wrans/answers2025-09-15 conversation_207
Source: hansard.parliament.uk (2025-09-15)

UK Parliament Hansard data: wrans/answers2025-09-15 conversation_207

Bell Ribeiro-Addy:To ask the Secretary of State for Justice, what steps her Department is taking to (a) recruit and (b) retain court staff. \p Sarah Sackman: To support HM Courts & Tribunals Service's (HMCTS) ability to recruit, we have invested in programmes to reach a diverse demographic and increase our ability to fill critical roles. We use marketing platforms to help reach more candidates for harder to fill positions, this h has had positive results against critical roles such as Legal Advisors. We have taken a strategic approach to legal recruitment, running annual campaigns to target trainee Legal Advisors with career pathways to improve retention of talent.

We have established a dedicated HMCTS jobs microsite, with focused content designed to reach more wider audiences. This compliments our centralised recruitment model, which aids our ability to successfully recruit by placing resourcing experts at the centre, leading and developing recruitment strategy, and resourced to enable us to run recruitment at pace. This has had a direct positive impact on average time to hire (ATTH). HMCTS’ ATTH is currently amongst the lowest in government, with a 12-month average of 50 working days.

Regarding HMCTS’ ability to retain staff, the HMCTS Strategic Plan for 2025-2030 sets out our commitment to our people to invest in them to perform at their best.Our retention strategies will look to develop and continuously improve management and leadership training programmes and continuously improve our training offer for colleagues to ensure organisational capability can meet business needs, developing career pathways for our roles, with opportunities for continuous professional development.

We know that pay is a constraint on retention. As an Executive Agency of the Ministry of Justice, HMCTS has the same terms and conditions as Ministry of Justice staff. The 2025 Pay Offer provided uplifts to all pay range minima and maxima, enabling the majority of employees (98%) to receive an award equivalent to 3.75% or more of their salary; targeting the offer at Admin Assistant to Admin Officer grades to ensure a higher than headline award for staff in these grades and improving the position of the lowest paid of between 4% and 6.1%.

This award continues to improve the competitiveness of the department’s pay ranges with other government departments. The 2025 Pay Offer recognised the unique challenges associated with Bailiff and Bailiff Manager roles, with an allowance increase that doubled to £2,000 for Bailiffs and an increase to £1,000 for Bailiff Managers.

Our future pay strategy will continue to address pay and reward, and will seek to establish a modern, sustainable and competitive pay and benefits offer to attract and retain the best people that improves colleague satisfaction, underpinned by a higher retention rate for our skilled workforce.

All this work is having a positive impact on our attrition rates. HMCTS overall attrition has decreased steadily over the past 12 months. September 2024 saw overall attrition at 12.6%, since then there has been a month-on-month reduction to 10.5% in July 2025. Across core operational grades AA/AO we have also seen a steady reduction in attrition over the last year, 15% in September 2024 down to 12.2% in July 2025.