Written questions by O'Brien.

How many disciplinary cases were concluded against civil servants in (a) the Department and (b) its agencies broken down by (i) outcome and (ii) whether the primary allegation related to (A) performance and (B) conduct.

Over the past 12 months (1st November 2024 to 31st October 2025), a total of 247 ‘Discipline’ cases and 58 ‘Managing Poor Performance’ cases have been concluded in the Department for Transport’s central department and its Executive Agencies. A breakdown of the outcomes for these cases is captured in the 2 tables below. 1st November 2024 to 31st October 2025Outcomes from Discipline CasesDfTcDVLADVSAMCAVCATotalDismissal<51718<5<5 Employee Deceased0<5000 Final Written Warning0<5<5<50 Final Written Warning – 12 months011170<5 First Written Warning<51427<50 Informal Action613156<5 No Action<52032<50 No Outcome Provided<5<5600 Resignation<5<55<5<5 Withdrawn<50<500 Total 247 1st November 2024 to 31st October 2025Outcomes from Managing Poor Performance CasesDfTcDVLADVSAMCAVCATotalAlternative Role<50<500 Dismissal<50000 First Written Warning Issued09<5<50 Improvement Noted7<5<5<50 Informal Action14<5<5110 Mediation<50000 No Action7<5<500 No Outcome Provided5<5<500 Resignation<5<5<5<50 Total 58

What the average number of working days lost to sickness absence per full-time equivalent member of staff was in (a) the Department and (b) its executive agencies in the last year; and how many formal performance warnings were issued to staff whose absence exceeded departmental triggers.

The figures below are calculated as a rolling 12-month period up until 31st October 2025.The Average Working Days Lost for the Department is currently 4.2.The table below shows the average working days lost for the Department’s Executive Agencies Column1Average Working Days LostATE0.90DVLA13.11DVSA9.36MCA7.17VCA9.06 The total number of formal performance warnings issued to staff who exceeded departmental triggers for the Department for Transport and its Executive Agencies for the rolling 12-month period up until 31st October 2025 is 21.

How many Disability Living Allowance claimants had active contracts with the Motability Scheme in (a) London, (b) the South East, (c) the South West, and (d) Wales in March of each of the last five years up to 2025.

Information on Disability Living Allowance claimants with an active Motability Scheme is not held centrally for analytical purposes. Such information could only be provided at disproportionate cost.

How many Disability Living Allowance claimants had active contracts with the Motability Scheme in (a) the North East, (b) the North West, and (c) Yorkshire and the Humber in March of each of the last five years up to 2025.

Information on Disability Living Allowance claimants with an active Motability Scheme is not held centrally for analytical purposes. Such information could only be provided at disproportionate cost.

How many Disability Living Allowance claimants had active contracts with the Motability Scheme in (a) the East Midlands, (b) the West Midlands, and (c) the East of England in March of each of the last five years up to 2025.

Information on Disability Living Allowance claimants with an active Motability Scheme is not held centrally for analytical purposes. Such information could only be provided at disproportionate cost.

If he will provide the number of Personal Independence Payment (PIP) claimants in a contract with the Motability Scheme to receive a vehicle, broken down by primary medical condition in a) the East Midlands, b) East of England, c) London, d) North East, e) North West, f) South East, g) South West, h) West Midlands, i) Yorkshire and the Humber j) Wales k) Scotland l) Northern Ireland.

We will be publishing data to answer this question in due course.

How many PIP claimants had active contracts with the Motability Scheme in (a) the North East, (b) the North West and (c) Yorkshire and the Humber in March of each of the last five years up to 2025.

The information requested is provided in the table below as a snapshot of the PIP caseload with active Motability contracts in July of each of the last 5 years. Jul-21Jul-22Jul-23Jul-24Jul-25North East21,50022,40025,10030,30034,500North West58,80061,30068,90083,90096,400Yorkshire and The Humber34,20035,70040,30050,10057,900East Midlands34,40036,10040,40048,40054,600West Midlands45,20047,10053,10063,70072,000East of England30,30032,00036,60045,00052,600London32,00034,70040,50052,20063,500South East36,50038,70044,30054,90065,000South West29,00030,40033,70040,60046,600Wales34,00035,20038,70045,20050,300 Notes- Figures have been rounded to the nearest 100.- Figures include both Normal Rules and Special Rules for End of Life claimants.- Yearly figures are a snapshot of the PIP caseload with an active Motability contract in July of each of the last 5 years.

How many PIP claimants had active contracts with the Motability Scheme in (a) London, (b) the South East, (c) the South West and (d) Wales in March of each of the last five years up to 2025.

The information requested is provided in the table below as a snapshot of the PIP caseload with active Motability contracts in July of each of the last 5 years. Jul-21Jul-22Jul-23Jul-24Jul-25North East21,50022,40025,10030,30034,500North West58,80061,30068,90083,90096,400Yorkshire and The Humber34,20035,70040,30050,10057,900East Midlands34,40036,10040,40048,40054,600West Midlands45,20047,10053,10063,70072,000East of England30,30032,00036,60045,00052,600London32,00034,70040,50052,20063,500South East36,50038,70044,30054,90065,000South West29,00030,40033,70040,60046,600Wales34,00035,20038,70045,20050,300 Notes- Figures have been rounded to the nearest 100.- Figures include both Normal Rules and Special Rules for End of Life claimants.- Yearly figures are a snapshot of the PIP caseload with an active Motability contract in July of each of the last 5 years.

How many PIP claimants had active contracts with the Motability Scheme in (a) the East Midlands, (b) the West Midlands and (c) the East of England in March of each of the last five years up to 2025.

The information requested is provided in the table below as a snapshot of the PIP caseload with active Motability contracts in July of each of the last 5 years. Jul-21Jul-22Jul-23Jul-24Jul-25North East21,50022,40025,10030,30034,500North West58,80061,30068,90083,90096,400Yorkshire and The Humber34,20035,70040,30050,10057,900East Midlands34,40036,10040,40048,40054,600West Midlands45,20047,10053,10063,70072,000East of England30,30032,00036,60045,00052,600London32,00034,70040,50052,20063,500South East36,50038,70044,30054,90065,000South West29,00030,40033,70040,60046,600Wales34,00035,20038,70045,20050,300 Notes- Figures have been rounded to the nearest 100.- Figures include both Normal Rules and Special Rules for End of Life claimants.- Yearly figures are a snapshot of the PIP caseload with an active Motability contract in July of each of the last 5 years.

Commonwealth and Development Affairs, pursuant to the Answer of 28 March 2025 to Question 40312 on China: Diplomatic Service, how many staff in her Department have achieved Mandarin qualifications at (a) C1 and (b) C2 level under the CEFR scale in the past five years for which the latest data is available.

Almost 100 valid Foreign, Commonwealth and Development Office (FCDO) qualifications in Russian are currently held at C1 level or above by FCDO staff, and almost 75 in Mandarin. Exam passes are valid for five years. Some staff may concurrently hold a valid C1 and C2 pass. As previously explained to the Hon. Member, these figures alone do not provide an accurate measure of FCDO staff language capabilities as staff may hold a non-FCDO language qualification or be a native speaker.

Commonwealth and Development Affairs, pursuant to the Answer of 4 April 2025 to Question 40311, if she will provide an updated figure for the number of staff in her Department who currently hold valid Russian-language examination passes at C1 level or above.

Almost 100 valid Foreign, Commonwealth and Development Office (FCDO) qualifications in Russian are currently held at C1 level or above by FCDO staff, and almost 75 in Mandarin. Exam passes are valid for five years. Some staff may concurrently hold a valid C1 and C2 pass. As previously explained to the Hon. Member, these figures alone do not provide an accurate measure of FCDO staff language capabilities as staff may hold a non-FCDO language qualification or be a native speaker.

Pursuant to the Answer of 26 September 2024 to Question 1555 on Ministry of Defence: Equality and with reference to the Freedom of Information Act response with reference FOI2025/21409, disclosed on 12 September 2025, if he will publish that response.

The Ministry of Defence (MOD) is content for this Freedom of Information request response to be published, and a copy is provided below. Request: “How many staff in the MOD have job titles that includes at least one of the words (a) equality, (b) diversity, (c) inclusion, (d) gender, (e) LGBT or (f) race?How many staff in each of the armed forces have job titles that includes at least one of the words (a) equality, (b) diversity, (c) inclusion, (d) gender, (e) LGBT or (f) race?” Following an internal review on 27 August 2025, this was refined to: “In your letter of 12 August you state that if I am:“willing to accept a response to your request that was based on the searchable data held in MOD’s two human resources databases: MyHR, for civilians and the Joint Personnel Administration (JPA), for military personnel, we would be able to provide this to you.”I would be happy to receive the information on that basis – thank you.” Response: In a competitive age, our advantage derives from the talent and skills of our people. We must attract, recruit, and retain the best people drawn from the broadest diversity of thought, skills and background. Roles flagged as LGBT are predominantly working on implementing the LGBT Veterans Review and Financial Recognition Scheme. Civil Service (data taken from MyHR):Section 1: Position TitlesNumber of People in Positions(a) Equality0(b) Diversity20(c) Inclusion3(d) Gender0(e) LGBT7(f) Race0 Section 2: Additional Related Position Titles Diversity and Inclusion4D&I10 Section 3: Job Description Diversity and Inclusion*18Total number of unique individuals in positions one of the above terms55 *7 of the 18 are also included in the position title section and/or additional related position title (section 1 and 2).Caveats/explanations as follows:Only the MOD Main and core employees were searched.Data supplied is for staff in a position as of 31 August 2025.Only personnel who are currently in a position have been counted so vacant posts are not included.MyHR position title was searched for the requested terms a-f.Additional searches were carried out in position title for known abbreviations relating to the requested terms (section 2).Additionally, the job code description field was searched and found an additional 18 positions relating to Diversity and Inclusion, 7 of which also had a position title with one of the above descriptions (section 3).The actual total number of people within a post relating to one of the descriptions is 55.Armed Forces (data taken from JPA):ServicePosition Titles and Number of People in PositionsTotalDiversityDiversity & InclusionGender RaceGender &InclusionLGBTArmy0110529Royal Navy0701008Royal Air Force2000305Total28118222 Caveats/explanations as follows:Some position names contain more than one of the above words, as shown in the table above.These details are all held under 'Position Name' and not 'Job Name'. Military job titles do not contain this information as it is held in the position title.The figures above only show personnel in a position name containing one of the words, there may be additional personnel who undertake these roles under a differently named Position.Data supplied is for staff in a position as of 4 September 2025.

How many and what proportion of driving-licence numbers entered on driving-test booking forms have subsequently been changed since March 2025.

The Driver and Vehicle Standards Agency (DVSA) does not employ driving instructors. By law, approved driving instructors (ADI) cannot work as examiners at the same time as being a registered instructor, even temporarily. Whilst DVSA does not have the power to either increase or limit the number of ADI, the number of instructors on DVSA’s ADI register has increased in the last few years. The attached spreadsheet shows the number and percentage of practical driving test bookings, where the initial test candidate’s driving licence number was subsequently changed to a different driving test candidate’s licence number, in each month since March 2025.

How many new driving instructors have been hired since January 2015.

The Driver and Vehicle Standards Agency (DVSA) does not employ driving instructors. By law, approved driving instructors (ADI) cannot work as examiners at the same time as being a registered instructor, even temporarily. Whilst DVSA does not have the power to either increase or limit the number of ADI, the number of instructors on DVSA’s ADI register has increased in the last few years. The attached spreadsheet shows the number and percentage of practical driving test bookings, where the initial test candidate’s driving licence number was subsequently changed to a different driving test candidate’s licence number, in each month since March 2025.

Whether she has assessed the potential merits of offering bonus payments to driving instructors for undertaking driving tests above their contracted duties.

The Driver and Vehicle Standards Agency (DVSA) does not employ driving instructors. By law, approved driving instructors (ADI) cannot work as examiners at the same time as being a registered instructor, even temporarily. Whilst DVSA does not have the power to either increase or limit the number of ADI, the number of instructors on DVSA’s ADI register has increased in the last few years. The attached spreadsheet shows the number and percentage of practical driving test bookings, where the initial test candidate’s driving licence number was subsequently changed to a different driving test candidate’s licence number, in each month since March 2025.

With reference to her Department’s guidance entitled Who can get a Blue Badge, updated 10 August 2021, if she will review the guidance to ensure that community transport providers are able to apply successfully.

An organisational badge may be issued to an organisation for use in a motor vehicle or vehicles when the vehicle or vehicles are to be used to carry disabled people who would themselves be eligible for a badge as specified in Section 4(2) of the Disabled Persons (Badges for Motor Vehicles) (England) Regulations 2000. However, it is generally preferable for disabled individuals to hold their own Blue Badge, allowing them to use it in any vehicle they travel in, including community transport vehicles. Officials will undertake a review of the Blue Badge guidance, including the section regarding organisational Blue Badges, to ensure the guidance is clear when applying for a Blue Badge.

What discussions she has had with local authorities on whether the current organisational Blue Badge guidance adequately enables community transport providers to apply successfully.

The Department regularly engages with local authorities on a range of Blue Badge issues, including the local authority guidance. It is generally preferable for disabled individuals to hold their own Blue Badge, enabling them to use it in any vehicle they travel in, including community transport vehicles. An organisational badge may be issued to an organisation for use in a motor vehicle or vehicles when the vehicle or vehicles are to be used to carry disabled people who would themselves be eligible for a badge as specified in Section 4(2) of the Disabled Persons (Badges for Motor Vehicles) (England) Regulations 2000.Local authorities must be able to ascertain that the organisation both cares for and regularly transports individuals who meet the eligibility criteria for a Blue Badge, and that there is a clear operational need for an organisational badge rather than simply using an individual’s Blue Badge.

How many staff in her Department had their probationary period extended in the last 12 months.

The department’s probation policy and guidance advises managers on the steps to take to assess a new employee’s suitability for the post and provides support to enable them to succeed. It also advises on the steps to take where performance, attendance or conduct are not satisfactory. This can include exiting the employee or extending their probation to provide further evidence for a final decision on their suitability.The department does not hold complete information on probation outcomes centrally and it could only be obtained at disproportionate cost.

How many staff in her Department did not retain employment following the completion of their probationary period in the last 12 months.

The department’s probation policy and guidance advises managers on the steps to take to assess a new employee’s suitability for the post and provides support to enable them to succeed. It also advises on the steps to take where performance, attendance or conduct are not satisfactory. This can include exiting the employee or extending their probation to provide further evidence for a final decision on their suitability.The department does not hold complete information on probation outcomes centrally and it could only be obtained at disproportionate cost.

How many (a) Equality Impact Assessments and (b) equality screenings have been produced by her Department in the last three months.

The Department does not maintain a central record of the number of EIAs produced. Equality screenings are a requirement under Northern Ireland’s Section 75 framework and are not part of standard equality assessment practice in Great Britain.