Official Statistics

HM Prison and Probation Service workforce quarterly: June 2025

Published 21 August 2025

Applies to England and Wales

© Crown copyright 2025

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Main Points

64,561 FTE (full time equivalent) staff in post        This is a decrease of 218 FTE staff in post compared to 30 June 2024 and a decrease of 208 FTE (0.3%) since 31 March 2025. Public Sector Prisons have decreased by 787 (2.1%), compared to 30 June 2024, although probation staff increased by 424 (2.1%)in the same period.  The decrease in prisons staff would have been higher without the introduction of Lowdham Grange from the private sector, further details below. Of the staff in post, there were 36,627 FTE in Public Sector Prisons (PSP), 20,823 FTE staff in the Probation Service, 5,771 FTE staff in HQ and Frontline Support, and 1,339 FTE in the Youth Custody Service (YCS).
22,702 FTE band 3-5 prison officers in post            This is a decrease of 889 FTE (3.8%) since 30 June 2024 and of 14 FTE (0.1%) compared to 31 March 2025.  
5,419 FTE band 2 operational support staff in post     This is a decrease of 136 FTE (2.5%) since 30 June 2024 and of 5 FTE operational support staff since 31 March 2025
5,519 FTE band 4 probation officers in post            This is an increase of 359 FTE (7.0%) since 30 June 2024 and a decrease of 139 FTE (2.5%) compared to 31 March 2025. In addition to the band 4 probation officers, there were 5,213 FTE band 3 probation services officers: a decrease of 694 FTE (11.7%) since 30 June 2024 and a slight decrease of 40 FTE (0.8%) since 31 March 2025.  
Leaving rate of 11.6% amongst band 3-5 prison officers This is a decrease of 0.8 percentage points compared to the year ending 31 March 2025. The overall leaving rate across HMPPS over the past year stood at 10.0%, which is a decrease of 0.7 percentage points compared to the year ending 31 March 2025 of 10.7%.  
Leaving rate of 6.3% amongst band 4 Probation officers This is a decrease of 0.8 percentage points compared to the year ending 31 March 2025. The leaving rate of band 3 probation services officer over the past 12 months was 9.7%, which is a decrease of 0.4 percentage points compared to the year ending 31 March 2025. 

This publication provides details of staffing levels, staff inflows and outflows, sickness absence rates, and protected characteristics for the directly employed workforce of HMPPS. Information presented covers PSP, the Probation Service, the YCS, HMPPS headquarters, and Frontline Support which provides direct operational support. Technical details and explanatory notes can be found in the accompanying Guide to HM Prison and Probation (HMPPS) Workforce Statistics.

Statistician’s comment

In this publication we are reporting on the HMPPS workforce as at 30 June 2025.

As at 30 June 2025, there were 64,561 FTE staff in post which was a decrease of 218 FTE compared to June 2024. This reduction was mainly due to decreases in Public Sector Prisons which saw a decline of 787 FTE (2.1%), however this will also have been affected by the introduction of Lowdham Grange into the public sector estate from the private sector, in August 2024, and so without this the decrease would have been higher. Staff at Lowdham Grange are included in the staff in post figures, however they are not classified as new joiners and are therefore not included in the joiners data. The decrease in Public Sector Prisons was partially offset  by an increase of 424 FTE (2.1%) in the Probation Service.

Most Probation Service grades also saw an increase over the same period with there being an increase of 359 FTE (7.0%) probation officers as well as other bands 4-6 (14.0%) and other bands 1-3 (8.3%). The exception is probation services officers where there has been a decrease of 694 FTE (11.7%). As at 30 June 2025 5,519 FTE band 4 probation officers were in post which is a decrease of 139 FTE (2.5%) compared to March 2025. For the 2025/26 financial year, the department has committed  publicly to onboarding at least 1,300 Trainee Probation Officers and will confirm whether it has met that commitment in the April 2026 transparency release.

Since 31 March 2025, there has been a decrease of 208 FTE staff in post (0.3%) across HMPPS. There were 22,702 FTE band 3-5 prison officers in post in March 2025, which is a decrease of 14 FTE (0.1%) compared to March 2025 and there was also a decrease 5 FTE (0.1%) in band 2 operational support staff in post.

The overall leaving rate across HMPPS was 10.0% in the 12 months to 30 June 2025, representing a decrease of 0.7 percentage points compared to the year ending March 2025. In the 12 months to 30 June 2025, there was a total of 7,062 staff who left HMPPS, which is a decrease of 1,338 (15.9%) compared to the year ending 30 June 2024. The leaving rate of band 4 probation officers was 6.3% in the year to 30 June 2025, which represents a decrease of 0.8 percentage points compared to the year ending March 2025.

Points to note

HM Prison and Probation Service

HMPPS is focused on supporting operational delivery and the effective running of prison and probation services across the public and private sectors. HMPPS works with a number of partners to carry out the sentences given by the courts, either in custody or the community. This publication covers the reporting period up to 30 June 2025 and therefore considers in detail quarterly staffing levels and staff inflows and outflows, for HMPPS and its predecessors, since 1 April 2019.

For ease, the statistics in this publication will be referred to as those of the HMPPS workforce (i.e. staff working in HMPPS and with a contract of employment with HMPPS, excluding all staff who were not an active member of the workforce and receiving pay on the relevant date from our staff in post counts, and those on secondment or loan outside of HMPPS but including staff on secondment or loan into HMPPS).

Staff employed by private sector establishments and other contractors are excluded. Community Rehabilitation Companies (CRCs) were private-sector suppliers of Probation and Prison-based rehabilitative services for offenders in England and Wales. In late June 2021, more than 7,000 staff from the CRCs came together with probation staff already in the public sector to form the new Probation Service. Prior to this movement, staff employed by CRCs were excluded.

Annex on HMPPS recruitment diversity

This annex, with accredited official statistics in development, presents figures on prison officer and operational support grade (OSG) recruitment by diversity characteristics. From June 2021, recruitment statistics were introduced for HMPPS overall, HMPPS HQ and Frontline Support, Public Sector Prisons (including the YCS) and the Probation Service. This annex runs on a six-monthly production cycle and is only included in the June and December editions.

Annex on Prison and Probation Officer Vacancies and Trainees

As of the June 2019 publication, this annex has been added to this bulletin which presents figures on probation officers in post, and their required staffing level, in addition it shows the number of trainee and qualified probation officers. Following on from the March 2024 publication, we have published quarterly hours adjusted Staff in Post, Target Staffing and Difference at establishment level for band 3-5 prison officers.

There is an annual transparency publication, called ‘Trainee Probation Officer recruitment’ published in the first week of April each year to confirm the number of Trainee Probation Officers onboarded into HMPPS for the previous financial year. A more detailed breakdown of those onboarded will continue to be provided in the mid-May publication of the Prison and Probation Officer Recruitment Annex.

Annex on ‘Great Place to Work for Veterans’ recruitment

This annex was introduced in 2022 and presents figures on staff recruited as part of the ‘Great Place to Work for Veterans’ recruitment campaign. This campaign started in April 2022. It is a simple one table annex and is expected to be repeated biannually, in the March and September publications. All externally advertised roles, at all grades across MoJ, utilise the Great Place to Work for Veterans scheme. This scheme allows eligible veterans to opt into the scheme, providing the opportunity for a guaranteed interview if they meet the minimum sift standard for that vacancy. Further information can be found at: https://www.civil-service-careers.gov.uk/great-place-to-work-for-veterans/

Organisational Changes in last two years

  • From the December 2024 publication the Approved Premises teams have been grouped into one Approved Premises region rather than having the 7 different AP regions separately.

  • From December 2024 publication the prison regions for Midlands have been updated from three prison regions to two, East Midland and West Midlands. The prisons in each region can be found in the Technical Guide.

  • Lowdham Grange came into the public sector prison from the private sector on 1 August 2024. As at 30 September 2024 their staff accounted for 393 FTE, of which 254 FTE were band 3 to 5 prison officers.

  • The prison functions were updated in the  September 2024 publication to align with the latest prison categories.

  • In June 2024 Cookham Wood was repurposed as an adult prison for category C males, but this change was not reflected in the June 2024 publication. This change was made in the September 2024 publication and all historical data was amended to reflect this change as well.

  • In the June 2024 publication the prison region Tees & Wear was renamed to North East and the prison region Long Term & High Security was split into two regions: Long Term & High Security North and Long Term & High Security South.

  • Since the June 2024 publication, Area Services has been renamed as Frontline Support following the introduction of the OneHMPPS programme.

  • From the September 2023 publication, following a review of the Senior Civil Servants (SCS) data, HMPPS Prison Group Director (PGD) and Regional Probation Director (RPD) roles have been removed from this cohort. PGDs and RPDs moved from SCS Band 1 to a new Band 12 grade and have been included in the operational grades data instead.

1. Total HMPPS staff in post

64,561 FTE staff in post (as at 30 June 2025)

This is a similar number of staff in post since 30 June 2024 and a decrease of 208 FTE (0.3%) since 31 March 2025. Of the staff in post, there were 36,627 FTE in Public Sector Prisons (PSP), 20,823 FTE staff in the Probation Service, 5,771 FTE staff in HQ and Frontline Support, and 1,339 FTE in the Youth Custody Service (YCS).

As at 30 June 2025, there were 64,561 FTE staff in post in HMPPS on a full time equivalent (FTE) basis (Figure 1). This includes 36,627 FTE staff in PSP (making up 56.7% of all HMPPS staff), 20.823 FTE in the Probation Service (32.3% of all HMPPS staff), 5,771 FTE in HMPPS HQ and Frontline Support (8.9% of all HMPPS staff), and 1,339 FTE in the YCS (2.1% of all HMPPS staff).

Compared to 30 June 2024, the overall staff numbers remained broadly consistent: FTE in PSP decreased by 787 (2.1%), though this decrease would have been higher were it not for the introduction of 393 FTE staff in Lowdham Grange. FTE in the Probation Service increased by 424 (2.1%), FTE in HQ and Frontline Support increased by 227 (4.1%), and FTE in the YCS decreased by 82 (5.8%).

As at 30 June 2025, there were 29,199 FTE (45.2% of HMPPS staff) operational Prison Service staff (including YCS staff). This is a decrease of 1,046 FTE staff (3.5%) compared to 30 June 2024. Non-operational roles across PSP, YCS, and HMPPS HQ accounted for 14,163 FTE staff (21.9% of HMPPS staff), which is an increase of 382 FTE (2.8%) since 30 June 2024. There were 21,199 FTE staff[footnote 1] in Probation Service grades (32.8% of all HMPPS staff): an increase of 445 (2.1%) FTE since 30 June 2024.

Figure 1 shows a big increase in Probation Service staff in June 2021, which was due to more than 7,000 staff from private sector CRCs coming together with probation staff already in the public sector in the new Probation Service. 

Figure 1: Number of HMPPS staff in post on an FTE basis, 31 March 2020 to 30 June 2025 (Source: Table 1)

1.1 Length of Service

Across HMPPS overall, 32.6% of FTE staff in post had less than 3 years’ service, which was a decrease from 35.4% at 30 June 2024 and a slight decrease from 33.3% at 31 March 2025. 33.4% of HMPPS FTE staff in post had 10 years or more of experience, a similar percentage to 31 March 2025 (33.1%).

The proportion of band 3-5 prison officers with less than 3 years’ service at 30 June 2025 fell to 37.3% compared to 41.5% as at 30 June 2024. The proportion of band 3-5 prison officers in post with 10 years or more of experience  remained broadly the same between 30 June 2024 and 30 June 2025, and stands at 24.8%. This corresponds to 5,630 FTE staff with 10 years or more of experience at 30 June 2025, which is a fall of 253 FTE, or 4.3% since 30 June 2024.

The proportion of band 2 OSG FTE staff with less than 3 years’ service decreased from 52.8% at 30 June 2024 to 48.9% at 30 June 2025, and the proportion of those with 10 years or more of experience remained broadly the same between 30 June 2024 and 30 June 2025, standing at 23.4%.

It should be noted that the National Probation Service was created on 1 June 2014 and service prior to this is not captured in our data. Therefore, the figures relating to the length of service of Probation Service staff, which are included in the HMPPS overall figures, do not necessarily represent their full experience but rather the length of service from entry to HMPPS. The situation is different for the over 7,000 staff who transferred from the CRCs in June 2021 and for them their service prior to their date of transfer is included.

Length of service information has been calculated for HMPPS staff from the most recent hire date. Where staff have transferred in from another government department or have transferred in through HMPPS taking over a function, length of service is calculated from entry to HMPPS.

2. Band 3-5 prison officers and band 2 operational support staff

22,702 FTE band 3-5 prison officers in post (as at 30 June 2025)

This is a decrease of 889 FTE (3.8%) since 30 June 2024 and of 14 FTE (0.1%)compared to 31 March 2025, though the change since last year would have been affected by introduction of 254 FTE prison officers in Lowdham Grange in August 2024. The overall resourcing across the prison workforce continues to stabilise. However, there are some challenges with staff experience at a national level, as well as persistent recruitment and retention challenges in certain areas of the country.

5,419 FTE band 2 operational support staff in post (as at 30 June 2025)

This corresponds to a decrease of 136 FTE (2.5%) FTE since 30 June 2024 and no substantial change of operational support staff since 31 March 2025.

The key operational grades in public sector prisons are the band 3 to 5 prison officers. They consist of band 3 prison officers, band 4 officer specialists, band 4 supervising officers, and band 5 custodial managers.

Figure 2: Number of band 3-5 prison officers in post on an FTE basis, 31 March 2020 to 30 June 2025 (Source: Table 3)

Figure 3 shows a quarterly trend of band 3 to 5 appointments and leavers since 2019/20. Over the year to 30 June 2025, 2,453 band 3 to 5 officers were appointed (consisting of direct new recruits and existing staff who converted to a band 3 officer grade), a decrease of 2,744 (52.8%) compared to 5,197 in the previous year. Looking at the quarterly figures, the headcount of new band 3 to 5 officer appointments increased by 272 (50.2%) from 542 between January and March 2025 to 814 between April and June 2025 (Table 17).

The headcount of band 3 to 5 prison officers who left HMPPS in the year ending 30 June 2025 was 2,823, which is a decrease of 440 (13.5%) compared to the year ending 30 June 2024. Examining reasons for leaving, 66.1% of prison officers who left in the year ending 30 June 2025 resigned from their roles (up from 64.6% in the year ending 30 June 2024). Of the other prison officers who left HMPPS in the year ending 30 June 2025, 21.9% were dismissed and 6.4% retired; the proportion dismissed is up from 18.5% compared to previous year while the number retiring is up from 5.4%. Following the staff survey in 2023 one of HMPPS’ priorities was to set a positive culture through high professional standards. Specialist teams have been established to ensure those standards are met and that interventions can be put in place where necessary.

Figure 3: Newly appointed band 3 to 5 prison officers and band 3 to 5 prison officer leavers, April 2019 to 30 June 2025 (Source: Table 17)

Joiners and leavers are not the only movements into and out of the band 3 to 5 officer grouping. There are also typically differences in the proportion of new joiners and older officers who work part time as well as movements between grades, such as internal movements to non-frontline roles or promotions to operational managers. Changes such as staff switching from full time to part time also have the effect of reducing the FTE of officers available as they progress through their career. For these reasons, the change in FTE does not directly reflect the difference between the number of joiners and leavers.

The number of band 2 OSG staff who joined HMPPS in the year ending 30 June 2025 was 985: a decrease of 667 (40.4%) compared to the previous year ending 30 June 2024. There was a slight increase of 10 (1.0%) since the year ending 31 March 2025. The headcount number of band 2 OSG staff who left HMPPS was 826, which is a decrease of 144 (14.8%) compared to the year ending 30 June 2024 and a decrease of 45 (5.2%) compared to the year ending 31 March 2025.

3. Probation practitioners and senior probation officers

5,519 FTE band 4 probation officers in post (as at 30 June 2025)

This figure is an increase of 359 FTE (7.0%) since 30 June 2024 but a decrease of 139 FTE (2.5%) probation officers compared to 31 March 2025. In addition to the band 4 probation officers, there were 5,213 FTE band 3 probation services officers: a decrease of 694 FTE (11.7%) since 30 June 2024 and a slight decrease of 40 FTE (0.8%) since 31 March 2025.

Key grades in the Probation Service include band 3 probation services officers, band 4 probation officers (collectively known as probation practitioners), as well as band 5 senior probation officers. Staff who are training to be a probation officer work as a probation services officer during their training, so a proportion of the probation services officers in post will be working towards the professional probation officer qualification.

In June 2019 publication a statistics annex was added to this bulletin which presents figures on probation officers in post, their required staffing level, in addition to the number of trainee and qualified probation officers.

As at 30 June 2025, there were 5,213 FTE band 3 probation services officers in post, a decrease of 694 FTE (11.7%) over the past year and a slight decrease of 40 FTE (0.8%) over the quarter. For the 2025/26 financial year, the department has committed publicly to onboarding at least 1,300 Trainee Probation Officers and it will confirm whether it has met that commitment in the April 2026 transparency release. There were 5,519 FTE band 4 probation officers, representing an increase of 359 FTE (7.0%) over the past year and a decrease of 139 FTE (2.5%) compared to the previous quarter; and 1,526 FTE band 5 senior probation officers, showing an increase of 33 (2.2%) over the previous year and a slight decrease of 8 (0.5%) since the last quarter (Figure 4).

Figure 4: Number of probation officers, probation services officers and senior probation officers in post on an FTE basis, 31 March 2020 to 30 June 2025 (Source: Table 3)

In the past year, 1,153 probation services officers were appointed, some of whom will be training to become qualified probation officers. This is an increase of 154 (15.4%) compared to the year ending 30 June 2024 and a decrease of 71 (5.8%) compared to the number appointed in the year ending 31 March 2025.

Within the Probation Service, there were 5,501 FTE Probation Officers in post, a shortfall of 2,315 FTE against the target staffing level of 7,816 FTE. There were 1,426 staff, equivalent to 1,398 FTE, undertaking the PQiP training as of 30 June 2025. The shortfall in Probation Officers has increased relative to the March release following the increase in Target Staffing for 2025/26, to reflect the annual step change in Target Staffing and reflecting the current Target Operating Model. Over the same period, Probation Officer Staff in Post decreased by 136 FTE. (please refer to the Prison and Probation Officer Recruitment Annex for more details).

In the past year, 573 probation services officers left the service. This is a decrease of 251 (30.5%) compared to the year ending 30 June 2024 and a decrease of 36 (5.9%) compared to the number who left in the year ending 31 March 2025.

4. Joiners and Leavers

Leaving rate of 11.6% amongst band 3-5 prison officers (for the 12 months ending 30 June 2025)

This is a decrease of 0.8 percentage points compared to the year ending 31 March 2025. The overall leaving rate across HMPPS over the past year stood at 10.0%, which is a decrease of 0.7 percentage points compared to the year ending 31 March 2025 of 10.7%

Over the past year, 6,645 staff joined HMPPS, which is a decrease of 4,146 (38.4%) compared to the year ending 30 June 2024. In recent years, HMPPS has introduced recruitment strategies to address staffing gaps through initiatives that aim to attract wider candidates to the role and strengthen experience. HMPPS will continue to apply these strategies as required to address local labour market challenges.

The joiners consisted of 3,667 across PSP, 175 in the YCS, 2,536 in the Probation Service, and 267 in HMPPS HQ and Frontline Support. Compared to the year ending 30 June 2024, these numbers of joiners represent a decrease of 48.7% for PSP, a decrease of 49.4% for YCS, a decrease of 15.0% for Probation Service, and a decrease of 14.7% for HMPPS HQ and Frontline Support. There were 1,057 Trainee Probation Officers starting PQiP training in the Probation Service in 2024/25, compared to 543 in 2023/24.

There were 7,062 leavers in the year ending 30 June 2025, a decrease of 1,338 (15.9%) compared to the year ending 30 June 2024. This includes 4,421 leavers from PSP (a decrease of 12.7%), 233 from YCS (a decrease of 4.9%), 2,063 from the Probation Service (a decrease of 13.9%), and 345 from HMPPS HQ and Frontline Support (a decrease of 50.4%).

4.1 Leaving Rates[footnote 2]

The overall HMPPS leaving rate for the year to 30 June 2025 was 10.0%  compared to 10.7% for the year to 31 March 2025 (Figure 5); a decrease of 0.7 percentage points. For the year up to 31 March 2021, the increased uncertainty in the employment market following the COVID-19 pandemic may have contributed to the drop in the number of resignations during most of the year, therefore impacting on the overall reduced leaving and resignation rates. Although the latest leaving rates for most grades  are still higher than pre-pandemic levels, most have shown a decrease over the last 24 months.

The leaving rate for staff in the Probation Service overall in the year ending 30 June 2025 was 8.9%, which is a decrease of 0.5 percentage points since the year ending 31 March 2025. In the operational grades within the Probation Service, the leaving rate was highest amongst probation services officers at 9.7%: a decrease of 0.4 percentage points from the year ending 31 March 2025. Leaving rates for probation officers and senior probation officers stood at 6.3% (a decrease of 0.8 percentage points) and 4.0% (a decrease of 0.5 percentage points), respectively, compared to the year to 31 March 2025.

Figure 5: Annual leaving rates of permanent staff in key operational grades (excluding VEDSR), from the 12 months to 31 March 2020 to the 12 months to 30 June 2025 (Source: Table 11)

4.2 Resignation Rates[footnote 3]

The overall HMPPS resignation rate for the 12 months to 30 June 2025 was 6.2%, which is a decrease of 0.4 percentage points from the figure for the year to 31 March 2025 of 6.7%(Figure 6). For band 3-5 officers, the resignation rate was 7.7% in the year ending 30 June 2025, which is a decrease of 0.6 percentage points since the year ending 31 March 2025. The resignation rate for OSG staff was 9.0% for the year ending 30 June 2025, which is a decrease of 0.6 percentage points since the year ending 31 March 2025.

For the Probation Service the resignation rate was 5.7% for the year ending 30 June 2025. This represents a decrease of 0.3 percentage points compared to the year ending 31 March 2025. Amongst the operational grades within the Probation Service, probation services officers had the highest resignation rate at 7.0%, a slight decrease of 0.2 percentage points since the year ending 31 March 2025.

Figure 6: Annual resignation rates of permanent staff in key operational grades, from the 12 months to 31 March 2020 to the 12 months to 30 June 2025 (Source: Table 12)

5. Sickness absence

HMPPS staff lost an average of 12.0 working days to sickness absence in the 12 months ending 30 June 2025

This represents a slight increase of 0.2 average working days lost (AWDL) compared to the year ending 31 March 2025 (11.9 working days lost).

In the year ending 30 June 2025, HMPPS staff lost an average of 12.0 working days to sickness absence. This is a slight increase from 11.9 average working days lost for the year ending 31 March 2025, and an increase of 1.8 days compared to the predominantly COVID-19 free year ending 31 March 2020.

YCS staff had the highest sickness absence rate at 17.1 AWDL, followed by the Probation Service (13.2 AWDL), PSP (12.0 AWDL), and HQ and Frontline Support (6.4 AWDL) (Figure 7). Compared to the year ending 31 March 2025, these represent a decrease of 0.5 days for YCS, no substantial change for Probation Service, an increase of 0.3 days for PSP, and a slight decrease of 0.2 days for HQ and Frontline Support staff.

Figure 7: Average working days lost to sickness absence, 12 months to 31 March 2020 to 12 months to 30 June 2025 (Source: Table 18)

The most common category of sickness absence in terms of days lost was mental ill health, corresponding to 40.3% of working days lost in the past year. This category was most prevalent for probation officers, where 57.8% of working days lost were attributed to mental ill health.

For HMPPS overall the category that accounted for the second largest proportion of working days lost was musculoskeletal system (18.2%). Together the top two categories accounted for 58.5% of all working days lost.

Further Information

Accompanying files

As well as this bulletin, the following products are published as part of this release:

  •     A technical guide providing details of the HMPPS workforce structure as well as how the data are collected and processed. Information on the revisions policy and disclosure relevant to HMPPS staffing data is also included.

  •     A set of accredited official statistics in development  on the gender, ethnicity and disability status of recruitment campaign applicants for selected HMPPS Grades.

  •     A supplementary annex presenting statistics on probation officers in post, their required staffing level, and the number of trainee and qualified probation officers. In addition, it includes published quarterly hours adjusted Staff in Post, Target Staffing and Difference at establishment level for Band 3-5 Prison Officers.

Accredited Official Statistics

The statistics in this bulletin are classified as accredited official statistics. Accredited official statistics refer to official statistics that have been independently reviewed by The Office for Statistics Regulation (OSR) to ensure they comply with the standards trustworthiness, quality and value in the Code of Practice for Statistics. Accredited official statistics are referred to as ‘National Statistics’ in the Statistics and Registration Service Act 2007. The term ‘Accredited Official Statistics’ to describe national statistics was introduced by OSR in September 2023, following a review of the National Statistics designation.

The Statistics and Registration Service Act 2007 defines ‘official statistics’ as all those statistical outputs produced by the UK Statistics Authority’s executive office (the Office for National Statistics), by central Government departments and agencies, by the devolved administrations in Northern Ireland, Scotland, and Wales, and by other Crown bodies (over 200 bodies in total). The statistics in this bulletin comply with all aspects of the Code of Practice for Official Statistics. The Code encourages and supports producers of statistics to maintain their independence and to ensure adequate resourcing for statistical production. It helps producers and users of statistics by setting out the necessary principles and practices to produce statistics that are trustworthy, high quality and of public value.

Accredited Official Statistics in development

Accredited official statistics in development are a subset of newly developed or innovative official statistics undergoing evaluation. They are developed under the guidance of the Head of Profession for Statistics (HoP) and published to involve users and stakeholders in the assessment of their suitability and quality at an early stage. Therefore, we would like to receive feedback as to how useful they are, whether a different analysis would be preferable, or any other comments about them. If you wish to send any views you may have about these accredited official statistics in development, please use the contact details below.

Contact

Press enquiries should be directed to the Ministry of Justice press office: 

https://www.gov.uk/government/organisations/ministry-of-justice/about/media-enquiries

Other enquiries about these statistics should be directed to:

Rob Hartley 

Workforce and Equalities Statistics Team

Analysis Directorate

Ministry of Justice 

10 South Colonnade 

London 

E14 4PH 

Email: robert.hartley@justice.gov.uk

Next update: 20 November 2025 

URL: www.gov.uk/government/collections/national-offender-management-service-workforce-statistics

© Crown copyright 

Produced by the Ministry of Justice 

Alternative formats are available on request from robert.hartley@justice.gov.uk 

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  1. This includes staff in Probation Service grades working in other parts of HMPPS. ↩

  2. Percentage of staff with a permanent contract of employment who left HMPPS, including individuals who have retired early, but excluding staff who left due to voluntary early departure schemes and redundancy (VEDSR). ↩

  3. Percentage of staff with a permanent contract of employment who resigned from HMPPS. ↩

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