theodi/ndl-core-corpus huggingface dataset:
Bishop Auckland Town Council
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We Bishop Auckland Town Council will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 Bishop Auckland Town Council recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- UK Service Veterans And Leavers
- UK Service Spouses And Partners
- Flexible Leave For Spouses
- UK Reservists
- UK Cadets
- Armed Forces Day
- Reserve Forces Day
- Discounts
- Armed Forces Charities
2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
EIM43565 - Globally mobile employees: Overseas Workday Relief: qualifying foreign general earnings
Source: gov.uk (2025-07-31)


Section 41U ITEPA 2003 defines what it means for general earnings (see EIM00511 (https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim00511)) to be “qualifying general earnings” and for qualifying general earnings to be “qualifying foreign general earnings”.

General earnings are “qualifying general earnings” if they are for the qualifying year (see EIM40008 (https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim40008)) and are from an employment the duties of which are performed wholly or partly outside the UK during the qualifying year.

If the qualifying year is a split year, only the general earnings attributable to the UK part of the year can be qualifying general earnings. Any attribution required is to be done on a just and reasonable basis.

Qualifying general earnings are “qualifying foreign general earnings” to the extent they are neither in respect of duties performed in the UK, nor are from overseas Crown employment subject to UK tax (see EIM40205) (https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim40205).

The extent to which qualifying general earnings is not in respect of duties performed in the UK is to be determined on a just and reasonable basis. Section 41Y applies in determining the location of employment duties for the purpose of this Chapter. More information can be found on the following manual pages:
- EIM40202 (https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim40202)- in respect of periods of absence
- EIM40206 (https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim40206)- in respect of duties performed on a vessel or aircraft
- EIM40208 (https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim40208)- in respect of workers in the offshore oil and gas industry on the UK continental shelf
Please note that section 39 ITEPA 2003 in connection to incidental duties has not been extended to this Chapter.
School inspection: toolkit, operating guides and information
Source: gov.uk (2025-11-05)

Guidance for inspectors and schools on inspecting maintained schools and academies in England under the renewed education inspection framework, available for use from 10 November 2025.

Find guidance for school inspections in England:
- school inspection toolkit – what inspectors and schools use to discuss the quality of provision on inspection
- school inspection operating guide – a step-by-step guide for inspectors on how to inspect a school
- information about school inspections – for school staff and leaders, parents and carers and the wider public
- school monitoring operating guide – guidance for inspectors on how to monitor schools
This guidance will replace the school inspection handbook (https://www.gov.uk/government/publications/school-inspection-handbook-eif) from 10 November 2025.

Education inspection framework

The education inspection framework (https://www.gov.uk/government/publications/education-inspection-framework) explains why we inspect schools and other educational provision, including the legal requirements.
Ms D M Laird v Glasgow City Council: 120128/2009
Source: gov.uk (2025-03-05)

Employment Tribunal decision.

Read the full decision in Ms D M Laird v Glasgow City Council: 120128/2009 - Strike Out (https://assets.publishing.service.gov.uk/media/67c191a368a61757838d20fd/Ms_DM_Laird_v_Glasgow_City_Council_-_120128.2009_-_Judgment.pdf).
B v Dudley MBC:  1301190/2021 and others
Source: gov.uk (2025-12-03)

Employment Tribunal decision.

Read the full decision in B v Dudley MBC: 1301190/2021 and others - Judgment with Reasons (https://assets.publishing.service.gov.uk/media/65ba36a7ee7d490013984a47/B_v_Dudley_Metropolitan_Borough_Council_1301190.21_Judgment_.pdf).

Read the full decision in B v Dudley Metropolitan Borough Council: 1301190/2021 and others - Reconsideration (https://assets.publishing.service.gov.uk/media/65c4bb3514b83c000ea71518/B_v_Dudley_Metropolitian_Borough_Council_-_1301190-2021__others_-_judgement.....pdf).

Read the full decision in B v Dudley MBC: 1301190/2021 - Judgment with Reasons (https://assets.publishing.service.gov.uk/media/68f1022506e6515f7914c6d2/B_v_Dudley_M.B.C_-_1301190-2021-judgement.pdf).

Read the full decision in B v Dudley MBC: 1301190/2021 and others - Costs (https://assets.publishing.service.gov.uk/media/692ef424345e31ab14ecf8bd/B_._v_Dudley_Metropolitan_Borough_Council_-_Judgment_-_1301190.2021_and_others.pdf).
Salesforce UK Limited
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We Salesforce UK Limited will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 Salesforce UK Limited recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- UK Service Veterans And Leavers
- UK Service Spouses And Partners
- Flexible Leave For Spouses
- UK Reservists
- Armed Forces Day
- Reserve Forces Day
- Discounts
- Armed Forces Charities
- UK Wounded, Injured And Sick
We also pledge the following:

Free Salesforce training for Vetforce

2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
32 Brockley Grove, Crofton Park, Lewisham, London SE4 1RJ: LON/00AZ/HMF/2025/0671
Source: gov.uk (2025-10-16)

Residential Property Tribunal Decision of Tribunal Judge H Lumby and Ms R Kershaw BSc on 20 August 2025

Read the full decision in 2025 8 14 - 32 Brockley Grove Crofton Park Lewisham London SE4 1RJ - Rent Repayment Order decision (https://assets.publishing.service.gov.uk/media/68a5794332d2c63f8693442f/2025_8_14_-_32_Brockley_Grove_Crofton_Park_Lewisham_London_SE4_1RJ_-_Rent_Repayment_Order_decision.pdf)
Modern Slavery: NRM cases awaiting a conclusive grounds decision
Source: gov.uk (2025-12-11)

Statistics on the number of cases referred to the National Referral Mechanism (NRM) awaiting a conclusive grounds decision.

Potential victims of modern slavery in the UK that come to the attention of authorised ‘first responder’ organisations are referred to the National Referral Mechanism (NRM). Authorised ‘first responder’ organisations include local authorities, specified non-governmental organisations (NGOs), police forces and specified government agencies.
Flat A, 157 Kilburn Park Road, London, NW6 5LD: LON/00BK/F77/2025/0070
Source: gov.uk (2025-05-14)

Residential Property Tribunal Decision of R Waterhouse FRICS on 28 April 2025

Read the full decision in BB 250428 Decision Template F77 (https://assets.publishing.service.gov.uk/media/6810a887bb145081834d6237/BB_250428__Decision_Template_F77.pdf). Read the full decision in B 250428 Flat A 157 Kilburn Park Road Summary Reasons Fair Rent (https://assets.publishing.service.gov.uk/media/6810a8b3bb145081834d6238/B_250428_Flat_A_157_Kilburn_Park_Road_Summary_Reasons_Fair_Rent.pdf).
Sir David Calvert-Smith reappointed as judicial member of the Parole Board
Source: gov.uk (2025-06-27)

The Secretary of State has reappointed Sir David Calvert-Smith as a judicial member of the Parole Board.

The Secretary of State has reappointed Sir David Calvert-Smith as a judicial member of the Parole Board.

Sir David Calvert-Smith’s reappointment is for a third term and will run from 1 July 2025 to 30 June 2027.

The Parole Board is a non-Departmental Public Body sponsored by the MOJ. It works with is criminal justice partners to risk assess prisoners to decide whether they can be safely released into the community.

Biography

Retired as a Judge from the High Court Bench in 2013. Previously been 1st Senior Treasury Counsel, Panelled Counsel to the Serious Fraud Office (SFO), Chairman of the Criminal Bar Association and the Director of Public Prosecutions (DPP). He also served as the Parole Board Chair from 2012 to 2016.
Product Safety Report: Spider Web Shooters sold via Amazon (2501-0006)
Source: gov.uk (2025-01-17)

Product Safety Report for Spider Web Shooters presenting a high risk of choking.

Summary

Product: Spider Web Shooters sold via Amazon

Hazard: The product presents a high risk of choking due to the easy production of small parts.

Corrective action: The import has been rejected at the border and destroyed.

Product information

Hazard

The product presents a high risk of choking due to the easy production of small parts. The suction cups at the end of the shooters could be easily detached with minimal force. If a child puts a shooter in their mouth and the suction cup becomes detached, the suction cup may become lodged in the child’s throat.

The product does not meet the requirements of the Toys (Safety) Regulations 2011.

Corrective action

The import has been rejected at the border and destroyed.

Additional information

PSD notification number: 2501-0006

Notified by: Local Authority Trading Standards
Product Safety Report: Wax Heater Pro-Wax 100 sold via Amazon (2501-0074)
Source: gov.uk (2025-01-14)

Product Safety Report for Wax Heater Pro-Wax 100 presenting a high risk of fire.

Summary

Product: Wax Heater Pro-Wax 100 sold via Amazon

Hazard: The product presents a high risk of fire as it is inadequately earthed.

Corrective action: The import has been rejected at the border and destroyed. The listing has been removed by the online marketplace (Amazon).

Product information

Hazard

The product presents a high risk of fire as the mains plug was not fitted with a fuse link which conforms to BS 1362. Should an electrical fault occur, the fuse can explode from the wall, causing a fire.

The product also presents a risk of electric shock as there was single insulation mains wiring in contact with unearthed accessible metallic parts, and the breakdown isolation did not meet the insulation requirements set by the Standard for Class II equipment.

The product does not meet the requirements of the Electrical Equipment (Safety) Regulations 2016 or the Plugs & Sockets etc. (Safety) Regulations 1994.

Corrective action

The import has been rejected at the border and destroyed.

The listing has been removed by the online marketplace (Amazon).

Additional information

PSD number: 2501-0074

Notified by: Local Authority Trading Standards
Conflict, Stability and Security Fund: annual review summaries for the Overseas Territories 2022 to 2023
Source: gov.uk (2025-01-30)

This page provides 2022 to 2023 annual review summaries for the Conflict, Stability and Security Fund (CSSF) programmes in the Overseas Territories.

All Conflict, Stability and Security Fund (CSSF) programmes are reviewed carefully each year. These reviews assess:

technical and programme management standards including financial and risk management, value for money, conflict and gender sensitivity

contextual factors such as changes to the political environment

the outputs and outcomes during the year

Lessons learned are also identified.

An expert team conducts these reviews and include at least one team member who is independent from the programme. The team assesses at 2 levels: output (the direct result of programme activities) and outcome (the changes that these outputs deliver). Assessment scores are on a scale of 4, where outputs or outcomes meet or exceed expectations, to 1, where most targets were not met.

The CSSF team aims to publish information for all programmes. However, because some of the CSSF’s work is very sensitive, we cannot publish details of all programmes. The 2 main reasons for this are:

to protect national security

for the safety and security of beneficiaries, partners and partner governments
AAIB Special Bulletin: Rockwell Commander 112 TCA (N4698W), fatal accident, Kinglassie, Fife, 23 December 2024
Source: gov.uk (2025-03-10)

A Special Bulletin concerning engine power loss due to significant water contamination of the aircraft’s fuel system

Following a normal takeoff roll, on the initial climb-out the aircraft’s engine lost power due to water ingestion in the carburettor. The aircraft was observed to depart from controlled flight and it struck an area of rising ground, fatally injuring the pilot. Investigation of the aircraft’s fuel system revealed significant water contamination that had not been removed during the pre-flight inspection.

This Special Bulletin contains preliminary information on the accident and highlights that it is possible that an entire fuel sample tube of water, drained from the fuel system, can still produce an odour of AVGAS when smelled.

Read the report. (https://www.gov.uk/aaib-reports/aaib-special-bulletin-s1-slash-2025-rockwell-commander-112-tca-n4698w)
Sector-based Work Academy Programme: A Quantitative Impact Assessment
Source: gov.uk (2025-03-03)

This report presents an impact assessment and accompanying cost-benefit analysis of the Sector-based Work Academy Programme (SWAP), a long running programme which was expanded in 2020.

Research background

The Sector-based Work Academy Programme is demand-led and is designed to prevent long-term unemployment by encouraging customers to move sector and fill vacancies in local industries experiencing high demand for staff. This means the programme covers a broad range of sectors. The programme is available to all unemployed customers aged 16 years and above from day one of their claim. Taking part in a Sector-based Work Academy Programme enables participants to gain the relevant skills and work experience required to work in a specific sector.

This report examines the employment outcomes over a two-year period of the cohort of customers who started a Sector-based Work Academy Programme from April 2021 to March 2022.

The report also makes a value for money assessment of the scheme over a two-year period.

Contribution to the evidence base

The Department’s In-House Research Unit (IHRU) published a qualitative review of the Sector-based Work Academy Programme. The research aimed to generate insight into how the programme was being delivered, the value of the support they provide for employers and claimants and emphasised gaining insight on where the programme could be improved. This qualitative case study research formed one element of a wider evaluation and is complemented by this quantitative analysis.

The findings add to the existing published evidence showing the impact and return on investment of the Sector-based Work Academy Programme.

Research value

These findings will be used to inform future delivery of the Sector-based Work Academy Programme.
Statutory review of Pubs Code and Pubs Code Adjudicator 2022 to 2025
Source: gov.uk (2025-07-22)

We are seeking views and evidence which will allow the government to assess the Pubs Code’s operation and the Pubs Code Adjudicator’s (PCA's) performance.

The Small Business, Enterprise and Employment Act 2015 provided for the establishment of the Pubs Code to regulate the relationship between large pub-owning businesses and their tied tenants in England and Wales.

The Act requires the Secretary of State to review:
- the operation of the Pubs Code
- the performance of the Pubs Code Adjudicator (PCA)
- the regulations setting the PCA’s costs, fees and financial penalties
As part of the review, we invite additional views and evidence from stakeholders to help inform the review’s conclusions.

We will also consider a range of evidence to inform a post-implementation review of the Pubs Code including views and evidence submitted from stakeholders. Under the Better Regulation Framework (https://www.gov.uk/government/publications/better-regulation-framework), the Department for Business and Trade is expected to complete a post-implementation review of the primary legislation and subsequent regulations. This review will consider the costs and benefits of the regulations since its implementation.

The post-implementation review will consider:
- the Code’s impact since it came into force in 2016
- the extent to which the regulation is working
- if the policy has achieved its objectives
- whether the intervention is the most appropriate approach
- if intervention and regulation is still required
We will process your personal data in accordance with all applicable data protection laws. See our privacy notice (https://www.gov.uk/government/publications/public-consultations-privacy-notice/public-consultations-privacy-notice).
A study into the effectiveness of CyberEPQ
Source: gov.uk (2025-09-19)

Research into the effectiveness of the Cyber Extended Project Qualification (EPQ), a Level 3 qualification in cyber security for people aged over 14.

The government is working to improve cyber security skills at all levels and increase the supply of skilled people moving into the cyber security profession. One of the ways the government is doing this is through the Cyber Extended Project Qualification (EPQ), a Level 3 qualification in cyber security open to people aged over 14 years old.

The CyberEPQ aims to develop young people’s cyber security skills and inspire them to pursue a career or further education in cyber security. It is delivered by the Chartered Institute for Information Security (CIISec) via an online learning platform, with teachers in the schools/colleges providing the CyberEPQ often also acting as supervisors for the students’ learning. The government provided grant funding to CIISec in the 2023/24 financial year to support student access to the learning and qualification.

This independent research examines the effectiveness of the CyberEPQ, focusing on the grant-funded places only.

This research is part of the government’s wider work to improve cyber security skills, develop the UK cyber ecosystem and increase cyber resilience across the UK economy.
Citizens Advice Gosport
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We Citizens Advice Gosport will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 Citizens Advice Gosport recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- Armed Forces Charities
2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
PAYE81518 - PAYE operation: international employments: tax treaty non-resident employees - PAYE notification
Source: gov.uk (2025-04-06)


An employee is treaty non-resident for a tax year if they are UK resident in that tax year under the Statutory Residence Test but are treated as being resident in another country for that tax year under the terms of a Double Taxation Agreement between the UK and that country.

Where an employee is treaty non-resident for a tax year, UK domestic legislation will apply as it normally would to a UK resident individual. However, the employee can claim double taxation relief on their foreign employment income under the relevant Double Taxation Agreement in their Self-Assessment tax return.

When an employee is, or is likely to be, treaty non-resident for a tax year and works wholly or partly outside the UK, their employer, or a person designated by their employer, can notify HMRC of their intention to treat a specified proportion of the employee’s income as not being PAYE income, so that they will only operate PAYE on part of the income paid to that employee.

Where a valid notification is made, it has effect from the date that HMRC acknowledge receipt of the notification and allows the employer to only operate PAYE on the proportion of any payment which is expected to relate to UK duties.

This proportion should be the proportion of the employee’s income which the employer expects to relate to duties performed outside the UK at the time the notification is made.

Where a notification is made on the basis that an employee is, or is likely to be, treaty non-resident for a tax year, that employee will need to file a Self-Assessment tax return for the tax year.
Working for British Embassy Amman
Source: gov.uk (2025-09-04)


General information

Working at the British Embassy offers a unique and rewarding opportunity to grow professionally while collaborating with a talented group of individuals.

Current work opportunities

If you are interested in a job opportunity at the British Embassy in Amman or one of the other UK delegations, UKTI offices, other government departments or consulates in Jordan, please visit the FCDO Local Staff vacancies website (https://fco.tal.net/vx/lang-en-GB/mobile-0/appcentre-1/brand-2/xf-7810a1ba3247/candidate).

To filter the search for current vacancies, use the “Country/Territory” field on the left of the page and select the country you wish to search.

The British Government is an inclusive and diversity-friendly employer. We value difference, promote equality and challenge discrimination, enhancing our organisational capability.

We welcome and encourage applications from people of all backgrounds. We do not discriminate on the basis of disability, race, colour, ethnicity, gender, religion, sexual orientation, age, veteran status or other category protected by law. We promote family-friendly flexible working opportunities, where operational and security needs allow.

Staff recruited locally are subject to Terms and Conditions of Service according to local employment law.

In addition we occasionally list some vacancies with specific requirements locally on this website. If there are any of these vacancies available they will appear below.

Mapping providers and sources of Social and Political Polling in Jordan (https://assets.publishing.service.gov.uk/media/5bebfc59e5274a08321546cb/TOR_Mapping.pdf) (PDF, 355 KB, 2 pages)
Bird flu: second premises near Beverley, East Riding of Yorkshire, Yorkshire (AIV 2024/13)
Source: gov.uk (2025-01-12)

Highly pathogenic avian influenza (HPAI) H5N1 was confirmed in other captive birds on 19 December 2024.

Case information

12 January 2025

Following successful completion of disease control activities and surveillance within the zone, the 3km captive bird (monitoring) controlled zone surrounding a second premises near Beverley, East Riding of Yorkshire, Yorkshire (AIV 2024/13) has been revoked.

19 December 2024

Highly pathogenic avian influenza (HPAI) H5N1 was confirmed in captive birds at a second premises near Beverley, East Riding of Yorkshire, Yorkshire (AIV 2024/13). A 3km captive bird (monitoring) controlled zone has been declared surrounding the premises. The affected birds on the premises will be humanely culled.

Download the declaration of the revocation of a captive bird (monitoring) controlled zone (PDF) (https://assets.publishing.service.gov.uk/media/67840c3f9b205eeb6cede4c2/Revocation_of_CBMZ_AIV_2024_13.pdf)

This revokes the declaration of the avian influenza captive bird (monitoring) controlled zone (PDF) (https://assets.publishing.service.gov.uk/media/67647f4de6ff7c8a1fde9c3e/AIV_2024-13_DPR_2024-42_CaptiveBirdControlledZone_20241219.pdf).

Further information
- check the updated bird flu disease control zone map (https://defra.maps.arcgis.com/apps/webappviewer/index.html?id=8cb1883eda5547c6b91b5d5e6aeba90d)
- check if you need a licence to move poultry, poultry by-products, eggs, material or mammals (https://www.gov.uk/government/collections/bird-flu-avian-influenza-movement-licences)
Case number: AIV 2024/13
Sales of plain milk substitute drinks and soft drinks
Source: gov.uk (2025-04-28)

Data showing estimates of sales of plain milk substitute drinks and soft drinks in Great Britain for 2020.

The Office for Health Improvement and Disparities has produced analysis of the sales of plain milk substitute drinks and soft drinks in Great Britain for 2020.

The data tables contain estimates of the number of products and percentage of sales by category of drink and sugar content per 100 grams.

This analysis supports the consultation on proposed changes to the Soft Drinks Industry Levy (https://www.gov.uk/government/consultations/strengthening-the-soft-drinks-industry-levy) published by HM Treasury.
Goats: TSE surveillance statistics
Source: gov.uk (2025-11-27)

Statistics on the active and passive surveillance of transmissible spongiform encephalopathies (TSE) in goats in Great Britain.

Cases of TSE disease found in goats from passive surveillance in Great Britain have been recorded since 1993. The UK started active surveillance in goats in January 2002.

In active surveillance, the number of sheep sampled in the testing programme has varied each year. It has always included:
- a sample of fallen goats over 18 months of age
- a sample of healthy slaughtered goats over 18 months of age (no longer in place)
Cases which have been identified from herds in the Compulsory Scrapie Flock Scheme (CSFS) are shown separately.

The Animal and Plant Health Agency (APHA) attempts to trace all cases of scrapie back to their natal (birth) herd so that it can can confirm disease on the appropriate premises for control measures to be applied. In some cases this can take time. Where a final decision has not been made on where to confirm disease, the case is included in the number of pending cases.

At present no atypical cases of scrapie have been found in British goats.

The following reports are also available:
- Sheep and goats: scrapie disease surveillance (https://www.gov.uk/government/publications/sheep-and-goats-scrapie-disease-surveillance)
- Scrapie: TSE surveillance statistics (https://www.gov.uk/government/publications/scrapie-tse-surveillance-statistics)
LMM v The Disclosure and Barring Service: [2024] UKUT 379 (AAC)
Source: gov.uk (2025-01-08)

Upper Tribunal Administrative Appeals Chamber decision by Judge Scolding KC on 20 November 2024

Read the full decision in UA-xx-xxxx-xxxx-V (https://assets.publishing.service.gov.uk/media/677e43d199c93b7286a39791/UA-xx-xxxx-xxxx-V.pdf).

Judicial Summary

Appellant sought to appeal on the basis of (a) mistakes of fact and (b) failure of the Disclosure and Barring Service (DBS) to carry out a fair decision making process by not looking for or seeking additional information for statutory and other bodies prior to making its decision. The Upper Tribunal dismissed the appeal on the basis that:

The DBS had undertaken a fair process prior to making its decision and was under no obligation to undertake an investigation or act as an investigative body.

The DBS were right to look at three incidents which took place at the Appellant’s places of work at different years as showing propensity to behave inappropriately with women.

The DBS did not make any mistakes of fact in the assessment of the material.

The Upper Tribunal examined the Nursing & Midwifery Council (NMC) disciplinary process and examined its conclusions when determining if mistakes of fact had been made.
Ms O Ba v North East London NHS Foundation Trust: 3206215/2021
Source: gov.uk (2025-06-17)

Employment Tribunal decision.

Read the full decision in Ms O Ba v North East London NHS Foundation Trust: 3206215/2021 - Dismissal (https://assets.publishing.service.gov.uk/media/64f876befdc5d1000dfce719/Ms_O_Ba_-v-_North_East_London_NHS_Foundation_Trust_-_3206215.2021_-_Judgment.pdf).

Read the full decision in Ms O Ba v North East London NHS Foundation Trust: 3206215/2021 - Reasons (https://assets.publishing.service.gov.uk/media/684fdbf8da3d1b49e67970fe/Ms_O_Ba_v_North_East_London_NHS_Foundaation_Trust_-_3206215_2021_-_Reasons.pdf).
Warren House & Atwood House, Beckford Close, Warwick Road, London, W14 8TT: LON/00AW/LDC/2025/0682
Source: gov.uk (2025-05-16)

Residential Property Tribunal decision of Tribunal Judge I Mohabir dated 14 May 2025.

Read the full decision in Warren House & Atwood House, Beckford Close, Warwick Road, London, W14 8TT: LON/00AW/LDC/2025/0682 (https://assets.publishing.service.gov.uk/media/6826fe82940c028bcf34e0b1/Warren_House_and_Attwood_House-_section_20ZA.pdf)
FE Commissioner intervention: Mary Ward Settlement
Source: gov.uk (2025-07-09)

The FE Commissioner’s intervention assessment summary report on the Mary Ward Settlement, and the Minister for Skills’ letter to the chair.

A summary of the Further Education (FE) Commissioner’s findings and recommendations following a review of the Mary Ward Settlement. The review follows an intervention visit in April 2025.

The letter from Minister for Skills Jacqui Smith to the chair of the college:
- sets out the outcome of the intervention assessment
- confirms the next steps to be taken
We produce these reports in line with our commitment to intervention in further education (https://www.gov.uk/government/publications/college-oversight-support-and-intervention).
Mr M Bagbozan v The Co-operative Group Ltd: 2225465/2024
Source: gov.uk (2025-12-10)

Employment Tribunal decision.

Read the full decision in Mr M Bagbozan v The Co-operative Group Ltd: 2225465/2024 - Dismissal (https://assets.publishing.service.gov.uk/media/68dfe810dadf7616351e4e08/Mr_M_Bagbozan_v_The_Co-operative_Group_Limited_-_2225465-2024_.pdf).

Read the full decision in Mr M Bagbozan v The Co-operative Group Ltd: 2225465/2024 - Reconsideration (https://assets.publishing.service.gov.uk/media/6932d5bc375aee4a15ee8c97/Mr_M_Bagbozan_v_The_Co-operative_Group_Limited_-_2225465-2024_-_Reconsieration.pdf).
National non-domestic rates: guidance for billing authorities
Source: gov.uk (2025-06-04)

Guidance to support billing authorities with the national non-domestic rates (NNDR) claims payment process.

The Education and Skills Funding Agency (ESFA) closed on 31 March 2025. All activity has moved to the Department for Education (DfE). You should continue to follow this guidance.

The national non-domestic rates (NNDR) claim form for 2025 to 2026 opens on 1 April 2025.

1. Guidance documents

National non-domestic rates payment process for schools: operational guidance for billing authorities on the central payment process.

This guide provides supportive information for billing authorities on the central NNDR payment process for local authority maintained schools and academies.

National non-domestic rates for billing authorities: form guidance

This guide provides instructions for billing authorities who are on the central NNDR payment process for local authority maintained schools and academies, to help them complete and submit their NNDR claim form.

2. Claims template and spreadsheets

National non-domestic rates claims template for billing authorities (non-year specific)

This is a blank claims data template for billing authorities who are implementing the central NNDR payment process, to download and use to record rates data for their schools.

Schools and academies - confirmation of your NNDR payment process for 2025 to 2026

This spreadsheet provides schools and academies, and billing authorities with confirmation details of the NNDR payment process they will be following as of 1 April 2025.

It is important that schools and academies check column K ‘NNDR claim status for 2025 to 2026’ on the ‘Schools and academies’ tab. It confirms whether your billing authority will submit an NNDR claim on your behalf, or whether your school or academy will continue with your existing payment process.

The ‘Billing authority’ tab provides details for individual billing authorities, including confirmation of the NNDR payment process they will be implementing as of 1 April 2025.

Billing authorities - details of your schools and academies for 2025 to 2026

This spreadsheet provides billing authorities who are implementing the central NNDR payment process for 2025 to 2026 with further details of your schools and academies that fall within your area.
GIAA Board members’ register of declared interests
Source: gov.uk (2025-06-10)

This collection brings together the relevant interests of executive and non-executive members of the GIAA Board.

Board members are asked to declare any personal, professional, or related party interests, that may, or may be perceived by a reasonable member of the public to, influence their judgements in performing their obligations to the department.

The purpose of this list is to meet the requirements of the Government Financial Reporting Manual (https://www.gov.uk/government/publications/government-financial-reporting-manual-2022-23) and the Corporate governance in central departments: code of good practice. (https://www.gov.uk/government/publications/corporate-governance-code-for-central-government-departments-2017)
Aligra Personnel Ltd
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We Aligra Personnel Ltd will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 Aligra Personnel Ltd recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- UK Service Veterans And Leavers
- UK Service Spouses And Partners
- Flexible Leave For Spouses
- UK Reservists
- UK Cadets
- Armed Forces Day
- Reserve Forces Day
- Armed Forces Charities
2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
Cannabis farm fires
Source: gov.uk (2025-01-23)

New analysis of cannabis farm fires.

These statistics are sourced from the Home Office’s online Incident Recording System (IRS), which fire and rescue services (FRSs) complete for every incident they attend, be it a fire, a false alarm or a non-fire incident.
Working for British Embassy Tashkent
Source: gov.uk (2025-10-03)


General information

Welcome to our careers section where you can find out more about working with us at the British Embassy in Tashkent.

Current work opportunities

If you are interested in a job opportunity at the British Embassy in Tashkent or one of the other UK delegations, UKTI offices, other government departments or consulates in Uzbekistan, please visit the FCDO Local Staff vacancies website (https://fcdo.tal.net/vx/lang-en-GB/mobile-0/appcentre-1/brand-2/xf-7810a1ba3247/candidate)

To filter the search for current vacancies, use the “Country/Territory” field on the left of the page and select the country you wish to search.

The British Government is an inclusive and diversity-friendly employer. We value difference, promote equality and challenge discrimination, enhancing our organisational capability.

We welcome and encourage applications from people of all backgrounds. We do not discriminate on the basis of disability, race, colour, ethnicity, gender, religion, sexual orientation, age, veteran status or other category protected by law. We promote family-friendly flexible working opportunities, where operational and security needs allow.

Staff recruited locally are subject to Terms and Conditions of Service according to local employment law.
Epidemiological case definitions for Crimean-Congo haemorrhagic fever (CCHF)
Source: gov.uk (2025-11-27)

For UKHSA use only: Epidemiological case definitions for CCHF.

What this guidance is for

Guidance for healthcare professionals on when to suspect Crimean-Congo haemorrhagic fever (CCHF) (https://www.gov.uk/government/publications/viral-haemorrhagic-fever-algorithm-and-guidance-on-management-of-patients) is available and should be the starting point for clinical assessment of a suspected case of CCHF.

This guidance describes the categorisation of possible, probable and confirmed cases of CCHF for use by health protection teams during a CCHF incident.

In this guidance, ‘body fluids’ can include blood, vomit, faeces, urine, saliva and semen.

For personal protective equipment (PPE) requirements for the management of CCHF cases, please see the ACDP Guidance on the Management of Patients with Viral Haemorrhagic Fever (https://www.gov.uk/government/publications/viral-haemorrhagic-fever-algorithm-and-guidance-on-management-of-patients).

Any individual who has not had contact with a potential source of CCHF within the last 14 days before onset of illness is not deemed to be a possible or probable case of CCHF.

Case definitions

Confirmed case

An individual (alive or deceased) with a positive laboratory test result (real time polymerase chain reaction (PCR)) from a blood or other body fluid sample.

Probable case

An individual for whom no laboratory results are available (for example waiting for testing or results) where both of the following apply:
- clinical illness compatible with CCHF [note 1] comprising fever (temperature greater than 37.5C) with or without additional symptoms such as severe weakness, severe headache, myalgia, abdominal pain, vomiting, diarrhoea or unexplained haemorrhage
- history of direct contact with a probable or confirmed case of CCHF or their body fluids (including laboratory staff) in the 14 days before the onset of symptoms, without wearing adequate PPE or where there were breaches in PPE
Possible case

A deceased individual with epidemiological risk factors for CCHF [note 2]

or

An individual for whom no laboratory results are available (for example waiting for testing or results), where both the following apply:
- clinical illness compatible with CCHF [note 1], comprising fever (temperature greater than 37.5°C) with or without additional symptoms such as severe weakness, severe headache, myalgia, abdominal pain, vomiting, diarrhoea or unexplained haemorrhage
- history of direct contact with a confirmed case of CCHF or their body fluids (including laboratory staff) in the 14 days before the onset of symptoms, but wore appropriate PPE with no known breaches
Note 1. Initial symptoms may be not specific, but onset can be sudden with symptoms worsening over a few days, often with lethargy, rash, evidence of capillary leak, bleeding/haemorrhage, shock and impaired consciousness.

Note 2. Deceased individuals with an epidemiological link to the outbreak should be discussed with the Imported Fever Service (IFS) (https://www.gov.uk/guidance/imported-fever-service-ifs) for consideration of post-mortem testing.
Blu-3 and Mace Group associates
Source: gov.uk (2025-04-30)

The SFO announced a bribery investigation into Blu-3 and former associates of the global construction firm Mace Group in April 2025.

The SFO announced its investigation into Blu-3 and former associates of the global construction firm Mace Group on 30 April 2025, after making three arrests and searching five properties.

Blu-3 and others are suspected of paying over £3 million of bribes to associates of Mace Group in relation to the construction of a data centre in the Netherlands for Microsoft.

Case timeline

30 Apr 2025 – Five properties searched and three arrests made. See more information here (https://www.gov.uk/government/news/sfo-opens-european-data-centre-bribery-investigation).

Support for victims and witnesses

If you have been impacted by this case and need support, please see this page (https://gov.uk/government/collections/information-for-victims-and-witnesses) for information on support services available to you.