Chamber and committees

The Scottish Government acknowledges that the increase in children, young people and adults seeking neurodevelopmental support and assessment across Scotland is creating challenges for services.

Scottish Government officials are engaging with Health Boards across Scotland to understand the challenges that they are facing in providing assessment and support services for neurodivergent adults, and to discuss potential solutions.

We fund the National Autism Implementation Team to support NHS Boards to develop, enhance and redesign local neurodevelopmental services for adults.

While the Scottish Government has overall policy responsibility for health and social care policy in Scotland, decisions on how to deliver services to best meet the needs of the local population are the responsibility of NHS Boards and their partners.

The 2025-26 Budget which has been approved by Parliament will provide a record £21.7 billion for Health & Social Care next year. This includes £16.2 billion for health boards - a 3% cash uplift and real terms increase on their baseline funding. It will also deliver record funding of over £15 billion for Local Authorities, a further 4.7 per cent real terms increase.

We have allocated £123.5 million to Health Boards this year on a recurring basis through the Enhanced Mental Health Outcomes Framework which plays a part in improving the quality and delivery of mental health and psychological services, including neurodevelopmental services for children, young people and adults.

Ministers recognise the very challenging financial landscape across health and social care but remain committed to making progress regarding the removal of non-residential charging in partnership with others.

Ongoing engagement work has made clear there is variation in non-residential care charging across the country and some groups and people are more adversely impacted. We will continue to work with others on this issue to ensure people have greater clarity on what charges apply and where they can go for support.

The Scottish Government will take forward discussions with the UK Government on the matter of quota distribution following the recent agreement with the EU. Those discussions will include how sea fish quotas are apportioned. The majority of quota is currently apportioned by the UK Government on the basis of each Administration's share of Fixed Quota Allocation (FQA) units.

The Scottish Government has no plans to revisit the non-domestic rates relief policies announced for 2025-26.

Our Tobacco and Vaping Framework: Roadmap to 2034 committed to tracking and reporting progress towards our 2034 target. This included work to develop further indicators, building on existing baseline data (taken from the Scottish Health Survey and the Health Behaviour in School-Aged Children study) as part of the first two-year implementation plan.

As part of our ongoing analytical work on the Framework, we identified a need for more regular and more detailed data on children due to the rapidly changing landscape.

Since 2024 the Scottish Government has purchased a booster sample in the ASH SmokeFree GB Youth survey. This is an annual survey of 11-18 years olds in Great Britain that has been running since 2013. This has allowed us to achieve representativeness by age and gender for young people age 11 – 17 years living in Scotland.

Data from the Scotland booster sample provides robust and valuable information annually on patterns of use of cigarettes, vapes and novel nicotine products (including nicotine pouches).

The operation of Police Scotland, including staffing, is a matter for the Chief Constable, who is supported by the Scottish Government to shape the workforce in response to operational needs. Police Scotland’s 2024-25 Annual Policing Plan outlines a future model focused on strengthened community policing. As of 31 March 2025, there were 16,553 FTE officers and 5,929 support staff, totalling 22,482 FTE. The Chief Constable has confirmed that the 2025-26 budget will maintain officer numbers between 16,500 and 16,600. We are increasing policing investment by £90 million this year, bringing total funding to a record £1.64 billion.

As part of preparations for the public consultation on the proposed Learning Disabilities, Autism and Neurodivergence Bill, the Scottish Government collated existing information on how current barriers in society affect the outcomes and wellbeing of neurodivergent people. Whilst we did not secure specific data for ADHD, we identified that employment rates were 29% for autistic people compared with Scotland's national employment rate, which in 2024 was 83% for non-disabled people and 51.7% for disabled people. Responses to the consultation suggested that various barriers prevent neurodivergent adults from securing and maintaining employment, meaning that our economy is not benefiting from neurodivergent people’s skills and talents as much as it could.

Research conducted both in the UK and abroad suggests that there are further economic impacts of not providing appropriate support for neurodivergent people, including increased healthcare, education, and benefits costs.

In 2016, we committed to halving the Disability Employment Gap, outlining the initial steps that would be taken to achieve this by 2038 in A Fairer Scotland for Disabled People: Employment Action Plan, published in 2018. To improve employment opportunities for those who face many structural barriers on the labour market, we have carried forward several actions into our refreshed Fair Work Action Plan: Becoming a Fair Work Nation by 2025, published in December 2022. Input was provided by disabled people and their representative organisations.

To help improve the wellbeing of autistic adults, including those with ADHD, we invest £1 million a year through our Adult Autism Support Fund to provide community support to autistic adults, both before and after their diagnoses. In a recent independent evaluation of the current Fund, 77% of participants reported feeling more confident about the future, and 66% said that their quality of life had improved. We hope that, correspondingly, such support will help ensure that autistic adults, including those who also have ADHD, continue to experience positive outcomes in healthcare, employment, and other areas that in turn helps maximise any economic contribution that they may wish to make to Scotland.

The Genomic Laboratory Transformation Programme, initiated in 2022, is ongoing and has not yet been completed.

In March 2024 the NHS Scotland National Services Division (NSD) transformation team developed a two-year delivery plan to guide the next phase of transformation, running through to 2026.

The programme aims to deliver a more efficient, equitable and sustainable genomic laboratory service across Scotland. Key areas of focus include service delivery models, workforce planning, bioinformatic support, data and digital infrastructure and financial sustainability.

The Scottish Strategic Network for Genomic Medicine (SSNGM) is currently working to document and address these gaps as part of the genomic medicine strategy, with the aim of improving alignment and equity of provision across the UK.

The SPCB is committed to creating and maintaining a safe, welcoming and inclusive working environment that nurtures a culture in which we treat one another with courtesy and professionalism. There is no place for bullying, harassment, discrimination, sexual misconduct or victimisation in our parliamentary community and each of us is responsible for the way we interact with and treat others.

As an employer, the SPCB aims to create a working environment in which staff are treated with respect, in a manner that allows them to maintain their dignity and where there is zero tolerance of harassment and bullying, including on the basis of gender identity or expression. This includes protecting staff against harassment or bullying behaviour from third parties.

Inclusiveness and respect are core values for the Scottish Parliamentary Service (SPS), and we value the diversity of our staff and respect individual differences within an inclusive working environment. We want to continue to attract and retain a workforce that reflects diverse communities and we are committed to eliminating discrimination and complying with our equality statutory duties. And our staffing policies and practices are in place to continue to achieve this.

The SPCB’s Dignity at Work Policy plays an important part in preventing staff from experiencing bullying and harassment and ensures all staff are clear about what is acceptable behaviour in the workplace. We continue to develop our employment practices to ensure legal compliance and workplace integrity.  A formal review of the Dignity at Work Policy will take place this year.