“The United States has requested permission to use British bases for that specific and limited defensive purpose. We have taken the decision to accept this request“
STARMER STATEMENT 1st MARCH
Yesterday, I spoke to you about the situation in the Gulf and explained that the United Kingdom was not involved in the strikes on Iran. That remains the case.
Over the last two days Iran has launched sustained attacks across the region at countries who did not attack them.
They’ve hit airports and hotels where British citizens are staying.
This is clearly a dangerous situation.
We have at least 200,000 British citizens in the region – residents, families on holiday, and those in transit.
I ask all our people in the region to please register your presence and follow Foreign Office travel advice.
I know this is a deeply worrying time and we will continue to do all we can to support you.
Our Armed Forces who are located across the region are also being put at risk by Iran’s actions.
Yesterday Iran hit a military base in Bahrain, narrowly missing British personnel.
The death of the Supreme Leader will not stop Iran from launching these strikes.
Their approach is becoming even more reckless – and more dangerous to civilians.
Our decision that the UK would not be involved with the strikes on Iran was deliberate.
Not least because we believe that the best way forward for the region and for the world is a negotiated settlement.
One in which Iran agrees to give up any aspirations to develop a nuclear weapon.
But Iran is striking British interests nonetheless, and putting British people at huge risk, along with our allies across the region.
Our partners in the Gulf have asked us to do more to defend them, and it is my duty to protect British lives.
We have British jets in the air as part of coordinated defensive operations which have already successfully intercepted Iranian strikes.
But the only way to stop the threat is to destroy the missiles at source – in their storage depots or the launchers which used to fire the missiles.
The United States has requested permission to use British bases for that specific and limited defensive purpose.
We have taken the decision to accept this request – to prevent Iran firing missiles across the region, killing innocent civilians, putting British lives at risk, and hitting countries that have not been involved.
The basis of our decision is the collective self-defence of longstanding friends and allies, and protecting British lives.
That is in accordance with international law. And we are publishing a summary of our legal advice.
We are not joining these strikes, but we will continue with our defensive actions in the region.
And we will also bring experts from Ukraine together with our own experts to help Gulf partners shoot down Iranian drones attacking them.
I want to be very clear: we all remember the mistakes of Iraq.
And we have learned those lessons.
We were not involved in the initial strikes on Iran and we will not join offensive action now.
But Iran is pursuing a scorched earth strategy – so we are supporting the collective self-defence of our allies and our people in the region.
Because that is our duty to the British people.
It is the best way to eliminate the urgent threat and prevent the situation spiralling further.
This is the British government protecting British interests and British lives.
Vaccines continue to be the most effective way to protect people from serious, life-threatening diseases.
Thanks to vaccines, diseases like smallpox, polio, & tetanus, that were once responsible for millions of deaths and disabilities, have been eliminated or drastically reduced.
Have a look at our updated programme, we’ve got a new group and some changes to a few of our usual ones so make sure you’re aware, we don’t want you to miss out
NHS Lothian is now accepting applications for volunteers to join its team at St John’s Hospital in Livingston.
New volunteers, of all ages, will join a team of over 100 at the hospital who support patients through a variety of roles including Ward Helpers, Ward Visitors, Welcome Guides, Meaningful Activity Volunteers, Outpatient Department (OPD) Assistant Volunteers, Volunteer Drivers for Marie Curie, Therapet Visit Support Volunteers and more.
Agnes Ritchie, Associate Nurse Director in St John’s Hospital, said: “Volunteers are a valued part of the St John’s team – they provide incredible support to both staff and patients, making a difference to people’s lives through their daily acts of kindness, care and compassion.”
Claire Garton, Voluntary Services Manager, West Lothian said: “Volunteering offers a chance to build your skills, knowledge and experience while also giving back to your community.
“Our volunteers always tell us that their roles are fulfilling, and they make great friends along the way. We are looking for volunteers from many ages and backgrounds and look forward to welcoming you to ‘Team St John’s’.”
Ola, who is originally from Nigeria, moved to the UK in 2023 and started volunteering as a Ward Helper in St John’s. She explains: “I became a volunteer because I wanted to learn more and gain experience in healthcare.
“NHS Lothian felt like the right place to start because of its strong values and commitment to patient care. Volunteering has helped me grow in confidence and strengthen my communication and teamwork skills. I’m proud to play a small part in supporting patient recovery.”
Joe, from West Lothian has been in post as a Ward Visitor Volunteer since June 2023 alongside his full time role. He said: “I came into this role wanting to help others, but I didn’t expect how much it would change me.
“Sitting at the bedside of patients from all walks of life has fostered a deeper sense of empathy, patience, and gratitude. Each conversation, whether light-hearted or deeply personal, serves as a reminder of the importance of human connection.”
Recruitment opened on Wednesday 25 February and close on Monday 9 March. For an informal chat and to find out more, contact Claire Garton, Voluntary Services Manager at St John’s Hospital on 01506 523 588.
Concrete policies backed by clear targets and timelines must be at the heart of the Scottish Government’s Climate Change Plan, says Holyrood’s Net Zero Committee.
In its report published this week, the Committee says that key policies must also state clearly who will lead on delivery and, wherever possible, be costed.
A clear and accessible system to monitor progress will also be vital to catch policies and interventions at risk of going off track.
The report highlights the Plan’s reliance on electrification for delivery across many sectors. The Committee calls on the Scottish Government to work with the UK Government and other UK administrations on a joint plan of action for more affordable electricity.
The report also identifies areas of potential risk in plotting a pathway to net zero emissions, either because the Scottish Government is dependent upon others for key actions or because they have set ambitions that look stretching. These include, for example, a quite fast-paced switchover to electric vehicles; decarbonising Scotland’s homes; and using negative emissions technology at scale over the next decade to abate hard to decarbonise areas.
The Plan sets out how the Scottish Government intends to meet emission reduction targets across all portfolio areas and sectors of the economy. It covers the period 2026-2040 as Scotland looks to be ‘net zero’ in carbon emissions by 2045.
10 committees took part in the Scottish Parliament’s scrutiny of the draft Plan. Leading the cross-parliamentary effort, the Net Zero, Energy & Transport Committee considered the draft as a whole; including governance, monitoring, and fiscal arrangements; as well as three sectors relevant to its remit; energy supply, transport and waste.
Convener of the Net Zero, Energy & Transport Committee, Edward Mountain MSP, said: “Scotland has lost momentum in reaching net zero and a new Climate Change Plan is the key opportunity for a reset. The Plan must be focused on delivery, with credible proposals and clear lines of accountability for each major policy.
“There are some good aspects to the draft Plan but it often falls short, with insufficient detail on key policies and the mechanisms to achieve specific outcomes, or on costs and who they will fall on.
“Public engagement is central to net zero delivery as it requires actions at a household level. People rightly want assurances that changes they are being asked to make are affordable and sensible. We reached out to the public and to grassroots community groups as widely as we could, within the time we had.
“Getting the Plan right also means the Scottish Government must listen to industry, NGOs and scientific experts, as well as the Parliament.“The Scottish Government has given itself a maximum of just three weeks to reflect on our recommendations and its own public consultation. This is not good practice. It lowers confidence that consultation is meaningful and will help shape the new Plan. It must not happen again.”
The Scottish Government has committed to publishing its final Climate Change Plan in advance of the dissolution of Parliament for the 2026 election.
Key committee recommendations:
In their reports, Committees highlighted a range of issues including, for example:
Net Zero, Energy and Transport Committee
In relation to energy supply, transport & waste:
Proposals to decarbonise the transport sector are heavily reliant on EV switchover, with challenges around affordability and convenience of charging etc. The Scottish Government holds only some of the levers in this area. This poses a risk that should be monitored carefully. The Plan should encourage EV uptake but have more measures to enable less car usage.
Placing a high level of reliance on negative emissions technologies, a developing technology that is untested at scale, is a significant delivery risk that will require careful monitoring and reappraisal in the light of new evidence and data.
Ambitions on electrifying and decarbonising the freight sector look unrealistic, with insufficient detail on delivery.
Revised projections for emissions from energy from waste are required in light of the recent delay in banning biodegradable waste going to municipal landfill.
The agriculture emissions pathway in the draft Plan was unclear due to a lack of clarity around the sector’s reform plans and the absence of a Rural Support Plan (RSP).
The final Plan must show how RSP policies will deliver sectoral emissions targets and the next Parliament must scrutinise the links between the RSP, wider reform programme and the Plan, to ensure sufficient leadership and ambition for the sector.
While the draft CCP signals strong long-term ambition for forestry and peatland, it should also set out how sites will be prioritised – using spatial analysis or mapping – and provide clearer detail on long-term financing, including the Scottish Government’s position on multiannual funding.
The Committee is concerned that the projected rates of heat pump installations will not sufficiently scale up by 2030 in order to put Scotland on course to reaching the 2045 target. There needs to be national leadership from the Scottish Government in partnership with the UK Government to deliver this through a coherent delivery plan.
Having sufficient numbers of trained tradespeople to deliver retrofitting is clearly critical, and the Scottish Government should set out a plan as to how a recognised skills gap will be addressed, particularly in rural areas where the skills shortage is greater, and with a focus on supporting SMEs to grow their retrofit workforce.
The Plan needs to include more information, be clearer on the priority of actions and involve workers and professional bodies. If not, there’s a real risk we repeat past mistakes, with industries closing and skilled workers leaving Scotland to find jobs elsewhere.
The Committee calls for a change in the way electricity prices and charges are set. Until this is addressed, it warns against adding new requirements for industries to cut emissions, as this too could risk more closures and job losses.
Findings from the UK’s largest mixed‑methods study of disabled remote and hybrid workers show that 85% of respondents say access to homeworking is essential or very important when looking for a new job
Nearly half (46%) of the participants in the Inclusive Remote and Hybrid Working Study want to work remotely all the time, with disabled women and disabled carers more likely to want to work fully from home
However, analysis of Adzuna job vacancy data shows declining levels of remote job opportunities. In 2024/25, only one in 23 job adverts on Adzuna (4.3%) were fully remote – half the level seen during the pandemic peak of 8.7% in 2020/21
Growth in the availability of hybrid jobs appears to have stalled, with only one in seven (13.5%) job vacancies offering hybrid work in 2024/25
Researchers warn a shortage of suitable jobs could undermine the Government’s ambition to get Britain working, and echo a recent House of Lords call for Ministers to ensure remote and hybrid working is being prioritised to boost disabled people’s employment.
The Government’s plan to get people working could face a significant challenge as remote-only job opportunities decline, warn researchers behind the largest study of disabled workers experiences of remote and hybrid working in the UK.
Research shows that almost half (46%) of 1,221 survey participants wanted to work remotely all the time, yet the numbers of remote jobs in the UK have decreased drastically since the peak of the Covid-19 pandemic, with 50% fewer remote only roles advertised compared to 2020/21.
As part of the largest study of disabled workers’ experiences of remote and hybrid work in the UK – conducted by researchers from Lancaster University, the Work Foundation at Lancaster University, Manchester Metropolitan University, and Universal Inclusion, and funded by the Nuffield Foundation – researchers studied job vacancy data from global job platform, Adzuna.
Remote and hybrid working remain more common than before the pandemic, but growth is slowing. In the year to April 2025, 17.8% of UK vacancies offered either fully remote (4.3%) or hybrid roles (13.5%), up from 3.1% pre-pandemic. However, fully remote jobs have fallen sharply since their peak, and growth in hybrid roles has stalled.
Dr Paula Holland from Lancaster University, who led the research, said: “The increased availability of remote and hybrid working since before the pandemic has improved many disabled people’s experience of work.
“Our findings indicate disabled employees gain significant benefits including improved mental and physical health, better work-life balance and increased productivity.
“However, companies mandating returns to the office have seen remote-only opportunities plummet. This could prevent some disabled workers from returning and staying in work. At a time when the Government wants to get people working, access to suitable homeworking roles can be the difference between working or not working.”
At a time when the Government wants to get people working, disabled workers report that access to suitable homeworking roles can be the difference between working or not working.”
Homeworking can support disabled workers, but only if done well
The UK Government has committed to supporting more disabled people to remain in or return to work as part of its wider efforts to boost employment by two million people to an 80% employment rate.
Disabled people currently represent one in four workers in the workforce, but the disability employment gap – the difference between the employment rates of disabled and non-disabled people – remains at 29.8 percentage points.
A UK Government study indicates remote work could support people out of work claiming health and disability benefits. One in four respondents (25%) who said they are currently unable to work stated that they could do so if they worked remotely.
The recent House of Lords Home-based Working Inquiry called on the Government to set out whether remote and hybrid working are being considered as part of existing initiatives to support people who are disabled or have long-term health conditions back into work.
The final report of the Inclusive Remote and Hybrid Working Study highlights remote and hybrid working as a key part of the solution to improving employment outcomes for disabled people. Key findings include:
· 64% of fully remote disabled workers said their work pattern positively affected their physical health, compared to 31% of those working remotely less than half the time
· 46% of participants wanted to work remotely all the time. There was also demand for hybrid working: 25% wanted to work from home four days a week and 27% for three days or less. Only 1.6% wanted to stop working from home
· Women, carers and people with multiple or severely limiting impairments/health conditions were particularly likely to report they only wanted to work from home
· 85% of participants said that having access to remote/hybrid working would be essential or very important if looking for a new job. 79% would not apply for a job without remote options
· Black and ethnic minority workers and less affluent workers were significantly less likely than white or more affluent workers to report remote/hybrid working had positive outcomes for their health and employment.
Dr Paula Hollandcontinues, “Remote and hybrid working can benefit both employees and employers. The organisations we interviewed reported improved staff retention and recruitment as a result of implementing remote working policies including reduced sick leave and improved wellbeing.
“However, employers must ensure disabled workers have the resources and support they need. Over half of survey participants reported reasonable adjustments to support working from home had not been implemented, and black and ethnic minority workers reported significantly less positive outcomes.”
Rebecca Florisson, Principal Analyst, from the Work Foundation at Lancaster University commented: “For many disabled workers, homeworking isn’t a ‘nice to have’ – it’s essential to be able to enter into, and remain in work.
“Our research shows strong demand for remote and hybrid work among disabled people, yet fully remote job vacancies have halved since the pandemic and growth in hybrid jobs has stalled.
“If the Government is serious about getting Britain working, it must make sure the right jobs are available by expanding access to flexible work. Threats to cut disabled people’s welfare will not support them into work if the jobs they need simply aren’t there.”
Amongst its recommendations, the study calls on the UK Government to:
1. Expand access to remote and hybrid jobs by making these and other forms of flexible working a core part of efforts to increase disabled people’s employment, including through clearing Access to Work backlogs
2. Encourage employers to advertise flexibility upfront, including remote and hybrid options, particularly on the DWP’s Find a Job portal.
3. Address regional inequalities in access to hybrid work through the Government’s Industrial Strategy.
4. Strengthen reasonable adjustments, ensuring employers properly consider remote and hybrid working and meet their duties under the Equality Act 2010.
5. Improve accountability, including requiring large employers to report on outcomes for disabled workers.
Simon, a graphic designer from Derby who has Long Covid, works in a fully remote job for a design agency.He said, “Remote work lets me work. I have chronic fatigue, post-exertional malaise (PEM), and postural orthostatic tachycardia syndrome (PoTS).
“Walking a short distance or going up the stairs can really exhaust me. Because I’m energy-limited, I need to budget my energy, pace myself and regularly lie down to rest.
“The adaptations I need are not so much equipment, but the ability to be able to take regular breaks throughout the day, where I can rest and recharge. Homeworking is much more tailored to my needs than being in the office.
“I can make the most of my working hours without a commute, so that means I have much more energy available to use for work itself. I’d find the commute to the office exhausting.
“Remote work has been a lifeline and my employer has been very supportive. Despite my health challenges, I’m just as productive working from home as I was at the office.”
Rebecca from Merseyside is a business manager in the public sector on a temporary fixed-term contract. She is autistic and has ADHD with comorbid anxiety and depression, she said, “I’ve been remote-only since 2020.
“I got an occupational health recommendation for permanent homeworking. The lack of external disruption allows me to better manage my condition.”
She has been looking for a new job for over 20 months, as she is on a temporary fixed-term contract. Rebecca continues: “I would be waiting forever if I only searched for homeworking roles.
In the last year, I’ve been offered four jobs but three have been withdrawn upon receipt of my occupational health recommendation.”
She has now accepted a new permanent full-time home-working contract at a lower salary than her current role, as she doesn’t believe she’ll find another homeworking job at her existing level that meets her needs.
Vera, from London, is in her twenties and works remotely for a healthcare company. Following stem cell treatment for her multiple sclerosis (MS), she was unable to return to a frontline role.
A recent study by the Work Foundation and the MS Society found that nearly half of people with MS (47%) look for job locations that require little or no travel.
“Remote work has made it possible for me to stay in employment — without it I couldn’t work,” she says. “While I’ve reduced my hours to four days a week, working from home means I can manage cognitive fatigue and rest during lunch breaks so I can stay productive.
“But I feel stuck, as there are so few remote-only roles. These are realistically the only roles I can apply for if I want to keep working and progress in my career.”
The report ‘Breaking down barriers: How remote and hybrid work can support disabled workers’ is published at:
THIS month NHS Scotland relaunched its ‘It’s OK to Ask’ campaign for 2026, encouraging people across Scotland to feel confident asking questions about their health, care and treatment options.
The campaign aims to support patients to take an active role in decisions about their health. Whether attending a GP, physiotherapist, dentist, pharmacist, hospital appointment, or any other healthcare setting, ‘It’s OK to Ask’ reminds people that asking questions helps them understand their options and make choices that feel right for them.
A key focus of the campaign is encouraging people to prepare for their appointment by thinking ahead about what they want to know. To help get the most out of every discussion, patients are encouraged to consider asking these four questions whenever a treatment, procedure, tablet, or test is suggested, no matter how routine it may seem:
What are the benefits of this treatment?
What are the risks?
Are there any alternative treatments I can try?
What happens if I do nothing?
Dr John McAnaw, Head of Pharmacy and Associate Clinical Director at NHS 24 says the campaign helps remove the pressure or worry some people feel when speaking with healthcare professionals: “Asking questions in a healthcare setting can feel overwhelming, and many people are unsure what to say or how to ask.
“The ‘It’s OK to Ask’ campaign reassures people that healthcare teams welcome questions as it provides a good basis for shared decision making. It’s important that you fully understand your treatment options and feel comfortable with any decisions about your care.
“No matter how simple or serious your condition may seem, if you’re unclear about anything, remember – ‘It’s OK to Ask’. These questions can help you make informed choices about what will work best for you.”
On Thursday (26 February), Chief Constable Jo Farrell KPM hosted an incredibly inspiring and humbling event at the Police Scotland Headquarters; the Chief Constable’s Bravery and Excellence awards.
Held every year, these awards recognise and celebrate the very best of policing from across the Service and in the community, including work and contribution from officers, staff, volunteers and members of the public.
A police officer who, alongside colleagues, successfully brought an incident where a man was holding a 9-week-old baby hostage, with a knife, to a safe conclusion was one of the many officers, staff, partners and members of the public recognised.
PC Alana Whitby, based in Edinburgh, was recognised alongside other colleagues with a Bravery Award for her outstanding role as negotiator.
Alana and her colleagues worked tirelessly alongside Armed Response Police and Counter Terrorism Specialist Firearms Unit to engage with the man and, with success, persuaded him to release the baby and surrender himself.
Alana said: “I am deeply honoured to be nominated for an award following a hostage situation that tested my resolve in ways I could have never imagined.
“In a moment defined by fear and uncertainty, my focus was on remaining calm, protecting life, and working alongside an amazing team to help achieve the safest outcome.
“None of this was done alone – it was very much a team effort, and the support, trust and courage shown by everyone involved made all the difference.
“I never expected recognition, but this nomination means a lot, and I am proud to be able to say it reflects the work I do as Police Negotiator alongside an outstanding team.”
Bravery Award winners also included PC Kevin McGhee who, with another colleague, attended an incident to trace a male suspected of stabbing his partner.
On arrival they noted thick black smoke coming from the top floor flat and the suspect refusing to leave. Kevin made the brave and courageous decision to force entry to the property and were met with billowing smoke, intense heat and extremely reduced visibility.
Sergeant Paul Tomkinson, who is based in Ayrshire, won an Excellence Award after devising and securing funding for Cut and Connect, a free-to-use mobile hairdressing service that also provides wellbeing checks, non-judgemental conversations and links to vital services including support in recovery, domestic abuse and financial matters.
This service has, without doubt, changed lives.
Other Excellence Award winners included PC Scott McCulloch who was named police officer of the year. Livingston-based, Scott was recognised for his genuine commitment and support for those experiencing domestic abuse.
Scott developed a powerful domestic abuse lesson-pack that focusses on prevention and education which he has personally delivered to more than 4,000 S4 to S6 pupils in West Lothian. Building on this success, he is now training officers in neighbouring divisions to allow them to bring this initiative to other parts of Scotland.
The Chief Constable also recognised the contribution police animals make to keeping people safe.
Police Horse Cathcart was awarded a Lifetime Achievement Award having built a distinguished operational record at Police Scotland for over 13 years, with unwavering courage, reliability, and character.
Chief Constable Jo Farrell KPM said: “In a relentless and challenging job like no other, accounts of how our people show up and stand up for, and with, our communities can be a source of energy and pride for policing in Scotland.
“We police with, and for, the people of Scotland and rely on their support and assistance to build and maintain safe, secure, and resilient communities where everyone can thrive.
“We also recognise acts of courage by members of the public, which go beyond what can be expected of an ordinary citizen, to help others and assist the police.
“I want to congratulate all the nominees and winners for their dedication to keeping Scotland safe.”
Kerry McMahon-White, Managing Director of Police Mutual & Forces Mutual, the Bravery and Excellence Awards’ sponsor said: “Police Mutual is very proud to again be sponsoring the Chief Constable’s Bravery and Excellence Awards, celebrating the very best of Policing and recognising the outstanding achievements by officers and staff from across the Service, the Scottish Police Authority and other partners.
“All nominees are an inspiration and a credit to the Service and all at Police Mutual would like to offer our thanks to those who were nominated for your achievements as well as congratulations to the winners.”
EXCELLENCE WINNERS:
This is not the list of awards and winners in full. Some winners have chosen not to have their names published publicly.
Community Engagement Award
Constable Guy Jenner
Innovation Award
Donna Sharp and Michelle Bain from Digital Evidence Sharing Capability Project
Police Officer Award
Constable Scott McCulloch
Policing Partner Award
Jamie Blythe and Sergeant Craig McNeill, Brake Road Safety Charity
Policing Together Award
Sergeant Paul Tomkinson
Probationary Constable Award
Constable Melissa Jack
Team Award
Arbroath Group 3 Team
BRAVERY WINNERS
This is not the list of awards and winners in full. Some winners have chosen not to have their names published publicly.
Life saving
Constable’s Jacob Ashmead and Lauren McGregor – Renfrewshire and Inverclyde Division
Crisis Intervention
Constable Russell Duffy – Operational Support Division
Inspector Becky Lidster, Detective Sergeant Isla Craigie, Constable Alana Whitby – Edinburgh City Division
Rescue
Constable Sally Nicol – Operational Support Division
Constable’s Cammy Miller and Kevin McGhee – Lanarkshire Division
Armed/ Violent Attacker
Sergeant’s Scott McElroy, Niall MacKinnon, Anthony O’Reilly, Constable’s Tony Thompson, Stewart Murdoch, and Katie Hunter – Forth Valley Division
Cheryl Gourlay, member of the public
Above and Beyond
Constable Luke Richardson – Greater Glasgow Division
Donald McNeil, member of the public
Police Animal Lifetime Achievement
Police Dog Tora and Handler Sergeant Amy Burns – Operational Support Division
Police Horse Cathcart – Operational Support Division.
We’re back this Monday!
Breakfast rolls (sausage, fried egg, tattie scones) and some delicious home baking!
A warm welcome for everyone
Monday
9–11am
