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Tag: Speeches

  • Grant Shapps – 2022 Statement on the Government’s Jet Zero Strategy

    Grant Shapps – 2022 Statement on the Government’s Jet Zero Strategy

    The statement made by Grant Shapps, the Secretary of State for Transport, in the House of Commons on 19 July 2022.

    Today I am launching the jet zero strategy—setting out this Government’s approach for achieving net zero aviation by 2050.

    It builds on the Government’s net zero strategy, as well as the transport decarbonisation plan, which outlines the commitments and actions needed to decarbonise the entire transport system.

    The jet zero strategy sets a trajectory for the sector to reach net zero by 2050—or jet zero, as we define it. Its delivery will see UK aviation emissions reduce even further than the levels called for by our climate advisors, with a pathway that should see emissions never again reach the pre-pandemic levels of 2019.

    To deliver this outcome, alongside our jet zero target we aim for domestic aviation and airports to be net zero and zero emission respectively by 2040.

    It is a strategy that will both decarbonise the sector and allow people to keep flying. Pre pandemic, aviation contributed at least £22 billion to our economy and 230,000 direct jobs across the country. It is crucial that we support the rapid development of technologies that maintain the benefits of air travel while maximising the opportunities that decarbonisation brings to the UK.

    Those opportunities include the domestic production of sustainable aviation fuels, which could support up to 5,200 jobs by 2035 and help regenerate industrial sites across the country, notably in areas outside London, such as the north-east, contributing to levelling up the UK and improving our fuel security. We have today set out a new commitment of having at least five commercial SAF plants under construction by 2025, and we have also confirmed that the Government will mandate at least 10% SAF to be blended into conventional aviation fuels by the end of the decade—one of the most ambitious targets globally.

    Bolstering that effort means investing in pioneering projects. This is why today we are also launching the advanced fuels fund with a £165 million competition, building on previous funding such as the £15 million green fuels, green skies competition, to stimulate the start-up of commercial SAF production facilities in the UK. Alongside this, we have also announced that we are progressing to the next phase of our £1 million competition to deliver the first ever net zero transatlantic flight powered by 100% SAF.

    The goal of reaching net zero aviation emissions by 2050 sets a clear objective, but meeting our ambition requires us to drive forward the multiple solutions necessary for its delivery. Therefore, our approach to implementing this strategy is founded on three key principles:

    International Leadership—this strategy restates our commitment to taking a leading role in tackling international aviation emissions through the International Civil Aviation Organization (ICAO).

    Delivered in Partnership—the Government will need to work collaboratively with all partners, from the aviation industry to the public, through our pioneering jet zero council, as well as other initiatives.

    Maximising Opportunities—the jet zero transition presents unique opportunities to create new jobs, industries and technologies across the entire UK sector, decarbonise air travel, and level up the economy.

    These principles will influence our activity to make sure we pursue the right options and will guide our progress on six clear policy measures launched in the strategy today.

    We intend to improve the efficiency of our existing aviation system, from aircraft to airports and airspace. For example, we will improve fuel efficiency by 2% every year, providing a further £3.7 million in 2022-23 to support airports to modernise their airspace.

    There will be increased support for sustainable aviation fuels, by creating secure and growing UK SAF demand through a SAF mandate that will require at least 10% of jet fuel to be made from sustainable sources by 2030.

    This strategy outlines our ambition to expedite the development of zero-emission aircraft, with the aspiration of having zero-emission routes connecting places across the UK by 2030.

    We will invest in greenhouse gas removal technologies to drive decarbonisation and offset any residual emissions, and enhance the UK emissions trading scheme.

    And lastly, we will increase our understanding of the non-CO2 impacts of aviation, the effects of which remain uncertain.

    As we act in each of these areas, we will give ourselves the headroom to evolve. The Government are committed to reviewing the strategy every five years, and, if necessary, adapting our approach based on the progress we make.

    The UK is setting an example of the ambition needed to tackle climate change, and the launch of today’s plan provides a clear path to building a sustainable aviation sector for generations to come.

    The jet zero strategy will future-proof the aviation industry, securing the economic benefits of new green jobs and industries, and delivering the technologies and fuels that will keep passengers flying in a decarbonised world.

  • Dominic Raab – 2022 Statement on Pay for Prison Staff

    Dominic Raab – 2022 Statement on Pay for Prison Staff

    The statement made by Dominic Raab, the Deputy Prime Minister, in the House of Commons on 19 July 2022.

    I am today confirming the Government’s decision on pay awards for prison staff. Throughout the pandemic and beyond, our officers (alongside all Prison Service staff) have gone above and beyond to protect the public and give prisoners the best possible chance at a new start. Their efforts are hugely appreciated.

    We have carefully considered the Prison Service Pay Review Body’s (PSPRB) recommendations on the 2022-23 pay award, given the economic context, and I am announcing that we are accepting in full the recommendations made by the review body for all prison staff between operational support grade and governing governor for implementation in this financial year. For clarity, this means accepting all recommendations from the Prison Service Pay Review Body, excluding recommendation 4.

    This will deliver a pay rise of at least a 4% base pay increase for all prison staff between operational support grade and governors (bands 2-11). This pay award will be paid this autumn and will be backdated to 1 April 2022.

    In addition, a number of targeted pay rises will be made for our lowest paid staff.

    Band 2 operational support grades on modernised terms and conditions will receive an increase of £1,500 (recommendation 3). This fully replaces the market supplements for those band 2 staff who currently receive them.

    Band 3 prison officers will receive a base pay increase of £2,500 (£3,000 for operational staff when the linked unsocial hours payment is included) from September 2022 (recommendation 5), offset against market supplement payments for those that receive them.

    This reflects my commitment to supporting the recruitment and retention of prison staff and recognises the essential contribution they make every day.

    Pay awards this year strike a careful balance between recognising the vital importance of public sector workers, while delivering value for the taxpayer, not increasing the country’s debt further, and being careful not to drive even higher prices in the future. Sustained higher levels of inflation would have a far bigger impact on people’s real incomes in the long run than the proportionate and balanced pay increases recommended by the independent pay review bodies now. These pay awards should be viewed in parallel with the £37 billion package of support the Government have provided for the cost of living, targeted at those most in need.

    I will not be accepting the PSPRB’s recommendation for a 5% pay increase for prison group directors (band 12), recommendation 4. Such an increase would be inconsistent with the approach taken for other senior roles across the public sector. However, I am pleased to announce that prison group directors will still receive a 3% pay rise, to ensure parity and fairness with their contemporaries in the civil service.

    Most overall pay awards in the public sector are similar to those in the private sector. Survey data suggests median private sector pay settlement, which is the metric most comparable to these pay review body decisions, was 4% in the three months to May. Median full-time salaries are higher in the public sector, and public sector workers also benefit from some of the most generous pensions available.

    I would like to thank the Prison Service Pay Review Body for its valuable advice and response to the Government’s evidence.

    The report has been laid before Parliament today, and a copy can be found as an attachment online. I am grateful to the chair and members of the review body for its report.

    Attachments can be viewed online at: http://www.parliament.uk/business/publications/written-questions-answers-statements/written-statement/Commons/2022-07-19/HCWS232/

  • Dominic Raab – 2022 Statement on the Pay Award for the Judiciary

    Dominic Raab – 2022 Statement on the Pay Award for the Judiciary

    The statement made by Dominic Raab, the Deputy Prime Minister, in the House of Commons on 19 July 2022.

    I am today announcing the Government’s decision on pay for the judiciary.

    The Government received the Senior Salary Review Body’s (SSRB) report on 28 June 2022. This will be presented to Parliament and published on www.gov.uk.

    The Government value the independent expertise and insight of the SSRB and have considered the advice in the report.

    The recommendation made by the SSRB for the judiciary is for a pay award of 3.5% for all judicial office holders within the remit group for 2022-23, applied equally to all salary groups.

    I intend to reject the SSRB’s recommendation and propose a 3% pay award for all judicial office holders within the remit group for 2022-23. This ensures that the judiciary are not receiving a pay award in excess of what is on offer to court staff and senior civil servants.

    This increase, together with the Government delivering on their commitment to introduce a new judicial pension scheme, demonstrates the value the Government place on our independent judiciary.

  • Anne-Marie Trevelyan – 2022 Statement on the Canada Trade Negotiations

    Anne-Marie Trevelyan – 2022 Statement on the Canada Trade Negotiations

    The statement made by Anne-Marie Trevelyan, the Secretary of State for International Trade, in the House of Commons on 19 July 2022.

    The second round of UK-Canada Free Trade Agreement negotiations began on 20 June and concluded on 24 June. Owing to concurrent negotiations with India and CPTPP, a limited number of sessions will be held outside of this week, including goods market access, scheduled for mid-July.

    The negotiations were hosted by Canada and conducted in a hybrid fashion; 40 UK officials travelled to Ottawa for in-person discussions and a further 145 attended virtually from the United Kingdom. Technical discussions were held across 34 policy areas over 52 separate sessions.

    During this round, the UK set out its policy positions, having tabled text for the majority of chapters. Discussions were constructive, reflecting a determination from both sides to make progress, although we are only in the early stages of negotiations.

    The negotiations continue to reflect our shared ambition to secure a progressive deal which looks to build on the UK-Canada Trade Continuity Agreement, and strengthens our existing trading relationship, already worth over £21 billion in 2021.

    The third round of negotiations is due to take place in September 2022.

    We remain clear that any deal the Government strike must be in the best interests of the British people and the economy.

    The Government will keep Parliament updated as these negotiations progress.

  • Priti Patel – 2022 Statement on Pay and Allowances for PCCs and PFCCs

    Priti Patel – 2022 Statement on Pay and Allowances for PCCs and PFCCs

    The statement made by Priti Patel, the Home Secretary, in the House of Commons on 19 July 2022.

    The Senior Salaries Review Body published its report today. The SSRB considered the pay and allowances for Police and Crime Commissioners and Police, Fire and Crime Commissioners in England and Wales. The Government value the independent and expert advice of the SSRB. We thank the Chair and members for their thoughtful commentary and observations.

    The SSRB’s report recommends:

    PCCs should move to three pay groups, in line with the proposals for chief constables.

    With effect from 1 May 2022, PCC pay should be increased to:

    Group 1: £108,800

    Group 2: £94,300

    Group 3: £83,200

    PCC pay increases in future years in line with the SSRB-recommended annual pay increase for chief police officers between formal SSRB reviews in line with the electoral cycle.

    A pay supplement of 7.5% for PCCs taking on the additional responsibility for fire and rescue governance.

    A loss-of-office payment for PCCs in line with that available to Members of Parliament.

    That home security for PCCs is treated as a business expense and not a personal benefit.

    PCCs and PFCCs play an important role in reducing crime and protecting the public, providing their communities with the opportunity to have a direct say in policing in their area through their locally elected and accountable PCC or PFCC.

    It would be inappropriate for me to make significant or structural changes to PCC remuneration. I believe these issues should be considered when the future structure of chief police officer pay is settled. Therefore, we have chosen not to accept in full the SSRB’s recommendations.

    The Government have decided that with effect from 1 May 2022, the current PCC salary pay bands will be increased by £1,900, in line with the award for all police officers.

  • Priti Patel – 2022 Statement on Police Officer Pay and Allowances

    Priti Patel – 2022 Statement on Police Officer Pay and Allowances

    The statement made by Priti Patel, the Home Secretary, in the House of Commons on 19 July 2022.

    The eighth report of the Police Remuneration Review Body (PRRB) was published today. The body considered the pay and allowances for police officers up to and including the chief officer ranks in England and Wales. The Government value the independent and expert advice of the PRRB. We thank the Chair and members for their thoughtful commentary and observations.

    Our police officers play a vital role in this country, fighting crime and keeping us safe. They do an extraordinary job under increasingly extraordinary circumstances, and it is right that they are fairly rewarded.

    The review body recommends a consolidated increase of £1,900 to all police officer pay points for all ranks from 1 September 2022, equivalent to 5% overall. It is targeted at those on the lowest pay points to provide an uplift of up to 8.8%, and between 0.6% and 1.8% for those on the highest pay points. The Government recognise that increases in the cost of living are having a significant impact on the lower paid. It is within this context and after careful consideration that we have chosen to accept this recommendation in full. As at March 2022 there are 142,526 police officers who will receive this consolidated increase.

    The PRRB also recommends that the Police Constable Degree Apprentice minimum starting salary—currently £19,164—should be raised to pay point 0—£23,556 with effect from 1 September 2022. This recommendation is accepted in full.

    The review body further recommends an increase to London weighting and the dog handlers’ allowance of 5%; and that parties should review the requirement and appropriate level for the dog handlers’ allowance. These recommendations are also accepted in full.

    To support this, the Home Office will, from within its existing budgets, provide forces with additional funding for pay over the spending review period of at least £70 million in 2022-23, £140 million in 2023-24 and £140 million in 2024-25.

    Pay awards this year strike a careful balance between recognising the vital importance of public sector workers, while delivering value for the taxpayer, not increasing the country’s debt further, and being careful not to drive even higher prices in the future. Sustained higher levels of inflation would have a far bigger impact on people’s real incomes in the long run than the proportionate and balanced pay increases recommended by the independent pay review bodies now. These awards should be viewed in parallel with the Government’s £37 billion package of wider support for the cost of living, which is targeted towards those most in need.

    Most overall pay awards in the public sector are similar to those in the private sector. Survey data suggests the median private sector pay settlement, which is the metric most comparable to these pay review body decisions, was 4% in the three months to May. Median full-time salaries are higher in the public sector, and public sector workers also benefit from some of the most generous pensions available.

  • Gillian Keegan – 2022 Statement on Draft Down Syndrome Act Guidance

    Gillian Keegan – 2022 Statement on Draft Down Syndrome Act Guidance

    The statement made by Gillian Keegan, the Minister for Care and Mental Health, in the House of Commons on 19 July 2022.

    Today, I am delighted to announce the launch of a national call for evidence to inform the development of the draft Down Syndrome Act Guidance.

    There are around 47,000 people with Down’s syndrome in the UK and we know that people with Down’s syndrome often face significant challenges and can struggle to access appropriate services and support.

    I am grateful to the right hon. Dr Liam Fox MP for bringing forward the private Member’s Bill which is now the Down Syndrome Act. This important legislation aims to improve access to services and life outcomes for people with Down’s syndrome. It does this by requiring that relevant authorities when providing certain health, social care, education and housing services take account of guidance issued by the Government—the guidance. The guidance will set out the steps it would be appropriate to take to meet the specific needs of people with Down’s syndrome.

    Since the Act received Royal Assent on 28 April 2022, we have been engaging with stakeholders and developing the national call for evidence which will inform the guidance.

    This call for evidence is an important stage in the process leading to the publication of the guidance in 2023. It will allow us to collect invaluable information over the next few months, which will then be used to inform and support the production of draft guidance. The draft guidance will in turn be published for full public consultation before final guidance is published next year.

    Through the call for evidence, we want to hear about the specific support needs of people with Down’s syndrome and examples of best practice in service delivery from across the country. We want to hear views on other areas that guidance could cover such as employment support and potential linkages with other genetic conditions that we committed to explore during the Act’s passage through Parliament.

    We want to hear from all relevant stakeholders including people with Down’s syndrome, their families and carers, organisations that represent them, and professionals such as those working in health, social care, education and housing.

    The process must be as accessible as possible and therefore the call for evidence will run for the maximum duration of 16 weeks. Alongside the online questionnaire and an easy read version, we will work with voluntary sector organisations to undertake workshops and focus groups to input into the call for evidence. We want to make sure we gain the views of everyone, including children and young people with Down’s syndrome, their families and carers.

    Following this national call for evidence, we will continue to engage with people with Down’s syndrome and other stakeholders to develop the guidance. The draft guidance will also be subject, in due course, to a full public consultation.

    The guidance represents a real opportunity to improve the way that services are arranged and delivered but it is essential that it is based on the views and expertise of those it will affect. I therefore strongly encourage everyone to complete the call for evidence and share widely.

    I am determined that people with Down’s syndrome should have the opportunity to be fully included in our society and to have access to the services and support that enable that, throughout their lifetime.

  • James Morris – 2022 Statement on Access to NHS Dentistry

    James Morris – 2022 Statement on Access to NHS Dentistry

    The statement made by James Morris, the Parliamentary Under-Secretary of Health and Social Care, in the House of Commons on 19 July 2022.

    Access to dentistry was severely impacted by the pandemic. The Government provided unprecedented financial support to the sector during the covid-19 pandemic to ensure that practices remained viable and able to offer treatment during the pandemic and to continue now, as we learn to live with covid-19.

    Taking into account the evolving guidance on infection and prevention control NHS England has worked, throughout the pandemic, with the sector to increase levels of dental activity, while keeping dentists, patients and their teams safe. From the beginning of July this year, NHS England has set the expectation that practices will return to delivering treatment at pre-pandemic levels.

    With NHS dentists operating at below 100% capacity for over two years, many people have not been able to regularly access a dental professional. We are taking action to address this, in a way which is fair for patients, dentists and the taxpayer.

    In April 2021, the Government set out that any changes to NHS dentistry must meet six tests:

    Be designed with and enjoy the support of the profession

    Improve oral health outcomes (or, where sufficient data are not yet available, credibly be on track to do so)

    Reduce perverse incentives for dental care that is not clinically necessary

    Demonstrably prevent the loss of NHS commissioned dental activity to private pay

    Improve patient access to NHS care, with a specific focus on addressing disparities, particularly those linked to deprivation and ethnicity

    Be affordable within available NHS resources made available by Government, including taking account of dental charges

    NHSE fully engaged the profession and patient representatives through an advisory board, technical groups and engagement events from May to September 2021 to fully understand the issues and potential solutions. The improvements set out here result from that engagement and have been refined through consultation with the British Dental Association and wider dental sector representatives.

    These initial changes are aimed at improving information for patients; improving the incentives in the contract to deliver more complex care; and enabling the NHS to better work with the sector to ensure that dental care is delivered.

    Improve care for high-needs patients

    We have responded to the call from dentists to improve the remuneration system to incentivise complex preventive and restorative treatment. We will make changes to the way dentists are remunerated for the range of treatments that are currently covered in band 2 treatments. Dentists will be paid more when they need to do three or more fillings or extractions and provide endodontic care.

    To provide the capacity to deliver the additional care required by higher-needs patients, we will support practices to adhere more closely to the National Institute of Clinical Excellence guidance on recall intervals which indicate that a healthy adult with good oral health need only see a dentist every two years and a child every one year. We want to decrease the volume of any low-value clinical care provided through NHS dentistry, for the NHS and patients themselves.

    These changes will support dentists and patients in getting the care they need as we start to tackle the pandemic backlogs in care.

    Promote more effective use of skill mix

    Dental care can be provided by a wide range of dental professionals including dental nurses, dental hygienists, and dental therapists. We will make clear that there is no legal barrier to the increased use of these professionals in the provision of NHS care and seek to increase their use in the provision of NHS care, as is already the case in private practice. NHS England will issue clear guidance on how to utilise these team members to provide NHS care that is within their scope of practice and which they have the skills, competence and experience to deliver safely and effectively in the best interests of patients. We will also work with the NHS Business Services Authority to make sure there are no administrative barriers to more effective use of this skill mix in practices providing NHS care.

    This will help improve access to NHS care and make dental care professional roles including dentists more fulfilling and rewarding, and help to tackle workforce challenges in underserved areas.

    Maximise patient access from available dental resources

    NHS England will work with local commissioners to help ensure that dentists are able to deliver high-quality care to patients. Most dental practices consistently deliver their contracted amount of dental activity, but there are some that do not, and some that want to deliver more NHS dentistry.

    We want to enable high-performing practices to expand to deliver more NHS care, particularly in those areas where NHS dentistry is less prevalent. To incentivise this, we will enable, subject to commissioner agreement, practices to deliver up to 110% contracted activity.

    Where contractors are unable to deliver their contracted activity in-year or persistently across years, commissioners are currently limited in their ability to recommission that activity to contractors better able to do so. In 2019-20,13% of contractors had consistently failed to deliver. This lost activity represents around 4.6 million units of dental activity per annum.

    As an initial step NHSE will encourage commissioners and contractors to work together so that where a practice has not delivered 30% of contracted activity by mid-year, 10% of annual activity will be rebased with agreement of the contractor. For contractors that consistently do not meet their targets over a number of years, we will enable NHSE to rebase contracts to achievable levels and release unused funding to commission care from other providers.

    Improve communication with patients

    Patients told us that they have difficulty finding an NHS dentist, in part because of the limited information on the NHS website. We will make the updating of the NHS website and directory of services a contractual requirement for dental practices. This will make it easier for patients to find a dentist who can deliver the care they need and for the system to refer patients to practices with capacity.

    Recruitment of dentists

    International professionals form a large proportion of joiners to the General Dental Council (GDC) register—indeed, in 2020, 35% of new GDC dentist registrants qualified outside the UK. They are a vital part of the UK’s dentistry workforce, ensuring that there is more capacity for dental treatment than UK graduates can provide alone

    As part of the ongoing reforms to healthcare professional regulation, officials have identified prescriptive detail which restricts the GDC from modernising its international registration processes. This may in turn deter safe and competent professionals from seeking registration to practise in the UK. The Department is therefore taking forward a legislative change which will:

    support flexibility for the GDC to ensure that international processes are proportionate and streamlined, while continuing to robustly protect patient safety;

    enable the GDC to increase the number of overseas registration exam (ORE) seats it offers by charging a fee which covers the cost of the exam, explore alternative ORE providers, and make changes to the structure of exam and applicant information which will support an increased pass rate; and

    allow the GDC to explore alternative pathways to international registration, such as recognition of programmes of education delivered outside the UK, or registration based on recognition of the qualification held by an applicant, as it considers appropriate.

    Current arrangements ensure that UK regulators continue to automatically recognise relevant European economic area (EEA) qualifications of healthcare professionals, including dentists. This enables qualified dentists from other EEA countries to continue to practise in the UK and we want to continue to facilitate their vital contribution to the dentistry workforce. EU exit legislation places a duty on the Secretary of State to carry out a review of the operation of these provisions at the start of 2023. The system of automatic recognition will not terminate unless further legislation is made to bring the current system to an end.

    Next steps

    These changes are the first steps in our work to support NHS dentistry and patients in areas where they continue to struggle with access. We are committed to working with the sector to consider any further changes which meet the six tests set out above, in particular regarding improved access to urgent care and further workforce and payment reform.

  • Steve Barclay – 2022 Statement on Doctors’ and Dentists’ Remuneration

    Steve Barclay – 2022 Statement on Doctors’ and Dentists’ Remuneration

    The statement made by Steve Barclay, the Secretary of State for Health and Social Care, in the House of Commons on 19 July 2022.

    The 50th report of the Review Body on Doctors’ and Dentists’ Remuneration (DDRB), the 35th report of the NHS Pay Review Body (NHSPRB) and the 44th report of the Senior Salaries Review Body (SSRB) are being published today. The reports will be presented to Parliament and published on gov.uk.

    I am grateful to all the chairs and members of the review bodies for their reports, and I welcome their robust, independent recommendations and observations. I am accepting the pay bodies’ recommendations in full, recognising the vital contributions NHS workers make to our country.

    This pay award comes on top of the 3% last year for staff under the remits of NHSPRB and DDRB, when pay uplifts were paused in the wider public sector. This year, most overall pay awards in the public sector are similar to those in the private sector. Survey data suggests median private sector pay settlement, which is the metric most comparable to these pay review body decisions, was 4% in the 3 months to May.

    The NHSPRB has recommended a £1,400 consolidated uplift to the full-time equivalent salary for all Agenda for Change (AfC) staff. This will be enhanced for pay points at the top of band 6 and all pay points in band 7 so it is equal to a 4% uplift.

    The DDRB has recommended a 4.5% increase to national salary pay scales, pay ranges or the pay elements of contracts for all groups included in their remit this year (consultants, speciality and associate specialist (SAS) doctors on the closed 2008 contracts, salaried general medical practitioners (GMPs) and general dental practitioners).

    The SSRB has recommended a 3% increase for all very senior managers (VSMs) and executive senior managers (ESMs), with a further 0.5% to ameliorate the erosion of differentials and facilitate the introduction of the new VSM pay framework.

    After careful consideration of the pay review body reports, we have decided to accept the pay review bodies’ recommendations in full. In doing so, we have committed to:

    uplifting the full-time equivalent salaries of staff on Agenda for Change contracts—over 1 million NHS staff—by £1,400 on a consolidated basis, and enhanced for staff in bands 6 and 7, those with full-time equivalent basic pay up to £45,839, so it is equal to a 4% pay uplift. This means the lowest paid will receive a 9.3% increase compared to 2021-22;

    uplifting the salaries of consultants (c.55,000 doctors) by 4.5% on a consolidated basis;

    uplifting the minimum and maximum pay range for Salaried GMPs (c.15,000 doctors) by 4.5% on a consolidated basis;

    uplifting the GMP trainers grant and GMP appraisers grant by 4.5%;

    uplifting the pay element of the general dental practitioners contract (c.24,000 dentists) by 4.5% on a consolidated basis;

    increasing the overall investment in the SAS workforce (c.12,000 doctors) on average, by 4.5%. The detailed arrangements for implementing this increase alongside the reformed 2021 SAS contract will be set out in due course; and

    uplifting the salaries of all very senior managers and executive senior managers (c.2,500 staff) by 3% and providing NHS organisations with additional flexibility to provide a further 0.5% to ameliorate the erosion of differentials and facilitate the introduction of the new VSM pay framework. Further information will be shared with NHS employers in due course.

    All pay awards will be backdated to 1 April 2022. This pay award is only applicable to NHS staff in England. The 2022-23 pay uplift for NHS staff directly employed by NHS providers will be funded by NHSE through system allocations.

    The DDRB was not asked to make recommendations for staff groups in multi-year deals (contractor GMPs, doctors and dentists in training or SAS doctors on the 2021 contracts). However, we note the wider comments made by the DDRB regarding these groups.

    This is an annual process and as is always the case, decisions are considered in light of the fiscal and economic context and ensuring awards recognise the value of NHS staff whilst delivering value for the taxpayer.

    While it is right that we reward our hard-working NHS staff with a pay rise, this needs to be proportionate and balanced with the need to deliver NHS services and manage the country’s long term economic health and public sector finances, along with inflationary pressures. Sustained higher levels of inflation would have a worse impact on people’s real incomes in the long run, which is why we need proportionate and balanced pay increases recommended by the independent pay review bodies.

    In written and oral evidence to the pay review bodies, the Government set out what was affordable within the NHS’s spending review settlement. The pay review bodies have recommended pay awards above this level. This Government are committed to living within its means and delivering value for the taxpayer, and therefore we are reprioritising within existing departmental funding whilst minimising the impact on frontline services.

    The pay awards should be viewed in parallel with the £37 billion package of support the Government have provided for the cost of living, targeted to those most in need.

    Salaried general medical practitioners

    For salaried GMPs the minimum and maximum pay range set out in the model terms and conditions will be uplifted. As independent contractors to the NHS, it is for GMP practices to determine uplifts in pay for their employees.

    Clinical excellence awards and clinical impact awards

    The Government have recently reformed the national awards in England, now named national clinical impact awards. The reforms aim to address issues with inequality previously raised by the DDRB.

    Government acknowledges the DDRB’s comments on local clinical excellence awards and their reasons for not recommending an increase in their value this year.

  • Graham Stuart – 2022 Statement on the Humanitarian Situation in Afghanistan

    Graham Stuart – 2022 Statement on the Humanitarian Situation in Afghanistan

    The statement made by Graham Stuart, the Minister for Europe, in the House of Commons on 19 July 2022.

    My noble Friend the Minister for South and Central Asia, North Africa, United Nations and the Commonwealth (Lord Ahmad of Wimbledon), has made the following written ministerial statement:

    The UK has committed £286 million in financial year 2022-23 for Afghanistan. This aid will provide life-saving support to the most vulnerable, especially women and girls. We are working with aid agencies to ensure that marginalised groups have equal, safe and dignified access to assistance and services. Our funding has included support for access to sustainable clean water and sanitation, nutrition treatment and primary healthcare services, as well as support in response to gender-based violence.

    The earthquake in Paktika and Khost provinces in eastern Afghanistan on 22 June exacerbated the humanitarian situation and killed over 1,000 people and injured over 2,900. The Government offered support only hours after the earthquake struck. UK aid was already being delivered to the affected areas prior to the earthquake via the UN, non-Government organisations and the Red Cross. The Government rapidly allocated £3 million for immediate life-saving support to people affected. £2 million has been disbursed to the International Federation of the Red Cross, £500,000 to the Norwegian Refugee Council and £500,000 to the International Rescue Committee to provide shelter, healthcare, water, sanitation and hygiene support.

    The Government’s response to the earthquake is part of our concerted ongoing humanitarian support. Afghanistan’s humanitarian crisis is affecting just under half of the population, with 18.9 million facing acute food insecurity. Afghanistan remains one of the world’s most severe food security crises. People continue to turn to drastic measures to feed their families. Over 6 million people have been internally displaced and millions of children are out of school, in part because the Taliban still prevent girls from attending secondary school.

    The UK has disbursed £140 million in humanitarian aid since April 2022 including £50 million to the Afghanistan Humanitarian Fund, £70 million to the World Food Programme and £12 million to the United Nations Children’s Fund. Through the World Food Programme, the UK aims to support over 4 million people with food assistance. All our funding is provided directly to humanitarian organisations working in Afghanistan. All UK aid is subject to strict monitoring and verification to ensure it is only used to help the vulnerable people it is intended for.

    Humanitarian partners report they are increasingly facing interference attempts by the Taliban and other armed groups in the delivery of independent, equitable and safe humanitarian assistance. There have been instances of periodic disruption in aid delivery in specific locations, however to date, UK funded agencies continue to deliver. The UK regularly emphasises to the Taliban the need for humanitarian organisations to operate independently in the delivery of assistance and to respect the rights of women and girls.

    The UK continues to engage closely with donors and played an instrumental role in supporting the World Bank Board’s decision to make the remaining $1 billion in the Afghanistan Reconstruction Trust Fund available. $793 million of programming is currently in the process of being mobilised, focusing on community projects and livelihoods, health and food security.

    The Foreign Secretary and Lord Ahmad of Wimbledon are in regular contact with their international counterparts on Afghanistan. At the G7 Foreign Ministers meeting in May, the Foreign Secretary discussed the current security, humanitarian, and human rights situation as well as longer term prospects for the country and region with her counterparts. Ministers have regular discussions with humanitarian actors working in Afghanistan, most recently during Lord Ahmad’s trip to Geneva in June 2022, where he met the Red Cross and United Nations High Commissioner for Refugees.