Written questions by Johnson.

How many volunteer support workers working in (a) prisons and (b) probation had criminal convictions in each of the last five years for which figures are available.

All support workers and volunteers in HM Prison & Probation Service are subject to vetting checks on entry, to protect the security and integrity of the organisation. This includes anyone recruited via our Lived Experience routes, such as Going Forward into Employment or Standard Plus. The vetting process includes review of any convictions that may lawfully be taken into account, in accordance with the Rehabilitation of Offenders Act 1974.To obtain the information requested, it would be necessary to undertake a manual search of individual records, and to make local checks. This could not be done without incurring disproportionate cost.

What the average cost is for processing (a) a fixed term and (b) an emergency recall to prison.

The process of recalling an offender to custody, whether for a fixed-term or in an emergency, involves activity and administration on the part of the Probation Service (which requests recall); officials in HM Prison and Probation Service (who revoke the offender’s licence), local police forces (which are responsible for returning the offender to prison custody) and then prisons’ reception and screening services. The costs to the bodies involved are not collated centrally. Consequently, there is no reliable basis on which to work out the average costs for either type of recall.

How many paid support workers working in (a) prisons and (b) probation had criminal convictions in each of the last five years for which figures are available.

All support workers and volunteers in HM Prison & Probation Service are subject to vetting checks on entry, to protect the security and integrity of the organisation. This includes anyone recruited via our Lived Experience routes, such as Going Forward into Employment or Standard Plus. The vetting process includes review of any convictions that may lawfully be taken into account, in accordance with the Rehabilitation of Offenders Act 1974.To obtain the information requested, it would be necessary to undertake a manual search of individual records, and to make local checks. This could not be done without incurring disproportionate cost.

What the gender breakdown is for Universal Credit claimants who are single parents.

The information requested is not readily available and to provide it would incur disproportionate cost.

How many people serving imprisonment for public protection sentences were (a) classified as Category A prisoners and (b) in Category A prisons on 11 March 2025.

Category A prisoners are those that are considered to pose the highest risk to the public, the Police or national security. High security establishments are designed to mitigate those risks and to prevent escape.Some Category B prisoners are held in high security prisons, though they are not treated as Category A prisoners. They are assessed as posing a high or very high risk to the public if held in other types of establishments. High security prisons also provide specific interventions that are only provided within these establishments and therefore IPP prisoners are there to receive the support required to progress or manage the continued risk that they pose. This Government is committed to ensuring those who can make progress through their sentence are supported to do so, but not in a way that impacts public protection.The information provided below is from the latest published snapshot for breakdowns of the prison population, as at 31 December 2024. More recent data cannot be provided because it could give an early indication of future Accredited Official Statistics.Table 1: Number of IPP (Imprisonment for Public Protection) prisoners(1) classified as Category A prisoners(2), as at 31st December 2024, in England and WalesNumber of Category A IPP prisoners(3)20Table 2: Number of IPP prisoners(1) held in predominant function Category A (High security) establishments(4), as at 31st December 2024, in England and WalesNumber of prisoners154 Notes:1.The figures presented in these tables include both unreleased and recalled IPP prisoners.2. The data presented in this table includes prisoners classified as Provisional category A.3. The figure presented in this table constitute a subset of the figure presented in Table 2.4. A number of prisons have multiple functions (e.g. a prison could have both "Reception" and "Category C" functions). For these prisons, the predominant function has been used.5. For more information see: https://www.gov.uk/government/publications/prisons-and-their-resettlement-providers.6. Data sources and quality: The figures in these tables have been drawn from administrative IT systems which, as with any large scale recording system, are subject to possible errors with data entry and processing. Source: Prison NOMIS.

How many women have been granted an exemption to the two-child limit as a result of non-consensual conception since April 2017.

The requested information is provided in the table below and shows in April of each year from 2017 to 2024, the number of households with a non-consensual conception exception to the two-child policy, who were women (if single claimants) or couples in which at least one claimant was a woman. Single UC Households, with a non-consensual conception exceptionCouple UC households, with a non-consensual conception exceptionApr-1700Apr-1810-Apr-1914010Apr-2056040Apr-211,00070Apr-221,500110Apr-232,100130Apr-242,400170 Notes:All figures are rounded to the nearest ten or to two significant figures. Where a value is marked with a dash, this indicates it has been rounded to zero. Where a value is zero, this indicates that no households meeting the criteria are recorded in our management information.Single households are counted where the household has a single female claimant.Couple households are counted where the household has at least one female claimant.If a household received the exception in more than one of the months listed above, they will appear in the figures for all of those months.If a woman moved between households and received the exception in both households, she will be counted more than once.All figures show the number of households with an assessment period ending in the corresponding month.These figures only cover UC Full Service and will not include any exceptions for UC Live Service. UC Live Service closed for new claims on 1 January 2018.This data is based on Universal Credit management information and uses a similar methodology to published statistics on the two-child policy.These statistics are based on latest data, they may not always match published statistics for previous years.Figures may not always sum to the total given, because of rounding.

With reference to revisions to the Immigration Rules, updated on 19 February and 14 March 2024, what recent discussions she has had with the Secretary of State for the Home Department on the potential impact of its salary calculations on the continued employment of staff from her Department on workplace visas.

Whilst the impact of changes to the Skilled Worker Salary threshold, introduced in April 2024, is affecting a very small proportion of staff within the Department, visa expiry and potential options for obtaining a future work visa are specific to individuals’ circumstances and the Home Office legislation which applies at the time that their current visa expires. As current employees’ Visa expiry dates span several years and not all will be impacted by the changes to the skilled worker salary thresholds, the department does not expect changes to the Skilled Worker salary threshold to negatively impact on service levels.

How many single parents on maternity leave have had benefit payments capped.

The requested statistics are not available as the Department does not hold information on the maternity leave status of single parents that have had benefit payments capped.

How many complaints the Disability Confident policy team in her Department has had concerning a Disability Confident employer failing to comply with the Disability Confident criteria in the last three years.

The Disability Confident scheme has over 19,000 members and they report over 12 million employees working in their organisations. The scheme is designed as a learning journey with all employers starting at Level 1 and encouraged to progress through the scheme to Levels 2 and 3. As they progress on their learning journey, we expect they will continue to increase and share their understanding with employees and put in place effective and inclusive policies and procedures in support of disability employment.The range of suitable validators of organisations seeking Disability Confident Leader status or renewal of that status is explained in the scheme guidance. Most validations are undertaken by existing Disability Confident Leaders, although the full list is:existing Disability Confident Leadersdisabled employees, customers or people in the local communitylocal diversity and inclusion groupslocal disability organisations or network groupsdisabled people’s user led organisations (DPULOs)recognised accreditation organisations whose accreditation covers the components of the Disability Confident Employer self- assessmentdisabled stakeholder groups or forumsnational disability network groupsnational disability organisationsinternal diversity and inclusions groups/forumsThe scheme encourages businesses to choose an organisation suited to their business size, that can provide a proportionate level of challenge based on their own knowledge, lived experience, skills and expertise.Disability Confident Leaders have had their own self-assessment independently validated and demonstrated a high level of commitment and success in creating inclusive workplaces. This experience equips them to be able to support others through the process sharing their knowledge and skills, to assess and validate other organisations effectively.Other organisations able to validate businesses seeking to become or renew Disability Confident Leader status have specific expert knowledge of disability related issues in the workplace and / or have lived experience of disability.As part of the work, we have begun to strengthen the scheme, we are considering options to make the validation process more robust, including improving the guidance for validators and reviewing the types of bodies permitted to undertake validations.The overall number of complaints received by the Disability Confident policy team in the period 2022 to 2024 is approximately 220. Where the Department is made aware of any complaint raised against a Disability Confident employer for not meeting the scheme criteria, we would apply the process described in the Disability Complaints procedure. If after further examination, we consider the employer is failing to comply with any of the scheme criteria, the Department will give the employer an opportunity to remedy the situation. There have been no instances where an employer was given the opportunity to remedy the situation and failed to respond.

Which bodies provide independent validation of organisations seeking Disability Confident Leader status or renewal of that status.

The Disability Confident scheme has over 19,000 members and they report over 12 million employees working in their organisations. The scheme is designed as a learning journey with all employers starting at Level 1 and encouraged to progress through the scheme to Levels 2 and 3. As they progress on their learning journey, we expect they will continue to increase and share their understanding with employees and put in place effective and inclusive policies and procedures in support of disability employment.The range of suitable validators of organisations seeking Disability Confident Leader status or renewal of that status is explained in the scheme guidance. Most validations are undertaken by existing Disability Confident Leaders, although the full list is:existing Disability Confident Leadersdisabled employees, customers or people in the local communitylocal diversity and inclusion groupslocal disability organisations or network groupsdisabled people’s user led organisations (DPULOs)recognised accreditation organisations whose accreditation covers the components of the Disability Confident Employer self- assessmentdisabled stakeholder groups or forumsnational disability network groupsnational disability organisationsinternal diversity and inclusions groups/forumsThe scheme encourages businesses to choose an organisation suited to their business size, that can provide a proportionate level of challenge based on their own knowledge, lived experience, skills and expertise.Disability Confident Leaders have had their own self-assessment independently validated and demonstrated a high level of commitment and success in creating inclusive workplaces. This experience equips them to be able to support others through the process sharing their knowledge and skills, to assess and validate other organisations effectively.Other organisations able to validate businesses seeking to become or renew Disability Confident Leader status have specific expert knowledge of disability related issues in the workplace and / or have lived experience of disability.As part of the work, we have begun to strengthen the scheme, we are considering options to make the validation process more robust, including improving the guidance for validators and reviewing the types of bodies permitted to undertake validations.The overall number of complaints received by the Disability Confident policy team in the period 2022 to 2024 is approximately 220. Where the Department is made aware of any complaint raised against a Disability Confident employer for not meeting the scheme criteria, we would apply the process described in the Disability Complaints procedure. If after further examination, we consider the employer is failing to comply with any of the scheme criteria, the Department will give the employer an opportunity to remedy the situation. There have been no instances where an employer was given the opportunity to remedy the situation and failed to respond.

What steps her Department has taken to ensure that bodies providing independent validation of organisations seeking Disability Confident Leader status or to renewal of that status are fit for purpose.

The Disability Confident scheme has over 19,000 members and they report over 12 million employees working in their organisations. The scheme is designed as a learning journey with all employers starting at Level 1 and encouraged to progress through the scheme to Levels 2 and 3. As they progress on their learning journey, we expect they will continue to increase and share their understanding with employees and put in place effective and inclusive policies and procedures in support of disability employment.The range of suitable validators of organisations seeking Disability Confident Leader status or renewal of that status is explained in the scheme guidance. Most validations are undertaken by existing Disability Confident Leaders, although the full list is:existing Disability Confident Leadersdisabled employees, customers or people in the local communitylocal diversity and inclusion groupslocal disability organisations or network groupsdisabled people’s user led organisations (DPULOs)recognised accreditation organisations whose accreditation covers the components of the Disability Confident Employer self- assessmentdisabled stakeholder groups or forumsnational disability network groupsnational disability organisationsinternal diversity and inclusions groups/forumsThe scheme encourages businesses to choose an organisation suited to their business size, that can provide a proportionate level of challenge based on their own knowledge, lived experience, skills and expertise.Disability Confident Leaders have had their own self-assessment independently validated and demonstrated a high level of commitment and success in creating inclusive workplaces. This experience equips them to be able to support others through the process sharing their knowledge and skills, to assess and validate other organisations effectively.Other organisations able to validate businesses seeking to become or renew Disability Confident Leader status have specific expert knowledge of disability related issues in the workplace and / or have lived experience of disability.As part of the work, we have begun to strengthen the scheme, we are considering options to make the validation process more robust, including improving the guidance for validators and reviewing the types of bodies permitted to undertake validations.The overall number of complaints received by the Disability Confident policy team in the period 2022 to 2024 is approximately 220. Where the Department is made aware of any complaint raised against a Disability Confident employer for not meeting the scheme criteria, we would apply the process described in the Disability Complaints procedure. If after further examination, we consider the employer is failing to comply with any of the scheme criteria, the Department will give the employer an opportunity to remedy the situation. There have been no instances where an employer was given the opportunity to remedy the situation and failed to respond.

As at 26 February 2025, how many applications to the Criminal Cases Review Commission have been open for (a) over one year, (b) over two years, (c) over five years, (d) over ten years and (e) over fifteen years.

The Criminal Cases Review Commission (CCRC) has provided the following information, which is unpublished management information and has not been subject to the same quality checks as Official Statistics which are published by the Ministry of Justice.As at 26 February 2025, the CCRC had 1,158 open cases. Of these 351 have been open for over one year, 152 have been open for over 2 years, 9 have been open for over 5 years and none have been open for over 10 or 15 years.

Whether she has made an assessment of the potential merits of establishing a public inquiry into the policy of so-called educationally subnormal schools in the 1960s and 1970s and (a) the number and proportion of Black children placed in such schools and (b) the impact on them.

The department does not currently plan to establish a public inquiry into the policy framework surrounding placement of children in schools for the so-called “educationally subnormal” in the 1960s and 1970s, but is keen to ensure that the mistakes made in that time are never repeated, and that no children or young people today suffer from the structural barriers and entrenched racism that held too many of our young people back in previous generations.The government wants to ensure that whoever you are, wherever you come from, Britain is a country that will respect your contribution and give you a fair chance to get on in life.We want every child and young person to achieve and thrive in education, work, and life, regardless of their background. All children and young people must be treated fairly. There is no place for hate or prejudice in our education system.Additionally, under the Equality Act 2010, schools must not discriminate against a pupil in a number of respects because of a characteristic protected by the Act.The Public Sector Equality Duty also requires public bodies, including maintained schools and academies to have due regard to the need to eliminate discrimination and other conduct prohibited by the Act; advance equality of opportunity for people who share a protected characteristic and people who do not share it; and foster good relations across all characteristics.The department is also focused on driving high and rising standards in every school, helping every child to achieve and thrive. We aim to deliver improvements though excellent teaching and leadership, a high-quality curriculum and a system which removes the barriers to learning that holds too many children back.

If she will meet with representatives of trade unions to discuss the potential impact of workplace visa rules on staff in her Department.

Whilst the impact of changes to the Skilled Worker Salary threshold introduced in April 2024 are affecting a very small proportion of staff within the Department, visa expiry and potential options for obtaining a future work visa are specific to individuals’ circumstances and the Home Office legislation which applies at the time that their current visa expires. As current employee’s Visa expiry dates span several years and not all will be impacted by the changes to the skilled worker salary thresholds, the DWP Visa Sponsorship Team meet with Trade Unions weekly to ensure impacted members are supported.

What recent assessment she has made of the potential implications for her policies of trends in the number of vacancies in her Department.

DWP is a demand led organisation which determines the level of staffing resource required to deliver our services. Workforce Plans, which include recruitment, set out detailed plans to deliver the required level of resource. Workforce Plans are regularly reviewed to meet latest demand and new policy requirements, and the Department prioritises resource across operational areas.

To ask the Secretary of State for the Home Department, with reference to her Department’s guidance entitled Good character: caseworker guidance, updated on 13 February 2025, whether adults granted refugee status who arrived irregularly in the UK as children can naturalise as British citizens.

When assessing good character, it is normally appropriate to disregard immigration breaches if it is accepted this was outside of the applicant’s control, which will normally be the case where children are involved.

With reference to her Department’s guidance entitled Good character: caseworker guidance, updated on 13 February 2025, whether children granted refugee status who arrived in the UK unaccompanied can naturalise as British citizens.

When assessing good character, it is normally appropriate to disregard immigration breaches if it is accepted this was outside of the applicant’s control, which will normally be the case where children are involved.

If she will make an assessment of the potential merits of providing free period products to learners in (a) further and (b) higher education settings in England.

Nobody should have to miss out on education because of their period, which is why the department provides free period products to girls and women in all state-maintained schools and 16 to 19 education organisations in England. Higher education (HE) institutions are independent bodies and so would be expected to make their own arrangements to ensure that pupils have access to the products that they need. Only girls and women aged 16 to 19 attending further education courses funded by the department within HE institutions would be eligible for the scheme.

What steps he is taking to increase the availability of free period products at (a) primary care and (b) secondary care settings in England.

The Government recognises the importance of women and girls being able to access the care they need for their reproductive health, including period products.Since 2019 it has been a requirement in the NHS Standard Contract that the National Health Service must offer period products to every hospital patient who needs them. This requirement applies to inpatient services only. It does not currently apply to providers of community or ambulance services, or to primary care providers, like general practices, pharmacies, optometrists, and dentists, who generally operate outside of the NHS Standard Contract.

How many people serving Imprisonment for Public Protection sentences on licence in the community have taken their own lives in each year since 2005.

Table: Self-inflicted deaths of offenders serving an Imprisonment for Public Protection sentence supervised on licence in the community, financial year 2019/20 to 2023/24, England and Wales (1) (2) (3) 2019/202020/212021/222022/232023/24 (p)Total611974(p) The 2023/24 figures are provisional and may be updated in future publications to account for any changes or additions to the data since they were originally collected.(1) Apparent cause is as reported in annual returns (prior to 2020/21 only) or the national Delius case management system (nDelius), and has not been independently verified.(2) The reporting period for these statistics (financial year 1 April to 31 March) relates to when the death occurred.(3) A new set of death classifications was implemented on 1 April 2022 and, as such, figures for 2022/23 onwards are not comparable to those presented for previous years. The category of 'self-inflicted death' up to 31 March 2022 includes any death of a person who has apparently taken his or her own life, irrespective of intent. The category of 'self-inflicted death' from 1 April 2022 includes any death of a person at their own hand, including where intent is undetermined. This includes some drug poisonings (e.g. where a suicide note is found or the circumstances are suspicious) but not drug poisonings which appear to have been the accidental result of consumption for another purpose. Refer to the guide to deaths of offenders supervised in the community statistics for further details about the new set of classifications.Data Sources and QualityThe figures in this table have been drawn from administrative IT systems which, as with any large scale recording system, are subject to possible errors with data entry and processing.Source: National Delius case management system.Data is only provided from April 2019 as prior to this the data was collected via manual returns and identifying IPP offenders in this data would require a manual matching exercise of thousands of offender records. Therefore, information for the period before April 2019 could only be obtained at disproportionate cost.