The requested information is not centrally held and complying with this request would incur a disproportionate cost to the department.

HM Treasury’s approach to employ those with a criminal record is assessed at national security level and all decisions are made in line with Cabinet Office’s Security Vetting Guidance.

The number of Civil Servants employed by HM Treasury as at the closest month end dates to those requested are:

National Statistics on Civil Service employment numbers, both overall and by department, are published each quarter by the Office for National Statistics (ONS) as part of their Public Sector Employment statistical release.

The latest figures were published 13 September 2022 and showed the position as at 30 June 2022. The next figures will be published 13 December for the end of September position.

More timely workforce information is also published by departments in the interests of transparency on gov.uk each month. This monthly workforce management information (MWMI) includes additional breakdowns on department and agency employment numbers e.g. showing contingent labour, grade breakdowns and associated costs.

The department continued to grow throughout 2020-21, as work on planning the transition from our exit from the EU continued and the department responded to the COVID-19 crisis. In 2021-22 the Treasury continued to respond to COVID-19 and to Russia’s invasion of Ukraine, and took on new responsibilities such as the establishment of the UK Infrastructure Bank, as well as setting up the new economic campus in Darlington. The size of the Treasury’s workforce in 2021- 22 remained broadly consistent with that of the previous year.

Treasury will meet its departmental Spending Review commitments, in doing this we will continue to seek opportunities for efficiencies, in line with the steer in the Autumn Statement.

HMT takes a flexible and dynamic approach to resourcing in order to meet Government priorities. Many staff working on matters related to COVID-19 do so alongside its other policy priorities. We do not routinely record the number of full time equivalent civil servants who work on individual policy initiatives.

As at end March 2022, HM Treasury had 2,045 paid full time equivalent staff https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1092103/HMT_Annual_Report_and_Accounts_2021-22.pdf

In common with countries around the world, the UK is experiencing global inflationary forces. We are taking action to support the country through that, with £37 billion of support targeted at the most vulnerable, but also focused on the long term in combating inflation and reducing prices through supply-side reforms, responsible fiscal policy, and a strong and forceful independent monetary policy.

The department has recorded losses and special payments below £300,000 for the years in question as follows:

Throughout the pandemic, the Treasury has followed government guidance in setting out its internal COVID-19 related policies. The Treasury continues to follow this guidance and align its policies accordingly.

Throughout the pandemic, the Civil Service / HM Treasury and its agencies and related bodies has followed, and continues to follow, the latest government guidance in relation to managing the risk of COVID-19 in the workplace, including any variations between the four nations of the UK.

In England, the BEIS ‘Working Safely during coronavirus (COVID-19)’ guidance provides sensible precautions employers can take to manage risk and support their staff. The guidance is available via this link: https://www.gov.uk/guidance/working-safely-during-covid-19/offices-factories-and-labs#offices-7-2.

It is for individual employers to determine which mitigations are appropriate to adopt as they review their workplace risk assessments in light of the updated guidance. Face coverings, which are no longer required by law, are one possible mitigation employers could adopt if the situation warranted it.

HM Treasury fully supports individuals who choose to wear a face covering in the workplace.

The Government does not believe that such training achieves its intended aims, and after the announcement in December, the Treasury removed all unconscious bias training and reference to it from our online learning management system. We have also stopped this being mandatory training for new starters.

The Treasury believes that no one should suffer unfair treatment because of their gender. As such, it conducts internal communications activity around International Men’s Day as it does with other awareness days.

International Men’s Day offers an opportunity to highlight where we need to do more to improve outcomes for men and boys, as well as an opportunity to talk about some of the work being done across Government to tackle those issues.

This work includes preparation for an Employment Bill which, subject to further consultation, will make flexible working the default unless employers have good reason not to; and delivering the Suicide Prevention Workplan, which sets out action that is being taken across Government departments and the NHS to reduce suicides, including amongst men.

The Government is committed to levelling up opportunity and ensuring fairness for all - regardless of gender or background.

From the period of 6th October 2019 to 7th October 2020, the biggest pay rises HM Treasury awarded were:
 In cash terms, £8000, or
 In percentage terms, 7.3%.

To note, the increases above exclude pay rises as a result of promotions or equivalent.

HM Treasury owns two Union Flags, one St George’s flag, and one Scottish Saltire.

HM Treasury flies the Union Flag daily at 1 Horse Guards Road. Any national flags are flown as and when required.

The Scottish Saltire and flag of Wales have not been flown at 1 Horse Guards Road.

The St George’s flag has been flown twice in 2018 and on five occasions in 2019. It has not yet been flown in 2020.

No one should suffer unfair treatment because of their gender. Every year International Men’s Day offers an opportunity to highlight how outcomes for men and boys can be improved and to talk about some of the important work going on every day across Government to do this.

The work ranges from the introduction of shared parental leave, which allows men to take time away from the workplace and bond with their new children, benefitting that crucial long-term relationship for both parent and child, to our programme tackling LGBT bullying in schools which seeks to protect those who may be victimised by outdated and stereotypical ideas of what it means to be a ‘real man’.

Government is also working with local authorities to ensure their suicide prevention plans support more men, and in the Domestic Abuse Bill we propose to create a statutory definition of domestic abuse that makes clear men also can be victims of this abhorrent crime.

HM Treasury employs 60 chartered accountants.

HMT published an updated Single Departmental Plan on 23 May 2018. This set out the department’s main policy objectives and how it will achieve them. Single Departmental Plans will be revised annually to reflect new priorities or changes in responsibilities.

The number of contractors employed at HM Treasury is publicly available at https://www.gov.uk/government/collections/workforce-management--2

Information regarding the duration of individual contracts is not readily available and could be provided only at disproportionate cost.

There are no contractors currently employed by HM Treasury paid more than £1000 a day.

In 2017/18 the Government Car Service allocated one car to the Treasury. This is jointly shared by the Chancellor and the Chief Secretary to the Treasury.

HM Treasury has introduced 41 regulations as a result of EU legislation since 23 June 2016.

In 2018, we expect to introduce a further 5 regulations beyond those already laid this year.

The number of regulations to be introduced in 2019 is subject to ongoing negotiations.

All regulations implementing EU legislation that have been introduced since 2013 and impact assessments, where available, can be found on www.legislation.gov.uk.

This PQ can only be responded to fully at a disproportionate cost as data held includes other salary increases (e.g. promotion increases) besides the annual pay award increases.

The annual pay awards for the delegated grades (i.e. below Senior Civil Service) have been applied in accordance with HM Treasury pay guidance that restricts increases in paybill to an average of one per cent across all staff. Over the last few years, the department has targeted pay awards so that lower paid staff receive higher awards than those at the top of pay ranges.

The annual pay arrangements for the Senior Civil Service are based on the outcomes of the Senior Salaries Review Body Report and the Government’s response to its recommendations. The arrangements are applied centrally by Cabinet Office. Over the last three years, pay awards for HM Treasury senior civil servants have based on their performance and their position in the pay range. Overall, an average award of 1% has applied to this group of staff, in each year.