Asked by: Laurence Turner (Labour - Birmingham Northfield)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what the employee (a) vacancy and (b) turnover rates were at HMP Hewell in each of the last five years by (i) prison staff and (ii) prison officers.
Answered by Jake Richards - Assistant Whip
The latest published workforce statistics for HM Prison & Probation Service cover the period up to 30 September 2025 and contain figures for the last five years for working days lost, average staff and average working days lost for each public sector prison and for different grades, but not by prison and grade combined. The published figures are for the 12 months to 31 March each year and latest figures are for the 12 months to 30 September 2025. These figures for HMP Hewell, split by band 3-5 prison officers and other prison staff, are given in the table below.
Working days lost to sickness absence, for HMP Hewell, by band 3-5 prison officers and other staff – for 12 months to 31 March 2021 to 2025 and for 12 months to 30 September 2025.
(Full Time Equivalent)
12 months to given date | Band 3-5 prison officers1 | Other prison staff | All staff at HMP Hewell |
31-Mar-21 | 4,344 | 2,189 | 6,532 |
31-Mar-22 | 4,392 | 2,677 | 7,069 |
31-Mar-23 | 3,706 | 2,158 | 5,864 |
31-Mar-24 | 3,801 | 2,266 | 6,067 |
31-Mar-25 | 4,701 | 2,103 | 6,803 |
30-Sep-252 | 5,073 | 2,736 | 7,809 |
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Notes
A comparison between target staffing levels and staff in post can be found in the following link: https://assets.publishing.service.gov.uk/media/691da96221ef5aaa6543ef83/annex-prison-and-probation-officer-recruitment-Sep-2025_final.ods.
Internal management information has long been used for workforce planning to monitor vacancies and other resource monitoring purposes. However, target staffing and parallel staff in post data has only been produced for the purpose of official statistics for the last few years. As a result, the full historic time series is not available in a consistent format for the grade breakdowns requested.
Turnover rates1 at HMP Hewell for (i) band 3-5 officers2 and (ii) all other prison staff, in the 12 months to 31 March 2021-2025 and in the 12 months to 30 September 2025
12 months to given date | Band 3-5 prison officers (%) | Other prison staff (%) | All staff at HMP Hewell (%) |
31-Mar-21 | 13.6 | 11.9 | 12.9 |
31-Mar-22 | 14.4 | 9.8 | 12.6 |
31-Mar-23 | 15.0 | 11.7 | 14.0 |
31-Mar-24 | 14.2 | 8.0 | 11.6 |
31-Mar-25 | 13.8 | 10.4 | 12.4 |
30-Sep-25 | 14.6 | 8.9 | 12.2 |
Notes:
1. Turnover rates include all reasons for leaving and include both permanent and temporary staff.
2. Band 3-5 officers include: Bands 3-4 / Prison Officer (incl. specialists), Band 4 / Supervising Officer and Band 5 / Custodial Managers
3. As with all HR databases, extracts are taken at a fixed point in time and is dependent on staff completing the details correctly. The database itself is dynamic and where updates to the database are made late, subsequent to the taking of the extract, or are incorrect then these updates will not be reflected in figures produced by the extract. For this reason, HR data are unlikely to be precisely accurate and may not match local data.
Figures relating to the most recent 12 months are provisional, and may be subject to change in the future.
Asked by: Laurence Turner (Labour - Birmingham Northfield)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, how many full-time equivalent days were lost to sickness absence at HMP Hewell in each of the last five years by (a) prison officers and (b) other prison staff.
Answered by Jake Richards - Assistant Whip
The latest published workforce statistics for HM Prison & Probation Service cover the period up to 30 September 2025 and contain figures for the last five years for working days lost, average staff and average working days lost for each public sector prison and for different grades, but not by prison and grade combined. The published figures are for the 12 months to 31 March each year and latest figures are for the 12 months to 30 September 2025. These figures for HMP Hewell, split by band 3-5 prison officers and other prison staff, are given in the table below.
Working days lost to sickness absence, for HMP Hewell, by band 3-5 prison officers and other staff – for 12 months to 31 March 2021 to 2025 and for 12 months to 30 September 2025.
(Full Time Equivalent)
12 months to given date | Band 3-5 prison officers1 | Other prison staff | All staff at HMP Hewell |
31-Mar-21 | 4,344 | 2,189 | 6,532 |
31-Mar-22 | 4,392 | 2,677 | 7,069 |
31-Mar-23 | 3,706 | 2,158 | 5,864 |
31-Mar-24 | 3,801 | 2,266 | 6,067 |
31-Mar-25 | 4,701 | 2,103 | 6,803 |
30-Sep-252 | 5,073 | 2,736 | 7,809 |
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|
|
|
Notes
A comparison between target staffing levels and staff in post can be found in the following link: https://assets.publishing.service.gov.uk/media/691da96221ef5aaa6543ef83/annex-prison-and-probation-officer-recruitment-Sep-2025_final.ods.
Internal management information has long been used for workforce planning to monitor vacancies and other resource monitoring purposes. However, target staffing and parallel staff in post data has only been produced for the purpose of official statistics for the last few years. As a result, the full historic time series is not available in a consistent format for the grade breakdowns requested.
Turnover rates1 at HMP Hewell for (i) band 3-5 officers2 and (ii) all other prison staff, in the 12 months to 31 March 2021-2025 and in the 12 months to 30 September 2025
12 months to given date | Band 3-5 prison officers (%) | Other prison staff (%) | All staff at HMP Hewell (%) |
31-Mar-21 | 13.6 | 11.9 | 12.9 |
31-Mar-22 | 14.4 | 9.8 | 12.6 |
31-Mar-23 | 15.0 | 11.7 | 14.0 |
31-Mar-24 | 14.2 | 8.0 | 11.6 |
31-Mar-25 | 13.8 | 10.4 | 12.4 |
30-Sep-25 | 14.6 | 8.9 | 12.2 |
Notes:
1. Turnover rates include all reasons for leaving and include both permanent and temporary staff.
2. Band 3-5 officers include: Bands 3-4 / Prison Officer (incl. specialists), Band 4 / Supervising Officer and Band 5 / Custodial Managers
3. As with all HR databases, extracts are taken at a fixed point in time and is dependent on staff completing the details correctly. The database itself is dynamic and where updates to the database are made late, subsequent to the taking of the extract, or are incorrect then these updates will not be reflected in figures produced by the extract. For this reason, HR data are unlikely to be precisely accurate and may not match local data.
Figures relating to the most recent 12 months are provisional, and may be subject to change in the future.