband Programme. Airband and CDS will publish the latest timeframes for build across the Taunton and Wellington constituency, with the overall contracts expected to be completed in full by Autumn 2027.

CDS is responsible for delivering these contracts and any queries about specific delivery areas and timescales should be directed to CDS.

Building Digital UK (BDUK) is working with Connecting Devon and Somerset (CDS) and Airband to identify premises which will no longer be connected via its Superfast contracts. Premises that have been descoped from the Airband contracts and are not in any suppliers’ commercial plans will be eligible for support through Project Gigabit.

Officials will continue to work closely with suppliers, residents and local stakeholders across west Somerset and Devon to improve broadband connectivity across the region.

The latest data from the independent website Thinkbroadband.com shows that over 85% of UK premises can now access a gigabit-capable connection. We are committed to delivering nationwide gigabit coverage by 2030.

Earlier this week we announced the signing of four additional Project Gigabit contracts with Openreach to extend gigabit connectivity to over 130,000 premises, including in the Hon. Gentleman’s constituency.

As a result, there is now more than £2 billion available in our live contracts to connect over a million premises with gigabit-capable broadband. These are premises that fall predominantly in rural areas.

The Adoption and Special Guardianship Support Fund (ASGSF) is targeted at children who were previously looked after by a local authority, as the local authority maintain a statutory responsibility to these children. Local authorities may still provide support for other children where appropriate, including any adopted children who were not previously looked after, using alternative funding streams. Eligibility and budget considerations for the ASGSF are assessed as part of the broader spending review discussions.

The government has established an independent Curriculum and Assessment review, chaired by Becky Francis CBE. The Review aims to ensure a rich, broad, inclusive and innovative curriculum that readies young people for life and work. The Review is being informed by evidence, data, and in close consultation with education professionals and other experts, parents, children and young people, employers, universities and trade unions. This includes over 7,000 responses to the public call for evidence and a range of research and polling.

The Review Group published its interim report in March 2025, which is available here: https://assets.publishing.service.gov.uk/media/6821d69eced319d02c9060e3/Curriculum_and_Assessment_Review_interim_report.pdf.

The Group will publish its final report with recommendations, including recommendations for religious education, this autumn.​

The department is committed to protecting the quality of teachers and the profession’s status. The initial teacher training (ITT) criteria set out the requirements for all ITT courses leading to Qualified Teacher Status (QTS). All accredited ITT providers must ensure that entrants to these courses have achieved a standard equivalent to a grade 4 in the GCSE examinations in English and mathematics (and science, for primary trainees).

The entry requirements aim to ensure that entrants to ITT have demonstrated their achievement of a minimum standard of educational attainment, and for primary trainees that they demonstrate an acceptable level of subject knowledge in the core subjects of the national curriculum.

It is the standard, not the certificate, that matters. Applicants who are otherwise suitable but have not successfully achieved a GCSE grade 4 may be given an opportunity to show that they can meet the required standard either by taking an equivalence test or by offering other evidence of attainment, which should demonstrate a similar level and breadth. It is for accredited ITT providers to decide whether an applicant’s qualification is of a standard equivalent to GCSE grade 4.

Flood Re does not apply to homes built after 2009, as that would be inconsistent with current planning policy. Planning policy is clear that inappropriate development in floodplains should be avoided. Where development is necessary in a flood risk area, it should be made flood resistant, resilient and safe for their lifetime, without increasing flood risk elsewhere.

Defra is working with the Home Office, Border Force and Dover Port Health Authority to ensure that operations around detecting illegal meat imports are as effective as possible and have allocated this financial year £3.1 million to Dover Port Health Authority. We are also working with port and airport operators to ensure travellers are aware of the new restrictions on bringing in animal products for personal use. In most cases there is no risk to plant exports as a result of the animal disease risk posed by illegal meat imports, with the exception of the export of hay and straw.

An outbreak of African Swine Fever (ASF) could have a significant impact on the UK’s £8 billion pig industry, as well as its annual pork and pork product exports worth £600 million. Exact costs to industry and on trade would be determined by a number of factors including geographic location, husbandry system, epidemiology of the outbreak and whether wildlife were involved.

The practical impacts of a reasonable worst-case scenario outbreak of ASF were assessed in 2023 for the National Risk Register which is available on GOV.UK.

In England, Border Force and port health officials seize and destroy illegal imports of meat and dairy products, and importers risk additional sanctions including financial penalties or prosecution.

On 12 April 2025, Defra extended the ban on personal imports of meat and dairy products from the European Union (EU) following recent outbreaks of foot and mouth disease (FMD) in Germany and other EU countries. Defra has worked with other government departments, ports, airports and international travel operators to communicate the ban.

Defra is considering the recommendations in the Environment, Food and Rural Affairs Committee’s report on meat smuggling.

The Government is currently consulting on land use in England, the outcome of which will inform the publication of a Land Use Framework, planned for later this year. The Government is committed to building 1.5 million homes and the new infrastructure needed to deliver resilient and sustainable growth and clean energy; the Land Use Framework will play in a key role in delivering these commitments.

The Land Use Framework will provide the principles, advanced data and tools required to support national and local government, landowners, businesses, farmers, and nature groups in making the right decisions to meet the demands on their land.

By law, planning applications are determined in accordance with the development plan, unless material considerations indicate otherwise. What constitutes a material consideration is broadly defined and is for the decision-maker to determine based on the circumstances of the case, as is the weight to give to each material consideration.

We are reviewing all of our investment plans, including rail infrastructure, as part of the ongoing Spending Review in order to ensure that they reflect our missions as government whilst delivering value sustainably. I cannot comment on individual schemes until this has concluded.

It should also be noted that Benefit Cost Ratios (BCRs) are only one element of decision-making on proposed rail infrastructure projects and should be considered within the context of the five-case business model (Strategic, Economic, Financial, Commercial and Management) used in Government. We do not routinely share or publish BCRs as they do not capture the full case for a project and can be misleading without wider context.

People on low, or no income or earnings who have a health condition or disability which restricts the amount of work they can do, can claim UC. They must provide medical evidence to support their claim - most commonly a Statement of Fitness for Work, usually referred to as a fit note.  Claimants whose health condition or disability continues for four weeks or more are referred for a work capability assessment (WCA).

Universal Credit awards include a standard allowance, which is the core component of any award and is paid according to age and household unit. The purpose of the standard allowance is to provide towards basic living costs. Additional amounts are added to provide for individual needs such as housing, children, disability, and childcare costs. 

Demand for initial WCA assessments has risen so we continue to prioritise initial claims. This enables us to ensure that claimants receive the right level of benefit, and we establish capability for work at the outset of a claim.

Personal Independence Payment (PIP) provides a contribution towards the extra costs that may arise from a long-term disability or health condition. PIP is non-contributory, and non-means-tested. Individuals can choose how to use the benefit, in the light of their individual needs and preferences.

The benefit can also be paid in addition to any other financial or practical support someone may be entitled to such as Universal Credit, Employment and Support Allowance, NHS services, free prescriptions, and help with travel costs to appointments. It can also act as a passport to additional support such as premiums and additional amounts paid within certain benefits, Carer’s Allowance for an informal carer or the Blue Badge scheme. The benefit has been consistently uprated in line with inflation since it was introduced and was last increased by 1.7% from 7 April 2025.

The current system allows people to continue to receive benefit even though they may have an amount of capital from £6,000 by gradually reducing the level of their entitlement. The capital limit above which Universal Credit entitlement ends is above £16,000.

Whilst we keep all policies under review there are no current plans to change the capital limits for disabled customers.

I am always happy to meet with colleagues. I will ask my office to contact the Hon. Member to arrange.

Information about the paying parent's gross income is taken directly from HM Revenue and Customs (HMRC) for the most recent available full tax year. This allows calculations to be made quickly and accurately. Use of historic income ensures a stable calculation, which we know from customer feedback is valued as it enables parents to rely on maintenance for financial planning purposes.

Parents in receipt of benefits (including Jobseeker's Allowance and Universal Credit without earnings) or who have gross weekly income between £7 and £100, are required to pay the flat rate of £7 a week. This rate makes sure that parents contribute financially to their children's upbringing. It also protects the welfare of the paying parent and any children in their household.

The Department is currently reviewing the calculation to make sure it is fit for purpose. This has included updating the underlying research and considering how we ensure the calculation reflects current and future societal trends.

My Rt. Hon. Friend, the Secretary of State for Health and Social Care has regular discussions with My Rt Hon. Friend the Secretary of State for the Home Department on a range of subjects, including immigration policy.

From 9 April 2025, the minimum salary for Health and Care Worker Visa holders increased to £25,000 per year. This applies to new Certificates of Sponsorship assigned on or after that date. No specific assessment has been made on the impact of this change on the delivery of National Health Service and social care services in Somerset and other rural areas.

Entry level NHS Agenda for Change band 3 roles do not meet the new minimum salary threshold for a Health and Care Worker visa. However, Agenda for Change NHS pay band 3 staff currently on the Health and Care Worker visa are not required to meet the new minimum salary threshold until the point at which they need to renew their visa. At this point, we expect the majority of staff to have accrued two or more years’ experience and therefore be at the top of pay band 3, which is above the new minimum salary threshold.

Information on the number of health and social care staff who are unable to renew their visas as a result of the new minimum salary threshold for the Health and Care worker visa is not collected centrally.

Whilst we hugely value our international workforce and the skills and experience they bring, we are also committed to growing homegrown talent and giving opportunities to more people across the country to join our NHS. The 10 Year Workforce Plan will outline strategies for improving retention, productivity, training, and reducing attrition, thereby enhancing conditions for all staff while gradually reducing reliance on international recruitment, without diminishing the value of their contributions.

International recruitment has also played a valuable role in helping grow the adult social care (ASC) workforce and has given the health and care sectors the benefit of the skill and commitment of overseas workers who wish to work in the UK. However, it is the Government’s policy to reduce reliance on international recruitment in ASC and improve domestic recruitment and retention.

The Department monitors ASC workforce capacity, bringing together national data sets from Skills for Care’s monthly tracking data, the Capacity Tracker tool, and intelligence from key sector partners.

We will also use annual estimates of demographics within the ASC workforce from Skills for Care to monitor trends in the number of posts within the sector which are filled by British nationals, supplemented by additional intelligence.

My Rt. Hon. Friend, the Secretary of State for Health and Social Care has regular discussions with My Rt Hon. Friend the Secretary of State for the Home Department on a range of subjects, including immigration policy.

From 9 April 2025, the minimum salary for Health and Care Worker Visa holders increased to £25,000 per year. This applies to new Certificates of Sponsorship assigned on or after that date. No specific assessment has been made on the impact of this change on the delivery of National Health Service and social care services in Somerset and other rural areas.

Entry level NHS Agenda for Change band 3 roles do not meet the new minimum salary threshold for a Health and Care Worker visa. However, Agenda for Change NHS pay band 3 staff currently on the Health and Care Worker visa are not required to meet the new minimum salary threshold until the point at which they need to renew their visa. At this point, we expect the majority of staff to have accrued two or more years’ experience and therefore be at the top of pay band 3, which is above the new minimum salary threshold.

Information on the number of health and social care staff who are unable to renew their visas as a result of the new minimum salary threshold for the Health and Care worker visa is not collected centrally.

Whilst we hugely value our international workforce and the skills and experience they bring, we are also committed to growing homegrown talent and giving opportunities to more people across the country to join our NHS. The 10 Year Workforce Plan will outline strategies for improving retention, productivity, training, and reducing attrition, thereby enhancing conditions for all staff while gradually reducing reliance on international recruitment, without diminishing the value of their contributions.

International recruitment has also played a valuable role in helping grow the adult social care (ASC) workforce and has given the health and care sectors the benefit of the skill and commitment of overseas workers who wish to work in the UK. However, it is the Government’s policy to reduce reliance on international recruitment in ASC and improve domestic recruitment and retention.

The Department monitors ASC workforce capacity, bringing together national data sets from Skills for Care’s monthly tracking data, the Capacity Tracker tool, and intelligence from key sector partners.

We will also use annual estimates of demographics within the ASC workforce from Skills for Care to monitor trends in the number of posts within the sector which are filled by British nationals, supplemented by additional intelligence.

My Rt. Hon. Friend, the Secretary of State for Health and Social Care has regular discussions with My Rt Hon. Friend the Secretary of State for the Home Department on a range of subjects, including immigration policy.

From 9 April 2025, the minimum salary for Health and Care Worker Visa holders increased to £25,000 per year. This applies to new Certificates of Sponsorship assigned on or after that date. No specific assessment has been made on the impact of this change on the delivery of National Health Service and social care services in Somerset and other rural areas.

Entry level NHS Agenda for Change band 3 roles do not meet the new minimum salary threshold for a Health and Care Worker visa. However, Agenda for Change NHS pay band 3 staff currently on the Health and Care Worker visa are not required to meet the new minimum salary threshold until the point at which they need to renew their visa. At this point, we expect the majority of staff to have accrued two or more years’ experience and therefore be at the top of pay band 3, which is above the new minimum salary threshold.

Information on the number of health and social care staff who are unable to renew their visas as a result of the new minimum salary threshold for the Health and Care worker visa is not collected centrally.

Whilst we hugely value our international workforce and the skills and experience they bring, we are also committed to growing homegrown talent and giving opportunities to more people across the country to join our NHS. The 10 Year Workforce Plan will outline strategies for improving retention, productivity, training, and reducing attrition, thereby enhancing conditions for all staff while gradually reducing reliance on international recruitment, without diminishing the value of their contributions.

International recruitment has also played a valuable role in helping grow the adult social care (ASC) workforce and has given the health and care sectors the benefit of the skill and commitment of overseas workers who wish to work in the UK. However, it is the Government’s policy to reduce reliance on international recruitment in ASC and improve domestic recruitment and retention.

The Department monitors ASC workforce capacity, bringing together national data sets from Skills for Care’s monthly tracking data, the Capacity Tracker tool, and intelligence from key sector partners.

We will also use annual estimates of demographics within the ASC workforce from Skills for Care to monitor trends in the number of posts within the sector which are filled by British nationals, supplemented by additional intelligence.

Data for July 2025 shows that since October 2024, 2,097 newly qualified general practitioners have been recruited through the Additional Roles Reimbursement Scheme, nine of which were recruited in the NHS Somerset Integrated Care Board, in which the Taunton and Wellington constituency is located. The data is not available at constituency level.

The following table shows the number of overheating incidents logged at Musgrove Park Hospital, from 2019/20 to 2023/24:

Source: Estates Returns Information Collection, from January 2025.

The requested data is not held by the department.

Apologies for the delay in responding to the hon. Member's correspondence, I issued a response to the hon. Member on 11 July 2025.

The Foreign, Commonwealth and Development Office has no record of his correspondence being sent to us and has not received a response on contacting his office. Once the correspondence has been received, we will prioritise a response.

Most unused pension funds and death benefits payable from a pension will form part of a person's estate for inheritance tax purposes from 6 April 2027. This removes distortions resulting from changes that have been made to pensions tax policy over the last decade, which have led to pensions being openly used and marketed as a tax planning vehicle to transfer wealth, rather than as a way to fund retirement. These reforms also remove inconsistencies in the inheritance tax treatment of different types of pensions.

The Government will continue to incentivise pension savings for their intended purpose of funding retirement, with ongoing tax reliefs on both contributions into pensions and on the growth of funds held within a pension scheme. Pensions continue to benefit from very significant tax benefits. It is therefore crucial to ensure that tax reliefs on pensions are being used for their intended purpose – to encourage saving for retirement and later life – rather than for passing on wealth free of inheritance tax.

Estates will continue to benefit from the normal nil-rate bands, reliefs, and exemptions available. For example, the nil-rate bands mean an estate can pass on up to £1 million with no inheritance tax liability and the general rules mean any transfers, including the payment of death benefits, to a spouse or civil partner are fully exempt from inheritance tax. More than 90 per cent of UK estates will continue to have no inheritance tax liability in 2029-30 following these changes and the reforms will only affect a minority of those with inheritable pension wealth.

A tax information and impact note was published on 21 July 2025 and sets this out. It is available at www.gov.uk/government/publications/reforming-inheritance-tax-unused-pension-funds-and-death-benefits/inheritance-tax-on-unused-pension-funds-and-death-benefits.

As set out at the Budget, the removal of the VAT tax break from private schools is expected to raise £460 million in 2024/25 and £1.7 billion a year by 2029/30.

At the Budget the Government also announced a £2.3 billion increase to the core schools budget in 2025/26 in England, increasing per pupil funding in real terms.

Salary thresholds are an important way of ensuring those coming to work in the UK are able to support themselves. These workers do not have access to public funds so it is important a rate is set which will ensure people are earning sufficient income without having to rely on public funds. A number of health and care and education occupations are subject to lower rates of pay than other occupations.

The Migration Advisory Committee (MAC) has been asked to consider whether there should continue to be a different threshold for health and care worker visas. We look forward to receiving the MAC’s recommendations in due course.

Individuals who are sponsored in the roles at band 3 before the rules changed on 22 July will be eligible to extend their visa providing they meet all of the requirements at the time including being paid the appropriate salary. Salary thresholds and going rates are routinely updated and sponsored workers will need to meet the salary requirements in place at the time when they apply for their visa to be renewed.

Salary thresholds are an important way of ensuring those coming to work in the UK are able to support themselves. These workers do not have access to public funds so it is important a rate is set which will ensure people are earning sufficient income without having to rely on public funds. A number of health and care and education occupations are subject to lower rates of pay than other occupations.

The Migration Advisory Committee (MAC) has been asked to consider whether there should continue to be a different threshold for health and care worker visas. We look forward to receiving the MAC’s recommendations in due course.

Individuals who are sponsored in the roles at band 3 before the rules changed on 22 July will be eligible to extend their visa providing they meet all of the requirements at the time including being paid the appropriate salary. Salary thresholds and going rates are routinely updated and sponsored workers will need to meet the salary requirements in place at the time when they apply for their visa to be renewed.

The most recent changes relating to the Skilled Worker immigration rules will apply to all applications made using a certificate of sponsorship issued from 8 October 2024. These changes were corrections to the salary going rates for the Skilled Worker route which came into force in April 2024.

Changes made to the rules for partner and dependent child of a person will apply to all outstanding applications by Skilled Workers, and their dependents, regardless of the dates the applications were made, so they can benefit from the new provisions.

These changes only affect applications which have yet to be decided. They do not apply to applications which have already been granted.

Defence is committed to a diverse workforce, seeking to ‘select in’ rather than ‘select out’ and is focused on work to review the current policies for Armed Forces recruiting.

An update to Joint Service Publication (JSP) 950 Leaflet 6-7-7, which sets out the medical entry standards for the Armed Forces, was published in August 2024 following an intensive period of review undertaken by clinical experts, Defence personnel staff, and the recruiting agencies.

The updated JSP 950 Leaflet 6-7-7 is now in use and in the case of asthma confirms candidates may now be able to join the Armed Forces providing they meet certain criteria. Defence Medical Services continue to monitor and consider all emerging medical evidence to inform medical entry standards.

There is an executive waiver process where the employing Service may, exceptionally, recruit someone who is below the normal medical entry standards. This may include individuals with unique specialist skills that outweigh any functional limitations they might have.

This Government has the utmost admiration and appreciation for the loyal service of all our Armed Forces Veterans, however, the Ministry of Defence (MOD) has no current plan to recommend that the eligibility criteria for the Long Service and Good Conduct Medal are amended to include Regular Officers who served in the Armed Forces before 29 July 2014. In any case, the MOD cannot unilaterally amend the eligibility criteria for the medal, and any recommendation in this respect would be subject to endorsement by the Committee on the Grant of Decorations, Honours and Medals, and approval by His Majesty The King.

The Ministry of Defence (MOD) has experienced a substantial rise in Subject Access Requests, which has put significant pressure on our ability to deliver within the legislative timescales. However, I have already asked the Department to take steps to improve our ability to respond within the necessary timeframes. The MOD’s Data Protection Team have made the Information Commissioner’s Office (ICO) aware of the situation, which is being experienced across all Services.

Where an individual is seeking information about themselves, known as a SAR, the MOD adheres to guidance issued by the ICO. This stipulates that a public authority must supply the information within one month, but can take up to 90 days for complex cases. Further information can be found at the following link: https://ico.org.uk/for-the-public/time-limits-for-responding-to-data-protection-rights-requests

The Government recognises the importance of timeliness in delivering this important recognition. The Independent Panel convened for its first sitting within days of their appointment on 13 May 2025, demonstrating the Government's commitment to delivering the LGBT Financial Recognition Scheme (FRS) at pace. Further sittings are taking place in June, with several more scheduled in the coming months.

We expect to increase the frequency of sittings, up to two per week and will continue to monitor progress, assessing whether further increases would provide benefits without compromising the integrity of the process. Increasing the number of sitting days may expedite the processing of applications but must be balanced with ensuring the process remains thorough and robust. Evidence gathering is the longest and most complex part of the process, requiring information to be collected from a variety of sources, including historical records. This work must be conducted carefully to ensure fairness for applicants and the responsible management of public funds.

As of 9 June 2025, the FRS had received 1,067 applications and 44 Veterans had received payments. We have been prioritising payment to the elderly and those with serious health conditions to ensure they receive support as quickly as possible, with the first payments issued as planned within 15 weeks of the scheme going live to these prioritised groups. Some cases are more complex and require additional time due to the unique and individual circumstances involved; we envisage the FRS speeding up once these are completed.

As of 9 June 2025, the LGBT Financial Recognition Scheme (FRS) had received 1,067 applications and 44 Veterans had received payments. We have been prioritising payment to the elderly and those with serious health conditions to ensure they receive support as quickly as possible, with the first payments issued as planned within 15 weeks of the scheme going live to these prioritised groups. Some cases are more complex and require additional time due to the unique and individual circumstances involved; we envisage the scheme speeding up once the most complex cases are completed

Defence fully recognises the importance of delivering LGBT Dismissed or Discharged Payments in a timely manner and is taking specific steps to reduce the time taken for both processing and distribution. Clear guidance has been published to help applicants understand the process, and we appreciate their patience as we work to deliver this important recognition fairly and responsibly.

To reduce processing times, we are working to streamline and automate administrative processes where possible. We are also improving coordination across Defence to retrieve supporting evidence more efficiently, ensuring applications are reviewed thoroughly but without unnecessary delays. While processing times vary depending on the complexity of cases and the evidence required, we are committed to handling applications as quickly as possible. To speed up distribution, the Department is reviewing payment systems to ensure that once applications are approved, payments are issued promptly and efficiently.