Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, whether the Department has assessed the proportion of medically discharged personnel who report feeling unprepared for civilian life.
Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)
Medical discharge process policy is delegated to the three Services to afford each of them the necessary flexibility to respond effectively to the unique and varying environments in which their people serve. However, Defence’s Tri-Service policy for medical discharge boards aligns the Services in terms of procedure and consistency of process. The board can recommend a medical category that may lead to a Service Person’s discharge from the Armed Forces.
Defence recognises the need to develop a Tri-Service Occupational Health Service to simplify policy and process, improve patient experience and support the retention of Armed Forces personnel. Work is underway to review timelines for referral to medical boards to ensure consistency across the single Services.
Our comprehensive policies and procedures facilitate a smooth discharge process, providing a timeline of actions to be taken from nine months before leaving. These actions include arranging a final medical and dental examination, meeting with a resettlement officer, submitting pension forms, and ensuring personal records are accurate. The process also includes returning Service property and identifications, taking terminal leave, and receiving a Service leavers' pack. Support is also offered through the Career Transition Partnership and Defence Transition Services (DTS), which provide help with employment, housing, health, and other aspects of transitioning to civilian life.
Defence also has a comprehensive policy in place for managing personnel who are wounded, injured, or sick, which includes coordinated support for those medically discharged. Medical discharges follow a specific process involving a medical board review, and personnel may be eligible for compensation. Before personnel leave, they are provided with a final case conference to ensure their issues are resolved or a plan is in place to manage them.
Whilst Defence has not assessed the proportion of medically discharged personnel who report feeling unprepared for civilian life, all are automatically referred to DTS or the Veterans Welfare Service (VWS). Service leavers, veterans, and their families can access support, help and information with issues that may endure beyond discharge irrespective of their reason for discharge. Healthcare support is tailored to their needs and preferences, ranging from simple transitional needs to enduring support for more complex challenges.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, what procedures are in place to ensure an effective handover of medical records from Defence Medical Services to the NHS for personnel that are medically discharged.
Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)
The Ministry of Defence (MOD) recognises the importance of facilitating the transfer of healthcare information to civilian healthcare provider(s) when an individual leaves the Armed Forces,.
Personnel are advised to register with an NHS GP one to three months before discharge. On leaving Defence Medical Services (DMS) care, Service personnel are provided with a medical care summary, known as an FMed133, and advised to provide a copy of their FMed 133 to their NHS GP. If a patient’s full DMS health record is required, this is provided on request from their NHS GP.
To improve the transfer of healthcare information, DMS is working towards the greater interoperability with NHS systems and the electronic transfer of medical records from DMS to NHS GPs and expects to implement changes over the next one-two years.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, what steps his Department is taking to ensure consistency in the medical discharge process across the Army, Royal Navy, and Royal Air Force.
Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)
Medical discharge process policy is delegated to the three Services to afford each of them the necessary flexibility to respond effectively to the unique and varying environments in which their people serve. However, Defence’s Tri-Service policy for medical discharge boards aligns the Services in terms of procedure and consistency of process. The board can recommend a medical category that may lead to a Service Person’s discharge from the Armed Forces.
Defence recognises the need to develop a Tri-Service Occupational Health Service to simplify policy and process, improve patient experience and support the retention of Armed Forces personnel. Work is underway to review timelines for referral to medical boards to ensure consistency across the single Services.
Our comprehensive policies and procedures facilitate a smooth discharge process, providing a timeline of actions to be taken from nine months before leaving. These actions include arranging a final medical and dental examination, meeting with a resettlement officer, submitting pension forms, and ensuring personal records are accurate. The process also includes returning Service property and identifications, taking terminal leave, and receiving a Service leavers' pack. Support is also offered through the Career Transition Partnership and Defence Transition Services (DTS), which provide help with employment, housing, health, and other aspects of transitioning to civilian life.
Defence also has a comprehensive policy in place for managing personnel who are wounded, injured, or sick, which includes coordinated support for those medically discharged. Medical discharges follow a specific process involving a medical board review, and personnel may be eligible for compensation. Before personnel leave, they are provided with a final case conference to ensure their issues are resolved or a plan is in place to manage them.
Whilst Defence has not assessed the proportion of medically discharged personnel who report feeling unprepared for civilian life, all are automatically referred to DTS or the Veterans Welfare Service (VWS). Service leavers, veterans, and their families can access support, help and information with issues that may endure beyond discharge irrespective of their reason for discharge. Healthcare support is tailored to their needs and preferences, ranging from simple transitional needs to enduring support for more complex challenges.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, whether the Department has assessed the potential impact of the medical discharge process on Armed Forces recruitment and retention.
Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)
Medical discharge process policy is delegated to the three Services to afford each of them the necessary flexibility to respond effectively to the unique and varying environments in which their people serve. However, Defence’s Tri-Service policy for medical discharge boards aligns the Services in terms of procedure and consistency of process. The board can recommend a medical category that may lead to a Service Person’s discharge from the Armed Forces.
Defence recognises the need to develop a Tri-Service Occupational Health Service to simplify policy and process, improve patient experience and support the retention of Armed Forces personnel. Work is underway to review timelines for referral to medical boards to ensure consistency across the single Services.
Our comprehensive policies and procedures facilitate a smooth discharge process, providing a timeline of actions to be taken from nine months before leaving. These actions include arranging a final medical and dental examination, meeting with a resettlement officer, submitting pension forms, and ensuring personal records are accurate. The process also includes returning Service property and identifications, taking terminal leave, and receiving a Service leavers' pack. Support is also offered through the Career Transition Partnership and Defence Transition Services (DTS), which provide help with employment, housing, health, and other aspects of transitioning to civilian life.
Defence also has a comprehensive policy in place for managing personnel who are wounded, injured, or sick, which includes coordinated support for those medically discharged. Medical discharges follow a specific process involving a medical board review, and personnel may be eligible for compensation. Before personnel leave, they are provided with a final case conference to ensure their issues are resolved or a plan is in place to manage them.
Whilst Defence has not assessed the proportion of medically discharged personnel who report feeling unprepared for civilian life, all are automatically referred to DTS or the Veterans Welfare Service (VWS). Service leavers, veterans, and their families can access support, help and information with issues that may endure beyond discharge irrespective of their reason for discharge. Healthcare support is tailored to their needs and preferences, ranging from simple transitional needs to enduring support for more complex challenges.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps he is taking to (a) maintain and (b) bolster the effectiveness of the Access to Work scheme.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
We recognise the importance of clearing the backlog, which is why last year we increased the number of staff working in this area by 27% and we have continued to streamline delivery practises. We remain committed to reducing waiting times for claims, prioritising customers starting a job within the next four weeks.
In the Pathways to Work Green Paper, we consulted on the future of Access to Work and how to improve the scheme so that it helps more disabled people in work. We are reviewing all aspects of Access to Work as we develop plans for reform following the conclusion of the consultation.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Ministry of Housing, Communities and Local Government:
To ask the Secretary of State for Housing, Communities and Local Government, what assessment his Department has made of the potential merits of making unique property reference numbers a requisite field in the private rented sector database.
Answered by Matthew Pennycook - Minister of State (Housing, Communities and Local Government)
My government already intends to record unique property reference numbers on the Private Rented Sector Database in all instances where they are available.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Ministry of Housing, Communities and Local Government:
To ask the Secretary of State for Housing, Communities and Local Government, how many properties with EPC ratings of (a) F and (b) G rating are let by (i) Local Authorities and (ii) Housing Associations
Answered by Matthew Pennycook - Minister of State (Housing, Communities and Local Government)
Information on the EPC ratings of social housing let by local authorities and housing associations, as well as other tenures, can be found in the latest English Housing Survey on gov.uk here. In the 2023-24 survey, 0.3% of homes let by local authorities and 0.4% of homes let by housing associations have an EPC rating of band F or G.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Department for Energy Security & Net Zero:
To ask the Secretary of State for Energy Security and Net Zero, what estimate his department makes of the number of retrofits underway.
Answered by Martin McCluskey - Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)
In 2025-2026 alone, we will be upgrading up to 300,000 homes, using around £1 billion of Warm Homes Plan money, and further support through the Energy Company Obligation (ECO) and the Great British Insulation Scheme (GBIS). This is more than double the number of home upgrades delivered in 2023/24.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the adequacy and accessibility of advice and support available for employers of people with multiple sclerosis (MS).
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
No assessment has been made.
All employers have a duty under the Equality Act 2010 not to unlawfully discriminate against disabled people and people with long term health conditions, including people with multiple sclerosis. This includes making reasonable adjustments where employees would otherwise be put at a substantial disadvantage. The Equality and Human Rights Commission is responsible for enforcing the Equality Act and provides guidance to businesses and individuals, including the statutory Code of Practice on Employment.
The Government also offers guidance to employers on supporting disabled people and people with health conditions in the workplace, through its Support with Employee Health and Disability service. The service was developed with input from smaller businesses and disability organisations and provides a step by step guide to supporting employees in workplace scenarios involving health and disability. This includes guidance on having conversations about health and disability, supporting employers to understand and respond to an employee’s individual needs, circumstances and capacities. This service is fully compliant with the Web Content Accessibility Guidelines version 2.2 AA standard.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
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 ensure flexibility in the workplace for people living with fluctuating conditions like multiple sclerosis (MS).
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
Employers have a duty under the Equality Act 2010 to make reasonable adjustments, including workplace flexibilities, where a disabled person or person with a long-term health condition would otherwise be put at a substantial disadvantage. This includes chronic and fluctuating health conditions and disabilities, such as multiple sclerosis (MS). The Equality and Human Rights Commission provides statutory guidance to employers covering this. DWP also provides tailored guidance through its Support with Employee Health and Disability online service and the Disability Confident Scheme encourages employers to create disability inclusive workplaces including guidance on flexible working.
All employees have the existing right to request flexible working arrangements. The Employment Rights Bill is designed to make it more likely that flexible working requests are accepted and would require employers to explain the basis for their decision where rejecting a request. The Keep Britain Working Review is currently establishing vanguards to explore innovative ways to support more disabled employees to stay in work.