Plans to move the Coastguard Rescue Service to an expenses-only volunteer model in September will not go ahead, and current arrangements will remain in place.

We will now take time to gather the robust information required to understand the full operational implications of future decisions, as well as the impact on individual Coastguard Rescue Officers (CRO) and the choices they will make. This will involve engaging with CROs directly and ensuring that their views inform the decisions that we will take on the shape of the Coastguard Rescue Service.

The department has now achieved 71.6% of the 6,500 additional teachers target. There are 4,654 more teachers - 3,008 more teachers in secondary and special schools in 2025/26 and 1,646 more teachers in further education, than in 2024/25. Latest data also reported one of the lowest leaver rates on record of 8.5% and a record 17,740 teachers returning to the classroom.

While the department does not routinely publish recruitment and retention rates at a regional level, trends in the full-time equivalent teacher workforce suggest that regions have broadly followed the national pattern over time.

Information on the school workforce in England, including teacher recruitment and retention, is published annually in the ‘School workforce in England’ statistical release, available on GOV.UK.

The department has now achieved 71.6% of the 6,500 additional teachers target. There are 4,654 more teachers - 3,008 more teachers in secondary and special schools in 2025/26 and 1,646 more teachers in further education, than in 2024/25. Latest data also reported one of the lowest leaver rates on record of 8.5% and a record 17,740 teachers returning to the classroom.

While the department does not routinely publish recruitment and retention rates at a regional level, trends in the full-time equivalent teacher workforce suggest that regions have broadly followed the national pattern over time.

Information on the school workforce in England, including teacher recruitment and retention, is published annually in the ‘School workforce in England’ statistical release, available on GOV.UK.

To improve the recruitment and retention of cyber security professionals across Government, DSIT launched the Government Cyber Profession in February 2026. The profession will introduce a competitive total employee offer, establish a dedicated Cyber Recruitment Hub to streamline recruitment, and create a clear career framework aligned with UK Cyber Security Council professional standards. This will directly address our cyber skills gaps, increase access to and help retain talent, establish cross-government standards, and provide learning and development programmes.

At the national level, the £200 million TechFirst programme is building the UK's domestic cyber talent pipeline, complemented by the UK Cyber Security Council's professional standards which support recruitment and retention across industry.

Since July 2024, the Government has been rebuilding a broken National Health Service dentistry system. We have delivered 1.8 million more dental treatments and reduced the underspend from £392 million in 2023/24 to just £36 million in 2024/25, maximising the treatments provided for taxpayers’ money.

We have brought into force a package of reforms this year to address some of the most pressing issues that dentists and dental teams have been experiencing, including rewarding them more fairly for treating patients with urgent and complex needs.

Strengthening the workforce is key to our ambitions to rebuild NHS dentistry. We are increasing the supply of dentists through a sustained expansion of 50 new dental school places and an increase in exams to allow 2,000 more internationally qualified dentists to practise in the United Kingdom.

The Ministry of Defence will publish its delivery timeline for the £9.2 billion Defence Housing Strategy over the next 12 months.

Work has already commenced on the 14,000 homes requiring substantial refurbishment, as set out in the Defence Housing Strategy. Over 1,250 military homes were improved last financial year, with more to be upgraded this year.

In addition refurbishment works have been instructed for 92 properties across Lossiemouth and Kinloss, covering kitchen, bathroom and boiler replacements. To date, 15 properties have been completed, with the remaining works progressing and scheduled for completion by August 2026.

The Ministry of Defence will publish its delivery timeline for the £9.2 billion Defence Housing Strategy over the next 12 months.

Work has already commenced on the 14,000 homes requiring substantial refurbishment, as set out in the Defence Housing Strategy. Over 1,250 military homes were improved last financial year, with more to be upgraded this year.

In addition refurbishment works have been instructed for 92 properties across Lossiemouth and Kinloss, covering kitchen, bathroom and boiler replacements. To date, 15 properties have been completed, with the remaining works progressing and scheduled for completion by August 2026.

National Health Service dental statistics identify dentists who performed NHS dental activity in a given financial year.

The annual NHS dental statistics published by the NHS Business Services Authority show the number of dentists who performed any amount of NHS dental activity in England in the last five financial years. This shows that 24,655 dentists performed NHS work in 2024/25.

Within these statistics a ‘leaver’ is defined as a performer who carried out NHS dental activity in the previous financial year but none in the following year. A joiner is defined as a performer who carried out NHS dental activity in the specified year but none in the previous year.

These data do not show whether a dentist has permanently left NHS practice, as a dentist may return in a later year.

The following table shows the number of dentist leavers and joiners for each year from 2020/21 to 2024/25:

Armed Forces Recruitment and Retention is a primary focus and priority. We are taking decisive steps to address intake and outflow, and as of 1 October 2025 Armed Forces intake was greater than outflow. This is the first time since 2021. Over this Parliament regular Armed Forces intake has increased by 20% and outflow has decreased by 15%. We are renewing the contract with those who serve through the biggest pay rise in 20 years, a Defence Housing Strategy focused on addressing forces housing, and an Armed Forces Commissioner.

Whilst these outcomes are welcome, there is still more to do. The recently announced Defence Investment Plan allocates £78.5 billion across People and Veterans over the next four years. It commits to investment in recruitment and retention for our Armed Forces personnel, to regrow personnel numbers, and provide further support to our people in recognition of the sacrifices they make to the Nation.

The information requested is not currently available from published statistics, and the relevant data could only be collated and verified for the purpose of answering this question at disproportionate cost.

Decisions on employment in obstetrics and gynaecology are a matter for individual National Health Service trusts which manage their recruitment at a local level, ensuring they have the right number of staff in place, with the right skill mix, to deliver safe and effective care.

As set out in the 10-Year Health Plan, we are working closely with NHS England, employers, and educators to improve transition into the workforce.

The Government is committed to publishing a 10 Year Workforce Plan to set out action to create a workforce ready to deliver the transformed service set out in the 10-Year Health Plan.

Further education (FE) providers are responsible for assessing the impact of staff vacancies and turnover in light of their local circumstances.

The government is taking action to strengthen recruitment and retention across the FE workforce and is committed to recruiting 6,500 additional teachers across FE colleges, secondary schools and special schools during this Parliament.

We recently announced additional funding of around £120 million in 2026/27, rising to around £365 million in 2027/28, to help colleges recruit and retain excellent teachers.

Our national recruitment campaign promotes careers in FE, while targeted retention incentives of up to £6,000 after tax are available for early-career teachers in priority shortage subjects. We also offer teacher training bursaries worth up to £31,000.

In addition, the Taking Teaching Further programme supports industry professionals moving into teaching. We will continue to monitor workforce recruitment and retention trends through the FE Workforce Data Collection.

Headteachers and leaders are central to driving improvement in schools and ensuring all children achieve and thrive no matter where they are in the country. To attract and support the best headteachers to stay in the areas that need them most, the department announced a new place-based headteacher retention incentive pilot in the ‘Every child achieving and thriving’ Schools White Paper. We will invest £1 million each year starting next year to support newly appointed headteachers with an annual retention payment of up to £15,000 in areas where retention is particularly difficult.

The department is currently analysing available data to further develop the policy and ensure the pilot is targeted in areas of highest need. As part of our policy development, we are working with key stakeholders, including school leaders, on the scope and design of the pilot.

The new resident doctor pay and training settlement in England (the Deal) is made up of measures which address concerns raised by the British Medical Association’s Resident Doctors Committee on behalf of resident doctors. Under the Deal resident doctors in England will benefit from improved pay scales, better working conditions, and improved career progression opportunities with up to 4,500 additional training places delivered over the next three years. We hope that these changes mean resident doctors feel that the National Health Service remains an attractive place to work and develop their careers in.

No specific assessment has been made of the potential impact of the new resident doctor pay and training settlement on rates of doctor emigration on long-term retention rates of doctors within the NHS workforce.

Assessments of turnover and time in post are made routinely on an annual basis. The available figures for each point are:

A - Figures on movements within departments for the Civil Service as a whole are not available centrally, however estimates for the centrally managed Senior Civil Service are available. This is the percentage of SCS in each financial year estimated to have changed roles within the same department:

B - Percentage of the Civil Service estimated to have moved between departments in each financial year:

Note that figures for 21/22 and 23/24 include movements between Departments due to large Machinery of Government changes, which increase the rate due to systematic changes and may not reflect the underlying rate of movements.

1 - Average time in post for Civil Service grades below Senior Civil Service level is not held centrally.

2 - Median time in post as of 1st April in each year for the centrally managed Senior Civil Service currently in post:

To ask His Majesty’s Government what assessment they have made of the effect on recruitment and retention of Coastguard Rescue Officers of the decision of the Maritime and Coastguard Agency to cease on-call payments.