Every parliamentary written question tabled by Cameron Thomas this session, with the full answer and department. Back to the MP page.
Showing 101–120 of 392 · this parliament
What the annual electricity consumption at MoD Ashchurch was, provided as Half-Hourly electricity data, for the most recent 12-month period.
The Ministry of Defence (MOD) does not hold information on the annual electricity consumption at MOD Ashchurch, provided as Half-Hourly electricity data, for the most recent 12-month period.
Whether there is a backlog of medical reviews of licenses for elderly drivers.
The Driver and Vehicle Licensing Agency (DVLA) aims to process all applications as quickly as possible. In the interests of road safety, the DVLA must be satisfied that the required medical standards are met before a licence is issued. Applications that require medical investigations, regardless of the age of the applicant, can take longer to process - as the DVLA is often reliant on receiving information from third parties, including medical professionals, before a licence can be issued. The DVLA has seen a sustained increase in both the volume and complexity of driving licence applications from people with one or more medical conditions, including those aged 70 and over. This reflects an ageing population keen to maintain independence and mobility. Unfortunately, this has led to longer waiting times for some customers. In 2024/25, the DVLA made more than 830,000 medical licensing decisions with forecasts showing that more than 925,000 medical applications and notifications will be received in 2025/26. To meet this growing customer demand and improve the customer experience, the DVLA is enhancing its digital services, including the introduction of a new casework system and a new medical services portal. Alongside this the DVLA is recruiting additional staff to support customers. Applicants renewing an existing licence may be able to continue driving while their application is being processed, providing they can meet specific criteria. More information on this can be found at https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1180997/inf1886-can-i-drive-while-my-application-is-with-dvla.pdf
What assessment she has made of the potential impact of levels of consistency in the (a) classification and (b) processing of safeguarding allegations in national institutions on the adequacy of levels of safeguarding.
This Government is committed to strengthening safeguarding practices across all institutions and ensuring children are kept safe from a range of harms. This requires a cross-government and cross-sector effort, and we are taking forward an ambitious range of measures to improve safeguarding and child protection. Through the Children’s Wellbeing and Schools Bill, we are strengthening multi-agency safeguarding arrangements and improving information sharing between statutory partners. We are also taking forward work to safeguard and protect children from harm in out-of-school settings. The Department for Education last year launched a Call for Evidence to gather views on potential approaches to strengthen safeguarding in these settings, including on potential regulation. The new Child Protection Authority will also improve national oversight and leadership of child protection across the country. A consultation on proposals is currently underway. Delivering on other recommendations of the Independent Inquiry into Child Sexual Abuse, we have also put in place stronger disclosure and barring checks for adults working with children and introducing a mandatory duty to report child sexual abuse.
What steps she is taking to support the mental health of teachers.
The department takes the wellbeing and mental health of teachers very seriously. We have worked with the sector to develop the Education Staff Wellbeing Charter which sets out commitments from the department, Ofsted, schools and colleges to protect and promote staff wellbeing. The charter can be used to inform a whole school or college approach to wellbeing. Over 4,300 schools and colleges have signed up. The department has funded a mental health lead resource hub to support mental health leads which is available here: https://www.mentallyhealthyschools.org.uk/whole-school-or-college-resources/. This includes resources to support staff development and wellbeing. The department also signposts to a range of mental health resources, including Education Support’s free 24-hour helpline. From 2027, we will be investing £1 million additional funding each year to provide up to 2,500 leaders annually with support to develop new strategies to manage their mental health, resilience and capacity. This builds on our current £1.5 million investment for professional supervision for school and college leaders, delivered by Education Support. Over 1,400 leaders have benefitted since April 2024. We are tackling the wider pressures on teachers and leaders. The Child Poverty Strategy, the introduction of our strategy for ‘Giving every child the best start in life’, reform to children’s social care, and the expansion of access to specialist mental health professionals will enhance teachers’ day-to-day experience and strengthen their ability to deliver.
What recent assessment she has made of the rates of teacher retention amongst primary school educators.
The department has published detailed plans on how we will recruit and retain more teachers in our 6,500 additional teachers delivery plan, which is available here: https://www.gov.uk/government/publications/every-child-achieving-and-thriving. Better retention of teachers and leaders keeps the skills and expertise they have developed in classrooms, underpinning high quality education for every child.We will promote best practice in workload and wellbeing management, including flexible working opportunities, and tackle the external pressures where schools are filling the gaps.The department also recognises the important role which pay, and financial reward play in attracting and retaining teachers. We are offering targeted retention incentives worth up to £6,000 after tax for the subjects and areas with greatest need, and we have implemented above inflation pay increases over the last two pay rounds where we accepted the School Teachers' Review Body recommendation of a nearly 10% award for school teachers and leadersThe last workforce census (June 2025) reported one of the lowest leaver rates since 2010, with 1,700 fewer teachers leaving the state-funded sector. More teachers are also returning to state schools than at any point in the last ten years. The latest data showed 17,274 teachers returned to the classroom.
What recent assessment she has made of the rates of teacher retention amongst secondary school educators.
The department has published detailed plans on how we will recruit and retain more teachers in our 6,500 additional teachers delivery plan, which is available here: https://www.gov.uk/government/publications/every-child-achieving-and-thriving. Better retention of teachers and leaders keeps the skills and expertise they have developed in classrooms, underpinning high quality education for every child.We will promote best practice in workload and wellbeing management, including flexible working opportunities, and tackle the external pressures where schools are filling the gaps.The department also recognises the important role which pay, and financial reward play in attracting and retaining teachers. We are offering targeted retention incentives worth up to £6,000 after tax for the subjects and areas with greatest need, and we have implemented above inflation pay increases over the last two pay rounds where we accepted the School Teachers' Review Body recommendation of a nearly 10% award for school teachers and leadersThe last workforce census (June 2025) reported one of the lowest leaver rates since 2010, with 1,700 fewer teachers leaving the state-funded sector. More teachers are also returning to state schools than at any point in the last ten years. The latest data showed 17,274 teachers returned to the classroom.
What recent assessment her Department has made of mental health and wellbeing amongst teachers.
Supporting the wellbeing of our expert education workforce is critical to this government’s mission to break down the barriers to opportunity for children and young people.The department tracks teacher wellbeing through the longitudinal study, the Working Lives of Teachers and Leaders. Wave 4 shows improved wellbeing across all Office for National Statistics (ONS)-validated personal wellbeing measures in 2025. Average life satisfaction, happiness, and feelings of life being worthwhile all increased while average anxiety decreased.Another means by which we commission research is by including ONS-validated personal wellbeing questions in the School and College Voice Survey to capture seasonal differences. The latest data shows that all wellbeing measures remain broadly in line with the same period last year.The ‘Every Child Achieving and Thriving’ white paper announced £1 million of additional funding each year to provide up to 2,500 leaders with access to a safe and confidential space to develop new strategies to manage their resilience and capacity.The Education Staff Wellbeing Charter sets out commitments from the department, Ofsted, schools and colleges to promote staff wellbeing. Over 4,300 schools and colleges have signed up.We are tackling the wider pressures on teachers and leaders. The Child Poverty Strategy, the introduction of our strategy for ‘Giving every child the best start in life’, reform to children’s social care, and the expansion of access to specialist mental health professionals will enhance teachers’ day-to-day experience and strengthen their ability to deliver.
What steps she is taking to support leadership development pathways for teachers.
High quality professional development is important for teachers at all stages of their careers, ensuring they receive appropriate support and can continually improve their practice. The department offers five leadership National Professional Qualifications (NPQs), which help boost teachers’ and leaders’ knowledge and confidence as they progress into senior leadership roles, alongside five specialist NPQs for those who want to broaden their existing knowledge, expertise, and skills in specialist areas of leadership practice outside traditional leadership roles. We are currently reviewing the NPQ suite to ensure courses remain up to date with best practice and evidence, support clear progression between leadership levels, and draw on insights from programmes such as the School Trust CEO programme We will deliver a targeted package of interventions for Excellence in Leadership that update standards, strengthen professional development and support wellbeing. This includes additional investment in an early headship coaching, a new mentoring framework, and piloting a targeted place-based headteacher retention incentive. Together, these interventions reflect the government’s commitment to supporting high-quality leadership across the system.
What steps her Department is taking to produce a Teacher Retention Strategy.
The department has published detailed plans on how we will recruit and retain more teachers in our 6,500 additional teachers delivery plan, which is available here: https://www.gov.uk/government/publications/every-child-achieving-and-thriving. Better retention of teachers and leaders keeps the skills and expertise they have developed in classrooms, underpinning high quality education for every child.We will promote best practice in workload and wellbeing management, including flexible working opportunities, and tackle the external pressures where schools are filling the gaps.The department also recognises the important role which pay, and financial reward play in attracting and retaining teachers. We are offering targeted retention incentives worth up to £6,000 after tax for the subjects and areas with greatest need, and we have implemented above inflation pay increases over the last two pay rounds where we accepted the School Teachers' Review Body recommendation of a nearly 10% award for school teachers and leadersThe last workforce census (June 2025) reported one of the lowest leaver rates since 2010, with 1,700 fewer teachers leaving the state-funded sector. More teachers are also returning to state schools than at any point in the last ten years. The latest data showed 17,274 teachers returned to the classroom.
Representing the Church Commissioners, whether current Church safeguarding guidance on engagement with parishes during live criminal investigations is consistent with national safeguarding and policing best practice.
Internal church safeguarding processes run in tandem with those conducted by statutory services. Criminal investigations will always take primacy over internal processes, which must do nothing to frustrate criminal proceedings. Safeguarding Case Management Groups (SCMGs) will always seek advice from the police before undertaking any messaging within parishes. Police and other statutory services are invited to SCMGs to ensure information sharing. Guidance on referring to statutory services is contained within the 2025 Managing Allegations Code.
Representing the Church Commissioners, what assessment she has made of the potential challenges for Clergy Disciplinary Measure processes involving senior Archbishops to be held within existing episcopal structures.
I refer the Hon Member for Tewkesbury to the previous answer UIN 108534Additionally, the current Clergy Discipline Measure was approved by Parliament in 2003 and came into operation in 2006. The legislation requires allegations of misconduct against a bishop to be laid before the relevant archbishop and allegations of misconduct against an archbishop to be laid before the other archbishop. The General Synod has recently passed a new Clergy Conduct Measure, which, if approved by Parliament, will replace the Clergy Discipline Measure in 2027. Under the Clergy Conduct Measure, allegations against an archbishop are to be laid before an independent judge.
Representing the Church Commissioners, how potential conflicts between safeguarding outcomes and reputational and legal risk management are identified and managed during safeguarding decision-making.
Safeguarding risks are managed through a Safeguarding Case Management Group (SCMG) process under the 2025 managing allegations code of practice. The role of the group includes managing both individual and organisational (reputational) risks, whilst being cognisant of the legality of decisions and proposed risk management recommendations. Legal advice is sought throughout the process, and on some occasions registrars are members of the SCMG.
Representing the Church Commissioners, what formal processes exist to (a) identify and (b) manage conflicts of interest during senior Church appointments where safeguarding concerns have been raised.
I refer the Hon Member for Tewkesbury to the previous answer UIN 108535 In addition, all those involved in Crown Nominations Commissions (CNCs) are asked to declare any conflicts of interest, with professional advice sought and appropriate action taken to address any impacts where they arise.
Representing the Church Commissioners, what criteria are used to assess whether safeguarding arrangements in the Church of England are adequate.
In response to the recommendations made in the IICSA Enquiry, an independent audit programme delivered by INEQE was commissioned across all dioceses, cathedrals & the National Safeguarding Team. INEQE use the National Safeguarding Standards to measure progress. The standards are available here: https://www.churchofengland.org/safeguarding/national-safeguarding-standardsTo date, INEQE have reviewed the National Safeguarding Team and 22 dioceses, including their cathedrals. 17 of the reports have been published, and the remaining reports will be published soon. The reports can be found here: https://www.churchofengland.org/safeguarding/reviews-and-reports/independent-safeguarding-audit-programmeINEQE is ensuring that all relevant parts of the Church of England are reviewed, including the Diocese in Europe, and the Crown Dependencies of the Isle of Man and the Channel Islands.The INEQE audit of dioceses is scheduled to run until early 2028 and INEQE also produces Annual Reports that highlight themes of good practice and areas for improvement.
What recent assessment she has made of the rates of teacher retention amongst early years educators.
The turnover rate for all early years educators in private group-based and school-based providers is 16% and 7% respectively. A breakdown by qualification level is unavailable. To boost recruitment and retention of early years teachers (EYTs) and meet the long-term ambition of having an EYT in every setting, the department will introduce EYT financial incentives worth a maximum of £4,500 per annum to support those working in the most disadvantaged communities. We expect the financial incentives to be available from autumn 2026 and will publish more detail in due course. We are aiming to more than double the number of funded places on early years initial teacher training courses by 2028 and have introduced a new degree apprenticeship route to help more people become EYTs so that every child, no matter where they live, can benefit from high-quality early education.
What steps she is taking to promote teaching as a career path for young people and current teachers.
Since July 2024, this government has taken targeted action to boost teacher supply. This work started with our reset of the relationship with the sector, to re-establish teaching as an attractive profession, making it one that existing teachers want to remain in, former teachers want to return to, and new graduates wish to join. We have published our delivery plan for 6,500 new expert teachers, focusing delivery across three key themes:Attract: We will optimise routes into teaching.Retain: We will improve teaching experience and boost retention.Develop: We will expand career-long development opportunities.We are offering recruitment incentives in the subjects where they are needed most, with significant investment in tax-free teacher training bursaries and scholarships of up to £31,000 for school and college teachers.We have recognised the importance of teachers with a pay rise for school teachers and leaders of nearly 10% since this government took power.Our approach is already starting to pay-off, with the secondary and special school workforce growing by 2,346 teachers between 2023/24 and 2024/25.
What recent assessment she has made of the rates of teacher retention in further education.
Having sufficient and skilled further education (FE) teachers is key to deliver on the government’s skills missions and help learners achieve good outcomes. The department continues to assess retention in the FE workforce based on available data and sector engagement.The most recent published figures indicate that for FE teachers starting in 2016, 51% were still in post by 2019. For those starting in 2014, 39% were still in post by 2019. The department also collects workforce data through the annual Further Education Workforce Data Collection. To improve retention, the department is delivering several programmes, including the targeted retention incentive for teachers in priority shortage subjects, reforms to initial teacher education and a strengthened professional development pathway with additional support for special educational needs and disabilities training.We will also continue to work closely with the sector, including through the Improving Education Together group, to understand drivers of retention and support meaningful improvement in teacher experience.
Food and Rural Affairs, what steps is she taking to reduce the harmful impacts of long lining.
Longlining is a method of fishing used in parts of the UK. It is recognised that bycatch can occur in this fishery. To address this, Defra funds the Clean Catch programme, a research programme dedicated to better monitoring and reducing bycatch of sensitive species in the UK, and the Bycatch Monitoring Programme (along with Scottish Government, given the devolved nature of fisheries management). Defra also commissioned the ongoing Bycatch Risk Prioritisation Framework, which assesses species vulnerability to bycatch in all fisheries in England and the UK. The Department also plays a role internationally, for example, in tabling a proposal to the International Commission for the Conservation of Atlantic Tunas (ICCAT) to recommend the use of hook-shielding devices to reduce seabird bycatch in longline fisheries to help protect albatrosses and petrels in the South Atlantic and securing agreement at ICCAT to prohibit the retention of several vulnerable shark species.
Food and Rural Affairs, what recent assessment has she made of the benefits of a complete ban on bottom trawling in Marine Protected Areas.
Bottom trawling in our Marine Protected Areas (MPAs) needs to be managed appropriately due to the significant damage it can have on protected seabed habitats. Fisheries regulators make detailed assessments of the impact of all fishing activities on the protected species and habitats in our MPAs, based on advice from the Statutory Nature Conservation Bodies. Regulators then develop byelaws to restrict fishing when it has been assessed as damaging. Some MPAs, such as those designated for highly mobile species, may not need protection from bottom trawling. A consultation on the latest round of proposed fisheries byelaws, which proposes further restrictions on bottom trawling, closed on 29 September 2025. The Marine Management Organisation is now carefully considering all responses received, and decisions will be made in due course.
Food and Rural Affairs, what steps is she taking to improve marine conservation efforts.
The Government is committed to strengthening marine conservation both at home and overseas. The UK’s National Biodiversity Strategy and Action Plan (NBSAP) commits the UK, in line with the Kunming-Montreal Global Biodiversity Framework, to effectively conserving and managing at least 30% of our seas by 2030. In England, we have a comprehensive network of Marine Protected Areas (MPAs) covering 40% of our waters, and we are focusing on making sure they are effectively managed. We are delivering the UK Marine Strategy to restore marine ecosystems and support the recovery of habitats and species. Internationally, the UK plays a leading role in marine conservation efforts by working with international partners to address marine pollution, protect vulnerable ecosystems, and promote sustainable ocean governance, delivering commitments under the Kunming‑Montreal Global Biodiversity Framework. We are completely committed to ratifying the Biodiversity Beyond National Jurisdiction Agreement, and we are a contracting party to the Oslo and Paris Convention for the Protection of the North East Atlantic (OSPAR).