Munira Wilson

Recruiting and retaining more teachers is critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child, as the in-school factor that makes the biggest difference to a young person’s educational outcome is high-quality teaching. This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes.

​Information on subjects taught is not collected from primary schools. Since the department does not collect the curriculum data for primary teachers, we cannot identify the primary music teachers to calculate a leaver statistic.

​Based on the school workforce census data, the numbers of secondary school music teachers who left the teaching profession during the specified periods are as follows:

• ​ In the 2010/11 to 2014/15 academic years,1,968 secondary school music teachers left the teaching profession.
• ​ In the 2015/16 to 2019/20 academic years, 1,833 secondary school music teachers left the teaching profession.
• ​ In the 2020/21 to 2022/23 academic years,1,068 secondary school music teachers left the teaching profession.

​Information on the number of teachers leaving service for the 2023/24 academic year will be published in June 2025.

Information on the school workforce is published in the ‘School workforce in England’ statistical publication, which can be found here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england.

This includes the number and rate of teacher vacancies in each school, local authority, region and nationally. Figures for primary and secondary schools for the 2019/20 to 2023/24 academic years, which is the latest information available, is available here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/8a3eb31d-c466-4007-0220-08dd45ba797d.

Information on teacher vacancies for the 2024/25 academic year will be published in June 2025.

This is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.

The department has made good early progress towards this key pledge by ensuring teaching is once again an attractive and respected profession, which is key to ensuring teachers receive the pay they deserve. That is why we have accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available from the 2025/26 recruitment cycle to support teacher trainees, with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’, and the further education teacher recruitment campaign, ‘Share your Skills’.

In addition to recruiting expert teachers, we want existing teachers to stay and thrive in the profession, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are six schools in Mid Cheshire that are eligible for targeted retention incentives.

To further support retention, we have made available workload and wellbeing resources that were developed with school leaders, through our new Improving Workload and Wellbeing online service. We are also continuing to promote the Education Staff Wellbeing Charter, which currently has nearly 4,000 school and college signatories.

The department is also funding mental health and wellbeing support for school and college leaders. This includes professional supervision and counselling for those who need it. More than 2,000 leaders have benefitted from the support so far. Support continues to be available and can be accessed by visiting Education Support’s website.

The department is also committed to supporting schools to implement flexible working practices including taking planning, preparation and assessment time remotely.

The department has established Teaching School Hubs across the country, which provide approved high-quality professional development to teachers at all stages of their careers. They play a significant role in delivering initial teacher training, the early career framework, national professional qualifications and appropriate body services.

Recruiting and retaining more teachers is critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child, as the in-school factor that makes the biggest difference to a young person’s educational outcome is high-quality teaching. This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes.

​Information on subjects taught is not collected from primary schools. Since the department does not collect the curriculum data for primary teachers, we cannot identify the primary music teachers to calculate a leaver statistic.

​Based on the school workforce census data, the numbers of secondary school music teachers who left the teaching profession during the specified periods are as follows:

• ​ In the 2010/11 to 2014/15 academic years,1,968 secondary school music teachers left the teaching profession.
• ​ In the 2015/16 to 2019/20 academic years, 1,833 secondary school music teachers left the teaching profession.
• ​ In the 2020/21 to 2022/23 academic years,1,068 secondary school music teachers left the teaching profession.

​Information on the number of teachers leaving service for the 2023/24 academic year will be published in June 2025.

Information on the school workforce is published in the ‘School workforce in England’ statistical publication, which can be found here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england.

This includes the number and rate of teacher vacancies in each school, local authority, region and nationally. Figures for primary and secondary schools for the 2019/20 to 2023/24 academic years, which is the latest information available, is available here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/8a3eb31d-c466-4007-0220-08dd45ba797d.

Information on teacher vacancies for the 2024/25 academic year will be published in June 2025.

This is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.

The department has made good early progress towards this key pledge by ensuring teaching is once again an attractive and respected profession, which is key to ensuring teachers receive the pay they deserve. That is why we have accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available from the 2025/26 recruitment cycle to support teacher trainees, with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’, and the further education teacher recruitment campaign, ‘Share your Skills’.

In addition to recruiting expert teachers, we want existing teachers to stay and thrive in the profession, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are six schools in Mid Cheshire that are eligible for targeted retention incentives.

To further support retention, we have made available workload and wellbeing resources that were developed with school leaders, through our new Improving Workload and Wellbeing online service. We are also continuing to promote the Education Staff Wellbeing Charter, which currently has nearly 4,000 school and college signatories.

The department is also funding mental health and wellbeing support for school and college leaders. This includes professional supervision and counselling for those who need it. More than 2,000 leaders have benefitted from the support so far. Support continues to be available and can be accessed by visiting Education Support’s website.

The department is also committed to supporting schools to implement flexible working practices including taking planning, preparation and assessment time remotely.

The department has established Teaching School Hubs across the country, which provide approved high-quality professional development to teachers at all stages of their careers. They play a significant role in delivering initial teacher training, the early career framework, national professional qualifications and appropriate body services.

Information on the school workforce is published in the ‘School Workforce in England’ statistical publication which is available here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england.

The pandemic period affects figures relating to the data between 2019 and 2021.

In the state school sector, there were 45,381 new entrants in 2019/20 compared to 47,230 in 2018/19. This reduced to 41,796 in 2020/21. The numbers have risen again as reflected in the most recent census, where there were 44,002 new entrants in 2023/24.

Retention increased during the COVID-19 pandemic which we expect is due to changing career plans for individuals. In 2019/20, 41,193 teachers left the profession compared to 43,134 in 2018/19, and this dropped to 32,227 in 2020/21. In the most recent census, 43,522 teachers left the profession, whilst almost 9 in 10 (88.7%) teachers who qualified in 2022 are still teaching one year after qualification, almost three-quarters (74.1%) of teachers who qualified three years ago are still teaching and over two-thirds (67.5%) of teachers who qualified five years ago are still teaching.

The within school factor that makes the biggest difference to a young person’s educational outcome is high quality teaching. Recruiting and retaining more qualified, expert teachers is therefore critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child.

​This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes. That is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.

​​​The department has made good early progress towards this key pledge. We accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available for the 2025/26 recruitment cycle, which is an increase of £37 million from the 2024/25 cycle, to support teacher trainees with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in some shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’ and the further education teacher recruitment campaign, ‘Share your Skills’.

​A successful recruitment strategy starts with a strong retention strategy, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are four schools in the Twickenham constituency where teachers are eligible for targeted retention incentives.

We want to ensure teaching is an attractive profession to a wide range of people, including parents. This is why the department is enabling schools to offer greater flexible working, such as allowing planning, preparation, and assessment to be undertaken from home, as well as making key resources to support wellbeing, developed with school leaders, available to teachers.

The department is also funding bespoke support provided by flexible working ambassador schools and multi-academy trusts, ensuring schools are capturing the benefits of flexible working whilst protecting pupils’ face-to-face teacher time. Charles Dickens Primary School is the flexible working ambassador school providing local, tailored peer support for Twickenham schools.

The department has established Teaching School Hubs across the country, which play a significant role in delivering initial teacher training and development. Wandle Teaching School Hub supports teacher training and development across Kingston upon Thames, Merton, Richmond upon Thames and Wandsworth.

No notices of reduced or ended funding have been issued regarding teacher recruitment or retention schemes since 30 October 2024.

The within school factor that makes the biggest difference to a young person’s educational outcome is high quality teaching. Recruiting and retaining more qualified, expert teachers is therefore critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child.

​This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes. That is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.

​​​The department has made good early progress towards this key pledge. We accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available for the 2025/26 recruitment cycle, which is an increase of £37 million from the 2024/25 cycle, to support teacher trainees with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in some shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’ and the further education teacher recruitment campaign, ‘Share your Skills’.

​A successful recruitment strategy starts with a strong retention strategy, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are four schools in the Twickenham constituency where teachers are eligible for targeted retention incentives.

We want to ensure teaching is an attractive profession to a wide range of people, including parents. This is why the department is enabling schools to offer greater flexible working, such as allowing planning, preparation, and assessment to be undertaken from home, as well as making key resources to support wellbeing, developed with school leaders, available to teachers.

The department is also funding bespoke support provided by flexible working ambassador schools and multi-academy trusts, ensuring schools are capturing the benefits of flexible working whilst protecting pupils’ face-to-face teacher time. Charles Dickens Primary School is the flexible working ambassador school providing local, tailored peer support for Twickenham schools.

The department has established Teaching School Hubs across the country, which play a significant role in delivering initial teacher training and development. Wandle Teaching School Hub supports teacher training and development across Kingston upon Thames, Merton, Richmond upon Thames and Wandsworth.

No notices of reduced or ended funding have been issued regarding teacher recruitment or retention schemes since 30 October 2024.

The within school factor that makes the biggest difference to a young person’s educational outcome is high quality teaching. Recruiting and retaining more qualified, expert teachers is therefore critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child.

​This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes. That is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.

​​​The department has made good early progress towards this key pledge. We accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available for the 2025/26 recruitment cycle, which is an increase of £37 million from the 2024/25 cycle, to support teacher trainees with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in some shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’ and the further education teacher recruitment campaign, ‘Share your Skills’.

​A successful recruitment strategy starts with a strong retention strategy, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are four schools in the Twickenham constituency where teachers are eligible for targeted retention incentives.

We want to ensure teaching is an attractive profession to a wide range of people, including parents. This is why the department is enabling schools to offer greater flexible working, such as allowing planning, preparation, and assessment to be undertaken from home, as well as making key resources to support wellbeing, developed with school leaders, available to teachers.

The department is also funding bespoke support provided by flexible working ambassador schools and multi-academy trusts, ensuring schools are capturing the benefits of flexible working whilst protecting pupils’ face-to-face teacher time. Charles Dickens Primary School is the flexible working ambassador school providing local, tailored peer support for Twickenham schools.

The department has established Teaching School Hubs across the country, which play a significant role in delivering initial teacher training and development. Wandle Teaching School Hub supports teacher training and development across Kingston upon Thames, Merton, Richmond upon Thames and Wandsworth.

No notices of reduced or ended funding have been issued regarding teacher recruitment or retention schemes since 30 October 2024.

The within school factor that makes the biggest difference to a young person’s educational outcome is high quality teaching. Recruiting and retaining more qualified, expert teachers is therefore critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child.

​This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes. That is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament.

​​​The department has made good early progress towards this key pledge. We accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available for the 2025/26 recruitment cycle, which is an increase of £37 million from the 2024/25 cycle, to support teacher trainees with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in some shortage subjects. The department has also expanded its schoolteacher recruitment campaign, ‘Every Lesson Shapes a Life’ and the further education teacher recruitment campaign, ‘Share your Skills’.

​A successful recruitment strategy starts with a strong retention strategy, and new teachers of mathematics, physics, chemistry and computing in the first five years of their careers will now receive a targeted retention incentive of up to £6,000 after-tax if working in disadvantaged schools. There are four schools in the Twickenham constituency where teachers are eligible for targeted retention incentives.

We want to ensure teaching is an attractive profession to a wide range of people, including parents. This is why the department is enabling schools to offer greater flexible working, such as allowing planning, preparation, and assessment to be undertaken from home, as well as making key resources to support wellbeing, developed with school leaders, available to teachers.

The department is also funding bespoke support provided by flexible working ambassador schools and multi-academy trusts, ensuring schools are capturing the benefits of flexible working whilst protecting pupils’ face-to-face teacher time. Charles Dickens Primary School is the flexible working ambassador school providing local, tailored peer support for Twickenham schools.

The department has established Teaching School Hubs across the country, which play a significant role in delivering initial teacher training and development. Wandle Teaching School Hub supports teacher training and development across Kingston upon Thames, Merton, Richmond upon Thames and Wandsworth.

No notices of reduced or ended funding have been issued regarding teacher recruitment or retention schemes since 30 October 2024.

The government has committed £1.4 billion to continue the current School Rebuilding Programme (SRP) in 2025/26, reconfirming our commitment to rebuild or refurbish 518 schools and sixth form colleges across England, prioritising delivery based on need.

All schools within the programme, including those with confirmed reinforced autoclaved aerated concrete, are prioritised for delivery according to the condition of their buildings, readiness to proceed and efficiency of delivery. The department also takes into account the suitability and longevity of any temporary accommodation schools and sixth form colleges may have in place. Expected delivery timeframes have been communicated to all responsible bodies and specific start dates are communicated at least a month in advance of the project entering delivery. Since we communicated these timescales, we have not made any significant changes to them to move start dates around.

Just under half of SRP projects have started various stages of delivery activity and the department plans to increase the number of existing school rebuilding projects to 100, of which delivery begins in the next financial year so work can start more quickly.

Once a school enters delivery, a project team carries out a feasibility study which determines the scope of the works. SRP projects typically take 3 to 5 years to complete.

The higher education (HE) sector is independent from government and it is therefore for individual providers to determine and address any estate issues.

The Institution of Structural Engineers has published guidance that HE institutions can refer to on investigating and assessing reinforced autoclaved aerated concrete (RAAC).

Departmental officials engaged with Universities UK and HE mission groups during 2023, to direct HE providers to RAAC guidance from the Institution of Structural Engineers and to departmental RAAC guidance for state-funded education buildings.

The department knows that children’s early years are crucial to their development, health and life chances. We recognise the importance of the early identification of needs to ensure the right support is put in place as early as possible to ensure children with special educational needs and disabilities (SEND) and developmental differences and delays can get the best start in life.

The department wants all early years educators to feel confident in identifying and supporting developmental differences and delays, including knowing how to access further support and advice when needed. To support this we have funded training for up to 7000 special educational needs co-ordinators (SENCOs), have published new resources, including a free online training module and SEND assessment guidance to help early educators to identify, assess and support children in their settings, and announced funding support for the Nuffield Early Language Intervention programme for this academic year for children needing extra support with their speech and language development.

When a child is between two and three-years-old, educators must review their progress and provide parents or carers with a brief written summary of their development in key areas. This summary highlights strengths, areas needing additional support, and strategies to address any concerns. Guidance is available to help educators accurately assess a child's development and work closely with parents and professionals to provide necessary support.

The government is committed to reducing the numbers of lives lost to suicide, including through prevention in educational institutions.

The Department of Health and Social Care published a Prevention Strategy for England on 11 September 2023 with over 130 actions aimed at reducing the suicide rate. The strategy also sets ambitions to improve support for people who self-harm and people who have been bereaved by suicide. As part of the strategy, a number of groups have been identified for consideration for tailored or targeted action at a national level, including children and young people.

Guidance to schools is reviewed regularly, including the statutory ‘Keeping children safe in education’ guidance that all schools must have regard to. Amongst other things, the guidance sets out the role all staff must play in safeguarding and promoting the welfare of children, including identifying where mental health concerns are also safeguarding concerns and making appropriate referrals into early help support services and statutory support services as appropriate.

The statutory guidance for relationships, sex and health education (RSHE), which came into force in September 2020, advises that schools should approach teaching about self-harm and suicide carefully and should be aware of the risks to pupils from exposure to materials that are instructive rather than preventative, including websites or videos that provide instructions or methods of self-harm or suicide. The guidance can be accessed here: https://www.gov.uk/government/publications/relationships-education-relationships-and-sex-education-rse-and-health-education.

The department is currently reviewing the RSHE guidance and as part of this process the department will explore whether additional content is required on suicide prevention.

The National Review of Higher Education Student Suicides will report with important lessons for better supporting students and preventing tragedies in higher education (HE) settings in the spring. This will be published alongside updated data on HE student suicides from the Office for National Statistics.

Local authorities, Adoption England and Regional Adoption Agencies promote the Adoption and Special Guardianship Support Fund (ASGSF) to families throughout their adoption journey as a source of support should they need it.

In December 2023, the department changed the name of the Fund from the Adoption Support Fund to the ASGSF, to reflect the eligibility of special guardianship order (SGO) families and encourage increased numbers of applications for therapy where these families might need support.

The department does not hold definitive data on the number of families eligible for the ASGSF at any one time. During the period from 7 February to 31 December 2024, 18,030 individual children have accessed support through the ASGSF.

Local authorities, Adoption England and Regional Adoption Agencies promote the Adoption and Special Guardianship Support Fund (ASGSF) to families throughout their adoption journey as a source of support should they need it.

In December 2023, the department changed the name of the Fund from the Adoption Support Fund to the ASGSF, to reflect the eligibility of special guardianship order (SGO) families and encourage increased numbers of applications for therapy where these families might need support.

The department does not hold definitive data on the number of families eligible for the ASGSF at any one time. During the period from 7 February to 31 December 2024, 18,030 individual children have accessed support through the ASGSF.

The Autumn Budget 2024 provided an additional £300 million revenue funding for further education (FE) for the 2025/26 financial year to ensure young people are developing the skills this country needs.

On 15 January the department notified education institutions via the Education and Skills Funding Agency update that approximately £50 million of this funding will be made available to general FE colleges and sixth form colleges for the period April to July 2025. This one-off grant will enable colleges to respond to current priorities and challenges, including workforce recruitment and retention. Schools and academies will also continue to get grant funding for their 16 to 19 provision over this period.

The remaining funding will be made available in 16 to 19 funding rates for the 2025/26 academic year, with the aim of ensuring that all 16 to 19 providers are funded on an equitable basis from 2025 to 2026. We are preparing the operational detail of the 16 to 19 funding rates and formula and the allocations timeline for the 2025/26 academic year. We aim to publish more information as soon as we can and will provide a further update in due course.

The full update can be accessed at: https://www.gov.uk/government/publications/esfa-update-15-january-2025.

The new government has a central mission to break down barriers to opportunity for every child.

The government has inherited a trend of rising child poverty and widening attainment gaps between children eligible for free school meals (FSM) and their peers. Child poverty has increased by 700,000 since 2010, with over four million children now growing up in a low income family. The government is committed to delivering an ambitious strategy to reduce child poverty by tackling the root causes and giving every child the best start at life. To support this, a new ministerial taskforce has been set up to develop a Child Poverty Strategy, which will be published in spring 2025. The taskforce will consider a range of policies in assessing what will have the greatest impact in driving down rates of child poverty.

The department has not made a recent formal assessment of the proportion of children who are eligible for FSM but not registered to receive the entitlement. The last review conducted in 2013 suggested that 89% of eligible pupils were registered for FSM. We recognise the vital role played by FSM and encourage all eligible families to take their entitlement up and join the 2.1 million pupils currently registered to receive FSM. To support FSM take up, we provide the Eligibility Checking System which allows local authorities to quickly verify eligibility for FSM and ensure that it is easily received.

The department has not formally assessed the number and proportion of children who would be eligible for FSM, had the eligibility threshold for households on Universal Credit increased in line with inflation since its introduction in 2018. As with all policies, the government keeps the approach to FSM under review.

The new government has a central mission to break down barriers to opportunity for every child.

The government has inherited a trend of rising child poverty and widening attainment gaps between children eligible for free school meals (FSM) and their peers. Child poverty has increased by 700,000 since 2010, with over four million children now growing up in a low income family. The government is committed to delivering an ambitious strategy to reduce child poverty by tackling the root causes and giving every child the best start at life. To support this, a new ministerial taskforce has been set up to develop a Child Poverty Strategy, which will be published in spring 2025. The taskforce will consider a range of policies in assessing what will have the greatest impact in driving down rates of child poverty.

The department has not made a recent formal assessment of the proportion of children who are eligible for FSM but not registered to receive the entitlement. The last review conducted in 2013 suggested that 89% of eligible pupils were registered for FSM. We recognise the vital role played by FSM and encourage all eligible families to take their entitlement up and join the 2.1 million pupils currently registered to receive FSM. To support FSM take up, we provide the Eligibility Checking System which allows local authorities to quickly verify eligibility for FSM and ensure that it is easily received.

The department has not formally assessed the number and proportion of children who would be eligible for FSM, had the eligibility threshold for households on Universal Credit increased in line with inflation since its introduction in 2018. As with all policies, the government keeps the approach to FSM under review.

The government is committed to breaking down barriers to opportunity. Too many children and young people today do not have access to the same enrichment opportunities as their peers, suffer from poor mental health and, in some cases, end up being drawn into crime rather than going on to achieve and thrive.

Young Futures Hubs will bring together the support services that tackle underlying needs and make them more accessible to those that need them. The department is engaging with local areas, communities, statutory partners, charities and other key stakeholders to support the design of the Young Futures Hubs, including the specific age-range they will serve. The department will share further information in due course.

Young Futures Hubs will bring together services to improve access to opportunities and support for young people at community level, promoting positive outcomes, supporting crime prevention and enabling young people to thrive.

This is part of the Young Futures Programme alongside which we will establish a network of Young Futures Prevention Partnerships to bring together key partners to identify children and young people at risk of being drawn into crime and offer support in a more systematic way to divert them.

To make progress quickly and achieve impact across this programme, the department will need to build upon the existing structures it has in place, from physical buildings to local partnership working and the existing workforce.

The department is working closely with the construction sector to ensure its skills offer meets the needs of employers. We are working with the Construction Leadership Council (CLC), Construction Skills Delivery Group (CSDG), industry leaders and other government departments, to help more people access high-quality training and careers in construction. The CSDG has been instrumental in bringing together partners from industry, and across different government departments, to identify barriers to growth in construction and feed intelligence on how the skills offer can be shaped to best meet the needs of the industry.

This government has announced £140 million industry investment in Homebuilding Skills Hubs. These will be established by the Construction Industry Training Board (CITB) and the National Housebuilding Council (NHBC) on a demand led basis, in areas where large scale homebuilding projects lead to a surge in demand. The hubs are projected to deliver over 5,000 fast track apprenticeships per year by 2027/28, in shortage occupations including Bricklaying and Groundwork, making use of the existing flexibilities in our apprenticeships system to help businesses get the skilled workers they need more quickly. This initiative represents £100 million investment from the NHBC and the CITB, an executive non-departmental public body.

The department continues to support the take-up of construction and construction-related subjects in further education. Skills, including construction, planning and architecture are crucial for the delivery of the government’s missions. The department is building a coherent, flexible, high-quality skills system to break down barriers to opportunity and drive economic growth, underpinned by a new post-16 skills and education strategy.

A wide range of government-funded programmes are available for construction employers who are considering hiring employees, offering work experience, or upskilling existing staff. These include apprenticeships, T Levels, Skills Bootcamps, and free courses for jobs.

There are currently 91 high-quality apprenticeship standards in the construction and the built environment sector, with a further two standards in development, including in occupations like level 2 scaffolder, level 3 bricklayer, and level 6 construction site manager.

The department has introduced innovations to support growth of training programmes in the sector. For example, we are making apprenticeships more flexible through flexi job apprenticeships. There are Skills Bootcamps around the country that offer courses in different areas of construction.

T Levels provide an excellent option for 16 to 19 learners and include valuable workplace experience through an industry placement of at least 45 days. Thousands of young people have benefited from T Levels such as Design, Surveying and Planning, and Building Services Engineering, which can lead to rewarding careers in the construction sector.

There are 21 ​Higher Technical Qualifications (HTQs) currently available in the Construction and the Built Environment occupational route, with a further 19 becoming available from September 2025. Examples of HTQs currently available in these areas include a Higher National Diploma (HND) in Modern Methods of Construction, HND in Architectural Technology and a Higher National Certificate Construction Quantity Surveying.

Following the Review of Qualifications Reform, which looked at level 3 qualifications due to be defunded by 31 July 2025, the department is retaining 12 level 3 qualifications in Construction and the Built Environment until 2026. The department’s expectation is that, at this point, the combination of A levels, T Levels and reformed qualifications will meet the needs of learners in this route.

As part of this review, the department announced that new enrolments onto the T Level in Onsite Construction will cease. Although this T Level is providing valuable education and industry experience, on the whole, its success and uptake has been limited due to the overall lack of demand for a large level 3 qualification in this area. Moving forward, the needs of learners will best be met through apprenticeships and other classroom provision as set out here.

The department is also setting up Skills England to bring together central and local government, businesses, training providers and unions to help meet the skills needs of the next decade. Aligned to the government’s industrial strategy, this work will also be underpinned by local skills improvement plans, which help make technical education and training more responsive to local labour market and employer needs, including employers in the construction section.

The department is working closely with the construction sector to ensure its skills offer meets the needs of employers. We are working with the Construction Leadership Council (CLC), Construction Skills Delivery Group (CSDG), industry leaders and other government departments, to help more people access high-quality training and careers in construction. The CSDG has been instrumental in bringing together partners from industry, and across different government departments, to identify barriers to growth in construction and feed intelligence on how the skills offer can be shaped to best meet the needs of the industry.

This government has announced £140 million industry investment in Homebuilding Skills Hubs. These will be established by the Construction Industry Training Board (CITB) and the National Housebuilding Council (NHBC) on a demand led basis, in areas where large scale homebuilding projects lead to a surge in demand. The hubs are projected to deliver over 5,000 fast track apprenticeships per year by 2027/28, in shortage occupations including Bricklaying and Groundwork, making use of the existing flexibilities in our apprenticeships system to help businesses get the skilled workers they need more quickly. This initiative represents £100 million investment from the NHBC and the CITB, an executive non-departmental public body.

The department continues to support the take-up of construction and construction-related subjects in further education. Skills, including construction, planning and architecture are crucial for the delivery of the government’s missions. The department is building a coherent, flexible, high-quality skills system to break down barriers to opportunity and drive economic growth, underpinned by a new post-16 skills and education strategy.

A wide range of government-funded programmes are available for construction employers who are considering hiring employees, offering work experience, or upskilling existing staff. These include apprenticeships, T Levels, Skills Bootcamps, and free courses for jobs.

There are currently 91 high-quality apprenticeship standards in the construction and the built environment sector, with a further two standards in development, including in occupations like level 2 scaffolder, level 3 bricklayer, and level 6 construction site manager.

The department has introduced innovations to support growth of training programmes in the sector. For example, we are making apprenticeships more flexible through flexi job apprenticeships. There are Skills Bootcamps around the country that offer courses in different areas of construction.

T Levels provide an excellent option for 16 to 19 learners and include valuable workplace experience through an industry placement of at least 45 days. Thousands of young people have benefited from T Levels such as Design, Surveying and Planning, and Building Services Engineering, which can lead to rewarding careers in the construction sector.

There are 21 ​Higher Technical Qualifications (HTQs) currently available in the Construction and the Built Environment occupational route, with a further 19 becoming available from September 2025. Examples of HTQs currently available in these areas include a Higher National Diploma (HND) in Modern Methods of Construction, HND in Architectural Technology and a Higher National Certificate Construction Quantity Surveying.

Following the Review of Qualifications Reform, which looked at level 3 qualifications due to be defunded by 31 July 2025, the department is retaining 12 level 3 qualifications in Construction and the Built Environment until 2026. The department’s expectation is that, at this point, the combination of A levels, T Levels and reformed qualifications will meet the needs of learners in this route.

As part of this review, the department announced that new enrolments onto the T Level in Onsite Construction will cease. Although this T Level is providing valuable education and industry experience, on the whole, its success and uptake has been limited due to the overall lack of demand for a large level 3 qualification in this area. Moving forward, the needs of learners will best be met through apprenticeships and other classroom provision as set out here.

The department is also setting up Skills England to bring together central and local government, businesses, training providers and unions to help meet the skills needs of the next decade. Aligned to the government’s industrial strategy, this work will also be underpinned by local skills improvement plans, which help make technical education and training more responsive to local labour market and employer needs, including employers in the construction section.

The department provides capital funding, guidance and support to help responsible bodies and their schools effectively manage their school buildings. It is the responsibility of those who run schools – academy trusts, local authorities and voluntary-aided school bodies – to ensure their schools are safe, well-maintained and compliant with relevant regulations, and alert the department if there is a significant concern with a building. Local authorities and academy trusts do not need to report building closures to the department. Therefore, the department does not hold this data. The department does provide support on a case-by-case basis, working with the sector if it is alerted to a serious safety issue. The department always puts the safety and wellbeing of children and staff in schools and colleges at the heart of our policy decisions.

There are over 22,000 schools and colleges in England. The number of schools and colleges with confirmed reinforced autoclaved aerated concrete (RAAC) was 237, or around 1%. The department has committed to resolving this problem of RAAC as quickly as possible.

Where the presence of RAAC has been confirmed, the government is funding its removal from schools and colleges in England. The department has committed to resolving this problem as quickly as possible, permanently removing RAAC either through grant funding or the School Rebuilding Programme (SRP).  Permanently removing RAAC may involve refurbishment of existing buildings or rebuilding affected buildings.

For schools and colleges receiving grants, it is for individual responsible bodies to develop project plans that suit their individual circumstances, drawing on the department’s support as needed. The scope and cost of each project will vary depending on the extent of the issue and nature and design of the buildings. Grants are agreed with responsible bodies and we support them as they take this forward.

As of 27 November 2024, 30 schools, where works are being delivered by responsible bodies via grant funding, have informed us they have permanently removed RAAC.

A total of 122 schools with confirmed RAAC have been included in SRP. Once a school enters delivery, a project team will carry out a feasibility study which will determine the scope of the works. SRP projects take on average 3 to 5 years to complete.