Kim Johnson

All decisions to exclude a pupil must be lawful, reasonable and fair. Permanent exclusion should only be used as a last resort.

There are legal duties on schools and local authorities to provide suitable full-time education from the sixth day of a suspension or permanent exclusion. Where children are permanently excluded, they are frequently placed in alternative provision schools (also known as pupil referral units) so that they can receive the dedicated support they require to return to a new mainstream school or a sustained post-16 educational destination.

The department does not hold statistics centrally on the number of children registered at pupil referral units who have previously been excluded from school. The department is not currently planning to develop this data.

Our aim is to reduce numbers of preventable exclusions, including by using the expertise of alternative provision schools to support pupils whilst they are in mainstream school, before behaviour issues or other barriers to learning escalate.

The department does not hold statistics centrally showing how many children who attended special schools were then registered at pupil referral units in each of the last ten years.

The government is committed to making quick progress to deliver on its commitment to offer breakfast clubs in every primary school with primary aged pupils whilst ensuring effective implementation.

Departmental officials are working closely with schools and sector experts on various matters, including facilities and space, to develop a programme that effectively meets the needs of children, schools and parents.

From April 2025, free breakfast clubs will be available in up to 750 early adopter schools, as part of a test and learn phase in advance of national roll out.

The department does not currently hold statistics showing how many children who had been excluded from school were then registered at Pupil Referral Units. However, there are legal duties on schools and local authorities to provide suitable full-time education from the sixth day of a suspension or permanent exclusion.

The duties on schools and local authorities to provide alternative provision, and the standards that this should meet, are also set out in statutory guidance. This guidance can be accessed here: https://www.gov.uk/government/publications/alternative-provision.

The government has committed to taking a community-wide approach to improving inclusion of all children in mainstream schools, whatever their background. The department will see alternative providers working with mainstream schools to provide high quality early interventions and targeted support for children and young people that is targeted at their specific needs, which will ultimately reduce the numbers of referrals into alternative provision.

Every child, regardless of background, deserves the opportunity to progress and succeed in school and beyond. This government is committed to breaking the link between young people’s backgrounds and their future success.

The department recognises the issues faced by Gypsy, Roma and Traveller (GRT) children and young people and has an active GRT stakeholder group, which includes representatives from GRT communities and the education sector. The group is a valuable source of information and challenge for the department and works to inform thinking, policy and delivery, addressing barriers faced by GRT pupils.

In line with the recommendations of the Education Policy Institute’s annual report, the government has committed to developing an ambitious Child Poverty strategy, implementing several initiatives aimed at boosting children’s mental health and wellbeing, as well as investing in improving inclusivity and expertise to support children with special educational needs and disabilities in mainstream schools.

To support all young people to achieve and thrive, the department has started work to recruit an additional 6,500 expert teachers and launched an independent, expert-led curriculum and assessment review that will look closely at the key challenges to attainment. The department has also committed to provide breakfast clubs in all state funded primary schools, ensuring every primary school child is well prepared for school.

In the 2024/25 financial year, over £7.8 billion of the schools’ national funding formula funding has been allocated based on deprivation and other additional needs. In addition, in the last academic year, of the £7 billion allocated to support 16 to 18 year olds in education, nearly £600 million was targeted to support the needs of disadvantaged students.

Information on children attending special schools is reported within the school census, with the most recent publication available here: https://explore-education-statistics.service.gov.uk/find-statistics/school-pupils-and-their-characteristics. To access the data, use a table builder to find the required information. An example of the outputs from the table builder is available here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/06951e44-abeb-4c2b-4111-08dce44cbd16.

Information on pupil referral units is reported within the school census. The most recent publication is available here: https://explore-education-statistics.service.gov.uk/find-statistics/school-pupils-and-their-characteristics. By following this link you will be able to use a table builder to find the information that you require. One example of the outputs from the table builder can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/90137e0b-149c-42fc-410d-08dce44cbd16.

The department is committed to introducing an Alternative Student Finance (ASF) product, compatible with Islamic finance principles, as quickly as it can. To support this, in November we are reconvening the ASF working group, made up of representatives from the Islamic community and finance sector. We have also appointed a secretariat to take forward the Sharia-certification of the ASF product. The department is currently considering how it can best drive forward further progress on ASF and will provide an update on plans in due course.

The government’s announcement to remove Ofsted’s single headline grades with immediate effect included state-funded alternative provision schools. The government is committed to removing single headline grades in all the remits that Ofsted inspects and replacing them with report cards.

The Winds of Change project was awarded funding through the third round of the Clean Maritime Demonstration Competition (CMDC). The CMDC is funded by the UK Shipping Office for Reducing Emissions (UK SHORE) Research and Development programme in the Department for Transport and delivered and managed by Innovate UK, on behalf of the Department.

Applications for CMDC funding undergo an independent assessment process, managed by Innovate UK. Project partners of all successful bids are published online. Innovate UK and the Department for Transport are not responsible for the procurement of subcontractors, but the rules around the use of subcontractors are set out in the competition scope.

The Clean Maritime Demonstration Competition (CMDC) is funded by the UK Shipping Office for Reducing Emissions (UK SHORE) programme in the Department for Transport. The CMDC has supported a range of feasibility studies, pre-deployment trials and short demonstrations.

We are committed to a robust evaluation of the UK SHORE programme. The Department has commissioned Frontier Economics and SYSTRA Ltd to conduct a comprehensive independent evaluation of the UK SHORE programme, which is assessing the processes and impact of all UK SHORE schemes, including environmental impacts and job creation.

In March 2025, the Department for Transport published a report setting out the early outcomes of the evaluation of the UK SHORE programme to date, including completed projects in the CMDC. The majority of the CMDC demonstration projects only concluded at the end of March 2025. Therefore, data about their impact will be captured through the ongoing evaluation, due to conclude later this year.

The Clean Maritime Demonstration Competition (CMDC) is funded by the UK Shipping Office for Reducing Emissions (UK SHORE) programme in the Department for Transport, to support innovation in the maritime sector. The CMDC is delivered and managed by Innovate UK on behalf of the Department.

We are committed to a robust evaluation of the UK SHORE programme. The Department has commissioned Frontier Economics and SYSTRA Ltd to conduct a comprehensive independent evaluation of the UK SHORE programme, which is assessing the processes and impact of all UK SHORE schemes and will inform future policy development.

In March 2025, the Department for Transport published a report setting out the early outcomes of the evaluation of the UK SHORE programme to date, including completed projects in the CMDC, with the final report due in Autumn 2025.

Officials regularly discuss the appraisal of CMDC projects with Innovate UK, who play a key role in collecting project monitoring data to inform the evaluation programme.

We work jointly across Government to develop policies, regulation and mechanisms to support maritime environment and decarbonisation, including with the Department of Science, Innovation and Technology.

The Department for Transport has been in frequent discussion with the Maritime and Coastguard Agency (MCA), which oversees UK seafarer training, to ensure green skills are embedded in the new training scheme. This scheme, developed with industry input and coordinated by the MCA, will launch in September 2025. It includes training on future fuels and new technologies, complementing the Clean Maritime Demonstration Competition's projects aimed at reducing greenhouse gas emissions.

Furthermore, the MCA has a formal role in both the design and delivery of the Clean Maritime Demonstration Competition's programme and was closely involved in the design of the latest funding competition, which includes provision for bids covering training and skills.

The Mayor of the Liverpool City Region already has the power to appoint a public sector operator to run Merseyrail services. There are no plans to change this.

The requested statistics are not available as the Department does not hold information on the maternity leave status of single parents that have had benefit payments capped.

The Disability Confident scheme has over 19,000 members and they report over 12 million employees working in their organisations. The scheme is designed as a learning journey with all employers starting at Level 1 and encouraged to progress through the scheme to Levels 2 and 3. As they progress on their learning journey, we expect they will continue to increase and share their understanding with employees and put in place effective and inclusive policies and procedures in support of disability employment.

The range of suitable validators of organisations seeking Disability Confident Leader status or renewal of that status is explained in the scheme guidance. Most validations are undertaken by existing Disability Confident Leaders, although the full list is:

• existing Disability Confident Leaders
• disabled employees, customers or people in the local community
• local diversity and inclusion groups
• local disability organisations or network groups
• disabled people’s user led organisations (DPULOs)
• recognised accreditation organisations whose accreditation covers the components of the Disability Confident Employer self- assessment
• disabled stakeholder groups or forums
• national disability network groups
• national disability organisations
• internal diversity and inclusions groups/forums

The scheme encourages businesses to choose an organisation suited to their business size, that can provide a proportionate level of challenge based on their own knowledge, lived experience, skills and expertise.

Disability Confident Leaders have had their own self-assessment independently validated and demonstrated a high level of commitment and success in creating inclusive workplaces. This experience equips them to be able to support others through the process sharing their knowledge and skills, to assess and validate other organisations effectively.

Other organisations able to validate businesses seeking to become or renew Disability Confident Leader status have specific expert knowledge of disability related issues in the workplace and / or have lived experience of disability.

As part of the work, we have begun to strengthen the scheme, we are considering options to make the validation process more robust, including improving the guidance for validators and reviewing the types of bodies permitted to undertake validations.

The overall number of complaints received by the Disability Confident policy team in the period 2022 to 2024 is approximately 220. Where the Department is made aware of any complaint raised against a Disability Confident employer for not meeting the scheme criteria, we would apply the process described in the Disability Complaints procedure. If after further examination, we consider the employer is failing to comply with any of the scheme criteria, the Department will give the employer an opportunity to remedy the situation. There have been no instances where an employer was given the opportunity to remedy the situation and failed to respond.

The Disability Confident scheme has over 19,000 members and they report over 12 million employees working in their organisations. The scheme is designed as a learning journey with all employers starting at Level 1 and encouraged to progress through the scheme to Levels 2 and 3. As they progress on their learning journey, we expect they will continue to increase and share their understanding with employees and put in place effective and inclusive policies and procedures in support of disability employment.

The range of suitable validators of organisations seeking Disability Confident Leader status or renewal of that status is explained in the scheme guidance. Most validations are undertaken by existing Disability Confident Leaders, although the full list is:

• existing Disability Confident Leaders
• disabled employees, customers or people in the local community
• local diversity and inclusion groups
• local disability organisations or network groups
• disabled people’s user led organisations (DPULOs)
• recognised accreditation organisations whose accreditation covers the components of the Disability Confident Employer self- assessment
• disabled stakeholder groups or forums
• national disability network groups
• national disability organisations
• internal diversity and inclusions groups/forums

The scheme encourages businesses to choose an organisation suited to their business size, that can provide a proportionate level of challenge based on their own knowledge, lived experience, skills and expertise.

Disability Confident Leaders have had their own self-assessment independently validated and demonstrated a high level of commitment and success in creating inclusive workplaces. This experience equips them to be able to support others through the process sharing their knowledge and skills, to assess and validate other organisations effectively.

Other organisations able to validate businesses seeking to become or renew Disability Confident Leader status have specific expert knowledge of disability related issues in the workplace and / or have lived experience of disability.

As part of the work, we have begun to strengthen the scheme, we are considering options to make the validation process more robust, including improving the guidance for validators and reviewing the types of bodies permitted to undertake validations.

The overall number of complaints received by the Disability Confident policy team in the period 2022 to 2024 is approximately 220. Where the Department is made aware of any complaint raised against a Disability Confident employer for not meeting the scheme criteria, we would apply the process described in the Disability Complaints procedure. If after further examination, we consider the employer is failing to comply with any of the scheme criteria, the Department will give the employer an opportunity to remedy the situation. There have been no instances where an employer was given the opportunity to remedy the situation and failed to respond.

The Disability Confident scheme has over 19,000 members and they report over 12 million employees working in their organisations. The scheme is designed as a learning journey with all employers starting at Level 1 and encouraged to progress through the scheme to Levels 2 and 3. As they progress on their learning journey, we expect they will continue to increase and share their understanding with employees and put in place effective and inclusive policies and procedures in support of disability employment.

The range of suitable validators of organisations seeking Disability Confident Leader status or renewal of that status is explained in the scheme guidance. Most validations are undertaken by existing Disability Confident Leaders, although the full list is:

• existing Disability Confident Leaders
• disabled employees, customers or people in the local community
• local diversity and inclusion groups
• local disability organisations or network groups
• disabled people’s user led organisations (DPULOs)
• recognised accreditation organisations whose accreditation covers the components of the Disability Confident Employer self- assessment
• disabled stakeholder groups or forums
• national disability network groups
• national disability organisations
• internal diversity and inclusions groups/forums

The scheme encourages businesses to choose an organisation suited to their business size, that can provide a proportionate level of challenge based on their own knowledge, lived experience, skills and expertise.

Disability Confident Leaders have had their own self-assessment independently validated and demonstrated a high level of commitment and success in creating inclusive workplaces. This experience equips them to be able to support others through the process sharing their knowledge and skills, to assess and validate other organisations effectively.

Other organisations able to validate businesses seeking to become or renew Disability Confident Leader status have specific expert knowledge of disability related issues in the workplace and / or have lived experience of disability.

As part of the work, we have begun to strengthen the scheme, we are considering options to make the validation process more robust, including improving the guidance for validators and reviewing the types of bodies permitted to undertake validations.

The overall number of complaints received by the Disability Confident policy team in the period 2022 to 2024 is approximately 220. Where the Department is made aware of any complaint raised against a Disability Confident employer for not meeting the scheme criteria, we would apply the process described in the Disability Complaints procedure. If after further examination, we consider the employer is failing to comply with any of the scheme criteria, the Department will give the employer an opportunity to remedy the situation. There have been no instances where an employer was given the opportunity to remedy the situation and failed to respond.

DWP is a demand led organisation which determines the level of staffing resource required to deliver our services. Workforce Plans, which include recruitment, set out detailed plans to deliver the required level of resource.

Workforce Plans are regularly reviewed to meet latest demand and new policy requirements, and the Department prioritises resource across operational areas.

Whilst the impact of changes to the Skilled Worker Salary threshold introduced in April 2024 are affecting a very small proportion of staff within the Department, visa expiry and potential options for obtaining a future work visa are specific to individuals’ circumstances and the Home Office legislation which applies at the time that their current visa expires.

As current employee’s Visa expiry dates span several years and not all will be impacted by the changes to the skilled worker salary thresholds, the DWP Visa Sponsorship Team meet with Trade Unions weekly to ensure impacted members are supported.

The Department has noted the recommendations made in the report, and values Marie Curie as a key stakeholder which engages with us constructively in this area. The primary way the Department supports people nearing the end of life is through special benefit rules which are known as the Special Rules for End of Life (SREL). These enable people who are nearing the end of their lives to get faster, easier access to certain benefits, without needing to attend a medical assessment or serve waiting periods and in most cases, receive the highest rate of benefit.

For many years, the Special Rules applied to people who have 6 months or less to live, they have now been changed so they apply to people who have 12 months or less to live.  Changes to the Special Rules mean that thousands of people nearing the end of life are now able to claim fast-tracked financial support from the benefits system six months earlier than they were able to previously.

The Department does not hold the data requested.

DWP currently sponsors 169 employees.

The number of DWP staff that are currently sponsored by the department who will not meet the salary threshold at the end of their current visa is unknown. Each case will depend on the individuals’ specific circumstances, and the Home Office legislation at the time their current visa expires.