Every parliamentary written question tabled by Rebecca Paul this session, with the full answer and department. See how every department answers, or back to the MP page.
Showing 101–120 of 234 · this parliament
If she will take steps to recruit additional driving examiners through gov.uk.
The Driver and Vehicle Standards Agency (DVSA) advertises for driving examiner (DE) vacancies, as well as other roles across the agency, on the Civil Service jobs website, which is part of GOV.UK. DVSA’s latest DE campaign was advertised on its homepage on GOV.UK on 15 July. Further campaigns will also be launched using the same approach in September 2025.
What assessment her Department has made of the potential merits of allowing inquests into cases of child death by suicide to sit in private.
The Government is committed to putting the bereaved at the heart of the inquest process, and we are particularly conscious of the importance of this for those who have suffered the unimaginable distress of losing a child through suicide.However, in line with the principle of open justice - which applies in all courts including the coroner’s court - it is important that justice is administered in public, that everything said in court is reportable, and that any departure from this approach is closely regulated.Accordingly, there are strict limitations on the coroner’s powers to sit in private, to withhold the names of witnesses or Interested Persons, or to prevent the reporting of matters heard in court. In particular, the public and media may only be excluded from an inquest hearing in the interests of national security.Chapter 8 of the Chief Coroner’s Guidance for Coroners on the Bench (Chapter 8: Open Justice - Courts and Tribunals Judiciary) provides guidance for coroners on the principle of open justice and the application of any statutory powers to depart from it.
If he will make an assessment of the potential merits of running long term studies in to the impact on women's bodies of egg retrieval.
The Human Fertilisation and Embryology Authority (HFEA)’s Scientific and Clinical Advances Advisory Committee (SCAAC) recently reviewed the published evidence of health outcomes for those having fertility treatment, including egg donors. The last 10 years of evidence were reviewed and the HFEA will update relevant information on its website as needed.The HFEA also set out strict requirements in its Licence Conditions and Code of Practice relating to the information that must be given before egg retrieval takes place in United Kingdom licensed fertility clinics, whether for the patient’s own use or to donate to others. This includes information about the potential immediate or longer-term health risks and the psychological consequences of being a donor, as well as offering counselling to everyone involved.
What assessment his Department has made of the potential impact of £985 per cycle payments to egg donors on the level of incentive to women from the poorest backgrounds to donate eggs because of financial need.
The compensation rate for egg donation is set by the Human Fertilisation and Embryology Authority (HFEA), as provided for in the Human Fertilisation and Embryology Act 1990. The HFEA has advised that the donor compensation levels originally set in 2011 followed a thorough ethical review, which identified a set of principles that ensured altruism remained at the heart of donation and that there were not any unjustifiable barriers to donation. The HFEA has advised that the increase in donor compensation from 1 October 2024 to £985 per cycle reflects the rise in inflation since the compensation rates were first introduced in 2011.Academic research in the United Kingdom has consistently found that donating eggs and sperm is driven by altruism, and HFEA published data shows that egg and sperm donors in England from 2011 to 2020 lived in similar or more affluent socio-economic areas than the general population.
Whether his Department has made an assessment of the potential impact of allowing young women to be solicited for egg donations by for-profit fertility clinics utilising adverts which do not list known health risks on their safety.
No such assessment has been made. The Human Fertilisation and Embryology Authority (HFEA), the United Kingdom’s fertility sector regulator, sets out strict requirements in its Licence Conditions and Code of Practice in relation to the recruitment of donors and the information that must be given to egg donors in advance of donating at United Kingdom licensed fertility clinics, which includes information about the potential immediate or longer-term health risks and the psychological consequences of being a donor, as well as offering counselling to everyone involved.The HFEA’s Code of Practice states that advertising should be designed with regard to the sensitive issues involved in recruiting donors and should follow the Advertising Standards Authority (ASA) codes. This includes that advertising or publicity aimed at recruiting gamete or embryo donors, or encouraging donation, should not refer to the possibility of financial gain or similar advantage, although it may refer to compensation permitted under relevant HFEA Directions.The ASA and HFEA issued a joint enforcement notice in 2021 to ensure fertility clinics and others were aware of the advertising rules, which remains in place.
What recent assessment he has made of the reason that over 4,100 women from the poorest backgrounds in the UK have donated their eggs since 2011.
The Department has not undertaken an assessment, however, academic research in the United Kingdom has consistently found that donating eggs and sperm is driven by altruism.The Human Fertilisation and Embryology Authority (HFEA) published data shows that egg and sperm donors in England from 2011 to 2020 lived in similar or more affluent socio-economic areas than the general population.The following table shows the number of egg donors living in each of the multiple deprivation deciles in England at time of registration, between 2011 and 2020:Multiple deprivation decileNumber of egg donors11,11721,48831,54241,36051,31061,21471,11481,09791,05010860Source: the HFEA report, Trends in egg, sperm and embryo donation 2020.Notes:this data includes donors with a postcode in England only;multiple deprivation deciles were calculated using 2015 data from the Ministry of Housing, Communities and Local Government, and post code information from the HFEA register; anddata provided is from a live register and may not match data published elsewhere.
How many vacancies for full time Border Force roles were being advertised at the point at which the Border Force Seasonal Workforce programme was discontinued.
As of the 1st of April 2024, there were 449 Seasonal Workforce staff in contract. The Seasonal Workforce (SWF) was a temporary staffing resource used to support operational delivery during periods of peak demand and recruited under exemptions from the normal civil service recruitment procedures. In 2024, a decision was taken to cease the use of the SWF, recruited under CSC exemptions, and instead recruit permanent resource Border Force Officers in line with the Civil Service recruitment principles of fair and open recruitment and improved strategic workforce planning. The use of the SWF ended by 31 January 2025. In September 2024, Border Force launched the Alternative Working Campaign, which was introduced in part to replace the use of the SWF and better align staffing to operational peaks. Border Force advertised 67 of these roles nationally. In accordance with the Civil Service Recruitment Principles, all recruitment under this scheme is conducted using a sifting process where all identifying information is removed and all appointments were made on merit through open and fair competition. As a result, it is not possible to determine whether any candidates were previously part of the seasonal workforce.All costs for Border Force staffing are accounted for in the 2024-25 Home Office annual report and accounts at Home Office annual report and accounts: 2024 to 2025 - GOV.UK.
How many former Border Force seasonal workers have gone on to be employed by Border Force since the termination of the seasonal workforce programme.
As of the 1st of April 2024, there were 449 Seasonal Workforce staff in contract. The Seasonal Workforce (SWF) was a temporary staffing resource used to support operational delivery during periods of peak demand and recruited under exemptions from the normal civil service recruitment procedures. In 2024, a decision was taken to cease the use of the SWF, recruited under CSC exemptions, and instead recruit permanent resource Border Force Officers in line with the Civil Service recruitment principles of fair and open recruitment and improved strategic workforce planning. The use of the SWF ended by 31 January 2025. In September 2024, Border Force launched the Alternative Working Campaign, which was introduced in part to replace the use of the SWF and better align staffing to operational peaks. Border Force advertised 67 of these roles nationally. In accordance with the Civil Service Recruitment Principles, all recruitment under this scheme is conducted using a sifting process where all identifying information is removed and all appointments were made on merit through open and fair competition. As a result, it is not possible to determine whether any candidates were previously part of the seasonal workforce.All costs for Border Force staffing are accounted for in the 2024-25 Home Office annual report and accounts at Home Office annual report and accounts: 2024 to 2025 - GOV.UK.
What the cost of the Border Force Seasonal Worker programme was for the last financial year of its operation.
As of the 1st of April 2024, there were 449 Seasonal Workforce staff in contract. The Seasonal Workforce (SWF) was a temporary staffing resource used to support operational delivery during periods of peak demand and recruited under exemptions from the normal civil service recruitment procedures. In 2024, a decision was taken to cease the use of the SWF, recruited under CSC exemptions, and instead recruit permanent resource Border Force Officers in line with the Civil Service recruitment principles of fair and open recruitment and improved strategic workforce planning. The use of the SWF ended by 31 January 2025. In September 2024, Border Force launched the Alternative Working Campaign, which was introduced in part to replace the use of the SWF and better align staffing to operational peaks. Border Force advertised 67 of these roles nationally. In accordance with the Civil Service Recruitment Principles, all recruitment under this scheme is conducted using a sifting process where all identifying information is removed and all appointments were made on merit through open and fair competition. As a result, it is not possible to determine whether any candidates were previously part of the seasonal workforce.All costs for Border Force staffing are accounted for in the 2024-25 Home Office annual report and accounts at Home Office annual report and accounts: 2024 to 2025 - GOV.UK.
How many Border Force workers were employed on Seasonal Workforce Contracts in 2024.
As of the 1st of April 2024, there were 449 Seasonal Workforce staff in contract. The Seasonal Workforce (SWF) was a temporary staffing resource used to support operational delivery during periods of peak demand and recruited under exemptions from the normal civil service recruitment procedures. In 2024, a decision was taken to cease the use of the SWF, recruited under CSC exemptions, and instead recruit permanent resource Border Force Officers in line with the Civil Service recruitment principles of fair and open recruitment and improved strategic workforce planning. The use of the SWF ended by 31 January 2025. In September 2024, Border Force launched the Alternative Working Campaign, which was introduced in part to replace the use of the SWF and better align staffing to operational peaks. Border Force advertised 67 of these roles nationally. In accordance with the Civil Service Recruitment Principles, all recruitment under this scheme is conducted using a sifting process where all identifying information is removed and all appointments were made on merit through open and fair competition. As a result, it is not possible to determine whether any candidates were previously part of the seasonal workforce.All costs for Border Force staffing are accounted for in the 2024-25 Home Office annual report and accounts at Home Office annual report and accounts: 2024 to 2025 - GOV.UK.
What steps his Department is taking to ensure newly qualified nurses are not prevented from accessing band 5 roles within the NHS due to (a) experience requirements and (b) such roles only being advertised internally.
Decisions about recruitment are a matter for individual National Health Service employers, who manage this at a local level to ensure they have the staff they need to deliver safe and effective care.NHS England is working with employers, universities, and regional nursing leads to ensure support is in place to help graduating nurses find a role as soon as possible after qualification, aiding their transition into the workplace.
Pursuant to the Answer of 2 July 2025 to Question 62457 on HMP/YOI Downview, how many of the seven males held on E Wing have access to the general women's estate for (a) work and (b) other services.
As noted in the Answer of 2 July 2025 to Question 62457, prisoners on E Wing are located separately from all other prisoners at HMP/YOI Downview. Supervised access to activities in the main prison’s regime, including work, is provided only where a local risk assessment has determined this to be appropriate.Given the small number of prisoners held on E-Wing, it would not be appropriate to provide information about the management of the individuals in question.We are reviewing the transgender prisoner policy in light of the recent Supreme Court ruling and will set out any changes to our approach in due course.
What steps her Department is taking to improve online safety education in schools to help children (a) recognise and (b) respond to online grooming.
As part of statutory relationships and health education in primary schools and relationships, sex and health education (RSHE) in secondary schools, pupils are taught about online safety and harms. The statutory guidance emphasises that schools should be alive to issues such as grooming and sexual exploitation, including coercive and controlling behaviour, and that these should be addressed sensitively and clearly. The statutory guidance for primary schools is available here: https://www.gov.uk/government/publications/relationships-education-relationships-and-sex-education-rse-and-health-education/relationships-education-primary.The statutory guidance for secondary schools is available here: https://www.gov.uk/government/publications/relationships-education-relationships-and-sex-education-rse-and-health-education/relationships-and-sex-education-rse-secondary.The RSHE statutory guidance is currently under review. The department is looking carefully at responses to the public consultation conducted last year, considering the relevant evidence and discussing with stakeholders before setting out next steps to make sure the guidance draws from the best available evidence.In 2023, the department published guidance on teaching online safety in schools, which sets out how to teach about all aspects of internet safety. The full guidance is available here: https://www.gov.uk/government/publications/teaching-online-safety-in-schools.Schools and colleges must also have regard to the department’s robust safeguarding framework ‘Keeping children safe in education’. The guidance makes clear that all staff should receive appropriate safeguarding and child protection training, including online safety. The training should be regularly updated. In addition, all staff should receive safeguarding and child protection updates as required, and at least annually, to continue to provide them with relevant skills and knowledge to safeguard children effectively.
What (a) guidance and (b) training is provided to (i) teachers and (ii) school staff to help ensure they are (A) confident and (B) equipped to (1) educate pupils about online grooming and (2) respond appropriately to disclosures.
As part of statutory relationships and health education in primary schools and relationships, sex and health education (RSHE) in secondary schools, pupils are taught about online safety and harms. The statutory guidance emphasises that schools should be alive to issues such as grooming and sexual exploitation, including coercive and controlling behaviour, and that these should be addressed sensitively and clearly. The statutory guidance for primary schools is available here: https://www.gov.uk/government/publications/relationships-education-relationships-and-sex-education-rse-and-health-education/relationships-education-primary.The statutory guidance for secondary schools is available here: https://www.gov.uk/government/publications/relationships-education-relationships-and-sex-education-rse-and-health-education/relationships-and-sex-education-rse-secondary.The RSHE statutory guidance is currently under review. The department is looking carefully at responses to the public consultation conducted last year, considering the relevant evidence and discussing with stakeholders before setting out next steps to make sure the guidance draws from the best available evidence.In 2023, the department published guidance on teaching online safety in schools, which sets out how to teach about all aspects of internet safety. The full guidance is available here: https://www.gov.uk/government/publications/teaching-online-safety-in-schools.Schools and colleges must also have regard to the department’s robust safeguarding framework ‘Keeping children safe in education’. The guidance makes clear that all staff should receive appropriate safeguarding and child protection training, including online safety. The training should be regularly updated. In addition, all staff should receive safeguarding and child protection updates as required, and at least annually, to continue to provide them with relevant skills and knowledge to safeguard children effectively.
What recent assessment his Department has made of the potential impact of the requirement for applicants to demonstrate three years of continuous residence in the UK to be considered for civil service roles on the ability of British nationals who have spent periods residing abroad to join the civil service.
To join the Civil Service, individuals must pass pre-employment checks contained within the Baseline Personnel Security Standard (BPSS). As part of the Right to Work check conducted within the BPSS, organisations need to assure themselves through obtaining documentation if individuals have resided overseas for six months or more within the last three years. For Civil Service roles that require National Security Vetting (NSV), in order for meaningful NSV checks to be carried out, individuals will need to have lived in the UK for a sufficient period of time. This period varies depending on the level of clearance required, to enable appropriate checks to provide the required level of assurance. For the Counter Terrorism Check (CTC), the recommended UK residency is three years preceding the NSV application.These NSV policies are long standing and are kept under regular review.
What assessment her Department has made of the potential merits of calculating student loan repayments on an annual basis to prevent overpayments.
Student loan repayments for borrowers resident in the UK are collected by HMRC through the UK tax system, which is an efficient approach that minimises the burden on borrowers. Employers deduct repayments each pay period for employees with a student loan when their earnings are above the relevant student loan repayment threshold for that pay period.At the end of the tax year, a borrower with total earnings below the annual student loan repayment threshold may reclaim any repayments made where a pay period threshold was exceeded. A borrower will be able to apply for a refund of these repayments at the end of the tax year: https://www.gov.uk/repaying-your-student-loan/getting-a-refund. This offers additional protection to the lowest earning borrowers. Alternatively, they may decide not to apply for a refund, which will allow them to repay their loan more quickly.For those borrowers who are close to fully repaying their student loan, the Student Loans Company provides borrowers with the option to switch to repayments via direct debit, which prevents over-repayments entirely.
How many biological males are held in HMP Downview.
As of 1 July, seven prisoners were being held on E Wing, the separate unit for transgender women at HMP/YOI Downview. There were no transgender women being held in other parts of the prison.We are reviewing allocation policy in light of the Supreme Court ruling and will set out any changes in our approach in due course.
How many assaults on staff by prisoners have taken place at (a) HMP Downview and (b) HMP High Down in Banstead in the last 12 months.
The latest data on assaults on staff, broken down by prison, covers the year up to December 2024. It is published in table 8e of the Safety in Custody summary tables to December 2024, available at https://www.gov.uk/government/statistics/safety-in-custody-quarterly-update-to-december-2024.
Whether her Department has reviewed the validity of its insurance policies for HMP Downview, in the context of the imprisonment of biological males at that prison.
In line with HM Treasury’s guidance Managing Public Money, HMPPS does not buy general commercial insurance to protect against risk.In line with HM Treasury guidance, HMP/YOI Downview has not taken out commercial insurance on the basis that it is better value for money for the taxpayer to cover its own risks.
How much the average cost of healthcare was for (a) male prisoners and (b) female prisoners in HMP Downview in the last 12 months.
HMP Downview is a women’s prison. The average cost of healthcare per female prisoner at HMP Downview for 2024/25 was £11,765.