Every parliamentary written question tabled by Andy McDonald this session, with the full answer and department. See how every department answers, or back to the MP page.
Showing 181–200 of 406 · this parliament
With reference to his oral contribution of 4 June 2025, Official Report, column 338, whether his Department has made an assessment of the potential impact of suspending a foreign military sales customer who is not a partner nation from the F-35 global supply pool on the continued operation of the F-35 programme.
All F-35 Foreign Military Sales customers are managed directly by the US Government.
Commonwealth and Development Affairs, with reference to the Parliamentary Under-Secretary of State for Foreign, Commonwealth and Development Affairs' oral contribution of 4 June 2025 in response to a question from the hon. Member for Eltham and Chislehurst, Official Report, column 344, what recent discussions he has had with his Norwegian counterpart on Israel's access to the F-35 Global Supply Pool.
Conversations with F-35 partners occur regularly and cover a range of issues, however we are unable to disclose details of confidential conversations held within an international programme.
Commonwealth and Development Affairs, with reference to the oral statement of the Parliamentary Under-Secretary of State for Foreign, Commonwealth and Development Affairs of 4 June 2025 on Israel and the Occupied Palestinian Territories, Official Report, Column 338, whether the Israeli Defence Force have used UK-supplied military equipment in Gaza since September 2024.
There are no export licences currently being used for military operations in Gaza. This is subject to the specific measures taken to protect the global F-35 programme.
Commonwealth and Development Affairs, with reference to the oral statement of the Parliamentary Under-Secretary of State for Foreign, Commonwealth and Development Affairs of 4 June 2025 on Israel and the Occupied Palestinian Territories, Official Report, Column 338, what steps his Department is taking to deter Israel from supporting further settlement building in the West Bank.
The UK is clear that settlements are illegal under international law and undermine the prospects for peace. We have condemned the 22 new settlements announced by Israel on 29 May 2025 and we regularly urge Israel to halt settlement expansion in our diplomatic engagements. This government is committed to a two-state solution. It remains the only viable framework for a just and lasting peace.
Commonwealth and Development Affairs, with reference to the Parliamentary Under-Secretary of State for Foreign, Commonwealth and Development Affairs' oral contribution of 4 June 2025 in response to a question from the hon. Member for Eltham and Chislehurst, Official Report, column 344, what recent discussions he has had with his Canadian counterpart on Israel's access to the F-35 Global Supply Pool.
Conversations with F-35 partners occur regularly and cover a range of issues, however we are unable to disclose details of confidential conversations held within an international programme.
Commonwealth and Development Affairs, with reference to his oral contribution of 4 June 2025, Official Report, column 338, if he will make an estimate of the value of the humanitarian relief funded by his Department that has reached Palestinians in Gaza in the 2025-26 financial year.
The UK is doing all we can to alleviate suffering. On 28 April, the UK announced a package of support for the Occupied Palestinian Territories, including £101 million for humanitarian aid, support for Palestinian economic development, and strengthening Palestinian Authority governance and reform. Our aid has supported over 465,000 patient consultations, provided at least 647,000 people with food and almost 300,000 people have improved access to water, sanitation and hygiene services. Due to the complex operating environment and limited real-time data, it is difficult to quantify the volume of aid that has been supplied and aid that is currently awaiting entry.
Commonwealth and Development Affairs, with reference to the oral statement of the Parliamentary Under-Secretary of State for Foreign, Commonwealth and Development Affairs of 4 June 2025 on Israel and the Occupied Palestinian Territories, Official Report, Column 338, (a) how and (b) when his Department will review the impact of actions announced on 20 May 2025; and whether he has a deadline for Israel to cease military action in Gaza before further action is taken.
We continue to review our policy in relation to Israel and the Occupied Palestinian Territories. On 20 May 2025, the UK sanctioned three individuals, two illegal outposts and two organisations that have supported, incited and promoted violence against Palestinian communities in the West Bank. On 10 June the UK, acting alongside Canada, Australia, New Zealand and Norway, went on to sanction Israeli government ministers Itamar Ben-Gvir and Bezalel Smotrich, in their personal capacities, in response to their repeated incitements of violence against Palestinian communities. As I have been clear, we urgently need to see a return to a ceasefire and a rapid and unimpeded flow of humanitarian aid to Gaza, and I continue to press Israeli counterparts on this.
Commonwealth and Development Affairs, with reference to the oral statement of the Parliamentary Under-Secretary of State for Foreign, Commonwealth and Development Affairs of 4 June 2025 on Israel and the Occupied Palestinian Territories, Official Report, Column 338, who will carry out an independent investigation into mass casualty incidents at aid sites in Gaza; and when that independent investigation will be completed.
We are appalled by repeated reports of mass casualty incidents at Gaza Humanitarian Foundation aid sites. On 2 June, the UN Secretary-General called for an immediate and independent investigation into these incidents. We have echoed this call, including during a meeting of the UN Security Council on 4 June. The Israeli Defense Forces (IDF) has stated it is conducting investigations into some incidents. We continue to push for any investigations to be thorough, transparent and for perpetrators to be brought to account. We are unaware of any other investigations underway at present. The UK does not support any aid mechanism that seeks to deliver political or military objectives or puts vulnerable civilians at risk.
Whether her Department holds data on the work destinations of (a) existing and (b) past Universal Credit claimants by (i) industry and (ii) sector.
The requested information is not held systematically in administrative data.
What assessment her Department has made of the potential merits of implementing a long-term strategy to improve school teachers’ pay in real terms through the School Teachers' Pay Review Body process.
Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB) based on a range of evidence, including the real terms value of teacher pay.While in power, this government has accepted their recommendations in full.This year’s pay award of 4% exceeds forecasts for inflation and provides a competitive salary for both new and existing teachers. Based on forecasts for inflation across the 2025/26 academic year, this is a real-terms increase of around 1.5%.The department wants teaching to be an attractive and expert profession, to ensure that our children have the expert teachers they need to achieve and thrive and tackle recruitment and retention issues. That is also why we are committed to delivering the manifesto pledge to recruit 6,500 teachers across secondary and special schools, and in our colleges, over the course of this Parliament and there are already signs that our Plan for Change is working.The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools over the last year. Additionally, our future school teacher pipeline is growing. As of May 2025, there are 11% more trainees who have accepted offers to train as secondary subjects, including in priority subjects such as physics, where we have seen a 43% increase in acceptances compared to last year.
What assessment her Department has made of the potential impact of the real terms value of pay awards through the School Teachers Pay Review Body process in the 2025-26 financial year on trends in the (a) recruitment and (b) retention of school teachers.
Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB) based on a range of evidence, including the real terms value of teacher pay.While in power, this government has accepted their recommendations in full.This year’s pay award of 4% exceeds forecasts for inflation and provides a competitive salary for both new and existing teachers. Based on forecasts for inflation across the 2025/26 academic year, this is a real-terms increase of around 1.5%.The department wants teaching to be an attractive and expert profession, to ensure that our children have the expert teachers they need to achieve and thrive and tackle recruitment and retention issues. That is also why we are committed to delivering the manifesto pledge to recruit 6,500 teachers across secondary and special schools, and in our colleges, over the course of this Parliament and there are already signs that our Plan for Change is working.The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools over the last year. Additionally, our future school teacher pipeline is growing. As of May 2025, there are 11% more trainees who have accepted offers to train as secondary subjects, including in priority subjects such as physics, where we have seen a 43% increase in acceptances compared to last year.
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.
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.
What assessment her Department has made of the potential impact of the real terms value of pay awards through the School Teachers Pay Review Body process on teachers in each year since 2010.
Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB) based on a range of evidence, including the real terms value of teacher pay.While in power, this government has accepted their recommendations in full.This year’s pay award of 4% exceeds forecasts for inflation and provides a competitive salary for both new and existing teachers. Based on forecasts for inflation across the 2025/26 academic year, this is a real-terms increase of around 1.5%.The department wants teaching to be an attractive and expert profession, to ensure that our children have the expert teachers they need to achieve and thrive and tackle recruitment and retention issues. That is also why we are committed to delivering the manifesto pledge to recruit 6,500 teachers across secondary and special schools, and in our colleges, over the course of this Parliament and there are already signs that our Plan for Change is working.The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools over the last year. Additionally, our future school teacher pipeline is growing. As of May 2025, there are 11% more trainees who have accepted offers to train as secondary subjects, including in priority subjects such as physics, where we have seen a 43% increase in acceptances compared to last year.
What assessment his Department has made of the potential implications for his Department's polices of the request of workforce unions for the establishment of direct pay negotiations in the health sector.
The Pay Review Body (PRB) process is the established mechanism for determining pay uplifts in the public sector. PRBs carefully consider evidence submitted to them from a range of stakeholders, including the Government and trade unions.The Government is committed to a credible, independent PRB process as the way to set pay for National Health Service staff in England, and there are no plans to replace the process with direct negotiations.However, we have listened to union concerns about the process, which is why we committed to improving the timeline this year and will look to build on that by remitting the PRBs to begin the next pay round in July, putting us on track to announce pay awards as early as possible in 2026/27.
What estimate his Department has made of the potential impact of the pay awards made through the (a) Dentists and Doctors Pay Review Body and (b) NHS Pay Review Body processes on the real terms value of wages in each year since 2010.
The table attached shows the estimated average increases to basic pay, where these were based on pay review body recommendations for members of the Hospital and Community Health Sector workforce in England, as well as the average consumer price index inflation for each year since 2010/11.In 2011/12 and 2012/13, the pay review bodies were stood down. Between 2013/14 and 2017/18, the pay review bodies reported, but headline recommendations were determined by public sector pay policy.As independent contractors, it is for general practice partners to determine uplifts in pay for themselves and their employees. As dental practices are similarly private businesses, it falls to them to set employee pay and conditions.Each year, the Government sets out the funds available to the Department, and in reaching their conclusions, pay review bodies take careful account of economic and other evidence submitted by employers, the Government, unions, and others.
What assessment he has made of the potential implications for his Department's policies of trends in levels of confidence of workforce unions in public health sector pay review body processes.
This specific assessment has not been made. My Rt Hon. Friend, the Secretary of State for Health and Social Care has met regularly with unions to help rebuild the relationship between the Government and National Health Service staff.Whilst we will continue to use the Pay Review Bodies to set pay, we have listened to union concerns about the process, which is why we have committed to remitting in July this year, with an ambition to announce and implement uplifts as early as possible in 2026/27.
What assessment she has made of the potential implications for her policies of the response of workforce unions to the pay awards set out in her Department's response to the School Teachers Pay Review Body report.
Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB).In making recommendations, the STRB consider a range of written and oral evidence from statutory consultees, including the department, employer representatives and unions. This year, that process has resulted in the government accepting the STRB‘s recommendation for a 4% pay award for teachers and leaders in maintained schools.Combined with last year’s 5.5% award, this above-inflation pay award means school teachers will see an increase in their pay of almost 10% over two years.The department has also brought in changes to encourage flexible working and to more fairly reward part-time teachers for taking on additional responsibilities.Unions continue to engage positively with, and make valuable contributions towards, the pay round process. Unions involved with the process (including NEU, NASUWT, Community, NAHT, and ASCL) have published statements in response to the announcement, which are available on their websites.
What assessment her Department has made of the level of confidence of workforce unions in the School Teachers Pay Review Body process.
Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB).In making recommendations, the STRB consider a range of written and oral evidence from statutory consultees, including the department, employer representatives and unions. This year, that process has resulted in the government accepting the STRB‘s recommendation for a 4% pay award for teachers and leaders in maintained schools.Combined with last year’s 5.5% award, this above-inflation pay award means school teachers will see an increase in their pay of almost 10% over two years.The department has also brought in changes to encourage flexible working and to more fairly reward part-time teachers for taking on additional responsibilities.Unions continue to engage positively with, and make valuable contributions towards, the pay round process. Unions involved with the process (including NEU, NASUWT, Community, NAHT, and ASCL) have published statements in response to the announcement, which are available on their websites.
What assessment her Department has made of the potential merits of introducing regularised direct pay negotiations with workforce trades unions on (a) recruitment and (b) retention.
Pay for teachers and leaders in maintained schools is set through an annual statutory process with independent recommendations made by the School Teachers’ Review Body (STRB).In making recommendations, the STRB consider a range of written and oral evidence from statutory consultees, including the department, employer representatives and unions. This year, that process has resulted in the government accepting the STRB‘s recommendation for a 4% pay award for teachers and leaders in maintained schools.Combined with last year’s 5.5% award, this above-inflation pay award means school teachers will see an increase in their pay of almost 10% over two years.The department has also brought in changes to encourage flexible working and to more fairly reward part-time teachers for taking on additional responsibilities.Unions continue to engage positively with, and make valuable contributions towards, the pay round process. Unions involved with the process (including NEU, NASUWT, Community, NAHT, and ASCL) have published statements in response to the announcement, which are available on their websites.
What assessment her Department has made of the potential impact of the Government's proposed pay award on service provision.
High-quality teaching is the in-school factor that has the biggest positive impact on a child’s educational outcome. Ensuring there are sufficient, high-quality staff in our schools is therefore critical. This is why the government has pledged to recruit 6,500 additional expert teachers.On 22 May, we announced this year’s above-inflation pay award of 4% which, combined with the 5.5% pay award last year, will mean school teachers in maintained schools will see an increase in their pay of almost 10% over two years.The department is also ensuring that further financial incentives are targeted where the need for them is greatest. For example, we are offering targeted retention payments of up to £6,000 per year to teachers of key subjects working in disadvantaged areas in the first 5 years of their careers. We have also announced an initial teacher training financial incentives package for the 2025/26 recruitment cycle worth £233 million, a £37 million increase on the last cycle. This includes a range of measures, including bursaries worth £29,000 tax-free and scholarships worth £31,000 tax-free, to encourage talented trainees to teach key subjects.We are already seeing positive signs that this investment and approach is starting to deliver. New government data shows there are 2,346 more teachers in secondary and special schools in England compared to last year, an increase of 1,400 and 900 respectively from the year before. Over 2,000 more people are also training to become secondary school teachers this year and over 2,500 more teachers are expected to stay in the profession over the next three years.