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Official Statistics

HM Prison and Probation Service workforce quarterly: June 2026

Published 20 August 2026

Applies to England and Wales

© Crown copyright 2026

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This publication is available at https://www.gov.uk/government/statistics/hm-prison-probation-service-workforce-quarterly-june-2026/hm-prison-and-probation-service-workforce-quarterly-june-2026

Main Points

                                                                        
65,945 FTE (full time equivalent) staff in post This is an increase of 1,384 FTE (2.1%) staff in post compared to 30 June 2025 and of 907 FTE (1.4%) since 31 March 2026. Since last year Public Sector Prisons have slightly decreased by 472 (1.3%), although probation staff increased by 1,310 (6.3%). Of the staff in post, there were 36,155 FTE in Public Sector Prisons (PSP), 22,133 FTE staff in the Probation Service, 6,323 FTE staff in HQ and Frontline Support, and 1,333 FTE in the Youth Custody Service (YCS).
22,001 FTE band 3-5 prison officers in post                     This is a decrease of 701 FTE (3.1%) since 30 June 2025 but a slight increase of 17 FTE (0.1%) prison officers compared to 31 March 2026. 
5,661 FTE band 2 operational support staff in post              This is an increase of 242 FTE (4.5%) since 30 June 2025 and of 216 FTE (4.0%) since 31 March 2026.
5,465 FTE band 4 probation officers in post                     This is a slight decrease of 54 FTE (1.0%) since 30 June and of 109 FTE (2.0%) compared to 31 March 2026. 
5,924 FTE band 3 probation services officers in post            This is an increase of 711 FTE (13.6%) since 30 June 2025 and of 139 FTE (2.4%) since 31 March 2026.    
Leaving rate of 8.9% amongst band 3-5 prison officers           This is a decrease of 1.0 percentage point compared to the year ending 31 March 2026. The overall leaving rate across HMPPS over the past year stood at 8.5%, which is a decrease of 0.7 percentage points compared to the year ending 31 March 2026 of 9.2%.  
Leaving rate of 5.3% amongst band 4 probation officers          This is a decrease of 0.4 percentage points compared to the year ending 31 March 2026.  
Leaving rate of 9.8% amongst band 3 probation services officers This is a decrease of 0.6 percentage points compared to the year ending 31 March 2026.   

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 2026.

As at 30 June 2026, there were 65,945 FTE staff in post which was an increase of 1,384 FTE compared to June 2025. This increase was mainly due to increases in the Probation Service which saw an increase of 1,310 FTE (6.3%), and HQ and Frontline Support which saw an increase of 551 FTE (9.6%). However, there were decreases of 472 FTE (1.3%) in the Prison Service and 5 FTE (0.4%) in Youth Custody Service staff. Since 31 March 2026, there has been an increase of 907 FTE staff in post (1.4%) across HMPPS, driven by increases across HMPPS; Probation Service staff (1.7%), HQ and Frontline Support staff (4.9%), Prison Service staff (0.6%) and Youth Custody Service staff (1.1%).

Most Probation Service grades saw an increase over the last year with there being an increase of 711 FTE (13.6%) probation services officers, as well as increases for other band 4-6 staff (12.5%), senior probation officers (5.0%) and other band 1-3 staff (5.9%). As at 30 June 2026, 5,465 FTE band 4 probation officers were in post which is a decrease of 54 FTE (1.0%) compared to June 2025 and a decrease of 109 FTE (2.0%) compared to March 2026. For the 2026/27 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 2027 transparency release.

There were 22,001 FTE band 3-5 prison officers in post in June 2026, which is a decrease of 701 FTE (3.1%) compared to June 2025. However, there was an increase of 242 FTE (4.5%) in band 2 operational support staff in post over the same period.

The overall leaving rate across HMPPS was 8.5% in the 12 months to 30 June 2026, representing a decrease of 0.7 percentage points compared to the 12 months to 31 March 2026. In the 12 months to 30 June 2026, there was a total of 5,915 staff who left HMPPS, which is a decrease of 1,266 (17.6%) compared to the 12 months to 30 June 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 2026 and therefore considers in detail quarterly staffing levels and staff inflows and outflows, for HMPPS and its predecessors, since 1 April 2020.

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 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 staffing levels against targets

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 starters’ 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 staffing levels against targets 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 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/

Annex showing the quarterly staff in post time series from March 2017

An annex containing the main breakdowns of staff in post for each quarter from March 2017 through to the latest data has been added from the December 2025 publication. This is so any hierarchy or grade mapping changes can be reflected in each historical quarterly data point and not just the quarters that are shown in the main tables.

Annex showing HMPPS ethnic minority representation

From the March 2026 publication an annex showing the self-reported ethnicity of staff in each prison and prison/probation region has been included and that this replaces the data that was previously published in the HMPPS Digest. This annex will be produced annually as part of the March publication.

Organisational Changes in last two years

  • From the June 2026 publication, Hollesley Bay and Warren Hill prisons have been merged into a single prison called Hollesley on the HR reporting system.

  • From the June 2026 publication the prison regions Avon, South Dorset & Wiltshire and Devon & North Dorset have been merged into new prison region called South West. The prisons in each region can be found in the Technical Guide.

  • 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 the December 2024 publication the prison regions for Midlands have been updated from three prison regions to two, East Midland and West Midlands.

  • 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.

1. Total HMPPS staff in post

65,945 FTE staff in post (as at 30 June 2026)

This is an increase of 1,384 FTE (2.1%) staff in post since 30 June 2025 and of 907 FTE (1.4%) since 31 March 2026. Of the staff in post, there were 36,155 FTE in Public Sector Prisons (PSP), 22,133 FTE staff in the Probation Service, 6,323 FTE staff in HQ and Frontline Support, and 1,333 FTE in the Youth Custody Service (YCS).

As at 30 June 2026, there were 65,945 FTE staff in post in HMPPS on a full time equivalent (FTE) basis (Figure 1). This includes 36,155 FTE staff in PSP (making up 54.8% of all HMPPS staff), 22,133 FTE in the Probation Service (33.6% of all HMPPS staff), 6,323 FTE in HMPPS HQ and Frontline Support (9.6% of all HMPPS staff), and 1,333 FTE in the YCS (2.0% of all HMPPS staff).

Compared to 30 June 2025, the overall staff numbers increased by 1,384 FTE (2.1%), although the different parts of HMPPS saw different staffing changes: FTE in PSP slightly decreased by 472 (1.3%). FTE in the Probation Service increased by 1,310 (6.3%), FTE in HQ and Frontline Support increased by 551 (9.6%), and FTE in the YCS remained effectively the same.

As at 30 June 2026, there were 28,669 FTE (43.5% of HMPPS staff) operational Prison Service staff (including YCS staff). This is a slight decrease of 531 FTE staff (1.8%) compared to 30 June 2025. Non-operational roles across PSP, YCS, and HMPPS HQ accounted for 14,719 FTE staff (22.3% of HMPPS staff), which is an increase of 557 FTE (3.9%) since 30 June 2025. There were 22,557 FTE staff[footnote 1] in Probation Service grades (34.2% of all HMPPS staff): an increase of 1,358 (6.4%) FTE since 30 June 2025.

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 2021 to 30 June 2026 (Source: Table 1)

1.1 Length of Service

Across HMPPS overall, 27.7% of FTE staff in post had less than 3 years’ service, which was a decrease from 32.6% at 30 June 2025 and same as at 31 March 2026. 32.7% of HMPPS FTE staff in post had 10 years or more experience, representing a slight decrease from 33.2% at 31 March 2026.

The proportion of band 3-5 prison officers with less than 3 years’ service at 30 June 2026 fell to 30.2% compared to 37.3% as at 30 June 2025. The proportion of band 3-5 prison officers in post with 10 years or more experience  remained broadly the same between 30 June 2025 and 30 June 2026, and stands at 24.9%. This corresponds to 5,469 FTE staff with 10 years or more experience at 30 June 2026.

The proportion of band 2 OSG FTE staff with less than 3 years’ service decreased from 48.9% at 30 June 2025 to 43.3% at 30 June 2026, and the proportion of those with 10 years or more experience decreased from 23.4% at 30 June 2025 to 21.8% at 30 June 2026.

The proportion of band 4 probation officer FTE staff with less than 3 years’ service decreased from 14.2% at 30 June 2025 to 4.9% at 30 June 2026, and the proportion of those with 10 years or more experience decreased from 36.1% at 30 June 2025 to 34.4% at 30 June 2026.

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. It should be noted that to be a probation officer, staff will need to have the relevant qualifications, so will have spent time in a more junior role whilst qualifying to be a probation officer. Therefore, the length of service is not the same as length of time in role. This also applies to prison officers who were in a operational support grade prior to converting to become prison officers. Lastly, the National Probation Service was created on 1 June 2014 and service prior to this is not captured in our data for staff in transferred in at that time.

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

22,001 FTE band 3-5 prison officers in post (as at 30 June 2026)

This is a decrease of 701 FTE (3.1%) since 30 June 2025 but an increase of 17 FTE (0.1%) prison officers, compared to 31 March 2026. The overall resourcing picture across the prison workforce is broadly stable. 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.

5,661 FTE band 2 operational support staff in post (as at 30 June 2026)

This corresponds to an increase of 242 FTE (4.5%) since 30 June 2025 and an increase of 216 FTE (4.0%) operational support staff since 31 March 2026.

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 2021 to 30 June 2026 (Source: Table 3)

Figure 3 shows a quarterly trend of band 3 to 5 appointments and leavers since 2020/21. Over the year to 30 June 2026, 2,116 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 333 (13.6%) compared to 2,449 in the previous year. Looking at the quarterly figures, the headcount of new band 3 to 5 officer appointments increased by 58 (10.3%) from 565 between January and March 2026 to 623 between April and June 2026 (Table 17).

The headcount of band 3 to 5 prison officers who left HMPPS in the year ending 30 June 2026 was 2,095, which is a decrease of 786 (27.3%) compared to the year ending 30 June 2025. Examining reasons for leaving, 62.3% of prison officers who left in the year ending 30 June 2026 resigned from their roles (down from 65.3% in the year ending 30 June 2025). Of the other prison officers who left HMPPS in the year ending 30 June 2026, 23.0% were dismissed and 8.5% retired; the proportion dismissed is slightly higher than the 22.7% as at 30 June 2025, while the percentage retiring is up from 6.3%.

Figure 3: Newly appointed band 3 to 5 prison officers and band 3 to 5 prison officer leavers, April 2020 to 30 June 2026 (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 2026 was 1,190: an increase of 210 (21.4%) compared to the previous year ending 30 June 2025. There was an increase of 120 (11.2%) since the year ending 31 March 2026. The headcount number of band 2 OSG staff who left HMPPS was 662, which is a decrease of 185 (21.8%) compared to the year ending 30 June 2025 and of 68 (9.3%) compared to the year ending 31 March 2026.

3. Probation practitioners and senior probation officers

5,465 FTE band 4 probation officers in post (as at 30 June 2026)

This figure is a slight decrease of 54 FTE (1.0%) since 30 June 2025 and of 109 FTE (2.0%) probation officers compared to 31 March 2026. In addition to the band 4 probation officers, there were 5,924 FTE band 3 probation services officers: an increase of 711 FTE (13.6%) since 30 June 2025 and of 139 FTE (2.4%) since 31 March 2026.

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.

As at 30 June 2026, there were 5,924 FTE band 3 probation services officers in post, an increase of 711 FTE (13.6%) over the past year and an increase of 139 FTE (2.4%) over the quarter. For the 2026/27 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 2027 transparency release. There were 5,465 FTE band 4 probation officers, representing a slight decrease of 54 FTE (1.0%) over the past year and a decrease of 109 FTE (2.0%) compared to the previous quarter; and 1,602 FTE band 5 senior probation officers, showing an increase of 76 (5.0%) over the previous year and no substantial change 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 2021 to 30 June 2026 (Source: Table 3)

In the past year, 1,622 probation services officers were appointed, some of whom will be training to become qualified probation officers. This is an increase of 468 (40.6%) compared to the year ending 30 June 2025 and an increase of 175 (12.1%) compared to the number appointed in the year ending 31 March 2026.

Within the Probation Service, there were 5,445 FTE probation officers in post, a shortfall of 1,935 FTE against the target staffing level of 7,380 FTE. There were 2,137 staff, equivalent to 2,099 FTE, undertaking the PQiP training as of 30 June 2026. The shortfall in probation officers has increased relative to the March release mainly due to an increase in probation officer target staffing. Over the same period, probation officer staff in post decreased by 109 FTE (please refer to the Prison and Probation Officer staffing levels against targets annex for more details).

In the past year, 579 probation services officers left the service. This is no substantial change compared to the year ending 30 June 2025 but a decrease of 19 (3.2%) compared to the number who left in the year ending 31 March 2026.

4. Joiners and Leavers

Leaving rate of 8.9% amongst band 3-5 prison officers (for the 12 months ending 30 June 2026)

This is a decrease of 1.0 percentage point compared to the year ending 31 March 2026. The overall leaving rate across HMPPS over the past year stood at 8.5%, which is a decrease of 0.7 percentage points compared to the year ending 31 March 2026 of 9.2%

Over the past year, 7,427 staff joined HMPPS, which is an increase of 785 (11.8%) compared to the year ending 30 June 2025. 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 3,624 across PSP, 147 in the YCS, 3,309 in the Probation Service, and 347 in HMPPS HQ and Frontline Support. Compared to the year ending 30 June 2025, these numbers of joiners represent a slight decrease of 1.0% for PSP, a decrease of 16.0% for YCS, an increase of 30.3% for the Probation Service, and an increase of 30.0% for HMPPS HQ and Frontline Support. There were 1,389 Trainee Probation Officers starting PQiP training in the Probation Service in 2025/26, compared to 1,057 in 2024/25 (please refer to the Prison and Probation Officer staffing levels against targets annex for more details).

There was a decrease of 1,266 (17.6%), in the number of leavers across HMPPS compared to the year ending 30 June 2025,  with 3,533 leavers from PSP (a decrease of 21.6%), 129 from YCS (a decrease of 45.8%), 1,938 from the Probation Service (a decrease of 7.1%), and 315 from HMPPS HQ and Frontline Support (a decrease of 9.2%).

4.1 Leaving Rates[footnote 2]

The overall HMPPS leaving rate for the year to 30 June 2026 was 8.5%  compared to 9.2% for the year to 31 March 2026 (Figure 5); a decrease of 0.7 percentage points. There was increased uncertainty in the employment market during the COVID-19 pandemic which may have contributed to the drop in the number of resignations during most of the year to March 2021, therefore impacting on the overall reduced leaving and resignation rates, which was then followed by relatively high leaving and resignation rates in the years to March 2022 and March 2023. Since then most grades have shown a downward trend in leaving and resignation rates.

The leaving rate for staff in the Probation Service overall in the year ending 30 June 2026 was 8.3%, which is a decrease of 0.4 percentage points since the year ending 31 March 2026. In the operational grades within the Probation Service, the leaving rate was highest amongst probation services officers at 9.8%: a decrease of 0.6 percentage points from the year ending 31 March 2026. Leaving rates for probation officers and senior probation officers stood at 5.3% (a decrease of 0.4 percentage points) and 3.5% (an increase of 0.3 percentage points), respectively, compared to the year to 31 March 2026.

Figure 5: Annual leaving rates of permanent staff in key operational grades (excluding VEDSR), from the 12 months to 31 March 2021 to the 12 months to 30 June 2026 (Source: Table 11)

4.2 Resignation Rates[footnote 3]

The overall HMPPS resignation rate for the 12 months to 30 June 2026 was 5.0%, which is the broadly the same (5.3%) as for the year to 31 March 2026 (Figure 6). For band 3-5 officers, the resignation rate was 5.6% in the year ending 30 June 2026, which is a decrease of 0.4 percentage points since the year ending 31 March 2026. The resignation rate for OSG staff was 6.9% for the year ending 30 June 2026, which is a decrease of 0.7 percentage points since the year ending 31 March 2026.

For the Probation Service grades the resignation rate was 5.2% for the year ending 30 June 2026. This represents a slight decrease of 0.2 percentage points compared to the year ending 31 March 2026. Amongst the operational Probation Service grades, probation services officers had the highest resignation rate at 7.4%, a decrease of 0.2 percentage points since the year ending 31 March 2026.

Figure 6: Annual resignation rates of permanent staff in key operational grades, from the 12 months to 31 March 2021 to the 12 months to 30 June 2026 (Source: Table 12)

5. Sickness absence

HMPPS staff lost an average of 12.5 working days to sickness absence in the 12 months ending 30 June 2026

This represents a slight increase of 0.1 Average Working Days Lost (AWDL) compared to the year ending 31 March 2026 (12.4 working days lost).

YCS staff had the highest sickness absence rate at 15.2 AWDL, followed by the Probation Service (14.1 AWDL), PSP (12.4 AWDL), and HQ and Frontline Support (7.2 AWDL) (Figure 7). Compared to the year ending 31 March 2026, these represent no substantial change for YCS, no substantial change for Probation Service, and slight increases of 0.2 days for both PSP and HQ and Frontline Support staff.

Figure 7: Average working days lost to sickness absence, 12 months to 31 March 2021 to 12 months to 30 June 2026 (Source: Table 18)

The most common category of sickness absence in terms of days lost was mental ill health, corresponding to 43.5% of working days lost in the past year. This category was most prevalent for probation officers, where 60.3% 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 (18.0%). Together the top two categories accounted for 61.4% 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 range of tables showing more detailed breakdowns of the staff in post, starters, leavers and sickness data covered in the bulletin.

  •     A spreadsheet of data showing the quarterly staff in post data back to March 2017.

  •     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 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.

Official Statistics

The statistics in this bulletin are classified as official statistics. 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.

Official Statistics in development

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 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: 19 November 2026 

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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