Written questions by O'Brien.

Communities and Local Government, how many staff in his Department are recorded as having a (a) mental health condition and (b) physical disability, listed by grade.

The Department collects information on the disability status of staff for equalities monitoring purposes, and this is provided voluntarily by staff. However, there is no central record of the total number of staff with (a) a mental health condition or (b) a physical disability, as this level of detail is not routinely collected as part of those processes. Information on the number of people declaring a disability by each government department is published annually as part of Civil Service Statistics 2025, an accredited official statistics publication. Latest published data are as at 31 March 2025 and can be found at Table 29 of the statistical tables at the following web address: https://www.gov.uk/government/statistics/civil-service-statistics-2025 Information for 31 March 2026 is due for publication in July 2026.

Innovation and Technology, how many performance reviews were undertaken for staff in (a) her Department and (b) its agencies in each of the last five years; in how many of those cases was performance rated as unsatisfactory or below; how many staff left following such a rating; and what proportion of full-time equivalent staff this represented.

Organisation2024–252023–242022–232021–222020–21DSIT1,765 staff1,349 staff---Unsatisfactory42 (2.4%)37 (2.7%) Left DSIT after rating6 (0.3%)1 (0.1%) BDUK~270 staff Unsatisfactory5 staff6 staff5 staff2 staff1 staffLeft BDUK44210UKSA323 staff313 staff 251 staff218 staffUnsatisfactory-1-20Left UKSA-0-00Met Office2,320 reviews2,308 reviews2,278 reviews2,120 reviews2,053 reviewsUnsatisfactory13232 DSIT – Formed in 2023, data only from 2023–24 onwards; all staff in scope receive quarterly performance reviews.DSIT’s Executive Agencies:Building Digital UK (BDUK) - Quarterly performance reviews required. Became DSIT Directorate 1/11/2025.UK Space Agency (UKSA) - Quarterly reviews required.Met Office - No data on staff leaving after rating.Intellectual Property Office (IPO) - No formal ratings; poor performance action applied as necessary

Innovation and Technology, how many employment tribunal claims (a) for unfair dismissal and (b) under the Equality Act 2010 have been brought against her Department in each of the last five years.

Data specific to DSIT is only available from July 2024 onwards, prior to this data was categorised under BEIS and so we are unable to determine if cases relate to DSIT or DESNZ.3 claims of unfair dismissal, all raised in 20257 claims under the Equality Act 2010, 1 raised in 2024 and 6 raised in 2025

How many performance reviews were undertaken for staff in (a) her Department and (b) its agencies in each of the last five years; in how many cases performance was rated as unsatisfactory or below; how many staff left as a result of such a rating; and what proportion of full-time equivalent staff this represented.

Performance management reviews are conducted in accordance with the relevant policies and procedures within HM Treasury and its agencies. The total number of reviews carried out over the past five years, including those that resulted in a poor performance rating, and the number of staff that left as a result is presented in the table below. We are unable to provide the exact proportion of full-time equivalent staff this represented due to the very small numbers involved, which could risk disclosure of personal information. HMTYearNo of Reviews No of Poor Performance Markings No of staff that left as a result2024-20252,05728fewer than 5 42023-20241,96219fewer than 5 42022-20231,95922fewer than 5 42021-20221,97626fewer than 5 42020-20211,86421fewer than 5 4Government Internal Audit Agency (GIAA)YearNo of Reviews 1No of Poor Performance Markings No of staff who left as a result2024-2025498Markings not given/unable to disclose 2Unable to disclose 42023-2024509Markings not given/unable to disclose 2Unable to disclose 42022-2023470Markings not given/unable to disclose 2Unable to disclose 42021-2022461Data not available 3Unable to disclose 42020-2021468Data not available 3Unable to disclose 4Debt Management Office (DMO)YearNo of ReviewsClassified as Unsatisfactory or below202511502024111fewer than 5 420231040202296020212000 Notes:Figures for GIAA refer to the headcount at the end of the financial year as an indicator of the number of year-end reviews held.For GIAA delegated grades, performance markings are not provided because the agency moved away from using formal markings in 2022–23; earlier central records are not readily available.For GIAA central records of poor performance markings are not readily available for this period.For GIAA Senior Civil Service (SCS) and delegated grades, data on staff leaving as a result of poor performance is “unable to disclose” because the numbers are too small (including where the value is zero), which could lead to identification of individuals. For HMT, “fewer than 5” is shown to protect individual confidentiality where the actual number is very small and could lead to identification of staff DMOThe DMO has a performance assessment system with 5 categories from Exceptional, Exceeds, Fully Effective, Developing and Must Improve. Although there is no direct read across to the “unsatisfactory” requested in the PQ, we have assessed this as relating to the DMO’s “Must Improve” category.

How many staff left her Department by grade in each of the last five years.

Information on the number of civil servants leaving each government department and organisation by responsibility level for the years 2021 to 2025 is published annually through the ‘Civil Service data browser’ as part of Civil Service Statistics 2025, an accredited official statistics publication. Information can be accessed through the Civil Service data browser for 2021 through 2025 at the following web address: https://civil-service-statistics.jdac.service.cabinetoffice.gov.uk

Innovation and Technology, how many staff in her Department (a) did not retain employment following completion of their probationary period and (b) had their probationary period extended in each of the last five years.

DSIT’s probation policy and guidance advises managers on the steps to take to assess a new employee’s suitability for the post and to provide support to enable them to succeed. It also advises on the steps to take where performance, attendance or conduct are not satisfactory. This can include exiting the employee or extending their probation to provide further evidence for a final decision on their suitability.Dismissals in relation to probation failure since DSITs inception occurred during years 2023-25 and totalled 2 members of staff.

How many staff in her Department (a) did not retain employment following completion of their probationary period and (b) had their probationary period extended in each of the last five years.

HM Treasury’s probation policy and guidance advises managers on the steps to take to assess a new employee’s suitability for the post and to provide support to enable them to succeed. It also advises on the steps to take where performance, attendance or conduct are not satisfactory. This can include exiting the employee or extending their probation to provide further evidence for a final decision on their suitability. The below table provides the number of staff who had their probationary period extended in the last 5 calendar years, and the number of staff who have left involuntarily or were dismissed following a probation extension or not passing their original probation. YearProbation ExtendedLeft – Involuntarily (following probation extension/not passing original probation)20207Fewer than 51202113520225Fewer than 5120236Fewer than 512024Fewer than 51Fewer than 51 Notes:“Fewer than 5” is shown to protect individual confidentiality where the actual number is very small and could lead to identification of staff"

How many staff in her Department are recorded as having a (a) mental health condition and (b) physical disability by grade.

HM Treasury holds data on staff with a disability where this has been shared voluntarily, including staff with a mental health condition and with a physical disability (including a sensory disability), but this is not published. Information on the number of people declaring a disability by each government department are published annually as part of Civil Service Statistics 2025, an accredited official statistics publication. This data was most recently published on 31 March 2025 and can be found in Table 29 of the statistical tables at the following web address:https://www.gov.uk/government/statistics/civil-service-statistics-2025.

Innovation and Technology, how many staff in her Department are recorded as having a (a) mental health condition and (b) physical disability, listed by grade.

The table below breaks down the number of staff with mental health or physical conditions by grade:GradePhysical DisabilityMental Health conditionAO20EO23HEO89SEO146G72014G681SCS22Total5635Information on the number of people declaring a disability by each government department are published annually as part of Civil Service Statistics 2025, an accredited official statistics publication. Latest published data are as at 31 March 2025 and can be found at Table 29 of the statistical tables at the following web address:Civil Service statistics - GOV.UKInformation for 31 March 2026 is due for publication in July 2026.

Communities and Local Government, how many staff in his Department (a) did not retain employment following completion of their probationary period and (b) had their probationary period extended in each of the last five years.

MHCLG’s probation policy and guidance advises managers on the steps to take to assess a new employee’s suitability for the post and to provide support to enable them to succeed. It also advises on the steps to take where performance, attendance or conduct are not satisfactory. This can include exiting the employee or extending their probation to provide further evidence for a final decision on their suitability. (a) The number of staff who were not retained for employment following completion of their probationary period was fewer than or equal to five in each of the last five years. (b) Information on staff whose probationary period was extended was not held centrally prior to 2024-25. For the last two years, for which data is available, the number of staff who had their probationary period extended was also fewer than or equal to five in each year.

Communities and Local Government, how many staff have left his Department in each of the last five years, listed by grade.

Information on the number of civil servants leaving each government department and organisation by responsibility level for the years 2021 to 2025 is published annually through the ‘Civil Service data browser’ as part of Civil Service Statistics 2025, an accredited official statistics publication. Information can be accessed through the Civil Service data browser for 2021 through 2025 at the following web address: https://civil-service-statistics.jdac.service.cabinetoffice.gov.uk/.

Communities and Local Government, how many employment tribunal claims (a) for unfair dismissal and (b) under the Equality Act 2010 have been brought against his Department in each of the last five years.

The Department had less than 5 employment tribunal claims brought in each of the last five years.

Communities and Local Government, how many performance reviews were undertaken for staff in (a) his Department and (b) its agencies in each of the last five years; in how many cases performance was rated as unsatisfactory or below; how many staff left as a result of such a rating; and what proportion of full-time equivalent staff this represented.

The information requested could only be provided at a disproportionate cost and time to the department.

Innovation and Technology, how many staff left her Department in each of the last five years, listed by grade.

Information on the number of civil servants leaving each government department and organisation by responsibility level for the years 2021 to 2025 is published annually through the ‘Civil Service data browser’ as part of Civil Service Statistics 2025, an accredited official statistics publication. Information can be accessed through the Civil Service data browser for 2021 through 2025 at the following web address:Civil Service statistics - GOV.UK

How many staff in his Department are recorded as having a (a) mental health condition and (b) physical disability by grade.

Information on the number of people declaring a disability in department for Business and Trade (DBT) are published annually as part of Civil Service Statistics 2025, an accredited official statistics publication. The latest published data is accurate as of 31 March 2025 and can be found at Table 29 of the statistical tables at the following web address:https://www.gov.uk/government/statistics/civil-service-statistics-2025As of 31 March 2025, a) 61 civil servants had self-reported having a Mental Ill Health condition and b) 102 civil servants had self-reported as having a Physical Disability (Facial Disfigurement, Speech impairment, Hearing Impairment, Manual Dexterity Condition, Mobility Condition or a Visual Impairment) in DBT. Here is the breakdown by grade:A) Self-Reported Mental Ill Health Condition by GradeGrade CountAO/EO7HEO18SEO19G712G6Less than 5All SCSLess than 5Total61*b) Self-Reported Physical Disability by GradeGrade CountAO/EO6HEO25SEO23G733G68All SCS7Total102**As of March 2025, 61.6% of civil servants in DBT self-reported their disability status. Not all individuals who reported a disability provided information on the type or nature of their disability or condition.Information for 31 March 2026 is due for publication in July 2026.

How many staff in his Department are recorded as having a (a) mental health condition and (b) physical disability by grade.

Information on the number of people declaring a disability by each Government Department is published annually as part of Civil Service Statistics 2025, an accredited official statistics publication. Latest published data as at 31 March 2025 can be found at Table 29 of the statistical tables at the following web address: https://www.gov.uk/government/statistics/civil-service-statistics-2025 Information on mental health conditions or type of disability is not reported as part of the Annual Civil Service Employment Survey, however the Ministry of Defence (MOD) does record them based on voluntary self-declarations which is then recorded on the MOD’s HR systems. The tables below outline the number of recorded Physical and Mental Health disabilities within the department as at 31 October 2025. Physical DisabilityPaid Grade GroupingTotalSenior Civil Service17Senior Leadership Group6Grade 649Senior Professional35Grade 7103Professional I106Senior Executive Officer277Professional II243Higher Executive Officer365Senior Technical Specialist I160Executive Officer323Senior Technical Specialist II66Administrative Officer390Technical Specialist I70Administrative Assistant117Apprentice≤5Graduate≤5NHS Grades17Outside Banding Structure≤5Retained Grades61Skillzone 114Skillzone 258Skillzone 332Skillzone 46Total 2,522 Mental Health DisabilityPaid Grade GroupingTotalSenior Civil Service7Senior Leadership Group≤5Grade 617Senior Professional11Grade 747Professional I45Senior Executive Officer125Professional II112Higher Executive Officer164Senior Technical Specialist I135Executive Officer138Senior Technical Specialist II38Administrative Officer148Technical Specialist I42Administrative Assistant55Apprentice7Graduate≤5NHS Grades11Retained Grades24Veterans Agency≤5Skillzone 1≤5Skillzone 218Skillzone 38Skillzone 4≤5Total1,166 Please note that the data in these tables do not reflect the actual numbers of MOD employees with a mental health or physical condition, but the number of employees who have self-voluntarily recorded their condition as a disability. Where figures are less than or equal to 5, the data is shown as ‘≤5’ to avoid identifying the individuals concerned.

How many staff left his Department in each of the last five years by grade.

The table below shows the outflow of Ministry of Defence Civil Servants by grade within the last five years. Grade2020-212021-222022-232023-242024-25Senior Civil Service4673546372Grade 673140132137138Grade 7259411358551429SEO510922947993876HEO8001,2001,2071,1131,044EO7241,088969873745AO9491,5371,4531,5561,347AA309412446455478Other Grades8812045722540Total3,7585,9036,0235,9665,169

How many performance reviews were undertaken for staff in (a) his Department and (b) its agencies in each of the last five years; in how many of those cases performance was rated as unsatisfactory or below; how many staff left as a result of such a rating; and what proportion of full-time equivalent staff this represented.

It is taking time to collate the required information to answer the hon. Member's Question. I will write to him when the information is available, and a copy of this letter will be placed in the Library of The House.

How many staff in his Department (a) did not retain employment following the completion of their probationary period and (b) had their probationary period extended in each of the last five years.

Department for Business and Trade’s (DBT) probation policy and guidance advises managers on the steps to take to assess a new employee’s suitability for the post and to provide support to enable them to succeed. It also advises on the steps to take where performance, attendance or conduct are not satisfactory. This can include exiting the employee or extending their probation to provide further evidence for a final decision on their suitability.DBT recoded fewer than five staff members who were recruited into the civil service and did not pass their probation, and were subsequently dismissed, since DBT was created in 2023. Information on staff who had their probationary period extended is not available.

How many staff in his Department (a) did not retain employment following the completion of their probationary period and (b) had their probationary period extended in each of the last five years.

Ministry of Defence probation policy and guidance advises managers on the steps to take to assess a new employee’s suitability for the post and to provide support to enable them to succeed. It also advises on the steps to take where performance, attendance or conduct are not satisfactory. This can include exiting the employee or extending their probation to provide further evidence for a final decision on their suitability. The table below shows the number of probations which were extended, and the number of staff who did not retain employment following the completion of their probationary period for the last five years: YearExtended ProbationsNot retained after probation2020*912021*216202284274202317532220241572382025 (up to 31 Oct)47131Total 4631272*The number of probations extended in the year 2020 and 2021 is not centrally held.