The Department does not hold this information. Covering staff sickness is an operational matter for the train operating companies.

In April 2026 there were 1,618 full-time equivalent (FTE) driving examiners (DE) in post, and out of those, 1,604 were available to deliver practical car driving tests. In April 2026, 16 DEs started conducting tests. The data for May is still being finalised and will be available later in June.

https://www.gov.uk/government/statistical-data-sets/driving-test-and-theory-test-data-cars shows the number of car practical driving tests conducted up to April 2026.

The table below shows the number of overtime tests for the period April to May 2026.

The answer, 20 April 2026, to written question 127306, provided data for March 2026.

The Home Office does not collect data centrally on how often police officers are required to work on their rest days.

The Police Remuneration Review Body (PRRB) makes recommendations to the Government on the appropriate level of pay and allowances for police officers, including overtime payments.

The PRRB gathers and invites parties to submit evidence to inform their decisions. This includes both written and oral evidence from the

Government, police employers and police staff associations. They weigh the evidence, consider independent research, and formulate detailed.

The Government will give very careful consideration to any recommendations the PRRB makes on payments for planned overtime.

The Driver and Vehicle Standards Agency (DVSA) does not employ driving instructors. By law, approved driving instructors (ADI) cannot work as examiners at the same time as being a registered instructor, even temporarily.

Whilst DVSA does not have the power to either increase or limit the number of ADI, the number of instructors on DVSA’s ADI register has increased in the last few years.

The attached spreadsheet shows the number and percentage of practical driving test bookings, where the initial test candidate’s driving licence number was subsequently changed to a different driving test candidate’s licence number, in each month since March 2025.

National Health Service bank contracts are local contracts, the terms of which the employer has discretion over. The expectation is that the terms offered via a bank contract are agreed in partnership between employers and trade unions via local negotiating committees.

Overtime payments for substantive staff on national contracts in England can only be paid to individuals once they have worked more than 37.5 hours per week, for Agenda for Change staff, or 40 hours per week for medical staff.

Where an additional agreement exists between staff and their employing organisation on the payment of any additional hours, including hours worked in excess of 37.5 or 40 hours per week, for example via a bank contract, then this is considered a local matter.

Access to Work aims to support the recruitment and retention of disabled people in employment. The grant supports workplace adjustments that go beyond what would normally be expected from an employer through their duty to provide reasonable adjustments as outlined in the Equality Act 2010.

To ensure that grants provide adequate support for customers in the majority of circumstances, grant awards for employed customers are based on the number of hours they are contracted to work.

We always encourage people to speak to their employer about any workplace adjustments in the first instance, including in instances where a customer requires additional support beyond their contracted hours.

As part of our Plan for Change, and as set out in the Pathways to Work Green Paper published in March, we are consulting on the future of Access to Work and how to improve the programme to help more disabled people into work and support employers, ensuring value for money for taxpayers. We will review all aspects of the Scheme following the conclusion of the consultation, and carefully assess the impact of any proposed changes.

We encourage people to have their views and voices heard on how they think the programme and the welfare system could be improved.

The Department has not made this specific assessment.

NHS Professionals Ltd (NHSP) is a company, wholly owned by my Rt Hon. Friend, the Secretary of State for Health and Social Care, providing temporary staffing services to National Health Service trust clients. NHSP’s client trusts determine the rates payable to bank staff supplied by NHSP, and it is a matter for those NHS trusts to assess the impact of bank pay rates on their ability to meet existing and projected patient needs.

Shifts made available by trusts through NHS Professionals are not classed as overtime. Trusts request that NHS Professionals fill a shift from its bank membership and specify the pay rate.

NHS Professionals, a limited company wholly owned by the Department, contracts on an arm’s length basis with National Health Service trusts to provide flexible workforce solutions, including managed bank services and its National Bank offering.

Shifts made available by trusts through NHS Professionals are not classed as overtime. Trusts request that NHS Professionals fill a shift from its bank membership and specify the pay rate, as it may be at the Agenda for Change rate for that assignment, or may be at an enhanced rate.

Enhanced rates were initially introduced in response to competition from higher cost agencies, and were always intended to be a temporary measure. A decision to amend the rates was made by the Stockport NHS Foundation Trust following a detailed review of the enhanced bank rates in nursing and midwifery services across the Greater Manchester area.

The Government is committed to making the NHS the best place to work, to ensure we retain more of our skilled and dedicated staff. NHS England is leading work nationally through its retention programme to drive a consistent, system-wide approach to staff retention across NHS trusts. This ensures trusts have access to proven retention strategies, data-driven monitoring, and can foster a more stable, engaged, productive, and supported workforce.

The Department has not made this specific assessment. Where national rates for overtime are applicable in England, these are set out in the national terms and conditions, and no recent changes have been made to these provisions, nor are there planned to be. Where pay for additional work is set at a local level or where local providers agree overtime rates that are different to those in the national terms and conditions, this would be considered a local matter.

All income earned through employment is taxable, including income from further employment, such as from overtime or through additional employment. Tax is paid on individual’s overall income, regardless of the source of that income. Not all individuals who receive an income are formally employed, as many earn through self-employment or receive other sources of income.

By paying tax on overall income, rather than solely through income from a single source of employment, the income tax system is highly progressive, with different rates of tax sitting above an internationally high Personal Allowance. When an individual moves from one tax band to another because of an increase in their income, they will only pay additional tax on the portion of their income that falls within the new tax band.

The information requested could only be obtained at disproportionate cost.

Time off in lieu is given in respect of additional duties performed in excess of an officer’s weekly hours, where such duties cannot be covered effectively by other means.

At HMP Wandsworth, as of 25 January 2024, an average of 13.4 hours was owed per Band 3 prison officer.

The Care Quality Commission (CQC) is an executive non-department public body of the Department. The information requested about the CQC’s staffs’ working patterns is not held centrally.

The Care Quality Commission (CQC) is an executive non-department public body of the Department. The information requested about the CQC’s staffs’ working patterns is not held centrally.

The Care Quality Commission (CQC) is an executive non-department public body of the Department. The information requested about the CQC’s staffs’ working patterns is not held centrally.

The Care Quality Commission (CQC) is an executive non-department public body of the Department. The information requested about the CQC’s staffs’ working patterns is not held centrally.

The Equality Hub is focused on delivering Ministers’ priorities and we have the necessary resources to do this. As part of the restructure process we consulted with staff, including through a staff engagement panel, and with the unions in line with Cabinet Office policies. We expect the restructure to conclude over the coming month.

Regarding overtime, all full time Equality Hub staff are contracted to work 37 hours per week. Overtime is used by exception and requires prior authorisation. In the last 12 months the amount of overtime accrued by staff was minimal, therefore a breakdown per month is not possible to provide.