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To ask the Secretary of State for Health and Social Care, what steps her Department is taking to support Blackpool Teaching Hospitals NHS Foundation Trust to address the staffing breaches identified by the Care Quality Commission.
To ask the Secretary of State for Health and Social Care, what steps her Department is taking to support Blackpool Teaching Hospitals NHS Foundation Trust to address the staffing breaches identified by the Care Quality Commission.
Following an inspection of urgent and emergency services at Blackpool Victoria Hospital in November 2025, the Care Quality Commission (CQC) shared its findings with Blackpool Teaching Hospitals NHS Foundation Trust. The trust knows where improvements must be made, and where there is good practice to build on.
CQC has upgraded the ratings for ‘safe’ from inadequate to requires improvement. Trust leaders are aware they need to make sure there are enough qualified, skilled and experienced staff to always keep people safe and have submitted an action plan in August which is currently being reviewed by CQC.
CQC will be monitoring the trust’s progress against the action plan at regular engagement meetings.
To ask the Chancellor of the Exchequer, what independent safeguarding arrangements exist within HM Revenue and Customs for employees who report harassment, bullying, or discrimination during an active internal investigation into the reported conduct.
To ask the Chancellor of the Exchequer, what independent safeguarding arrangements exist within HM Revenue and Customs for employees who report harassment, bullying, or discrimination during an active internal investigation into the reported conduct.
HM Revenue and Customs (HMRC) takes all reports of bullying, harassment and discrimination seriously. Employees who raise concerns are supported by a specialist adviser from HMRC’s Mediation and Resolution Support Service (MRSS), which operates separately from the investigation and decision-making process. Employees also have access to an independent Employee Assistance Programme (EAP)
To ask the Chancellor of the Exchequer, whether HMRC has taken steps to ensure that managers who are the subject of a formal complaint of bullying, harassment or discrimination do not retain supervisory or safeguarding authority over the employee who made the complaint during the period of the active investigation.
To ask the Chancellor of the Exchequer, whether HMRC has taken steps to ensure that managers who are the subject of a formal complaint of bullying, harassment or discrimination do not retain supervisory or safeguarding authority over the employee who made the complaint during the period of the active investigation.
To ask the Chancellor of the Exchequer, what independent safeguarding arrangements were established for employees of the former Valuation Office Agency following its merger into HMRC on 1 April 2026 for employees who report harassment, bullying, or discrimination during an active internal investigation into the reported conduct.
To ask the Chancellor of the Exchequer, what independent safeguarding arrangements were established for employees of the former Valuation Office Agency following its merger into HMRC on 1 April 2026 for employees who report harassment, bullying, or discrimination during an active internal investigation into the reported conduct.
To ask the Chancellor of the Exchequer, what authority and responsibility did the HR function within HMRC hold for former Valuation Office Agency employees following the merger into HMRC on 1 April 2026, in relation to safeguarding arrangements where the subject of a formal complaint remains in post during an active investigation.
To ask the Chancellor of the Exchequer, what authority and responsibility did the HR function within HMRC hold for former Valuation Office Agency employees following the merger into HMRC on 1 April 2026, in relation to safeguarding arrangements where the subject of a formal complaint remains in post during an active investigation.
To ask the Chancellor of the Exchequer, what authority and responsibility does the HR function within HMRC hold for determining and implementing safeguarding arrangements for employees who have raised a formal complaint of bullying, harassment or discrimination against their line manager, where that line manager remains in post during the active investigation.
To ask the Chancellor of the Exchequer, what authority and responsibility does the HR function within HMRC hold for determining and implementing safeguarding arrangements for employees who have raised a formal complaint of bullying, harassment or discrimination against their line manager, where that line manager remains in post during the active investigation.
To ask the Chancellor of the Exchequer, whether steps have been taken to ensure that managers within the former Valuation Office Agency, following its merger into HMRC on 1 April 2026, who are the subject of a formal complaint of bullying, harassment or discrimination do not retain supervisory or safeguarding authority over the...
To ask the Chancellor of the Exchequer, whether steps have been taken to ensure that managers within the former Valuation Office Agency, following its merger into HMRC on 1 April 2026, who are the subject of a formal complaint of bullying, harassment or discrimination do not retain supervisory or safeguarding authority over the...
How the police must handle allegations of police misconduct.
How the police must handle allegations of police misconduct.
To ask the Secretary of State for Health and Social Care, whether disciplinary action was taken against Lucy Hunte, national programme manager for apprenticeships at NHS England, over social media posts about the Leader of the Opposition.
To ask the Secretary of State for Health and Social Care, whether disciplinary action was taken against Lucy Hunte, national programme manager for apprenticeships at NHS England, over social media posts about the Leader of the Opposition.
Ministers cannot comment on matters relating to individual employees. Whether or not to take disciplinary action is a private employment decision and is the responsibility of the employer concerned. Any such decision would not be widely shared because disclosure would amount to a breach of the Data Protection Act 2018. NHS England manages conduct matters in accordance with its policies and procedures.
To ask His Majesty's Government, further to the Written Answer by Baroness Lloyd of Effra on 13 April (HL16133), on what date they intend to commence their review of the functioning of section 10 of the Employment Relations Act 1999.
To ask His Majesty's Government, further to the Written Answer by Baroness Lloyd of Effra on 13 April (HL16133), on what date they intend to commence their review of the functioning of section 10 of the Employment Relations Act 1999.
The government has committed to review the functioning of section 10 of the Employment Relations Act 1999 in its entirety. As part of this review, we will engage with relevant and interested stakeholders and publish our findings in Parliament. The review will start shortly and the government will write to interested parties in due course.
To ask His Majesty's Government, further to the Written Answer by Baroness Anderson of Stoke-on-Trent on 24 June (HL611), whether the absence of a constitutional principle specifically addressing the suspension of Ministers means that a Prime Minister cannot suspend a Minister.
To ask His Majesty's Government, further to the Written Answer by Baroness Anderson of Stoke-on-Trent on 24 June (HL611), whether the absence of a constitutional principle specifically addressing the suspension of Ministers means that a Prime Minister cannot suspend a Minister.
The Ministerial Code sets out that the Prime Minister is responsible for the overall organisation of the executive. Ministers only remain in office for so long as they retain the confidence of the Prime Minister.
To ask the Secretary of State for the Home Department, whether she has made an assessment of the potential impact of police misconduct proceedings being publicly available on police officer mental health.
To ask the Secretary of State for the Home Department, whether she has made an assessment of the potential impact of police misconduct proceedings being publicly available on police officer mental health.
The Government recognises the significant psychological demands of policing and is committed to ensuring officers are supported throughout their careers, from initial training through to retirement. The College of Policing sets clear standards for forces through the National Policing Curriculum for initial training. This includes required content on preparing officers for the operational and emotional demands of the role.
We are also taking further action through the Government’s Police Reform White Paper, including strengthening trauma prevention and early intervention and providing protected time for trauma and suicide prevention training for new recruits and supervisors to help build resilience and ensure officers receive the support they need throughout their careers.
While the Home Office is not undertaking research in this area directly, we continue to fund the College of Policing’s National Police Wellbeing Service, which works to develop and promote evidence-based approaches to psychological wellbeing and trauma support.
The presumption is that misconduct hearings, held for officers facing serious allegations of gross misconduct, should be open for the public and media to attend. This is in keeping with a general principle that discipline proceedings are as open, transparent and fair as possible for both the public and parties to the procedures.
However, by exception, misconduct hearings may be held in private, or reporting restrictions may apply when circumstances outweigh the public interest. This could be to protect sensitive operational or national security material or to safeguard individuals involved.
It is critical that officers involved in disciplinary procedures receive the support they need and that due process is maintained in accordance with principles of fairness and natural justice. The Police Reform White Paper commits to improving the consistency of wellbeing support across policing, including introducing more consistent wellbeing checks throughout officers’ careers to help identify and respond to wellbeing needs at an early stage.
The primary purpose of the Armed Forces Bill is to renew the Armed Forces Act 2006, continuing in force the main legislation governing the armed forces for a further five years. However, the government has stated the bill also provides an opportunity to renew the nation’s contract with the armed forces, strengthen national security, improve conditions of service, and introduce a package of measures relating to the service justice system.
The primary purpose of the Armed Forces Bill is to renew the Armed Forces Act 2006, continuing in force the main legislation governing the armed forces for a further five years. However, the government has stated the bill also provides an opportunity to renew the nation’s contract with the armed...
To ask the Secretary of State for the Home Department, what assessment she has made of the potential impact of recent reforms to the IOPC and police misconduct system on public confidence and independent oversight of policing.
To ask the Secretary of State for the Home Department, what assessment she has made of the potential impact of recent reforms to the IOPC and police misconduct system on public confidence and independent oversight of policing.
Key reforms in the Crime and Policing Act 2026 and in regulations make changes to the thresholds for decision-making in the police misconduct system. They also strengthen complainants’ rights to exercise the Victim’s Right to Review of IOPC decisions and improve police vetting standards. The Government believes that these measures will improve the efficiency of the system and thereby help to renew public confidence, however there is more to be done.
To ask His Majesty's Government, further to the Written Answer by Baroness Anderson of Stoke-on-Trent on 29 April (HL16535), whether the Prime Minister is constitutionally able to suspend a Minister.
To ask His Majesty's Government, further to the Written Answer by Baroness Anderson of Stoke-on-Trent on 29 April (HL16535), whether the Prime Minister is constitutionally able to suspend a Minister.
There is no constitutional principle specifically addressing the suspension of Ministers.
To ask the Secretary of State for Housing, Communities and Local Government, if his Department will review the disciplinary and complaints framework for fire and rescue services; and if he will take steps to ensure that staff who raise concerns about political intimidation are protected from retaliation.
To ask the Secretary of State for Housing, Communities and Local Government, if his Department will review the disciplinary and complaints framework for fire and rescue services; and if he will take steps to ensure that staff who raise concerns about political intimidation are protected from retaliation.
The Government is clear that fire and rescue service employees should maintain high standards of professionalism, impartiality and political neutrality when on duty. Staff should be able to participate in lawful political activity outside work, subject to the terms of their employment and any relevant codes of conduct, without being subject to intimidation or inappropriate pressure in the workplace.
Fire and rescue authorities, as the employer, are responsible for the management and conduct of their staff, including the handling of complaints, disciplinary matters and internal communications. It would not be appropriate for the Government to comment on or investigate specific allegations relating to individual fire and rescue services, which should be considered through the relevant local processes.
Fire and rescue authorities are expected to have appropriate policies in place governing staff conduct, equality and inclusion networks, complaints, grievances, discipline and whistleblowing. These policies should provide clear routes for staff to raise concerns about inappropriate communications or behaviour, including concerns related to political activity or political neutrality.