Next month, a large number of new MPs will be elected. On 5 June, the Unit hosted an event with four experts to discuss what support these new MPs might need, and how this might best be delivered. Lisa James summarises the key contributions. 

Whatever the result of the 2024 general election, it is certain there will be a large turnover of MPs. Over 130 MPs have announced they are standing down, and current polling suggests that many more seats could change hands. MPs are key constitutional actors in the UK’s democratic system, with the ultimate responsibility to uphold constitutional principles; it is essential that they are properly supported to carry out this vital role. So with a large influx of new MPs heading for Westminster next month, the Constitution Unit hosted an event asking what the priorities should be for their induction. The panel consisted of Hansard Society Director Ruth Fox, Institute for Government Director Hannah White, Parliamentary Commissioner for Standards Daniel Greenberg, and former long-serving Conservative MP Alistair Burt. This post summarises the discussion at the event – which can also be found in video and podcast form on our website. 

The history of induction 

Ruth Fox kicked off the event by laying out the history of MPs’ induction. Prior to 2010, newly arriving MPs were largely left to their own devices – Alistair Burt, first elected in 1983, recalled an induction that consisted largely of being shown to his office by a more experienced MP, and instructed to stay there until told otherwise. The expenses scandal, and work by the House of Commons Administration Committee, prompted the creation of a comprehensive induction package for the 2010 intake, combining internal and external provision. But low take-up resulted in a more pared-back, but better attended, offering in 2015. In 2017 and 2019, the early elections provided little opportunity for thorough induction planning. In general, MPs are now offered orientation in their first few weeks, but longer-term professional development that supports them to build their skills as legislators, parliamentary campaigners, and scrutineers has been harder to establish. 

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MPs’ staff have been termed the ‘unsung heroes’ of Westminster, but for a long time, their work – in Westminster and constituencies across the UK – has gone largely unrecognised outside parliament and is often misunderstood by outsiders. A new report by Rebecca McKee has sought to address this knowledge gap by combining original analysis of existing data with entirely new evidence from an original survey of MPs’ staff. Here Rebecca summarises some of the report’s findings.

The staff who work in MPs’ Westminster offices, and in constituency offices across the UK, are a core part of the functioning of our representative democracy. They are called on to assume a wide variety of roles; serving as gatekeepers, controlling access by constituents and interest groups; as resources, providing MPs with policy advice, research, and legislative support; as channels of communication, engaging with constituents and linking the constituency to Westminster; and as providers of essential administrative support. Yet a lack of information, inconsistent data, and limited understanding of who they are, what they do, and how they support MPs, means that they have long been missing from much of the analysis of how parliament works.

There are good reasons for the gaps in our knowledge: these staff are employed directly by the MP, so the only complete centralised data is kept by the Independent Parliamentary Standards Authority (IPSA), which as a regulator holds minimal information on these staff. Until now it has been difficult for those outside and even inside parliament to get a full picture of who works for MPs and what they do.

To provide this missing piece of the puzzle my new report, MPs’ staff, the unsung heroes: an examination who they are and what they do, combines original analysis of existing available data, held in different places, with entirely new evidence from an original survey of MPs’ staff. The report is in two parts. The first part sets the context of MPs’ staffing in the House of Commons; it charts the history of staffing support, the role of IPSA, staffing in other legislatures and sets out what limited information is publicly available – either published routinely by IPSA or from Freedom of Information requests. The second part of the report analyses data from the survey of MPs’ staff. The analysis includes a wealth of detail, covering who these staff are (demographics, education, qualifications and past experience), what they do, how they were recruited and their future plans. This reveals some important things, including significant differences between Westminster and constituency office staff in terms of gender, age and other characteristics; and a lack of staff with backgrounds in STEM subjects. The analysis also provides evidence for things that have been reported anecdotally, such as the varied nature of the work these staff do and the blurred lines between job roles.

Is there a ’typical’ MP’s office?

There is no set job description for MPs. They can choose any combination of the many different roles available to them. To support them in their role, MPs can employ their own office staff from a staffing allowance, set and administered by IPSA. The arrangements under which MPs employ their staff were not developed as part of a carefully thought-out exercise but evolved incrementally in response to MPs’ demands for increased support. MPs are relatively free to hire who they want and into which roles. There is no one function that an MP’s office has to perform and there are few commonalities between them.

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A Speaker’s Conference has been established to determine if changes need to be made to the employment arrangements for MPs’ staff. How the UK’s other legislatures manage and recruit their staff can help inform that process. As part of a long-term project on MPs’ staff, Rebecca McKee analyses how three of the UK’s legislatures recruit, employ and pay members’ staff.   

While their precise roles vary, legislators almost everywhere require support staff in order to do their job effectively. In the UK, these staff and their employment arrangements have become the focus both of public attention and internal scrutiny, through a series of reviews in Westminster and the devolved parliaments of Scotland and Wales. Later this year, in the House of Commons, the Speaker’s Conference on the employment of Members’ staff will consider other options for staffing arrangements as those currently in place in are only one of a range of possibilities.

This post outlines the current staffing arrangements in three of the UK’s parliaments – the House of Commons, Scottish Parliament and Senedd Cymru – and the key similarities and differences in their employment arrangements. The post covers the key areas of governance, division of roles and salaries and recruitment in each area. It also briefly highlights other possible options from legislatures elsewhere.

Devolved parliaments

Referendums in 1997 paved the way for the creation of the Scottish Parliament and the National Assembly for Wales, the latter being renamed the Senedd Cyrmu in 2020 following the Senedd and Elections (Wales) Act 2020. 

Both of these bodies adopted staffing arrangements similar to those of Westminster, whereby each member employs their own staff within a statutory regulatory framework covering some, but not all, terms and conditions. Each has a designated body responsible for determining the structure and rules on staffing and administering payrolls. The material they produce is a combination of guidance to members – as office holders who employ their staff, there is a balance to be struck between setting rules for best practice and encroaching on the autonomy of the member as the employer – and mandatory policies, such as the rules to be followed when members claim money for staff salaries.

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The Unit today published a new report, Parliament’s Watchdogs: Independence and Accountability of Five Constitutional Regulators. Robert Hazell explains that public awareness of these regulators is low and the position of some of them in public life is precarious. He calls for several measures, including putting the CSPL on a statutory footing, protecting watchdogs from dismissal, and repealing the legislation allowing the government to produce a strategy statement for the Electoral Commission.

Origins of this study

The constitutional reforms of the last 25 years have seen an upsurge in the number of constitutional watchdogs. The Constitution Unit anticipated these developments from the start, with an early report on constitutional watchdogs in 1997 (Unit report no. 10). This interest was continued by Oonagh Gay and Barry Winetrobe, who wrote two major reports on watchdogs: Officers of Parliament: Transforming the Role (Unit report no. 100, 2003) and Parliament’s Watchdogs: At the Crossroads(Unit report no. 144, 2008).

Today sees the launch of a new report, Parliament’s Watchdogs: Independence and Accountability of Five Constitutional Regulators, (Unit report 195), by Marcial Boo, Zach Pullar and myself. Marcial Boo, former Chief Executive of IPSA, joined the Constitution Unit in late 2020 as an honorary research fellow. We asked him to do a study of those watchdogs which are directly sponsored by parliament, working with Zach Pullar, a young law graduate who has since become a Judicial Assistant in the Court of Appeal. There is an obvious tension with watchdogs whose role is to scrutinise the executive (like the Independent Adviser on Ministers’ Interests), being themselves appointed and sponsored by the government. Less obvious, but just as fundamental, is the tension for watchdogs whose role is to regulate the behaviour of parliamentarians, being themselves appointed and sponsored by parliament.

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The current system of recruiting and employing MPs’ staff is not one you would design if you were starting from scratch, but before considering an overhaul, it is useful to ask how we got here. In this blogpost Rebecca McKee, who is currently running a project on MPs’ staff, examines the evolution of MPs’ staffing arrangements, providing some context to the current arrangements so we can understand how best to reform them.

Speaker Lindsay Hoyle has called for a Speaker’s Conference to consider a major overhaul of workplace practices in the House of Commons. Under our current system, it is MPs – not the Commons – who recruit and employ their staff, within a framework of regulations set out by the Independent Parliamentary Standards Authority (IPSA). While the devolved legislatures and many other countries have similar arrangements, New Zealand stands out as an example where MPs engage staff employed by the parliamentary authorities. This triangular employment relationship is not without its own problems.

The Parliament’s People Awards in March highlighted some of the brilliant, difficult work these staff do. But for most people outside of the parliamentary bubble these staff, their roles, and their employment arrangements are largely unknown. 

MPs can claim a package of expenses through IPSA to support their work. This includes their own salary as well as expenses to cover the costs of running an office, a place to live in their constituency or London, travelling between parliament and their constituency, and employing staff. Currently, MPs can claim up to £237,430 for staffing. This sum is calculated by IPSA on the basis that it would cover up to four full-time equivalent (FTE) staff with a mix of roles and responsibilities. However MPs, as the legal employer of their staff, can choose to employ any number of people within this budget. The allowance, and the number of staff it is designed to cover, has increased over the years. Figure 1 shows a timeline of the evolution of MPs’ funding alongside other social and political changes.

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