Asked by: Connor Naismith (Labour - Crewe and Nantwich)
Question to the Department for Education:
To ask the Secretary of State for Education, pursuant to the Answer of 20 October 2025 to Question 77869 on Teachers: Disclosure of Information, whether her Department plans to consider the experiences of teachers subject to non‑disclosure agreements in settlement contracts when developing the conditions to be set out in forthcoming regulations.
Answered by Georgia Gould - Minister of State (Education)
School leaders are best placed to make staffing decisions to ensure the workforce reflects the needs of their pupils. That is why schools are provided the freedom to manage employment of all their staff. The department is not the employer of any school staff.
Where school employers use settlement agreements, they are required to comply with employment law. Settlement agreements are entirely voluntary, and employees do not have to enter into them if they do not agree with the proposed content. Academy trusts must comply with the Academies Financial Handbook if they are considering making a settlement agreement. The handbook can be found here: https://www.gov.uk/government/publications/academy-trust-handbook.
Settlement agreements often include a confidentiality clause, however, the law is clear that confidentiality clauses cannot be used to prevent someone from making a protected disclosure, such as whistleblowing. Further information about whistle blowing for employees can be accessed here: https://www.gov.uk/whistleblowing.
In addition, the government has introduced a new measure, through the Employment Rights Act 2025, that will address the misuse of non-disclosure agreements (NDAs) by employers. The government will consult on the conditions under which NDAs can still be validly made, known in the legislation as an ‘excepted agreement’.
Asked by: Baroness Bennett of Manor Castle (Green Party - Life peer)
Question to the Department for Education:
To ask His Majesty's Government what assessment they have made of the comparative levels of loss of experienced upper pay range teachers in academy and local authority-controlled schools; and what assessment they have made of the (1) extent, and (2) impact, of the use of settlement agreements and confidentiality clauses when such teachers leave employment.
Answered by Baroness Smith of Malvern - Minister of State (Department for Work and Pensions)
The department does not collect or publish teacher leaving rates broken down by teacher pay band. We publish the number and rate of qualified teachers who join and leave the state-funded sector each year in the ‘School workforce in England’ publication. The latest data was published 5 June 2025 and is available here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england. In 2023/24, 40,813 fulltime equivalent (FTE) qualified teachers left the state-funded sector, compared with 42,554 in 2022/23. This equates to 9% of all qualified teachers, one of lowest leaver rates outside the pandemic years.
The department is not the employer of school staff and does not collect data on the use of settlement agreements or confidentiality clauses by academy trusts or local authorities.
Settlement agreements should be entirely voluntary for all involved and schools, as employers, are required to comply with all aspects of employment law. Additionally, academy trusts must also comply with the Academies Financial Handbook, available here: https://www.gov.uk/government/publications/academies-financial-handbook.
Where a settlement agreement includes a confidentiality clause, existing law means such clauses cannot be used to prevent someone from making a protected disclosure such as whistleblowing. Further information about whistle blowing for employees is provided here: https://www.gov.uk/whistleblowing.
Asked by: Kate Osamor (Labour (Co-op) - Edmonton and Winchmore Hill)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what assessment his Department has made of long-term potential impacts of the mandatory disclosure of criminal records on access to (a) employment and (b) education for offenders.
Answered by Jake Richards - Assistant Whip
We recognise the importance of removing barriers to employment for ex-offenders. Employment reduces the chance of reoffending significantly, by up to nine percentage points in the year following release, and a similar percentage point reduction for prisoners who take any form of learning activity. The criminal record regime has a role in this process, striking a balance between providing employers with the information they need to make safer recruitment decisions, while enabling ex-offenders to rebuild their lives.
We recognise that disclosure requirements and the approach of employers and learning institutions can have a significant impact on an individual’s employment opportunities and access to education. This is also an area that Sir Brian Levenson’s recent independent review of the Criminal Courts highlighted. The Deputy Prime Minister confirmed in his Written Ministerial Statement to Parliament on 2 December 2025 that we are considering Sir Brian’s recommendation, including opportunities to simplify the regime to ensure it is clear and proportionate, particularly in relation to childhood offences.
Asked by: Rupert Lowe (Independent - Great Yarmouth)
Question to the Department for Education:
To ask the Secretary of State for Education, how many civil servants employed by their Department work in roles primarily focused on (a) transgender policy, (b) diversity, (c) equity and (d) inclusion; and at what annual salary cost.
Answered by Olivia Bailey - Parliamentary Under-Secretary of State (Department for Education) (Equalities)
The department currently employs three civil servants in roles focused on diversity,
equity and inclusion. Following a review of all job titles across the department, we can confirm that there are no roles whose primary focus is transgender policy.
Within the central human resources diversity and inclusion team, staffing aligns with standard departmental grading structures for the 2025/26 financial year. The team includes:
Information on roles and salaries for members of the department and its arm's length bodies
is available at: https://www.gov.uk/government/publications/disclosure-of-scs-posts-and-salary-information.
Asked by: Jenny Riddell-Carpenter (Labour - Suffolk Coastal)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether her Department has considered introducing a statutory requirement for annual DBS renewals for individuals engaged in regulated activity with children and vulnerable adults.
Answered by Jess Phillips - Parliamentary Under-Secretary (Home Office)
Criminal record certificates issued by the Disclosure and Barring Service (DBS) have a vital role to play in reducing the risk of harm but should always be used as part of an organisation’s broader safeguarding practices and policies, including for example taking up references from previous employers.
Where an individual joins the Update Service provided by DBS, they are able to keep their certificate up to date by giving employers permission to check if anything has changed on their certificate, as long as the role is in the same workforce as the existing certificate. The Update Service allows employers to undertake instant online checking of DBS certificates. This system regularly re-checks a registered individual and if new information is found triggers a “change in status”. This means that when the employer undertakes a status check, they will be informed that new information has come to light since the DBS certificate was issued and that they should apply for a new DBS check.
The Update Service is free to use for volunteers and costs £16 a year for paid employees. Further information and details of how to subscribe can be found at https://www.gov.uk/dbs-update-service.
Except in some sectors like health and education, where DBS checks are mandated by the sector through statutory guidance or regulatory requirements, the use of DBS checks is at the discretion of the employer. It is the responsibility of individual sectors and organsations to decide the frequency of checks on their employees working in regulated activity.
Asked by: Jenny Riddell-Carpenter (Labour - Suffolk Coastal)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what assessment has been made of the safeguarding risks posed by (a) DBS certificates not automatically updating after issue and (b) the current DBS system in general.
Answered by Jess Phillips - Parliamentary Under-Secretary (Home Office)
Criminal record certificates issued by the Disclosure and Barring Service (DBS) have a vital role to play in reducing the risk of harm but should always be used as part of an organisation’s broader safeguarding practices and policies, including for example taking up references from previous employers.
Where an individual joins the Update Service provided by DBS, they are able to keep their certificate up to date by giving employers permission to check if anything has changed on their certificate, as long as the role is in the same workforce as the existing certificate. The Update Service allows employers to undertake instant online checking of DBS certificates. This system regularly re-checks a registered individual and if new information is found triggers a “change in status”. This means that when the employer undertakes a status check, they will be informed that new information has come to light since the DBS certificate was issued and that they should apply for a new DBS check.
The Update Service is free to use for volunteers and costs £16 a year for paid employees. Further information and details of how to subscribe can be found at https://www.gov.uk/dbs-update-service.
Except in some sectors like health and education, where DBS checks are mandated by the sector through statutory guidance or regulatory requirements, the use of DBS checks is at the discretion of the employer. It is the responsibility of individual sectors and organsations to decide the frequency of checks on their employees working in regulated activity.
Asked by: Sarah Pochin (Reform UK - Runcorn and Helsby)
Question to the Department for Education:
To ask the Secretary of State for Education, if she will introduce national response timescales for schools and local authorities to investigate allegations of child on child sexual abuse, to provide written outcomes to families and to advise parents on independent routes of redress; and if she will require standardised record keeping and disclosure to parents within set deadlines.
Answered by Josh MacAlister - Parliamentary Under-Secretary (Department for Education)
Sexual abuse in any form is abhorrent and protecting children from this is an absolute priority for this government.
‘Working together to safeguard children’ is the statutory guidance which sets out the collaborative duties and responsibilities placed on agencies to safeguard and protect children.
‘Keeping children safe in education’ (KCSIE) is the statutory safeguarding guidance that all schools and colleges must have regard to, when safeguarding and promoting the welfare of children. It includes clear and detailed guidance on managing reports of child-on-child sexual violence and harassment, and on recording concerns, discussions and decisions made
Local authorities, schools and colleges are held to account for safeguarding children through a number of routes, including statutory guidance, legislation, child safeguarding practice review panels and inspection.
All schools are assessed on safeguarding as part of their routine inspections. If a state-funded school is not fulfilling its responsibilities in relation to child-on-child sexual abuse, the school is likely to be placed in a category of concern. Similarly, an independent school would likely be judged to not meet the Independent School Standards. This would then lead to robust action to address the concerns
Any concerns about a school’s procedures should be raised directly with the school in question in the first instance, as they will be best placed to offer information and advice regarding their decisions
Where individuals are not satisfied with the outcome of any concerns raised, they are able to make a formal complaint via the school’s complaints procedure. All schools must have a complaint procedure, and it should explain how a complaint can be progressed if a parent remains dissatisfied with the school’s response. When a parent or other relevant body raises a safeguarding concern about pupil safety, including child-on-child sexual abuse, this could trigger an unannounced or focused inspection by Ofsted to assess whether the school is meeting its safeguarding responsibilities. Ofsted expects schools to demonstrate that they have thoroughly investigated safeguarding concerns from parents. This is part of the school’s statutory safeguarding duty under ‘Keeping children safe in education’.
Parents are also able to escalate concerns directly to the local council where they believe a child is at risk of immediate harm. More information about school complaints can be found at: https://www.gov.uk/complain-about-school.
In relation to training for headteachers, Designated Safeguarding Leads and school governors, KCSIE makes clear that all staff should undergo safeguarding and child protection training, including online safety, which should be regularly updated and should be in line with any advice from local safeguarding partners.
The department already publishes analysis on children affected by sexual abuse or exploitation, which can be found here: https://explore-education-statistics.service.gov.uk/find-statistics/children-in-need-a-focus-on-sexual-abuse-and-exploitation/2025.
Asked by: Edward Argar (Conservative - Melton and Syston)
Question to the Department for Education:
To ask the Secretary of State for Education, with reference to her contribution of 4 November 2024, official report column 46, and to WPQ UIN 53062, (a) on what date the leak inquiry commenced, (b) on what date it concluded and (c) when its findings will be made public.
Answered by Olivia Bailey - Parliamentary Under-Secretary of State (Department for Education) (Equalities)
The investigation remains ongoing and all reasonable lines of inquiry will be pursued.
Asked by: Robbie Moore (Conservative - Keighley and Ilkley)
Question to the Department for Education:
To ask the Secretary of State for Education, with reference to the National Audit on Group-Based Child Sexual Exploitation and Abuse, published in June 2025, what progress she has made on implementing recommendation 5.
Answered by Josh MacAlister - Parliamentary Under-Secretary (Department for Education)
The Children’s Wellbeing and Schools Bill introduces a new duty for statutory safeguarding partners and other bodies to share information for the purposes of safeguarding and protecting the welfare of children, including from child sexual abuse and exploitation. This new duty is designed to complement the mandatory reporting duty set out in the Crime and Policing Bill. Together, these measures ensure that once a disclosure is made, the relevant information is not only received but is shared swiftly and appropriately with the bodies best placed to protect the child. In the ‘Tackling child sexual abuse: progress update’, published in April, the department set out that we would consult on a roadmap to a Child Protection Authority by the end of this year.
Asked by: Rupert Lowe (Independent - Great Yarmouth)
Question to the Department for Education:
To ask the Secretary of State for Education, how many employees in her Department earn (a) £100,000 and (b) £166,000 or more per year.
Answered by Janet Daby
The information requested is available in our published transparency data, which can be accessed here: https://www.gov.uk/government/publications/disclosure-of-scs-posts-and-salary-information.