Victim Liaison Officers are not issued with specific guidance regarding interactions between victims’ families and journalists, broadcasters, social media platforms or public relations advisers.

Victim Liaison Officers provide information and support in relation to the Probation Service Victim Contact Scheme and may signpost victims' families to other organisations where appropriate. Decisions about whether and how to engage with media organisations, social media platforms or public relations advisers are a matter for victims and their families.

However, victims are advised not to share personal information about the offender obtained through the Victim Contact Scheme online or through social media channels.

Defra recognises that its vital farms have the workforce they need to harvest their great British produce and grow their businesses. We set out in the Farming Roadmap that to build clear skills pathways for a modern farming sector we are working across government, including Skills England, industry and with training providers, to strengthen professional routes into and through the sector, providing accessible pathways for people to enter, progress and build long term careers in agriculture that reflect the sector’s diverse and evolving needs.

We have just confirmed the 2027 Seasonal Worker visa allocations for the horticulture and poultry so businesses can plan the year ahead with confidence and are working on Sector Growth Plans for these sectors to explore how our growers can be more profitable, productive and grow whilst also working within key government policy parameters, including migration policy.

362 active staff, as of March 2026, are assigned to work at the Darlington Economic Campus. The campus operates a shared workspace model and HM Treasury's apportioned allocation is 105 desks and 133 workspaces.

HM Treasury's office attendance policy applies across all office locations. Employees are expected to spend a minimum of 60% of their working time in their contractual workplace, unless alternative arrangements have been agreed through workplace adjustments

It has been the practice of successive governments not to comment, on grounds of both national security and staff safety, on the physical capacity or staffing numbers for individual buildings of the government estate.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

Out of a total of 304 Arm’s Length Bodies in 2023/24, 241 ALBs employed staff who were neither crown servants nor civil servants. The vast majority of this non-civil service workforce was concentrated within Executive NDPBs, where 118 ALBs accounted for 150,847 FTE staff.

I refer the Noble Baroness to the detailed plans set out in my Written Statement HLWS1049 made on 12 November 2025, and to the impact assessment that has been laid before the House, a copy of which is attached. We will provide further updates on staffing matters on an ongoing basis as the plans we have set out are delivered.

I refer the Noble Baroness to the detailed plans set out in my Written Statement HLWS1049 made on 12 November 2025, and to the impact assessment that has been laid before the House, a copy of which is attached. We will provide further updates on staffing matters on an ongoing basis as the plans we have set out are delivered.

I refer the Noble Baroness to the detailed plans set out in my Written Statement HLWS1049 made on 12 November 2025, and to the impact assessment that has been laid before the House, a copy of which is attached. We will provide further updates on staffing matters on an ongoing basis as the plans we have set out are delivered.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

We have provided, for each office location, as at the week commencing 24 August 2026:

• the average office attendance of employees assigned to each office during the week commencing 24 August 2026; and
• the proportion of employees assigned to that office who attended an MHCLG office during the same week.

The attendance figures are not restricted to attendance at an employee's contractual office location. Both the average attendance and proportion attending measures include visits to any MHCLG office.

We would also note that the proportion attending measure does not take account of employees who were absent for legitimate reasons during the period, such as annual leave.

Employees are expected to meet their office attendance requirements over the course of a quarter, rather than in any single week.

Officials are currently working through the implementation of the creation of a new Class Unit and closure of Social Mobility Commissioner to ensure a smooth, staged transition. All changes will be carried out with appropriate consultation and full support for affected staff. Changes will be handled in line with Cabinet Office policies, and in consultation with HR and Trade Unions.

362 active staff, as of March 2026, are assigned to work at the Darlington Economic Campus.

HM Treasury's office attendance policy applies across all office locations. Employees are expected to spend a minimum of 60% of their working time in their contractual workplace, unless alternative arrangements have been agreed through workplace adjustments.

Defra recognises the importance of the workforce to food security. The Government’s Good Food Cycle publication references the importance of attracting talent and developing a skilled workforce to our nation and food security. The Farming Roadmap also makes clear the link between a strong, skilled and confident workforce in driving rural economic growth and strengthening Britain’s food security, whilst also committing to the Seasonal Worker visa route for the horticulture and poultry sectors until at least 2030. Addressing workforce recruitment and retention will be central to the Sector Growth Plans we have underway with sector experts.

The department recognises the importance of understanding the diversity of the school workforce, including the experiences of neurodivergent staff. The School Workforce Census (SWC) already collects information on disability, which may include some neurodivergent conditions where individuals choose to declare them. However, the disability data collected does not enable the department to identify or extract information specifically on neurodivergent staff.

The department keeps the content of the SWC under regular review to ensure it meets user needs while minimising administrative burdens on schools. The department has not made a specific assessment of the merits of introducing a separate data field for neurodivergence. Any proposal to do so would require careful consideration of data quality, staff disclosure rates and the impact on schools and employers.

The department will continue to consider opportunities to improve its understanding of workforce diversity.

Officials are currently taking forward the implementation of the creation of a new Class Unit and closure of Social Mobility Commission to ensure a smooth, staged transition. All changes will be carried out with appropriate consultation and full support for affected staff. Changes will be handled in line with relevant policies, and in consultation with Trade Unions.

This Government is committed to ensuring that everyone, no matter their background, can thrive. One of the Class Unit’s early priorities will be the socio-economic duty. We are currently working towards commencement, which includes drafting statutory guidance that will clarify how the duty can be applied effectively. Further announcements about the new unit’s role and responsibilities will be shared in due course.