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1134888

registered interest
date	26/06/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	Autism and Learning Disability: Newcastle-under-Lyme
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, what steps his Department is taking to ensure that constituents with learning disabilities or autism, in Newcastle-under-Lyme, are able to access inpatient facilities close to home.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	269659
answer	answer is ministerial correction date of answer 01/07/2019 answer text <p>Adult non-secure inpatient services for people with learning disabilities and/or autism in Newcastle-Under-Lyme are commissioned by the Newcastle-Under-Lyme Clinical Commissioning Group (CCG). Local CCGs should ensure that patients with a learning disability and/or autism have access to an inpatient bed when they need it.</p><p>Adult secure inpatient services and Child and Adolescent Mental Health Services (CAMHS) Tier 4 inpatient beds for children and young people with learning disabilities and/or autism in Newcastle-Under-Lyme are commissioned by the NHS England Specialised Commissioning Team in the West Midlands, which will always look at prioritising meeting clinical needs as locally as possible.</p> answering member constituency Wimbledon answering member printed Stephen Hammond question first answered 01/07/2019 15:12:00 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly

1130088

registered interest
date	05/06/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	Doctors: Parental Leave and Redundancy Pay
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, pursuant to the Answer of 30 May 2019 to Question 256964, what assessment he has made of the effect of NHS Employers’ decision to make a contractual offer to (a) consultants and (b) associate specialist (SAS) doctors on (i) enhanced occupational rates of pay for shared parental leave contingent on contractual terms and (ii) redundancy terms and conditions.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	260569
answer	answer is ministerial correction date of answer 13/06/2019 answer text <p>NHS Employers have proposed to medical trades unions the adoption of a set of common provisions set out in the NHS Handbook. These terms and conditions include, but are not limited to, shared parental leave and redundancy. Medical trades unions have been invited to discuss the proposed changes in partnership through the established negotiation forums for the consultant and specialty and associate specialists (SAS) doctor contracts.</p><p>This is the same protocol as has previously been followed for proposing provisions agreed under the non-pay schedules in the NHS Handbook to consultants and SAS doctors.</p><p>In 2015, the NHS Staff Council agreed new redundancy provisions for the NHS Terms and Conditions of Service. The British Medical Association (BMA), who are part of the Staff Council, did not agree to amend the national terms and conditions which their members are employed upon. This resulted in redundancy terms being different for doctors compared with other National Health Service staff. In 2016 the new contract for doctors and dentists in training introduced schedules which brought them in line with the shared provisions for other NHS staff, including redundancy. However, as it stands, other grades of doctors still have anomalous redundancy arrangements compared with the rest of the NHS workforce.</p><p>The effect of the proposal to accept a set of common provisions on consultants and SAS doctors will be that these non-pay elements of their terms and conditions will be brought into line with doctors and dentists in training and Agenda for Change staff, bringing equity across staff groups.</p><p>The BMA have responded that whilst they are keen to incorporate the new provisions on shared parental leave, they do not wish to accept the set of common provisions from the NHS Handbook as they wish to maintain distinct terms and conditions of service for the groups they represent. The Government see no basis for maintaining separate terms and conditions for these groups of doctors in relation to the shared schedules.</p><p> </p><p> </p> answering member constituency Wimbledon answering member printed Stephen Hammond grouped question UIN 260570 260571 260572 question first answered 13/06/2019 10:46:06 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly

1130089

registered interest
date	05/06/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	NHS: Redundancy Pay
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, pursuant to the Answer of 30 May 2019 to Question 256964, what assessment he has made of whether there is an anomaly in the terms and conditions relating to NHS redundancy payments that fall within the non-pay schedules in the NHS Staff Handbook which govern equalities entitlements such as shared parental leave.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	260570
answer	answer is ministerial correction date of answer 13/06/2019 answer text <p>NHS Employers have proposed to medical trades unions the adoption of a set of common provisions set out in the NHS Handbook. These terms and conditions include, but are not limited to, shared parental leave and redundancy. Medical trades unions have been invited to discuss the proposed changes in partnership through the established negotiation forums for the consultant and specialty and associate specialists (SAS) doctor contracts.</p><p>This is the same protocol as has previously been followed for proposing provisions agreed under the non-pay schedules in the NHS Handbook to consultants and SAS doctors.</p><p>In 2015, the NHS Staff Council agreed new redundancy provisions for the NHS Terms and Conditions of Service. The British Medical Association (BMA), who are part of the Staff Council, did not agree to amend the national terms and conditions which their members are employed upon. This resulted in redundancy terms being different for doctors compared with other National Health Service staff. In 2016 the new contract for doctors and dentists in training introduced schedules which brought them in line with the shared provisions for other NHS staff, including redundancy. However, as it stands, other grades of doctors still have anomalous redundancy arrangements compared with the rest of the NHS workforce.</p><p>The effect of the proposal to accept a set of common provisions on consultants and SAS doctors will be that these non-pay elements of their terms and conditions will be brought into line with doctors and dentists in training and Agenda for Change staff, bringing equity across staff groups.</p><p>The BMA have responded that whilst they are keen to incorporate the new provisions on shared parental leave, they do not wish to accept the set of common provisions from the NHS Handbook as they wish to maintain distinct terms and conditions of service for the groups they represent. The Government see no basis for maintaining separate terms and conditions for these groups of doctors in relation to the shared schedules.</p><p> </p><p> </p> answering member constituency Wimbledon answering member printed Stephen Hammond grouped question UIN 260569 260571 260572 question first answered 13/06/2019 10:46:06 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly

1130090

registered interest
date	05/06/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	Doctors: Parental Leave
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, pursuant to the Answer of 30 May 2019 to Question 256964, what assessment he has made of the potential effect on (a) consultants and (b) associate doctors (SAS) doctors if contractual terms from the Agenda for Change staff handbook relating to redundancy payments were automatically applied to those doctors as a requirement to access the enhanced shared parental leave NHS entitlement implemented in April 2019.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	260571
answer	answer is ministerial correction date of answer 13/06/2019 answer text <p>NHS Employers have proposed to medical trades unions the adoption of a set of common provisions set out in the NHS Handbook. These terms and conditions include, but are not limited to, shared parental leave and redundancy. Medical trades unions have been invited to discuss the proposed changes in partnership through the established negotiation forums for the consultant and specialty and associate specialists (SAS) doctor contracts.</p><p>This is the same protocol as has previously been followed for proposing provisions agreed under the non-pay schedules in the NHS Handbook to consultants and SAS doctors.</p><p>In 2015, the NHS Staff Council agreed new redundancy provisions for the NHS Terms and Conditions of Service. The British Medical Association (BMA), who are part of the Staff Council, did not agree to amend the national terms and conditions which their members are employed upon. This resulted in redundancy terms being different for doctors compared with other National Health Service staff. In 2016 the new contract for doctors and dentists in training introduced schedules which brought them in line with the shared provisions for other NHS staff, including redundancy. However, as it stands, other grades of doctors still have anomalous redundancy arrangements compared with the rest of the NHS workforce.</p><p>The effect of the proposal to accept a set of common provisions on consultants and SAS doctors will be that these non-pay elements of their terms and conditions will be brought into line with doctors and dentists in training and Agenda for Change staff, bringing equity across staff groups.</p><p>The BMA have responded that whilst they are keen to incorporate the new provisions on shared parental leave, they do not wish to accept the set of common provisions from the NHS Handbook as they wish to maintain distinct terms and conditions of service for the groups they represent. The Government see no basis for maintaining separate terms and conditions for these groups of doctors in relation to the shared schedules.</p><p> </p><p> </p> answering member constituency Wimbledon answering member printed Stephen Hammond grouped question UIN 260569 260570 260572 question first answered 13/06/2019 10:46:06 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly

1130097

registered interest
date	05/06/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	Doctors: Parental Leave
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, pursuant to the Answer of 30 May 2019 to Question 256964, what the normal protocol is for proposing provisions agreed under the non-pay schedules in the NHS Handbook to (a) consultants and (b) associate doctors (SAS); and whether that protocol has been followed in relation to the enhanced shared parental leave NHS entitlement implemented in April 2019.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	260572
answer	answer is ministerial correction date of answer 13/06/2019 answer text <p>NHS Employers have proposed to medical trades unions the adoption of a set of common provisions set out in the NHS Handbook. These terms and conditions include, but are not limited to, shared parental leave and redundancy. Medical trades unions have been invited to discuss the proposed changes in partnership through the established negotiation forums for the consultant and specialty and associate specialists (SAS) doctor contracts.</p><p>This is the same protocol as has previously been followed for proposing provisions agreed under the non-pay schedules in the NHS Handbook to consultants and SAS doctors.</p><p>In 2015, the NHS Staff Council agreed new redundancy provisions for the NHS Terms and Conditions of Service. The British Medical Association (BMA), who are part of the Staff Council, did not agree to amend the national terms and conditions which their members are employed upon. This resulted in redundancy terms being different for doctors compared with other National Health Service staff. In 2016 the new contract for doctors and dentists in training introduced schedules which brought them in line with the shared provisions for other NHS staff, including redundancy. However, as it stands, other grades of doctors still have anomalous redundancy arrangements compared with the rest of the NHS workforce.</p><p>The effect of the proposal to accept a set of common provisions on consultants and SAS doctors will be that these non-pay elements of their terms and conditions will be brought into line with doctors and dentists in training and Agenda for Change staff, bringing equity across staff groups.</p><p>The BMA have responded that whilst they are keen to incorporate the new provisions on shared parental leave, they do not wish to accept the set of common provisions from the NHS Handbook as they wish to maintain distinct terms and conditions of service for the groups they represent. The Government see no basis for maintaining separate terms and conditions for these groups of doctors in relation to the shared schedules.</p><p> </p><p> </p> answering member constituency Wimbledon answering member printed Stephen Hammond grouped question UIN 260569 260570 260571 question first answered 13/06/2019 10:46:06 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly

1128915

registered interest
date	03/06/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	NHS: Sexual Harassment
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, what steps he is taking to tackle sexual harassment of NHS staff by members of the public.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	259039
answer	answer is ministerial correction date of answer 11/06/2019 answer text <p>Employers are responsible for protecting their staff from sexual harassment by members of the public. Sexual harassment, a form of unlawful discrimination, should not be tolerated under any circumstances so staff who believe they have been subjected to it should report the incident(s). Employers should ensure they fully support these staff and work with them to ensure appropriate legal action is taken against perpetrators.</p><p>Our “call to action” to tackle bullying and harassment, led by the NHS Social Partnership Forum, chaired by Departmental ministers, is working with National Health Service system leaders, NHS organisations, staff and unions, to encourage the leadership and culture change required to eradicate bullying and all forms of harassment of our people. Now in its third year, one of the “call to action” priorities is tackling sexual harassment.</p><p>The partnership approach being adopted through our “call to action” will be built on by the interim NHS People Plan, published on 3 June 2019 which, over the summer, will develop a new offer for staff, part of which will be how to “create a healthy, inclusive and compassionate culture” including a focus on tackling bullying and harassment”.</p><p>The planned interventions and financial commitments from the “up to £2 million per year” allocated in the NHS Long Term Plan to tackling bullying and violence against staff, will be set out in the final NHS People Plan to be published after the Government’s Spending Review later this year.</p> answering member constituency Wimbledon answering member printed Stephen Hammond question first answered 11/06/2019 15:57:50 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly

1129005

registered interest
date	03/06/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	Community Nurses
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, what recent assessment he has made of the adequacy of the number of district nurses; and what steps he is taking to increase the (a) retention and (b) recruitment of district nurses.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	259044
answer	answer is ministerial correction date of answer 11/06/2019 answer text <p>The latest NHS Digital workforce statistics (February 2019) showed that there were 4,324 full-time equivalent district nurses working in National Health Service trusts.</p><p>NHS Improvement and NHS Employers are working in partnership to support trusts to improve retention of the whole nursing workforce including district nurses. They offer targeted support to trusts to collaborate on key issues affecting retention such as flexible working, supporting new starters and older workers, and development and career planning.</p><p>Health Education England (HEE) is responsible for setting the number of District Nurse Specialist Practitioner Qualification training places available each year in England, which is based on its assessment of service gaps and predicted workforce needs.</p><p>HEE has agreed to provide funding for all community nursing specialist practice qualifications until 2020. In addition to this, a District Nurse (Level 7) Apprenticeship standard is currently in development, which will provide an alternative route into the profession.</p> answering member constituency Wimbledon answering member printed Stephen Hammond question first answered 11/06/2019 15:49:54 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly

1128349

registered interest
date	22/05/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	Hospitals: Food
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, what recent assessment he has made of the potential merit of banning the (a) sale and (b) consumption of food in hospitals that is high in (i) fat and (ii) sugar.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	257481
answer	answer is ministerial correction date of answer 05/06/2019 answer text <p>The National Health Service regularly reviews options to improve the provision and sale of food in hospitals. From November 2016 to July 2017 the NHS consulted on banning the sale of sugar sweetened beverages on NHS premises. Following this the NHS Action on Sugar scheme was launched and has reduced sales from 15.6% in July 2017 to 7.4% in June 2018 (as a proportion of total beverage sales in participating trusts). All 220 trusts have committed to this scheme, and 23 have stopped selling sugar sweetened beverages altogether.</p><p> </p><p>A targeted incentive scheme from 2016/17 – 2018/19 aimed to improve the food available for sale on NHS premises, targeting price promotions and adverts for unhealthy food and drink, encouraging trusts to provide healthy options 24/7, and setting limits on the percentage of packaged food and confectionary meeting defined calorie limits. Engagement with providers suggests that the scheme had a notable impact in raising the profile of healthy food and drink and in supporting negotiation with industry partners to ensure hospitals can lead by example. All elements of the incentive scheme are intended to transfer to the new National Standards for Healthcare food, which are due for publication later this year and which will draw on engagement with retailers, suppliers and patients.</p><p> </p><p>Patient nutrition is also currently covered by the five core standards enforced by the NHS Standard Contract which includes the Government buying standards and the British Dental Association nutrition digest. Patient menus need to meet the nutritional elements of both, including targets on sugar and fat, taking into account that catering requirements for groups who are nutritionally at risk often differ from those of the general populace. All organisations carry out nutritional screening using a tool such as the Malnutrition Universal Screening Tool to identify where patients may be at risk. Work is ongoing via the Healthcare food standards and strategy group to continue to build on current guidance and targets for sugar, fat and salt.</p> answering member constituency Wimbledon answering member printed Stephen Hammond question first answered 05/06/2019 16:00:07 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly

1127970

registered interest
date	21/05/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	Doctors: Equal Pay
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, whether he plans to evaluate the potential effect on the gender pay gap in medicine of the Government’s decision not to include (a) consultants and (b) specialist and associate speciality doctors in the NHS shared parental leave entitlement implemented in April 2019.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	256964
answer	answer is ministerial correction date of answer 30/05/2019 answer text <p>The shared parental leave arrangements introduced in April 2019 were part of the Agenda for Change pay and contract reform agreement and enacted via changes to the National Health Service Terms and Conditions of Service Handbook.</p><p>The provisions were extended to doctors and dentists in training, by virtue of the fact that their contractual arrangements mirror certain non-pay schedules from the NHS Handbook.</p><p>The current terms and conditions for consultants and specialty and associate specialist (SAS) doctors do not share these same schedules and therefore the changes do not automatically apply to these staff.</p><p>We firmly believe that all members of NHS staff should be treated equally. Established routes for contractual changes are via NHS Employers. Medical trades unions have been invited by NHS Employers to adopt the same non-pay schedules from the NHS Handbook for consultant and SAS doctors as have already been adopted by doctors and dentists in training, including those relating to shared parental leave.</p><p>An evaluation on the potential effect on the gender pay gap in medicine of not including consultants and specialty and associate specialist doctors in the NHS shared parental leave entitlement has not been planned.</p><p>The Department has commissioned an independent review into the gender pay gap in medicine, chaired by Professor Dame Jane Dacre. The review, which commenced in April 2018, is currently examining qualitative and quantitative evidence which will help identify the impact of cultural, practical and psychological issues that contribute to the gender pay gap in medicine.</p><p>The evidence collected and examined will go on to produce a series of implementable recommendations for publication in September 2019.</p> answering member constituency Wimbledon answering member printed Stephen Hammond grouped question UIN 256965 question first answered 30/05/2019 10:36:06 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly

1127971

registered interest
date	21/05/2019
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	General Practitioners: Parental Leave
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, if he will review his decision not to include (a) consultants and (b) speciality and associate specialist doctors in the eligibility criteria for NHS shared parental leave entitlement implemented in April 2019.
tabling member constituency	Newcastle-under-Lyme
tabling member printed	Paul Farrelly
uin	256965
answer	answer is ministerial correction date of answer 30/05/2019 answer text <p>The shared parental leave arrangements introduced in April 2019 were part of the Agenda for Change pay and contract reform agreement and enacted via changes to the National Health Service Terms and Conditions of Service Handbook.</p><p>The provisions were extended to doctors and dentists in training, by virtue of the fact that their contractual arrangements mirror certain non-pay schedules from the NHS Handbook.</p><p>The current terms and conditions for consultants and specialty and associate specialist (SAS) doctors do not share these same schedules and therefore the changes do not automatically apply to these staff.</p><p>We firmly believe that all members of NHS staff should be treated equally. Established routes for contractual changes are via NHS Employers. Medical trades unions have been invited by NHS Employers to adopt the same non-pay schedules from the NHS Handbook for consultant and SAS doctors as have already been adopted by doctors and dentists in training, including those relating to shared parental leave.</p><p>An evaluation on the potential effect on the gender pay gap in medicine of not including consultants and specialty and associate specialist doctors in the NHS shared parental leave entitlement has not been planned.</p><p>The Department has commissioned an independent review into the gender pay gap in medicine, chaired by Professor Dame Jane Dacre. The review, which commenced in April 2018, is currently examining qualitative and quantitative evidence which will help identify the impact of cultural, practical and psychological issues that contribute to the gender pay gap in medicine.</p><p>The evidence collected and examined will go on to produce a series of implementable recommendations for publication in September 2019.</p> answering member constituency Wimbledon answering member printed Stephen Hammond grouped question UIN 256964 question first answered 30/05/2019 10:36:06 answering member 1585 label Biography information for Stephen Hammond
tabling member	1436 label Biography information for Paul Farrelly