I refer the hon. Member to the answer I gave him on 26 January 2026 to Question 107232.

https://questions-statements.parliament.uk/written-questions/detail/2026-01-20/107232.

Military appointments and promotions are based on merit, and protected characteristics are not used as selection criteria. Consequently, there is no centrally held record linking appointment or promotion decisions to candidates' protected characteristics.

All appointment and promotion decisions are made in accordance with relevant legislation and departmental policy.

At 1 April 2026 (most recently available data) 10.5% of UK full time trade trained army personnel were graded Medically Limited Deployable (MLD). Personnel graded as MND are not fit to deploy on Operations, they may be deployable on UK based exercises and should be able to work effectively for at least 32.5 hours per week. Personnel graded MND may require continued medical care, long term medication and access to secondary care facilities.

14.3% of personnel were graded Medically Limited Deployable (MLD). Personnel with a grade of MLD are medically fit for duty with minor employment limitations. A grade of MLD requires a medical risk assessment to be carried out for deployment. The decision on that deployment will depend on the medical condition, individual function, the proposed employment, length of the deployment and the medical support available. As such, it should not be assumed that only those personnel graded Medically Fully Deployable are able to deploy.

This response presents Medical Deployability Standard (MDS) for all full-time trade trained army personnel, including Gurkhas and reservists.

At 1 April 2026 (most recently available data) 10.4% of Royal Navy personnel and 7.2% of Royal Marines personnel were graded Medically Non-Deployable (MND). Personnel graded as MND are not fit to deploy on Operations, they may be deployable on UK based exercises and should be able to work effectively for at least 32.5 hours per week. Personnel graded MND may require continued medical care, long term medication and access to secondary care facilities.

9.3% of Royal Navy Personnel and 6.8% of Royal Marines personnel were graded Medically Limited Deployable (MLD). Personnel with a grade of MLD are medically fit for duty with minor employment limitations. A grade of MLD requires a medical risk assessment to be carried out for deployment. The decision on that deployment will depend on the medical condition, individual function, the proposed employment, length of the deployment and the medical support available. As such, it should not be assumed that only those personnel graded Medically Fully Deployable are able to deploy.

This response presents Medical Deployability Standard (MDS) for full-time trained personnel as regular untrained personnel cannot deploy.

At 1 April 2026 (most recently available data) 11.6% of UK full-time trained RAF personnel were graded Medically Non-Deployable (MND). Personnel graded as MND are not fit to deploy on Operations, they may be deployable on UK based exercises and should be able to work effectively for at least 32.5 hours per week. Personnel graded MND may require continued medical care, long term medication and access to secondary care facilities.

8.4% of RAF personnel were graded Medically Limited Deployable (MLD). Personnel with a grade of MLD are medically fit for duty with minor employment limitations. A grade of MLD requires a medical risk assessment to be carried out for deployment. The decision on that deployment will depend on the medical condition, individual function, the proposed employment, length of the deployment and the medical support available. As such, it should not be assumed that only those personnel graded Medically Fully Deployable are able to deploy.

This response presents Medical Deployability Standard (MDS) for full-time trained personnel as regular untrained personnel cannot deploy.

Public Sector Equality Duty (PSED) considerations, using Equality Impact Statements, are incorporated within broader policy, decision-making and governance functions undertaken by Ministry of Defence (MOD) staff as part of their wider duties. There are no full-time equivalent posts dedicated exclusively to PSED compliance and thus staffing costs or total annual costs relating solely to PSED compliance are not recorded. The Government Internal Audit Agency provides the MOD’s Permanent Secretary and Committees assurance on systems of governance, risk management and internal control Audit, including PSED. PSED Assurance Reports are not published externally.

The Ministry of Defence has not been able to trace any further records of payments made to Jeffrey Donaldson for any purpose

The Ministry of Defence has not been able to trace any payments made to the Causeway Initiative for Peace-building and Conflict Resolution International for any purpose.

The Ministry of Defence has not been able to trace any further records of payments made to Jeffrey Donaldson for any purpose

The Ministry of Defence has not been able to trace any payments made to the Causeway Initiative for Peace-building and Conflict Resolution International for any purpose.

I refer the hon. Member to the answer given on 16 July 2026 to question 10212.

https://questions-statements.parliament.uk/written-questions/detail/2026-06-16/10212

Joining Forces Credit Union Services (JFCU) is a Ministry of Defence (MOD) backed initiative that provides the Armed Forces community with ethical, not-for-profit financial services. The Credit Unions that form the JFCU run financial resilience sessions online which are promoted by Service welfare teams.

Information on the JFCU is contained on the Discover My Benefits portal (https://discovermybenefits-dev.mod.gov.uk/army/service-benefits/joining-forces-credit-unions/) and is also published on Gov.uk (https://www.gov.uk/veteran-support-organisations/joining-forces-credit-union-services). In addition, Defence Communications run promotional articles on the MOD’s intranet highlighting the benefits provided by the JFCU.

Work is ongoing to improve the transfer of healthcare information; Defence Medical Command (DMedC) is working towards greater interoperability with NHS systems and the electronic transfer of medical records from DMedC to NHS GPs. The aspiration is to ensure seamless care between Defence and civilian health systems, whether joining, serving or leaving the Armed Forces.

Under Programme CORTISONE, the Ministry of Defence (MOD) has awarded a £7.8 million contract to Leeds software company, The Phoenix Partnership, to provide a modern electronic healthcare records system, called SystmOne, for the Armed Forces. This will digitalise military medical records and integrate MOD systems with the NHS.

The Phoenix Partnership is contracted to begin the initial roll out in 2027 and deliver full connectivity with the four NHS nations in 2028.

Work is ongoing to improve the transfer of healthcare information; Defence Medical Command (DMedC) is working towards greater interoperability with NHS systems and the electronic transfer of medical records from DMedC to NHS GPs. The aspiration is to ensure seamless care between Defence and civilian health systems, whether joining, serving or leaving the Armed Forces.

Under Programme CORTISONE, the Ministry of Defence (MOD) has awarded a £7.8 million contract to Leeds software company, The Phoenix Partnership, to provide a modern electronic healthcare records system, called SystmOne, for the Armed Forces. This will digitalise military medical records and integrate MOD systems with the NHS.

The Phoenix Partnership is contracted to begin the initial roll out in 2027 and deliver full connectivity with the four NHS nations in 2028.

As of 3 July 2026, a total of 98,746 members across the active, deferred, and pensioner cohorts have been issued with their RSSs under the Armed Forces Pension Scheme (AFPS). There remains 37,890 members who are still awaiting issuance of their RSS. Of these, 12,123 are pensioner members who left service prior to 1 October 2023.

At this stage, I am unable to provide a specific completion date for all outstanding RSSs. However, the Ministry of Defence (MOD) is committed to keeping members informed and a further update on progress and timescales will be published on the Armed Forces Pensions page. The Armed Forces Pensions page on GOV.UK provides a delivery update and outlines the revised timeline, which can be found at the following link under 'Remediable Service Statement Delivery Update':

https://www.gov.uk/guidance/pensions-and-compensation-for-veterans#remediable-service-statement-delivery-update

As the delay breaches the regulatory deadline, the MOD has reported this matter to the Pensions Regulator and is keeping them informed of our efforts to address the issue. It is important to note that all public sector schemes are facing similar challenges, and this is not a problem exclusive to the AFPS or the MOD.

Work is ongoing to improve the transfer of healthcare information; Defence Medical Command (DMedC) is working towards greater interoperability with NHS systems and the electronic transfer of medical records from DMedC to NHS GPs. The aspiration is to ensure seamless care between Defence and civilian health systems, whether joining, serving or leaving the Armed Forces.

Under Programme CORTISONE, the Ministry of Defence (MOD) has awarded a £7.8 million contract to Leeds software company, The Phoenix Partnership, to provide a modern electronic healthcare records system, called SystmOne, for the Armed Forces. This will digitalise military medical records and integrate MOD systems with the NHS.

The Phoenix Partnership is contracted to begin the initial roll out in 2027 and deliver full connectivity with the four NHS nations in 2028.

The Government fully recognises the benefits of cadets. Participation in the Cadet Forces has significant positive impacts on young people, increasing their performance at school, and improving their employment and career prospects.

The Strategic Defence Review recommended an expansion of in-school and community-based Cadet Forces across the UK of 30% by 2030. This timeline has recently been re-set in the Defence Investment Plan to 2035 as one of the measures required to increase the rate of Armed Forces transformation. Nevertheless, we are continuing to invest to expand and modernise the Cadet Forces and improve opportunities for young people across the UK.

Work is currently underway to determine how the 30% increase in cadet numbers - which equates to an additional 40,000 cadets - will be delivered. We have been undertaking a detailed assessment of the enablers required to support expansion. This is a key element in setting the foundations for sustainable growth.

We are also developing a new Cadets Action Plan which will focus on modernising the cadet experience, providing an attractive offer to retain and recruit adult volunteers, and ensuring that our cadets and volunteers have the right resources and support.

In addition, the first National Cadets Week will be held in October 2026 to celebrate and raise the profile of the Cadet Forces, one of the country's most effective youth organisations. This will showcase the MOD Cadet Forces and give thousands of young people across the country the opportunity to discover the benefits of the cadet experience.

As each session is unique, the time required to prepare Ministers will vary according to the topics being covered and the level of support they require from different areas.

The LGBT Financial Recognition Scheme (FRS) focuses on providing recognition for the harm caused by the policy Defence upheld from 1967 to 2000, when homosexuality was decriminalised in criminal law. Whilst this approach was recommended by Lord Etherton in his Independent Review, the Government acknowledges that LGBT veterans who served prior to 1967 may have had similar experiences to those serving under the Ban.

In recognition of those LGBT personnel who served prior to 1967, Defence has extended four non-financial measures, which make permanent changes to their service history, and aligns with other restorative processes in place across government for veterans and civilians who were impacted by historic law relating to same-sex sexual acts.

Those who felt compelled to leave service are included in the FRS and are encouraged to apply for the LGBT Impact Payment. This provides recognition for a broad range of impacts felt under the Ban, including any pressure to resign. This operates alongside the LGBT Dismissed or Discharged Payment for those that were dismissed or discharged.

Spend on the LGBT Financial Recognition Scheme has already exceeded £54 Million. Defence will consider the allocation of any unspent funds against the £75 Million budget once the Scheme has closed and all applications have been assessed. The Department’s current priority is to maximise awareness of the Scheme among eligible veterans and encourage applications before the closing date.

Information on Ministers' interests is published on GOV.UK as part of the "List of Ministers' Interests" transparency data. Information on the interests of senior officials is published separately on GOV.UK in the "Register of Ministry of Defence Board Member Interests" transparency data.

The information is not held centrally and could be provided only at disproportionate cost.