Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what discussions he has had with Cabinet colleagues on the potential impact of the proposed changes in the White Paper entitled Restoring control over the immigration system, published on 12 May 2025, on health and social care recruitment in Scotland.
Answered by Stephen Kinnock - Minister of State (Department of Health and Social Care)
Health and Social Care are devolved. Regional partnerships are working with devolved administrations to support international care workers access vacancies in the devolved nations. In England, domestic recruitment is being boosted through Fair Pay Agreements, new career structures, and £12m for training. The SNP’s 2021 manifesto promised to have a National Care Service, instead their chaotic and damaging approach was condemned by stakeholders, and a stripped-down Bill has cost £30m and is still to pass through Holyrood.Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the HM Treasury:
To ask the Chancellor of the Exchequer, whether she met Sir Jim Radcliffe in April 2025.
Answered by James Murray - Exchequer Secretary (HM Treasury)
Departments publish a quarterly register detailing Ministers’ meetings with external individuals and organisations. These returns - including the Chancellor’s Quarter 2 return - will be made available on GOV.UK in line with the usual publication schedule.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Digital, Culture, Media & Sport:
To ask the Secretary of State for Culture, Media and Sport, what the current travel arrangements are for British professional golfers travelling to Europe.
Answered by Stephanie Peacock - Parliamentary Under Secretary of State (Department for Culture, Media and Sport)
Travel requirements can differ for British golfers and other professional sportspeople across Europe. For instance, as UK nationals, British golfers are able to travel visa-free to the Schengen Area for short-term visits (up to 90 days in any rolling 180-day period) to compete in events.
Professional golfers undertaking paid work in any country they are visiting should check the entry requirements and rules for that country, in case they need to apply for a visa, work permit, or provide other documentation.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what funding his Department plans to allocate to support people with long covid.
Answered by Ashley Dalton - Parliamentary Under-Secretary (Department of Health and Social Care)
NHS England has invested £314 million since the start of the pandemic to provide care and support for people with long COVID. This includes establishing specialist clinics throughout England to assess children and young people who are experiencing long-term effects of COVID-19 infection. A further £86.7 million of funding was included in integrated care board (ICB) core allocations for 2024/25, and specific regional funding was also allocated for assurance and system support.
As of 1 April 2024, there were over 90 adult post-COVID services across England, along with an additional 10 children and young people’s hubs. Since April 2024, commissioning of long COVID services has been the responsibility of local ICBs following the closure of the national programme.
The Government has also invested over £57 million into long COVID research. The projects aim to improve our understanding of the diagnosis and underlying mechanisms of the disease and the effectiveness of both pharmacological and non-pharmacological therapies and interventions, and to evaluate clinical care.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Energy Security & Net Zero:
To ask the Secretary of State for Energy Security and Net Zero, what steps he is taking to ensure that (a) energy companies and (b) energy company contractors in Scotland replace household meters before the phase out of the Radio Teleswitch Service.
Answered by Miatta Fahnbulleh - Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)
The Government is working closely with the RTS Taskforce, industry and Ofgem to ensure the phase out process of RTS is planned effectively and consumers are appropriately protected.
The Government has made clear to industry that energy suppliers must fulfil their obligations to customers and must increase the rate of Radio Teleswitch (RTS) meter replacements. We expect suppliers to be taking measures, such as deploying roaming teams of installers, to ensure consumers receive replacement meters in a timely manner.
I am meeting with Energy UK and Ofgem on a fortnightly basis to discuss progress.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether she has made an estimate of the number organisations not complying with (a) the Equality Act 2010, (b) the Disability Confident Scheme and (c) Access to Work.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work.
In 2022, the department commissioned a survey to understand from members’ perspectives the impact that signing up to the scheme has had on their recruitment and retention attitudes and practices towards disabled people. The survey can be accessed on gov.uk using the following link: Disability Confident: survey of participating employers, May 2022 - GOV.UK
There is a Disability Confident complaints process in place that sets out the steps that should be taken to address and resolve any concerns raised that an employer is failing to comply with Disability Confident criteria. More information is available here: Disability Confident complaints process.We have worked with several employers who have been the subject of a complaint to improve their compliance with the scheme criteria.
If an employer has failed to take adequate steps to resolve an issue, and there is unambiguous evidence the employer is not adhering to the principles and criteria of the Disability Confident scheme, DWP has the right to suspend the Disability Confident status of the employer until they have taken the necessary action.
I have been discussing with stakeholders in Disability Confident ideas for making the scheme criteria more robust, and plan to bring forward proposals for this in due course.
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
Access to Work aims to support the recruitment and retention of disabled people into employment. In 23/24 the Access to Work Scheme supported 67,720 people with a workplace adjustment to move into or stay in work. This includes a wide range of support including travel to work, support workers, and specialist aids and equipment, as well as the Mental Health support service which provides up to nine months of non-clinical support for people who need additional help with their well-being.
The AtW evaluation conducted by IFF in 2018 provides qualitative evidence on where AtW is adding value: Access to Work: Qualitative research with applicants, employers and delivery staff (publishing.service.gov.uk).
The Department has not made an estimate of the effectiveness of the Access to Work scheme, and faces challenges to do so. Research conducted by NatCen in 2018 uncovered several challenges, including identifying an appropriate counterfactual and constructing a comparison group, meaning therefore it is difficult to conduct an impact evaluation of Access to Work. You can view the report here: Feasibility of evaluating the impact of the Access to Work programme
Access to Work is a personalised discretionary grant that provides support with workplace adjustments beyond an employer’s obligation outlined in the Equality Act 2010, to support the recruitment and retention of disabled people into employment. The grant is targeted towards individual, rather than employer needs, so we are unable to comment on employer’s compliance with the Scheme. We do encourage people to have conversations with their employer regarding reasonable adjustments in the first instance.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps she is taking to ensure that employers in the Disability Confident Employer Scheme are (a) making reasonable adjustments and (b) adhering to the Equality Act 2010.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work.
In 2022, the department commissioned a survey to understand from members’ perspectives the impact that signing up to the scheme has had on their recruitment and retention attitudes and practices towards disabled people. The survey can be accessed on gov.uk using the following link: Disability Confident: survey of participating employers, May 2022 - GOV.UK
There is a Disability Confident complaints process in place that sets out the steps that should be taken to address and resolve any concerns raised that an employer is failing to comply with Disability Confident criteria. More information is available here: Disability Confident complaints process.We have worked with several employers who have been the subject of a complaint to improve their compliance with the scheme criteria.
If an employer has failed to take adequate steps to resolve an issue, and there is unambiguous evidence the employer is not adhering to the principles and criteria of the Disability Confident scheme, DWP has the right to suspend the Disability Confident status of the employer until they have taken the necessary action.
I have been discussing with stakeholders in Disability Confident ideas for making the scheme criteria more robust, and plan to bring forward proposals for this in due course.
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
Access to Work aims to support the recruitment and retention of disabled people into employment. In 23/24 the Access to Work Scheme supported 67,720 people with a workplace adjustment to move into or stay in work. This includes a wide range of support including travel to work, support workers, and specialist aids and equipment, as well as the Mental Health support service which provides up to nine months of non-clinical support for people who need additional help with their well-being.
The AtW evaluation conducted by IFF in 2018 provides qualitative evidence on where AtW is adding value: Access to Work: Qualitative research with applicants, employers and delivery staff (publishing.service.gov.uk).
The Department has not made an estimate of the effectiveness of the Access to Work scheme, and faces challenges to do so. Research conducted by NatCen in 2018 uncovered several challenges, including identifying an appropriate counterfactual and constructing a comparison group, meaning therefore it is difficult to conduct an impact evaluation of Access to Work. You can view the report here: Feasibility of evaluating the impact of the Access to Work programme
Access to Work is a personalised discretionary grant that provides support with workplace adjustments beyond an employer’s obligation outlined in the Equality Act 2010, to support the recruitment and retention of disabled people into employment. The grant is targeted towards individual, rather than employer needs, so we are unable to comment on employer’s compliance with the Scheme. We do encourage people to have conversations with their employer regarding reasonable adjustments in the first instance.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps she is taking to ensure that employers who are part of the Disability Confident Employer Scheme are (a) meeting the commitments they have made and (b) undertaking the actions they agreed to when they signed up to that scheme.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work.
In 2022, the department commissioned a survey to understand from members’ perspectives the impact that signing up to the scheme has had on their recruitment and retention attitudes and practices towards disabled people. The survey can be accessed on gov.uk using the following link: Disability Confident: survey of participating employers, May 2022 - GOV.UK
There is a Disability Confident complaints process in place that sets out the steps that should be taken to address and resolve any concerns raised that an employer is failing to comply with Disability Confident criteria. More information is available here: Disability Confident complaints process.We have worked with several employers who have been the subject of a complaint to improve their compliance with the scheme criteria.
If an employer has failed to take adequate steps to resolve an issue, and there is unambiguous evidence the employer is not adhering to the principles and criteria of the Disability Confident scheme, DWP has the right to suspend the Disability Confident status of the employer until they have taken the necessary action.
I have been discussing with stakeholders in Disability Confident ideas for making the scheme criteria more robust, and plan to bring forward proposals for this in due course.
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
Access to Work aims to support the recruitment and retention of disabled people into employment. In 23/24 the Access to Work Scheme supported 67,720 people with a workplace adjustment to move into or stay in work. This includes a wide range of support including travel to work, support workers, and specialist aids and equipment, as well as the Mental Health support service which provides up to nine months of non-clinical support for people who need additional help with their well-being.
The AtW evaluation conducted by IFF in 2018 provides qualitative evidence on where AtW is adding value: Access to Work: Qualitative research with applicants, employers and delivery staff (publishing.service.gov.uk).
The Department has not made an estimate of the effectiveness of the Access to Work scheme, and faces challenges to do so. Research conducted by NatCen in 2018 uncovered several challenges, including identifying an appropriate counterfactual and constructing a comparison group, meaning therefore it is difficult to conduct an impact evaluation of Access to Work. You can view the report here: Feasibility of evaluating the impact of the Access to Work programme
Access to Work is a personalised discretionary grant that provides support with workplace adjustments beyond an employer’s obligation outlined in the Equality Act 2010, to support the recruitment and retention of disabled people into employment. The grant is targeted towards individual, rather than employer needs, so we are unable to comment on employer’s compliance with the Scheme. We do encourage people to have conversations with their employer regarding reasonable adjustments in the first instance.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what assessment she has made of the effectiveness of (a) the Disability Confident Employer Scheme and (b) Access to Work.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work.
In 2022, the department commissioned a survey to understand from members’ perspectives the impact that signing up to the scheme has had on their recruitment and retention attitudes and practices towards disabled people. The survey can be accessed on gov.uk using the following link: Disability Confident: survey of participating employers, May 2022 - GOV.UK
There is a Disability Confident complaints process in place that sets out the steps that should be taken to address and resolve any concerns raised that an employer is failing to comply with Disability Confident criteria. More information is available here: Disability Confident complaints process.We have worked with several employers who have been the subject of a complaint to improve their compliance with the scheme criteria.
If an employer has failed to take adequate steps to resolve an issue, and there is unambiguous evidence the employer is not adhering to the principles and criteria of the Disability Confident scheme, DWP has the right to suspend the Disability Confident status of the employer until they have taken the necessary action.
I have been discussing with stakeholders in Disability Confident ideas for making the scheme criteria more robust, and plan to bring forward proposals for this in due course.
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
Access to Work aims to support the recruitment and retention of disabled people into employment. In 23/24 the Access to Work Scheme supported 67,720 people with a workplace adjustment to move into or stay in work. This includes a wide range of support including travel to work, support workers, and specialist aids and equipment, as well as the Mental Health support service which provides up to nine months of non-clinical support for people who need additional help with their well-being.
The AtW evaluation conducted by IFF in 2018 provides qualitative evidence on where AtW is adding value: Access to Work: Qualitative research with applicants, employers and delivery staff (publishing.service.gov.uk).
The Department has not made an estimate of the effectiveness of the Access to Work scheme, and faces challenges to do so. Research conducted by NatCen in 2018 uncovered several challenges, including identifying an appropriate counterfactual and constructing a comparison group, meaning therefore it is difficult to conduct an impact evaluation of Access to Work. You can view the report here: Feasibility of evaluating the impact of the Access to Work programme
Access to Work is a personalised discretionary grant that provides support with workplace adjustments beyond an employer’s obligation outlined in the Equality Act 2010, to support the recruitment and retention of disabled people into employment. The grant is targeted towards individual, rather than employer needs, so we are unable to comment on employer’s compliance with the Scheme. We do encourage people to have conversations with their employer regarding reasonable adjustments in the first instance.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Energy Security & Net Zero:
To ask the Secretary of State for Energy Security and Net Zero, what assessment he has made of the potential merits of prioritising upgrades to the National Grid at (a) major visitor attractions and (b) areas of high public footfall to support the expansion of (i) electric vehicle charging infrastructure and (ii) on-site renewables.
Answered by Michael Shanks - Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)
The electricity networks in Great Britain are owned and operated by private companies and regulated independently by Ofgem, who ensure the network companies are investing to operate, maintain and upgrade their infrastructure. To enable the Government’s Clean Energy Superpower and Growth missions, significant investment in new capacity ahead of need is required. This will be based on, among other considerations, strategic planning and projections of future demand across the network and will support the connection of new on-site renewable generation and demand projects, including electric vehicle charging infrastructure.
As of 1 May 2025, the Government and industry have supported the installation of 79,326 publicly available charging devices (including 15,856 rapid charging devices). This reflects a year-on-year percentage increase of 30%. Policy on charging infrastructure is devolved in Scotland.