Written questions by Braverman.

Whether his Department is taking steps to formally recognise the contribution of community pharmacies to (a) NHS service delivery and (b) public health outcomes.

This Government has repeatedly publicly recognised the valuable contribution to the National Health Service that community pharmacy makes as an easily accessible ‘front door’ to the NHS, delivering a range of clinical services, providing access to medicine and supporting a range of public health outcomes.That is why we agreed to increase the community pharmacy contractual framework by £617 million across 2024/25 and 2025/26. This deal represents the largest uplift in funding of any part of the NHS, over 19% across 2024/25 and 2025/26, showing a commitment to rebuilding the sector.We have further recognised, in our 10-Year Health Plan, that we can better use the skills of community pharmacy teams by expanding the services they offer and ensuring their vital role is recognised as we develop Neighbourhood Health Services helping to deliver the shift of care from hospitals into the community.

Food and Rural Affairs, what support is available to farmers facing financial hardship due to (a) extreme weather events and (b) market volatility.

For farm businesses to stay viable in an increasingly uncertain world, they must be able to profit from other activities. The Government is offering a New Deal for Farmers to help address this. We have allocated a record £11.8bn to sustainable farming and food production over this parliament, protected farmers in trade deals and unlocked new markets for British produce, and extended the Season Worker Visa Scheme for 5 years. We have started to make the supply chain fairer, and we want our farmers to be primed to bid for a fair share of the £5 billion pounds a year spent on public-sector food and catering contracts.

Whether her Department has issued guidance to schools that have amended their subject curricula due to staff shortages.

Schools have the flexibility to organise the content and delivery of the curriculum to meet the needs of their pupils and to suit their local contexts.There is no prescription about the number of teaching hours for each subject, or about the format of lessons. It is for schools to decide how much time is spent on any subject.As part of our Plan for Change, the department is committed to recruiting an additional 6,500 new expert teachers across secondary and special schools, and in our colleges, over the course of this Parliament.In 2024/25, we drove forward teacher recruitment and retention, backed by investment of around £700 million across schools and further education. The workforce has grown by 2,346 full-time equivalent between 2023/24 and 2024/25, in secondary and special schools where they are needed most. This includes 1,435 more secondary school teachers and 911 more special and pupil referral unit teachers compared to last year.

Whether she plans to review the effectiveness of the national funding education formula in reflecting socioeconomic disparities within counties.

In the 2025/26 financial year, 10.6% (£5.1 billion) of the schools national funding formula (NFF) has been allocated through deprivation factors, as part of the 17.8% (£8.6 billion) allocated for additional needs overall. The most deprived schools continue, on average, to attract the largest per pupil funding amounts through the schools NFF. This helps schools in their vital work to close attainment gaps.The purpose of the NFF is not to give every school the same level of per pupil funding. It is right that schools with lots of pupils with additional needs, such as those indicated by measures of deprivation, low prior attainment, or English as an additional language, receive extra funding to help them meet the needs of all their pupils.The government will keep the operation of the schools NFF for the 2026/27 financial year and future years under review.

What support her Department is providing to schools in Hampshire schools with (a) increased class sizes and (b) reduced staffing levels due to budget constraints.

Through the dedicated schools grant (DSG), Hampshire is receiving £1.1 billion for mainstream schools in the 2025/26 financial year. That is equivalent to £6,031 per pupil (excluding growth and falling rolls funding), which is an increase of 2.4% per pupil compared to 2024/25.On top of the DSG funding, the department is providing additional funding to support schools with increases to employer National Insurance Contributions, and the costs of the teacher and local government support staff pay awards in 2025/26.The department provides a suite of free tools, guidance and support to help schools better manage their budgets. Schools are already bringing core operating costs down through initiatives such as our new ‘Energy for Schools’ offer. Additionally, they can access services such as the ‘Get Help Buying for Schools’ service to get best value when procuring goods and our ‘Teaching Vacancies Service’ to save recruitment costs.

What steps her Department is taking to support schools with increases in the number of in-year admissions in Hampshire.

The statutory duty to provide sufficient school places sits with local authorities.The department engages with local authorities, including Hampshire County Council, on a regular basis to review their plans for creating additional school places. When local authorities are experiencing difficulties, the department offers support and advice.The department also provides capital funding through the Basic Need grant to support local authorities to meet their statutory duty to secure sufficient school places. Hampshire has been allocated just over £22.2 million to support it to create the mainstream school places needed between May 2024 and September 2028.The Schools Admissions Code also requires every local authority to have a Fair Access Protocol in place, to ensure that vulnerable children, and those who are having difficulty in securing a school place in-year, are allocated a school place as quickly as possible, minimising the time the child is out of school.

What support her Department provides to schools that host PGCE students; and what assessment she has made of the contribution of this to teacher recruitment and retention in Hampshire.

High-quality teaching has the strongest positive impact on pupil outcomes in schools, which is why this government has pledged to recruit an additional 6,500 new expert teachers, including in science subjects, backed by a near 10% pay award since July 2024.To aid recruitment, the department is providing teacher training financial incentives worth nearly £233 million, including bursaries worth up to £29,000 tax-free, and scholarships up to £31,000 tax-free, in science subjects. We are also providing retention incentives for early career science teachers worth up to £6000, with 39 schools in Hampshire qualifying for these.Schools that host trainee placements leading to qualified teacher status, including those studying a PGCE, can claim funding to help cover the time staff members spend mentoring, given the importance of peer-to-peer support. In 2024/25, the department welcomed over 23,100 new postgraduate trainee teachers, an increase of 8% compared to 2023/24. In 2024/25, 399 trainees began postgraduate teacher training in Hampshire, compared to 317 in 2023/24.The department’s interventions are having a positive impact, with the teaching workforce growing by 2,346 full-time equivalent teachers between 2023/24 and 2024/25 in secondary and special schools. In the South East, the number of secondary school teachers increased by 221.

What steps she is taking to help reduce the shortage of science teachers in Hampshire; and what support is available for schools relying on supply staff.

High-quality teaching has the strongest positive impact on pupil outcomes in schools, which is why this government has pledged to recruit an additional 6,500 new expert teachers, including in science subjects, backed by a near 10% pay award since July 2024.To aid recruitment, the department is providing teacher training financial incentives worth nearly £233 million, including bursaries worth up to £29,000 tax-free, and scholarships up to £31,000 tax-free, in science subjects. We are also providing retention incentives for early career science teachers worth up to £6000, with 39 schools in Hampshire qualifying for these.Schools that host trainee placements leading to qualified teacher status, including those studying a PGCE, can claim funding to help cover the time staff members spend mentoring, given the importance of peer-to-peer support. In 2024/25, the department welcomed over 23,100 new postgraduate trainee teachers, an increase of 8% compared to 2023/24. In 2024/25, 399 trainees began postgraduate teacher training in Hampshire, compared to 317 in 2023/24.The department’s interventions are having a positive impact, with the teaching workforce growing by 2,346 full-time equivalent teachers between 2023/24 and 2024/25 in secondary and special schools. In the South East, the number of secondary school teachers increased by 221.

What steps the Health and Safety Executive is taking to ensure that health and safety requirements for young apprentices (a) are proportionate and (b) do not deter employers from offering placements.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

Whether her Department plans to make an assessment of the (a) adequacy and (b) potential impact of the regulatory framework for health and safety on the ability of firms to offer entry-level apprenticeships to young people.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

What assessment her Department has made of the potential impact of health and safety regulations on the ability of small and medium-sized enterprises to take on apprentices aged between 16 and 18.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

What steps her Department is taking to issue guidance to employers on allowing apprentices aged under 18 to access industrial and commercial worksites.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

What guidance the Health and Safety Executive has provided to employers on managing risk for apprentices aged 16 to 18; and whether the Health and Safety Executive plans to review this guidance.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

Whether her Department is taking steps to (a) simplify and (b) clarify health and safety guidance for firms wishing to employ apprentices under the age of 18.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

Whether her Department has received representations from (a) employers and (b) industry bodies on barriers to hiring young apprentices due to health and safety regulations.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

If she will make an assessment of the adequacy of existing guidance issued to retailers on lone working.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

Whether she has considered commissioning a review into the (a) prevalence and (b) potential risks of lone working in the retail sector.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

What steps her Department taking to ensure that retail employers comply with health and safety regulations in relation to lone working.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

Whether her Department is taking steps to support retail workers who report abuse while working alone.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

Communities and Local Government, whether her Department has made an estimate of the potential annual revenue that could be generated by a £1 to £2 levy on all (a) home and (b) vehicle insurance policies for provision to fire and rescue services.

Fire and rescue services in England receive funding from several sources, including a central government grant, local council tax income (precept), and retained business rates allocated by the Ministry of Housing, Communities and Local Government. This funding is distributed through the Local Government Finance Settlement.Any introduction of a statutory levy on home and vehicle insurance as a source of funding to fire and rescue services would require further consideration.