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Indians. 141,000 relocated to the UK in the year ending in June 2023, as ONS data released today shows. Overall, as at 1 October 2020 of the personnel that went on maternity leave during 2019, 98.5 per cent returned to work making it the highest proportion to date. Army personnel who have completed Phase 1 training (basic Service training) but not Phase 2 training (trade training), are now considered Trained personnel. This change will enable the Army to meet the SDSR 15 commitment to improve support to UK resilience. The Trained Strength definition for the Royal Navy, RAF, Maritime Reserve and RAF Reserves has not changed, reflecting the requirement for their personnel to complete Phase 2 training to be able to fulfil the core function of their respective Services. Recent changes to the structure of the UK Armed Forces This statistical release presents information relating to the gender, ethnicity, nationality, religion and age of Military Personnel employed by the Ministry of Defence (MOD). This publication meets the Department’s obligations under the Public Sector Equality Duty to provide information on its workforce identified by the Equality Act 2010. The dimensional kernel matrix K composed of kernel functions between the samples is expressed as follows:

At present, female service personnel are entitled to 26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave. Servicewomen who have completed a year’s continuous service by the Qualifying Week (the 15th week before the beginning of the week in which the baby is due) and who return to duty to complete a Return of Service commitment following their maternity leave, receive 26 weeks’ full pay, 13 weeks of Additional Maternity Leave paid at the statutory pay rate, followed by 13 weeks’ of unpaid leave. (Servicewomen who do not meet the criteria of a year’s continuous service receive statutory pay for 39 weeks). These statistics cover both Ordinary and Additional Maternity Leave. Tables outlining the number and percentage returning from maternity leave are presented by the number of weeks that female service personnel return within (see Excel Tables). The category 27 weeks or less includes all those taking up to and including the limit for fully paid Ordinary Maternity Leave, the category 27 to 40 weeks encompasses personnel also taking up to and including the limit of paid Additional Maternity Leave and More than 40 weeks includes all personnel taking fully paid Ordinary and Additional Maternity leave and some or all of the further 13 weeks unpaid Additional Maternity leave. Corrections to the published statistics will be made if errors are found, or if figures change as a result of improvements to methodology or changes to definitions. When making corrections, we will follow the Ministry of Defence Statistics Revisions and Corrections Policy. All corrected figures will be identified by the symbol “r”, and an explanation will be given of the reason for and size of the revision. Corrections which would have a significant impact on the utility of the statistics will be corrected as soon as possible, by reissuing the publication. Minor errors will also be corrected, but for convenience these corrections may be timed to coincide with the next annual release of the publication.

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BAME personnel represent 5.9 per cent of intake in the 12 months ending 30 September 2020, this has increased by 0.3 percentage points since the 12 months ending 30 September 2019. Intake to UK Regular Forces comprises new entrants, re-entrants, direct trained entrants (including Professionally Qualified Officers) and intake from the reserves. It excludes all movements within the Regular Forces; including flows from the untrained to trained strength, transfers between Services and flows from Ranks to Officer due to promotion. Information is provided on the number of Military Personnel in (defined as the strength), joining ( intake) and leaving ( outflow) the UK Armed Forces. Statistics are included for UK Regular Forces and Future Reserves 2020 ( FR20) personnel. Further statistics can be found in the Excel tables which accompany this report.

Intake to Future Reserves 2020 Forces comprises new entrants, Regular to Reserve transfers, Reserve re-joiners, and Reserve personnel joining from another part of the Reserves that are not included in the FR20 target population. Female IntakeAt 1 October 2020, 11.0 per cent of the UK Regular Forces were female (16,110 personnel), as part of a longer term increasing trend since April 2017. Figure 4 shows that the RAF has the greatest proportion of female personnel in the UK Regular Forces. The nature of the roles are different in each of the Services, which is partly explained by restrictions on the historic roles available to women. it was announced these restrictions would be lifted in 2016. The knee bone anatomy and injury mechanism. (a) Structure of knee ACL injury. (b) Osteoarthritis due to joint space reduction mechanism. Under the SDSR 2010, one of the areas reviewed was the Commonwealth recruitment rules. The MOD reintroduced the five-years UK residency requirement for future new recruits from Commonwealth countries in July 2013. This did not affect personnel already serving, or going through the recruitment process at the time of the announcement, those from the Republic of Ireland or for the Brigade of Gurkhas.