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Employment law and the Employment Tribunal system are currently reserved to Westminster. The Scottish Government cannot therefore legislate on the costs associated with taking an employment case to tribunal.

Additional places were funded in academic years 2019-20 and 2020-21 to take into account the impact of changes to the SQA exams as a result of COVID-19. In the 2022-23 Scottish Budget it was announced a further £21m was allocated for the ongoing support of these additional places for the continuation of their studies.

The number of funded places for 2022-23 will be finalised when the Scottish Funding Council (SFC) publishes their final funding allocations in May 2022. With the exception of controlled subjects, the Scottish Government does not specify allocations of funded places for new entrants to university, as this decision is made by universities as autonomous institutions.

The recruitment and deployment of teachers is a matter for individual local authorities, and they are responsible for using the resources available to them to provide a complement of staff, including Lead Teachers, which meets the needs of each of their schools and its pupils based on local needs and priorities.

At the time of the Summary Statistics for Schools In Scotland 2021 publication, there were no Lead Teachers employed in schools. This data was collected in September 2021 and therefore will not reflect the current position.

The Social Care and Social Work Improvement Scotland (Requirements for Care Services) Regulations 2011 (SSI 210 (15) Staffing) sets out a requirement for care service providers to ensure that at all times suitably qualified and competent persons are working in the care service in such numbers as are appropriate for the health, welfare and safety of service users:

‘A provider must, having regard to the size and nature of the care services, the statement of aims and objectives and the number and needs of service users…ensure that at all times suitably qualified and competent persons are working in the care service in such numbers as are appropriate for the health, welfare and safety of service users.’

Where these requirements are not met, action can be taken by the Care Inspectorate as the regulator of care services in Scotland, including formal enforcement action if necessary.

The Care Inspectorate inspects services to ensure that people experience high-quality care, and that care services are making a positive impact on people’s lives, based on their needs, rights and choices. The Care Inspectorate’s quality framework for care homes for adults and older people includes a Quality Indicator 3.3: Staffing arrangements are right, and staff work well together . This includes the extent to which the skill mix, numbers and deployment of staff meet the needs of people and the service has an effective process for assessing how many staff hours are needed.

The Care Inspectorate retains the discretion to impose conditions about staffing, or any other matter, on any individual care service where that is necessary to ensure people experience high quality care.

The Scottish Government has published two progress reports following the initial publication of A Fairer Scotland for Disabled People: Employment Action Plan in December 2018. These were published in March 2020 and March 2021.

Labour Market Statistics are published regularly by the Scottish Government and include data on disabled people’s employment rate, and the disability employment gap. The most recent full year figures for the Annual Population Survey, allowing comparison with our baseline year (2016), were published on the Scottish Government’s website in March of this year.

We are currently in the process of refreshing A Fairer Scotland for Disabled People: Employment Action Plan, to be published in Autumn 2022 as part of a single, unified Fair Work Action Plan. Where appropriate, this will include a refresh of actions that remain in progress, whilst also identifying new action to be undertaken to reduce the disability employment gap.

The Scottish Government is supportive of the ambition within the Green Taxonomy and is carefully considering the legislation to ensure it is in line with SG policy, EU alignment and to ensure that any SI's would not negatively impact Scottish economic activity now or in the foreseeable future.

The decline in capercaillie numbers is of real concern, NatureScot recently published a Review of Capercaillie Conservation and Management - Report to the Scientific Advisory Committee | NatureScot

The report found, inter alia, that it is likely that “ reductions in the numbers of predators (foxes, pine martens, crows) would rapidly improve the breeding success of Capercaillie” . However the evidence is unclear as to whether reductions of fox populations alone would benefit capercaillie without management of other predator species due to the interactions between predator species.

NatureScot are working closely with the Cairngorms Capercaillie Project to support capercaillie conservation in Scotland, and have recently published an outline of the measures, beyond those which are already being undertaken, that are being considered to save capercaillie. These include:

• Carefully designed and monitored diversionary feeding of predators, currently being investigated, being expanded to provide alternative food during the breeding season.
• Additional predator control to remove crows, foxes and including pine martens. In the case of pine marten this would be non-lethal, through trap and release as part of reintroduction to other parts of the UK.
• Seasonal visitor management to create larger refuges from human disturbance in collaboration with communities.
• Extend deer fence marking and removal.

Per person, frontline health spending in Scotland is £111 (3.6%) higher than in England and £146 (4.8%) higher than in Wales.

Proportionately, that’s over £600 million more spending on frontline health services in Scotland compared to England, and almost £800 million more compared to Wales; this would be equivalent to over 14,000 and 18,000 nurses, respectively

In May 2021 we implemented the most generous pay rise anywhere in the UK (and the largest since devolution) for NHS Agenda for Change Staff.

For the year 2021-22, a starting salary for new Nurses in Scotland was £26,104 compared to £25,655 for Nurses in England and Wales – a difference of £449 per year.

Student nurses entering Scottish Government funded degree programmes will increase by 9% in 2022-23, to a total recommended intake of 4536 students. This will be the 10 th successive increase in recommended student numbers, with the intake doubling over the last decade.

Every year, the Scottish Government undertakes a robust nursing student intake planning process to determine the target number of pre-registration students to which Scottish universities should recruit to in the following academic year to meet estimated future nursing workforce demands.