Asked by: Wendy Morton (Conservative - Aldridge-Brownhills)
Question to the Ministry of Housing, Communities and Local Government:
To ask the Secretary of State for Housing, Communities and Local Government, what additional funding she plans to provide to planning departments in local authorities in 2025-26.
Answered by Matthew Pennycook - Minister of State (Housing, Communities and Local Government)
Supporting local planning authorities to attract, retain and develop skilled planners is crucial to ensuring they provide a proactive, efficient planning service for local communities and that new developments are well designed and facilitate local growth.
The government appreciates that planning departments across the country are experiencing challenges with recruitment, retention, and skills gaps and that in many cases these issues are having a negative impact on service delivery.
At the Budget last year, the Chanceller announced a £46 million package of investment into the planning system as a one-year settlement for 2025-2026.
Our manifesto committed us to appointing 300 new planning officers into LPAs. We are on track to meet that commitment through two routes, namely graduate recruitment through the Pathways to Planning scheme run by the Local Government Association and mid-career recruitment through Public Practice.
On 27 February 2025, the government announced funding to support salaries and complement graduate bursaries. Further information can be found in the Written Ministerial Statement I made on 27 February 2025 (HCWS480).
On 25 February 2025, the draft Town and Country Planning (Fees for Applications, Deemed Applications, Requests and Site Visits) (England) (Amendment and Transitional Provision) Regulations 2025 were agreed. These regulations increase planning fees for householder and other applications, with a view to providing much-needed additional resources for hard-pressed LPAs.
More broadly, the Department’s established Planning Capacity and Capability programme is also developing a wider programme of support, working with partners across the planning sector, to ensure that LPAs have the skills and capacity they need, both now and in the future, to modernise local plans and speed up decision making, including through innovative use of digital planning data and software.
Lastly, the Planning and Infrastructure Bill includes provisions that will allow LPAs to set planning fees or charges at a level that reflects the individual costs to the LPA to carry out the function for which it is imposed and to ensure that the income from planning fees or charges is applied towards the delivery of the planning function.
Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Ministry of Housing, Communities and Local Government:
To ask the Secretary of State for Housing, Communities and Local Government, what steps she has taken to increase local planning capacity.
Answered by Matthew Pennycook - Minister of State (Housing, Communities and Local Government)
Supporting local planning authorities to attract, retain and develop skilled planners is crucial to ensuring they provide a proactive, efficient planning service for local communities and that new developments are well designed and facilitate local growth.
The government appreciates that planning departments across the country are experiencing challenges with recruitment, retention, and skills gaps and that in many cases these issues are having a negative impact on service delivery.
At the Budget last year, the Chanceller announced a £46 million package of investment into the planning system as a one-year settlement for 2025-2026.
Our manifesto committed us to appointing 300 new planning officers into LPAs. We are on track to meet that commitment through two routes, namely graduate recruitment through the Pathways to Planning scheme run by the Local Government Association and mid-career recruitment through Public Practice.
On 27 February 2025, the government announced funding to support salaries and complement graduate bursaries. Further information can be found in the Written Ministerial Statement I made on 27 February 2025 (HCWS480).
On 25 February 2025, the draft Town and Country Planning (Fees for Applications, Deemed Applications, Requests and Site Visits) (England) (Amendment and Transitional Provision) Regulations 2025 were agreed. These regulations increase planning fees for householder and other applications, with a view to providing much-needed additional resources for hard-pressed LPAs.
More broadly, the Department’s established Planning Capacity and Capability programme is also developing a wider programme of support, working with partners across the planning sector, to ensure that LPAs have the skills and capacity they need, both now and in the future, to modernise local plans and speed up decision making, including through innovative use of digital planning data and software.
Lastly, the Planning and Infrastructure Bill includes provisions that will allow LPAs to set planning fees or charges at a level that reflects the individual costs to the LPA to carry out the function for which it is imposed and to ensure that the income from planning fees or charges is applied towards the delivery of the planning function.
Asked by: James Naish (Labour - Rushcliffe)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, what assessment he has made of the effectiveness of reasonable adjustments in public sector recruitment processes for disabled applicants.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Government is fully committed to the Equality Act 2010 (the Act), which protects disabled people from discrimination in the workplace. The Act prohibits direct and indirect disability discrimination and requires employers - including those in the public sector - to make reasonable adjustments for disabled employees and applicants who meet the Act’s definition of disability, to ensure that they are not placed at a substantial disadvantage compared to their non-disabled colleagues.
The reasonable adjustment duty on employers requires them to make adjustments to any element of a job, job application or interview process, whether on an anticipatory basis or at the request of the disabled person.
The failure of an employer to make reasonable adjustments for a disabled employee or job seeker, or discounting a job application simply because the applicant is disabled could amount to direct disability discrimination under the Act.
The Act recognises the need to strike a balance between the needs of disabled people and the interests of employers. What is ‘reasonable’ will vary from one situation to another. This is because factors like the practicability and cost of making the reasonable adjustment, and the resources available to different employers will be different. It will therefore be for the courts to decide, in the event of a claim of alleged disability discrimination, and on a case-by-case basis, what reasonable adjustments should be made.
It is a matter for individual public sector employers as to how they ensure compliance with their legal obligations under the Act, but many will be subject to the Act’s Public Sector Equality Duty (PSED), which requires public authorities, and those carrying out public functions, to have due regard to the need to eliminate discrimination (including on grounds of disability), advance equality of opportunity, and foster good relations between different people. The duty to have “due regard” obliges a public authority to consider the equality aims set out in the duty when exercising its functions, like taking decisions, and then to decide what weight to accord to them. Public authorities place themselves at greater legal risk if they do not interpret the law correctly.
The Advisory, Conciliation and Arbitration Service (Acas) provides authoritative and impartial advice free to employees or employers in relation to employment discrimination issues via their website. and telephone helpline 0300 123 1100 or text relay service 18001 0300 123 1100. You can access the website here: http://www.acas.org.uk. Acas also provides employees and employers with Early Conciliation to help them resolve/settle their workplace dispute without going to court.
Asked by: Freddie van Mierlo (Liberal Democrat - Henley and Thame)
Question to the Department for Education:
To ask the Secretary of State for Education, what steps she is taking to increase workforce numbers in the early years sector.
Answered by Stephen Morgan - Government Whip, Lord Commissioner of HM Treasury
The early years workforce is at the heart of the government’s mission to give every child the best start in life and deliver the Plan for Change.
The department is supporting the sector to attract talented staff and childminders to join the workforce by creating conditions for improved recruitment. Our national recruitment campaign is urging the public to ‘Do Something BIG’ and start a career working with small children. A dedicated website is helping people to find out more about gaining qualifications and to search for existing job vacancies. To further boost recruitment in early years, we are continuing to offer £1,000 financial incentives.
We are creating new routes into the workforce through skills bootcamps for the early years which lead to an accelerated apprenticeship, and also funding early years initial teacher training as a route for new and existing staff to gain early years teacher status. Our commitment to grow the early years skills pipeline can also be seen through the expansion of the Levelling Up Premium payments. To support childminders to join and stay in the profession we have implemented new flexibilities to work with more people and spend more time working from non-domestic premises.
Asked by: Lord Kamall (Conservative - Life peer)
Question to the Department for Education:
To ask His Majesty's Government, following the announcement of the end of international recruitment of social care workers, what plans they have to train British residents, in particular those who are unemployed, to become part of the social care workforce through (1) Skills England, and (2) other ring-fenced funding programmes.
Answered by Baroness Smith of Malvern - Minister of State (Department for Work and Pensions)
Skills England, and its predecessor the Institute for Apprenticeships and Technical Education (IfATE), has worked with employers to develop apprenticeships covering a range of occupations in the care services sector. These are designed to enable an individual to acquire full competence in an occupation whilst undertaking paid work and provide a progression route in the sector. These products are available for both public and private sector employers to use, with funding to support the training from the Growth and Skills Levy.
In addition, a Health and Social Care foundation apprenticeship has been developed and will be available for delivery from autumn this year. This is specifically aimed at young people who are not yet ready for work, and will provide the individual with a mix of employability and sectoral skills designed to provide a good grounding for a career in the health or adult social care sector.
To support the awareness of careers in adult social care, the National Careers Service, a free, government funded careers information, advice and guidance service, uses a range of labour market information to support and guide individuals. The Service website gives customers access to a range of digital tools and resources, including ‘Explore Careers’ which includes more than 130 industry areas and more than 800 job profiles including a range of construction and health and social care roles, describing what the roles entail, qualifications needed and entry routes.
Asked by: Lord Hayward (Conservative - Life peer)
Question
To ask the Senior Deputy Speaker, further to the remarks by Baroness Smith of Basildon on 12 June (HL Deb col 1528), whether the role to oversee the commercial function as a joint department of both Houses is an additional role in the management structure; and if so what is the cost of that role.
Answered by Lord Gardiner of Kimble
The Parliamentary Commercial Department will be led by a Chief Commercial Officer. This is a new senior role in the management structure which will be responsible for overseeing Parliament’s portfolio of contracts, developing and implementing commercial strategies, and ensuring high-performance procurement across Parliament. The post was advertised in March with an annual salary of circa £150K, in line with market expectations for a role of this seniority and complexity in the public sector. The outcome of the recruitment process will be announced as soon as possible.
Asked by: Andy McDonald (Labour - Middlesbrough and Thornaby East)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what assessment his Department has made of the potential merits for recruitment and retention of agreeing a long-term strategy to improve pay in real terms for the workforces covered by (a) the Dentists and Doctors Pay Review Body and (b) the NHS Pay Review Body.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
There are no current plans to make these specific assessments. The Government is committed to a credible, independent Pay Review Body (PRB) process as the right mechanism to recommend annual pay increases for most public sector staff. In her statement on the public finances on 29 July 2024, my Rt. Hon. Friend, the Chancellor of the Exchequer confirmed that the Government wished to continue to use the PRB process.
The role of the NHS Pay Review Body and the Dentists and Doctors Pay Review Body is to make recommendations to the Prime Minister and ministers on the annual pay award for National Health Service staff and other related matters within their remit. They act independently of the Government.
The PRBs lay out in their reports the reasoning for their recommended awards based on their terms of reference. In reaching their recommendations, the review bodies have regard to recruitment and retention and are required to take careful account of the economic and other evidence submitted by the Government, trades unions, representatives of NHS employers, and others.
The Government is not bound by PRB recommendations, and it's for my Rt Hon. Friend, the Secretary of State for Health and Social Care to decide how to respond to the recommendations of PRBs for the NHS in England.
Asked by: Andy McDonald (Labour - Middlesbrough and Thornaby East)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, if he will make an assessment of the potential merits of agreeing a long-term strategy with the (a) Review Body on Doctors' and Dentists' Remuneration and (b) NHS Pay Review Body to help improve pay in the NHS.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
There are no current plans to make these specific assessments. The Government is committed to a credible, independent Pay Review Body (PRB) process as the right mechanism to recommend annual pay increases for most public sector staff. In her statement on the public finances on 29 July 2024, my Rt. Hon. Friend, the Chancellor of the Exchequer confirmed that the Government wished to continue to use the PRB process.
The role of the NHS Pay Review Body and the Dentists and Doctors Pay Review Body is to make recommendations to the Prime Minister and ministers on the annual pay award for National Health Service staff and other related matters within their remit. They act independently of the Government.
The PRBs lay out in their reports the reasoning for their recommended awards based on their terms of reference. In reaching their recommendations, the review bodies have regard to recruitment and retention and are required to take careful account of the economic and other evidence submitted by the Government, trades unions, representatives of NHS employers, and others.
The Government is not bound by PRB recommendations, and it's for my Rt Hon. Friend, the Secretary of State for Health and Social Care to decide how to respond to the recommendations of PRBs for the NHS in England.
Asked by: Andy McDonald (Labour - Middlesbrough and Thornaby East)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what assessment his Department has made of the potential impact of the real terms value of wages set by Government pay awards in the (a) Dentists and Doctors Pay Review Body and (b) NHS Pay Review Body for 2025-26 on trends in the levels of (i) recruitment and (ii) retention of public sector workforce staff.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
This specific assessment has not been made. Pay is an important factor in the National Health Service being able to continue to attract and reward talented staff. Pay review bodies are required to take careful account of the economic and financial evidence submitted by the Government, trades unions, representatives of NHS employers, and others to reach their recommendations on pay.
When considering evidence in order to make pay recommendations, the Dentists and Doctors Pay Review Body and the NHS Pay Review Body pay due regard to many factors, including the potential impact of pay on staff recruitment and retention, as a core component of the terms of reference for pay review bodies.
Asked by: Lee Dillon (Liberal Democrat - Newbury)
Question to the Department for Education:
To ask the Secretary of State for Education, what support her Department is providing to schools that are having to reduce costs in Newbury constituency.
Answered by Catherine McKinnell
Overall school funding is increasing by £3.7 billion in the 2025/26 financial year, meaning the core school budget will total £65.3 billion. This is a 6% rise in cash terms compared to 2024/25.
Schools in West Berkshire local authority are attracting £143.6 million through the dedicated schools grant. This represents an increase of 2.6% per pupil compared to 2024/25.
We are providing schools with an additional £615 million in the 2025/26 financial year to support them with the 4% teacher pay award and 3.2% support staff pay offer. Schools will be expected play their part in driving productivity across the public sector and find approximately the first 1% of pay awards by ensuring resources are deployed to maximise support for teaching and learning.
We are supporting schools to make savings and bring down operating costs. For example, 400 schools participating in the department’s new energy offer are projected to save an average of 36% compared to previous contracts.
We are also working to secure better banking solutions and provide services such as Get Help Buying for Schools and the Teaching Vacancies Service to reduce procurement and recruitment costs.
We know workforce deployment is the biggest component of school budgets. We will support schools to benefit fully from the tools we already offer to benchmark and integrate resourcing and curriculum planning, such as the Financial Benchmarking and Insights Tool. We will also introduce a new toolkit to support schools to adopt evidence-based deployment models.