It was great to be at the headquarters of what3words for the speech by my right hon. Friend the Chancellor of the Duchy of Lancaster about moving fast and fixing things. Three words to describe the previous Government are: total utter shambles. Does my right hon. Friend agree that public services must be not only value for money, but delivered quickly, and must have Labour values at their very heart?

What steps he is taking to develop the Government's approach to public sector reform.

The last Government left the public services on which our constituents rely on their knees, with many just about keeping their head above water, and the Probation Service is no different. Since being elected, I have come to understand the dire ramifications of what can go wrong when local probation services are not performing to the standard that local people should expect, especially when it comes to the suitable placement and proper monitoring of serious offenders post release. What engagement is taking place between the Cabinet Office and the Ministry of Justice to ensure that when errors are made by local probation delivery units, there is proper accountability and corrective measures are taken to protect our constituents from those who could still cause them harm?

In my constituency, organisations such as Just the Job, Yatton House, Northdale and Chopsticks provide valuable services for adults with complex disabilities and learning difficulties, so will the Minister join me in commending them? May I urge him to continue the work that I know his Department is doing on exploring where local voluntary and charitable organisations can play an effective and efficient role in delivering public services for local communities?

I thank the Minister for his very positive answers. What steps have been taken to improve community healthcare services, to ease the pressures on our hospitals and encourage more care in local areas?

The Prime Minister has asked me to help drive the Government’s delivery of the public’s priorities: boosting living standards, fixing our NHS and securing our borders. I and the team are focused on changing how Government works, to build the foundations of a modern British state that delivers for the British people, using modern technology with more accountability and by breaking down silos and outdated hierarchy.

Could my right hon. Friend outline what role he thinks digital ID could play in supporting public sector reform?

The Prime Minister has asked me to help drive the Government’s delivery of the public’s priorities: boosting living standards, fixing our NHS and securing our borders. I and the team are focused on changing how Government works, to build the foundations of a modern British state that delivers for the British people, using modern technology with more accountability and by breaking down silos and outdated hierarchy.

The government has committed to invest in upgrading essential digital infrastructure, modernise public services and drive a major overhaul in government productivity and efficiency by harnessing the power of Artificial Intelligence (AI). The Spending Review 2025 sets out plans for a step change in investment in digital and AI across public services, including an uplift of £1.2 billion for the Department for Science, Innovation and Technology (DSIT) to drive forward cross-cutting digital and AI priorities.

HM Treasury has not made a central assessment of AI adoption costs and savings in each public service area. The Office for Budget Responsibility (OBR) provides independent analysis of the UK's public finances and publishes the Fiscal Risk and Sustainability Report and, as such, determine the scope and details within the report. The OBR has full discretion over the judgements underpinning their forecasts.

The figure of £45 billion in annual savings and productivity gains, published in ‘A blueprint for modern digital government’, represents a long-term estimate of the potential benefits for the digital transformation of the public sector. Spending Review 2025 sets out plans for a step change in investment in digital and artificial intelligence (AI) across public services.

Over the Spending Review period, the government will build strong digital and technology foundations, tackle urgent cybersecurity and technical resilience risks, modernise public service delivery, and drive a major overhaul in government productivity and efficiency. All departments will deliver at least 5% savings and efficiencies by 2028‑29. The Office for Value for Money has worked closely with departments to agree bespoke and stretching technical efficiency targets, underpinned by credible delivery plans.

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Pay for most public sector workforces is set based upon recommendations produced by respective independent Pay Review Bodies (PRBs). The PRBs consider a range of evidence when forming their recommendations, including the need to recruit, retain and motivate suitably able and qualified people; the financial circumstances of Government; the Government's policies for improving public services; and the Government's inflation target.

The last government neglected public sector pay for 14 years, leaving public services unable to recruit and keep the staff they need. That is why going forward, we want to make sure our public services can attract and keep the talent they need, as to ensure that those services provide a firm foundation for economic growth.

As part of achieving this, every 2025/26 pay award announced by the Government to date is above forecast inflation over the 2025/26 pay year, delivering another real-terms pay rise on top of the one the Government provided for 2024/25.

Furthermore, this Government remains committed to the independent Pay Review Body process as the established mechanism for determining pay uplifts for most public sector workers. It has operated for over four decades, provides independent advice and is a neutral process in which all parties play a role; which the unions campaigned to establish in the first place.

However, we recognise that faith in the Pay Review Body process had fallen in recent years, and so we are committed to bringing pay awards earlier in the pay year. That is why this Government announced pay awards for many workforces over two months earlier than last year. Additionally, we will be remitting PRBs for the next pay round shortly to put an end to pay awards being delivered late, ensuring that our valued public sector workers receive pay awards closer to the start of the pay year.

Public Sector pay rises will be funded from Departmental Budgets across the Parliament – there is no centrally provided funding available for pay rises.

Departments have set out in their evidence to the Pay Review Bodies (PRBs) what is affordable for 2025-26 pay awards for their workforces. Departmental budgets for 2026-27 onwards are subject to the ongoing Spending Review.

It is possible for members of the main statutory Public Service Pension Schemes to return to public service employment after retiring and taking pension. The rules on further employment of individuals who are in receipt of relevant pension benefits are set out in scheme regulations for each of the workforces. Some Public Service Pension Schemes also allow for partial retirement, where a member can draw their accrued pension and continue working.

HM Treasury and responsible departments are supporting public service pension schemes to ensure they are able to provide a timely remedy to affected members. HMRC has issued a range of tax guidance to assist pension schemes in administering the McCloud remedy and will continue to keep this updated.

HM Treasury and responsible departments are supporting public service pension schemes to ensure they are able to provide a timely remedy to affected members. HMRC has issued a range of tax guidance to assist pension schemes in administering the McCloud remedy and will continue to keep this updated.