On 21 May, the government published a working paper on community benefits and shared ownership of low carbon energy infrastructure. The working paper intends to gather insight on proposals for mandatory community benefit scheme in Great Britain, including the types of energy infrastructure that could be captured, an appropriate level of benefit, and how best this could be calculated. The responses to the working paper will inform next steps on approach and policy design, and the government expects to publish a full response in due course.

I am all too aware that rail performance has been sub-par for many years in this country, but following a decade of decline, we are now starting to see train performance stabilise, with passengers returning to the railway. We are working with the rail industry on a performance restoration framework, with five clear focus areas to recover performance, including timetable resilience, staffing and keeping trains safely moving during disruptive events.

I refer the honourable member to the answer given on 4 June 2025 to question UIN 57569. We continue to work closely with industry representatives to ensure that keepers are kept up to date with developments and that issues and concerns are addressed promptly.

In order to minimise the burdens on keepers whilst ensuring controls are proportionate to risk, from 1 July 2025 cattle may move to live from England to Scotland without a pre-movement test if vaccinated with a BTV-3 vaccine that prevents viraemia in that species and 21 days have elapsed since completing the full course of primary vaccination. Defra is working closely with vaccine manufacturers to understand supply availability.

Welsh steel has a bright future under this government. Our improved deal with Tata Steel UK has delivered £1.3 billion investment and protected over 5,000 jobs.

We have committed a further £2.5 billion for steel over the course of this Parliament with our Steel Strategy due to be announced soon.

Steel communities are the heart of Wales. I have allocated over £70 million Transition Board funding to help people, businesses and communities with retraining, business support and growth, and regeneration.

The Government is committed to ensuring that everyone, regardless of background, should have access to and benefit from quality sport and physical activity opportunities.

Sport England provides long term investment to the Lawn Tennis Association, the National Governing Body for tennis and padel tennis in Britain. It receives up to £10.2 million for five years to invest in community tennis and padel initiatives that will benefit everyone.

All future funding of sports facilities beyond 2025/26 will be considered as part of the forthcoming Spending Review.

We are committed to fixing the front door of the NHS, including by delivering the primary care infrastructure required to enable a neighbourhood health service. We have already taken steps to improve primary care infrastructure, including by providing £100 million of capital funding to upgrade GP buildings. We will set out how we will move to a neighbourhood health service in our upcoming 10-year plan, following the spending review.

The Department supports care leavers aged 16 to 24 through an extensive range of interventions to help them into employment. For example, care leavers who start an apprenticeship are signposted to a £3,000 bursary from their training provider, and they can still receive universal credit if they are on a low income. More broadly, under the new youth guarantee, all young people aged 18 to 21 in England, including care leavers, will have access to support to enter employment, education or training opportunities.

At MHCLG:

(i) Employees have a statutory right to request flexible working which applies from the first day of employment. Employees can make two statutory requests for flexible working in any 12-month period. This will include requests to support employees who undertake foster caring outside of their employment. In addition, foster carers may apply for flexible working when settling a new child into their home.

(ii) We do not have a policy which explicitly covers paid time off for fosters carers for (A) training. (B) Up to 10 days in a 12-month rolling period can be taken at the start of a planned permanent placement to help the child settle. If both parents are employed by the department, one parent would receive up to 10 days and the other up to 5 days.

Employees are able to take annual and flexi leave as required and request flexible working. In addition, employees are able to take upto 15 days paid time off work to deal with an emergency involving a dependant.

(iii) Prospective adopters under a 'fostering to adopt' arrangement, can take up to 5 days paid leave in a rolling 12 month period. Employees can also take 5 days special leave without pay to attend meetings, training, unforeseen emergencies relating to their fostering role or to accommodate an emergency placement. In addition, we also allow employees to take up to 5 days paid special leave to attend non emergency medical appointments for dependants where these cannot be booked in working time.

Employees of Arms Length Bodies are able to take annual leave as required and request flexible working. In addition, employees are able to take time off work to deal with an emergency involving a dependant. Other paid or unpaid time off provisions vary between each individual employer.

Integrated care boards are responsible for providing mental health services to meet the needs of their local populations.

As part of our plan for change, we will reduce delays and provide faster treatment.

We are working with NHS England to transform mental health services, shift care from hospitals to local communities and increase access to support for people across the country, including rural areas.

Employees at the department have a statutory right to request flexible working which applies from the first day of employment. Employees can make two statutory requests for flexible working in any 12-month period and this will include requests to support employees who undertake foster caring.

The department also provides employees who are foster carers with time off, paid and unpaid, for a variety of reasons relating to their fostering role, including to settle a child into their home or for training. This is in addition to any statutory right to time off to care for family and dependants.

Other support available within the department includes access to an Employee Assistance Programme, staff networks, the ability to request flexible working on an informal basis and Mental Health First Aiders.

​Information on the support provided by the department’s arms-length bodies can be found in the attachment.

Employees have a statutory right to request flexible working which applies from the first day of employment. Employees can make two statutory requests for flexible working in any 12-month period. This will include requests to support employees who undertake foster caring outside of their employment. In addition, foster carers may apply for flexible working when settling a new child into their home.

We do not have a policy which explicitly covers paid time off for foster carers for (A) training and/or (B) settling a new child into their home. Employees are able to take annual and flexi leave (if eligible) as required and request flexible working. In addition to the statutory right to reasonable unpaid time off work to deal with an emergency involving a dependant, and the statutory right to 5 days unpaid leave for those with caring responsibilities, the Department and its arm’s length bodies offer

• an additional 5 days’ off as paid leave for carers (with the exception of the Environment Agency)
• an additional 5 days’ off as paid leave for those with dependents

If the fostering arrangement leads to Adoption (Fostering to Adopt), both Adoption Leave and Parental Leave may be applied for.

Other Support

Parental Network: Defra’s Parental Network is a staff-led, informal group. It provides support and information for want-to-be, soon-to-be and current parents, as well as line managers or those supporting parents as part of their role.

Carers Network: The Defra Carers’ Network is a staff-led group providing support for carers who work at Defra. A carer is anyone who cares for a friend or family member who, because of an illness, a disability, a mental health problem, or an addiction, cannot cope without their support.

There is no central cross-government wide policy for foster care leave.

The Department for Science, Innovation and Technology (DSIT) does offer employees who are foster carers flexible working, but not paid time off for training or settling a new child into their home. My Department provides a strong offer to all staff with respect to annual leave and hybrid working, as well as flexibility around taking unpaid time off, along with employee wellbeing support through the 24/7 service of our Employee Assistance Programme.

DSIT public bodies similarly exercise a range of flexible working policies that can support staff with caring and other responsibilities.

All employees of DWP, including foster carers, have access to flexi time and can exercise their legal right to request other kinds of flexible working. Specific provision exists for foster carers to have paid time off for their initial assessment, training or attendance at formal meetings. Once approved as a foster carer, specific provision also exists for paid time off to deal with emergencies and for ongoing training and further formal meetings. In addition, any foster carer may apply for time off under provisions that are not restricted to foster care, such as paid compassionate leave. Other support provided for all employees is available for foster carers to use, such as professional advice and counselling from our employee assistance service.

For Arms-Length Bodies in scope there are different mechanisms in place for supporting their employees. These details are provided below:

• The Pensions Regulator (TPR) ‘s adoption policy allows those members of staff who are fostering with the intention to adopt to get paid time off for settling a new child into their home as well as for five introductory adoption meetings. Those who are fostering without the intention to adopt have the statutory right to apply for flexible working along with all employees. While TPR does not offer specific training or support for those members of staff who are foster carers, their Employee Assistance Programme offers general support to them as they go through the process and beyond.

• The Money and Pensions Service (MaPS) does not currently have a specific Foster Policy, but all employees can request flexible working arrangements and take carers or dependency leave as outlined in its Flexible Working and Family Leave policies. While MaPS' policies align with statutory provision, it prioritises and expedites requests to ensure timely support for colleagues who receive requests for placements at very short notice. It is committed to supporting colleagues through options like paid leave, special paid leave, or unpaid leave, as agreed with line managers.

• The Health and Safety Executive (HSE) does not have a specific policy that covers employees who are foster carers. All their employees can apply for flexible working, and they offer hybrid working. HSE advises line managers of employees who are foster carers, to look sympathetically at any request for paid time off using our special leave policy.

• The Pensions Ombudsman have not been advised by any current employees that they are foster carers. They do not have an explicit reference in their policies regarding special leave as it relates to foster care but do have good mechanisms to demonstrate flexibility around dependents and care needs.

Employees have a statutory right to request flexible working which applies from the first day of employment. Employees can make two statutory requests for flexible working in any 12-month period. This will include requests to support employees who undertake foster caring outside of their employment. In addition, foster carers may apply for flexible working when settling a new child into their home. Foster carers can also receive an additional 5 days of paid or unpaid leave in a 12-month period at the discretion of their line manager. This leave can be used for meetings, training, unforeseen emergencies related to their fostering role, or to accommodate emergency placement. At the start of a planned permanent placement, foster carers can receive up to 10 days of discretionary special paid leave in a 12-month period. If both parents are employed, one parent would receive up to 10 days and the other up to 5 days. Foster carers are also eligible to claim pre-school and school-age child support for childcare. These provisions are designed to support foster carers in balancing their professional responsibilities with their fostering duties. Employees also have a statutory right to take unpaid time off work to deal with an emergency involving a dependant.

The table below shows the average time for decisions to be made on applications* for criminal injuries compensation by people resident in Warrington**.

*The table does not include archived bereavement applications because the address of the applicant is not retained. In most cases, applications are archived three years after the case has been closed.

**The above table includes all awards where the applicant named Warrington as the town in their home address in their application.

Over the last three years, we have seen continued growth in people coming forward to claim compensation. To help meet this rising demand and to boost our capacity to assess claims, we continue to uplift staff numbers in line with funding. We are working to identify efficiencies in the way we work led by an in-house continuous improvement team.

We have sponsored work to explore and implement helpful case management system changes and the potential for Artificial Intelligence applications to deliver further efficiencies by assisting our claims officers as they identify key information relevant to the assessment process.

The Department for Business and Trade allows foster carers to take paid special leave for both training and to settle a new foster child into their home. Employees also have the statutory right to request flexible working which applies from the first day of employment.

DBT has an Employee Assistance Programme which provides impartial and confidential advice, counselling and online resources for all employees. The department also has dedicated parents’ network who provide advice and support to working parents.

Arms length bodies have their own individual policies and procedures relating to foster carers.