Andy McDonald

The F-35 programme is the largest international collaborative defence programme in the world. The UK cannot make changes to the F-35 programme unilaterally – any change requires agreement across all Partner Nations. Regular discussions with programme partners on the operation of the programme are ongoing.

The Government is committed to delivering a genuine living wage for working people, and removing the discriminatory age bands, so that all adults can benefit.

The new Low Pay Commission (LPC) remit asks the LPC to make progress on extending the National Living Wage to all adults. This will be achieved in the coming years, with the Government basing this decision on robust evidence, as well as the recommendations from the Low Pay Commission.

The new remit is clear that this ambition should be pursued while also taking into account the effects on employment of younger workers, incentives for them to remain in training or education and the wider economy.

The Government has issued a new remit to the Low Pay Commission (LPC) to recommend a National Living Wage (NLW) which takes into account the impact on business, competitiveness, the labour market, the wider economy and for the first time this year, the cost of living, including the expected annual trends in inflation.

When recommending rates, the LPC carries out extensive research and consultation, drawing on economic, labour market and pay analysis, independent research, and stakeholder evidence to inform its recommendations.

When setting new rates, the Government publishes an Impact Assessment (IA) for that year’s increases this sets out the evidence base that informs the Government’s decision on the rate.

The Government has issued a new remit to the Low Pay Commission (LPC) to recommend a National Living Wage (NLW) which takes into account the impact on business, competitiveness, the labour market, the wider economy and for the first time this year, the cost of living, including the expected annual trends in inflation.

When recommending rates, the LPC carries out extensive research and consultation, drawing on economic, labour market and pay analysis, independent research, and stakeholder evidence to inform its recommendations.

When setting new rates, the Government publishes an Impact Assessment (IA) for that year’s increases this sets out the evidence base that informs the Government’s decision on the rate.

Ofgem’s investigation into the involuntary installation of prepayment meters (PPMs) by British Gas is ongoing. This is a matter for Ofgem as the independent regulator, and it would not be appropriate for the government to comment on an ongoing investigation.

Ofgem’s investigation into the involuntary installation of prepayment meters (PPMs) by British Gas is ongoing. This is a matter for Ofgem as the independent regulator, and it would not be appropriate for the government to comment on an ongoing investigation.

Ofgem’s investigation into the involuntary installation of prepayment meters (PPMs) by British Gas is ongoing. This is a matter for Ofgem as the independent regulator, and it would not be appropriate for the government to comment on an ongoing investigation.

In March 2023, British Gas previously confirmed that it installed 25,000 PPMs under warrant in 2022. If any of these installations were completed wrongfully then it is vital that affected customers are appropriately compensated.

The setting of the energy price cap is a matter for the independent regulator Ofgem. The earnings before tax and interest (EBIT) allowance allows energy suppliers to make a reasonable profit that ensures long-term investment, while limiting excess profits.

The law requires Ofgem to ensure the cap level reflects the underlying efficient costs of supplying energy.

High-quality teaching is the in-school factor that has the biggest positive impact on a child’s educational outcome. Ensuring there are sufficient, high-quality staff in our schools is therefore critical. This is why the government has pledged to recruit 6,500 additional expert teachers.

On 22 May, we announced this year’s above-inflation pay award of 4% which, combined with the 5.5% pay award last year, will mean school teachers in maintained schools will see an increase in their pay of almost 10% over two years.

The department is also ensuring that further financial incentives are targeted where the need for them is greatest. For example, we are offering targeted retention payments of up to £6,000 per year to teachers of key subjects working in disadvantaged areas in the first 5 years of their careers. We have also announced an initial teacher training financial incentives package for the 2025/26 recruitment cycle worth £233 million, a £37 million increase on the last cycle. This includes a range of measures, including bursaries worth £29,000 tax-free and scholarships worth £31,000 tax-free, to encourage talented trainees to teach key subjects.

We are already seeing positive signs that this investment and approach is starting to deliver. New government data shows there are 2,346 more teachers in secondary and special schools in England compared to last year, an increase of 1,400 and 900 respectively from the year before. Over 2,000 more people are also training to become secondary school teachers this year and over 2,500 more teachers are expected to stay in the profession over the next three years.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB) based on a range of evidence, including the real terms value of teacher pay.

While in power, this government has accepted their recommendations in full.

This year’s pay award of 4% exceeds forecasts for inflation and provides a competitive salary for both new and existing teachers. Based on forecasts for inflation across the 2025/26 academic year, this is a real-terms increase of around 1.5%.

The department wants teaching to be an attractive and expert profession, to ensure that our children have the expert teachers they need to achieve and thrive and tackle recruitment and retention issues. That is also why we are committed to delivering the manifesto pledge to recruit 6,500 teachers across secondary and special schools, and in our colleges, over the course of this Parliament and there are already signs that our Plan for Change is working.

The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools over the last year. Additionally, our future school teacher pipeline is growing. As of May 2025, there are 11% more trainees who have accepted offers to train as secondary subjects, including in priority subjects such as physics, where we have seen a 43% increase in acceptances compared to last year.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB) based on a range of evidence, including the real terms value of teacher pay.

While in power, this government has accepted their recommendations in full.

This year’s pay award of 4% exceeds forecasts for inflation and provides a competitive salary for both new and existing teachers. Based on forecasts for inflation across the 2025/26 academic year, this is a real-terms increase of around 1.5%.

The department wants teaching to be an attractive and expert profession, to ensure that our children have the expert teachers they need to achieve and thrive and tackle recruitment and retention issues. That is also why we are committed to delivering the manifesto pledge to recruit 6,500 teachers across secondary and special schools, and in our colleges, over the course of this Parliament and there are already signs that our Plan for Change is working.

The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools over the last year. Additionally, our future school teacher pipeline is growing. As of May 2025, there are 11% more trainees who have accepted offers to train as secondary subjects, including in priority subjects such as physics, where we have seen a 43% increase in acceptances compared to last year.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB) based on a range of evidence, including the real terms value of teacher pay.

While in power, this government has accepted their recommendations in full.

This year’s pay award of 4% exceeds forecasts for inflation and provides a competitive salary for both new and existing teachers. Based on forecasts for inflation across the 2025/26 academic year, this is a real-terms increase of around 1.5%.

The department wants teaching to be an attractive and expert profession, to ensure that our children have the expert teachers they need to achieve and thrive and tackle recruitment and retention issues. That is also why we are committed to delivering the manifesto pledge to recruit 6,500 teachers across secondary and special schools, and in our colleges, over the course of this Parliament and there are already signs that our Plan for Change is working.

The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools over the last year. Additionally, our future school teacher pipeline is growing. As of May 2025, there are 11% more trainees who have accepted offers to train as secondary subjects, including in priority subjects such as physics, where we have seen a 43% increase in acceptances compared to last year.

Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB).

In making recommendations, the STRB consider a range of written and oral evidence from statutory consultees, including the department, employer representatives and unions. This year, that process has resulted in the government accepting the STRB‘s recommendation for a 4% pay award for teachers and leaders in maintained schools.

Combined with last year’s 5.5% award, this above-inflation pay award means school teachers will see an increase in their pay of almost 10% over two years.

The department has also brought in changes to encourage flexible working and to more fairly reward part-time teachers for taking on additional responsibilities.

Unions continue to engage positively with, and make valuable contributions towards, the pay round process. Unions involved with the process (including NEU, NASUWT, Community, NAHT, and ASCL) have published statements in response to the announcement, which are available on their websites.

Applications to the Smaller Abattoir Fund (SAF) closed on 30 September. All abattoirs eligible under the SAF are registered and approved by the Food Standards Agency, who are also consulted during the assessment of applications. The Food Standards Agency monitor and enforce animal welfare regulations in all approved slaughterhouses.

The Government is committed to creating a roadmap to a circular economy, a future where we keep our resources in use for longer, waste is reduced, we accelerate the path to net zero, we see investment in critical infrastructure and green jobs, our economy prospers, and nature thrives. As part of this we will consider the role of residual waste treatment, including energy from waste and landfill, in the context of circularity, economic growth, and reaching net zero.

The UK Government is committed to maintaining and improving animal welfare and wants to work closely with the farming sector to deliver high standards.

Intergovernmental discussions between Defra and the devolved Governments on animal welfare matters are ongoing and the use of enriched ‘colony’ cages is an issue we will want to fully consider in due course.

We are firmly committed to maintaining and improving animal welfare and want to work closely with the farming sector to deliver high standards.

The use of enriched ‘colony’ cages for laying hens and farrowing crates for pigs is an issue we will want to fully consider in due course.

The Secretary of State recently announced a series of initial steps towards ending the crisis in the water sector. This included announcing consumers will gain new powers to hold water company bosses to account through powerful new customer panels. For the first time in history, customers will have the power to summon board members and hold water executives to account.

We will provide further details on these panels in the coming months.

I would also refer the hon. Member to the Written Statement made by the Secretary of State on 18 July: Written statements - Written questions, answers and statements - UK Parliament.