The Department invests over £1.7 billion per year in research through the National Institute for Health and Care Research (NIHR).

We are committed to furthering our investment in brain cancer research and have already taken steps to stimulate scientific progress and build scientific capacity to do research on brain cancer.

In January 2026, the NIHR announced increased investment of over £25 million in the NIHR Brain Tumour Research Consortium. The world-leading consortium aims to transform outcomes for adults and children and their families who are living with brain tumours - ultimately reducing lives lost to cancer.

Activity is still in the early stages of delivery however, we will ensure that the impact of these investments reaches patients as quickly as possible.

Information on all awards will be made available on NIHR Funding and Awards pages in due course. NIHR is working to ensure that new investments can get up and running as soon as possible.

In addition, the NIHR continues to strongly encourage brain cancer research applications through its regular funding opportunities.

The UK has a long-standing commitment to the promotion and protection of human rights, including Freedom of Religion or Belief (FoRB). We continue to support those goals through regular dialogue with the Interim Government of Bangladesh, to ensure that the rights of religious minorities, including the Ahmadiyya community, are respected, and that these communities are protected from discrimination.

DCMS, as the lead department for the Government's arm's-length body Sport England, is investing up to £250 million of National Lottery and Exchequer funding into more than 90 locations across England. This investment is being delivered in partnership with local organisations in the communities that need it most, helping more people to live active and healthier lives for longer.

The Department recognises the vital role of local authorities in promoting physical activity and continues to support them with this through the Public Health Grant, the Public Health Outcomes Framework, and by working with other departments on the development of a standard evaluation framework to help assess the impact of physical activity interventions like active travel.

The upcoming elections in the Kurdistan Region of Iraq (KRI) are essential for democratic legitimacy and for the people of the KRI to express their voice.

The British Consulate General in Erbil has supported roundtables and workshops with the Kurdistan Regional Government, parties, candidates and civil society, which have focused on preventing online harassment of women candidates, including through AI-generated fakes and misinformation.

Consulate General staff engaged with all parties in advance of the election campaign. We continue to encourage political parties and media in the KRI to act responsibly to ensure free, fair and inclusive elections on 20 October.

The Non-Discretionary Tax-Advantaged Share Schemes Call for Evidence ran under the previous government.

The government is considering the responses to the call for evidence. The government is grateful to those who took the time to respond.

We do not know the total legal fees incurred as we have not yet been billed for the complete period between 30 March 2020 to 9 September 2024, but we expect the final cost to be in the region of £20,000-£22,500. There was no awarding of costs in the First Tier Tribunal judgment that the Department must disclose the Historical Roots of the Windrush Scandal report. The only other costs incurred were Home Office officials’ time.

Data relating to exceptions for Civil Servants between 2010 and 2018 is no longer held/available in accordance with retention schedules.

It has not proved possible to respond to the hon. Member in the time available before Prorogation.

It has not proved possible to respond to the right hon. Member in the time available before Prorogation.

In relation to the Soldier Conditioning Review, personnel are marked on the system as ‘red’ when they have areas of physical fitness they need to improve. If they are marked as ‘green’ it means they do not have any specific areas of physical fitness development / improvement and are at an adequate baseline. Personnel are marked as ‘Amber’ on the system if the individual needs to take another assessment in the next two months.

The table below shows the number and proportion of Regular and Reserve soldiers that took the Soldier Conditioning Review who were graded as ‘Green’ or ‘Amber’ and ‘All other grades’.

Notes/Caveats:

1. This data was sourced by the Army’s Personnel Policy Directorate as at 17 May 2024. The data has been taken from a live system and therefore could be subject to change.

2. The figures are single Service estimates based on management information which is not gathered for statistical purposes or subject to the same level of scrutiny as official statistics produced by Defence Statistics. The figures provided may therefore be subject to data quality issues affecting their accuracy.

3. The Soldier Conditioning Review was implemented in 2019. Prior to April 2022 the data was recorded in a different manner due to a change in how the tests were recorded and captured on the system, therefore this information is not available in the format requested.

It has not proved possible to respond to the hon. Member in the time available before Prorogation.

It has not proved possible to respond to the hon. Member in the time available before Prorogation.

It has not proved possible to respond to the hon. Member in the time available before Prorogation.

It has not proved possible to respond to the hon. Member in the time available before Prorogation.

Information on the number of callouts by vehicle type is not held centrally and could be provided only at disproportionate cost.

The number of National Roadside Repair and Recovery service callouts by location for the financial year 2023-2024 is located below.

The numbers of Personnel on Recovery Duty (PRD) by principal cause of medical downgrading and service as at 1 April 2024 is presented in the table below:

Sources: Wounded, Injured and Sick Management Information System (WISMIS), Joint Personnel Administration (JPA) and Defence Medical Information Capability Programme (DMICP).

1 Royal Navy includes the services Royal Navy and Royal Marines

2 Injured includes Injury, poisoning and certain other consequences of external causes (S00–T98)

3. Other includes all other ICD-10 cause code categories

4. Some personnel have no cause information recorded at the point of entering recovery

The UK armed forces are not currently deployed on any combat operations therefore all injuries are non-battle injuries.

The principal cause of downgrading as recorded on an individual’s medical record may not be the reason for entering recovery as an individual can have more than one cause associated with their downgrading.

For some personnel no cause of downgrading information was held at the point they entered recovery. They may have had no cause information recorded, their medical board may have occurred after they entered recovery, or they may still be awaiting a medical board. The cause information is taken from their downgrading and not GP recorded information due to GPs generally recording signs and symptoms. The three single Services differ in their criteria for who receives support from recovery. Due to the differences between the three Services, comparisons between them are not valid and as such the three services have been presented separately.

The quarterly HMPPS workforce statistics publication covers staffing information, including leavers, and the latest publication covers data up to 31 March 2024.

Data relating to the number of prison officers who left service in the high security estate, broken down by calendar year, since 2010, has been provided in table 1 below.

In 2021 a new standardised exit interview process was introduced across HMPPS (both prisons and probation) to allow staff the opportunity to convey their reasons for leaving. This, coupled with dedicated retention research has enabled leaver trend data to be analysed. Feedback from the exit interviews helps to shape and determine interventions to better understand and respond to staff attrition. Since April 2022, we have invested in several new initiatives to improve the experience of our new joiners and increase retention of our employees.

These include:

• a new peer-to-peer learning scheme
• the introduction of New Colleague Mentors for all staff
• the Career Pathways Framework

Retention is improving across HMPPS, with prison officer resignation rate dropping to 8.4% as of March 2024, an improvement of 1.4 percentage points on the previous year.

Table 1: Number of prison officers¹ across public sector prisons² who left HMPPS³ from the high security estate⁴, broken down by calendar year, from 01 January 2010 - 31 December 2023^(p)

(headcount)

Notes to table 1:

1. "Prison officers" refers to staff in the following grades: Band 3-4 / Prison Officer (incl specialists), Band 4 / Supervising Officer and Band 5 / Custodial Managers working in HM Prison Service or the Youth Custody Service (YCS), in England and Wales. Therefore, it excludes staff working in HQ or the Probation Service

2. Only information for public sector prisons in England and Wales. Information for private prisons is not included in this table

3. As with all HR databases, extracts are taken at a fixed point in time, to ensure consistency of reporting. However, the database itself is dynamic and where updates to the database are made late, subsequent to the taking of the extract, these updates will not be reflected in figures produced by the extract. For this reason, HR data are unlikely to be precisely accurate

4. The "high security estate" refers to the 'Long term & High Security' group in public sector prisons in England and Wales. The "high security estate" categorisation is reflective as at 31 March 2024.

(p) Provisional data. There may be minor changes to figures in future due to additional data being recorded on the reporting system.