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The Cabinet Secretary for Education and Skills has met recently with the Principal of Edinburgh University to discuss its cost-saving programme and potential impact on staff.

Staffing and operational matters are the responsibility of individual universities as autonomous institutions, however the Scottish Government and Scottish Funding Councill will continue to engage closely with the sector and offer appropriate support to universities, including Edinburgh, as they develop their plans to address financial challenges.

Whilst Ministers cannot compel institutions to commit to no compulsory redundancies, the Scottish Government’s expectation is that universities work with staff to make every effort to protect jobs, and for compulsory redundancies to be considered as a last resort, after all other cost saving measures have been fully explored.

Information on university retention rates is published by the Scottish Funding Council (SFC) in the statistics publication “Report on Widening Access”. There is no breakdown by those with teacher assessed grades. The latest published data on retention rates covers those students starting in 2021-22 and continuing on to 2022-23.

There are numerous reasons why students may drop out of university which may include personal circumstances or moving into other positive destinations such as work or other forms of study.

We continue to learn from good practice in the sector, such as the University of the West of Scotland’s Student Success Model, which is premised on early intervention and supports student retention and progression.

Scottish Government is committed to enhancing outcomes for young people by delivering a fair and credible qualifications and assessment system as part of our work on qualification reform.

We want young people to have the opportunity to undertake the learner pathway that best matches their abilities and aspirations and ensures they are: successful learners, confident individuals, responsible citizens and effective contributors.

As this is an operational matter for Scottish Water, and the Scottish Government does not hold this information, I have asked them to respond. Their reply is as follows:

Annual leakage levels are published in Scottish Water’s annual report and accounts which are routinely laid before Parliament and available online at https://www.scottishwater.co.uk/Help-and-Resources/Document-Hub/Key-Publications/Annual-Reports. Data for England and Wales is published by Ofwat at https://www.ofwat.gov.uk/publication/leakage-dataset-june-2025/

The leakage figure reported by Scottish Water currently equates to circa 24.7% of water supplied. Leakage is a function of an ageing asset base, and rates are affected by the increase in extreme weather conditions.

If seeking to compare leakage in Scotland with other parts of the UK, it should be noted that Scottish Water’s network is different to many others due to the remote nature of many rural and island communities, as well as the topography and length of pipework used. Direct comparison is difficult due to the very localised nature of how leakage is calculated. When all the various factors are considered, Scotland’s leakage rate appears marginally higher than the average for the UK, however it is still comparable.

Overall, Scottish Water has made great progress and since 2007 has reduced leakage by some 58%.

As this is an operational matter for Scottish Water, and the Scottish Government does not hold this information, I have asked them to respond. Their reply is as follows:

Scottish Water is investing some £36m every year to reduce leakage and this investment includes active leakage management to find and repair leaks, as well as repairs of visible and reported leakage and capital schemes to reduce leakage. This sum is part of a broader investment of some £110m every year in the operating and capital costs of managing leakage, repairing bursts, and rehabilitating water networks.

The Scottish Government has met with the EHRC and we will continue to engage as they update the Code of Practice.

The Scottish Government has already begun work on implementation. We have established a Short Life Working Group to ensure support and consistency across Government. The EHRC are aware of our approach and this work will position us towards a state of readiness to take all necessary steps when the EHRC’s Code of Practice and updated guidance are published.

The group consists of senior civil servants representing all relevant portfolios across government. The aims of the group are to;

- ensure that there is a consistent approach to the understanding of the ruling;

- review legislation, guidance and policies within Scottish Government portfolios that the ruling impacts on; and

- ensure the Scottish Government is ready and prepared once the EHRC's revised Code of Practice is published.

The Dynamic Support Register (DSR) provides a mechanism for national data collection relating to people with learning disabilities and complex care needs. However, the DSR does not include data broken down by specific conditions or diagnoses, including autism.

Public Health Scotland (PHS) collect and publish the DSR data quarterly, with the most recent collection for the quarter ending 26 December 2024, published in March 2025. This publication reported that forty people with learning disabilities and complex care needs in Scotland had been in hospital for ten years or more. The DSR full March PHS report is available here: Insights into learning disabilities and complex needs: statistics for Scotland - 18 March 2025 - Insights into learning disabilities and complex needs: statistics for Scotland - Publications - Public Health Scotland. The next DSR data collection will be published by PHS in June 2025.

In 2024, we asked the Mental Welfare Commission for Scotland (the Commission) to review the care and treatment of people with learning disabilities and complex care needs who had been in hospital for over ten years. The Mental Welfare Commission Report is available here: Hospital is not home

We are continuing to engage with the Commission and system leaders to address these delays and ensure that people’s human rights are upheld.

The Dynamic Support Register (DSR) provides a mechanism for national data collection on people with learning disabilities and complex care needs. However, data collected through the DSR is not broken down by how many individuals with autism and learning disabilities remain in hospital settings, despite being clinically fit for discharge.

Public Health Scotland (PHS) collect and publish quarterly data, with the most recent collection, from 26 December 2024, published in March 2025. At that time, there were 1,273 people on the DSR, of which there were 84 delayed discharges and 51 inappropriate out-of-area placements.

The full March PHS report is available here: Insights into learning disabilities and complex needs: statistics for Scotland - 18 March 2025 - Insights into learning disabilities and complex needs: statistics for Scotland - Publications - Public Health Scotland

The next DSR data collection will be published by PHS in June 2025.

Additionally, PHS publish monthly data on delayed discharges here: About this release - Delayed discharges in NHSScotland monthly - Figures for March 2025 - Delayed discharges in NHSScotland monthly - Publications - Public Health Scotland. This data is broken down to Health Board and Local Authority level.

The Scottish Enterprise and UK Office for Investment have established the Grangemouth Investor taskforce which is focussed on identifying and attracting investment in the proposals outlined in Project Willow, with a particular focus on opportunities that the Grangemouth Just Transition Fund could support to ensure they become market investible.

We will update parliament in due course on the progress made against the recommendations set out in Project Willow.

The recruitment and deployment of police officers is a matter for the Chief Constable.

Police Scotland’s three-year Business Plan 2024-2027 sets out the Chief Constable’s vision of a thriving workforce which goes beyond an overall officer headcount and that of a police workforce which includes police staff.

The Chief Constable aims to make maximum impact with a workforce that has the right skills and capacity to keep people safe. Through the Chief Constable’s workforce modernisation plan, Police Scotland are developing an operating model that will create capacity to deal with new and increasing threats by moving more officers to frontline roles, to strengthen community confidence.