Department for Work and Pensions

Long-term sickness continues to be the most common reason for economic inactivity among the working age population. We know that good work is good for health, so we want everyone to get work and get on in work, whoever they are and wherever they live. In our Pathways to Work Green Paper we set out our Pathways to Work offer, backed by £1 billion a year of new funding by the end of the decade.

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. The Government is committed to supporting people with health conditions with their employment journey.

We therefore have a range of specialist initiatives to support individuals to stay in work and get back into work, including those that join up employment and health systems. Existing measures include support from Work Coaches and Disability Employment Advisers in Jobcentres and Access to Work grants. Through Pathways to Work we are building towards a guaranteed offer of personalised work, health and skills support for all disabled people and people with health conditions on out of work benefits, building on and bringing together initiatives such as Connect to Work, WorkWell and Employment Advisers in Talking Therapies.

Additionally, we have developed a digital information service for employers and continue to oversee the Disability Confident Scheme.

In November 2025, Sir Charlie Mayfield published the Keep Britain Working Review, setting out recommendations to help employers create healthier, more inclusive workplaces and to reshape how Government works with employers to improve work and health outcomes. We are now working with volunteer employers, providers and regions through a Vanguard Phase to test and refine approaches that support disabled people and people with long‑term physical and mental health conditions to thrive in work. This includes developing effective stay‑in‑work and return‑to‑work practices, strengthening prevention, and building the evidence needed to spread good practice so that disabled workers and workers with long-term health conditions receive the support they need to remain in employment successfully.

The 10 Year Health Plan, published in July, builds on existing work to better integrate health with employment support and incentivise greater cross-system collaboration, recognising good work is good for health. The Plan states our intention to break down barriers to opportunity by delivering the holistic support that people need to access and thrive in employment by ensuring a better health service for everyone, regardless of condition or service area. It outlines how the neighbourhood health service will join up support from across the work, health and skills systems to help address the multiple complex challenges that often stop people finding and staying in work.

I refer the hon. Member to the answer I provided on 17 March 2026 to question: UIN 119633.

The Government is committed to supporting all neurodivergent people, including autistic people, into and at work. This is part of our wider commitment to drive healthy and inclusive workplaces for all.

Our employment support for neurodivergent people is led by DWP’s £1 billion, voluntary, locally-led Supported Employment programme, Connect to Work. It covers all of England and Wales, with the exception of Greater Manchester which is using their Connect to Work funding to pilot their Prevention Demonstrator, through their Integrated Settlement.

Connect to Work will support around 300,000 disabled people, people with health conditions and individuals with complex barriers to employment by the end of the decade. It offers intensive, personalised employment support to help people move into and stay in paid employment, and is built around two internationally recognised evidence-based Supported Employment frameworks: Individual Placement and Support, and the Supported Employment Quality Framework. The latter has been specifically designed to support neurodivergent people and those with learning disabilities into sustainable jobs. Crucially, Connect to Work supports both participants and employers, helping to ensure that individuals are given the best chance to succeed once in work.

We recognise that supporting employers to understand the needs of neurodivergent employees is also key to our efforts. This year we funded free-of-charge neurodiversity masterclasses, delivered by ACAS, to help small and medium sized businesses build their understanding of neurodivergence and improve workplace support. Over 1800 representatives of small and medium sized businesses attended these masterclasses.

As announced early this year, we are reforming our Disability Confident scheme by strengthening its criteria and expectations to drive meaningful change across its approximately 19,000 employer members and the estimated 11.5 million employees working in their organisations. The reforms will provide clearer, more robust guidance on inclusive recruitment and retention, including for autistic people; and these reforms are being closely aligned with the work of the Keep Britain Working Review.

As part of the vanguard phase of the Keep Britain Working Review, we are working directly with employers to identify what “good” looks like in inclusive workplace practice, including for neurodivergent employees. This vanguard phase includes over 150 volunteer employers and 10 regions and will, over the next three years, work with government to test employer-led approaches to support individuals to stay in and return to work.

Finally, last year, DWP launched an independent panel of academics with expertise and lived experiences of neurodiversity to advise us on boosting neurodiversity awareness and inclusion at work. The panel considered the reasons why neurodivergent people have poor experiences in the workplace, and a low overall employment rate. DWP has now received a final version of the Panel’s report and is considering its findings.

The Government is committed to supporting all neurodivergent people, including autistic people, into and at work. This is part of our wider commitment to drive healthy and inclusive workplaces for all.

Our employment support for neurodivergent people is led by DWP’s £1 billion, voluntary, locally-led Supported Employment programme, Connect to Work. It covers all of England and Wales, with the exception of Greater Manchester which is using their Connect to Work funding to pilot their Prevention Demonstrator, through their Integrated Settlement.

Connect to Work will support around 300,000 disabled people, people with health conditions and individuals with complex barriers to employment by the end of the decade. It offers intensive, personalised employment support to help people move into and stay in paid employment, and is built around two internationally recognised evidence-based Supported Employment frameworks: Individual Placement and Support, and the Supported Employment Quality Framework. The latter has been specifically designed to support neurodivergent people and those with learning disabilities into sustainable jobs. Crucially, Connect to Work supports both participants and employers, helping to ensure that individuals are given the best chance to succeed once in work.

We recognise that supporting employers to understand the needs of neurodivergent employees is also key to our efforts. This year we funded free-of-charge neurodiversity masterclasses, delivered by ACAS, to help small and medium sized businesses build their understanding of neurodivergence and improve workplace support. Over 1800 representatives of small and medium sized businesses attended these masterclasses.

As announced early this year, we are reforming our Disability Confident scheme by strengthening its criteria and expectations to drive meaningful change across its approximately 19,000 employer members and the estimated 11.5 million employees working in their organisations. The reforms will provide clearer, more robust guidance on inclusive recruitment and retention, including for autistic people; and these reforms are being closely aligned with the work of the Keep Britain Working Review.

As part of the vanguard phase of the Keep Britain Working Review, we are working directly with employers to identify what “good” looks like in inclusive workplace practice, including for neurodivergent employees. This vanguard phase includes over 150 volunteer employers and 10 regions and will, over the next three years, work with government to test employer-led approaches to support individuals to stay in and return to work.

Finally, last year, DWP launched an independent panel of academics with expertise and lived experiences of neurodiversity to advise us on boosting neurodiversity awareness and inclusion at work. The panel considered the reasons why neurodivergent people have poor experiences in the workplace, and a low overall employment rate. DWP has now received a final version of the Panel’s report and is considering its findings.

Although the Department collects information on the medical condition(s) of Access to Work customers, readily available primary medical condition categories do not allow for the disaggregation of people with multiple sclerosis or other progressive neurological conditions. Where this information is recorded it may be stored as descriptive free-text and extracting it would require manual review of individual records therefore incurring a disproportionate cost. Statistics on the number of people in receipt of payment for Access to Work by readily available primary medical condition categories are published annually in Table PAY03a-d of the Access to Work official statistics: Access to Work statistics - GOV.UK.

The latest statistics for 2024/25 show that over seven in ten children in poverty are in working families. ‘Our Children, Our Future: Tackling Child Poverty’, published in December 2025, sets out Government’s commitment to tackling child poverty, including in working households.

Measures include the removal of the two child limit in Universal Credit, which will lift 450,000 children out of poverty. Alongside other measures set out in the Strategy, including extending Free School Meals to all children in households in receipt of Universal Credit, will reduce child poverty by 550,000 in the final year of this Parliament, the largest reduction over a Parliament since comparable records began.

This comes alongside raising the National Living Wage to £12.71 an hour to boost the pay of 2.4 million workers, tripling our investment in breakfast clubs to over £30 million and investing £39 billion in social and affordable housing.

Providing the right employment support can help parents progress in work. That is why the UK Government is driving forward labour market interventions that will deliver a step-change in support and help parents to enter and progress in work.

Since September 2025, eligible working parents of children from 9 months old living in England have been able to access 30 hours of Government-funded childcare. Working parents on Universal Credit can receive 85% of childcare costs and 100% of any upfront costs and, we announced that childcare support through Universal Credit would be extended to help with the childcare costs for all children, rather than being capped at two.

Around 250,000 Universal Credit households had at least one third party deduction for court fines in the quarter ending in November 2025.

Notes:

1. Figures have been calculated by identifying Universal Credit households with at least one thirdparty deduction for court fines during any month within the quarter. Households with a court fines deduction in more than one month of the quarter have been counted once only, to reflect the number of unique households affected during the period.

2. Data up to November 2025 has been provided in line with the latest available Universal Credit Deductions Statistics.

3. Figures have been provided for Universal Credit households in Great Britain.

4. Figures are provisional and are subject to retrospective change as later data becomes available.

5. Numbers are rounded to the nearest 10,000.

Access to Work payment processing is currently at 10 working days for generic payments and 15 days for special aids and equipment. We are upskilling additional staff to deliver payments and reduce processing times.

Information on departmental performance, including measures, can be found in the Annual Reports and Accounts DWP annual report and accounts 2024 to 2025 - GOV.UK

An accessible online version of a DLA1 (new claim form) is available to download from gov.uk.

All other DLA Child forms and letters are available as a reasonable adjustment for customers who require alternative methods to interact with the department. These include, but are not limited to, email accessible version, braille, large print, audio.

All forms and letters are regularly reviewed to ensure they provide the customer with the information required and support a smooth customer interaction.

The support that a customer will receive from Access to Work is dependent upon their needs and circumstances at the time they make an application or award renewal. Case managers will use the current guidance to ensure Access to Work principles are considered when making a decision on support.

The Department of Work and Pensions assures the accuracy of Child Maintenance payment calculations. As part of its Quality Framework, the measurement carried out by the Department is then independently assured by the National Audit Office.

Information on calculation accuracy is published annually in the Child Maintenance Service Client Funds Accounts, which show that since 2020 the CMS has consistently achieved an assessment accuracy rate exceeding the benchmark of 99%.

Around 90 per cent of Child Maintenance calculations are based on verified HMRC earnings data and DWP benefit records, reducing the risk of income mis‑declaration, supporting timely and reliable assessments. Calculations use the most recent HMRC tax year available, are automatically reviewed annually, and may be reassessed at any time where income changes by 25 per cent or more. Statutory rates reflect income, number of children and shared care arrangements, with a flat rate protecting those on the lowest incomes.

The Department regularly review the calculation methodology to ensure it remains fair, accurate and supports compliance.

Following a public consultation on wider reforms to consolidate the Child Maintenance Service (CMS) into a single service type where the CMS collects and transfers payments, the Government published its response setting out plans to reform the CMS. This includes plans to reduce fees to 2% for both receiving parents and compliant paying parents, maintaining the 20% rate for non-compliant paying parents on top of their calculated maintenance amount.

The reformed service is expected to improve CMS’s ability to re-establish compliance more efficiently when payments break down. Retaining fees at this substantially reduced level will balance the interests of customers with the need to offset the cost of the service and provide the investment needed to make the reforms, reducing the burden on the taxpayer.

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

The Department is committed to ensuring transparency and accountability in the administration of the Child Maintenance Service (CMS).

The Child Maintenance Decision Makers’ Guide is published on GOV.UK and provides transparency around CMS policy and guidance for both caseworkers and customers. This guidance is used alongside the Child Support Act 1991 and associated regulations, ensuring that all decisions comply with DWP policy and statutory requirements.

In addition, CMS issues operational instructions that support caseworkers in their day-to-day decision-making and promote the consistent and uniform application of rules.

The Department also publishes quarterly CMS statistics, with the most recent release covering data up to December 2025. These are supported by detailed breakdowns on Stat‑Xplore and a suite of tables within the national statistics.

Accountability is strengthened through independent external audits through National Audit Office and Government Internal Audit Agency.

External Audit reports are prepared every year and are included in the annual accounts: CMS Client Funds Accounts, providing assurance over the management of funds and enabling parliamentary and public scrutiny. For the year 25/26, going forward, Client Funds Accounts will be removed, and reporting of CMS funds will be included in the DWP Annual Report and Accounts.

Responsibility for the terms and administration of the Scheme sits with Motability Foundation and its Board of Governors.

The changes to the leasing package were announced on 26 March and include reducing the mileage allowance from 20,000 per year to 10,000 per year. Changes only apply to new leases and there are no changes to the mileage allowance of existing leases. Motability Foundation have advised that approximately 75% of customers on the Scheme already use less miles than the proposed new mileage allowance. They have acknowledged that there will be an impact on some customers and are considering if the impact can be mitigated in some limited circumstances.

Responsibility for the terms and administration of the Scheme sits with Motability Foundation and its Board of Governors.

The changes to the leasing package were announced on 26 March and include reducing the mileage allowance from 20,000 per year to 10,000 per year. Changes only apply to new leases and there are no changes to the mileage allowance of existing leases. Motability Foundation have advised that approximately 75% of customers on the Scheme already use less miles than the proposed new mileage allowance. They have acknowledged that there will be an impact on some customers and are considering if the impact can be mitigated in some limited circumstances.

Responsibility for the terms and administration of the Scheme sits with Motability Foundation and its Board of Governors.

The changes to the leasing package were announced on 26 March and include reducing the mileage allowance from 20,000 per year to 10,000 per year. Changes only apply to new leases and there are no changes to the mileage allowance of existing leases. Motability Foundation have advised that approximately 75% of customers on the Scheme already use less miles than the proposed new mileage allowance. They have acknowledged that there will be an impact on some customers and are considering if the impact can be mitigated in some limited circumstances.

The Child Maintenance Service (CMS) has a range of controls in place to minimise administrative and other errors.

CMS uses verified income information from HM Revenue and Customs and other government systems and applies statutory calculation rules in assessing maintenance liabilities. Caseworkers are supported by detailed operational instructions, the Child Maintenance Decision Makers’ Guide, and child maintenance legislation to ensure decisions are made accurately and consistently. Quality assurance activity is used to identify, mitigate, and address errors, including through case sampling, call listening, and management oversight.

Decisions on whether a case is managed under a non‑enforced or enforced payment method are based on an assessment of a paying parent’s payment history, likelihood of compliance in line with policy guidance and statutory regulations. Caseworkers are required to record decision making for changes in payment method, and these decisions are subject to team leader and quality assurance checks as part of the Department’s Quality Assurance Framework.

Parents are provided with written explanations of calculations and decisions and have access to mandatory reconsideration and independent appeal routes where they believe a decision is incorrect.

The Child Maintenance Service (CMS) is committed to improving customer experience and are taking significant steps to enhance service quality for customers.

All CMS caseworkers receive extensive technical and soft skills training to ensure they are fully equipped to meet the needs of customers. We are investing in developing, reviewing, and improving new entrant and caseworker training materials and delivery across CMS in order to ensure greater consistency in customer interactions. Our transformed caseworker Smart Instructions ensure guidance is clearer, easier to follow, and more consistent, enabling caseworkers to access up to date instructions more quickly and reliably during customer interactions.

CMS proactively use quality assurance checks, call listening, customer insight from complaints and feedback to identify where caseworkers may need additional coaching or support to deliver a consistent and confident telephony service.

Through our Service Modernisation Programme, we are expanding digital channels and self-service options providing greater choice and flexibility and a faster and more responsive service to our customers. We have enhanced customer communications by increasing the use of SMS text and email and simplifying letters to make them clearer and easier to understand. Our online service My Child Maintenance Case (MCMC), allows parents to access advice and manage their case 24 hours a day, seven days a week.

The Department recently announced that, for national rollout, eligibility for the Jobs Guarantee will be expanded to include 22-24-year-olds, meaning all eligible 18-24-year-olds across Great Britain will benefit from a fully funded six month guaranteed paid employment opportunity. Once fully rolled out, the scheme is expected to support more than 90,000 young people over the next three years.

We know that young people need support quickly, which is why delivery of Phase One of the Jobs Guarantee will begin from Spring 2026. The grant application window for Phase One has now closed and applications are being assessed, with successful Delivery Organisations to be announced in due course.

This will be followed by national rollout across Great Britain in Autumn 2026. Learning from Phase One will be used to support effective national delivery of the scheme, alongside close working with Delivery Organisations and employers. This will ensure the scheme is delivered as intended for all eligible young people.

Further details on delivery will be set out in the coming weeks.

Responsibility for the terms and administration of the Scheme sits with Motability Foundation and its Board of Governors.

The changes to the leasing package were announced on 26 March and include reducing the mileage allowance from 20,000 per year to 10,000 per year. Changes only apply to new leases and there are no changes to the mileage allowance of existing leases. Motability Foundation have advised that approximately 75% of customers on the Scheme already use less miles than the proposed new mileage allowance. They have acknowledged that there will be an impact on some customers and are considering if the impact can be mitigated in some limited circumstances.

Information regarding the performance of The Pension Service can be found in the Annual Reports and Accounts 2024-25 linked here - DWP Annual Report and Accounts 2024 to 25

The Government carefully considered the findings of the Ombudsman’s report on the communication of changes to women’s State Pension age, and a detailed response including an Equality Analysis has been deposited in the House Library.

The information requested is not readily available and to provide it would incur disproportionate cost.

DWP takes its responsibility to safeguard personal data extremely seriously. All staff have an obligation to report suspected breaches; security responsibilities are covered in mandatory security training, undertaken annually.

As of 28 February 2026, we have 94,876 employees in the Department, of which, there are 227 individuals who have a disciplinary case currently open or closed within the last 12 months relating to ‘Unauthorised Access’, of which 7 individuals were dismissed. These figures cover both paid and unpaid Department for Work and Pensions staff only.

Information on the other parts of the question would only be available at disproportionate cost as data is not held on central DWP systems.

This Government will not leave an entire generation of young people behind. For many years our young people have not had the opportunity and support they deserve. Under the last government, between 2021 and 2024, the number of young people not in education, employment or training increased by 250,000.

Building on the Youth Guarantee and Growth and Skills Levy announcement at Budget, the Government committed a further £1 billion for young people on 16^th March 2026, taking total additional investment into the Youth Guarantee and the Growth and Skills Levy to £2.5 billion over the next three years. This investment will support almost one million young people and create up to 500,000 opportunities to earn and learn.

As part of this package, the Government is delivering eight Youth Guarantee Trailblazers in England, expanding Youth Hubs to more than 360 areas across Great Britain and introducing a new Youth Guarantee Gateway in Jobcentres. The Gateway will provide 16-24-year-olds on Universal Credit a dedicated session and follow-up support to help them move into work, training or education.

This investment will also create around 300,000 more opportunities to gain workplace experience and training, including up to 150,000 work experience placements and up to 145,000 employer designed training opportunities, such as Sector based Work Academy Programmes, which offer participants a guaranteed job interview at the end.

In addition, the Government is taking action to support employers to recruit and train young people, helping to unlock up to 200,000 more employment opportunities. This includes a new £3,000 Youth Jobs Grant for employers who hire 18–24-year-olds who have been on Universal Credit for over six months, a new £2,000 apprenticeship incentive for small and medium sized employers hiring 16–24-year-old, and the Jobs Guarantee scheme, providing long-term unemployed 18–24-year-olds with a fully funded six month job.

The Government will also prioritise prevention, building on measures announced in the Skills White Paper. The Government will improve support in schools, monitor attendance, increase access to work experience and work with local authorities to pilot auto-enrolling young people in further education, if needed.

In Surrey Heath, young people are already supported through Camberley Youth Hub, which provides high-quality, holistic support, including mental health, housing, essential and vocational skills, and employer engagement. Ensuring support for every young person, including those not claiming benefits, aged 16–24 has access to training, apprenticeships, or employment support.

The information requested on trends in levels of youth unemployment and economic inactivity is published and available at: https://www.nomisweb.co.uk/default.asp(opens in a new tab) and the guidance for users can be found at: https://www.nomisweb.co.uk/home/newuser.asp(opens in a new tab).

This Government will not leave an entire generation of young people behind. For many years our young people have not had the opportunity and support they deserve. Under the last government, between 2021 and 2024, the number of young people not in education, employment or training increased by 250,000.

Building on the Youth Guarantee and Growth and Skills Levy announcement at Budget, the Government committed a further £1 billion for young people on 16^th March 2026, taking total additional investment into the Youth Guarantee and the Growth and Skills Levy to £2.5 billion over the next three years. This investment will support almost one million young people and create up to 500,000 opportunities to earn and learn.

As part of this package, the Government is delivering eight Youth Guarantee Trailblazers in England, expanding Youth Hubs to more than 360 areas across Great Britain and introducing a new Youth Guarantee Gateway in Jobcentres. The Gateway will provide 16-24-year-olds on Universal Credit a dedicated session and follow-up support to help them move into work, training or education.

This investment will also create around 300,000 more opportunities to gain workplace experience and training, including up to 150,000 work experience placements and up to 145,000 employer designed training opportunities, such as Sector based Work Academy Programmes, which offer participants a guaranteed job interview at the end.

In addition, the Government is taking action to support employers to recruit and train young people, helping to unlock up to 200,000 more employment opportunities. This includes a new £3,000 Youth Jobs Grant for employers who hire 18–24-year-olds who have been on Universal Credit for over six months, a new £2,000 apprenticeship incentive for small and medium sized employers hiring 16–24-year-old, and the Jobs Guarantee scheme, providing long-term unemployed 18–24-year-olds with a fully funded six month job.

The Government will also prioritise prevention, building on measures announced in the Skills White Paper. The Government will improve support in schools, monitor attendance, increase access to work experience and work with local authorities to pilot auto-enrolling young people in further education, if needed.

In Surrey Heath, young people are already supported through Camberley Youth Hub, which provides high-quality, holistic support, including mental health, housing, essential and vocational skills, and employer engagement. Ensuring support for every young person, including those not claiming benefits, aged 16–24 has access to training, apprenticeships, or employment support.

The information requested on trends in levels of youth unemployment and economic inactivity is published and available at: https://www.nomisweb.co.uk/default.asp(opens in a new tab) and the guidance for users can be found at: https://www.nomisweb.co.uk/home/newuser.asp(opens in a new tab).

We are working closely with the Department for Energy Security and Net Zero (DESNZ) on a range of sustainable built environment careers to ensure that the move to a clean economy benefits us all.

We are contributing labour market insight and employer engagement expertise to DESNZ’s work on the Clean Jobs Employer Handbook, which is being developed to help employers recruit into green and net zero roles.

We have also established support for our customers to apply for clean energy jobs. Our Strategic Relationship Team (SRT) has utilised employer and partner expertise to create digital resources for work coaches and employer advisors, so they are aware of the clean energy job opportunities available to our customers. In late 2025, SRT partnered with Energy and Utility Skills to develop a ‘sector-entry’ pilot. This commenced in early 2026 and supports entrants into the sector.

The apprenticeship ‘National achievement rate tables’ are published in the Apprenticeships statistics publications.

Ministers and officials regularly discuss a range of matters with PCS and other trade unions.

I have also recently written to the General Secretary of PCS on this matter specifically.

Monthly Universal Credit statistics showing the number of people on Universal Credit, for the Postcode Area IP16, and the Ward Aldeburgh & Leiston or Leiston Jobcentre Plus office, are published in the People on Universal Credit dataset on Stat-Xplore, and are currently available to February 2026.

Users can log in or access Stat-Xplore as a guest and, if needed, can access guidance on how to extract information. There is also a Universal Credit Official Statistics: Stat-Xplore user guide.

Responsibility for the terms and administration of the Scheme sits with Motability Foundation and its Board of Governors.

The changes to the leasing package were announced on 26 March and include reducing the mileage allowance from 20,000 per year to 10,000 per year. Changes only apply to new leases and there are no changes to the mileage allowance of existing leases. Motability Foundation have advised that approximately 75% of customers on the Scheme already use less miles than the proposed new mileage allowance. They have acknowledged that there will be an impact on some customers and are considering if the impact can be mitigated in some limited circumstances.

The DWP appointee system gives access to social security benefits only. It does not give access to monies held in Child Trust Funds. Where the owner of the fund is incapable of accessing the funds themselves, the Mental Capacity Act 2005 provides for how a third party can do that on their behalf, namely, through the Court of Protection.

Responsibility for the terms and administration of the Scheme sits with Motability Foundation and its Board of Governors.

The changes to the leasing package were announced on 26 March and include reducing the mileage allowance from 20,000 per year to 10,000 per year. Changes only apply to new leases and there are no changes to the mileage allowance of existing leases. Motability Foundation have advised that approximately 75% of customers on the Scheme already use less miles than the proposed new mileage allowance. They have acknowledged that there will be an impact on some customers and are considering if the impact can be mitigated in some limited circumstances.

During the application process for Universal Credit the applicant is asked whether they are caring for someone with a health condition or disability. Information is not collected as part of a claim for New Style Jobseekers Allowance as it is not relevant for the award.

Functional Assessment Services contracts (including delivery of Work Capability Assessments) are outsourced to four prime contractors. All reward and remuneration to employees, including any potential incentivisation to meet contractual requirements, is for contractors to determine.

Functional Assessment Services contracts (including delivery of Work Capability Assessments) are outsourced to four prime contractors. All reward and remuneration to employees, including any potential incentivisation to meet contractual requirements, is for contractors to determine.

The information requested is not readily available, and to provide it would incur disproportionate cost. The department does not hold information on Council Tax Reduction awards.

We have not made this specific assessment and to do so would be at disproportionate cost.

There is relevant information in our published statistics which show in November 2025, 26% of households on Universal Credit (UC) with pre-school children and in which all claimants had earnings received the childcare element.

We are undertaking a number of activities to address this key barrier to work. This includes provision of the Governments UC childcare offer. This helps to address a key barrier to work by providing financial help with childcare to make it easier for low-income families to choose to work, stay in work and progress in work.

Eligible UC customers can claim back up to 85% of their registered childcare costs each month regardless of the number of hours they work. This is up to a maximum amount of £1071.09 a month for a single child and £1836.16 a month for families with two or more children.

Additionally, through the Child Poverty Strategy, we are improving access to childcare. This includes our commitment to create more places in schools-based nurseries, £600 million to extend the Holiday Activities and Food programme and free breakfast clubs in every primary school.

Alongside this, the Department for Education will lead a cross-government review of early education and childcare support to design and deliver a simpler system that maximises benefits for child development and parental ability to work or work more hours.

The Equality and Human Rights Commission (EHRC) holds the role of enforcing equality legislation as part of its statutory obligations, including protection from disability discrimination. The EHRC is an independent Non Departmental Public Body and Great Britain’s national equality and human rights body. It regulates equality law across England, Wales and Scotland and human rights across England & Wales. The EHRC makes its own enforcement decisions, including any inquiries and investigations it decides to conduct.

The department monitors the primary conditions recorded for new style Employment and Support Allowance (ESA) applications. While primary conditions at application are not routinely published, these can be proxied through analysis of the claimants who are in the assessment phase of ESA, which is the first three months of the claim. The percentage of claimants in this phase with the main disabling condition ‘mental and behavioural’ is available on Stat-Xplore and reproduced in the table below:

Percentage of ESA Assessment Phase caseloads by main disabling condition:

* The latest available data is for August 2025.

* All new applications made to new style ESA are placed into “Assessment Phase”. This lasts for the first 13 weeks of an ESA claim.

The Outdoor Learning Specialist standard was approved for delivery from February 2022.

The department publishes a range of apprenticeships data, including on apprenticeship starts, and those for the current academic year are published here: Apprenticeships, Academic year 2025/26 - Explore education statistics - GOV.UK.

The department does not publish projected starts or estimated cost savings.

The government agrees that we need to make full use of the skills and qualifications of refugees. We want everyone who can to succeed in work, contribute to economic growth and have roles which align with their potential.

That is why DWP work coaches are trained to support claimants, including refugees, into work looking both at how their existing skills can be best matched to employment vacancies as well as identifying any skill gaps and providing support to address these.

For those who have qualifications obtained overseas, work coaches signpost to the European National Information Centre (ENIC), who provide guidance and advice on getting foreign qualifications recognised in the UK.

In addition, we are reforming Jobcentre Plus and creating a new service across Great Britain that will enable everyone to access support to find good, meaningful work, and support to help them to progress in work, including through an enhanced focus on skills and careers. As part of this, we will improve our support for employers to help them find the right candidates to fill their vacancies.

Meeting the skills needs of the construction workforce is vital to delivering the Government’s Plan for Change and the Industrial Strategy. An independent review of the Industry Training Boards (ITBs) was carried out by Mark Farmer in 2023, which considered their role and impact. This review highlighted the ITBs’ important role in developing industry skills, raising competency and improving productivity. It also identified a strong case for reform to ensure the ITBs are equipped to meet the workforce challenges facing the construction and engineering construction sectors.

The Department for Work and Pensions is considering reforms to the ITBs in line with the recommendations of this review. This includes launching a consultation on 23 March 2026 seeking views on a proposal to bring together the Construction Industry Training Board and the Engineering Construction Industry Training Board together in a single body, to enhance their impact and efficiency in meeting employers’ skills needs.