Asked by: Sarah Hall (Labour (Co-op) - Warrington South)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, if he will consider an expansion of Paediatric and Perinatal Pathology training posts up to 37 (31.1 WTE) by 2030 to help fill consultant vacancies and help ensure succession planning.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
In the 10-Year Health Plan for England, published in July 2025, we set out that over the next three years we will create 1,000 new specialty training posts with a focus on specialties where there is greatest need. We will set out next steps in due course.
Asked by: Afzal Khan (Labour - Manchester Rusholme)
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 impact of the Medical Training (Prioritisation) Bill on International Medical Graduates already working in NHS, particularly those in non-training and service roles.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
The Medical Training (Prioritisation) Bill was introduced to Parliament on 13 January 2026. The bill delivers the Government’s commitment in the 10-Year Health Plan for England, published in July 2025, to prioritise United Kingdom medical graduates for foundation training, and to prioritise UK medical graduates and other doctors who have worked in the National Health Service for a significant period for specialty training.
Subject to the parliamentary passage of the bill, for 2026, international medical graduates with specific immigration statuses will be prioritised when making offers for specialty training. These statuses, such as Indefinite Leave to Remain, are being used as a proxy for NHS experience because individuals who hold them and are eligible for specialty training are likely to have already worked in the NHS for a substantial period.
From 2027 onwards, these immigration categories will no longer apply automatically. Instead, the Government will set out in future regulations additional persons who will be prioritised based on criteria indicating they are likely to have significant NHS experience, or based on their immigration status.
International medical graduates who are not prioritised will still be able to apply and will be offered places if vacancies remain after prioritised applicants have received offers. In particular, there are likely to be opportunities in specialties such as general practice, core psychiatry, and internal medicine. Historically, these attract fewer applicants from the groups we are prioritising for 2026.
International medical graduates will also continue to have opportunities in locally employed doctor roles, which could lead to NHS experience that might count towards future prioritisation.
Asked by: Gideon Amos (Liberal Democrat - Taunton and Wellington)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, whether he has had discussions with the Secretary of State for the Home Department on the potential merits of including individuals on spouse visas who have the right to work and contribute to the NHS among the priority groups for NHS specialty training offers.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
The Medical Training (Prioritisation) Bill was introduced to Parliament on 13 January 2026. The bill delivers the Government’s commitment in the 10-Year Health Plan for England, published in July 2025, to prioritise United Kingdom medical graduates for foundation training, and to prioritise UK medical graduates and other doctors who have worked in the National Health Service for a significant period for specialty training.
For specialty training places starting in 2026, NHS experience is being represented by immigration status as people with a settled immigration status are more likely to have worked in the NHS for longer. For specialty training posts starting from 2027 onwards, this provision will not apply automatically. Instead, it will be possible to make regulations to specify additional groups who will be prioritised, where they are likely to have significant experience working as a doctor either in the NHS in England, Scotland, or Wales, or in health and social care in Northern Ireland, or by reference to their immigration status.
Individuals on spouse visas are not included in the prioritised group for specialty training posts starting in 2026, because it is not a good indicator of likely NHS experience. The Department of Health and Social Care worked closely with the Home Office on the development of the bill.
Applicants on spouse visas will still be able to apply and will be offered places if vacancies remain after prioritised applicants have received offers.
Asked by: Martin Wrigley (Liberal Democrat - Newton Abbot)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what support is being provided to (a) Torbay and (b) Exeter NHS Trusts to recruit and retain specialist cancer nurses and the cancer workforce.
Answered by Ashley Dalton - Parliamentary Under-Secretary (Department of Health and Social Care)
NHS England has made good progress in growing and developing the cancer and diagnostics workforce.
In 2024/25, approximately 8,000 people received training to either enter the cancer and diagnostics workforce or develop in their roles. As part of this, over 1,600 people were on apprenticeship courses, with over 270 additional medical specialty training places funded. Over 1,000 clinical nurse specialist (CNS) grants were made available to new and aspiring CNSs across England, including Devon.
We are working to end the postcode lottery for cancer services. NHS England is working with NHS regions and the royal colleges to increase the number of clinical and medical oncology staff overall. In addition, we aim to fill vacancies and expand workforces in trusts that most need more staff, including in rural and coastal areas, to help boost performance.
Asked by: Wendy Morton (Conservative - Aldridge-Brownhills)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, with reference to the Written Statement of 8 December 2025 on Support for Young People, HCWS1137, what steps he is taking to ensure that expanded Sector-based Work Academy Programmes in West Midlands growth sectors such as logistics, automotive, retail and health lead to genuine employment progression; and if he will publish West Midlands-specific data on completion rates and subsequent job offers.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
DWP’s Sector-based Work Academy Programmes (SWAPs) – which offer training, work experience and a job interview to DWP customers seeking work – help employers with immediate and future employment needs by upskilling benefit claimants to fill local job vacancies. Jobcentres work with local employers and training providers to establish SWAPs in a wide range of sectors including logistics, automotive, retail and health.
As evidenced by the SWAP Impact Assessment (Sector-based Work Academy Programme: A Quantitative Impact Assessment - GOV.UK), SWAPs have been proven to increase the time participants spend in employment. The positive impact of SWAPs on employment outcomes is consistent across all regions including West Midlands.
From April 2026, the Youth Guarantee will increase the number of SWAPs available so that more jobseekers, particularly young people, can take advantage of the employment support offered.
We publish data on SWAP starts and outcomes on a quarterly basis. This includes the number of starts broken down by Local Authority, by Region and by Sector. Outcomes data was published for the first time this year and shows the proportion of SWAP starts with earnings at 6 and 9 months, by month of start, and the average monthly earnings at 6 and 9 months for those with earnings in that period, by month of start. The latest publication can be found here: https://www.gov.uk/government/publications/sector-based-work-academy-programmes-swaps-management-information-april-2021-to-september-2025. The next release is due to be published in January 2026.
Asked by: Helen Whately (Conservative - Faversham and Mid Kent)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what assessment he has been made of the potential impact of the (a) the Youth Guarantee and (b) the Government’s new scheme for under-25s on the workload of employers.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
Nearly one million young people aged 16 to 24 – around one in eight - are currently Not in Employment, Education, or Training (NEET). To tackle this crisis of opportunity, the government has expanded the Youth Guarantee.
The Government is investing £820 million over the Spending Review period in the Youth Guarantee, to reach almost 900,000 young people, including through Youth Hubs in every area in Great Britain and a new Youth Guarantee Gateway, offering a dedicated session and follow-up support to 16-24 –year-olds on Universal Credit. This investment will also create around 300,000 more opportunities to gain workplace experience and training and provide guaranteed jobs to around 55,000 young people aged 18-21.
The Department has commissioned an evaluation of eight Youth Guarantee Trailblazers to build evidence on how the program improves employment outcomes, economic inactivity, participation in education and training, and systems integration.
The Department will continue to monitor the outcomes of young people participating in the Youth Guarantee nationally, and a full process evaluation of the Jobs Guarantee is planned.
Employers are integral to the success of the Youth Guarantee, and we will be working closely with Youth Guarantee supporters and partners who choose to access DWP’s employer commitment. Employers will benefit from a tailored support service to help fill vacancies with Jobcentre candidates, including job description support, faster recruitment, vacancy promotion, use of Jobcentre space for interviews, access to the free Find a Job site, and expert advice from a dedicated Recruitment Manager.
Asked by: Richard Holden (Conservative - Basildon and Billericay)
Question to the Department for Transport:
To ask the Secretary of State for Transport, pursuant to the Answer of 12 January 2026 to Question 101846, how many station staff were employed by TransPennine Express on (a) 4 July 2024 and (b) the most recent date for which figures are available; and what the percentage change in station staffing levels has been over that period.
Answered by Keir Mather - Parliamentary Under-Secretary (Department for Transport)
For 2024-25 rail period 4 (23 June-20 July 2024) TransPennine Express reported 153.5 full-time-equivalent (FTE) staff at stations, including barrier staff. That figure for 2025-26 rail period 10 (7 December 2025-3 January 2026) was 178 FTE, representing a 16 per cent increase. The increase over 2024-25 were mainly due to filling vacancies that had been paused pending the previous Government’s proposed closure of ticket offices which they subsequently reversed.
Asked by: Sarah Pochin (Reform UK - Runcorn and Helsby)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, what support his Department is providing to British industrial companies that employ significant numbers of people directly and indirectly through their supply chains.
Answered by Chris McDonald - Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)
The department’s modern Industrial Strategy will make the UK the best country to invest in and grow. We are targeting government investment towards our world-class eight-growth driving sectors, from life sciences to digital technologies and advanced manufacturing so British workers can upskill and fill vacancies.
From 2027, the British Industrial Competitiveness Scheme (BICS) will reduce electricity costs by up to £35–40/MWh for manufacturing frontier industries in the Industrial Strategy and foundational industries in their supply chains, by exempting them from the indirect costs of the Renewables Obligation, Feed-in Tariffs and Capacity Market.
DBT provides targeted capital through several key programmes:
Asked by: Mike Martin (Liberal Democrat - Tunbridge Wells)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps his Department is taking to incorporate new technology into the Find a Job platform.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The current ‘Find a Job’ service will be superseded by new Jobs and Careers Service this year.
We are ensuring the service is fit for the future by leveraging new technology, such as CV builder and interview support, in line with the Get Britain Working White Paper, and the blueprint for modern digital government.
Asked by: Neil Shastri-Hurst (Conservative - Solihull West and Shirley)
Question to the Attorney General:
To ask the Solicitor General, pursuant to the Answer of 13 January to Question 103029, on Crown Prosecution Service: Vacancies, how the vacancy rate for Crown Prosecutors as of the end of December 2025 compares the preceding five years, broken down by region.
Answered by Ellie Reeves - Solicitor General (Attorney General's Office)
The overall vacancy rate for ‘Crown Prosecutors’ across the 14 regional, geographic areas that make up the Crown Prosecution Service (CPS) is 4.5% (at the end of December 2025). The table below includes the regional breakdown for CPS vacancy rates applicable to these legal roles for December 2025 against the three preceding years only*.
Area | Dec-22 | Dec-23 | Dec-24 | Dec-25 |
Cymru Wales | 10.3% | 6.0% | 2.4% | 7.0% |
East of England | 10.7% | 6.0% | 6.1% | 3.9% |
East Midlands | 14.9% | 8.8% | 4.0% | 8.6% |
London North | 1.5% | 0.4% | 0.9% | 9.0% |
London South | 6.1% | 4.7% | 0.4% | -3.9% |
Mersey Cheshire | 5.4% | 9.5% | -0.9% | 2.6% |
North East | 12.1% | 5.2% | 6.1% | 15.4% |
North West | 10.2% | 1.7% | 5.7% | -3.4% |
South East | 4.5% | 1.8% | -1.2% | 3.8% |
South West | 7.7% | 14.1% | 0.7% | -0.1% |
Thames and Chiltern | 7.5% | 8.8% | 7.4% | 11.5% |
Wessex | 10.0% | 5.5% | 4.8% | 1.3% |
West Midlands | 17.2% | 7.3% | 1.4% | 6.9% |
Yorkshire and Humberside | 12.8% | 5.0% | 4.7% | 4.0% |
14 Geographic Areas | 9.5% | 5.6% | 3.0% | 4.5% |
*The CPS does not hold information on vacancy rates dating back five years and has therefore provided the three years preceding December 2025 only.