Chamber and committees

The Scottish Government has not made an estimate of the number of barber shops linked to money laundering. Money laundering is investigated by Police Scotland working with partners including the National Crime Agency and His Majesty’s Revenue and Customs.

The Scottish Government requires an exemption from the United Kingdom Internal Market Act 2000 (IMA) from the UK Government (UKG) before we can effectively implement sections 1 to 5 of the Wildlife Management and Muirburn (Scotland) Act 2024.

The UKG have agreed to providing this exemption and we are awaiting for them to make the necessary changes to the IMA before we can effectively implement sections 1 to 5 of the Wildlife Management and Muirburn (Scotland) Act 2024. Scottish Government officials are engaged with counterparts in UKG regarding this change and we expect it to be made soon.

It is our intention to bring a ban on the use, supply and possession of glue traps once the UKG have made the required changes.

To clarify, as I set out in my response to S6W-35785, NatureScot had intended for the draft species licensing review to undergo an external review in April 2025 before being submitted to Ministers at a later date.

The external review has been delayed slightly and NatureScot anticipate that it will now take place over the coming weeks. Following completion of the external review, the species licensing review will then be presented to Ministers for consideration prior to being published.

This response relates to Scottish Government Core workforce.

Historically, a range of factors, including newly devolved responsibilities such as establishing Social Security, EU Exit, and our response to the COVID-19 pandemic, are behind the growth in the workforce. Like many organisations, the Scottish Government has also needed to respond to the cost of living crisis that has led to increases in pay across the labour market.

The Scottish Government is proactively addressing the need to control workforce size to remain fiscally sustainable.

The Scottish Government has reduced its total workforce by 4% from March 2022 to December 2024. It has achieved this through recruitment controls and prioritised the reduction of expensive contingent workers in making these reductions, in partnership with our Trade Unions. The number of contingent workers is now 46% lower than in March 2022.

Scottish Government workforce numbers are regularly and carefully reviewed to ensure efficient and effective delivery for the people of Scotland and recruitment controls remain in place. The Budget has set a commitment to continuing to reduce the workforce in this financial year.

Improving public services and delivering a more efficient, effective and appropriately sized public sector workforce is a key priority for this government.

We published a detailed update to Finance and Public Administration Committee on 19 December 2023 setting out a public service reform plan. Further updates were provided on 23 September 2024 and 21 December 2024, and we are committed to providing the Committee with 6 monthly updates on the programme. We will shortly publish our Public Service Reform Strategy which will build upon our existing commitment and set out our priorities for reform. This will focus on how the Scottish Government will enable system change to drive the scale and pace of reform.

Changes to the shape and size of our public sector workforce will be done in partnership with employers and trade unions, based on our aims of providing high quality, sustainable public services for the people of Scotland.

All Civil Servants working for Scottish Government follow annual performance management procedures, including regular evaluation of performance and feedback wherever they work.

As part of a recent review of hybrid working, officials noted that there are few independent research empirical studies about hybrid working of a sufficient academic standing. Of those studies that were of a high standard and have been conducted recently, findings indicate that some form of hybrid working can lead to improved or the same performance levels compared to office working only.

It is the statutory responsibility of local authorities to manage their school estate, therefore, the Scottish Government does not hold this information.

Schools do not generally fall into high-risk to persons from fire, due to their numbers of access and egress points, familiarity of occupants, regular training and drills, and ordinarily users are non-sleeping.

However, if there were concerns raised to the Scottish Fire and Rescue Service (SFRS) regarding perceived high levels of risk to life from fire, the SFRS would undertake an urgent audit and, if necessary, could prohibit the use, or parts, of a school until the situation was satisfactorily rectified.

The latest published workforce statistics show 9,349 Staff within SG Core as at December 2024 Scottish Government workforce information - gov.scot. 85 staff of the total 9,349 have a home working contract.

However, in a number of cases this may be because of a reasonable adjustment in accordance with equalities legislation, or for other role-related reasons. In either case, we do not record what proportion of time is spent working exclusively from home and in practice most staff with homeworking contracts will likely still attend an SG workplace from time to time or work with stakeholders in communities.

Historically, a range of factors, including newly devolved responsibilities such as establishing Social Security, EU Exit, and our response to the COVID-19 pandemic, are behind the growth in the workforce.

UK Civil Service grew its directly employed FTE by 7.4% between March 2022 and December 2024 in comparison to the Scottish Government permanent civil service growing by 5.6%.

In comparison to the UK Civil Service the growth in the equivalent grades (Grades 6 and 7) was the same as it was in the Scottish Government between 2020 and 2024 at 47%.

The Scottish Government has reduced its workforce in the last two financial years, by 0.4% in 2022-3 and 3% in 2023-24 and from March 2022 to December 2024, the total workforce has reduced by 4%. To achieve this it has prioritised the reduction of expensive contingent workers in making these reductions, in partnership with our Trade Unions. The number of contingent workers is now 46% lower than in March 2022.

Scottish Government workforce numbers are regularly and carefully reviewed to ensure efficient and effective delivery for the people of Scotland and recruitment controls remain in place. The Budget has set a commitment to continuing reductions in the workforce in this financial year.

I am sorry that anyone has had to wait to receive their transcript due to delays in the pilot scheme for transcripts. We have been working closely with Scottish Court and Tribunal Service to address the issues that have been raised in a minority of these applications. SCTS have now written to applicants to provide them with an update on their application and to advise that they will provide regular updates every three weeks. Changes have also been made to their website to provide clearer information about expected timescales and the updates that will be provided.