Asked by: John McDonnell (Labour - Hayes and Harlington)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, if he will take steps to compare the contractual employment conditions of Royal Fleet Auxiliary seafarers with employment conditions of crew on outsourced MoD contracts for maritime services.
Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)
As part of the continued transformation of the Royal Fleet Auxiliary’s workforce framework in support of Defence operational needs, the Department continues to draw upon best practice across the maritime industry, proactively engaging with stakeholders to inform future policy.
Asked by: Mohammad Yasin (Labour - Bedford)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether his Department is taking steps to help ensure that employers participating in the Disability Confident scheme do not unfairly dismiss employees due to health-related absence or long-term conditions.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
All employers are required to comply with the Equality Act 2010, including the duty to make reasonable adjustments where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments, and we expect all employers including those in the Disability Confident scheme to act within the law.
The Disability Confident scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work. When an employer signs up to the scheme, they agree to commitments which include anticipating and providing reasonable adjustments as required and supporting any existing employee who acquires a disability or long-term health condition, enabling them to stay in work.
To help employers meet these commitments in practice, Disability Confident provides a range of guidance and resources. This includes the Disability Confident Manager’s Guide [https://www.gov.uk/government/publications/disability-confident-and-cipd-guide-for-line-managers-on-employing-people-with-a-disability-or-health-condition], which explains how managers can make and review reasonable adjustments, consider flexible working, and sets out examples of other types of workplace adjustments. In addition, the Department has developed the ‘Support with Employee Health and Disability’ digital service [https://www.support-with-employee-health-and-disability.dwp.gov.uk/support-with-employee-health-and-disability], which offers employers tailored guidance on supporting employees with health conditions or disabilities, including advice on legal obligations, making reasonable adjustments, and signposting to sources of expert support.
The scheme also signposts employers and employees to Access to Work, a discretionary grant that provides support for people with a disability or health condition to move into or retain employment, by helping with extra disability related costs of working that go beyond the standard reasonable adjustments an employer is expected to provide under the Equality Act.
Asked by: Rebecca Long Bailey (Labour - Salford)
Question to the Department for Digital, Culture, Media & Sport:
To ask the Secretary of State for Culture, Media and Sport, what assessment she has made of the effectiveness of whistleblowing protections for employees of publicly owned broadcasters under the Public Interest Disclosure Act 1998.
Answered by Ian Murray - Minister of State (Department for Science, Innovation and Technology)
Our public service broadcasters, publicly owned or otherwise, rightfully remain independent of Government, but their employees like most in Great Britain are protected under the whistleblowing framework in the Employment Rights Act 1996 (as amended by the Public Interest and Disclosure Act 1998). This protects employees from detriment and dismissal if they blow the whistle on wrongdoing and certain conditions in the legislation are met.
More broadly, the Government acknowledges concerns that the UK whistleblowing framework may not be operating as effectively as it should be and recently announced, through the Anti-Corruption Strategy 2025, that it will explore opportunities to reform that framework.
Asked by: Brian Leishman (Labour - Alloa and Grangemouth)
Question to the Department for Transport:
To ask the Secretary of State for Transport, what recent discussions she has had with (a) the Scottish Government and (b) ferry operators on the crewing model that will be used on the vessels used to provide Roll-on Roll-off passenger and freight ferry services between Scotland and continental Europe; and whether conditions of maritime employment on those services will be covered by the Mandatory Seafarers Charter.
Answered by Keir Mather - Parliamentary Under-Secretary (Department for Transport)
Maritime policy is devolved to Scotland and so it is for the Scottish Government to engage with ferry operators about any services from Scottish ports to mainland Europe. My officials regularly engage with the Scottish Government about maritime matters but Scotland have not raised any specific issues about crewing on services from Scotland to mainland Europe.
We will be consulting on the regulations bringing into force the Mandatory Seafarers’ Charter in Spring 2026. This consultation will set out the proposed scope of the requirements.
Asked by: Baroness Maclean of Redditch (Conservative - Life peer)
Question to the Department of Health and Social Care:
To ask His Majesty's Government what estimate they have made of the number of working days lost due poor mental health in each of the last five years.
Answered by Baroness Merron - Parliamentary Under-Secretary (Department of Health and Social Care)
The following table shows the number of working days lost due to mental health conditions in the last five years:
Year | Number of days lost due to mental health conditions (millions) | Proportion of days lost due to mental health conditions |
2020 | 20.5 | 13.7% |
2021 | 14.8 | 9.0% |
2022 | 19.0 | 10.1% |
2023 | 18.8 | 12.4% |
2024 | 16.4 | 13.5% |
Source: Office for National Statistics.
The working day is defined as seven hours and 30 minutes.
These estimates were produced using the Labour Force Survey, which is a household survey representative of the United Kingdom labour market, and it is used to produce estimates of employment, unemployment, and economic inactivity in the UK along with many other labour market statistics. Caution should be taken when analysing total days lost for 2020 and 2021, because of the impact of furlough and other policies during the COVID-19 pandemic.
Asked by: James Naish (Labour - Rushcliffe)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what assessment his Department has made of the adequacy of guidance provided to NHS staff considering partial retirement under the NHS partial retirement scheme in relation to the potential impact on future redundancy entitlements.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
Partial retirement does not mean that National Health Service staff are ineligible for redundancy payments. However, taking partial retirement may change the way in which contractual redundancy payments are calculated.
The rules concerning the calculation of redundancy payments for National Health Service staff who have previously taken pension benefits are determined in accordance with their contracts of employment, and statutory redundancy entitlements.
Redundancy terms for NHS staff on the Agenda for Change contract are set out under section 16 of the NHS Staff Terms and Conditions of Service handbook. This also applies to NHS staff whose redundancy terms refer to section 16. This section states that service used for the purposes of calculating previous pension benefits will not count for the calculation of a contractual redundancy payment. Statutory redundancy entitlements are unaffected.
The Department commissions NHS Employers to provide guidance for employers on a range of topics, including NHS redundancy arrangements and retirement options for NHS staff. The NHS Employers guidance clearly sets out the position in relation to partial retirement and redundancy.
Asked by: Nadia Whittome (Labour - Nottingham East)
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 adequacy of redundancy arrangements for NHS staff who take partial retirement.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
This specific assessment has not been made. Where National Health Service staff have taken partial retirement, they retain continuous service. As a result, some staff may be entitled to receive a statutory redundancy payment that exceeds their contractual redundancy entitlement, in which case, the statutory payment will apply. Entitlement to redundancy payments ultimately depends on what is set out in an employee’s employment contract and whether their contract refers to Section 16 of the Agenda for Change terms. Different rules may apply to NHS staff who are not employed on Agenda for Change terms in England.
Contractual redundancy provisions for staff covered by the NHS Terms and Conditions of Service handbook, also referred to as Agenda for Change, were agreed and ratified in partnership by the NHS Staff Council, the collective bargaining structure made up of trade union and employer representatives. Any future changes to the handbook, including this section, would require the Department to issue a mandate to allow negotiations to be undertaken by the NHS Staff Council.
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, what assessment he has made of local labour market participation rates in the West Midlands.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
The information requested is published and available at:
https://www.nomisweb.co.uk/default.asp
Guidance for users can be found at:
https://www.nomisweb.co.uk/home/newuser.asp
The estimated participation rates can be found by selecting “Query data” on the NOMIS home page and selecting “Annual Population Survey/Labour Force Survey” and then “annual population survey (Dec 2004 to Jun 2025)” in the lists of data sources. The Geography will need to be set for the relevant ‘local authorities: district / unitary’ within the West Midlands. The Variable will need to be set to “Economic activity rate - aged 16-64”. West Midlands can also be selected in the ‘regions’ category to give participation rates for the whole region.
Through our Get Britain Working Strategy, we are reforming employment, health, and skills support to tackle economic inactivity, support people into good work, and create an inclusive, thriving labour market.
Specifically in the West Midlands, we are working with the West Midlands Combined Authority to deliver a Youth Trailblazer, which is testing how best to deliver and integrate work, health and skills support locally for young people. The West Midlands Combined Authority has also received their Connect to Work funding through their 2025/26 Integrated Settlement to deliver Supported Employment to disabled people, individuals with health conditions and people with complex barriers to employment. They will receive further Connect to Work funding in the 2026/27 – 2028/29 Integrated Settlement from April.
Furthermore, all areas in England have been asked to develop a Local Get Britain Working plan. Led by local government and co-developed with local NHS, Jobcentre Plus and wider stakeholders, these plans will identify local labour market challenges and priorities, and support the integration of locally-delivered services. West Midlands Combined Authority have published their local Get Britain Working Plan, which can be found here: West Midlands Works
Asked by: Gareth Thomas (Labour (Co-op) - Harrow West)
Question to the Ministry of Housing, Communities and Local Government:
To ask the Secretary of State for Housing, Communities and Local Government, whether he will estimate how many local Council offer their employees the opportunity to join a credit union by offering a payroll deduction service.
Answered by Alison McGovern - Minister of State (Housing, Communities and Local Government)
Local authorities are independent employers responsible for the management of their own workforces, including setting their own terms and conditions and employment packages.
Asked by: Blake Stephenson (Conservative - Mid Bedfordshire)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, if he will make it his policy to ensure that hospices receive the funding required to raise staff pay in line with nationally agreed NHS pay rises.
Answered by Stephen Kinnock - Minister of State (Department of Health and Social Care)
Palliative care services are included in the list of services an integrated care board (ICB) must commission. To support ICBs in this duty, NHS England has published statutory guidance and service specifications.
Hospices, as independent organisations, are free to develop and adapt their own terms and conditions of employment and, therefore, it is for them to determine what is affordable within the financial model they operate, and how to recoup any additional costs they face, including what contractual arrangements are reached with their commissioners.
NHS England uprates national allocations in line with the pay rises for ICBs. It is down to the local contractual arrangements, whether this includes the increases for pay rises or not, as to what the hospice can afford. There is, therefore, no single model which is consistent across England.
The Government is developing a Palliative Care and End-of-Life Care Modern Service Framework (MSF) for England. The MSF will drive improvements in the services that patients and their families receive at the end-of-life and enable ICBs to address challenges in access, quality and sustainability through the delivery of high-quality, personalised care.
We will consider contracting and commissioning arrangements as part of our MSF. We recognise that there is currently a mix of contracting models in the hospice sector. By supporting ICBs to commission more strategically, we can move away from grant and block contract models. In the long term, this will aid sustainability and help hospices’ ability to plan ahead.
I refer the Hon. Member to the Written Ministerial Statement HCWS1087 I gave to the House on 24 November 2025.