Written questions by Blundell.

What steps she is taking to ensure collaboration between the School Support Staff Negotiation Body and academy trusts.

The School Support Staff Negotiating Body (SSSNB) will have a remit for pay, conditions, training and career progression for support staff in all state-funded schools, including academies, in England. As half of schools are now academies, it is vital that academies are included in the statutory remit of the SSSNB to ensure there is a national core offer for support staff pay and terms and conditions, across all schools.The SSSNB will need to represent all school support staff and their employers effectively. The body will be composed of representatives of employers, employee representatives, an Independent Chairperson, and a member representing my right hon. Friend, the Secretary of State for Education. The Secretary of State for Education will appoint an employer organisation which represents academy employers via regulations.

What steps she is taking to ensure the independence of the School Support Staff Negotiating Body.

The School Support Staff Negotiating Body (SSSNB) is being established in primary legislation through the Employment Rights Bill, which was introduced in Parliament within the first 100 days of government on 10 October 2024. The Bill is currently in the House of Lords. Due to the uncertainties of Parliamentary business and scheduling, we cannot confirm at this stage when the Bill will receive Royal Assent. After Royal Assent, secondary legislation will be required to constitute the body.The department’s current estimate is that once the SSSNB has been established and is operational, the earliest the body will be in a position to start making pay related recommendations is in the 2027/28 academic year, to ensure a smooth transition from the current National Joint Council process.The SSSNB will bring together employers and employee representatives to reach agreements on pay and terms and conditions which may then be ratified by my right hon. Friend, the Secretary of State for Education. It is important that the department strikes an appropriate balance between the SSSNB having sufficient independence to reach agreements and make recommendations, whilst ensuring that any agreements in relation to remuneration, terms and conditions or advice in relation to training and career progression are practicable before being ratified or published as statutory guidance by the Secretary of State for Education. As a negotiating body, employee and employer representatives will be able to meaningfully negotiate on pay and conditions as well as advise on training and career progression, with a clear process for the Secretary of State for Education to decide on the course of action based on the agreements reached or recommendations made.

When the School Support Staff Negotiating Body will be operational.

The School Support Staff Negotiating Body (SSSNB) is being established in primary legislation through the Employment Rights Bill, which was introduced in Parliament within the first 100 days of government on 10 October 2024. The Bill is currently in the House of Lords. Due to the uncertainties of Parliamentary business and scheduling, we cannot confirm at this stage when the Bill will receive Royal Assent. After Royal Assent, secondary legislation will be required to constitute the body.The department’s current estimate is that once the SSSNB has been established and is operational, the earliest the body will be in a position to start making pay related recommendations is in the 2027/28 academic year, to ensure a smooth transition from the current National Joint Council process.The SSSNB will bring together employers and employee representatives to reach agreements on pay and terms and conditions which may then be ratified by my right hon. Friend, the Secretary of State for Education. It is important that the department strikes an appropriate balance between the SSSNB having sufficient independence to reach agreements and make recommendations, whilst ensuring that any agreements in relation to remuneration, terms and conditions or advice in relation to training and career progression are practicable before being ratified or published as statutory guidance by the Secretary of State for Education. As a negotiating body, employee and employer representatives will be able to meaningfully negotiate on pay and conditions as well as advise on training and career progression, with a clear process for the Secretary of State for Education to decide on the course of action based on the agreements reached or recommendations made.

Commonwealth and Development Affairs, what steps he is taking to support the mental health needs of children in Ukraine.

The UK remains committed to supporting the mental health and psychosocial well-being of children affected by the war in Ukraine. This year, the Foreign, Commonwealth and Development Office will provide £9.4 million to the Ukrainian Red Cross Society (URCS) to target urgent needs - including mental health and psychosocial support. URCS will support the delivery of community-based psychosocial services, including, safe, accessible spaces where children can receive essential support, and will expand training for mental health professionals promoting regional knowledge-sharing.The UK is also leading a multi-donor programme, Partnership Fund for a Resilient Ukraine, which will enhance the capacity of Ukraine's education system to respond to the mental health needs of children. This programme focuses on equipping schoolteachers with the skills to identify signs of psychological distress and to facilitate appropriate referrals, thereby embedding mental health awareness and support within the school environment.

What steps she is taking to ensure that recommendations made by the School Support Staff Negotiating Body are implemented.

The School Support Staff Negotiating Body (SSSNB) is being established in primary legislation through the Employment Rights Bill, which was introduced in Parliament within the first 100 days of government on 10 October 2024. The Bill is currently in the House of Lords. Due to the uncertainties of Parliamentary business and scheduling, we cannot confirm at this stage when the Bill will receive Royal Assent. After Royal Assent, secondary legislation will be required to constitute the body.The department’s current estimate is that once the SSSNB has been established and is operational, the earliest the body will be in a position to start making pay related recommendations is in the 2027/28 academic year, to ensure a smooth transition from the current National Joint Council process.The SSSNB will bring together employers and employee representatives to reach agreements on pay and terms and conditions which may then be ratified by my right hon. Friend, the Secretary of State for Education. It is important that the department strikes an appropriate balance between the SSSNB having sufficient independence to reach agreements and make recommendations, whilst ensuring that any agreements in relation to remuneration, terms and conditions or advice in relation to training and career progression are practicable before being ratified or published as statutory guidance by the Secretary of State for Education. As a negotiating body, employee and employer representatives will be able to meaningfully negotiate on pay and conditions as well as advise on training and career progression, with a clear process for the Secretary of State for Education to decide on the course of action based on the agreements reached or recommendations made.

Commonwealth and Development Affairs, what steps he is taking to help support the mental health needs of children in Gaza.

The humanitarian situation in Gaza remains dire. We highlighted the critical situation for Gaza's children at a session of the UN Security Council which we co-called on 16 July, and at the International Development Committee on 16 July. We have provided £5.6 million to the Global Partnership for Education to support the educational and psychosocial needs of children and young people in Gaza and the West Bank. Our support to Education Cannot Wait is also supporting children's education and mental health via the United Nation's Children's Fund (UNICEF) and other partners.

What steps she is taking to help ensure the provision of appropriate accommodation for police officers whose careers were shortened by significant injury.

Where a police officer is assessed as permanently medically unfit and leaves the service, there are a range of benefits that may be payable under the occupational pension and injury benefit schemes. The entitlement for an individual would depend on the particular circumstances.This government has also committed to supporting policing through the Police Covenant and National Police Wellbeing Service (NPWS). The covenant is a pledge by government that those who work or have previously worked in policing are not disadvantaged as a result of their service.NPWS have compiled a leavers package focusing on supporting officers and staff who are leaving the service to transition from a career in policing.We are not taking any steps to ensure provision of accommodation for former police officers leaving due to illness or injury and as far as we know, there are no other formal provisions for doing so. However, as the answer explains, there are enhanced provisions through the injury benefits and pension arrangements designed to provide financial support to police officers who are no longer able to perform the role through illness or injury.

With reference to the white paper entitled Restoring control over the immigration system, published on 12 May 2025, whether people who (a) are already living in the UK and (b) hold active visas will still be able apply for indefinite leave to remain.

We will be consulting on the earned settlement scheme later this year and further details on the proposed scheme will be updated at that time.

With reference to her Department's White Paper entitled Restoring control over the immigration system, published on 12 May 2025, what assessment she has made of the potential impact of changes to the standard qualifying period for settlement to people who are already on the five year pathway to settlement.

A technical annex has been published alongside the White Paper. It can be found at the following link: Restoring control over the immigration system: white paper - GOV.UKWe will be consulting on the earned settlement scheme later this year and further details on the proposed scheme will be updated at that time. An impact assessment will be developed alongside any finalised policy.

Commonwealth and Development Affairs, if he will make an assessment of the potential merits of taking steps with his international counterparts to establish an international fund for Israeli-Palestinian peace.

The Prime Minister and Foreign Secretary are committed to convening a meeting for an international fund for Israeli-Palestinian peace. We welcome the opportunity to discuss further with civil society organisations their work and the prospects for peacebuilding. We want to make sure that the meeting will have the desired effect of building trust across the two communities, and that the timing is sensitive to the circumstances in the region. We will continue to use every diplomatic lever to bring about a ceasefire deal as the first step towards long-term peace and security for Israelis and Palestinians, and the wider region.

What steps she is taking to ensure improved service from the Child Maintenance Service.

As more customers apply to the Child Maintenance Service (CMS) the demand for our service is increasing. To allow us to meet this demand and provide an efficient service we continuously look at the resources we have and where we should focus our efforts to get the greatest value for money and deliver the best service to our customers. We review our overall resource supply regularly and take appropriate steps to ensure that staffing levels meet current demands. We have an ongoing recruitment campaign for 2025 which will ensure CMS is resourced to meet current and future forecasted demand. Through extensive modernisation to both telephony and digital channels, and by promoting self-service online, the CMS are ensuring customers have greater choice of how and when they contact us. Our service improvements allow customers to use the most appropriate and efficient contact method to quickly resolve their queries and reduce demand on our services. Improvements to our digital service allow us to process simple actions automatically, speeding up the time taken to make a change. Through efficient call routing, we have freed up resources to deliver a more responsive service and allow caseworkers more time to better assist customers who need to reach out to us via telephone. We have improved all forms of communication, including greater use of SMS and email as well as improving letter content. Furthermore, we have taken timely action to further train, support and redeploy resource within CMS to where it is needed most. The CMS continually reviews the service it provides by regularly gathering feedback from customers. The Customer Experience Survey is a way in which the Department interacts with customers to understand their experience. Through regular insight used to inform ways to improve our service and the ongoing review of resources, the CMS strives to ensure we have the capability to deliver the best service which is accessible to all parents within our growing caseload.

Whether she plans to increase resourcing for the Child Maintenance Service.

As more customers apply to the Child Maintenance Service (CMS) the demand for our service is increasing. To allow us to meet this demand and provide an efficient service we continuously look at the resources we have and where we should focus our efforts to get the greatest value for money and deliver the best service to our customers. We review our overall resource supply regularly and take appropriate steps to ensure that staffing levels meet current demands. We have an ongoing recruitment campaign for 2025 which will ensure CMS is resourced to meet current and future forecasted demand. Through extensive modernisation to both telephony and digital channels, and by promoting self-service online, the CMS are ensuring customers have greater choice of how and when they contact us. Our service improvements allow customers to use the most appropriate and efficient contact method to quickly resolve their queries and reduce demand on our services. Improvements to our digital service allow us to process simple actions automatically, speeding up the time taken to make a change. Through efficient call routing, we have freed up resources to deliver a more responsive service and allow caseworkers more time to better assist customers who need to reach out to us via telephone. We have improved all forms of communication, including greater use of SMS and email as well as improving letter content. Furthermore, we have taken timely action to further train, support and redeploy resource within CMS to where it is needed most. The CMS continually reviews the service it provides by regularly gathering feedback from customers. The Customer Experience Survey is a way in which the Department interacts with customers to understand their experience. Through regular insight used to inform ways to improve our service and the ongoing review of resources, the CMS strives to ensure we have the capability to deliver the best service which is accessible to all parents within our growing caseload.

How the new jobs and careers service will work with employers to help tackle ageism in (a) recruitment and (b) the workplace.

The Government acknowledges the key role employers play in helping older individuals to remain in or re-enter the workforce, and the importance of embracing policies conductive to this support. The 2010 Equality Act provides strong protection against direct and indirect age discrimination in employment, rendering it unlawful for employers to discriminate against employees or job applicants based on age. We know that work helps everyone, including older people, play active and fulfilling roles in society while building financial security for retirement. That is why we are reforming employment support to ensure it helps everyone who needs it. This includes creating a Jobs and Careers service that will enable everyone, regardless of age, to access support to find good, meaningful work, and help them progress in work or increase their earnings. We have asked Sir Charlie Mayfield to lead an independent “Keep Britain Working” review as a part of the plan to Get Britain Working again. In recognition of employer's vital role, his review is considering recommendations to support and enable employers to promote healthy and inclusive workplaces, support more people to stay in or return to work from periods of sickness absence, and recruit and retain more disabled people and people with health conditions. This includes the perspectives of older people themselves, as well as engaging with the Centre for Ageing Better. My Department also continues to engage with employers to ensure their recruitment practises attract and support the retention of older people. This includes making businesses aware of good practice and encouraging employers to sign the Age-Friendly employer pledge.

If she will make an assessment of the potential merits of including an increase in employment among people aged 50–59 and 60–66 as a distinct intermediate outcome metric in the Get Britain Working framework.

A key outcome in our Get Britain Working outcome metrics framework is our ambition to raise the country’s employment rate to 80%. To achieve this ambition, we will need to improve employment across a range of groups of the population, including people aged 50 and over. The outcomes framework intermediate outcome metrics monitor progress of the effect of policies announced in the Get Britain Working White Paper that provide extra support for specific groups of people - for example young people; people with health conditions and disabled people.

What steps her Department is taking to ensure that people in their (a) 50s and (b) 60s are included in the design of its new digital employment support offer.

As part of our reforms announced in the Get Britain Working, we set out our plans to reform Jobcentre Plus and create a new service across Great Britain. We secured £55m at the Autumn Budget to take forward the first steps of building, testing and trialling the new service in 2025/26, including the development of a modern digital offer where people can access support through the channels that best meet their needs. The new service must work for everyone, and we are committed to working with all users, including older individuals, on the new service, and organisations representing their needs, throughout the design process.

What steps she is taking to support single parents re-entering the workforce with funding to access high-quality childcare.

Single parents of children aged nine months and over may qualify for 30 hours of funded childcare from September this year, provided they meet the eligibility requirements. Each parent needs to expect to earn the equivalent of 16 hours at National Living Wage and no more than £100,000 per year adjusted net income. This is equivalent to £195 per week or £10,158 per year (in 2025/26).The Tax-Free Childcare scheme is also available to eligible working parents, including eligible single parents, and aims to help parents work, return to work, and work more when they want or need to. It can save eligible working parents up to £2,000 per year on the cost of childcare, or up to £4,000 for eligible children with disabilities.Where households (including single parent households) do not meet the eligibility requirements, they may still qualify for support through the 15-hour entitlement for two-year-olds receiving some additional forms of support. All three and four-year-olds are eligible for 15 hours free early education regardless of their parent’s income.Parents may wish to explore support through Universal Credit childcare. If eligible, parents can receive help with up to 85% of their childcare costs through Universal Credit Childcare which can be used in addition to the early education entitlements to support with the costs of childcare.

What assessment she has made of the adequacy of single parent family access to high quality childcare settings.

Single parents of children aged nine months and over may qualify for 30 hours of funded childcare from September this year, provided they meet the eligibility requirements. Each parent needs to expect to earn the equivalent of 16 hours at National Living Wage and no more than £100,000 per year adjusted net income. This is equivalent to £195 per week or £10,158 per year (in 2025/26).The Tax-Free Childcare scheme is also available to eligible working parents, including eligible single parents, and aims to help parents work, return to work, and work more when they want or need to. It can save eligible working parents up to £2,000 per year on the cost of childcare, or up to £4,000 for eligible children with disabilities.Where households (including single parent households) do not meet the eligibility requirements, they may still qualify for support through the 15-hour entitlement for two-year-olds receiving some additional forms of support. All three and four-year-olds are eligible for 15 hours free early education regardless of their parent’s income.Parents may wish to explore support through Universal Credit childcare. If eligible, parents can receive help with up to 85% of their childcare costs through Universal Credit Childcare which can be used in addition to the early education entitlements to support with the costs of childcare.

What steps she is taking to ensure that it is financially viable for childcare settings to offer places to three and four year-old children.

In 2025/26 alone, we plan to provide over £8 billion for the early years entitlements, a more than 30% increase compared to 2024/25. We have announced the largest ever increase to Early Years Pupil Premium since its introduction and will also deliver a significant tranche of supplementary funding of £75 million through the Early Years Expansion Grant.We are increasing core funding rates. For 2025/26, the national average three and four-year-old hourly funding rate of local authorities is increasing by 4.1%, two-year-old hourly funding rate is increasing by 3.3%, and nine months to two-year-old hourly funding rate is increasing by 3.4%.

What assessment she has made of the adequacy of early years funding models in supporting (a) parents and (b) guardians who work fewer than 16 hours per week.

Single parents of children aged nine months and over may qualify for 30 hours of funded childcare from September this year, provided they meet the eligibility requirements. Each parent needs to expect to earn the equivalent of 16 hours at National Living Wage and no more than £100,000 per year adjusted net income. This is equivalent to £195 per week or £10,158 per year (in 2025/26).The Tax-Free Childcare scheme is also available to eligible working parents, including eligible single parents, and aims to help parents work, return to work, and work more when they want or need to. It can save eligible working parents up to £2,000 per year on the cost of childcare, or up to £4,000 for eligible children with disabilities.Where households (including single parent households) do not meet the eligibility requirements, they may still qualify for support through the 15-hour entitlement for two-year-olds receiving some additional forms of support. All three and four-year-olds are eligible for 15 hours free early education regardless of their parent’s income.Parents may wish to explore support through Universal Credit childcare. If eligible, parents can receive help with up to 85% of their childcare costs through Universal Credit Childcare which can be used in addition to the early education entitlements to support with the costs of childcare.

What assessment she has made of the potential impact of the Armed Forces Covenant Duty on the work of her Department.

The Department for Work and Pensions treats its responsibilities under the Armed Forces Covenant very seriously and has a number of special rules and arrangements in place.These range from National Insurance Credits for forces spouses who have a gap in their records because they have accompanied their partner overseas; to exemptions to residency tests to those who have served abroad; to a network of Armed Forces Champions in Jobcentres who provide expert help and support to those veterans who need it most.As we reform and modernise our services, and make other changes, we will, of course, continue to consider the principles of the Armed Forces Covenant.