Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what assessment her Department has been made of the level of police recruitment and retention rates; and what steps she is taking to help constabularies maintain the number of frontline police officers.
Answered by Sarah Jones - Minister of State (Home Office)
The Government is clear that visible policing is essential to restoring public confidence in the police. To support this aim, for 2025/26, £376.8 million will be available to forces to support officer numbers. This funding will be distributed as follows:
The retention of police officers is a priority for the Home Office and the National Police Chiefs’ Council. Experienced officers are incredibly valuable which is why forces should be using effective evidence-based strategies to manage retention and progression of existing officers. Voluntary resignations rates for police officers remain low at 3.2% compared to other sectors.
As at 31 March 2025, 90.3% of police officers worked in frontline roles (including visible operational frontline and non-visible frontline roles; excluding National Policing, unknown, and ‘Other’ functions), the same proportion as the previous year.
Forces are operationally independent, and the deployment of officers remains an operational decision for Chief Constables.
Asked by: Darren Paffey (Labour - Southampton Itchen)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what assessment he has made of the potential impact of extending statutory regulation by the Health and Care Professions Council to clinical technologists and sonographers on (a) workforce recruitment and retention, (b) diagnostic capacity and (c) patient safety within NHS services.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
The Government is clear that the professions protected in law must be the right ones and that the level of regulatory oversight must be proportionate to the risks to the public.
There are no current plans to extend statutory regulation by the Health and Care Professions Council to clinical technologists or sonographers.
Asked by: Aphra Brandreth (Conservative - Chester South and Eddisbury)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what assessments she has made of trends in the levels of recruitment and retention in Cheshire Police; and how many officers have (a) left and (b) joined the force since July 2024.
Answered by Sarah Jones - Minister of State (Home Office)
Forces are expected to manage their recruitment and retention activities to ensure that they meet officer headcount targets linked to funding arrangements set out in the Police Funding Settlement.
Data on joiners and leavers is published annually in July, including data for the previous year to 31 March. For the last full year that data is available (April 2024 to March 2025) Cheshire Police saw an increase in joiners of 17.1% (178 full time equivalents) alongside an increase in leavers of 4.5% (7 full time equivalents).
Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what support is available to expand training and retention of allied health professionals.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
We are expanding routes into clinical professions, including allied health professions, through apprenticeships. Apprenticeships provide new routes into professional work, help boost retention, and give existing staff new ways to progress in their career, as well as widening access to opportunities for people from all backgrounds and in underserved areas.
To remove financial barriers to training, the NHS Learning Support Fund provides all eligible allied health profession students with a non-repayable training grant of a minimum of £5,000 per academic year in addition to student loans.
For the training of current staff, it is the responsibility of individual employers to invest in the future of their workforce and ensure appropriate ongoing training and continuing professional development to ensure they continue to provide safe and effective care.
As set out in the 10-Year Health Plan, the Government is committed to making the NHS the best place to work, by supporting and retaining our hardworking and dedicated healthcare professionals. To support this ambition, the Government will introduce a new set of standards for modern employment in April 2026. The new standards will reaffirm our commitment to improving retention by tackling the issues that matter to staff.
Asked by: Jim McMahon (Labour (Co-op) - Oldham West, Chadderton and Royton)
Question to the Department for Transport:
To ask the Secretary of State for Transport, what assessment her Department has made of the level of (a) heavy goods vehicle and (b) large goods vehicle driver vacancies; and what steps her Department is taking to help (i) train and (ii) retain drivers.
Answered by Keir Mather - Parliamentary Under-Secretary (Department for Transport)
The Department for Transport publishes data on heavy goods vehicle (HGV) driver vacancies which is collected as part of the domestic road haulage survey, sent to businesses which operate an HGV. The data releases can be found at: https://www.gov.uk/government/statistics/road-freight-statistics-2024/heavy-goods-vehicle-driver-vacancies-in-the-united-kingdom-2024
In addition, the Department meets regularly with the road haulage sector through the Freight Workforce Group and Road Freight Industry meetings to discuss industry concerns, including skills shortages.
The Government has confirmed £136 million for Skills Bootcamps in 2025-26 to support more than 40,000 learners, including in HGV driving. Skills Bootcamps are now funded through Mayoral Strategic Authorities and local areas directly, empowering local leaders with greater control over skills development. Local leaders are considering what occupations to prioritise.
The Government also continues to support the sector with skills training through the Urban Driver and Large Goods Vehicle (LGV) driver apprenticeships, and through Sector-based Work Academy Programmes (SWAPs) via Jobcentre Plus.
Asked by: Lord Boateng (Labour - Life peer)
Question to the Ministry of Justice:
To ask His Majesty's Government what assessment they have made of the levels of recruitment and retention of prison officers in England and Wales; and how many positions are vacant due to retirement, resignation or ill health.
Answered by Lord Timpson - Minister of State (Ministry of Justice)
We know that sufficient and skilled frontline staffing is fundamental to delivering safe, secure, and rehabilitative prisons. We remain committed to ensuring prisons are sufficiently resourced and that we retain and build levels of experience.
Substantive recruitment efforts will continue at all prisons where vacancies exist or are projected, with targeted interventions applied to those prisons with the most need. We closely monitor staffing levels across the estate, including at a regional level, and look to provide short-term tactical support where possible. Where establishments feel that their staffing levels will affect stability or regime, there are a number of ways they can maximise the use of their own resource and seek support from other establishments in the short term, through processes managed nationally at Agency level.
HMPPS has a retention strategy in place which is linked to wider activities around employee experience, employee lifecycle, and staff engagement at work. Alongside the strategy a retention toolkit has been introduced which identifies local, regional, and national interventions against the drivers of attrition, which are utilised by establishments to ensure that they are embedding individual Retention Plans.
HMPPS publishes the following data as part of the HMPPS Workforce quarterly statistics for prison officers. This includes:
The number of prison officers appointed to HMPPS annually, consisting of direct new recruits and existing staff who converted to a band 3 officer grade;
Resignation rates cover the rate for those who voluntarily resigned from the organisation;
Leaving rates covers the rate for all leavers and all reasons for leaving, including deaths, resignation, dismissals and redundancies; and,
Reasons for leaving for prison officers.
This data can be accessed via the following link: HM Prison and Probation Service workforce quarterly: HM Prison & Probation Service workforce quarterly: September 2025 - GOV.UK:. Table 1 below gives an overview of Band 3-5 prison officer joiners, leavers, leaving rate and resignation rate: 2019/20 to 2024/25:
Table 1: Band 3-5 prison officer joiners, leavers, leaving rate and resignation rate: 2019/20 to 2024/25
12 months to end of… | Number of joiners | Number of leavers | Leaving rate | Resignation rate |
Mar-20 | 2,317 | 2,852 | 12.2% | 8.0% |
Mar-21 | 2,410 | 2,116 | 9.2% | 5.4% |
Mar-22 | 3,845 | 3,386 | 14.5% | 10.9% |
Mar-23 | 4,314 | 3,331 | 14.6% | 9.7% |
Mar-24 | 4,821 | 3,170 | 13.2% | 8.5% |
Mar-25 | 2,416 | 3,047 | 12.5% | 8.3% |
Sep-25 | 1,971 | 2,622 | 10.9% | 7.0% |
HMPPS also publishes the difference between Staff in Post (SIP) and Target Staffing Figures (TSF) for Band 3 to 5 Prison Officers at establishment and national level in the Annex of the workforce quarterly publication (Table 4 of the Prison and Probation Officer Recruitment Annex, which can also be accessed via the link above). There was a difference of 1,225 FTE between the SIP and TSF for Band 3-5 prison officers in HMPPS at the end of September 2025. We are unable to attribute specific vacancies to reasons for leaving and as such, cannot calculate a breakdown of vacancies by reasons for leaving.
Asked by: Lee Dillon (Liberal Democrat - Newbury)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, what assessment he has made of the potential impact of reports of redundancies on the Atomic Weapons Establishment’s ability to recruit and retain scientists and engineers.
Answered by Luke Pollard - Minister of State (Ministry of Defence)
AWE notified the Ministry of Defence last year of its intent to conduct a reorganisation to strengthen the company as it embarks on the challenge of designing and manufacturing the next generation of the UK’s sovereign nuclear warhead.
The ongoing restructuring will not reduce the overall number of employees, as the company will continue to hire appropriately qualified skilled professionals, including scientists and engineers. This activity will ensure AWE has the right people with the right skillsets in place to deliver defence outputs, both now and in the future.
The precise nature of the reorganisation is an operational matter for AWE. AWE will work closely with the trade unions throughout the consultation period and are committed to approaching the process with fairness, care and respect for its employees.
Asked by: Charlie Maynard (Liberal Democrat - Witney)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what steps he is taking to increase (a) recruitment and (b) retention of prison officers.
Answered by Jake Richards - Assistant Whip
We know that sufficient and skilled frontline staffing is fundamental to delivering safe, secure, and rehabilitative prisons. We remain committed to ensuring prisons are sufficiently resourced and that we retain and build levels of experience.
Substantive recruitment efforts will continue at all prisons where vacancies exist or are projected, with targeted interventions applied to those prisons with the most need. We closely monitor staffing levels across the estate and look to provide short-term support where needed. All prison expansion projects, whether new prisons or smaller builds, are factored into our staffing forecasts to ensure we recruit on time and build up the experience needed to continue to deliver safe and secure regimes.
To help increase retention, HMPPS has a retention strategy in place which is linked to wider activities around employee experience, employee lifecycle, and staff engagement at work. Alongside the strategy a retention toolkit has been introduced which identifies local, regional, and national interventions against the drivers of attrition, which are utilised by establishments to ensure that they are embedding individual Retention Plans.
Asked by: Josh Babarinde (Liberal Democrat - Eastbourne)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what plans the department has to improve retention of level 3 staff within the NHS.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
As set out in the 10-Year Health Plan, the Government is committed to making the National Health Service the best place to work, by supporting and retaining our hardworking and dedicated healthcare professionals.
To support this ambition, the Government plans to introduce a new set of standards for modern employment by April 2026. The new standards will reaffirm our commitment to improving retention by tackling the issues that matter to staff including promoting flexible working, improving staff health and wellbeing, and dealing with violence, racism, and sexual harassment in the NHS workplace.
NHS England is already leading work nationally through its retention programme to drive a consistent, system-wide approach to staff retention across NHS trusts. This ensures trusts have access to proven retention strategies, data-driven monitoring, and can foster a more stable, engaged, productive, and supported workforce.
Regarding pay, the Government remitted the Pay Review Bodies on 22 July and published its written evidence on 30 October, with the target of getting uplifts into the pockets of health workers early next year.
Earlier this year, my Rt Hon. Friend, the Secretary of State for Health and Social Care was also able to accept the vast majority of recommendations that were produced from the non-pay work from the 2023 Agenda for Change deal. This covers work on a variety of issues including job evaluation and tackling violence and aggression against staff. NHS organisations are now in the process of implementing these recommendations.
Asked by: Al Pinkerton (Liberal Democrat - Surrey Heath)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, what recent assessment his Department has made of the level of (a) recruitment and (b) retention of Armed Forces personnel stationed in Surrey Heath constituency.
Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)
Data held in the annually published location statistics for UK Regular Armed Forces report indicates increased recruitment from within the Surrey Heath constituency, in the 12 months to 31 March 2025 compared to the preceding 12-month period. Whilst we have not made similar geographical assessments for retention, given that Surrey Heath is an area with proximity to Army establishments, reduction in the Army's rate of voluntary outflow in the 12 months to 30 June 2025, compared to preceding 12 months serves to highlight likely improvement.
We are committed to improving recruitment and retention through a range of targets, initiatives and measures and have already made a positive impact; although outflow currently remains greater than intake, inflow has increased and outflow has decreased, with the gap between reducing. In the 12 months preceding 1 July 2025 there was an increase of 13% in people joining the Armed Forces compared to the previous 12 month period. At the same time there was a decrease of 11% in people leaving the Armed Forces.
Further information can be found at the following link: