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To ask His Majesty's Government what calculation has been made by the Construction Industry Training Board regarding the dropout of workers from the construction industry in the past five years.
To ask His Majesty's Government what calculation has been made by the Construction Industry Training Board regarding the dropout of workers from the construction industry in the past five years.
Based on its analysis of nationally available labour market data, the Construction Industry Training Board (CITB) estimate that, on average, around 200,000 workers entered the construction industry and around 209,000 workers left industry each year over the past five years. The CITB has since observed that both inflows and outflows have declined and is undertaking further analysis.
The CITB publishes its assessments of labour turnover, workforce retention and workforce mobility through its Industry Picture, Construction Workforce Outlook and Workforce Mobility and Skills research programmes.
To ask His Majesty's Government what assessment has been made by the Construction Industry Training Board of the dropout of workers from the construction industry in the past five years.
To ask His Majesty's Government what assessment has been made by the Construction Industry Training Board of the dropout of workers from the construction industry in the past five years.
Analysis undertaken by the Construction Industry Training Board (CITB) indicates that most exits from the construction industry are associated with retirement and health-related economic inactivity.
The CITB's findings show that workers aged 55 and over account for a significant proportion of departures from the industry. It also identifies early-career attrition as an important workforce challenge, as workers who leave at an early stage may not remain in the sector long enough to develop and pass on skills and experience.
Research conducted by CITB indicates that workers considering leaving construction frequently cite the desire for less physically demanding work, better working conditions and working closer to home as important factors. The CITB continues to monitor workforce retention and labour flows through its labour market intelligence and forecasting activity.
To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, pursuant to the answer of 13 July 2026 to Question 15714 on Lord Mandelson, for what reason the business case was not sent to Ministers in her Department.
To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, pursuant to the answer of 13 July 2026 to Question 15714 on Lord Mandelson, for what reason the business case was not sent to Ministers in her Department.
To ask the Minister for the Cabinet Office, what assessment has been made by the (a) Civil Service People Group and (b) Cabinet Office of whether the normal processes were followed when Oliver Robbins was dismissed as Permanent Secretary.
To ask the Minister for the Cabinet Office, what assessment has been made by the (a) Civil Service People Group and (b) Cabinet Office of whether the normal processes were followed when Oliver Robbins was dismissed as Permanent Secretary.
To ask the Minister for the Cabinet Office, pursuant to the Answer of 15 June 2026 to Question 3344 on Senior Civil Servants: Termination of Employment, what was the type of Civil Service exit that Cabinet Secretaries have departed under since July 2024.
To ask the Minister for the Cabinet Office, pursuant to the Answer of 15 June 2026 to Question 3344 on Senior Civil Servants: Termination of Employment, what was the type of Civil Service exit that Cabinet Secretaries have departed under since July 2024.
It is a longstanding policy not to comment on HR matters.
Details of any payments made to permanent secretaries are published in their relevant Department Annual Report and Accounts.
To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, with reference to the statement of 11 March 2026, Official Report, Column 364, on Lord Mandelson: Response to Humble Address Motion, for what reason she did not receive the request to approve the exit payment to Lord Mandelson.
To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, with reference to the statement of 11 March 2026, Official Report, Column 364, on Lord Mandelson: Response to Humble Address Motion, for what reason she did not receive the request to approve the exit payment to Lord Mandelson.
The process around approval of the payment was set out by the Chief Secretary to the Prime Minister in his statement to the House on 11 March. When officials at the Foreign, Commonwealth and Development Office (FCDO) submitted the business case to HM Treasury, it was copied to individuals in the Cabinet Office and in No10 Downing Street, but was not sent to any FCDO ministers.
To ask the Secretary of State for Transport, pursuant to the answer of 15 June 2026 to Question 6815, on Chris Gibb, for what reason was the appointment of Mr Gibb terminated by Sir Andrew Haines.
To ask the Secretary of State for Transport, pursuant to the answer of 15 June 2026 to Question 6815, on Chris Gibb, for what reason was the appointment of Mr Gibb terminated by Sir Andrew Haines.
Chris Gibb was dismissed as a non-executive director of DfT Operator Limited after breaching his contract. This led the Chair to lose trust and confidence in his ability to carry out the duties of a non-executive director.
To ask His Majesty's Government what has been the drop out rate of student teachers from Teach First for each of the last five years.
To ask His Majesty's Government what has been the drop out rate of student teachers from Teach First for each of the last five years.
Data provided in this response is specifically in relation to the High Potential Initial Teacher Training programme (HPITT) delivered by Teach First.
The table below shows the total student teachers recruited to the HPITT programme in each of the last five cohorts.
Cohort Year | Total trainees on HPITT programme. |
2021 | 1,518 |
2022 | 1,394 |
2023 | 1,334 |
2024 | 1,415 |
2025 | 1,434 |
The table below shows the percentage of trainees who completed the two year programme and overall dropout rate. For cohorts 2024/2025, we have provided our current performance data (correct at 31 May 2026) with actuals due to be confirmed at milestone points in the future.
Cohort Year | Total trainees in cohort | % of trainees completing the two-year programme | % drop out rate from programme |
2021 | 1,518 | 82% | 18% |
2022 | 1,394 | 75% | 25% |
2023 | 1,334 | 78% | 22% |
2024 | 1,415 | 79% (TBC - due August 26) | 21% (TBC) |
2025* | 1,434 | 91% (TBC - due August 27) | TBC |
Data for the 2025 cohort is based on the current withdrawal rates in year 1 of the program as provided by Teach First.
The table below shows the spending for the last five financial years on the HPITT programme (ex VAT).
Financial year | Total cost in financial year |
21/22 | £37,506,990 |
22/23 | £25,696,327 |
23/24 | £21,057,427 |
24/25 | £22,172,463 |
25/26 | £22,981,020 |
This data is reported monthly by the department via a transaction report. We have provided a total of 12 months of financial data together within the table for each financial year. Individual reports are available on GOV.UK.
To ask the Secretary of State for Transport, pursuant to the answer of 2 June 2026 to Question 3823 on Chris Gibb, whether officials in her Department played in a role in the termination of Chris Gibb's appointment.
To ask the Secretary of State for Transport, pursuant to the answer of 2 June 2026 to Question 3823 on Chris Gibb, whether officials in her Department played in a role in the termination of Chris Gibb's appointment.
It was the DFT Operator Chair, Sir Andrew Haines, who decided to terminate Chris Gibb’s appointment. The Chair notified Department for Transport officials, as is usual.
To ask the Minister for the Cabinet Office, how many Cabinet Secretaries and Permanent Secretaries have left the Civil Service through mutually agreed exits since 4 July 2024.
To ask the Minister for the Cabinet Office, how many Cabinet Secretaries and Permanent Secretaries have left the Civil Service through mutually agreed exits since 4 July 2024.
No Cabinet Secretaries or Permanent Secretaries have left through ‘mutually agreed exits’.
A mutually agreed exit is defined as a form of negotiated exit under the terms of the Civil Service Compensation Scheme (CSCS).
Details of any payments made to permanent secretaries are published in their relevant Department Annual Report and Accounts.
To ask the Minister for the Cabinet Office, what is the policy of the (i) Civil Service People Group and (ii) Cabinet Office on whether departing (a) Senior Civil Servants, (b) Permanent Secretaries and (c) Cabinet Secretaries should have an formal exit interview as part of their departure.
To ask the Minister for the Cabinet Office, what is the policy of the (i) Civil Service People Group and (ii) Cabinet Office on whether departing (a) Senior Civil Servants, (b) Permanent Secretaries and (c) Cabinet Secretaries should have an formal exit interview as part of their departure.
Departments are required to offer exit interviews to all resigning Senior Civil Servants. The Cabinet Office follows the central policy.
To ask the Secretary of State for Transport, with reference to the answer of 28 April 2026 to Question HL16577 on Chris Gibb, whether Ministers requested that termination.
To ask the Secretary of State for Transport, with reference to the answer of 28 April 2026 to Question HL16577 on Chris Gibb, whether Ministers requested that termination.
Ministers did not request the termination of Chris Gibb’s appointment.
To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, whether Oliver Robbins was (a) dismissed or (b) resigned.
To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, whether Oliver Robbins was (a) dismissed or (b) resigned.
Based on the long-standing practices in place under successive governments, the Foreign, Commonwealth and Development Office does not routinely comment on the individual terms and conditions of employment, or other personnel matters, relating to individual civil servants.
To ask the Secretary of State for Work and Pensions, what steps he is taking to reduce the number of women leaving the workforce due to menopause-related health issues.
To ask the Secretary of State for Work and Pensions, what steps he is taking to reduce the number of women leaving the workforce due to menopause-related health issues.
The government is committed to tackling the challenges women face in the labour market at every stage of life, and with the right menopause workplace support, we can help unlock the full talent and creativity of women across the country.
As part of the Employment Rights Act 2025, the government committed to supporting women experiencing menopause in the workplace by encouraging employers with 250 or more employees to produce an action plan, from April 2026, covering the steps they are taking to support employees experiencing the menopause.
As part of the plan to Make Work Pay, the government also committed to publishing guidance, including for small employers, on measures relating to uniform and temperature, flexible working and recording menopause-related leave and absence. This is available on the Advisory, Conciliation and Arbitration Service (ACAS) website.
On 1 April 2026, Mariella Frostrup was appointed as the government’s Women’s Employment Ambassador, building on her work over the past 18 months as Menopause Employment Ambassador, where she raised awareness and strengthened employer understanding of menopause in the workplace.
In this expanded role, she is championing women’s health across the life course, ensuring menopause remains a key priority, and working with employers to improve workplace support, raise awareness of key health issues and highlight women’s economic contribution.
To ask the Secretary of State for Health and Social Care, what proportion of GPs have left each ICB in the last 12 months.
To ask the Secretary of State for Health and Social Care, what proportion of GPs have left each ICB in the last 12 months.
Thanks to actions taken by this Government, we have the highest number of fully qualified general practitioners (GPs) since 2015, and steps are being taken to grow the GP workforce further. The national leaver rate was 7.8% in the period covering March 2025 to March 2026.
The table below shows the proportion of fully qualified GPs who have left each integrated care board, and the total change in full-time equivalent (FTE) fully qualified GPs employed by practices from March 2025 to March 2026.
ICB Name | Headcount leaver rate | Change in FTE fully qualified GPs employed by practices |
NHS Bristol, North Somerset and South Gloucestershire ICB | 7.6% | 12 |
NHS Surrey Heartlands ICB | 6.8% | 20 |
NHS Shropshire, Telford and Wrekin ICB | 9.5% | 1 |
NHS Bedfordshire, Luton and Milton Keynes ICB | 10.3% | 47 |
NHS North West London ICB | 7.3% | 1 |
NHS South West London ICB | 7.5% | 22 |
NHS Devon ICB | 6.6% | 25 |
NHS Gloucestershire ICB | 7.4% | 2 |
NHS Dorset ICB | 7.5% | -2 |
NHS Sussex ICB | 6.3% | 25 |
NHS Hampshire and Isle Of Wight ICB | 7.5% | 47 |
NHS Birmingham and Solihull ICB | 7.7% | 71 |
NHS Lincolnshire ICB | 14.1% | -7 |
NHS Black Country ICB | 7.1% | 12 |
NHS Coventry and Warwickshire ICB | 7.7% | 12 |
NHS Cambridgeshire and Peterborough ICB | 8.8% | 12 |
NHS Greater Manchester ICB | 6.8% | 62 |
NHS North East and North Cumbria ICB | 8.2% | 12 |
NHS Humber and North Yorkshire ICB | 10.2% | -5 |
NHS West Yorkshire ICB | 5.0% | 26 |
NHS South East London ICB | 9.2% | 14 |
NHS North Central London ICB | 7.1% | 25 |
NHS Bath and North East Somerset, Swindon and Wiltshire ICB | 7.0% | 10 |
NHS Somerset ICB | 11.0% | 1 |
NHS Kent and Medway ICB | 8.2% | 53 |
NHS Frimley ICB | 9.5% | 22 |
NHS Buckinghamshire, Oxfordshire and Berkshire West ICB | 7.7% | 69 |
NHS Staffordshire and Stoke-on-Trent ICB | 9.1% | -5 |
NHS Northamptonshire ICB | 8.2% | 6 |
NHS Suffolk and North East Essex ICB | 7.2% | 0 |
NHS Hertfordshire and West Essex ICB | 7.1% | -6 |
NHS Cheshire and Merseyside ICB | 8.1% | 26 |
NHS North East London ICB | 7.7% | 1 |
NHS Cornwall and The Isles Of Scilly ICB | 8.4% | -5 |
NHS Herefordshire and Worcestershire ICB | 4.6% | 8 |
NHS Derby and Derbyshire ICB | 9.7% | -3 |
NHS Leicester, Leicestershire and Rutland ICB | 6.7% | 0 |
NHS Nottingham and Nottinghamshire ICB | 9.6% | 1 |
NHS Mid and South Essex ICB | 7.9% | -13 |
NHS Norfolk and Waveney ICB | 8.8% | -7 |
NHS Lancashire and South Cumbria ICB | 6.7% | 26 |
NHS South Yorkshire ICB | 8.4% | 6 |
Notes:
- data does not include estimates for practices that did not provide fully valid staff records;
- data does not include GPs employed in primary care networks;
- data does not include GPs who moved from one ICB to another during the reporting period;
- the headcount percentage of GPs leaving is calculated based on the period in which the GP last appeared. It indicates the percentage of the cohort workforce that left the cohort prior to the next data extract; and
- leavers are GPs whose identifying information was present in the relevant dataset at the beginning but not at the end of the specified time period.
To ask the Minister for the Cabinet Office, pursuant to the answer of 16 April 2026, to Question 122717, on Civil Service: Redundancy, whether the departures of (a) Sir Simon Case, (b) Sir Chris Wormald and (c) Sir Oliver Robbins fall under the classification of Mutually Agreed Exits, as set...
To ask the Minister for the Cabinet Office, pursuant to the answer of 16 April 2026, to Question 122717, on Civil Service: Redundancy, whether the departures of (a) Sir Simon Case, (b) Sir Chris Wormald and (c) Sir Oliver Robbins fall under the classification of Mutually Agreed Exits, as set...
It is a longstanding policy not to comment on HR matters.
I refer to my answer for PQ 88716. Details of any payments made to permanent secretaries are published in their relevant Department Annual Report and Accounts.
To ask the Secretary of State for Work and Pensions, how many staff have (a) had their employment contract terminated and (b) resigned in (i) Jobcentre Plus, (ii) the Pension Service, and (iii) the Child Maintenance Service since January 2025.
To ask the Secretary of State for Work and Pensions, how many staff have (a) had their employment contract terminated and (b) resigned in (i) Jobcentre Plus, (ii) the Pension Service, and (iii) the Child Maintenance Service since January 2025.
The data relates to DWP leavers within Child Maintenance Service, Retirement Services, and Universal Credit Operations. It includes both paid and unpaid leavers and covers the period from 1 January 2025 to 31 March 2026.
Directorates | Dismissal | Resignation | Grand Total |
CHILD MAINTENANCE SERVICE | 41 | 206 | 247 |
RETIREMENT SERVICES | 53 | 151 | 204 |
UC OPERATIONS | 441 | 1579 | 2020 |
Grand Total | 535 | 1936 | 2471 |
To ask the Minister for the Cabinet Office, how many staff members have left their roles working in 10 Downing Street in each of the last 12 months; and how many of those received a redundancy payment in each of the last 12 months.
To ask the Minister for the Cabinet Office, how many staff members have left their roles working in 10 Downing Street in each of the last 12 months; and how many of those received a redundancy payment in each of the last 12 months.
Data on the number of officials in the Cabinet Office is published monthly at https://www.gov.uk/government/publications/cabinet-office-workforce-management-data-2023-to-2024. Business Unit level data including for Business Units in Number 10 Downing Street is published quarterly at https://www.data.gov.uk/dataset/ff76be1f-4f37-4bef-beb7-32b259413be1/organogram-cabinet-office. We do not routinely comment on individual HR matters.
To ask the Secretary of State for Health and Social Care, how much has been spent by East of England Ambulance Service NHS Trust on (a) legal fees and (b) other costs associated with terminating the employment of David Perrin and defending legal action brought by him.
To ask the Secretary of State for Health and Social Care, how much has been spent by East of England Ambulance Service NHS Trust on (a) legal fees and (b) other costs associated with terminating the employment of David Perrin and defending legal action brought by him.
National Health Service trusts are separate legal entities and handle their own employment matters in accordance with employment law and regulatory requirements. The Department does not centrally hold information on legal fees or other costs incurred by individual trusts in specific employment cases.
To ask the Secretary of State for Work and Pensions, what the average response time for a) Jobcentre Plus, b) Child Support Agency, c) Child Maintenance Service, and d) the Pension Service as of April 2026.
To ask the Secretary of State for Work and Pensions, what the average response time for a) Jobcentre Plus, b) Child Support Agency, c) Child Maintenance Service, and d) the Pension Service as of April 2026.