Asked by: Richard Holden (Conservative - Basildon and Billericay)
Question to the Department for Education:
To ask the Secretary of State for Education, what the evidential basis is for her assessment that schools can make efficiency savings within budgets without reducing headcount.
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, or a 3.3% increase in real terms, 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.
There is already evidence that schools are making savings and bringing 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. This support has evolved from the School Resource Management Programme, which helped schools realise £1 billion of savings between 2018 and 2022.
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.
Asked by: Andy McDonald (Labour - Middlesbrough and Thornaby East)
Question to the HM Treasury:
To ask the Chancellor of the Exchequer, what assessment her Department has made of the potential merits of introducing regularised direct negotiations with workforce trades unions on (a) recruitment and (b) retention.
Answered by Darren Jones - Minister for Intergovernmental Relations
Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.
The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.
As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.
Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.
However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.
Asked by: Andy McDonald (Labour - Middlesbrough and Thornaby East)
Question to the HM Treasury:
To ask the Chancellor of the Exchequer, what assessment her Department has made of the potential impact of public sector pay awards in the 2025-26 financial year on trends in the (a) recruitment and (b) retention of public sector staff.
Answered by Darren Jones - Minister for Intergovernmental Relations
Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.
The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.
As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.
Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.
However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.
Asked by: Kevin Hollinrake (Conservative - Thirsk and Malton)
Question to the Ministry of Housing, Communities and Local Government:
To ask the Secretary of State for Housing, Communities and Local Government, whether she has made an assessment of the potential impact of the withdrawal of funding for the Level 7 Chartered Town Planner Apprenticeship on the recruitment of planning officers.
Answered by Matthew Pennycook - Minister of State (Housing, Communities and Local Government)
The government recognise that Chartered Town Planner Apprenticeships (Level 7) are a valuable entry point into planning careers. However, the government has decided to prioritise levy funding for young people entering the labour market, who need skills and training to get started in their careers.
We will continue to fund Level 7 apprenticeships for those aged 16-21 when they start their apprenticeship; support apprentices already on a Level 7 apprenticeship through to completion; and ensure local authorities can still access the Level 7 apprenticeship route for those aged 22 and over until 1 January 2026.
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: Mike Wood (Conservative - Kingswinford and South Staffordshire)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, pursuant to the Answer of 26 November 2024 to Question 14769 on Civil Servants: Secondment, which of the recommendations from the Boardman report which have not been implemented will not be taken forward by the Cabinet Office.
Answered by Georgia Gould - Minister of State (Education)
The 2021 Boardman report recommended the interchange of resources between government and the private sector. We are committed to promoting the recruitment of external employees into roles in government at all levels of the Civil Service to fill critical skill gaps.
A number of secondments programmes have been set up across government to bring in critical skills across a range of sectors, to include the private sector, enabling talented individuals from outside the Civil Service to contribute to the work of Government.
For example, the Digital and Data profession launched the Digital Secondments Programme. Department for Science, Innovation and Technology’s (DSIT) Expert Exchange programme brings in experts for a variety of roles, including digital, technology and AI, and GO-Science is exploring a scheme to bring greater scientific expertise into policymaking roles through STEM futures.
More broadly, this government is committed to restoring honesty and integrity in public life and has already introduced a number of changes to strengthen standards across government. This includes issuing a new Ministerial Code which highlights the importance of the principles of public life, strengthening the terms of reference for the Independent Adviser on Ministerial Standards, and introducing a new monthly Register of Ministers’ Gifts and Hospitality. We will continue to take necessary and proportionate steps in this area.
Asked by: Richard Holden (Conservative - Basildon and Billericay)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, pursuant to the Answer of 21 October 2024 to Question 7754 on Senior Civil Servants: Recruitment, whether a public sector equalities duty assessment was made when appointing the five mission delivery board civil service roles.
Answered by Ellie Reeves - Solicitor General (Attorney General's Office)
The appointment of Directors General (DGs) as Mission Senior Responsible Officers was undertaken as part of the standard management of roles within the DG workforce.
Asked by: Stuart Anderson (Conservative - South Shropshire)
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 is taking to increase the (a) skills and (b) capacity of planning authorities in rural areas.
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, including in rural areas, 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, 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, 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, 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 which was introduced on 11 March 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: Charlotte Cane (Liberal Democrat - Ely and East Cambridgeshire)
Question to the Department for Education:
To ask the Secretary of State for Education, what steps she is taking to improve recruitment 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 determined to create change in the approach to early years, focusing on high-quality early education, celebrating early years careers and embedding the sector into the wider education system. Later this year, we will publish a strategy to reform early years education, including the workforce.
The government is supporting the sector to attract talented staff and childminders by creating conditions for improved recruitment and new routes into the workforce. Our national recruitment campaign is encouraging the public to ‘Do something BIG’ and start a career working with small children, and a dedicated campaign website is helping people to find out more about gaining qualifications and to search existing job vacancies. We are also piloting whether £1,000 financial incentives will boost recruitment in early years and have been running a childminder start-up grant scheme. Finally, we have introduced new routes into the workforce including Skills Bootcamps, which are free, flexible, employer-led courses that lead to accelerated apprenticeships.
Retaining and maximising the staff already in the workforce is also of vital importance. Through the experience-based route, providers will be able to maximise the potential of their staff who have the right skills and experience but do not hold an approved qualification. We have also taken steps to increase the graduate workforce via the early years teacher degree apprenticeship, providing a new undergraduate route to gaining early years teacher status.
Asked by: Andrew Rosindell (Reform UK - Romford)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, whether he plans to increase the pay of soldiers, in the context of planned increases in defence spending.
Answered by Al Carns - Parliamentary Under-Secretary (Ministry of Defence) (Minister for Veterans)
Pay is an important part of a comprehensive benefits package to our Service personnel including subsided food and housing; together, these play a vital role in supporting wider recruitment and retention.
Pay for most frontline public sector workforces, including the Armed Forces, is set through an independent Pay Review Body process. These independent bodies consider a range of evidence when forming their recommendations and then submit reports to the Government, which considers them before announcing final settlements.
The Armed Forces’ Pay Review Body submitted its report to the government on 10 April 2025. The Government will now carefully consider the recommendations before publishing the report and the Government’s response to it, recognising the importance of giving certainty on 2025-26 pay settlements as early as possible.
Asked by: Julian Lewis (Conservative - New Forest East)
Question to the Department for Education:
To ask the Secretary of State for Education, what steps she plans to take to ensure that the cost of loans advanced to (a) overseas and (b) domestic applicants subsequently found not to have seriously participated in higher education courses will not be borne by UK taxpayers; and what safeguards she plans to introduce to prevent student loan fraud in future.
Answered by Janet Daby
As a general rule, students are eligible for fee and maintenance loans only if they have settled status in the United Kingdom and have been ordinarily resident in the United Kingdom or the Republic of Ireland for three years. Students resident overseas are not eligible for loans.
The department and the Office for Students (OfS) have a programme of investigations underway. Where these investigations have found abuse of the student finance system, there will be serious consequences. We have now also asked the Public Sector Fraud Authority to tackle this threat and take forward this work across government. The department will always take steps to recover student loans that have been paid to students who have not been attending their courses. Depending on the precise circumstances, recovery has been and will continue to be pursued either from the institution or the student.
The department is consulting until 4 April on subcontracted provision. The consultation proposes changes to the requirements for courses to attract student finance that will necessitate subcontracted providers with specific numbers of students to be registered and regulated by the OfS. Together with the work of the OfS, which is currently consulting on reforms to its registration requirements, the department’s consultation will ensure subcontracted provision is better protected from poor quality and the risk of the misuse of public funding.
The department will also take immediate action on the use of agents to recruit students. The government can see no legitimate role for domestic agents in the recruitment of UK students. We are taking urgent steps to prevent any further abuse of the system.