Every parliamentary written question tabled by Helen Morgan this session, with the full answer and department. See how every department answers, or back to the MP page.
Showing 21–40 of 990 · this parliament
What assessment he has made of the potential implications for his Department's policies of the MS Society and Neurological Alliance’s report entitled Neurological Conditions: The Case for a Modern Service Framework, published in May 2026.
Awaiting answer.
What assessment his Department has made of the need for mandatory accreditation services for the installation of telecare devices.
Awaiting answer.
What steps he is taking to ensure that access to neurological treatments and specialist support is determined by clinical need rather than by geography.
Awaiting answer.
What assessment he has made of the value of introducing a Modern Service Framework for neurological conditions.
Awaiting answer.
What steps he is taking to improve national standards of neurological care.
Awaiting answer.
What steps he is taking to improve mental health care for prisoners with IPP sentences.
Awaiting answer.
How many applications were received for midwifery courses at universities in each of the last 10 years.
The Department of Health and Social Care has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.
What the rate of incidences of self-harm is among (a) prisoners with IPP sentences and (b) the general prison population.
Awaiting answer.
How many people graduated as midwives in each of the last ten years.
The Department of Health and Social Care has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.
How many patients were removed from NHS elective waiting lists through unreported removals, administrative methods and other means of validation in each month in the last two years.
The Department of Health and Social Care has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.
What steps he is taking to reduce self-harm in prison.
Awaiting answer.
How many midwives who started working in the NHS in England in the last ten years stopped working for the NHS after i) one, ii) two, iii) three and iv) five years.
Staff working in the National Health Service can leave active service, or undertake planned breaks in service, for a wide range of reasons, for example for further training, for periods of maternity or paternity leave, for career breaks, or to move to services in other regions of the United Kingdom, and when leaving NHS employment may be moving to wider health and social care sector roles. This means an assessment of the length of employment to date of staff leaving active service in the NHS may not reflect the rate of staff exiting the NHS completely. The Nursing and Midwifery Council (NMC) publishes statistics as part of its biannual registration data reports on the number of midwives leaving the professional register by time length of time since first registration with the NMC. This information is included in the worksheet “Time-leavers” in the file “UK permanent register tables”, at the following link:https://www.nmc.org.uk/about-us/reports-and-accounts/registration-statistics/This data gives a picture of midwives who are relinquishing their licence to practice completely and shows no evidence over the past six years of increasing rates of leavers with between one and five years since initial registration.
Whether he plans to conduct a re-sentencing exercise for all IPP-sentenced prisoners.
Awaiting answer.
How many midwives started working in the NHS in England in each of the last ten years.
NHS England publishes Hospital and Community Health Services workforce statistics for England. This covers staff working for hospital trusts and integrated care in England. This data is drawn from the Electronic Staff Record, the human resources system for the National Health Service. The published data includes information on the turnover of staff, including the number of staff who have joined active service in the preceding 12 months. This information can be found in the file NHS HCHS Workforce Statistics, Turnover – data tables, at the following link:https://digital.nhs.uk/data-and-information/publications/statistical/nhs-workforce-statistics/february-2026Joiners are defined as any member of staff who was not active in the workforce 12 months previously who is present in the latest workforce data, hence joiners may include staff who are returning from longer periods of unpaid leave as well as those newly recruited, who may have been working in other health and social care settings previously.
Communities and Local Government, what steps his Department is taking to ensure sufficient availability of land graded 1-3a for food production.
Awaiting answer.
What assessment his Department has made of the impact of menopause symptoms on women’s labour market participation.
The government is committed to tackling the challenges women face in the labour market at every stage of life, and with the right menopause workplace support, we can help unlock the full talent and creativity of women across the country. On 1 April 2026, Mariella Frostrup was appointed as the government’s Women’s Employment Ambassador, building on her work over the past 18 months as Menopause Employment Ambassador, where she raised awareness and strengthened employer understanding of menopause in the workplace. In this expanded role, she is championing women’s health across the life course, ensuring menopause remains a key priority, and working with employers to improve workplace support, raise awareness of key health issues and highlight women’s economic contribution. As part of the Employment Rights Act 2025, the government committed to supporting women experiencing menopause in the workplace by encouraging employers with 250 or more employees to produce an action plan, from April 2026, covering the steps they are taking to support employees experiencing the menopause.
What assessment he has made of the financial and logistical burdens on families of children with severe forms of epidermolysis bullosa who are required to travel long distances to EB Healthcare Centres of Excellence.
Awaiting answer.
What steps he is taking to ensure that menopause-related workplace adjustments are consistently available across different sectors and roles.
The government is committed to tackling the challenges women face in the labour market at every stage of life, and with the right menopause workplace support, we can help unlock the full talent and creativity of women across the country. On 1 April 2026, Mariella Frostrup was appointed as the government’s Women’s Employment Ambassador, building on her work over the past 18 months as Menopause Employment Ambassador, where she raised awareness and strengthened employer understanding of menopause in the workplace. In this expanded role, she is championing women’s health across the life course, ensuring menopause remains a key priority, and working with employers to improve workplace support, raise awareness of key health issues and highlight women’s economic contribution. As part of the Employment Rights Act 2025, the government committed to supporting women experiencing menopause in the workplace by encouraging employers with 250 or more employees to produce an action plan, from April 2026, covering the steps they are taking to support employees experiencing the menopause.
What arrangements will be put in place to monitor and evaluate the impact of Menopause Action Plans once they become mandatory.
Further details regarding the monitoring and evaluation of the effectiveness of action plans as a broader policy intervention will be provided as that work progresses.
What assessment he has made of the potential impact on coordinated specialist surgical training programmes, including Training Interface Group fellowships, of the transfer of NHS England functions into the Department of Health and Social Care.
The importance of maintaining pipeline supply and capabilities in the specialist surgical workforce is recognised within the legacy functions of NHS England that the Government intends to transfer into the Department.Work has commenced to ensure oversight and assurance of a number of specialist areas of practice, including selected Training Interface Group programmes, working with regions, specialised commissioning teams, and national stakeholders to ensure adequate numbers of trained consultants with the required skills.