Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what the percentage of desks provided for staff is as a proportion of the total number of assigned staff in his Department's London headquarters.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The percentage of desks as a proportion of the total number of colleagues at Caxton House equates to approximately 62%.

In addition, colleagues can work from a range of alternative spaces within the building including meeting rooms, collaboration areas and privacy booths.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, further to the Written Answer by Lord Pitt-Watson on 3 August (HL2690), whether there is sufficient advance notice to make the changes to the pension age that have been costed by the Office for Budget Responsibility but not formally announced by the Government; and whether the review is also considering the minimum age at which one can claim a private pension of 57.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

The third State Pension age Review will consider what the timetable for any State Pension age changes should be in the coming decades. The Review must report by the end of March 2029. No decisions have yet been made.

The Government is committed to providing clear and sufficient notice of any changes to the State Pension age, so people can properly plan for their retirement.

The Review will not consider the appropriate level for the Normal Minimum Pension Age, the lowest age at which members can usually take benefits from a registered pension scheme without incurring tax charges.

Question to the Department for Work and Pensions:

To ask His Majesty's Government what percentage of pensioners they forecast will receive the new state pension in (1) 2030, (2) 2035, and (3) 2040.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

In 2030, 57% of people in Great Britain over State Pension Age are forecasted to be in receipt of the new State Pension. This rises to 74% in 2035 and 85% in 2040.

This is based off DWP’s internal modelling consistent with Spring Statement 2026 forecasts and the ONS’ 2024-based population projections.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department has taken to engage with the (a) financial services, (b) legal, (c) accountancy and (d) other professional services organisations in relation to mental health issues, at all levels of relevant organisations.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Sir Charlie Mayfield’s independent Keep Britain Working review report, published on 5 November 2025, highlighted the scale of the problem of people falling out of work for reasons of ill-health and disability, including mental health, and the vital role employers can play in addressing this.

The review proposed three areas for reform over the next 3 years. These were:

• The development of good practice and outcomes for creating thriving, healthy workplaces, to be developed into a robust, recognised standard.

• Creating effective, employer-facing Workplace Health Provision.

• Driving adoption through evidence and incentives.

Alongside these reforms the review also called for the launch of a “Vanguard phase” to work with volunteer employers, providers and regions of the UK to develop and test the ideas and initiatives in the review, proving what works and building the evidence to support scaling towards general adoption. The Vanguard consists of a range of forward-thinking employers across different sizes, sectors and services, including legal, insurance, financial, and accountancy.

We are working with the Vanguard to test and refine what works best for helping people with long-term health conditions and disabilities, including mental health conditions, get the support they need to stay in work. This will be developed over the course of this year into an employer facing standard working in partnership with the British Standards Institution.

As per the recommendations of the review, the Vanguard phase also includes deep dives into key issues, one of which is addressing mental health at work. We’re working with employers and health services to improve support for people with mental health conditions, including better training, early intervention, and more flexible workplace practices.

The DWPs’ Strategic Relationship Team (SRT) works with employers across a wide range of sectors to promote workplace health and wellbeing and raise awareness of the support available to employees experiencing mental health conditions. This includes promoting services such as Access to Work and Able Futures, providing guidance to employers and encouraging good practice on disability inclusion, workplace adjustments and the retention of employees with health conditions.

In addition, DWP regularly engages with employers to increase understanding of the support available to people with health conditions and disabilities, which includes promoting the Disability Confident scheme, to encourage inclusive recruitment practices and help employers to better support disabled people and those with health conditions throughout the recruitment process and in employment.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether he has (a) made an assessment of the underlying causes of the gender pension gap and (b) considered developing a cross-government strategy to address those causes and reduce the gap.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The Government recognises that the gender pensions gap reflects a range of factors, including differences in earnings, working patterns, labour market participation and the accumulation of private pension savings over working lives.

The Department for Work and Pensions has assessed differences in pension outcomes between men and women through its published analysis of the Gender Pensions Gap in Private Pensions: 2020 to 2022, which found that the Gender Pensions Gap for those approaching retirement (aged between 55 and 59) between 2020 and 2022 stood at 48%. This publication also highlights underlying causes of the gender pension gap and that the differences in pension outcomes between men and women become most apparent once women reach their 30’s, a trend driven by childcare responsibilities.

A range of activity is already underway across Government that could help improve pension outcomes for women. This includes a Government review of the parental leave and pay system and the appointment of Mariella Frostrup as Women’s Employment Ambassador in April 2026. The Ministry of Justice has also consulted on proposals to support greater use of pension sharing on divorce, where appropriate.

The Pensions Commission is exploring how to improve retirement outcomes, especially for those on the lowest incomes and at the greatest risk of poverty or under saving, including women. The Government will consider their recommendations carefully on publication of the Pension Commission’s final report in early 2027.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether he has made an assessment of the impact of career breaks and periods out of paid employment on women’s pension savings and retirement outcomes.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The Government recognises that the gender pensions gap reflects a range of factors, including differences in earnings, working patterns, labour market participation and the accumulation of private pension savings over working lives.

The Department for Work and Pensions has assessed differences in pension outcomes between men and women through its published analysis of the Gender Pensions Gap in Private Pensions: 2020 to 2022, which found that the Gender Pensions Gap for those approaching retirement (aged between 55 and 59) between 2020 and 2022 stood at 48%. This publication also highlights underlying causes of the gender pension gap and that the differences in pension outcomes between men and women become most apparent once women reach their 30’s, a trend driven by childcare responsibilities.

A range of activity is already underway across Government that could help improve pension outcomes for women. This includes a Government review of the parental leave and pay system and the appointment of Mariella Frostrup as Women’s Employment Ambassador in April 2026. The Ministry of Justice has also consulted on proposals to support greater use of pension sharing on divorce, where appropriate.

The Pensions Commission is exploring how to improve retirement outcomes, especially for those on the lowest incomes and at the greatest risk of poverty or under saving, including women. The Government will consider their recommendations carefully on publication of the Pension Commission’s final report in early 2027.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of (a) the adequacy of the statutory framework governing surplus extraction under the Pension Schemes Act 2026 for providing sufficient protection for scheme members, and (b) the potential impact of the fact that there is no requirement for members to receive a share of released surplus before payments are made to sponsoring employers on protections for scheme members.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The Government published an Impact Assessment alongside the Pension Schemes Act 2026, which included an assessment of member security impacts from surplus extraction is considered low.

Decisions to release surplus will be subject to trustee discretion and underpinned by strict safeguards. Trustees, who are required to act in the interests of scheme beneficiaries, will determine how members may benefit from any release of surplus.

We have recently consulted on draft regulations setting out the requirements for surplus release and protections for scheme members. They require actuarial certification that scheme funds remain sufficient to pay members’ promised pensions, both at the point of release and under a forward-looking test. The scheme actuary must be satisfied that the sufficiency test will continue to be met for a three year period after surplus funds have been released to employers and any additional member benefits which may have been included, ensuring that member protections are not eroded. Schemes will remain subject to the statutory funding framework.

When the surplus regulations come into force, the Pensions Regulator will issue guidance outlining matters for trustees to consider when releasing surplus, including whether members may also benefit. This guidance will be subject to consultation before it is published.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of the effectiveness of cross-government working between the Disability Policy Unit, the Department of Health and Social Care and other relevant departments in improving outcomes for disabled people and people with long-term health conditions.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

In December 2024, a Lead Minister for Disability was appointed in every government department, including the Department of Health and Social Care, to represent the interests of disabled people and champion disability inclusion and accessibility across their department, as they drive forward progress on the government’s manifesto commitments. The Lead Ministers for Disability have met regularly as a group to discuss improving outcomes for disabled people and people with long-term health conditions.

The Health and Growth Accelerators programme has been established to test the effectiveness of health interventions across three systems- South Yorkshire, West Yorkshire, and North East and North Cumbria- in supporting people back to work or keeping them in work. The programme supports people with common conditions including musculoskeletal, mental health, and metabolic conditions, with early results indicating improved health and employment outcomes. Integrated working and local partnerships are key success factors: a multidisciplinary team nationally across DWP, DHSC and NHSE and locally across Integrated Care Boards and MCAs successfully co-design and deliver the programme as one team.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether his Department holds information on Polish citizens resident in Poland claiming benefits from the UK.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The information requested is not readily available or held centrally. To provide it would incur disproportionate costs.

The Department does, though, publish statistics on the number of State Pension recipients in Poland on Stat Xplore at Stat-Xplore - Log in. This does not give claimant nationality.

Certain UK benefits, including the State Pension, may continue to be paid to eligible individuals resident in Poland under the social security coordination provisions of the EU Withdrawal Agreement and the UK-EU Trade and Cooperation Agreement.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what the average percentage attendance rate was of assigned DWP staff at 2 St Peter's Square, Manchester in the most recent working week for which figures are available as a percentage of assigned staff attending the workplace and in absolute terms.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The information requested is not collated centrally and could only be provided at disproportionate cost.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what the average processing time is for Access to Work applications from self-employed people; how many self-employed applicants are currently awaiting a decision; and what steps he is taking to reduce delays in the assessment and approval of Access to Work support.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

DWP recognises that while customers greatly value the support provided by the Access to Work scheme, they also have concerns about the scheme’s timeliness, consistency and appreciation of the complex barriers faced by people with disabilities in a modern workplace. The Department is addressing these points in order to deliver an improved scheme that will better help disabled people start and stay in work.

Efforts undertaken by the Department to achieve this include the recruitment of 480 additional staff to help reduce the Access to Work backlog by September 2027. These members of staff will receive extensive training to support them to handle complex applications. In addition, the Department is continuing to engage with a range of stakeholders to develop a richer understanding of the challenges disabled people face. The feedback from this engagement will be used to shape improvements to the scheme that better reflect the current needs of customers. Any improvements to Access to Work will be announced in advance of their implementation.

The Department does not hold information on the average processing time for Access to Work applications from self-employed customers. Access to Work management information does not differentiate by employment status once applications have been allocated to a Case Manager and average processing times for self-employed customers are therefore not available.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment she has made of the sufficiency of the incentives under the surplus extraction provisions in the Pension Schemes Act 2026 for sponsoring employers to share surplus funds with (a) scheme members and (b) members whose pre-1997 pension benefits do not receive annual increases.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The Pension Schemes Act 2026 provides greater flexibility for more trustees of well-funded defined benefit pension schemes to share surplus, while maintaining strong protections for members. Scheme trustees, working with sponsoring employers, will be responsible for decisions on surplus release and must act in the interests of scheme beneficiaries. They will determine how members may benefit from any release of surplus, which could include discretionary benefit increases. As part of any agreement to release surplus funds to the employer, trustees may negotiate additional benefits for members.

The Government recognises that some members have pre-1997 accrued pension rights that are not subject to statutory annual increases. The Pensions Regulator already expects trustees to consider members who would benefit from discretionary increases and to take account of any history of making such awards.

When the surplus regulations come into force, the Regulator will issue guidance outlining matters for trustees to consider when releasing surplus, including whether members may also benefit. This guidance will be consulted on before it is published.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether participation in Connect to Work or disclosure of an intention to seek employment can in any circumstances trigger a reassessment of a participant's disability benefit entitlement.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Connect to Work is a voluntary programme. Participation in the programme does not automatically trigger a reassessment of disability benefits. As with all employment support programmes, where a participant moves into employment, there may be an impact on benefit entitlement, depending on their earnings and individual circumstances. Specialist Connect to Work employment advisers help participants understand any potential impact before taking up employment.

The Government wants disabled people and people with health conditions to have confidence that exploring or taking up work will not, in itself, lead to a reassessment of their benefits. The Right to Try regulations, which came into force on 30 April 2026, establish in law that starting paid or voluntary work alone will not trigger a Work Capability Assessment reassessment or a PIP award review. This protection is intended to remove uncertainty and give disabled people and people with health conditions greater confidence to try work while receiving benefits.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking with the Department of Health and Social Care to assess how changes to the Access to Work programme’s policy, implementation and claimant interactions could improve health outcomes and prevent avoidable deterioration of health for disabled people and people with long-term health conditions.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Access to Work is an important programme that supports many people and reform in this area is complex. We are committed to ensuring the system remains fair, and sustainable and changes must be carefully designed to ensure they deliver real improvements and this work takes time, but it is important we get it right.

We have taken the time needed to consult widely, collaborate, and gather evidence from disabled people, employers, and representative bodies. We are continuing to refine policy options, and ministers will announce next steps when the policy, evidence, and delivery plans are fully developed.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what was the average length of time each year between 2015-2026 that a person would wait on hold for when calling the Access to Work helpline.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

The table below shows the Average Time to Answer for all calls to Access To Work services in an hours, minutes and seconds format (hh:mm:ss), itemised by Reporting Year. Please be aware that we DO NOT hold data for the 2015-2016 reporting year.

*Please note, that the current 2026 – 2027* reporting year, shows data up to and including 13/09/2026 only.

Disclaimer

The above answer contains unpublished figures.

The data provided is derived from the Department’s management information, designed solely for the purpose of helping the Department to manage its business. As such, it has not been subjected to the rigorous quality assurance checks applied to our published official statistics.

As DWP holds the information internally, we have released it. However, it is possible information held by DWP may change due to operational reasons and we recommend that caution be applied when using it.

Since the start of the 2026/27 operational year, Access to Work has made positive progress in reducing outstanding work. As of 1 October 2026, using the full reporting period from April to August 2026, we have achieved a net backlog reduction of almost 3,000 cases, specifically 2,980. With recruits now arriving and needing to be coached and trained for the next six months, we expect the backlog to stabilise before falling in the spring of 2027.

Overall, the programme remains on track, and our assessment is that Access to Work continues to be on course to clear the backlog by September 2027.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what has been the change between (a) 2015 and (b) 2025 in the numbers of those entitled to the Higher Rate Mobility Component of Disability Living Allowance and the Enhanced Rate of the Mobility Component.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Information on the number of claimants with a higher rate mobility component for Disability Living Allowance (DLA) and enhanced rate mobility for Personal Independence Payment (PIP) in 2015 and 2025, can be found on Stat Xplore.

You can log in or access Stat-Xplore as a guest user. Guidance on how to use Stat-Xplore is also available here: Personal Independence Payment data on Stat-Xplore: user guide - GOV.UK.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, for what reason claimants who have an appointed representative are unable to access the same online Access to Work portal as other claimants; what assessment his Department has made of the potential impact of this on disabled people who require appointee support; and whether his Department has assessed the compatibility of these arrangements under the Equality Act 2010 including for reasonable adjustments.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

The Access to Work online service has been designed to enable customers to manage their claims securely following identity verification using GOV.UK One Login. At present, the service does not support appointees accessing or submitting claims on behalf of customers. This is because the current service relies on individual identity verification to protect customers' personal information and maintain the security and integrity of the claims process, using GOV.UK One Login.

DWP is committed to ensuring Access to Work services are accessible to all customers. Customers can apply for Access to Work support and renew existing awards through the online service, which has been developed in line with the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018 and is fully compliant with the Web Content Accessibility Guidelines (WCAG) 2.2 AA standard.

Recognising that some customers may be unable to use the online service, alternative channels remain available. Customers can contact Access to Work by telephone and, for those who are unable to hear or speak on the phone, Relay UK is available as an alternative communication route.

The Department keeps its services under review and is committed to meeting accessibility and reasonable adjustment requirements that are considered as part of the design and delivery of Access to Work services.

Digital work is currently planned to commence during the second half of financial year 2027-28 to explore the barriers preventing appointees from accessing the online service and to identify potential options for enabling appointee access in the future, while maintaining appropriate security and identity assurance standards.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, for what reason claimants who have an appointed representative are unable to access the same online Access to Work portal as other claimants; what assessment his Department has made of the potential impact of this restriction on disabled people who require appointee support.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

The Access to Work online service has been designed to enable customers to manage their claims securely following identity verification using GOV.UK One Login. At present, the service does not support appointees accessing or submitting claims on behalf of customers. This is because the current service relies on individual identity verification to protect customers' personal information and maintain the security and integrity of the claims process, using GOV.UK One Login.

DWP is committed to ensuring Access to Work services are accessible to all customers. Customers can apply for Access to Work support and renew existing awards through the online service, which has been developed in line with the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018 and is fully compliant with the Web Content Accessibility Guidelines (WCAG) 2.2 AA standard.

Recognising that some customers may be unable to use the online service, alternative channels remain available. Customers can contact Access to Work by telephone and, for those who are unable to hear or speak on the phone, Relay UK is available as an alternative communication route.

The Department keeps its services under review and is committed to meeting accessibility and reasonable adjustment requirements that are considered as part of the design and delivery of Access to Work services.

Digital work is currently planned to commence during the second half of financial year 2027-28 to explore the barriers preventing appointees from accessing the online service and to identify potential options for enabling appointee access in the future, while maintaining appropriate security and identity assurance standards.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, with reference to the Answer of 9 March 2026 to Question 115787, how many sick and disabled people who were previously left without contact for years have been helped back into work in the past twelve months, by the one thousand redeployed coaches.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

The Department introduced around 1,000 Pathways to Work Advisers in March 2025 so that customers with Limited Capability for Work and Work-Related Activity (LCWRA) could be offered this voluntary support. Many of these customers had received little or no employment-focused contact for extended periods. This offer of support is made to all those assessed as LCWRA, not only those who have had LCWRA status for a long time.

Since April 2025 across Great Britain more than 100,000 customers with LCWRA have accessed voluntary Pathways to Work Adviser support (1). Recent published analysis shows that customers who received Additional Work Coach Support, the approach which Pathways to Work Adviser support builds on, were 40% more likely than a similar group of customers with LCWRA who did not receive support to be in work after two years (2). This published impact analysis is the best available evidence on the effect of this support.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to enable appointees to (a) access the online Access to Work portal directly and (b) provide a permanent and accessible digital submission route for claimants who cannot use the portal.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

The Access to Work online service has been designed to enable customers to manage their claims securely following identity verification using GOV.UK One Login. At present, the service does not support appointees accessing or submitting claims on behalf of customers. This is because the current service relies on individual identity verification to protect customers' personal information and maintain the security and integrity of the claims process, using GOV.UK One Login.

DWP is committed to ensuring Access to Work services are accessible to all customers. Customers can apply for Access to Work support and renew existing awards through the online service, which has been developed in line with the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018 and is fully compliant with the Web Content Accessibility Guidelines (WCAG) 2.2 AA standard.

Recognising that some customers may be unable to use the online service, alternative channels remain available. Customers can contact Access to Work by telephone and, for those who are unable to hear or speak on the phone, Relay UK is available as an alternative communication route.

The Department keeps its services under review and is committed to meeting accessibility and reasonable adjustment requirements that are considered as part of the design and delivery of Access to Work services.

Digital work is currently planned to commence during the second half of financial year 2027-28 to explore the barriers preventing appointees from accessing the online service and to identify potential options for enabling appointee access in the future, while maintaining appropriate security and identity assurance standards.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what was the average wait time for a decision to be made following an application for Access to Work each year between 2015-2026.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

The average wait time for a decision following an Access to Work application was:

2021/22: 28.3 days

2022/23: 57.8 days

2023/24: 45.1 days

2024/25: 67.1 days

2025/26: 100.9 days

Comparable data prior to 2021/22 is not available.

Please note that this data is derived from unpublished management information collected for internal use only and has not been quality assured to National Statistics or Official Statistics standards.

Since the start of the 2026/27 operational year, Access to Work has made positive progress in reducing outstanding work. As of 1 October 2026, using the full reporting period from April to August 2026, we have achieved a net backlog reduction of almost 3,000 cases, specifically 2,980. With recruits now arriving and needing to be coached and trained for the next six months, we expect the backlog to stabilise before falling in the spring of 2027.

Overall, the programme remains on track, and our assessment is that Access to Work continues to be on course to clear the backlog by September 2027.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether he plans to introduce legislation enabling parents experiencing economic abuse and accessing the Child Maintenance Service to safely transition from Direct Pay into Collect and Pay.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Government plans to abolish the direct pay service entirely so all parents can access the collect and pay service.

The removal of the Direct Pay service to a streamlined Collect and Pay service will enable CMS to monitor all payments and intervene promptly if an arrangement breaks down, as well as removing the need for parents to manage payment arrangements directly, providing a safer, more consistent service for families.

The Government believes that this is the most effective to improve compliance within CMS and strengthen protections for victims and survivors of domestic abuse, which includes economic abuse.

Our intention is to implement these changes as soon as Parliamentary time allows.

In the meantime, the CMS is strengthening its support for victim/survivors by making it easier for parents to switch to the Collect and Pay service through improvements to the ‘change to service type’ process. It is also being clearer in its communication about what support is available for victims and survivors of domestic abuse and how to access it.

Work is also ongoing with stakeholders to understand what additional support we can give to victims and survivors of abuse across the CMS customer journey.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what estimate his Department has made of the number of people aged 18 to 24 in (a) Aldridge-Brownhills constituency and (b) Walsall local authority area who will be eligible for the Jobs Guarantee in each financial year from 2026-27 to 2028-29.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Jobs Guarantee will provide over 90,000 jobs to eligible young people over the 2026/2027 to 2028/2029 financial years.

The scheme is due to roll out across GB from November 2026, DWP will award multi-year grants to selected delivery organisations, who will deliver the Jobs Guarantee in local areas. Aldridge-Brownhills and Walsall is part of the Black Country delivery area, where DWP expects 22,00 young people will be supported into jobs by May 2028.

The Department has published heat maps illustrating how demand for the Jobs Guarantee is distributed within the 25 delivery areas, with linked breakdowns for each area included. These can be viewed here.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether the Government is taking steps to expand access to apprenticeships specifically among young people from white working-class backgrounds.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

This government is transforming the apprenticeships levy into a new growth and skills levy in England, backed by £1 billion of additional investment, which will support 50,000 more young people into apprenticeships, give employers greater flexibility to develop the workforce they need, and support the industrial strategy.

To expand opportunities for young people, we are now fully funding apprenticeships for eligible young people aged under 25 and introducing a £2,000 hiring payment for non-levy paying employers (who are typically SMEs) that recruit apprentices aged under 25 from October.

Alongside this, we are introducing a targeted bursary worth up to £4,500 to support access to apprenticeships for the small number of Universal Credit households that would otherwise be financially worse off when a young person starts an apprenticeship, so that no young person is discouraged from undertaking one.

The government also facilitates and funds the Apprenticeship Ambassador Network (AAN) which comprises 3,000 employers and apprentices who volunteer to promote the benefits of apprenticeships, including in schools and colleges.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of the potential impact of charging receiving parents for the collection of child maintenance on the financial support received by children.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Evidence gathered by the Department has highlighted significant shortcomings with Direct Pay. Under Direct Pay, the CMS is unable to routinely monitor whether payments are being made in full or on time, meaning non-compliance can go undetected until a parent reports a problem. Research tells us that only 60% of receiving parents in Direct Pay reported getting all of the child maintenance they are owed, and only 40% of them reported receiving it always on time. This places the burden on receiving parents to chase payments. The current arrangement can also create opportunities for economic abuse, including situations where maintenance is withheld, paid late or manipulated as a means of exerting control over a former partner. In many cases, parents may also need to maintain contact with an ex-partner to resolve payment issues, which can be distressing and particularly harmful for victims and survivors of domestic abuse.

However, moving to a single service where the CMS monitors and transfers payments will address these longstanding issues.

Our proposals for the new service will be underpinned by a fairer fee structure. Fees offset the investment needed to make the reforms and contribute to the cost of using enforcement powers to re-establish compliance and reduce the burden on the taxpayer.

We considered how best to address the shortcomings of Direct Pay and concluded that a single service model, with CMS oversight of all maintenance payments, would provide greater transparency, improve compliance and better support children to receive regular maintenance.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what the rationale is for the proposed abolition of Direct Pay arrangements within the Child Maintenance Service.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Evidence gathered by the Department has highlighted significant shortcomings with Direct Pay. Under Direct Pay, the CMS is unable to routinely monitor whether payments are being made in full or on time, meaning non-compliance can go undetected until a parent reports a problem. Research tells us that only 60% of receiving parents in Direct Pay reported getting all of the child maintenance they are owed, and only 40% of them reported receiving it always on time. This places the burden on receiving parents to chase payments. The current arrangement can also create opportunities for economic abuse, including situations where maintenance is withheld, paid late or manipulated as a means of exerting control over a former partner. In many cases, parents may also need to maintain contact with an ex-partner to resolve payment issues, which can be distressing and particularly harmful for victims and survivors of domestic abuse.

However, moving to a single service where the CMS monitors and transfers payments will address these longstanding issues.

Our proposals for the new service will be underpinned by a fairer fee structure. Fees offset the investment needed to make the reforms and contribute to the cost of using enforcement powers to re-establish compliance and reduce the burden on the taxpayer.

We considered how best to address the shortcomings of Direct Pay and concluded that a single service model, with CMS oversight of all maintenance payments, would provide greater transparency, improve compliance and better support children to receive regular maintenance.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether he plans to publish data on the number of Jobs Guarantee participants who (a) start a placement, (b) complete a placement and (c) enter sustained employment six and 12 months after completing a placement, broken down by local authority.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Jobs Guarantee is a central element of the Youth Guarantee. The Jobs Guarantee will provide every eligible 18–24-year-old who has been claiming Universal Credit and looking for work for 18 months a guaranteed, fully subsidised six-month paid job. The Government will fund 100% of an eligible young person’s wages for the six months, up to 25hrs/week, at the relevant minimum wage, as well as the additional employment costs.

Young people will also receive a range of tailored support to help them succeed and transition into sustained employment.

National rollout of the scheme will be delivered in 25 areas across Great Britain, with delivery starting from November 2026. Once fully rolled out, the scheme is expected to support more than 90,000 young people over the 2026/2027 to 2028/2029 financial years.

The Department is currently collecting data and will run an evaluation of the scheme, and findings will be published when ready.

The Department will assess employment outcomes of the Jobs Guarantee scheme including number of Jobs Guarantee participants who start a job, complete a job and how many days a young person spends in unsubsidised employment after the job finishes.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what the average percentage attendance rate was of assigned DWP staff at Anchorage Anchorage Quay, Salford in the most recent working week for which figures are available as a percentage of assigned staff attending the workplace and in absolute terms.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The information requested is not collated centrally and could only be provided at disproportionate cost.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what alternative approaches to reforming Direct Pay have been considered, and how his Department will ensure that children do not lose out financially as a result of any changes.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Evidence gathered by the Department has highlighted significant shortcomings with Direct Pay. Under Direct Pay, the CMS is unable to routinely monitor whether payments are being made in full or on time, meaning non-compliance can go undetected until a parent reports a problem. Research tells us that only 60% of receiving parents in Direct Pay reported getting all of the child maintenance they are owed, and only 40% of them reported receiving it always on time. This places the burden on receiving parents to chase payments. The current arrangement can also create opportunities for economic abuse, including situations where maintenance is withheld, paid late or manipulated as a means of exerting control over a former partner. In many cases, parents may also need to maintain contact with an ex-partner to resolve payment issues, which can be distressing and particularly harmful for victims and survivors of domestic abuse.

However, moving to a single service where the CMS monitors and transfers payments will address these longstanding issues.

Our proposals for the new service will be underpinned by a fairer fee structure. Fees offset the investment needed to make the reforms and contribute to the cost of using enforcement powers to re-establish compliance and reduce the burden on the taxpayer.

We considered how best to address the shortcomings of Direct Pay and concluded that a single service model, with CMS oversight of all maintenance payments, would provide greater transparency, improve compliance and better support children to receive regular maintenance.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the impact of the £27 million supplement to the Crisis and Resilience Fund in England, announced on 16 March 2026, on levels of financial hardship among rural households.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department worked closely with local authorities to support the early stages of delivery of the £27 million supplement, including through regular checkpoint meetings, deep-dive interviews and ongoing monitoring of implementation. Evidence from this work indicated that the heating oil support was established across all 54 local authorities that received additional funding. Local authorities reported strong initial demand following the announcement which has since moderated. Many are now planning activity ahead of winter, including reviewing delivery approaches and raising awareness of available support. Local authorities will continue to use this funding to support low-income households during the winter and, where necessary, may draw on their wider Crisis and Resilience Fund (CRF) allocation.

The Department is also in the process of commissioning an independent national evaluation of the CRF, which will assess the delivery, impact, and value for money of the scheme as a whole.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the causes behind the monthly increase of 60 youth claimants aged 18 to 24 in Leicester East in August 2026, as reported in the Office for National Statistics Claimant Count dataset published on 15 September 2026; and what steps are being taken via local Jobcentre Plus branches to support young jobseekers in Leicester East into work or training.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

I refer the Hon. Member to the response I gave on 8 September 2026 to Question UIN 22469.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what support is available through Jobcentre Plus for Universal Credit claimants who are already in part-time work and wish to retrain or gain qualifications to increase their earnings in Surrey Heath constituency.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

In Surrey Heath, Jobcentre Plus supports Universal Credit claimants who are already in and out of work, to explore opportunities to develop their skills, gain relevant qualifications and progress towards higher earnings. Support is personalised to individual circumstances and local labour market supply and demand opportunities.

The Jobcentre network across Surrey has local partnerships with training providers and educational organisations. Through these partnerships, claimants are connected to upskilling and vocational training opportunities, including Skills Bootcamps in the Industrial Growth sectors of digital and green energy, and logistics. JCS has good relationships with Surrey County Council, and their investment in their Skills, Training & Employment Portal enables access to a host of opportunities and support across the County by enabling all residents to access information about the skills they need and the jobs available. Jobcentres also work with local providers and employers to deliver Sector-based Work Academy Programmes (SWAPs), and commission basic skills training covering literacy, numeracy, and digital skills.

The DWP Careers Service was launched on 6 October 2026, bringing the skills expertise of the previous National Careers Service into jobcentres, giving an integrated support offer for citizens in and out of work.

The Flexible Support Fund (FSF) is administered by Jobcentres and can help eligible Universal Credit claimants overcome specific financial barriers to moving into or closer to work. This can include support with training fees not funded elsewhere, as well as other support. The fund is discretionary and payments are made subject to individual circumstances.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, if the government has made a recent assessment of the adequacy of Statutory Maternity Pay to cover essential living costs.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

I refer my hon. Friend to the answer given on 24 April 2026 to Question UIN 124467.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what progress he has made on his Department's workstreams arising from the Mayfield Keep Britain Working Review.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

After the publication of the Keep Britain Working review, the Department for Health and Social Care, Department for Business, Innovation, Science and Technology, and Department for Work and Pensions launched a “Vanguard phase” co-chaired by Sir Charlie Mayfield and the three Department’s Secretaries of State. During this phase, the programme has been working with volunteer employers, providers and regions across the UK to develop and test the ideas and initiatives in the review, proving what works and building the evidence to support scaling towards general adoption.

The programme has made rapid progress; Vanguard numbers have tripled from 60 to around 220 employers & providers and from 5 to 11 regions. Over the last ten months, Keep Britain Working has run employer led sprints and feedback groups involving a total of 110 Vanguard organisations, alongside delivering workshops, testing, and feedback sessions with over 400 SMEs across England and the devolved nations.

This testing and consultation have led Keep Britain Working to begin developing the UK’s first Workplace Health System that brings together better workplaces, better support and better intelligence to improve outcomes, improve lives and drive growth.

To drive this forward, the programme is in the process of creating of a robust, recognised employer standard with the British Standards Institution (BSI), it has developed a first draft specification for an employer-facing Workplace Health Provision offer, and begun to initiate tests of elements of the workplace health system in regions across England.

Alongside this, the Keeping Britain Working is developing a new approach to gathering Workplace Health Intelligence, to help employers better understand workforce health outcomes. It continues to work with Vanguard employers and providers, Disabled People's Organisations and people with lived experience to test and refine the programme’s approaches to disability inclusion and has begun to clarify its model of shared responsibility. This model recognises that successful work and health outcomes depend on all parties working together to create positive change.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, further to the HMT press release, "Chancellor backs young people into work by supporting jobs", of 28 September, if he will itemise the savings found by his Department for the Union Learning Fund, and in which financial years do they apply.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

My right hon. Friend the Chancellor of the Exchequer has announced that £15 million a year of additional funding will be allocated to restore the Union Learning Fund in England from next year.

The fund will help working people gain new skills, progress at work and adapt as technology, including AI, changes the workplace. It will draw on trade unions’ trusted workplace relationships to reach those people and help them access training through their employers and existing skills programmes. The costs of the Fund will be fully met from savings elsewhere in DWP. Further details will be provided at the Autumn Budget.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, with reference to the Office for Budget Responsibility's March 2026 Economic and fiscal outlook – detailed forecast tables: expenditure, Table 4.11 on Health- and disability-related welfare spending, what assessment has his Department has made of the potential causes of the forecast rise in Personal Independence Payment expenditure for working people from £21.9 billion in 2024-25 to £37.0 billion in 2030-31, and what proportion is due to (a) cost inflation and (b) more people claiming.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Chapter 4 of the Timms Review evidence pack (Annex B – DWP evidence pack - GOV.UK) sets out factors which have influenced the increase in claims and expenditure in recent years. While this is based on historical influences, many of these factors will continue to apply to the forecast including demographic changes, increasing recognition of certain types of health condition and growing awareness of PIP within a much larger population of disabled people.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether his Department has assessed the potential impact of Universal Credit childcare cost attribution rules on working parents required to pay school holiday club fees more than three assessment periods in advance.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

The Government is committed to ensuring working families can access the childcare support they need.

Universal Credit is assessed on a monthly basis, with entitlement determined according to a household's circumstances in each assessment period. This approach allows awards to reflect changes as they occur and supports the accurate calculation of entitlement.

We recognise that some childcare providers require advance payment, which is why customers are able to report childcare costs up to three months in advance. However, childcare costs are reimbursed in the month the childcare is provided. This balances support for customers who pay for childcare in advance, while ensuring reimbursement is linked to childcare that has actually taken place.

In addition, the Department for Education’s Holiday Activities and Food programme provides support to children from low-income families during school holiday periods.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what is the most recent estimate by his Department of the number of (i) pension age and (ii) working age individuals a year who are claiming the Personal Independent Payment benefit.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Information on the number of people entitled to Personal Independence Payment (PIP), broken down by whether they are of working age or State Pension age, is available on Stat-Xplore.

You can log in or access Stat-Xplore as a guest user. Guidance on how to use Stat-Xplore is also available here: Personal Independence Payment data on Stat-Xplore: user guide - GOV.UK.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he plans to take to provide Jobcentre Plus services in Hamilton and Clyde Valley constituency in future.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

Jobcentre Services in Hamilton and Clyde Valley are provided from Hamilton and Lanark Jobcentre Plus.

Through Jobcentre Plus, Work Coaches offer personalised advice to help individuals secure roles which reflect their skills, qualifications and prior experience, alongside targeted job-search support. In addition, we signpost to services delivered in partnership with South Lanarkshire Council, colleges, employers, and Scottish Government’s ‘No One Left Behind’ approach through Local Employability Partnerships. Those aged 16 to 24 also benefit from specialist Youth Work Coaches, employment programmes, and the Government's Youth Guarantee, which supports young people to access education, training, apprenticeships, and work.

In addition, we are currently exploring outreach opportunities within Hamilton, including within family hubs, alongside South Lanarkshire Council.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to support parents in low-income households to move into sustainable employment.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

We want every parent who can work to feel the benefits of rewarding, secure jobs that enable them to get on in life and support their families. That is why the department offers a range of employment support to help parents overcome barriers to work and move into sustainable employment.

Parents who are receiving benefits can access tailored and flexible support through Jobcentres, including initiatives such as Inactivity Trailblazers in England and Wales, Skills Bootcamps, Sector-based Work Academy Programmes, the Adult Skills Fund, Connect to Work and Pathways to Work for disabled people or those with health conditions. The Department for Work and Pensions also deploys c.300 Family Community work coaches in England to help parents overcome barriers to work.

The Department for Work and Pensions Careers Service in England provides free, impartial careers support to anyone who is looking for work, who wants to get on in work, or who wants to change their career or retrain, regardless of whether they are claiming benefits. Careers advisers focus on providing in-depth guidance to those facing the greatest barriers to work or learning, including single parents with dependent children.

Financial support through the Flexible Support Fund is also available to help with the cost of interviews, starting work or up-front childcare costs. Parents in receipt of Universal Credit can also be reimbursed up to 85% of their registered childcare costs each month up to the maximum amounts, regardless of the number of hours they work.

We are also supporting parents to balance work and childcare, including through the Employment Rights Act, which will strengthen the right to request flexible working arrangements from 2027, and through rolling out free breakfast clubs in schools across the country.

As part of our development of the new Jobs and Careers Service, we are reforming employment support to make it more inclusive and better tailored to individual needs. This includes improving the support we offer to parents to help them move back into good, meaningful work and progress in work. As part of the new service, we are testing delivery in community locations such as libraries, GP surgeries and Family Hubs. Our new digital tools, known as ‘Work Hub’, are also available to all, this includes access to an online AI work assistant, a CV builder and new job search tool.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, further to the No10 press release entitled Free bus travel 24/7 for disabled people as Prime Minister takes further action to ease cost of living, of 17 August 2026, whether this is (a) additional DWP spending, (b) spending from unallocated budgets and (c) from reductions to other budgets.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

The £60 million funding for Free bus travel 24/7 for disabled people comes from existing Department for Work and Pensions (DWP) and Department for Transport (DfT) budgets. It is made up of a £40 million contribution from DWP, and a £20 million contribution from DfT. Budgets for 2027/28 will be agreed through DWPs internal allocations process, which will conclude ahead of the new financial year.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what advice the Access To Work scheme gives to entrepreneurs.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Access to Work does not provide specific advice or guidance for entrepreneurs.

Access to Work is tailored to the individual circumstances of each customer. Entitlement to support is considered based on the person's disability or health condition, the impact this has on their ability to undertake work, and the nature of the work they do, or intend to do.

For Access to Work purposes, entrepreneurs would generally be considered under the scheme's self-employment provisions.

Access to Work assesses applications from self-employed customers on the same basis as other applicants, taking account of their individual needs and circumstances.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps she is taking with employers to support disabled people into work.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

We know that good work is good for health and wellbeing, so we want everyone to get work and get on in work, whoever they are and wherever they live. Disabled people and people with health conditions are a diverse group so access to the right work and health support, in the right place, at the right time, is key.  We have a range of specialist initiatives to support individuals to stay in work and get back into work.

Through the Disability Confident scheme, the Government supports employers to create more inclusive workplaces and improve opportunities for disabled people to enter, remain and progress in work. Disability Confident reforms announced in January 2026 will introduce clearer standards, improved verification arrangements and greater emphasis on employee voice and lived experience. Test and learn activity has concluded and further details of the strengthened scheme will be announced in due course. This will help employers better understand and respond to the experiences of disabled people in the workplace.

Additionally, the government has developed a digital information service for employers, providing better integrated and tailored guidance on supporting health and disability in the workplace.

Sir Charlie Mayfield’s independent Keep Britain Working Report, published on 5 November 2025, highlighted the scale of the problem of people falling out of work for reasons of ill-health and disability, and the vital role employers can play in addressing this. Since publication, we have been working with Vanguard employers and providers, Disabled People's Organisations and people with lived experience to test and refine approaches to disability inclusion, ensuring the Workplace Health System supports more inclusive workplaces and better outcomes for disabled people and people with health conditions.

This includes developing a model of shared responsibility between employees, businesses, representative groups, and government which recognises that successful work and health outcomes depend on all parties working together to create positive change. After ten months of building and testing with employers, providers, places, unions and disabled people, we are taking forward the development of Britain's first Workplace Health System, bringing together better more inclusive workplaces, better support and better intelligence to improve coordination between employers and disabled people, and therefore improve outcomes, improve lives and drive growth.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how he plans to improve coordination between employers and disabled people.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

We know that good work is good for health and wellbeing, so we want everyone to get work and get on in work, whoever they are and wherever they live. Disabled people and people with health conditions are a diverse group so access to the right work and health support, in the right place, at the right time, is key.  We have a range of specialist initiatives to support individuals to stay in work and get back into work.

Through the Disability Confident scheme, the Government supports employers to create more inclusive workplaces and improve opportunities for disabled people to enter, remain and progress in work. Disability Confident reforms announced in January 2026 will introduce clearer standards, improved verification arrangements and greater emphasis on employee voice and lived experience. Test and learn activity has concluded and further details of the strengthened scheme will be announced in due course. This will help employers better understand and respond to the experiences of disabled people in the workplace.

Additionally, the government has developed a digital information service for employers, providing better integrated and tailored guidance on supporting health and disability in the workplace.

Sir Charlie Mayfield’s independent Keep Britain Working Report, published on 5 November 2025, highlighted the scale of the problem of people falling out of work for reasons of ill-health and disability, and the vital role employers can play in addressing this. Since publication, we have been working with Vanguard employers and providers, Disabled People's Organisations and people with lived experience to test and refine approaches to disability inclusion, ensuring the Workplace Health System supports more inclusive workplaces and better outcomes for disabled people and people with health conditions.

This includes developing a model of shared responsibility between employees, businesses, representative groups, and government which recognises that successful work and health outcomes depend on all parties working together to create positive change. After ten months of building and testing with employers, providers, places, unions and disabled people, we are taking forward the development of Britain's first Workplace Health System, bringing together better more inclusive workplaces, better support and better intelligence to improve coordination between employers and disabled people, and therefore improve outcomes, improve lives and drive growth.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to increase pension saving among farmers given that they are excluded from automatic enrolment and receive no employer contributions.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

Under the Pensions Act 2008, every employer must automatically enrol all eligible workers into a qualifying workplace pension scheme and make at least a minimum contribution to their pension.

Self-employed individuals, which can include farm owners and operators, are not eligible for Automatic Enrolment because there is no employer to enrol them or make employer contributions on their behalf. While Automatic Enrolment does not apply to this group, the National Employment Savings Trust (Nest) must accept individuals who are self-employed and wish to join a pension scheme.

The Pensions Commission has been asked to explore wider steps to improve pension outcomes, including for the self-employed. The Commission published its interim report on 19 May 2026, setting out areas of focus on the longer-term challenges around retirement adequacy, especially for those at the greatest risk of Undersaving including the self-employed The Government will set out its plans following the Pensions Commission’s final report, which is due in early 2027.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether he has made an estimate of the level of the Age Addition of 25p per week payable for the State Pensions from 80th birthday to pensioners.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The 25 pence a week Age Addition, first introduced in 1971, is a longstanding part of the old State Pension, for those who reached State Pension age before 6 April 2016, and is paid with their State Pension, when they reach the age of 80.

Successive Governments of different persuasions have decided not to increase the Age Addition payments since its introduction.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what estimate he has made of the average waiting time for a response to applications to the Access to Work scheme in each of the last five years.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

I refer my hon. Friend to the answer I gave on 12 October 2026 to PQ 29470.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he is taking to reduce the waiting time for Access to Work scheme applications in line with his Department's 25 working day standard.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

I refer my Hon. Friend to the statement made on 19 May 2026.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, with reference to The Pensions Commission’s Interim Report Pension 2050: Evidence and Future Priorities, what steps he is taking to (a) encourage and (b) support self-employed workers to save into a private pension.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The proportion of the self-employed who are saving into a pension has fallen significantly, from almost 50% in the late 1990s to less than 20% at present. As highlighted in the Pensions Commission’s interim report, for those whose income solely comes from self-employment, only 4% are contributing to a pension.

While self-employed workers are not eligible for Automatic Enrolment, the National Employment Savings Trust (Nest) must accept individuals who are self-employed, who wish to join a pension scheme.

The Pensions Commission has been asked to explore wider steps to improve pension outcomes, including for the self-employed. The Commission published its interim report on 19 May 2026, setting out areas of focus on the longer-term challenges around retirement adequacy, especially for those at the greatest risk of undersaving. The Government will set out its plans following the Pensions Commission’s final report, which is due in early 2027.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of the potential merits of establishing a Government-backed Collective Defined Contribution scheme for self-employed workers.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The proportion of the self-employed who are saving into a pension has fallen significantly, from almost 50% in the late 1990s to less than 20% at present. As highlighted in the Pensions Commission’s interim report, for those whose income solely comes from self-employment, only 4% are contributing to a pension.

While self-employed workers are not eligible for Automatic Enrolment, the National Employment Savings Trust (Nest) must accept individuals who are self-employed, who wish to join a pension scheme.

The Pensions Commission has been asked to explore wider steps to improve pension outcomes, including for the self-employed. The Commission published its interim report on 19 May 2026, setting out areas of focus on the longer-term challenges around retirement adequacy, especially for those at the greatest risk of undersaving. The Government will set out its plans following the Pensions Commission’s final report, which is due in early 2027.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to encourage employers in Kent to hire more apprentices.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

This government is transforming the Apprenticeships Levy into a new Growth and Skills Levy in England, backed by £1 billion of additional investment, which will support 50,000 more young people into apprenticeships and give employers, including in Kent, greater flexibility to develop the workforce they need to grow and succeed.

As of August, the Government now fully funds apprenticeship training for all eligible under 25s for employers of all sizes.

To support non-levy paying employers (typically SMEs) to meet the additional costs associated with employing young people, we have introduced a new apprenticeship hiring payment of £2,000 when they take on 16–24-year-old apprentices as new employees. Employers hiring apprentices aged 18-24 who have been on Universal Credit for over six months will also be eligible for the new £3,000 Youth Jobs Grant.

We also provide £1,000 to both employers and training providers when they take on apprentices aged under 19, or 19-to-24-year-old apprentices who have an EHCP or have been, or are, in care.

These payments can be added together where the employer and/or apprentice are eligible.

The government also facilitates and funds the Apprenticeship Ambassador Network (AAN) which comprises around 3,000 employers and apprentices who volunteer to promote the benefits of apprenticeships. It operates across all parts of England, including in Kent, through nine regional networks which provide buddying and mentoring support to small businesses to help them recruit and retain apprentices.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, in the light of the publication of the State Pension uprating analysis on 29 September and its conclusion that the new state pension will reach a record high relative to earnings over the coming three years, how that conclusion was reached, including (1) the assumptions made about future earnings growth, (2) the assumptions made about future increases in the consumer price index and average earnings over the relevant period, and (3) the basis on which those assumptions were made.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

Historical average earnings growth and the Consumer Prices Index used in the analysis are consistent with the Office for Budget Responsibility’s economic assumptions published at the Spring Statement 2026.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, following their ad hoc analysis on State Pension uprating, published on 29 September, and in relation to their proposed changes to the state pension from 2030, whether they will publish the assumed figures used for the decade 2030-2040 by year for (1) average earnings growth, (2) inflation/CPI, and (3) the number of pensioners receiving the (a) basic state pension, and (b) new state pension.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

The Department has published analysis of the move to using an adjusted triple lock to uprate the State Pension from April 2030. This analysis did not use single year assumptions for earnings or prices growth. Further detail of the methodology used is contained in the release published on the 28th September.

Question to the Department for Work and Pensions:

To ask His Majesty's Government whether the Department for Work and Pension's long-term model of pensioner incomes (Pensim3) is open access, including information on the underlying assumptions and formulae.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

Pensim3’s baseline data contains information from real individuals and is subject to data protection controls.

Pensim3’s economic and demographic assumptions align with OBR’s Fiscal Risks and Sustainability Report and ONS’s population projections. Other assumptions are outlined in the relevant published results (e.g. future pensioner incomes: https://www.gov.uk/government/statistics/analysis-of-future-pension-incomes/analysis-of-future-pension-incomes).

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Question to the Ministry of Housing, Communities and Local Government:

To ask the Secretary of State for Housing, Communities and Local Government, pursuant to the answer of 8 September 2026, to Question 20451, how many working class civil servants have been recruited under the scheme.

Answered by Jim McMahon - Parliamentary Under-Secretary (Housing, Communities and Local Government)

Civil Service (CS) Masterclasses received accreditation as a formal life chances scheme at the end of January 2025. The CS Masterclasses offers a 2-week face to face programme for individuals from areas of lower social mobility. The scheme is designed to recruit individuals who would typically face barriers when applying for Civil Service roles and focuses on enhancing social mobility for the Civil Service.

Since then, we have run 15 cohorts; 10 in Liverpool City Region and 5 in Greater Manchester. ​

359 people who completed the CS Masterclass are now either in a Civil Service post (301) or currently being onboarded into the Civil Service (58). The departments who have recruited through this scheme are DBS, DWP, HMCTS, Home Office, and MHCLG.

Question to the Department for Transport:

To ask the Secretary of State for Transport, further to the No10 press release, "Free bus travel 24/7 for disabled people as Prime Minister takes further action to ease cost of living", of 17 August 2026, over what financial years is the £60 million being provided; and whether this is additional DfT spending, spending from unallocated budgets, or from reductions to other budgets.

Answered by Simon Lightwood - Parliamentary Under-Secretary (Department for Transport)

The £60 million funding is being provided for financial year 2027-28. This will be met through reprioritisation within existing Department for Transport and Department for Work and Pensions budgets and will not require additional funding from taxpayers.

This is a permanent policy change and funding for future years will be confirmed at the next Spending Review.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, with reference to the Government press release entitled Almost 7 million adults in the dark about their State Pension, published on 14 September 2026, what information the Department holds on the number of people who have made voluntary National Insurance contributions after checking their State Pension forecast in the last three years.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The HMRC-commissioned consumer survey did not provide information on how many people with an incomplete National Insurance (NI) record have never checked their State Pension forecast, nor how many could increase their State Pension entitlement by making voluntary NI contributions. HMRC has also not produced an estimate of these figures.

NI contributions and credits can be built up throughout a person’s working life. Their State Pension entitlement will therefore depend on their contribution history, credited years and any future qualifying years they may accrue before reaching State Pension age. HMRC cannot forecast an individual’s future income or NI contributions to determine whether they could increase their State Pension by making voluntary contributions.

HMRC holds information on customers who made voluntary NI contributions online after checking their State Pension forecast online.

(Based on operational management information, which is subject to change).

These figures relate only to customers who paid voluntary NI contributions online after checking their forecast through the online Check your State Pension forecast service. They do not include customers who checked their forecast and then paid outside the service, or customers who obtained a forecast through DWP and then paid outside the online service.

HMRC encourages customers who are able to do so to check their State Pension forecast online or through the HMRC app. It recognises that digital services are not suitable for everyone, and customers who cannot use the online service can contact the DWP Future Pension Centre to request a forecast.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, with reference to the Government press release entitled Almost 7 million adults in the dark about their State Pension, published on 14 September 2026, what estimate has been made of the number of people who could increase their State Pension entitlement by making voluntary National Insurance contributions.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The HMRC-commissioned consumer survey did not provide information on how many people with an incomplete National Insurance (NI) record have never checked their State Pension forecast, nor how many could increase their State Pension entitlement by making voluntary NI contributions. HMRC has also not produced an estimate of these figures.

NI contributions and credits can be built up throughout a person’s working life. Their State Pension entitlement will therefore depend on their contribution history, credited years and any future qualifying years they may accrue before reaching State Pension age. HMRC cannot forecast an individual’s future income or NI contributions to determine whether they could increase their State Pension by making voluntary contributions.

HMRC holds information on customers who made voluntary NI contributions online after checking their State Pension forecast online.

(Based on operational management information, which is subject to change).

These figures relate only to customers who paid voluntary NI contributions online after checking their forecast through the online Check your State Pension forecast service. They do not include customers who checked their forecast and then paid outside the service, or customers who obtained a forecast through DWP and then paid outside the online service.

HMRC encourages customers who are able to do so to check their State Pension forecast online or through the HMRC app. It recognises that digital services are not suitable for everyone, and customers who cannot use the online service can contact the DWP Future Pension Centre to request a forecast.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, with reference to the Government press release entitled Almost 7 million adults in the dark about their State Pension, published on 14 September 2026, what proportion of people who have an incomplete National Insurance record have never checked their State Pension forecast.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The HMRC-commissioned consumer survey did not provide information on how many people with an incomplete National Insurance (NI) record have never checked their State Pension forecast, nor how many could increase their State Pension entitlement by making voluntary NI contributions. HMRC has also not produced an estimate of these figures.

NI contributions and credits can be built up throughout a person’s working life. Their State Pension entitlement will therefore depend on their contribution history, credited years and any future qualifying years they may accrue before reaching State Pension age. HMRC cannot forecast an individual’s future income or NI contributions to determine whether they could increase their State Pension by making voluntary contributions.

HMRC holds information on customers who made voluntary NI contributions online after checking their State Pension forecast online.

(Based on operational management information, which is subject to change).

These figures relate only to customers who paid voluntary NI contributions online after checking their forecast through the online Check your State Pension forecast service. They do not include customers who checked their forecast and then paid outside the service, or customers who obtained a forecast through DWP and then paid outside the online service.

HMRC encourages customers who are able to do so to check their State Pension forecast online or through the HMRC app. It recognises that digital services are not suitable for everyone, and customers who cannot use the online service can contact the DWP Future Pension Centre to request a forecast.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, with reference to the Government press release entitled Almost 7 million adults in the dark about their State Pension, published on 14 September 2026, what assessment he has made of the potential merits of providing proactive notifications to people whose National Insurance records indicate that they may benefit from making additional contributions.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The HMRC-commissioned consumer survey did not provide information on how many people with an incomplete National Insurance (NI) record have never checked their State Pension forecast, nor how many could increase their State Pension entitlement by making voluntary NI contributions. HMRC has also not produced an estimate of these figures.

NI contributions and credits can be built up throughout a person’s working life. Their State Pension entitlement will therefore depend on their contribution history, credited years and any future qualifying years they may accrue before reaching State Pension age. HMRC cannot forecast an individual’s future income or NI contributions to determine whether they could increase their State Pension by making voluntary contributions.

HMRC holds information on customers who made voluntary NI contributions online after checking their State Pension forecast online.

(Based on operational management information, which is subject to change).

These figures relate only to customers who paid voluntary NI contributions online after checking their forecast through the online Check your State Pension forecast service. They do not include customers who checked their forecast and then paid outside the service, or customers who obtained a forecast through DWP and then paid outside the online service.

HMRC encourages customers who are able to do so to check their State Pension forecast online or through the HMRC app. It recognises that digital services are not suitable for everyone, and customers who cannot use the online service can contact the DWP Future Pension Centre to request a forecast.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, with reference to the Government press release entitled Almost 7 million adults in the dark about their State Pension, published on 14 September 2026, what assessment has been made of whether further action is required to ensure that people who do not regularly use digital Government services are able to obtain and understand their State Pension forecast.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The HMRC-commissioned consumer survey did not provide information on how many people with an incomplete National Insurance (NI) record have never checked their State Pension forecast, nor how many could increase their State Pension entitlement by making voluntary NI contributions. HMRC has also not produced an estimate of these figures.

NI contributions and credits can be built up throughout a person’s working life. Their State Pension entitlement will therefore depend on their contribution history, credited years and any future qualifying years they may accrue before reaching State Pension age. HMRC cannot forecast an individual’s future income or NI contributions to determine whether they could increase their State Pension by making voluntary contributions.

HMRC holds information on customers who made voluntary NI contributions online after checking their State Pension forecast online.

(Based on operational management information, which is subject to change).

These figures relate only to customers who paid voluntary NI contributions online after checking their forecast through the online Check your State Pension forecast service. They do not include customers who checked their forecast and then paid outside the service, or customers who obtained a forecast through DWP and then paid outside the online service.

HMRC encourages customers who are able to do so to check their State Pension forecast online or through the HMRC app. It recognises that digital services are not suitable for everyone, and customers who cannot use the online service can contact the DWP Future Pension Centre to request a forecast.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to Cabinet Office publication, Expenditure Over £25,000 - June 2026 (Cabinet Office Core), of 30 July 2026, reference 1037285812, for £32,750.00, via RUSSELL REYNOLDS ASSOCIATES LTD, what was the Director General post which was recruited via the external firm.

Answered by Mark Ferguson - Parliamentary Secretary (Cabinet Office)

Payment reference 1037285812 relates to executive search for the Permanent Secretary for the Department for Work and Pensions role.

Question to the Department for Education:

To ask His Majesty's Government what progress has been made on data-sharing arrangements between the Department of Work and Pensions and Department for Education to ensure that children automatically qualify for free school meals as their families move onto the expanded Universal Credit from September 2026.

Answered by Baroness Smith of Malvern - Minister of State (Department for Work and Pensions)

This government is committed to breaking down barriers to opportunity and tackling child poverty. We want to ensure that every family that needs support can access it. Extending free school meals to all children in households receiving Universal Credit represents a significant step towards achieving that objective. The expansion provides over half a million additional children with access to a free, nutritious lunchtime meal and is expected to lift around 100,000 children out of poverty by the end of this Parliament.

The department has upgraded the eligibility checking system, which makes it easier to check if children are eligible for free meals. We also have worked closely across government, including with the Department for Work and Pensions, and with schools and local authorities to support implementation and raise awareness.

The department will monitor take-up as the expansion is implemented.

Question to the Department for Education:

To ask His Majesty's Government what plans, if any, they have to introduce national auto-enrolment for free school meals for all children in households receiving Universal Credit.

Answered by Baroness Smith of Malvern - Minister of State (Department for Work and Pensions)

This government is committed to breaking down barriers to opportunity and tackling child poverty. We want to ensure that every family that needs support can access it. Extending free school meals to all children in households receiving Universal Credit represents a significant step towards achieving that objective. The expansion provides over half a million additional children with access to a free, nutritious lunchtime meal and is expected to lift around 100,000 children out of poverty by the end of this Parliament.

The department has upgraded the eligibility checking system, which makes it easier to check if children are eligible for free meals. We also have worked closely across government, including with the Department for Work and Pensions, and with schools and local authorities to support implementation and raise awareness.

The department will monitor take-up as the expansion is implemented.

Question to the Department for Education:

To ask His Majesty's Government what assessment they have made of the number of children who do not receive free school meals they are entitled to; and what steps they are taking to ensure that all eligible children receive free school meals.

Answered by Baroness Smith of Malvern - Minister of State (Department for Work and Pensions)

The government is committed to breaking down barriers to opportunity and tackling child poverty. From September 2026, eligibility for free school meals (FSMs) was extended to all children in households receiving Universal Credit, providing over half a million additional children with access to a free, nutritious lunchtime meal. The department recognises the vital role played by FSMs and encourages all eligible families to claim the support to which they are entitled.

The department has upgraded the Eligibility Checking System, making it easier to identify children who are eligible for FSMs. We have also worked closely across government, including with the Department for Work and Pensions, as well as with schools and local authorities, to support implementation and awareness of the expanded entitlement.

The department does not routinely assess the number of children who are entitled to FSMs but do not receive them.

The department will continue to monitor take-up of FSMs following implementation of the expansion, including through the school census.

Make Oliver McGowan Mandatory Training compulsory for all staff members in all education settings, ensuring staff are equipped to support autistic pupils and reduce trauma, misunderstanding and exclusion.

Found: Thousands of DWP health care professionals completed the training and we believe education staff should

Found: Where DWP spends its money Figure 3 Department for Work & Pensions (DWP) spending, 2025-26 Other disability

Found: Pensions 2025-26 Overview – Departmental overview Date: 13 Oct 2026 Departments: Department for Work and Pensions

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Found: Department for Environment, Food and Rural Affairs 38 Department for Transport 41 Department for Work and Pensions

Found: The Department for Work and Pensions has issued guidance for decision makers which sets out the matters

Found: The Department for Work and Pensions has issued guidance for decision makers which sets out the matters

Found: (DWP) records to establish what those records tell us about the applicant’s residence

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Found: (e) To evidence a pension: (i) Official documentation from: (1) The Department for Work and Pensions

Found: Responsibility for this guidance moved to the Department for Work and Pensions on 1 April 2026.

Found: Responsibility for this guidance moved to the Department for Work and Pensions on 1 April 2026.

Found: Organisations Lincoln Prison works with Lincoln works with the Department of Work and Pensions (DWP),

Found: Organisations Lincoln Prison works with Lincoln works with the Department of Work and Pensions (DWP),

Found: Relevant evidence may include bank statements or relevant statements / documentation from DWP or HMRC

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Found: Forces Independence Payment (AFIP): On 8 April 2013 the MOD, in conjunction with the Department for Work and Pensions

Found: Forces Independence Payment (AFIP): On 8 April 2013 the MOD, in conjunction with the Department for Work and Pensions

Found: Forces Independence Payment (AFIP): On 8 April 2013 the MOD, in conjunction with the Department for Work and Pensions

Found: Forces Independence Payment (AFIP): On 8 April 2013 the MOD, in conjunction with the Department for Work and Pensions

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Found: On 8 April 2013 the Ministry of Defence (MOD), in conjunction with the Department for Work and Pensions

Found: – The Public Sector Fraud Authority will move to the Department for Work and Pensions (DWP), with

Found: Backed by the UK Government (Department for Work and Pensions) via Leicestershire.

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Found: Sport 100 Parliament Street LONDON United Kingdom SW1A 2BQ Central Government 10007868 Department for Work and Pensions

Found: A claim may be held ‘clerically’ by the DWP. This means it is not registered on the DWP database.

Found: • tenancy agreement • pay slips • bank statements • utility bills • letters from Department for Work and Pensions

Found: their application, such as a refuge, social services, legal representatives or the Department for Work and Pensions

Found: • tenancy agreement • pay slips • bank statements • utility bills • letters from Department for Work and Pensions

Found: (DWP) records to establish what those records tell us about the applicant’s residence

Found: information derived from any checks run against HM Revenue and Customs and certain Department for Work and Pensions

Found: (DWP) records to establish what those records tell us about the applicant’s residence

Found: • Further develop our relationship with the DWP to ensure care experienced people can access all

Found: Compensation Scheme Decisions relating to the Windrush Compensation Scheme made by the Department for Work and Pensions

Found: Responsibility for the overall apprenticeship programme now sits with the Department of Work and Pensions (DWP

Found: Organisations Lincoln Prison works with Lincoln works with the Department of Work and Pensions (DWP),

Found: Organisations Lincoln Prison works with Lincoln works with the Department of Work and Pensions (DWP),

Found: research career in 2013 at Kantar Public, managing evaluations for clients including DfE/DWP

Found: his social research career in 2013 at Kantar Public, managing evaluations for clients including DfE/DWP

Found: next.Property Leadership Meredith May MRICS CIWFM Head of Strategy, Portfolio and Leasehold Management, DWP

Found: pension is being paid because they are a recently bereaved Spouse/civil partner/Dependant ChildUsed by DWP

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Found: DWP Synergy – Absence & Expenses alpha reassessment

Found: DWP Jobs & Careers Service - Explore work, build a CV and look for jobs beta

Found: DWP Jobs & Careers Service – Find a Job Replacement (employers) beta

Found: The Baroness Sherlock OBE Minister of State Department for Work and Pensions Caxton House Tothill

Found: recognises the underpinning policy intent to develop a recovery framework that brings greater fairness to DWP

Found: Brien, chair of the Social Security Advisory Committee (SSAC) and Baroness Sherlock, Department for Work and Pensions

Found: An existing civil servant, Dominic is currently a Chief Operating Officer at the Department for Work and Pensions

Found: HEALTH AND SOCIAL CARE 34 MINISTRY OF JUSTICE 38 DEPARTMENT FOR EDUCATION 41 DEPARTMENT FOR WORK AND PENSIONS

Found: The Department for Work and Pensions will continue to work with Skills England and with business to

Found: The Department for Work and Pensions will continue to work with Skills England and with business to

Found: reconciliation applied to the 2025-26 Scottish Budget due to the unavailability of final 2023-24 Department for Work and Pensions

Found: estimates Income ONS UK Earnings and hours worked (region by public and private sector ASHETable 25) DWP

Found: reliability of benefits data received in the NWG data and its representativeness relative to data from DWP

Found: The Department for Work and Pensions (DWP) pro- vides detailed statistics on the number of people claim

Found: likelihood of planning for work UC clients, Scotland and England, January 2020 to February 2026 Source: DWP

Found: DWP RECHARGES DIRECTORATE FOR SOCIAL SECURITY DEPARTMENT FOR WORK AND PENSIONS (DSS CORPORATE SERVICES

Found: The DWP certainly came in for more criticism.

Found: Referrals DWP / Social Security Scotland was added as a source of ASP referrals (indicator 1).

Found: authority2025-26[low][low][low][low][low]Social work - Children and Families2025-26[low][low][low][low][low]DWP

Found: I am pleased to confirm that according to data provided by the DWP the rapid delivery of the Government

Found: There is also a lack of clarity from DWP about the future of the Flexible Employment Support (FES) programme

Found: A person should not have to understand whether their need belongs to the NHS, their council, DWP, a

Found: carers in the UK and 69.1% of Carer’s Allowance recipients in 2023– 24 (Carers UK, 2021; Department for Work and Pensions

Found: The DWP say this is ‘unsustainable’. (DWP , April 2025).

Found: sector staff that deliver learning and skills provision in South Wales prisons 500 Department for Work and Pensions

Found: crisis category; o requested amount; o previous applications or refusals; o information held by DWP

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Found: Stolen Money 3310 Reached Maximum Awards 2007 Ineligible Travel Needs 1738 Failed Name Check 1392 Failed DWP

Found: The Welsh Government continues to press the UK Government to agree DWP and HMRC disregards so that the

Found: Experiences with the Department for Work and Pensions (DWP) were described as shaming and traumatising