Division Vote (Commons)
12 Nov 2025 - Taxes -
View Vote Context
Mary Glindon (Lab) voted No
- in line with the party majority
and in line with the House
One of
306 Labour No votes vs
0 Labour Aye votes
Vote Tally: Ayes - 101 Noes - 316
Written Question
Monday 10th November 2025
Asked by:
Mary Glindon (Labour - Newcastle upon Tyne East and Wallsend)
Question
to the Department for Education:
To ask the Secretary of State for Education, if she will make an estimate of the number of Adoption and Special Guardianship Support Fund applications that received match-funding in (a) Newcastle upon Tyne and (b) North Tyneside in (i) 2023-24 and (ii) 2024-25.
Answered by Josh MacAlister
- Parliamentary Under-Secretary (Department for Education)
The table below confirms the information requested.
Financial year | Newcastle upon Tyne | North Tyneside |
Applications | Match funded | Applications | Match funded |
2023/24 | 57 | 2 | 53 | 0 |
2024/25 | 43 | 1 | 44 | 1 |
Written Question
Monday 10th November 2025
Asked by:
Mary Glindon (Labour - Newcastle upon Tyne East and Wallsend)
Question
to the Department for Education:
To ask the Secretary of State for Education, if she will make an estimate of the number of children with approved Adoption and Special Guardianship Support Fund applications in (a) Newcastle upon Tyne and (b) North Tyneside in (i) 2023-24 and (ii) 2024-25.
Answered by Josh MacAlister
- Parliamentary Under-Secretary (Department for Education)
The table below confirms the information requested.
Financial year | Newcastle upon Tyne | North Tyneside |
Applications | Match funded | Applications | Match funded |
2023/24 | 57 | 2 | 53 | 0 |
2024/25 | 43 | 1 | 44 | 1 |
Division Vote (Commons)
5 Nov 2025 - Employment Rights Bill -
View Vote Context
Mary Glindon (Lab) voted Aye
- in line with the party majority
and in line with the House
One of
285 Labour Aye votes vs
0 Labour No votes
Vote Tally: Ayes - 311 Noes - 152
Division Vote (Commons)
5 Nov 2025 - Employment Rights Bill -
View Vote Context
Mary Glindon (Lab) voted Aye
- in line with the party majority
and in line with the House
One of
280 Labour Aye votes vs
0 Labour No votes
Vote Tally: Ayes - 310 Noes - 150
Division Vote (Commons)
5 Nov 2025 - Employment Rights Bill -
View Vote Context
Mary Glindon (Lab) voted Aye
- in line with the party majority
and in line with the House
One of
282 Labour Aye votes vs
0 Labour No votes
Vote Tally: Ayes - 308 Noes - 153
Division Vote (Commons)
5 Nov 2025 - Employment Rights Bill -
View Vote Context
Mary Glindon (Lab) voted Aye
- in line with the party majority
and in line with the House
One of
282 Labour Aye votes vs
0 Labour No votes
Vote Tally: Ayes - 310 Noes - 155
Division Vote (Commons)
5 Nov 2025 - Employment Rights Bill -
View Vote Context
Mary Glindon (Lab) voted Aye
- in line with the party majority
and in line with the House
One of
284 Labour Aye votes vs
0 Labour No votes
Vote Tally: Ayes - 312 Noes - 151
Division Vote (Commons)
5 Nov 2025 - Public Authorities (Fraud, Error and Recovery) Bill -
View Vote Context
Mary Glindon (Lab) voted Aye
- in line with the party majority
and in line with the House
One of
264 Labour Aye votes vs
1 Labour No votes
Vote Tally: Ayes - 268 Noes - 80
Written Question
Wednesday 5th November 2025
Asked by:
Mary Glindon (Labour - Newcastle upon Tyne East and Wallsend)
Question
to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what training on employment law do Access to Work case managers receive in order to determine whether a requested adjustment is reasonable.
Answered by Stephen Timms
- Minister of State (Department for Work and Pensions)
Access to Work case managers do not receive training in employment law. Instead, they are trained to apply the Principles of Access to Work, which are designed to ensure that support provided:
- Goes above and beyond what is considered a reasonable adjustment under the Equality Act 2010; and
- Complements but does not replace or subsidise an employer’s legal duty to make reasonable adjustments.
Access to Work support is therefore not intended to determine legal obligations, but to provide additional assistance where appropriate, once an employer’s responsibilities have been met.