Question to the Department for Education:

To ask the Secretary of State for Education, if she will publish student loan repayment data, broken down by national origin, for the last academic year for which data has been collated.

Answered by Josh MacAlister - Parliamentary Under-Secretary (Department for Education)

The number of student loan borrowers who are not UK Nationals and withdrew from their latest recorded course in 2024/25 was 15,000 (to the nearest 500).

The department and the Student Loans Company have strengthened the quality and consistency of data in this area and now hold reliable information on borrowers’ UK national status and nationality.

Question to the Department for Education:

To ask the Secretary of State for Education, how many foreign nationals claiming student loan or a maintenance loan dropped out of their courses in the last academic year for which data is available.

Answered by Josh MacAlister - Parliamentary Under-Secretary (Department for Education)

The number of student loan borrowers who are not UK Nationals and withdrew from their latest recorded course in 2024/25 was 15,000 (to the nearest 500).

The department and the Student Loans Company have strengthened the quality and consistency of data in this area and now hold reliable information on borrowers’ UK national status and nationality.

Question to the Foreign, Commonwealth & Development Office:

To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, how many civils servants were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

Answered by Seema Malhotra - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)

The Foreign, Commonwealth and Development Office does not hold Civil Service‑wide data on findings of breaches of the Civil Service Code. Oversight of the Civil Service Code, including centrally held information on its application across government departments, sits with the Cabinet Office.

Question to the Foreign, Commonwealth & Development Office:

To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

Answered by Seema Malhotra - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)

I refer the Hon Member to the answer provided on 18 November 2025 in response to Question 89585.

Question to the Department for Education:

To ask the Secretary of State for Education, how many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

Answered by Olivia Bailey - Parliamentary Under-Secretary of State (Department for Education) (Equalities)

Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.

The department does not hold centrally collated data on the number of breaches of the Civil Service Code.

Question to the Attorney General:

To ask the Solicitor General, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

Answered by Ellie Reeves - Solicitor General (Attorney General's Office)

The AGO is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner.

Data has been withheld where disclosure could risk identifying individuals, and rigorous suppression rules have been applied to each year’s figures, including suppressing any proportions based on fewer than five employees. As a result, no disclosable proportions can be published for these years.

The AGO places strong emphasis on early intervention, regular feedback and development, with formal performance management processes used only where necessary and, on a case ‑by ‑case basis.

Where performance does not improve despite this additional support, dismissal may ultimately be considered.

Question to the Attorney General:

To ask the Solicitor General, how many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

Answered by Ellie Reeves - Solicitor General (Attorney General's Office)

No civil servant in the AGO was found to have broken the Civil Service Code in 2024 or 2025.

Question to the Department for Education:

To ask the Secretary of State for Education, what was the total value of non-contractual severance payments across the department in 2023, 2024 and 2025.

Answered by Olivia Bailey - Parliamentary Under-Secretary of State (Department for Education) (Equalities)

I refer the hon. Member for Mid Leicestershire to the answer of 7 April 2026 to Question 121697.

Question to the Home Office:

To ask the Secretary of State for the Home Department, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

Answered by Sarah Jones - Minister of State (Home Office)

The Home Office is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner.

This can be either through an informal performance management process called Focused Support or through the formal Managing Poor Performance Policy. For most colleagues, Focused Support will help to improve performance. If an employee does not improve sufficiently, Managing Poor Performance policy will be used. Those who cannot improve their performance, despite this additional support, may be dismissed.

The table below provides the number of staff members who had plans in place to support them to improve their performance, either informally or through our formal managing poor performance process, or both.

1 Distinct Count of "First Conversation" Focused Support Documents uploaded to Metis with the status of "Completed " or "In Progress".

Focused Support is an informal process and is applied for a dip in performance which can include, but not limited to, the following reasons:

1) lack of training

2) lack of will or motivation

3) skills or knowledge gaps

4) misunderstandings about expectations

5) management style or relationship with the job holder

6) workplace relationships

7) environmental factors

8) health, personal life or other issues outside of work

2 Data is based on the count of Managing Poor Performance cases of Paid and Unpaid Civil Servants formally opened with SSCL in the Reporting Period.

3 Individuals may appear in both the Informal Focused Support and Managing Poor Performance counts, as these represent the informal and formal stages of the Performance Management process, respectively.

Question to the Home Office:

To ask the Secretary of State for the Home Department, what was the total value of non-contractual severance payments across the department in 2023, 2024 and 2025.

Answered by Sarah Jones - Minister of State (Home Office)

The Home Office does not publish details of the value of non-contractual severance payments separately.

However, the Home Office does publish overall special payments spending on a financial year basis and details of this can be found through the links below.

Pages 190-191 (pages 198-199 on the reader)

Home Office Annual Report and Accounts 2024 to 2025

Pages 190-191 (pages 194-195 on the reader)

Home Office Annual Report and Accounts 2023 to 2024

Pages195-196

Home Office Annual Report and Accounts 2022-2023

Page 136

Home_Office_ARA_21-22_Final_-_Gov.uk.pdf

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

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

Although the Department holds data on performance markings, it does not centrally record the number of employees on performance management plans and therefore cannot provide figures for 2023, 2024, or 2025. Senior Civil Servants (SCS) and delegated grades, non-SCS, operate under different performance management frameworks.

SCS follow the Cabinet Office-prescribed SCS framework and should have at least quarterly performance conversations, at which ratings are provided. If an SCS receives the lowest performance rating for two consecutive quarters, a performance development plan is put in place with appropriate support. If the lowest rating continues, there is an expectation that the individual is placed on formal poor performance measures in line with the SCS framework.

Delegated grades follow the Department’s Performance Health Check policy and receive mid and end of year performance ratings, supported by monthly performance conversations. Where a delegated grade performance falls below the expected standard, managers must take early, supportive action through regular performance conversations, before deciding on whether any informal or formal action is required under the Supporting Performance Improvement policy and procedure.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what was the total value of non-contractual severance payments across the department in 2023, 2024 and 2025.

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

I refer the Hon. Member to the answer I gave the Rt Hon. Member for South Holland and The Deepings on 30 March 2026 to Question 121274.

Question to the Department for Education:

To ask the Secretary of State for Education, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

Answered by Olivia Bailey - Parliamentary Under-Secretary of State (Department for Education) (Equalities)

The department is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner, using performance improvement plans (PIPs) where appropriate. While data on PIPs is not held centrally, the figures below show the number of employees identified as receiving additional performance support in each financial year. Those who cannot improve their performance, despite this additional support, may be dismissed.

Question to the Wales Office:

To ask the Secretary of State for Wales, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

Answered by Jo Stevens - Secretary of State for Wales

The Wales Office has fifty staff and is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner. To this end, there have been:

No employees placed on a Performance Improvement Plan in 2023/24, one in 2024/25, and none in 2025/26.

Those who cannot improve their performance, despite this additional support, may be dismissed.

Question to the Home Office:

To ask the Secretary of State for the Home Department, how many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

Answered by Sarah Jones - Minister of State (Home Office)

Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality. As breaches of the Civil Service Code are not recorded separately these may be considered disciplinary matters. Therefore, please see table below for the number of formal cases taken against Home Office staff in 2024 and 2025.

Question to the Scotland Office:

To ask the Secretary of State for Scotland, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

Answered by Kirsty McNeill - Parliamentary Under-Secretary (Scotland Office)

The Scotland Office is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner.

No employees have been placed on a Performance Improvement Plan in 2023/24, 2024/25, or 2025/26.

Those who cannot improve their performance, despite this additional support, may be dismissed.

Question to the Scotland Office:

To ask the Secretary of State for Scotland, how many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

Answered by Kirsty McNeill - Parliamentary Under-Secretary (Scotland Office)

No civil servants in the Scotland Office were found to have broken the Civil Service Code in (a) 2024 or (b) 2025.

Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.

Question to the Wales Office:

To ask the Secretary of State for Wales, how many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

Answered by Jo Stevens - Secretary of State for Wales

Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.

No civil servants in my Department were found to have broken the Civil Service Code in 2024 or 2025.

Question to the Ministry of Defence:

To ask the Secretary of State for Defence, what was the total value of non-contractual severance payments across the department in 2023, 2024 and 2025.

Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)

I refer the hon. Member to the response provided to Question 121694 on 25 March 2026 to the hon. Member for South Holland and The Deepings (Sir John Hayes).

Figures for financial year 2025-26 will be published later this year in the Departmental Annual Report and Accounts.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)

The department’s disciplinary report only shows current live, on-going disciplinary cases and those closed within the past 12 months. There is also no detail on the disciplinary report that specifically states breaches of Civil Service Code as the reason for disciplinary. This information would only be available at disproportionate cost.

Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many apprentices the Department recruited in 2025, compared with the figures for i. 2022, ii. 2023 and iii. 2024.

Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)

As the policy holder for apprenticeships and skills, the Department for Work and Pensions (DWP) recognises the value of apprenticeships in building skills and kickstarting careers. We are committed to creating meaningful apprenticeship opportunities within our department and are proud to be 6^th in the Top 100 Apprenticeship Employers ranking.

Since 2022, we have created opportunities for over 500 Universal Credit claimants to start a Level 2 or 3 apprenticeship with entry-level work experience within the department through our Social Mobility Apprenticeship scheme, with many apprentices securing permanent employment in DWP. We have also created apprenticeship opportunities for young people who would have otherwise been at risk of becoming not in education, employment or training (NEET) through our School Leaver SMA scheme.

In 2025, the Department for Work and Pensions had 907 apprenticeship starts, compared with 1824 in 2022, 1348 in 2023 and 1142 in 2024. Numbers have been limited in recent years by headcount restrictions in the Civil Service. At the same time, we have diversified our entry routeways including an increased focus on our other life chances schemes such as Movement to Work, in addition to apprenticeship opportunities. We have also focussed on improving the overall quality and relevance of our apprenticeship programmes to ensure that they support colleagues to develop the right skills and capabilities for DWP roles, particularly in priority areas such as Digital and Counter Fraud.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what was the total value of non-contractual severance payments across the department in 2023, 2024 and 2025.

Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)

The total value of severance payments is set out in the department’s Annual Report and Accounts, which are available for the last three years.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department for Work and Pensions is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner. To this end, there have been:

406 employees have been placed on Performance Action Logs in 2024/25, and 410 in 2025/26. We do not hold data for the financial year 2023-2024

Those who cannot improve their performance, despite this additional support, may be dismissed.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, how many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

Answered by Jake Richards - Assistant Whip

Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.

The information requested could only be obtained at disproportionate cost.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

Answered by Jake Richards - Assistant Whip

The Ministry of Justice is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner.

The information requested could only be obtained at disproportionate cost.

Those who cannot improve their performance, despite this additional support, may be dismissed.

Question to the Northern Ireland Office:

To ask the Secretary of State for Northern Ireland, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

Answered by Hilary Benn - Secretary of State for Northern Ireland

The Northern Ireland Office is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner. To this end, there have been no employees on a formal performance development plan in 2023, 2024, and 2025.

Question to the Home Office:

To ask the Secretary of State for the Home Department, if she will make an assessment of the suitability of foreign nationals being employed as immigration caseworkers in her department.

Answered by Mike Tapp - Parliamentary Under-Secretary (Home Office)

The Civil Service Nationality Rules (CSNR), available on Gov.uk, govern eligibility for employment in the Civil Service on the grounds of nationality and must be followed by government departments. The CSNR allow for certain posts to be reserved for UK nationals only, which is considered where it is deemed necessary and in accordance with the published criteria. These rules have been in place since 2014.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, how many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

Answered by Lucy Rigby - Economic Secretary (HM Treasury)

Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.

HM Treasury holds a central record of disciplinary sanctions issued including dismissals, but this record is not broken down by whether there was a breach of the Civil Service code. It is therefore not possible to provide this data.

Question to the Scotland Office:

To ask the Secretary of State for Scotland, what discussions he has had with Cabinet colleagues on the effectiveness of the welfare system in Scotland.

Answered by Douglas Alexander - Secretary of State for Scotland

I meet regularly with Cabinet colleagues to discuss matters of government policy. This Government is committed to fixing our broken welfare system, ensuring that it is pro-work and provides strong support for disabled claimants to start or stay in work.

We are working in partnership with the Scottish Government, through forums such as the Joint Ministerial Working Group for Welfare, to help more people into work, to grow our economy, and raise living standards for all.

Question to the Home Office:

To ask the Secretary of State for the Home Department, whether her Department considers a person's potential impact on social cohesion and their likelihood of integration when assessing their asylum claim or visa application.

Answered by Mike Tapp - Parliamentary Under-Secretary (Home Office)

Every asylum claim is considered on its individual merits by assessing all the evidence provided by the claimant in light of published country information guidance.

Refugee status is granted when someone has a well-founded fear of persecution under the Refugee Convention for reasons of race, religion, nationality, membership of a particular social group or political opinion. They must show that they cannot seek protection from the authorities in their country and cannot reasonably move to another part of their country to avoid persecution. However, we can deny protection to those who commit serious crimes or represent a threat to national security. Article 1F of the Refugee Convention allows signatory states to exclude those who would otherwise be refugees where there are serious reasons for considering they are guilty of war crimes, crimes against humanity, serious non-political crimes or acts contrary to the purpose and principles of the United Nations.

This Government has published an asylum policy statement, setting out a fair and firm approach to restoring order to the system, which is essential for building community cohesion. By increasing public confidence in the integrity of the asylum system, the reforms will help build trust and reduce tensions within communities. At the same time, they support successful integration for those granted protection, enabling them to contribute positively to society. Integration brings significant benefits for individuals, taxpayers, and communities. These measures will encourage and enable people granted protection to become self-sufficient, law-abiding members of UK society.

For visa applications, decisions are made against the specific suitability and eligibility requirements set out in the Immigration Rules for the relevant route.

In all cases, decisions are made on the basis of the law and published policy, ensuring that applications are considered fairly, consistently, and without discrimination.

100th anniversary of the birth of Her late Majesty Queen Elizabeth II