Every parliamentary written question tabled by Helen Maguire this session, with the full answer and department. Back to the MP page.
Showing 41–60 of 169 · Ministry of Defence
What information his Department holds on the number of working days of armed forces personnel lost due to dental issues in each of the last 10 years.
The number of working days Armed Forces personnel were absent owing to dental issues is not centrally recorded by the Department.
What information his Department holds on the 10 most common medical conditions that kept British armed forces personnel from being deployed in the latest year for which data is available.
The following table provides information held by the Ministry of Defence on all principal cause of downgrading for Medically Not Deployable (MND) UK Armed Forces personnel as at 1 September 2025: Table 1: Medically Not Deployable (MND) UK armed forces personnel1 by principal ICD-10 cause code group2, numbers and percentages3 as at 1 September 2025 Number % Total Medically Non Deployable13,113 All ICD-10 coded Medically Non Deployable12,3991001. Musculoskeletal disorders (M00 - M99) and Injuries (S00 - T98)5,376432. Mental and behavioural disorders (F00 - F99)2,747223. Factors influencing health status (Z00 - Z99)94274. Clinical and laboratory findings (R00 - R99)56144 Digestive system disorders (K00 - K93)4263 Ear and mastoid process diseases (H60 - H95)4093 Circulatory system disorders (I00 - I99)3983 Neoplasms (C00 - D48)2762 Endocrine, nutritional and metabolic (E00 - E90)2351 Nervous system disorders (G00 - G99)2331 Genitourinary system diseases (N00 - N99)1941 Skin and subcutaneous tissue diseases (L00 - L99)1781 Respiratory system disorders (J00 - J99)1281 Eye and adnexa diseases (H00 - H59)107<115. Blood disorders (D50 - D89)48<1 Infectious and parasitic diseases (A00 - B99)39<1 Congenital malformations (Q00 - Q99)33<1 Pregnancy, childbirth and the puerperium (O00 - O99)16<1DMICP description not codable in ICD-10321 No board information on DMICP393 1 Figures provided are for full time trained (Royal Navy and RAF)/trade trained (army) and serving againstrequirement personnel.2 Principal read code and description recorded at medical board was converted to the International Classification of Diseases and Related Health Problems Tenth Revision (ICD-10) coding scheme.3 All percentages are of the number of cause coded Medically Not Deployable downgrades.4 Pregnancies reported within the ‘Factors influencing health status’ ICD category include all healthy pregnancies. Any downgradings related to complications with pregnancy are included within the ‘Pregnancy, childbirth and the puerperium’ category.5 Clinical and laboratory findings include symptoms and abnormal clinical findings - such as irregular heartbeat and abdominal pain - which are ill-defined and may not have a diagnosis that can be elsewhere classified. Personnel graded as MND are not fit to deploy on Operations; however, they may be deployable on UK based exercises. Personnel graded MND as at 1 September, and included in this response, may not have been scheduled to deploy and the medical condition may not have prevented deployment.
What steps his Department is taking to help increase awareness of the Armed Forces Covenant Duty amongst service personnel.
Defence has made a concerted effort and is absolutely committed to raising awareness of the Armed Forces Covenant Legal Duty through our election manifesto commitment to fully extend the duty into law. This includes the creation of a Duty toolkit which explains the practical implications for the Armed Forces community and outlines the key policies that it encompasses. The toolkit is held on the Covenant’s dedicated website, available at the following link: https://www.armedforcescovenant.gov.uk/ Questions concerning the Duty are embedded within both the Armed Forces Continuous Attitude Survey and Families Continuous Attitude Survey, helping to assess awareness levels and identify areas where Service personnel and families may face disadvantage. Through the implementation of the Covenant Legal Duty Extension, we will be producing and providing educational and communications’ resources to support understanding further.
What progress has been made with his EU counterparts on further military cooperation between the UK and Common Security and Defence Policy exercises.
The Security and Defence Partnership agreed with the European Union on 19 May 2025 is an example of this Government delivering on our manifesto commitments to strengthen European security, support growth and reinforce NATO. We will continue to prioritise engagement and cooperation on the issues that are most important in helping to safeguard European security and prosperity – all in support of this government’s NATO First defence policy as set out in the Security and Defence Review. The Security and Defence Partnership outlines that the UK will consider its participation in EU CSDP civilian and military crisis management activity. This cooperation can take many forms and officials are in discussions with the EU to explore potential options.
With reference to the Strategic Defence Review 2025, if he will set out (a) a timeline and (b) interim milestones for increasing the number of active reserves by 20 per cent.
This Government is hugely grateful for the contribution made by our Reserve Forces, who provide the UK with the ability to meet the threats we face at home and overseas, in a cost-effective way. The Military Strategic Headquarters, in partnership with the Military Commands, is leading ongoing work to plan the increase in the number of Reserves by 20 per cent, when the financial situation allows. It is too early in the process to set out a defined timeline and associated milestones to achieve this target.
If he will make an assessment of the potential merits of extending the Armed Forces Covenant Duty to include all (a) (i) UK and (ii) devolved government Departments and (b) policy areas.
The Government’s election manifesto committed to placing the Armed Forces Covenant fully into law. During Armed Forces week in June, the Prime Minister announced that Service personnel, Veterans, their families and the bereaved are to have their unique circumstances legally protected by central and devolved Governments for the first time under new plans to extend the Covenant Legal Duty to more policy areas and across the UK. It is our ambition to include these statutory changes in the next Armed Forces Bill.
How many candidates applying to join the armed forces were turned down on the basis of poor dental health in each of the last 10 years.
The Royal Navy, British Army, and Royal Air Force operate individual recruitment schemes and data on candidates who have been unable to join the Armed Forces for dental reasons is recorded separately for each Service. Data is provided for the period as held in accordance with medical record retention policies. For the Royal Navy, 17 candidates have been placed ‘Medically On-Hold’ since June 2025. Following dental treatment, six of the 17 candidates have since been assessed as medically fit to join the Royal Navy. Historic data on candidates to the Royal Navy who have been placed ‘Medically On-Hold’ for dental reasons is not held in the format requested and could only be provided at disproportionate cost. For the British Army, the following table provides the number of candidates who were rejected at medical review for dental reasons: Total Medical Failures2019202020212022202320242025Dental Only43161374Dental + Other Conditions0243552 For the Royal Air Force, the following table provides the number of candidates who were coded for dental failures: Years (completion date)Dental fail201812019520205202152022220235202421202513Total57
How many armed forces personnel were categorised as NATO dental fitness Category (a) 2, (b) 3 and (c) 4 on the basis that they needed dental care or treatment in order to be fully deployable in each of the last 10 years.
The following table provides the numbers of UK Armed Forces personnel categorised as NATO Category 2, 3 and 4, as at 1 April each year from 1 April 2015 to April 2025: NATO Category234201510,0968,01528,76720169,8936,94822,47820179,4966,08119,435201810,4096,30623,71220199,9666,42118,066202010,0057,26119,927202113,23713,52343,947202213,31812,34826,962202311,45110,68723,358202417,22112,28321,699202521,46113,74220,870 Personnel categorised as NATO Category 2 and 3 are those who require either preventative or interventive treatment to achieve optimal dental fitness. Personnel categorised as NATO Category 4 are those who require a periodic dental examination, have an undetermined dental status, or have missing or incomplete dental records.
What steps his Department is taking to reduce holdover wait times for trainees.
Holdover wait times for trainees vary across the single Services and it is not a universal picture; however multiple steps are being taken to reduce wait times across all three Services. Force growth and training have been prioritised, with training pipelines experiencing increased productivity with additional military, civil service and contractor workforce provisioned to deliver optimal sequencing. The efficiency of the UK Military Flying Training System (UKMFTS) continues to improve, with a consistently reducing number of trainees in holdovers, and the duration of holdovers also reducing significantly. Holdovers in UKMFTS Aircrew training pipelines are monitored through established tri-Service governance structures, particularly the Aircrew Pipeline Management Group (APMG) and Aircrew Pipeline Steering Group (APSG), both chaired by RAF 22 Group. These forums enable early visibility of emerging constraints and have directly contributed to reductions in both the number and duration of holdovers across UKMFTS.
What assessment his Department has made of the defence capabilities of the Armed Forces in response to China's (a) Dongfeng-5C intercontinental ballistic missile and (b) second-strike capability.
The Ministry of Defence does not comment on specific capabilities, as doing so could provide an operational advantage to those who may seek to harm the UK. The UK has a suite of capabilities to tackle the missile threat which is advancing, proliferating and converging. The Government has announced an investment of £1 billion to enhance our homeland air and missile defence through the Strategic Defence Review. The UK’s nuclear deterrent exists to deter the most extreme threats to the UK and our Allies. Its purpose is to preserve peace, prevent coercion, and deter aggression.
How many (a) military families and (b) veterans will be served by the forces first housing scheme.
The Forces First approach will mean more Service personnel have access to the high-quality homes and home-ownership opportunities they deserve and will form part of the upcoming Defence Housing Strategy. This approach will be applied by agreement with local authorities and development partners on a site-by-site basis, so it is not possible to estimate the number of military families or veterans who will currently benefit at this time. A trailblazer for this approach is already underway at MOD Feltham in South-West London, where the MOD, the London Borough of Hounslow and the Greater London Authority have agreed to adopt a Forces First approach as part of a groundbreaking partnership to develop the site. Once vacated, this new development alone is expected to deliver hundreds of homes and jobs.
How many 16 to 18 year olds girls have attended Army Foundation College Harrogate in each of the last five years.
The annual female attendee figures are provided in the table below; all figures have been rounded to the nearest 10. Courses straddle multiple calendar years, meaning some recruits who joined in one year and remain in attendance the following year will be counted in both. YearFigure20202802021250202221020232702024200 Figures include trainees who join AFC (H) and leave within the same month, who would not otherwise appear on the monthly strengths.
What steps his Department is taking to support armed forces personnel who have experienced intimate partner violence and abuse.
Defence will not tolerate domestic abuse in any form and will respond to any formal allegations and take necessary action against perpetrators. Addressing domestic abuse is a ministerial priority and a shared responsibility for defence leaders, and providing support and care to victims and survivors is a priority for me and those in Defence tasked with tackling this issue. Our efforts to combat domestic abuse include a robust, consistent and persistent response, informed staff, and the fostering of an open and understanding culture, where support is offered and seeking support is encouraged. We aim to create a culture where every person feels empowered to report instances that are perpetrated against or by Defence personnel, regardless of seniority or position. The Ministry of Defence Domestic Abuse Action Plan 2024-2029 was formally published in March 2024 and details key actions Defence is taking to tackle domestic abuse. These include how we will prevent, intervene, and partner to support those affected and ensure perpetrators are held accountable. For victims and survivors, we not only offer practical and emotional support from our own welfare organisations and the Victim Witness Care Unit, but we also partner with external specialists such as Aurora New Dawn and Mankind. Both of these organisations receive funding from the Armed Forces Covenant Fund Trust and provide support to Armed Forces personnel and their families. Our efforts also include Raising Our Standards (ROS), which exists improve culture and tackle all unacceptable behaviours, which includes initiatives that are preventative in nature. Defence is committed to playing our part in this government’s commitment to halve Violence Against Women and Girls (VAWG) in a decade, and we are taking a public health approach to addressing VAWG. This means taking a preventative approach to tackle the drivers of offending, whilst expanding victim support and ensuring swift and certain enforcement after an incident takes place. Other work underway through ROS also includes a King’s Counsel Review of Defence Zero Tolerance policies, a tri-Service complaints unit removing complaints from the single Service chain of command for the first time and funding for a new military appraisal system.
How many 16 to 18 year olds attended Army Foundation College Harrogate in each of the last five years.
The annual attendee figures are provided in the table below; all figures have been rounded to the nearest 10. Courses straddle multiple calendar years, meaning some recruits who joined in one year and remain in attendance the following year will be counted in both years. Year Figure20202,81020212,67020222,10020231,99020242,330 Figures include trainees who join Army Foundation College Harrogate and leave within the same month, who would not otherwise appear on the monthly strengths.
What the average time was between a service personnel being medically discharged and them receiving a copy of their full medical records in each of the last three years.
When an individual leaves the Armed Forces, Ministry of Defence recognises the importance of facilitating the transfer of healthcare information to their civilian healthcare provider(s). On leaving Defence Medical Services (DMS) care, Service personnel are provided with a medical care summary, known as an FMed133, and advised to register with an NHS GP and provide them a copy of their FMED 133. If a patient’s full DMS health record is required, this is provided on request to their NHS GP. Given this and that some records are never requested, no accurate estimate can be made of the average time from discharge to the receipt of the medical records by the NHS GP. To improve the transfer of healthcare information, DMS is working towards the greater interoperability with NHS systems and the electronic transfer of medical records from DMS to NHS GPs. Programme CORTISONE is expected to implement changes over the next one-two years.
How much funding his Department provided to (a) Defence Transition Services, (b) Personal Recovery Units and (c) the Veterans Welfare Service in each year since 2023.
It is taking time to collate the required information to answer the hon. Member's Question. I will write to her when the information is available, and a copy of this letter will be placed in the Library of The House.
What steps his Department is taking to support veterans to (a) secure employment, (b) access appropriate housing and (c) access mental health support following medical discharge.
This Government is fully committed to ensuring that all veterans, including those undergoing medical discharge, have easy access to support when and where it is needed. Personnel who are medically discharged are automatically referred to Defence Transition Service (DTS) or Veteran Welfare Service (VWS). Service leavers, veterans, and their families can access support, help and information with issues that may endure beyond discharge irrespective of their reason for discharge. DTS/VWS clients are supported according to their needs and preferences, this may be simple transitional needs or enduring healthcare support for more complex challenges including PTSD. For employment support, the Ministry of Defence-hosted Career Transition Partnership (CTP) is the initial point of employment support provision for veterans for up to two years before and after leaving military service. For individuals facing significant barriers to employment due to medical conditions, CTP provides tailored support through the CTP Assist programme. This initiative offers bespoke, intensive assistance to help those with additional needs successfully transition into civilian employment. Op ASCEND is available two years after discharge and connects veterans and their families with employers and supports them into sustainable careers in strategic sectors. For housing support, Op FORTITUDE is the support referral pathway to connect veterans at risk of, or experiencing, homelessness and the Reducing Veteran Homelessness programme funds housing organisations to deliver wraparound care and support services to veterans. Structured Mental Health Assessments conducted by Defence GPs are part of the medical discharge process, and where personnel leaving the Armed Forces have an enduring need for mental healthcare, Defence Medical Services work in partnership with the NHS to ensure continuation of care. Personnel who have been assessed and diagnosed with a mental health need are able to access Departments of Community Mental Health (DCMH) for up to six months after discharge to provide continuity of care during the transition period until appropriate handover to other services can be completed as required.Veterans can also access specialist mental and physical health support through Ops COURAGE and RESTORE, which provide a broad range of specialist mental health, physical and wellbeing care services to veterans in England, with similar services available in Scotland, Wales and Northern Ireland.
What the average time was between a service personnel being informed of a decision to medically discharge them and the date of their discharge in each year since 2023.
The Ministry of Defence (MOD) has comprehensive policies and procedures in place to facilitate a smooth discharge process for UK Service personnel leaving their Service. Policy provides a timeline of actions to be taken from nine months before leaving; these steps include arranging a final medical and dental examination, meeting with a resettlement officer, submitting pension forms, and ensuring personal records are accurate. The process also includes returning service property and IDs, taking terminal leave, and receiving a service leavers' pack. The MOD offers support through the Career Transition Partnership (CTP) and Defence Transition Services (DTS), which provide help with employment, housing, health, and other aspects of transitioning to civilian life. The MOD also has a comprehensive policy in place for managing personnel who are wounded, injured, and sick (WIS), which includes coordinated support for those medically discharged. Medical discharges follow a specific process involving a medical board review, and personnel may be eligible for compensation. The MOD aims to provide personnel with a "Discharge Assessment," which is a final case conference to ensure all issues are resolved or a plan is in place before they leave. Personnel who are medically discharged are automatically referred to DTS or the Veterans Welfare Service (VWS). Service leavers, veterans, and their families can access support, help and information with issues that may endure beyond discharge irrespective of their reason for discharge. DTS/VWS clients are supported according to their needs and preferences; this may be simple transitional needs or enduring healthcare support for more complex challenges including PTSD. Structured Mental Health Assessments are part of the medical discharge process and are conducted by Defence GPs and screen for mental disorders at the point of discharge. Where personnel leaving the Armed Forces have an enduring need for mental healthcare, Defence Medical Services work in partnership with the NHS to ensure continuation of care. Personnel who have been assessed and diagnosed with a mental health need are able to access Departments of Community Mental Health (DCMH) for up to six months after discharge to provide continuity of care during the transition period until appropriate handover to other services can be completed as required. In some circumstances a DCMH Mental Health Social Worker will undertake a full assessment of transition needs, including onward referral to NHS and third sector services for continued mental healthcare. The period between being informed and the actual date of discharge can vary significantly, depending on various factors, including individual entitlement to leave and the duration between a medical board awarding a particular medical grading and an employment board sitting and deciding on whether to medically discharge. Information on the average time between a Service person being informed of a decision to medically discharge them and the date of their discharge in each year since 2023 is not held centrally and could be provided only at disproportionate cost.
How many and what proportion of medically discharged service personnel were referred to (a) Defence Transition Services, (b) Personal Recovery Units, (c) Personal Support Groups and (d) the Veterans Welfare Service in each year since 2023.
It is taking time to collate the required information to answer the hon. Member's Question. I will write to her when the information is available, and a copy of this letter will be placed in the Library of The House.
What assessment his Department has made of the adequacy of the discharge process for service personnel.
The Ministry of Defence (MOD) has comprehensive policies and procedures in place to facilitate a smooth discharge process for UK Service personnel leaving their Service. Policy provides a timeline of actions to be taken from nine months before leaving; these steps include arranging a final medical and dental examination, meeting with a resettlement officer, submitting pension forms, and ensuring personal records are accurate. The process also includes returning service property and IDs, taking terminal leave, and receiving a service leavers' pack. The MOD offers support through the Career Transition Partnership (CTP) and Defence Transition Services (DTS), which provide help with employment, housing, health, and other aspects of transitioning to civilian life. The MOD also has a comprehensive policy in place for managing personnel who are wounded, injured, and sick (WIS), which includes coordinated support for those medically discharged. Medical discharges follow a specific process involving a medical board review, and personnel may be eligible for compensation. The MOD aims to provide personnel with a "Discharge Assessment," which is a final case conference to ensure all issues are resolved or a plan is in place before they leave. Personnel who are medically discharged are automatically referred to DTS or the Veterans Welfare Service (VWS). Service leavers, veterans, and their families can access support, help and information with issues that may endure beyond discharge irrespective of their reason for discharge. DTS/VWS clients are supported according to their needs and preferences; this may be simple transitional needs or enduring healthcare support for more complex challenges including PTSD. Structured Mental Health Assessments are part of the medical discharge process and are conducted by Defence GPs and screen for mental disorders at the point of discharge. Where personnel leaving the Armed Forces have an enduring need for mental healthcare, Defence Medical Services work in partnership with the NHS to ensure continuation of care. Personnel who have been assessed and diagnosed with a mental health need are able to access Departments of Community Mental Health (DCMH) for up to six months after discharge to provide continuity of care during the transition period until appropriate handover to other services can be completed as required. In some circumstances a DCMH Mental Health Social Worker will undertake a full assessment of transition needs, including onward referral to NHS and third sector services for continued mental healthcare. The period between being informed and the actual date of discharge can vary significantly, depending on various factors, including individual entitlement to leave and the duration between a medical board awarding a particular medical grading and an employment board sitting and deciding on whether to medically discharge. Information on the average time between a Service person being informed of a decision to medically discharge them and the date of their discharge in each year since 2023 is not held centrally and could be provided only at disproportionate cost.