Asked by: Jim Shannon (Democratic Unionist Party - Strangford)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what steps he is taking to raise awareness of blood donation events.
Answered by Zubir Ahmed - Parliamentary Under-Secretary (Department of Health and Social Care)
NHS Blood and Transplant (NHSBT) is responsible for blood services in England. In the last financial year, NHSBT delivered over 700 donor recruitment events, resulting in 17,000 new registrations and more than 8,000 blood donation appointments booked. Current activity to raise awareness of donation opportunities across England includes:
- high-profile campaigns aligned with events such as National Blood Week, World Blood Donor Day, Black History Month, Pride, and University Freshers’ Fairs. These are supported by radio, social media, billboards and bus stops, as well as through partnerships with commercial organisations, charities, and the public sector. NHSBT is also piloting advertising on TikTok to reach younger audiences who are under-represented in the donor base;
- targeted activities, including local donor recruitment events, community television, and radio advertising, and the Community Grants Programme which funds trusted local organisations to engage with communities where specific blood types are most needed. Further information on the Community Grants Programme is avaiable at the following link:
https://www.nhsbt.nhs.uk/how-you-can-help/get-involved/community-grants-programme/;
- direct marketing to previous donors, including phone calls, emails, and text messages, to raise awareness of local sessions and to encourage them to book appointments and return to donate; and
- a recent partnership between the Driver and Vehicle Licensing Agency and NHSBT to encourage learner drivers, especially much needed younger people, and motorists renewing their driving licences to sign up and become regular donors.
Asked by: Richard Holden (Conservative - Basildon and Billericay)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what English language proficiency requirements apply to (a) registered nurses and (b) care staff working in regulated settings; and how compliance is monitored and enforced.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
To practise as a nurse in the United Kingdom, individuals must register with the Nursing and Midwifery Council (NMC) which sets the standards for both domestic and internationally qualified nurses. All applicants must demonstrate they have sufficient competency in English to communicate safely in clinical settings to meet NMC registration standards.
UK-qualified nurses meet this requirement through an NMC-approved nursing programme. International applicants can show proficiency by providing a recent International English Language Testing System or Occupational English Test score at the required level, completing an English-taught nursing programme with significant patient interaction in English, or having one year of recent practice in a majority English-speaking country.
As an independent regulator, the NMC determines how English language competence is assessed for registration.
Care providers must ensure staff have adequate English skills to communicate effectively. Under Regulation 19 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, employers are required to only employ ‘fit and proper’ staff to provide care and treatment appropriate to their role. Failure to comply may lead to fixed penalties for providers and registered managers.
Employers and providers should use robust recruitment and monitoring procedures to ensure employees are qualified and competent. NHS Employers guidance requires proportionate English language standards for public-facing roles, and human resources policies should be regularly checked against the English language requirement for public sector workers: code of practice.
Asked by: Steve Darling (Liberal Democrat - Torbay)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, if he will take steps to (a) remove the cap on the number of days courts can sit, (b) help ensure prisoners are transported to court on time, (c) hold discussions with the Crown Prosecution Service on the removal of cases from the backlog, (d) help support the recruitment of more public sector barristers and (e) help ensure that court buildings are fit for purpose.
Answered by Sarah Sackman - Minister of State (Ministry of Justice)
The Government inherited a justice system in crisis, with a record and rising open caseload of nearly 80,000 criminal cases waiting to be heard and too many victims waiting years for justice.
In the Crown Court for this financial year (2025/26), we are funding 111,250 sitting days – the highest number of sitting days on record and over 5,000 more than the previous Government funded for the last financial year. The Deputy Prime Minister and Lady Chief Justice continue discussions on allocation for 2026-27, aiming to give an unprecedented three-year certainty to the system. The Deputy Prime Minister has been clear that sitting days in the Crown and magistrates’ courts must continue to rise and his ambition is to continue breaking records by the end of this Parliament. We will provide Parliament with an update on the sitting day allocations in the usual way at the conclusion of the Concordat process.
Prisoners should be produced on time and we are committed to making improvements where we can. Prisoner transport delivery is regularly reviewed and a significant number of contract changes have been made already to adapt to the changing operational requirement. But even if every prison van ran like clockwork tomorrow, we would still be left with a backlog edging towards 100,000 cases. Prisoner transport delays are a symptom of a stretched system, not a cure for it.
There is no quick fix to the criminal courts crisis, and no single lever that can be pulled. It is vital that all system partners work together to deliver swifter justice for victims. We continue to talk to system partners, including the Crown Prosecution Service (CPS), to consider options, including those in Sir Brian Leveson’s Part I report on criminal court reform. In June 2025, the Chancellor announced a landmark increase of £96 million (RDELex) in additional funding for the CPS over the spending review period 2026-2029. This will help CPS protect victims by tackling the backlog, speeding up justice, and delivering a justice system that services victims.
We are investing up to an additional £34 million per year for criminal legal aid advocates. We are also taking forward Sir Brian’s recommendation to match-fund a number of criminal barrister pupillages, with a particular focus on opening a career at the criminal Bar to even more young people from across society.
This Government has also secured record investment of up to £450 million per year for the courts system over the Spending Review period, alongside investing £148.5 million in court and tribunal maintenance and project funding this financial year, £28.5 million more than the previous Government funded last financial year.
But investment alone is not enough – that is why this Government asked Sir Brian Leveson to undertake his Independent Review of the Criminal Courts. On 2 December, the Deputy Prime Minister responded to the first part of that review and set out why structural court reform is necessary, alongside investment and modernisation.
Asked by: Helen Whately (Conservative - Faversham and Mid Kent)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if his Department will list the employers which have been engaged with the Youth Guarantee scheme.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
Public and private sector employers, the third sector, and education and training providers are integral to the success of the Youth Guarantee. Many employers recognise that investing in young people and training their workforce drives both business success and economic growth.
We will be working closely with Youth Guarantee supporters and partners across the country to deliver jobs, apprenticeships, work experience and training places.
Employers will also benefit from a tailored DWP support service to help fill vacancies with Jobcentre candidates, including job description support, faster recruitment, vacancy promotion, use of Jobcentre space for interviews, access to the free Find a Job site, and expert advice from a dedicated Recruitment Manager.
Regarding the Jobs Guarantee for long-term unemployed young people, at this initial stage we will be delivering through partner organisations. We have started engaging with stakeholders through various forums and this will continue over the coming year.
The government will set out details of Youth Guarantee employers and partners in due course.
Asked by: Helen Whately (Conservative - Faversham and Mid Kent)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many (a) private sector, (b) public sector and (c) third sector organisations have signed up to the Youth Guarantee scheme.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
Public and private sector employers, the third sector, and education and training providers are integral to the success of the Youth Guarantee. Many employers recognise that investing in young people and training their workforce drives both business success and economic growth.
We will be working closely with Youth Guarantee supporters and partners across the country to deliver jobs, apprenticeships, work experience and training places.
Employers will also benefit from a tailored DWP support service to help fill vacancies with Jobcentre candidates, including job description support, faster recruitment, vacancy promotion, use of Jobcentre space for interviews, access to the free Find a Job site, and expert advice from a dedicated Recruitment Manager.
Regarding the Jobs Guarantee for long-term unemployed young people, at this initial stage we will be delivering through partner organisations. We have started engaging with stakeholders through various forums and this will continue over the coming year.
The government will set out details of Youth Guarantee employers and partners in due course.
Asked by: Helen Whately (Conservative - Faversham and Mid Kent)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many providers of (a) apprenticeships, (b) training and (c) education have signed up to the Youth Guarantee scheme.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
Public and private sector employers, the third sector, and education and training providers are integral to the success of the Youth Guarantee. Many employers recognise that investing in young people and training their workforce drives both business success and economic growth.
We will be working closely with Youth Guarantee supporters and partners across the country to deliver jobs, apprenticeships, work experience and training places.
Employers will also benefit from a tailored DWP support service to help fill vacancies with Jobcentre candidates, including job description support, faster recruitment, vacancy promotion, use of Jobcentre space for interviews, access to the free Find a Job site, and expert advice from a dedicated Recruitment Manager.
Regarding the Jobs Guarantee for long-term unemployed young people, at this initial stage we will be delivering through partner organisations. We have started engaging with stakeholders through various forums and this will continue over the coming year.
The government will set out details of Youth Guarantee employers and partners in due course.
Asked by: Rupert Lowe (Independent - Great Yarmouth)
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 the number of NHS dentists currently working in Great Yarmouth constituency on patients' access to urgent care.
Answered by Stephen Kinnock - Minister of State (Department of Health and Social Care)
We are determined to rebuild NHS dentistry, but it will take time and there are no quick fixes. Strengthening the workforce is key to our ambitions.
The 10 Year Workforce Plan will ensure that the National Health Service has the right people in the right places, with the right skills to care for patients, when they need it.
We have asked integrated care boards (ICBs) to commission extra urgent dental appointments to make sure that patients with urgent dental needs can get the treatment they require. ICBs have been making extra appointments available from April 2025.
These appointments are available across the country, with specific expectations for each region. These appointments are more heavily weighted towards those areas where they are needed the most.
ICBs are also recruiting posts through the Golden Hello scheme. This recruitment incentive will see dentists receiving payments of £20,000 to work in those areas that need them most for three years.
We are committed to reforming the dental sector and we will deliver fundamental contract reform before the end of this Parliament. As a first step, we published the Government’s response to the public consultation on shorter term improvements to the NHS dental contract on 16 December 2025. The changes will be introduced from April 2026. These reforms will put patients with the greatest needs first while incentivising urgent care and complex treatments.
Asked by: Rachel Blake (Labour (Co-op) - Cities of London and Westminster)
Question to the Department for Transport:
To ask the Secretary of State for Transport, what steps her Department is taking to improve the performance of South Western Railway.
Answered by Keir Mather - Parliamentary Under-Secretary (Department for Transport)
The new Managing Director of South Western Railway (SWR), Lawrence Bowman, is responsible for both the infrastructure and operations of the SWR network. The new integrated team is working hard to address the issues inherited from the previous private sector operator. Officials are supporting SWR in the delivery of these improvements.
Performance is still below the level that passengers should expect but progress is being made. The number of Arterio trains in service has more than quadrupled under public ownership and SWR has accelerated the recruitment of drivers to address traincrew shortages. Also, over £2 billion of works is being delivered in the current five-year control period to help improve the resilience of railway infrastructure.
Asked by: Kim Johnson (Labour - Liverpool Riverside)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, with reference to the document entitled Fair pay agreement consultation impact assessment, published in October 2025, if he will award an interim uplift to the pay of frontline care workers in the 2026-27 and 2027-28 financial years to address the immediate workforce recruitment and retention challenges before a negotiated fair pay agreement is implemented in the 2028-29 financial year.
Answered by Stephen Kinnock - Minister of State (Department of Health and Social Care)
Under the Employment Rights Bill, the Government will set up the Fair Pay Agreement, establishing a form of sectoral collective bargaining which will empower employers, worker representatives, and others in partnership to negotiate fair pay, and terms and conditions.
The Government is taking steps to establish Fair Pay Agreements. These steps are essential to getting this right and ensuring meaningful reform for the adult social care sector. This includes our public consultation, which closes on 16 January.
This will support the delivery of our Plan to Make Work Pay, which is already delivering for care workers through changes to the minimum wage, putting more money into their pockets. The Employment Rights Bill will also end exploitative zero-hours contracts, with one in five carers on a zero-hour contract, and give workers rights to statutory sick pay from day one of absence due to illness.
Currently, most workers are employed by private sector providers who set their pay and terms and conditions, independent of the Government.
We know this is an issue now, and in the meantime the Government is making available approximately £4.6 billion of funding for adult social care in 2028/29 compared to 2025/26, to support the sector in making improvements. This includes £500 million for the Fair Pay Agreement, the most significant investment in improving pay and conditions for adult social care staff to date.
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.