Written questions by Maguire.

How many service personnel were medically discharged in each year since 2023.

The Ministry of Defence publishes annual statistical information on medical discharges in the UK Armed Forces. The number of UK regular Armed Forces personnel medically discharged in each year since 2023 can be found in the published information available at the following links: 2023:https://www.gov.uk/government/statistics/uk-service-personnel-medical-discharges-financial-year-202324 2024:https://www.gov.uk/government/statistics/uk-service-personnel-medical-discharges-financial-year-202425

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.

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.

How many people eligible under the ARAP scheme are still awaiting relocation.

On 9 October 2025, there were circa. 4,200 applicants and their family members who had received notification of eligibility under the Afghan Relocations and Assistance Policy (ARAP) scheme and were awaiting relocation to the UK. The figure is an estimate, as complete family details are not available yet for all eligible applicants. Additionally, officials are still processing cases and so the figure is subject to change as further eligibility decisions are granted.

What assessment he has made of the potential impact of the August 2025 data breach for people with outstanding ARAP applications; and what assessment he has made of the potential impact of that breach on the (a) processing and (b) prioritisation of those cases.

The Ministry of Defence assessed that this incident did not pose a significant threat to the safety of ARAP principals. This incident surrounded data for those arriving on flights into the UK, meaning that their eligible decisions had already been made. The data incident of February 2022 was announced in the Defence Secretary’s Oral Statement of July 2025. For this cohort, the published Rimmer Review considered it “highly unlikely” that merely being on the February 2022 dataset would be grounds for targeting by the Taleban, noting the time that has passed since the fall of Kabul and the wealth of data the Taleban already have access to. All outstanding ARAP applications will be considered on their own merits against the ARAP criteria. Where there is a unique or imminent circumstance, officials can also consider expedition on a case-by-case basis. We aim to complete the process of relocation before the end of this Parliament.

What steps he is taking to ensure there are a total of 19 RN Type 26 frigate vessels by 2030.

The Royal Navy is making substantial progress towards deploying autonomous systems alongside crewed platforms to increase the lethality of the fleet and deliver the SDR recommendationsThe Royal Navy has two frigate acquisition programmes that will ensure surface fleet capabilities are sustained. The current Type 23 Duke Class frigates will be replaced by eight Type 26 City Class frigates and five Type 31 Inspiration Class frigates. Type 26 frigates are expected to enter service from 2028 onwards, and all Type 31s are expected to be in service by the early 2030s. The Royal Navy is also continuing to make significant investment in its six Daring Class destroyers, the Type 45, to enhance and sustain the class into the late 2030s.

What steps he is taking to support survivors of child sex abuse committed (a) by military personnel and (b) on military bases.

The safety of the children of Service personnel, and young people under the age of 18 undertaking training, is of utmost importance to the Ministry of Defence (MOD), and we are committed to safeguarding and supporting victims of child sexual abuse. Our safeguarding system ensures that all concerns are dealt with promptly, sensitively, and align with statutory requirements. The MOD provides support to victims of serious crime, regardless of age, through the Victim Witness Care Unit, which is part of the Defence Serious Crime Command, when the offence has been committed by persons subject to service law. In the case of child victims, due to the heightened risk and safeguarding concerns, the Victim Liaison Officer (VLO) will take a proactive approach by engaging with Appropriate Adults, Social Workers, and specialist support services, such as Sexual Assault Referral Centres or Independent Sexual Violence Advisers. The VLO will also prioritise identifying local services near the victim's or family's location, including Advocacy services and Child and Adolescent Mental Health Services. In all circumstances, the victim will be supported by a range of personnel and agencies, both internal and external to Defence, to ensure their individual needs are fully met. Our safeguarding process is clearly set out in the Defence Safeguarding Policy (Joint Service Publication (JSP) 834), which defines the protection responsibilities and ensures safeguarding training is provided to equipped personnel with the knowledge and skills necessary to fulfil their safeguarding duties effectively. Defence Direction and Guidance for Training and Education (JSP 822) outlines that personnel under the age of 18 have particular care and welfare needs as well as additional legal requirements. JSP 822 flags that maturity and experience can vary considerably between individuals and as such those who are under the age of 18 may be more at risk than older trainees. It also directs establishments to provide comprehensive Supervisory Care Directives, record a Commander’s Risk Assessment and to comply fully with JSP 834. The Army Foundation College, Harrogate AFC(H) fully implements the MOD’s Zero Tolerance policies. It reports every instance of unacceptable sexual behaviour, and it has robust policies and processes in place to ensure the safety of students. Prior to each new intake of Junior Soldiers, AFC(H) Permanent Staff undertake refresher training covering all aspects of safeguarding, welfare and unacceptable sexual behaviour.

What steps he is taking to support female service personnel who have served in front-line roles.

Women are a crucial part of the Armed Forces community, and the Government is committed to ensuring their needs and experiences are better understood, and that they have access to the best possible support and opportunities. There is a well-established policy and process to provide support to all Service personnel who have served in front line roles. This is intended to address any pressure encountered on operations, as a result of day-to-day work or from exposure to individual risk or traumatic situations that may result in physical and/or mental ill health. The process provides support before, during and immediately post-deployment, with a follow-on phase which addresses the longer-term management of Service personnel. These are designed to reduce the likelihood of personnel developing stress or mental health problems throughout the deployment by providing information and support pre-deployment, monitoring personnel for signs of difficulty, providing support and conducting Trauma Risk Management during the deployment, and by providing decompression, unit briefings and offering support to personnel in the post-deployment phase. Commanders continue to monitor personnel throughout their career and support will be provided months or even years after a deployment has finished. When personnel leave the Armed Forces, mental health support continues to be provided by the NHS through programmes such as Op Courage, which is a mental health specialist service designed to help those due to leave the Armed Forces, Reservists, Veterans and their families.

What information his Department holds on the cost to the public purse for urgent repair call-outs to reserve bases in each month since January 2023.

Costs based Work Order Estimates for Priority 1 and 2 Call Outs at Reserve Forces' and Cadets' Association LocationsReporting MonthSum of Cost per monthJanuary 2023£361,591.00February 2023£230,419.00March 2023£229,657.00April 2023£280,830.00May 2023£293,900.00June 2023£271,051.00July 2023£300,990.00August 2023£314,455.00September 2023£273,296.00October 2023£258,766.00November 2023£380,787.00December 2023£104,628.00January 2024£240,871.00February 2024£211,505.00March 2024£129,630.00April 2024£214,116.00May 2024£253,482.00June 2024£202,109.00July 2024£205,038.00Please note that the Future Defence Infrastructure Services (FDIS) went live for the Reserve Estate on 1 August 2024, information after this date is not held in the format requested.

What information his Department holds on the number of urgent repair call-outs to reserve bases in each month since January 2023.

The number of Priority 1 and 2 repair call-outs to Reserve Bases for each month since January 2023, are shown in the table below. Financial Year by Reporting MonthNumber of Call Outs RecordedJanuary 2023485February 2023372March 2023363April 2023321May 2023367June 2023335July 2023312August 2023371September 2023376October 2023458November 2023486December 2023217January 2024441February 2024329March 2024254April 2024301May 2024327June 2024262July 2024265August 202437September 202450October 2024101November 202479December 202473January 202595February 2025118March 202564April 202559May 202548June 202568July 202584August 202571September 202547

What steps he is taking to support armed forces spouses right to work abroad in the same country as their partner.

The Ministry of Defence (MOD) is committed to supporting UK Service personnel and their families. The Armed Forces Covenant, which this Government has made a manifesto commitment to put into law, has at its heart the principle that those who serve and have served and their families should not be disadvantaged as a result of their Service. All Government Departments, not just MOD, are committed to upholding the Covenant. Improving prospects for partner employment is also a key theme of the Armed Forces Families Strategy. One of the actions taken by Defence is funding the Armed Forces Families Fund (AF3) to support this work. Between 2022 and today, a total of £2,242 million has been granted to fund projects supporting spouses and partners of Service personnel at national, local, and unit levels, both within the UK and overseas. This includes projects providing tailored training to spouses and partners, enabling them to get back into employment. In addition, Defence is currently working on guidance in line with the principles of the Armed Forces Covenant to encourage other Government Departments to support any employees who wish to work remotely from overseas to accompany their serving partner, so that they don’t have to compromise between their career and family life. We are currently reviewing a number of our international arrangements to ensure that spouses of UK Service personnel are able to remain in employment when they accompany their serving partners.

With reference to p.10 of the Defence Industrial Strategy, published on 8 September 2025, what his Department's planned timetable is for setting out the membership of the Defence Investors Advisory Group.

The Secretary of State for Defence set out at the Defence Investment Summit on 10 September 2025 that the Defence Investors’ Advisory Group would be Chaired by Kerry Balwin. A second co-chair been chosen and will be announced shortly. The Group brings together some of the best minds from banking, pension funds, venture capital and Strategic Finance.

What assessment he has made of the potential impact of the deal to provide Norway with Frigates on Type 23 out of service dates.

The Ministry of Defence welcomes Norway’s defence procurement deal which will see a fleet of Type 26 Anti-Submarine Warfare frigates operate jointly by Britain and Norway in Northern Europe, significantly strengthening NATO’s northern flank. The Royal Navy is carefully managing the transition from Type 23 to Type 26 and Type 31 frigates, with the Duke Class Type 23s currently due to exit service in 2035. The Royal Navy continuously reviews out of service dates to achieve maximum availability of its’ platforms and ensure that it can meet its’ operational commitments.

What assessment his Department has made of the potential merits of the use of AI assisted drones during (a) night time operations and (b) periods of rest for human surveillance teams.

The Strategic Defence Review (SDR) 2025 recommended a shift towards greater use of autonomy and Artificial Intelligence within the UK's conventional force. It stated a common digital foundation of data, Artificial Intelligence (AI), synthetic environments, and networks should connect people and platforms across all domains, and with allies and partners. This gives the Integrated Force agility, speed of manoeuvre, and effective targeting to outmatch adversaries.The merits of military use of AI assisted drones are widely acknowledged in several roles and environments, most notably in Ukraine. The availability of extensive suites of sensors designed to operate across the electromagnetic spectrum have removed many of the traditional barriers associated with operations at night or in restricted visibility. Furthermore, the utility for AI enabled drones to exploit these sensors, including during periods of rest for, or absence of, human surveillance teams, is a fundamental consideration for UK Defence's capability development.Consequently, the SDR stated that uncrewed and autonomous systems will be incorporated into the Integrated Force in high numbers over the next five years. They will be networked with crewed fifth- and sixth-generation assets as part of a 'high-low' mix of capabilities, while these systems' design will be tailored to the conditions in which they will operate, day or night; whether undersea, at sea, on land, or in the air.

With reference to his Department's Formal Response to the Service Complaints Ombudsman for the Armed Forces 2024 Annual Report published on 1 September 2025, what further steps he is taking to protect service personnel against (a) bullying, (b) harassment and (c) discrimination.

There is no place for bullying, harassment and discrimination within the Armed Forces, and we are committed to preventing these types of behaviours and taking appropriate action when faced with issues or concerns raised by our people. It is vital everyone feels empowered to speak up, knows how to take action, and is confident in doing so. Through the Raising Our Standards programme, Defence seeks to tackle unacceptable behaviours across Defence, strengthen complaints processes, and promote a culture of respect, accountability, and zero tolerance for bullying, harassment, and discrimination. Furthermore, the single Services continue to develop interventions aimed at tackling unacceptable behaviours and providing a supportive environment for those that are affected. In March 2025 the Ministry of Defence also announced its intention to create a new specialist Tri-Service Complaints team, outside of the single Service chains of command, to handle the most serious complaints, such as bullying, harassment and discrimination.

What the average length of time to process applications from people wanting to join the Reserves in the (a) Army, (b) Royal Navy and (c) RAF was in each year since 2020.

I am grateful for the contribution of our Reserve Forces who provide the UK with the ability to meet the threats we face at home and overseas, with the scale, skills, agility and connection to society that it needs, in a cost-effective way. Information on the average time to process applications to join the Reserves by Service and year, and the number of people recruited by constituency is not held centrally and could be provided only at disproportionate cost. The single Services do not set recruitment targets by constituency. Information on the number of applications to the Volunteer Reserves is provided in the following table: Applications to the Volunteer Reserves, broken down by Service, From 1 April 2020 - 31 March 2025 (12 months ending each 31 March) Service 20212022202320242025Naval2,8322,3932,3152,7153,024Army29,27323,40918,27124,66531,454Royal Air Force4,908N/A3,9784,2575,297Source: Quarterly Service Personnel Statistics 1st July 2025Note:Naval figures for the period ending 31 March 2025 are provisional. There is a break in the time series for the Naval Service following the period ending 31 March 2024 due to a methodology refinement.

What the (a) recruitment target for and (b) actual number of people recruited into the (i) Army Reserves, (ii) Maritime Reserves and (iii) RAF Reserves was by constituency in each year since 2020.

I am grateful for the contribution of our Reserve Forces who provide the UK with the ability to meet the threats we face at home and overseas, with the scale, skills, agility and connection to society that it needs, in a cost-effective way. Information on the average time to process applications to join the Reserves by Service and year, and the number of people recruited by constituency is not held centrally and could be provided only at disproportionate cost. The single Services do not set recruitment targets by constituency. Information on the number of applications to the Volunteer Reserves is provided in the following table: Applications to the Volunteer Reserves, broken down by Service, From 1 April 2020 - 31 March 2025 (12 months ending each 31 March) Service 20212022202320242025Naval2,8322,3932,3152,7153,024Army29,27323,40918,27124,66531,454Royal Air Force4,908N/A3,9784,2575,297Source: Quarterly Service Personnel Statistics 1st July 2025Note:Naval figures for the period ending 31 March 2025 are provisional. There is a break in the time series for the Naval Service following the period ending 31 March 2024 due to a methodology refinement.

How many applications to join the Reserves for the (a) Army, (b) Royal Navy and (c) RAF were made in each year since 2020.

I am grateful for the contribution of our Reserve Forces who provide the UK with the ability to meet the threats we face at home and overseas, with the scale, skills, agility and connection to society that it needs, in a cost-effective way. Information on the average time to process applications to join the Reserves by Service and year, and the number of people recruited by constituency is not held centrally and could be provided only at disproportionate cost. The single Services do not set recruitment targets by constituency. Information on the number of applications to the Volunteer Reserves is provided in the following table: Applications to the Volunteer Reserves, broken down by Service, From 1 April 2020 - 31 March 2025 (12 months ending each 31 March) Service 20212022202320242025Naval2,8322,3932,3152,7153,024Army29,27323,40918,27124,66531,454Royal Air Force4,908N/A3,9784,2575,297Source: Quarterly Service Personnel Statistics 1st July 2025Note:Naval figures for the period ending 31 March 2025 are provisional. There is a break in the time series for the Naval Service following the period ending 31 March 2024 due to a methodology refinement.

Whether he has made an assessment of the potential merits of amending armed forces pension eligibility criteria to include personnel who served for more than six years but left the service before the age of 26 and prior to 6 April 1975.

It is a principle of public service pensions policy, including Armed Forces Pensions, and one that has been upheld by successive Governments, that improvements to pension schemes are not made retrospectively. To concede retrospection for one group would place great pressure on other public service schemes.

Why (a) notice or (b) a transition period was given for the closure of the ARAP scheme.

The Afghan Relocations and Assistance Policy (ARAP) Scheme was not created to be an open-ended scheme, and as such had strict eligibility criteria for applicants to meet before they would be offered relocation. In statements made by the Ministry of Defence in December 2024 and May 2025, intent for scheme closure was reiterated. In the Written Ministerial Statement on 1 July 2025, we explained that throughout the previous year, we have regularly assessed progress, and carefully considered the right time to stop taking on new applications. As explained in that statement, we considered that we had reached the right point. Given the wider context, it was not considered necessary to provide for any transitional period.