The call for evidence for the Seventh UK National Action Plan for Open Government received 17 ideas that specifically mentioned ‘local government’. These are organised against different sub-themes such as open data, public participation, anti-corruption, and Freedom of Information. Further Information about themes and sub-themes are contained within ANNEX I: Detailed Theme Assessment Tables of the call for evidence outcome document.

We will look at the local aspect of sub-themes as relevant commitments are taken forwards.

The complaint concerned a longstanding individual case involving historic legal costs and a Charging Order. The Department followed the Ombudsman’s recommendation for a financial remedy.

Transport for London did not submit their trade union facility time data for the year 2024-25 via the online reporting system.

The Trade Union (Facility Time Publication Requirements) Regulations 2017 required public-sector organisations to publish their facility time data. Under the previous administration, there was no penalty for organisations who did not submit their data.

The Department ceased using Palantir’s Foundry software on 21 October 2025. Foundry was used to securely share data between MHCLG, the Home Office, Local Authorities and Devolved Administrations to support the Homes for Ukraine scheme. The National Audit Office published a report on the Homes for Ukraine scheme, including use of Palantir technology here.

The Home Office has no record of ever having had a policy of non-engagement with Greenpeace.

The Office for Equality and Opportunity (OEO) published the consultation on equal pay and pay discrimination on 14 July 2026, following the Call for Evidence on Equality Law in 2025.

The consultation seeks views on how we can comprehensively reform the pay discrimination framework so that it works better for workers, businesses and the justice system. This includes seeking views on the financial viability and impacts of the proposed reforms and their potential implications for the local government sector.

The OEO is prioritising proportionate, targeted measures for consultation where there is the clearest evidence of their ability to increase pay equality. We will publish a full impact assessment on these measures in due course.

Water companies use established practises and methodologies to monitor water and wastewater use by their customers. This alongside various factors, such as local authority planning, helps inform the water companies’ long-term plans to secure water and wastewater services.

The Equality and Human Rights Commission’s (EHRC’s) updated statutory guidance - Code of Practice for Services, Public Functions and Associations - provides guidance to service providers, associations and those exercising public functions to help them understand and comply with the Equality Act 2010.

The Equality Act 2010 is the law. Duty bearers must comply with the law. The EHRC is the independent equality regulator and ensures compliance with the Equality Act 2010.

It has been the practice of successive governments not to comment, on grounds of both national security and staff safety, on the physical capacity or staffing numbers for individual buildings of the government estate.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

I refer the Rt Hon Member to the answer given to Question UIN 12147 on 1 July 2026.