Written questions by Fox.

What proportion of staff in her Department have flexible working arrangements; and how many of those work compressed hours.

The figures below cover a range of working patterns that differ from the standard full-time schedule. This includes part-time hours, term-time, compressed working patterns, job shares and other agreed variations. DepartmentProportion of staff with flexible working arrangementsHow many of those work compressed hoursTotal staffDepartment for Transport20.1% (702 staff)11.0% (385 staff)3485Driver and Vehicle Licensing Agency30.8% (1881 staff)Data not held*6099Driver and Vehicle Standard Agency20% (1019 staff)5% (235 staff)5059Maritime and Coastguard Agency11.1% (139 staff)2.5% (31 staff)1251Vehicle Certification Agency21.6% (52 staff)6.6% (16 staff)241Active Travel England23.9% (22 staff)5.4% (5 staff)92

What proportion of staff in his Department have flexible working arrangements; and how many of those work compressed hours.

The Department’s flexible working policy sets out the types of formal and informal flexible working available to our employees. All eligible employees have a statutory right to request flexible working arrangements, including, for example, part time working and compressed hours. In addition, some informal flexible working arrangements within the parameters of the policy are managed locally. Central information on the proportion of Departmental employees with flexible working arrangements is therefore not held.

What proportion of staff in his Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions his Department issues to staff who do not meet this target.

Employees are expected to spend a minimum of 40% of their working hours in the office. Office attendance requirements are managed locally to ensure employees are meeting the requirements, and no central data is held on this. Line Managers are responsible for ensuring the requirements are met and taking steps to address any non-compliance, including consideration of disciplinary action should that be necessary.

What proportion of staff in her Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions her Department issues to staff who do not meet this target.

On 24 October 2024 the Cabinet Office announced that 60% minimum office attendance for most staff continues to be the best balance of working for the Civil Service. Senior managers will continue to be expected to be in the office more than 60% of the time.If people do not meet that reasonable expectation, as with any management instruction it will be dealt with via existing performance management processes and ultimately with disciplinary action should there be sustained failure to comply.Published data on office attendance for 102 Petty France is available https://www.gov.uk/government/publications/civil-service-headquarters-occupancy-data.

What proportion of staff in her Department have flexible working arrangements; and how many of those work compressed hours.

The Attorney General’s Office have 10 people on flexible working arrangements which represents 17.24% of the workforce. Of these 8 are on a compressed hours arrangement.

What proportion of staff in his Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions his Department issues to staff who do not meet this target.

On 24 October 2024, the Cabinet Office announced that 60% minimum office attendance for most staff continues to be the best balance of working for the Civil Service. Senior managers will continue to be expected to be in the office more than 60% of the time.Office occupancy data is published on a quarterly basis. The data is published here:https://www.gov.uk/government/publications/civil-service-hq-occupancy-dataIf people do not meet that reasonable expectation, as with any management instruction it will be dealt with via existing performance management processes and ultimately with disciplinary action should there be sustained failure to comply.The Scotland Office does not employ staff directly. All staff that join do so on an assignment, loan or secondment from other Government bodies, principally the Scottish Government and the Ministry of Justice, who remain the employers. All staff assigned to the Scotland Office adhere to the policies of their parent department, including performance management processes.

What proportion of civil servants in his Department have flexible working arrangements; and how many of those work compressed hours.

The Department for Business and Trade (DBT) is committed to supporting flexible working practices. Employees may request alternative working patterns to help balance their professional and personal responsibilities, as long as business requirements are met. Compressed hours enable an individual to complete their contracted full-time weekly hours across longer daily working hours over fewer days, with no change to their salary.In most instances, staff are not required to record flexible working arrangements within the central HR Management system, as these agreements are managed directly with their line manager. Consequently, we are unable to provide the numbers.

What proportion of staff in her Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions her Department issues to staff who do not meet this target.

The Ministry of Justice has over 90,000 staff with the majority having operational roles delivering vital frontline services, including in our prisons, courts and probation services.On 24 October 2024 the Cabinet Office announced that 60% minimum office attendance for most staff continues to be the best balance of working for the Civil Service. Senior managers will continue to be expected to be in the office more than 60% of the time.If people do not meet that reasonable expectation, as with any management instruction it will be dealt with via existing performance management processes and ultimately with disciplinary action should there be sustained failure to comply.For data on office attendance, the Ministry of Justice data is published at: Civil Service Headquarters occupancy data.

What proportion of staff in her Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions her Department issues to staff who do not meet this target.

The Department for Transport requires staff who are working in a hybrid pattern to attend the workplace for at least 60% of their working time. This is monitored by line management and must take account of leave patterns, visits to other work sites and other legitimate absences. The core department operates an attendance record system which provides sufficient data for line management to monitor attendance and take appropriate action. Line managers are responsible for tracking individual attendance within their area and taking action. Due to the operation of the system and the number of reasons staff could legitimately be out of the office, this does not provide definitive central data on how many staff are meeting the required level of attendance, with that managed at local level.If a member of staff fails to meet the required level of attendance without good reason, their manager may suspend the facility of home working or require that they attend the workplace on agreed days. Failure to attend the workplace when instructed to do so is a disciplinary matter which may result in formal action up to and including dismissal.

What proportion of staff in her Department have flexible working arrangements; and how many of those work compressed hours.

All DWP staff have access to flexible working options where appropriate to their role. This may include flexibility around start and finish times, compressed hours, or remote working. We do not have data on the number of staff who are unable to or choose not to take advantage of any form of flexibility. In June 2025, 2.8% of staff were working compressed hours.

What proportion of staff in her Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions her Department issues to staff who do not meet this target.

On 24 October 2024 the Cabinet Office announced that 60% minimum office attendance for most staff continues to be the best balance of working for the Civil Service. Senior managers will continue to be expected to be in the office more than 60% of the time. If people do not meet that reasonable expectation, as with any management instruction it will be dealt with via existing performance management processes and ultimately with disciplinary action should there be sustained failure to comply. Published data on office attendance is available on Civil Service Headquarters occupancy data. Should disciplinary action be taken, the sanctions will be the standard disciplinary outcomes, which are a first written warning, final written warning and ultimately dismissal.

What proportion of staff in her Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions her Department issues to staff who do not meet this target.

On 24 October 2024 the Cabinet Office announced that 60% minimum office attendance for most staff continues to be the best balance of working for the Civil Service. Senior managers will continue to be expected to be in the office more than 60% of the time. Home Office employees with disabilities and health conditions which impact their ability to travel to or work in the office have adjusted workplace attendance targets.Details of these are not held centrally. If an employee consistently fails to attend the workplace in line with expectations this will ultimately become a disciplinary matter.

What proportion of staff in her Department have flexible working arrangements; and how many of those work compressed hours.

Flexible working arrangements, including compressed hours, are managed locally and therefore the requested information could only be obtained for the purposes of answering this question at disproportionate cost.

What proportion of staff in his Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions his Department issues to staff who do not meet this target.

On 24 October 2024 the Cabinet Office announced that 60% minimum office attendance for most staff continues to be the best balance of working for the Civil Service. Senior managers will continue to be expected to be in the office more than 60% of the time. Due to space constraints the department has set the requirement of 40% for delegated grades.The department does not hold information on the number of staff who have met the minimum office attendance target. See Civil Service Headquarters occupancy data for published information covering departmental headquarters building occupancy. The department introduced a process to record office attendance information from 4 August 2025. This data is not yet available.Staff who operate under the department’s hybrid working policy are expected to meet the minimum office attendance requirements. If people do not meet that reasonable expectation, as with any management instruction it will be dealt with via existing performance management processes and ultimately with disciplinary action should there be sustained failure to comply.

Communities and Local Government, what proportion of staff in her Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions her Department issues to staff who do not meet this target.

For the latest period published, May 2025, the occupancy of the Department’s Headquarters (as against available capacity) ranged between 71% to 78%. The Department’s expectation on Office Attendance is consistent with the general approach across the Civil Service i.e. that individuals will attend an office 60% of the time over the long term. If an individual employee does not meet the agreed expectation for Office Attendance it will be dealt with via existing management processes and, ultimately, with disciplinary action should there be a sustained failure to comply.

Media and Sport, what proportion of staff in her Department did not meet the minimum office attendance target in the latest period for which data is available; and what sanctions her Department issues to staff who do not meet this target.

The department does not centrally record data on staff who do not meet our 60% office attendance expectation, this is managed locally by line managers.Failure to meet a reasonable request from a line manager can result in a sanction under our disciplinary procedure for failing to follow a reasonable management request.

Innovation and Technology, what proportion of staff in his Department have flexible working arrangements; and how many of those work compressed hours.

The Department’s flexible working policy sets out the types of formal and informal flexible working available to our employees.All eligible employees have a statutory right to request flexible working arrangements, including, for example, part time working and compressed hours.In addition, some informal flexible working arrangements within the parameters of the policy are managed locally. Central information on the proportion of Departmental employees with flexible working arrangements is therefore not held.Currently, there are 289 employees formally working compressed hours.

Media and Sport, what proportion of staff in her Department have flexible working arrangements; and how many of those work compressed hours.

21% of staff in DCMS have a flexible working arrangement - which represents 275 individuals. Of these, 138 (50%) work compressed hours.

Communities and Local Government, whether her Department has made an assessment of the potential impact of the Renter's Rights Bill on the number of court-adjudicated evictions.

My Department is working closely with the Ministry of Justice and HM Courts and Tribunal Service to ensure that the county courts are ready for the implementation of the Renters' Rights Bill. This includes an ongoing assessment of any additional burdens on the justice system arising from the Bill.

Communities and Local Government, what assessment she has made of the potential impact of the Renters’ Rights Bill on levels of private rented housing availability.

The government published an Impact Assessment for the Renters' Rights Bill on 22 November 2024. It received a 'Green' rating from the Regulatory Policy Committee, indicating that it is 'fit for purpose'. While we acknowledge that it will take time for the sector to adjust to a significant change in regulation, we do not believe that our Renters’ Rights Bill will have a harmful impact on future rental supply. Although landlords have been aware of successive governments’ plans to reform the private rented sector since 2019, the size of the sector as a whole has remained broadly stable since 2013-14. The Bill will make sure good landlords have the confidence they need to continue to invest and operate in the sector. We will continue to work with good landlords and their representative associations throughout implementation.