The 10-Year Health Plan outlines plans to pilot Staff Treatment Hubs, to provide a high-quality, wellbeing and occupational health service for all National Health Service staff. Work is underway to develop implementation and operational plans for the Staff Treatments Hubs. This will determine factors such as location, budgets, timeframes and capacity. The Staff Treatment Hubs were designed to be inclusive of primary care workers delivering NHS contracts including general practitioners and NHS dentists.

The 10-Year Health Plan outlines plans to pilot Staff Treatment Hubs, to provide a high-quality, wellbeing and occupational health service for all National Health Service staff. Work is underway to develop implementation and operational plans for the Staff Treatments Hubs. This will determine factors such as location, budgets, timeframes and capacity. The Staff Treatment Hubs were designed to be inclusive of primary care workers delivering NHS contracts including general practitioners and NHS dentists.

As of week ending 10 May 2019, the number of asylum decision makers that are currently employed in asylum operations offices in (a) Bootle, (b) Croydon, (c) Leeds, (d) Liverpool, (e) Newcastle and (f) Solihull are:

Bootle 113.76 FTE
Croydon 69.40 FTE
Leeds 54.37 FTE
Liverpool 57.66 FTE
Newcastle 32.64 FTE
Solihull 34.16 FTE
Total 362.00 FTE

Additionally, the Home Office currently employs 171.40 FTE decision makers in other locations; a total of 533.40 FTE. Of the 533.40 FTE are employed, 532.40 FTE are on permanent contracts and 1.00 FTE is employed on a Fixed Term Appointment (FTA) contract. The Home Office is currently recruiting and working towards 632.00 FTE asylum decision makers.

The Home Office is unable to report how many asylum decision makers have had their six-month probation contracts as advertised extended in (a) 2018 and (b) 2019, as to obtain this information would require a manual trawl and could only be obtained at disproportionate costs.

There are no official statistics for the number of approved mental health professionals employed by the National Health Service.

The data is not held in the format requested.

It is the responsibility of National Health Service trusts to have staffing arrangements in place that deliver safe and effective care. This includes recruiting the staff needed to support these levels and meet local needs.

My Rt. hon. Friend the Secretary of State for Health and Social Care has commissioned Baroness Dido Harding, working closely with Sir David Behan, to lead a number of programmes to engage with key NHS interests to develop a detailed workforce implementation plan. These programmes will consider detailed proposals to grow the workforce, including consideration of additional staff and skills required, build a supportive working culture in the NHS and ensure first rate leadership for NHS staff.

Over the next five years, NHS England will use health inequalities adjustments to the national funding formula to disproportionately target funds at areas with high health inequalities. This means an estimated £1 billion a year being invested in these local areas by 2023/24. In exchange, those clinical commissioning groups in receipt of additional health inequalities funding – and the sustainability and transformation partnerships and integrated care systems of which they are a part – will for the first time be required to set out transparently how this extra funding is being targeted to improve equity of access and outcomes for inclusion health groups and underserved communities. Furthermore, all local health systems will be expected to set out during 2019 how they will specifically reduce health inequalities by 2023/24 and 2028.

This Government has committed to ensuring that at least one member of staff in every secondary school will receive mental health ‘first aid’ training by 2020 to enable school staff to spot common signs of mental health issues, and to help children and young people receive appropriate support.

During the 2017 general election, the Conservative manifesto also pledged to extend the existing commitment to deliver mental health first aid training to all primary schools by the end of parliament. The Department of Health and Social Care is working with the Department for Education to explore the appropriate procurement options to deliver this commitment.

This Government has committed to ensuring that at least one member of staff in every secondary school will receive mental health ‘first aid’ training by 2020 to enable school staff to spot common signs of mental health issues, and to help children and young people receive appropriate support.

During the 2017 general election, the Conservative manifesto also pledged to extend the existing commitment to deliver mental health first aid training to all primary schools by the end of parliament. The Department of Health and Social Care is working with the Department for Education to explore the appropriate procurement options to deliver this commitment.

Building on the model used in Cambridge and Peterborough’s crisis pathway, suicide bereavement support for families and staff working in mental health crisis services will be put in place in every area of the country.

Funding for mental health will increase by at least £2.3 billion a year by 2023/24, which includes funding to ensure bereavement support in every part of the country by 2023/24. The detailed implementation plan noted on page 10 of the Long Term Plan will contain more details of funding for specific services.

NHS England’s Long Term Plan, published on 7 January, confirms that mental health will receive a growing share of the National Health Service budget, worth at least a further £2.3 billion a year in real terms by 2023/24. Within this increased budget for mental health, there is funding to expand perinatal services by 2023/24.

More detail including on workforce will be refined in consultation with stakeholders prior to publication of the detailed implementation plan noted on page 10 of the Long Term Plan.

Based on self-declaration rates held on our HR systems, the number of staff in the Department for Exiting the European Union who are:

1. foreign nationals is 12, which is 2% as a proportion of those on the Department’s HR systems.

2. non-UK EU citizens is 10, which is 1.7% as a proportion of those on the Department’s HR systems.

3. Information on dual nationality is not available from our systems.

These figures are based entirely on people identifying themselves as a foreign national or an EU national on the Department’s HR systems.

Each National Health Service organisation is responsible for providing support services to their staff, including when they may experience traumatic events such as the suicide of a patient.

The National Quality Improvement Board published ‘Learning from deaths: Guidance for NHS trusts on working with bereaved families and carers’ in July, which highlights the importance of providers addressing the needs of staff who have experienced a patient suicide as well as working compassionately with bereaved families.

In October, the Government announced £2 million of funding for the Zero Suicide Alliance (ZSA) over the next two years. The ZSA is working to improve suicide prevention and awareness training to staff across the NHS and wider communities and this includes initiatives to protect the mental health, wellbeing and safety of staff as part of an organisational approach to suicide prevention.

Employers are responsible for ensuring they only charge anaesthetists and other doctors for using rest facilities in hospitals in accordance with relevant terms and conditions of service.

The doctors in training contract states: “Where a doctor is rostered to work on a non-resident on-call working pattern and the doctor elects voluntarily, subject to the availability of accommodation, to be resident during the on-call duty period, a charge for any such accommodation shall be made and, provided that prior consent has been given, deducted from the doctor’s salary. Where a doctor is required to work overnight on a resident on-call working pattern, the doctor shall be provided with overnight accommodation for the resident on-call duty period without charge”.

The consultant contract requires agreement with their employer on those occasions when they would be resident for night duties so they should not be charged where such agreement has been reached. Generally, employers do not require doctors to be resident on call, as all time resident on call is classified as working hours following the Jaeger judgement. It is a matter for employers to consider what rest facilities they wish to provide when a doctor has been called into the hospital and wishes to rest before going home.

This information is not available in the format requested.

This information is not available in the format requested.

In the Government’s response to the second Annual Report of the Learning Disabilities Mortality Review Programme, we committed to a public consultation on mandatory learning disability training for health and social care staff, but not nursery staff, which will conclude by the end of March 2019.

An impact assessment considering the costs of delivering mandatory learning disability training will be published with the consultation document.

In the Government’s response to the second Annual Report of the Learning Disabilities Mortality Review Programme, we committed to a public consultation on mandatory learning disability training for health and social care staff, but not nursery staff, which will conclude by the end of March 2019.

An impact assessment considering the costs of delivering mandatory learning disability training will be published with the consultation document.

My Rt. hon. Friend, the Secretary of State for Health and Social Care, has regular discussions with Ministerial colleagues on a number of issues, including on immigration and the ability of foreign nationals from both European Union and non-EU countries to work in the National Health Service.

The Government values highly the enormous contribution of all those working across our health and care sector from across the EU and the rest of the world. This is why the Home Secretary recently removed doctors and nurses from the ambit of the Tier 2 visa cap, and why many NHS staff will have early access to the settled status scheme for EU nationals.

To track progress with implementation of the workforce plan, the Department has asked Health Education England (HEE) to develop a Mental Health Workforce Dashboard to monitor plans for the delivery of the workforce targets. This uses:

- Data from Strategic Transformation Partnership regional plans (to monitor staff expansion plans);

- NHS Digital data to track the size of the whole mental health workforce;

- Data from NHS Improvement on staff retention rates; and

- Data from HEE on the numbers of trainee staff currently studying and those undertaking specific courses for upskilling themselves to work in mental health.

For the longer term a project is underway, led by the Department, to improve the way in which NHS Digital data captures changes in workforce numbers. We are hoping that this will enable more accurate reporting of actual staff changes from early next financial year.

This report helpfully draws together the findings of the key research on self-harm in prisons in the UK and beyond, and its conclusions have informed the development of our prison safety programme, including the training that we provide for staff.

In 2017 we introduced an improved course known as Introduction to Suicide and Self-Harm prevention, which is being delivered to all new prison officers, and as refresher training to existing staff with prisoner contact. So far it has reached over 17,000 staff, and over 8,000 have been trained in all six modules. We have also worked with the Samaritans to develop a suicide prevention learning tool, which uses a series of short films to build staff understanding of self-harm and suicide and give them greater confidence to engage with prisoners who may be at risk.