Written questions by Wilson.

How many two year olds were recorded as eligible for 15 hours of free childcare in the academic year 2024-25; and how many were unable to take up those hours due to shortage of nursery places.

Information on 15 hours free childcare entitlements is published in the education provision: children under 5 years of age statistical publication. The publication is available here: https://explore-education-statistics.service.gov.uk/find-statistics/education-provision-children-under-5/2024. Data on the number of two-year-olds eligible for the 15 hours free childcare entitlement for working parents is expected to be published in July 2025. An estimated 154,957 disadvantaged 2-year-old were eligible for 15-hours of free childcare in January 2024. Based on analyses of data from various surveys, an estimated 427,000 three and four-year-olds were eligible for the 30-hour entitlement in January 2024. Under Section 6 of the Childcare Act 2006, local authorities are responsible for ensuring that the provision of childcare is sufficient to meet the requirements of parents in their area. Part B of the early education and childcare statutory guidance for local authorities highlights that local authorities are required to report annually to elected council members on how they are meeting their duty to secure sufficient childcare, and to make this report available and accessible to parents. The department has regular contact with each local authority in England about their sufficiency of childcare and any issues they are facing. No local authority is currently reporting a sufficiency concern. Where local authorities report sufficiency challenges, the department will discuss what action the local authority is taking to address those issues and where needed, we support the local authority with any specific requirements through our childcare sufficiency support contract.

How many (a) primary state-funded schools, (b) secondary state-funded schools, (c) sixth-form colleges, (d) 16-18 state-funded vocational colleges and (e) state-funded nursery schools closed in the last 12 months (i) in total and (ii) by region.

Information on closures of state-funded schools, sixth form colleges, vocational colleges and nursery schools is available on the Get Information about Schools (GIAS) website, which can be found here: https://www.get-information-schools.service.gov.uk/Search?SelectedTab=Establishments.GIAS records a number of different reasons for closure, including closure as a result of amalgamation, closure where a school has been replaced by a successor institution (including academy conversions), as well as outright closure of provision.

How many (a) nurseries, (b) primary schools, (c) secondary schools and (d) 16-18 colleges listed on the Schools Rebuilding Programme (i) were scheduled to be and (ii) were (A) complete and (B) in progress by 1 March 2025.

The government has committed £1.4 billion to continue the current School Rebuilding Programme (SRP) in 2025/26, reconfirming our commitment to rebuild or refurbish 518 schools and sixth form colleges across England, prioritising delivery based on need. We have handed over 28 projects, refurbished or rebuilt, in the SRP. All schools within the programme are prioritised for delivery according to the condition of their buildings, readiness to proceed, and efficiency of delivery. Expected delivery timeframes have been communicated to all responsible bodies.Just under half of SRP projects have started various stages of delivery activity. In the next financial year, we plan to increase the number of existing school rebuilding projects on which we will start delivery to 100, from 50 in the 2023/24 financial year and 75 in the 2024/25 financial year, so work can start more quickly.

What assessment she has made of the potential impact of career changers on meeting her target of recruiting 6,500 new teachers.

The factor in schools and colleges that makes the biggest difference to a young person’s educational outcomes is high-quality teaching. Ensuring a high-quality teaching workforce is therefore critical to the government’s mission to break down barriers to opportunity and boost life chances for every child. However, this government inherited shortages of qualified teachers across the country as the number of teachers has not kept pace with demographic change. That is why the department is committed to recruiting an additional 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.The department has already made good early progress towards this key pledge, including providing a 5.5% pay award for teachers and leaders in maintained schools, announcing a £233 million initial teacher training financial incentives package for the 2025/26 recruitment cycle, and confirming targeted retention incentives for shortage subjects worth up to £6,000 after tax.We have also taken steps to improve teachers’ workload and wellbeing, to support retention and help reestablish teaching as an attractive profession. This includes opportunities for greater flexible working, such as allowing planning, preparation and assessment time (PPA) to be undertaken remotely, and making key resources to support wellbeing, developed with school leaders, available to teachers​.​​​​Career changers make a valuable contribution to the teaching profession and the department remains committed to recruiting and supporting them into initial teacher training, including as part of our efforts to recruit an additional 6,500 new expert teachers. Our wider offer to all potential teachers, including career changers, supports them through their journey to apply for teacher training and during the critical early years of teaching. This includes the Get Into Teaching service which offers one-to-one support and advice to all candidates, including targeted support for career changers.We are working with the sector to develop our approach as part of the spending review.

How her Department is measuring its progress on recruiting 6,500 new teachers; and whether this measurement will account for teachers that leave the profession over the remainder of the Parliament.

The factor in schools and colleges that makes the biggest difference to a young person’s educational outcomes is high-quality teaching. Ensuring a high-quality teaching workforce is therefore critical to the government’s mission to break down barriers to opportunity and boost life chances for every child. However, this government inherited shortages of qualified teachers across the country as the number of teachers has not kept pace with demographic change. That is why the department is committed to recruiting an additional 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.The department has already made good early progress towards this key pledge, including providing a 5.5% pay award for teachers and leaders in maintained schools, announcing a £233 million initial teacher training financial incentives package for the 2025/26 recruitment cycle, and confirming targeted retention incentives for shortage subjects worth up to £6,000 after tax.We have also taken steps to improve teachers’ workload and wellbeing, to support retention and help reestablish teaching as an attractive profession. This includes opportunities for greater flexible working, such as allowing planning, preparation and assessment time (PPA) to be undertaken remotely, and making key resources to support wellbeing, developed with school leaders, available to teachers​.​​​​Career changers make a valuable contribution to the teaching profession and the department remains committed to recruiting and supporting them into initial teacher training, including as part of our efforts to recruit an additional 6,500 new expert teachers. Our wider offer to all potential teachers, including career changers, supports them through their journey to apply for teacher training and during the critical early years of teaching. This includes the Get Into Teaching service which offers one-to-one support and advice to all candidates, including targeted support for career changers.We are working with the sector to develop our approach as part of the spending review.

On what evidential basis she does not plan to renew her Department's contract with Now Teach, in the context of meeting teacher recruitment targets.

Career changers make a valuable contribution to the teaching profession and the department remains committed to recruiting and supporting them into initial teacher training, including as part of our efforts to recruit an additional 6,500 new expert teachers across our schools and our colleges over the course of this Parliament. Our wider offer to all potential teachers, including career changers, supports them through their journey to apply for teacher training and during the critical early years of teaching. This includes the Get Into Teaching service, which offers one-to-one support and advice to all candidates, including career changers. The current contract for the career changers programme will come to its natural end in autumn 2026, with no option to directly renew the contract with Now Teach. The department is currently working with Now Teach to support their exit planning and ensure that the final cohort of trainees complete the programme successfully. We have no plans to reprocure the contract at this stage.The department has contracts with many organisations in support of teacher recruitment and training and continues to fund and support those organisations in line with the terms of the agreed contracts.

If she will make an assessment of the potential merits of renewing her Department's contract with Now Teach, in the context of meeting teacher recruitment targets.

Career changers make a valuable contribution to the teaching profession and the department remains committed to recruiting and supporting them into initial teacher training, including as part of our efforts to recruit an additional 6,500 new expert teachers across our schools and our colleges over the course of this Parliament. Our wider offer to all potential teachers, including career changers, supports them through their journey to apply for teacher training and during the critical early years of teaching. This includes the Get Into Teaching service, which offers one-to-one support and advice to all candidates, including career changers. The current contract for the career changers programme will come to its natural end in autumn 2026, with no option to directly renew the contract with Now Teach. The department is currently working with Now Teach to support their exit planning and ensure that the final cohort of trainees complete the programme successfully. We have no plans to reprocure the contract at this stage.The department has contracts with many organisations in support of teacher recruitment and training and continues to fund and support those organisations in line with the terms of the agreed contracts.

What recent progress she has made on recruiting 6,500 new teachers.

The factor in schools and colleges that makes the biggest difference to a young person’s educational outcomes is high-quality teaching. Ensuring a high-quality teaching workforce is therefore critical to the government’s mission to break down barriers to opportunity and boost life chances for every child. However, this government inherited shortages of qualified teachers across the country as the number of teachers has not kept pace with demographic change. That is why the department is committed to recruiting an additional 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.The department has already made good early progress towards this key pledge, including providing a 5.5% pay award for teachers and leaders in maintained schools, announcing a £233 million initial teacher training financial incentives package for the 2025/26 recruitment cycle, and confirming targeted retention incentives for shortage subjects worth up to £6,000 after tax.We have also taken steps to improve teachers’ workload and wellbeing, to support retention and help reestablish teaching as an attractive profession. This includes opportunities for greater flexible working, such as allowing planning, preparation and assessment time (PPA) to be undertaken remotely, and making key resources to support wellbeing, developed with school leaders, available to teachers​.​​​​Career changers make a valuable contribution to the teaching profession and the department remains committed to recruiting and supporting them into initial teacher training, including as part of our efforts to recruit an additional 6,500 new expert teachers. Our wider offer to all potential teachers, including career changers, supports them through their journey to apply for teacher training and during the critical early years of teaching. This includes the Get Into Teaching service which offers one-to-one support and advice to all candidates, including targeted support for career changers.We are working with the sector to develop our approach as part of the spending review.

With reference to the Children's Wellbeing and Schools Bill, when she will lay regulations on ‘relevant accommodation’ provisions for children deprived of their liberty.

Children who need to be deprived of their liberty for their own safety are some of the most vulnerable in our society and we must do all that we can to keep them safe and help them to achieve and thrive. Better models of care are needed to ensure that these children’s needs can be met. We have commissioned independent research to review emerging provision and will conduct testing in 2025/26 to understand the models of care which provide the best outcomes for these children. We will use these learnings to inform the regulatory requirements for relevant accommodation, to ensure provision meets the needs of this vulnerable cohort of children. As such, we are continuing to consider when we expect to lay the regulations required for this measure to take effect.

If she will make an assessment of the potential implications for her policies of the recommendations of the AQA report entitled Towards new assessments for Numeracy, Literacy and Digital Fluency, published in October 2023.

The government has established an independent Curriculum and Assessment Review, covering ages 5 to 18, chaired by Professor Becky Francis CBE.The review will be driven by evidence as it seeks to deliver an excellent foundation in the core subjects of reading, writing and mathematics, and considers the key knowledge and skills, including digital, needed for future life.It will also seek to deliver an assessment system that captures the strengths of every child and young person, with the right balance of assessment methods whilst maintaining the important role of examinations.The review group will publish an interim report in early spring setting out its interim findings and confirming the key areas for further work. The final report with recommendations will be published this autumn. The department will take decisions on what changes to make to assessment and qualifications in light of these recommendations.

If she will make an estimate of the total number of special educational needs co-ordinators (SENCOs) in all schools.

There were 20,346 special educational needs co-ordinators employed by state-funded schools in England in November 2023, which is the latest data available.Information on the school workforce is published in the ‘School workforce in England’ statistical publication, which can be found here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england.

What steps she is taking to improve teacher (a) recruitment and (b) retention in Twickenham constituency.

The within school factor that makes the biggest difference to a young person’s educational outcome is high quality teaching. Recruiting and retaining more qualified, expert teachers is therefore critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child.​This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes. That is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.​​​The department has made good early progress towards this key pledge. We accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available for the 2025/26 recruitment cycle, which is an increase of £37 million from the 2024/25 cycle, to support teacher trainees with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in some shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’ and the further education teacher recruitment campaign, ‘Share your Skills’.​A successful recruitment strategy starts with a strong retention strategy, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are four schools in the Twickenham constituency where teachers are eligible for targeted retention incentives.We want to ensure teaching is an attractive profession to a wide range of people, including parents. This is why the department is enabling schools to offer greater flexible working, such as allowing planning, preparation, and assessment to be undertaken from home, as well as making key resources to support wellbeing, developed with school leaders, available to teachers.The department is also funding bespoke support provided by flexible working ambassador schools and multi-academy trusts, ensuring schools are capturing the benefits of flexible working whilst protecting pupils’ face-to-face teacher time. Charles Dickens Primary School is the flexible working ambassador school providing local, tailored peer support for Twickenham schools.The department has established Teaching School Hubs across the country, which play a significant role in delivering initial teacher training and development. Wandle Teaching School Hub supports teacher training and development across Kingston upon Thames, Merton, Richmond upon Thames and Wandsworth.No notices of reduced or ended funding have been issued regarding teacher recruitment or retention schemes since 30 October 2024.

What estimate her Department has made of the average price of school uniform in (a) primary schools and (b) secondary schools, broken down by regions of England.

The department recently published its latest research on the cost of school uniform, surveying parents and carers of children aged 4 to 16 attending state-funded schools in England. The research report assessed the relative changes to the cost of school uniform since the department’s previous report in 2015. This report is available here: https://www.gov.uk/government/publications/cost-of-school-uniforms-survey-2023.The research found that the average total expenditure on school uniform and physical education (PE) kit, based on the items required in 2023, was £381.92. There were higher levels of expenditure for children in secondary schools, at £442.25, than in primary schools, at £343.28, and within both phases for girls (secondary: £454.31; primary: £357.28) compared to boys (secondary: £430.40; primary: £330.78).The data was sampled to be representative of the population at primary and secondary level. The sample size was not large enough to make robust comparisons at a regional level.Too many families still tell us that the cost of school uniform remains a financial burden. ​This is why the department has introduced legislation to limit the number of branded items of uniform and PE kit that schools can require to bring down costs for parents and remove barriers from children accessing sport and other school activities. This will give parents more choice in where to purchase uniform and allow them greater flexibility to make the spending decisions that suit their circumstances.

How many teacher vacancies were recorded by primary schools in (a) 2019, (b) 2020, (c) 2021, (d) 2022, (e) 2023 and (f) 2024.

Recruiting and retaining more teachers is critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child, as the in-school factor that makes the biggest difference to a young person’s educational outcome is high-quality teaching. This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes.​Information on subjects taught is not collected from primary schools. Since the department does not collect the curriculum data for primary teachers, we cannot identify the primary music teachers to calculate a leaver statistic.​Based on the school workforce census data, the numbers of secondary school music teachers who left the teaching profession during the specified periods are as follows:​ In the 2010/11 to 2014/15 academic years,1,968 secondary school music teachers left the teaching profession.​ In the 2015/16 to 2019/20 academic years, 1,833 secondary school music teachers left the teaching profession.​ In the 2020/21 to 2022/23 academic years,1,068 secondary school music teachers left the teaching profession.​Information on the number of teachers leaving service for the 2023/24 academic year will be published in June 2025.Information on the school workforce is published in the ‘School workforce in England’ statistical publication, which can be found here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england.This includes the number and rate of teacher vacancies in each school, local authority, region and nationally. Figures for primary and secondary schools for the 2019/20 to 2023/24 academic years, which is the latest information available, is available here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/8a3eb31d-c466-4007-0220-08dd45ba797d.Information on teacher vacancies for the 2024/25 academic year will be published in June 2025.This is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.The department has made good early progress towards this key pledge by ensuring teaching is once again an attractive and respected profession, which is key to ensuring teachers receive the pay they deserve. That is why we have accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available from the 2025/26 recruitment cycle to support teacher trainees, with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’, and the further education teacher recruitment campaign, ‘Share your Skills’.In addition to recruiting expert teachers, we want existing teachers to stay and thrive in the profession, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are six schools in Mid Cheshire that are eligible for targeted retention incentives.To further support retention, we have made available workload and wellbeing resources that were developed with school leaders, through our new Improving Workload and Wellbeing online service. We are also continuing to promote the Education Staff Wellbeing Charter, which currently has nearly 4,000 school and college signatories.The department is also funding mental health and wellbeing support for school and college leaders. This includes professional supervision and counselling for those who need it. More than 2,000 leaders have benefitted from the support so far. Support continues to be available and can be accessed by visiting Education Support’s website.The department is also committed to supporting schools to implement flexible working practices including taking planning, preparation and assessment time remotely.The department has established Teaching School Hubs across the country, which provide approved high-quality professional development to teachers at all stages of their careers. They play a significant role in delivering initial teacher training, the early career framework, national professional qualifications and appropriate body services.

What steps her Department is taking to help increase the retention of teachers when they become parents.

The within school factor that makes the biggest difference to a young person’s educational outcome is high quality teaching. Recruiting and retaining more qualified, expert teachers is therefore critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child.​This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes. That is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.​​​The department has made good early progress towards this key pledge. We accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available for the 2025/26 recruitment cycle, which is an increase of £37 million from the 2024/25 cycle, to support teacher trainees with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in some shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’ and the further education teacher recruitment campaign, ‘Share your Skills’.​A successful recruitment strategy starts with a strong retention strategy, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are four schools in the Twickenham constituency where teachers are eligible for targeted retention incentives.We want to ensure teaching is an attractive profession to a wide range of people, including parents. This is why the department is enabling schools to offer greater flexible working, such as allowing planning, preparation, and assessment to be undertaken from home, as well as making key resources to support wellbeing, developed with school leaders, available to teachers.The department is also funding bespoke support provided by flexible working ambassador schools and multi-academy trusts, ensuring schools are capturing the benefits of flexible working whilst protecting pupils’ face-to-face teacher time. Charles Dickens Primary School is the flexible working ambassador school providing local, tailored peer support for Twickenham schools.The department has established Teaching School Hubs across the country, which play a significant role in delivering initial teacher training and development. Wandle Teaching School Hub supports teacher training and development across Kingston upon Thames, Merton, Richmond upon Thames and Wandsworth.No notices of reduced or ended funding have been issued regarding teacher recruitment or retention schemes since 30 October 2024.

Which teacher recruitment and retention schemes that have received notice that funding will be (a) reduced and (b) ended since 30 October 2024.

The within school factor that makes the biggest difference to a young person’s educational outcome is high quality teaching. Recruiting and retaining more qualified, expert teachers is therefore critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child.​This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes. That is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.​​​The department has made good early progress towards this key pledge. We accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available for the 2025/26 recruitment cycle, which is an increase of £37 million from the 2024/25 cycle, to support teacher trainees with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in some shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’ and the further education teacher recruitment campaign, ‘Share your Skills’.​A successful recruitment strategy starts with a strong retention strategy, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are four schools in the Twickenham constituency where teachers are eligible for targeted retention incentives.We want to ensure teaching is an attractive profession to a wide range of people, including parents. This is why the department is enabling schools to offer greater flexible working, such as allowing planning, preparation, and assessment to be undertaken from home, as well as making key resources to support wellbeing, developed with school leaders, available to teachers.The department is also funding bespoke support provided by flexible working ambassador schools and multi-academy trusts, ensuring schools are capturing the benefits of flexible working whilst protecting pupils’ face-to-face teacher time. Charles Dickens Primary School is the flexible working ambassador school providing local, tailored peer support for Twickenham schools.The department has established Teaching School Hubs across the country, which play a significant role in delivering initial teacher training and development. Wandle Teaching School Hub supports teacher training and development across Kingston upon Thames, Merton, Richmond upon Thames and Wandsworth.No notices of reduced or ended funding have been issued regarding teacher recruitment or retention schemes since 30 October 2024.

What information her Department holds on the potential impact of the covid pandemic on levels of teacher (a) recruitment and (b) retention between 2020 and 2024.

Information on the school workforce is published in the ‘School Workforce in England’ statistical publication which is available here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england.The pandemic period affects figures relating to the data between 2019 and 2021.In the state school sector, there were 45,381 new entrants in 2019/20 compared to 47,230 in 2018/19. This reduced to 41,796 in 2020/21. The numbers have risen again as reflected in the most recent census, where there were 44,002 new entrants in 2023/24.Retention increased during the COVID-19 pandemic which we expect is due to changing career plans for individuals. In 2019/20, 41,193 teachers left the profession compared to 43,134 in 2018/19, and this dropped to 32,227 in 2020/21. In the most recent census, 43,522 teachers left the profession, whilst almost 9 in 10 (88.7%) teachers who qualified in 2022 are still teaching one year after qualification, almost three-quarters (74.1%) of teachers who qualified three years ago are still teaching and over two-thirds (67.5%) of teachers who qualified five years ago are still teaching.

How many primary school music teachers left the teaching profession in the period between (a) 2010 and 2015, (b) 2015 and 2020 and (c) 2020 and 2024.

Recruiting and retaining more teachers is critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child, as the in-school factor that makes the biggest difference to a young person’s educational outcome is high-quality teaching. This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes.​Information on subjects taught is not collected from primary schools. Since the department does not collect the curriculum data for primary teachers, we cannot identify the primary music teachers to calculate a leaver statistic.​Based on the school workforce census data, the numbers of secondary school music teachers who left the teaching profession during the specified periods are as follows:​ In the 2010/11 to 2014/15 academic years,1,968 secondary school music teachers left the teaching profession.​ In the 2015/16 to 2019/20 academic years, 1,833 secondary school music teachers left the teaching profession.​ In the 2020/21 to 2022/23 academic years,1,068 secondary school music teachers left the teaching profession.​Information on the number of teachers leaving service for the 2023/24 academic year will be published in June 2025.Information on the school workforce is published in the ‘School workforce in England’ statistical publication, which can be found here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england.This includes the number and rate of teacher vacancies in each school, local authority, region and nationally. Figures for primary and secondary schools for the 2019/20 to 2023/24 academic years, which is the latest information available, is available here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/8a3eb31d-c466-4007-0220-08dd45ba797d.Information on teacher vacancies for the 2024/25 academic year will be published in June 2025.This is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.The department has made good early progress towards this key pledge by ensuring teaching is once again an attractive and respected profession, which is key to ensuring teachers receive the pay they deserve. That is why we have accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available from the 2025/26 recruitment cycle to support teacher trainees, with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’, and the further education teacher recruitment campaign, ‘Share your Skills’.In addition to recruiting expert teachers, we want existing teachers to stay and thrive in the profession, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are six schools in Mid Cheshire that are eligible for targeted retention incentives.To further support retention, we have made available workload and wellbeing resources that were developed with school leaders, through our new Improving Workload and Wellbeing online service. We are also continuing to promote the Education Staff Wellbeing Charter, which currently has nearly 4,000 school and college signatories.The department is also funding mental health and wellbeing support for school and college leaders. This includes professional supervision and counselling for those who need it. More than 2,000 leaders have benefitted from the support so far. Support continues to be available and can be accessed by visiting Education Support’s website.The department is also committed to supporting schools to implement flexible working practices including taking planning, preparation and assessment time remotely.The department has established Teaching School Hubs across the country, which provide approved high-quality professional development to teachers at all stages of their careers. They play a significant role in delivering initial teacher training, the early career framework, national professional qualifications and appropriate body services.

How many teacher vacancies were recorded by secondary schools in (a) 2019, (b) 2020, (c) 2021, (d) 2022, (e) 2023 and (f) 2024.

Recruiting and retaining more teachers is critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child, as the in-school factor that makes the biggest difference to a young person’s educational outcome is high-quality teaching. This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes.​Information on subjects taught is not collected from primary schools. Since the department does not collect the curriculum data for primary teachers, we cannot identify the primary music teachers to calculate a leaver statistic.​Based on the school workforce census data, the numbers of secondary school music teachers who left the teaching profession during the specified periods are as follows:​ In the 2010/11 to 2014/15 academic years,1,968 secondary school music teachers left the teaching profession.​ In the 2015/16 to 2019/20 academic years, 1,833 secondary school music teachers left the teaching profession.​ In the 2020/21 to 2022/23 academic years,1,068 secondary school music teachers left the teaching profession.​Information on the number of teachers leaving service for the 2023/24 academic year will be published in June 2025.Information on the school workforce is published in the ‘School workforce in England’ statistical publication, which can be found here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england.This includes the number and rate of teacher vacancies in each school, local authority, region and nationally. Figures for primary and secondary schools for the 2019/20 to 2023/24 academic years, which is the latest information available, is available here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/8a3eb31d-c466-4007-0220-08dd45ba797d.Information on teacher vacancies for the 2024/25 academic year will be published in June 2025.This is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.The department has made good early progress towards this key pledge by ensuring teaching is once again an attractive and respected profession, which is key to ensuring teachers receive the pay they deserve. That is why we have accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available from the 2025/26 recruitment cycle to support teacher trainees, with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’, and the further education teacher recruitment campaign, ‘Share your Skills’.In addition to recruiting expert teachers, we want existing teachers to stay and thrive in the profession, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are six schools in Mid Cheshire that are eligible for targeted retention incentives.To further support retention, we have made available workload and wellbeing resources that were developed with school leaders, through our new Improving Workload and Wellbeing online service. We are also continuing to promote the Education Staff Wellbeing Charter, which currently has nearly 4,000 school and college signatories.The department is also funding mental health and wellbeing support for school and college leaders. This includes professional supervision and counselling for those who need it. More than 2,000 leaders have benefitted from the support so far. Support continues to be available and can be accessed by visiting Education Support’s website.The department is also committed to supporting schools to implement flexible working practices including taking planning, preparation and assessment time remotely.The department has established Teaching School Hubs across the country, which provide approved high-quality professional development to teachers at all stages of their careers. They play a significant role in delivering initial teacher training, the early career framework, national professional qualifications and appropriate body services.

What steps she is taking to implement a staff retention strategy in (a) primary and (b) secondary schools.

The within school factor that makes the biggest difference to a young person’s educational outcome is high quality teaching. Recruiting and retaining more qualified, expert teachers is therefore critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child.​This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes. That is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.​​​The department has made good early progress towards this key pledge. We accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available for the 2025/26 recruitment cycle, which is an increase of £37 million from the 2024/25 cycle, to support teacher trainees with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in some shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’ and the further education teacher recruitment campaign, ‘Share your Skills’.​A successful recruitment strategy starts with a strong retention strategy, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are four schools in the Twickenham constituency where teachers are eligible for targeted retention incentives.We want to ensure teaching is an attractive profession to a wide range of people, including parents. This is why the department is enabling schools to offer greater flexible working, such as allowing planning, preparation, and assessment to be undertaken from home, as well as making key resources to support wellbeing, developed with school leaders, available to teachers.The department is also funding bespoke support provided by flexible working ambassador schools and multi-academy trusts, ensuring schools are capturing the benefits of flexible working whilst protecting pupils’ face-to-face teacher time. Charles Dickens Primary School is the flexible working ambassador school providing local, tailored peer support for Twickenham schools.The department has established Teaching School Hubs across the country, which play a significant role in delivering initial teacher training and development. Wandle Teaching School Hub supports teacher training and development across Kingston upon Thames, Merton, Richmond upon Thames and Wandsworth.No notices of reduced or ended funding have been issued regarding teacher recruitment or retention schemes since 30 October 2024.