Chamber and committees

We expect all women with postnatal depression to be offered care, services and support that responds appropriately to individually assessed needs and to be offered the option of being admitted to hospital with their child in line with the provisions of the Mental Health (Care and Treatment) (Scotland) Act 2003 where that is appropriate.

The Wildlife and Countryside Act 1981 (amended most recently by the Wildlife and Natural Environment (Scotland) Act 2011) is the principal piece of legislation that deals with the issue of non-native species. It prohibits the planting or causing to grow of non-native plants in the wild. There have been no prosecutions over the last ten years for these offences or for the release and planting offences that pre-dated them.

The Scottish Qualifications Authority (SQA) has an objective in its 2015-18 corporate plan, agreed with ministers, to “continue to pursue a business model that would enable SQA to achieve self-financed status, and invest in and improve the Education and Skills system”, although this is not related to a specific date.

The SQA’s income is largely derived from charges levied on customers, the majority of whom are publicly funded organisations (local authorities and colleges). Because of the nature of its work, SQA is also able to generate other income through the provision of services outside Scotland. Currently, SQA’s total income does not fully cover its costs and the remaining funding requirement is met through Scottish Government grant.

While it is important for the SQA to minimise the funding requirement it places on the public purse, ministers recognise that the SQA must primarily ensure the safe and stable delivery of its statutory functions. These include the successful development and implementation of new national qualifications and the continued provision of qualifications to support learners in colleges and training providers. Progress towards self-financing will therefore be achieved at a pace consistent with this approach.

Since 2009 one tenant, but no landowners, has failed to comply with a notice issued using the powers set out in the Weeds Act 1959.

Information on offences relating to the planting and growing of weeds, giant hogweed or Japanese knotweed is not held centrally at this level of detail.

I refer the member to the answer to question S4W-27708 on 8 October 2015. All answers to written parliamentary questions are available on the Parliament’s website, the search facility for which can be found at: www.scottish.parliament.uk/parliamentarybusiness/28877.aspx.

Use of emergency detention is appropriate where it is necessary as a matter of urgency to detain the patient in hospital in order to determine what medical treatment should be provided to the patient for the suspected mental disorder, there would be a significant risk to the health, safety or welfare of the patient or to the safety of another person if the patient were not detained in hospital, and making arrangements with a view to granting a short-term detention certificate would involve undesirable delay.

The statutory guidance in the Code of Practice for the Mental Health (Care and Treatment) (Scotland) Act 2003 makes clear that a short-term detention certificate should be granted in preference to an emergency detention certificate where this is practicable and the relevant criteria met.

The use of orders or certificates for compulsory treatment is regulated by strict criteria as set out in legislation. A number of safeguards are available such as a named person to represent the patient’s interests, the right to support from an independent advocate, and in the case of certificates and orders lasting more than 72 hours, an efficient appeals system to the Mental Health Tribunal.

The Mental Welfare Commission notes that the reason for the rise in compulsory treatment is unclear but could reflect greater awareness of human rights and of unlawful deprivation of liberty.

We will continue to work with the commission and stakeholders to promote patients’ rights, including through implementation of the Mental Health (Scotland) Act 2015, which contained provisions to strengthen the use of advocacy and advance statements to promote patients’ involvement in their care and treatment.

I refer the member to the answer to question S4W-27708 on 8 October 2015. All answers to written parliamentary questions are available on the Parliament’s website, the search facility for which can be found at: www.scottish.parliament.uk/parliamentarybusiness/28877.aspx.

I refer the member to the answer to question S4W-27708 on 8 October 2015. All answers to written parliamentary questions are available on the Parliament’s website, the search facility for which can be found at: www.scottish.parliament.uk/parliamentarybusiness/28877.aspx.

See Me is Scotland’s national campaign to end mental health stigma and discrimination. Scottish Government provides £1 million per year in addition to £0.5 million from Comic Relief to support the See Me programme. See Me Workplace is part of the See Me anti stigma work to support the reduction of stigma and raise awareness in the workplace for people entering and retaining work in Scotland. See Me has recently launched a work programme which takes organisations through four specific steps from commitment and awareness through to practice transformation and becoming a See Me Work Partner: https://www.seemescotland.org/workplace/see-me-in-work/.

Fit for Work Scotland is a service recently established on a phased basis from December 2014. The service provides support for people in work to remain at work, or return to work following periods of long term sickness absence. It provides assessment and advice for employers and employees around interventions and actions which could facilitate a return to work. This service is not specifically for mental health and wellbeing, but incorporates it:

http://www.FitforWorkScotland.scot.

The Scottish Government provides funding to NHS Health Scotland to deliver the Healthy Working Lives Scotland service. This is a comprehensive service offering advice and support to employers and their employees around health, safety and wellbeing. This is facilitated through advice lines and award schemes. The award schemes are from bronze to gold and the silver award specifically states the need to “Provide managers and supervisors with training to increase their knowledge and understanding of mental health, wellbeing and stress in the workplace. Ensure managers are aware of their responsibilities in relation to employee support.” (http://www.healthyworkinglives.com/).