The Government is committed to improving retention across the Armed Forces and renewing the nation's contract with those who serve. Since April 2024, we have delivered two of the largest pay increases in over 20 years for Service Personnel; most have received a cumulative pay award of 14.1% over that period. We continue to improve the overall offer through more flexible terms of service, a modernised allowance system, targeted financial incentives, specialist skills payments and enhanced support for Service personnel and their families. We are also investing in accommodation (through the Defence Housing Strategy published on 3 November 2025), childcare (Defence Wraparound Childcare scheme and UK Nursery Authority), professional development and career flexibility to ensure Service life remains rewarding and sustainable.

The Armed Forces Welfare Support policy (JSP 770), after undergoing a full review was published in January 2025. The policy includes updated information and guidance to ensure the welfare support structures are appropriate, accurate, and informative for Service personnel and their families.

These measures are showing positive results. For the first time in several years, Armed Forces intake now exceeds outflow, with recruitment increasing and departures reducing compared with previous years. We will continue to monitor retention closely and take action where evidence shows further improvements are needed.

Since close combat roles were opened to women in 2018, the Army has used inclusive advertising, targeted engagement and tailored support to encourage women to consider careers across the Army, including roles previously closed to them.

This activity is intended to support women through the main stages of the recruiting journey. Inclusive campaigns such as ‘You Belong Here’ and female-focused social media activity help raise awareness and show that Army careers, including close combat roles, are open to women. Women in Combat events, Women in Science, Technology, Engineering and Mathematics events, work experience and targeted outreach provide opportunities to learn more about roles and ask questions before applying. Fitness support, mentoring, female ambassadors, ‘Ask a Soldier’ activity, young officer nurture events and digital guidance through the Army Readiness App are intended to build confidence, provide practical advice and support candidates through the recruitment process. Recruiter training supports more confident and informed engagement with under-represented groups.

These measures support female recruitment across the Army rather than being targeted at individual regiments, units or roles. Activities such as ‘Women in Combat’ engagement, serving female ambassadors, tailored support events and inclusive marketing are relevant to women considering close combat roles as they increase awareness, provide access to role models and help candidates understand and prepare for the recruitment process.

The Department of Health and Social Care has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.

​​​We want early years careers to be respected, rewarding, and something people are proud to pursue. Our Best Start in Life Strategy sets out how we are strengthening career pathways and championing early years teachers, with a long-term ambition of an early years teachers in every nursery setting.

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​To boost recruitment and retention, we are introducing recognition payments for early years teachers in 30 local authority areas of greatest need, offering up to £4,500. Roll out will start this November.

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​We are expanding funded places on Early Years Initial Teacher Training over three years, aiming to more than double capacity by 2028. We have also introduced a new degree apprenticeship route, backed by financial support for employers, making it easier for more people to become early years teachers.

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​We have consulted the sector on proposals to reform how early years teachers are trained and supported. The proposals aim to strengthen the quality of training built on strong evidence of effective practice, improve career progression opportunities, and raise the status of early years teaching across all settings. We are currently in the process of reviewing and analysing the feedback from the consultation, which closed 24 September 2026, and a full response will be published in due course.

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​We are also raising skill levels across the workforce by funding high-quality training for educators and leaders, including free online child development training, more places on the National Professional Qualification in Early Years Leadership and investment in evidence-based interventions in early maths and language.

The table below shows the net change in intake numbers of women for each of the single Services and the Reserves, when compared to the previous Financial Year.

Notes:

1. Financial Year is the period from the 1st April up to the 31st March of the following year.
2. Figures include both trained and untrained intake.
3. Figures include both officers and other ranks.

The table below shows the net change in intake numbers of women for each of the single Services and the Reserves, when compared to the previous Financial Year.

Notes:

1. Financial Year is the period from the 1st April up to the 31st March of the following year.
2. Figures include both trained and untrained intake.
3. Figures include both officers and other ranks.

The table below shows the net change in intake numbers of women for each of the single Services and the Reserves, when compared to the previous Financial Year.

Notes:

1. Financial Year is the period from the 1st April up to the 31st March of the following year.
2. Figures include both trained and untrained intake.
3. Figures include both officers and other ranks.

The table below shows the net change in intake numbers of women for each of the single Services and the Reserves, when compared to the previous Financial Year.

Notes:

1. Financial Year is the period from the 1st April up to the 31st March of the following year.
2. Figures include both trained and untrained intake.
3. Figures include both officers and other ranks.

The table below shows the net change in intake numbers of women for each of the single Services and the Reserves, when compared to the previous Financial Year.

Notes:

1. Financial Year is the period from the 1st April up to the 31st March of the following year.
2. Figures include both trained and untrained intake.
3. Figures include both officers and other ranks.

I thank the Hon Member for his continued interest in the Government’s roll-out of new community-based mental health centres and mental health emergency departments. I do not have anything further to add at this time to the public statements that the Department has issued on this programme, and the previous answers I have provided to his questions, but as and when there are further updates to provide, I will ensure that Parliament is properly informed.

The Department for Transport has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.

Paragraphs 44-47 of the Civil Service Recruitment Principles set out the principles for Permanent Secretary competitions. As set out in paragraph 44, "Permanent Secretary competitions must be chaired by the First Civil Service Commissioner (or nominee), who will be responsible for ensuring that Ministers, including the Prime Minister, are fully involved in competitions in which they have an interest and that their views are relayed to the panel, and taken into account."

The requirements for the publication of the Recruitment Principles are set out in the Constitutional Reform and Governance Act 2010.

I refer the hon. Member for Leicester East to the answer of 13 October 2026 to Question 30137.

I refer the hon. Member for Leicester East to the answer of 13 October 2026 to Question 30137.

The Government is committed to working with the bus and coach sectors to support them in being able to meet both their current and future labour requirements.

In April 2024, under the previous government, the Department launched a consultation to help support driver recruitment. This included a measure to amend licensing restrictions which would enable 18 to 19-year-olds to drive a bus and coach over 50km when driving a regular service, with the aim of increasing the number of available drivers, particularly for longer, more rural routes.  The limited scope of this consultation meant we were unable to assess the impact of removing restrictions without further evidence.

The Department has been engaging with the bus and coach industry, alongside road safety groups, to understand potential impacts of amending both route restrictions for 18 and 19 year olds. We are considering the evidence carefully and will set out our next steps in due course.

Civil Service (CS) Masterclasses received accreditation as a formal life chances scheme at the end of January 2025. The CS Masterclasses offers a 2-week face to face programme for individuals from areas of lower social mobility. The scheme is designed to recruit individuals who would typically face barriers when applying for Civil Service roles and focuses on enhancing social mobility for the Civil Service.

Since then, we have run 15 cohorts; 10 in Liverpool City Region and 5 in Greater Manchester. ​

359 people who completed the CS Masterclass are now either in a Civil Service post (301) or currently being onboarded into the Civil Service (58). The departments who have recruited through this scheme are DBS, DWP, HMCTS, Home Office, and MHCLG.

The Ministry Development Board, chaired by the Lord Bishop of Chester, has launched a national programme, 'Called: What is your part in Gods Story', with targeted resources made available across the Church.

There has been a significant rise in candidates for ordinantion for each of the last two years, with numbers of ordinations up by 34% this last Petertide (June). There is a general focus on all forms of ordained ministry, including fulltime, stipendiary vocations to the priesthood.

An improved maintenance package for fulltime ordinands is begining this year, representing a significant additional investment in ordinand wellbeing. There have also been significant recent investments in clergy wellbeing, including increases to the stipend and pension entitlements.