Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether her Department has produced an impact assessment on the potential impact of changing the eligibility criteria for the Winter Fuel Payment on trends in levels of excess deaths.
Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)
In line with the obligations under the Public Sector Equality Duty, the Department has conducted an equality analysis on expanding eligibility of the Winter Fuel Payment in England and Wales and have considered the impacts of this policy. The Government will publish the equality analysis alongside the Winter Fuel Payment regulations.
With respect to trends on levels of excess deaths, a very wide range of factors impact changes in mortality. Details of excess winter deaths in England and Wales can be found at: Excess mortality in England - GOV.UK
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if her Department will make an assessment of the potential merits of changing the Access to Work system from applicants applying for each job role to a centralised system containing relevant pre-filled information.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
As part of the Pathways to Work Green Paper, we consulted on the future of the Access to Work scheme. Following the conclusion of the consultation, we are now considering our responses and will set out our plans in due course.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether she has made an estimate of the number organisations not complying with (a) the Equality Act 2010, (b) the Disability Confident Scheme and (c) Access to Work.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work.
In 2022, the department commissioned a survey to understand from members’ perspectives the impact that signing up to the scheme has had on their recruitment and retention attitudes and practices towards disabled people. The survey can be accessed on gov.uk using the following link: Disability Confident: survey of participating employers, May 2022 - GOV.UK
There is a Disability Confident complaints process in place that sets out the steps that should be taken to address and resolve any concerns raised that an employer is failing to comply with Disability Confident criteria. More information is available here: Disability Confident complaints process.We have worked with several employers who have been the subject of a complaint to improve their compliance with the scheme criteria.
If an employer has failed to take adequate steps to resolve an issue, and there is unambiguous evidence the employer is not adhering to the principles and criteria of the Disability Confident scheme, DWP has the right to suspend the Disability Confident status of the employer until they have taken the necessary action.
I have been discussing with stakeholders in Disability Confident ideas for making the scheme criteria more robust, and plan to bring forward proposals for this in due course.
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
Access to Work aims to support the recruitment and retention of disabled people into employment. In 23/24 the Access to Work Scheme supported 67,720 people with a workplace adjustment to move into or stay in work. This includes a wide range of support including travel to work, support workers, and specialist aids and equipment, as well as the Mental Health support service which provides up to nine months of non-clinical support for people who need additional help with their well-being.
The AtW evaluation conducted by IFF in 2018 provides qualitative evidence on where AtW is adding value: Access to Work: Qualitative research with applicants, employers and delivery staff (publishing.service.gov.uk).
The Department has not made an estimate of the effectiveness of the Access to Work scheme, and faces challenges to do so. Research conducted by NatCen in 2018 uncovered several challenges, including identifying an appropriate counterfactual and constructing a comparison group, meaning therefore it is difficult to conduct an impact evaluation of Access to Work. You can view the report here: Feasibility of evaluating the impact of the Access to Work programme
Access to Work is a personalised discretionary grant that provides support with workplace adjustments beyond an employer’s obligation outlined in the Equality Act 2010, to support the recruitment and retention of disabled people into employment. The grant is targeted towards individual, rather than employer needs, so we are unable to comment on employer’s compliance with the Scheme. We do encourage people to have conversations with their employer regarding reasonable adjustments in the first instance.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps she is taking to ensure that employers in the Disability Confident Employer Scheme are (a) making reasonable adjustments and (b) adhering to the Equality Act 2010.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work.
In 2022, the department commissioned a survey to understand from members’ perspectives the impact that signing up to the scheme has had on their recruitment and retention attitudes and practices towards disabled people. The survey can be accessed on gov.uk using the following link: Disability Confident: survey of participating employers, May 2022 - GOV.UK
There is a Disability Confident complaints process in place that sets out the steps that should be taken to address and resolve any concerns raised that an employer is failing to comply with Disability Confident criteria. More information is available here: Disability Confident complaints process.We have worked with several employers who have been the subject of a complaint to improve their compliance with the scheme criteria.
If an employer has failed to take adequate steps to resolve an issue, and there is unambiguous evidence the employer is not adhering to the principles and criteria of the Disability Confident scheme, DWP has the right to suspend the Disability Confident status of the employer until they have taken the necessary action.
I have been discussing with stakeholders in Disability Confident ideas for making the scheme criteria more robust, and plan to bring forward proposals for this in due course.
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
Access to Work aims to support the recruitment and retention of disabled people into employment. In 23/24 the Access to Work Scheme supported 67,720 people with a workplace adjustment to move into or stay in work. This includes a wide range of support including travel to work, support workers, and specialist aids and equipment, as well as the Mental Health support service which provides up to nine months of non-clinical support for people who need additional help with their well-being.
The AtW evaluation conducted by IFF in 2018 provides qualitative evidence on where AtW is adding value: Access to Work: Qualitative research with applicants, employers and delivery staff (publishing.service.gov.uk).
The Department has not made an estimate of the effectiveness of the Access to Work scheme, and faces challenges to do so. Research conducted by NatCen in 2018 uncovered several challenges, including identifying an appropriate counterfactual and constructing a comparison group, meaning therefore it is difficult to conduct an impact evaluation of Access to Work. You can view the report here: Feasibility of evaluating the impact of the Access to Work programme
Access to Work is a personalised discretionary grant that provides support with workplace adjustments beyond an employer’s obligation outlined in the Equality Act 2010, to support the recruitment and retention of disabled people into employment. The grant is targeted towards individual, rather than employer needs, so we are unable to comment on employer’s compliance with the Scheme. We do encourage people to have conversations with their employer regarding reasonable adjustments in the first instance.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps she is taking to ensure that employers who are part of the Disability Confident Employer Scheme are (a) meeting the commitments they have made and (b) undertaking the actions they agreed to when they signed up to that scheme.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work.
In 2022, the department commissioned a survey to understand from members’ perspectives the impact that signing up to the scheme has had on their recruitment and retention attitudes and practices towards disabled people. The survey can be accessed on gov.uk using the following link: Disability Confident: survey of participating employers, May 2022 - GOV.UK
There is a Disability Confident complaints process in place that sets out the steps that should be taken to address and resolve any concerns raised that an employer is failing to comply with Disability Confident criteria. More information is available here: Disability Confident complaints process.We have worked with several employers who have been the subject of a complaint to improve their compliance with the scheme criteria.
If an employer has failed to take adequate steps to resolve an issue, and there is unambiguous evidence the employer is not adhering to the principles and criteria of the Disability Confident scheme, DWP has the right to suspend the Disability Confident status of the employer until they have taken the necessary action.
I have been discussing with stakeholders in Disability Confident ideas for making the scheme criteria more robust, and plan to bring forward proposals for this in due course.
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
Access to Work aims to support the recruitment and retention of disabled people into employment. In 23/24 the Access to Work Scheme supported 67,720 people with a workplace adjustment to move into or stay in work. This includes a wide range of support including travel to work, support workers, and specialist aids and equipment, as well as the Mental Health support service which provides up to nine months of non-clinical support for people who need additional help with their well-being.
The AtW evaluation conducted by IFF in 2018 provides qualitative evidence on where AtW is adding value: Access to Work: Qualitative research with applicants, employers and delivery staff (publishing.service.gov.uk).
The Department has not made an estimate of the effectiveness of the Access to Work scheme, and faces challenges to do so. Research conducted by NatCen in 2018 uncovered several challenges, including identifying an appropriate counterfactual and constructing a comparison group, meaning therefore it is difficult to conduct an impact evaluation of Access to Work. You can view the report here: Feasibility of evaluating the impact of the Access to Work programme
Access to Work is a personalised discretionary grant that provides support with workplace adjustments beyond an employer’s obligation outlined in the Equality Act 2010, to support the recruitment and retention of disabled people into employment. The grant is targeted towards individual, rather than employer needs, so we are unable to comment on employer’s compliance with the Scheme. We do encourage people to have conversations with their employer regarding reasonable adjustments in the first instance.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
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 effectiveness of (a) the Disability Confident Employer Scheme and (b) Access to Work.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work.
In 2022, the department commissioned a survey to understand from members’ perspectives the impact that signing up to the scheme has had on their recruitment and retention attitudes and practices towards disabled people. The survey can be accessed on gov.uk using the following link: Disability Confident: survey of participating employers, May 2022 - GOV.UK
There is a Disability Confident complaints process in place that sets out the steps that should be taken to address and resolve any concerns raised that an employer is failing to comply with Disability Confident criteria. More information is available here: Disability Confident complaints process.We have worked with several employers who have been the subject of a complaint to improve their compliance with the scheme criteria.
If an employer has failed to take adequate steps to resolve an issue, and there is unambiguous evidence the employer is not adhering to the principles and criteria of the Disability Confident scheme, DWP has the right to suspend the Disability Confident status of the employer until they have taken the necessary action.
I have been discussing with stakeholders in Disability Confident ideas for making the scheme criteria more robust, and plan to bring forward proposals for this in due course.
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
Access to Work aims to support the recruitment and retention of disabled people into employment. In 23/24 the Access to Work Scheme supported 67,720 people with a workplace adjustment to move into or stay in work. This includes a wide range of support including travel to work, support workers, and specialist aids and equipment, as well as the Mental Health support service which provides up to nine months of non-clinical support for people who need additional help with their well-being.
The AtW evaluation conducted by IFF in 2018 provides qualitative evidence on where AtW is adding value: Access to Work: Qualitative research with applicants, employers and delivery staff (publishing.service.gov.uk).
The Department has not made an estimate of the effectiveness of the Access to Work scheme, and faces challenges to do so. Research conducted by NatCen in 2018 uncovered several challenges, including identifying an appropriate counterfactual and constructing a comparison group, meaning therefore it is difficult to conduct an impact evaluation of Access to Work. You can view the report here: Feasibility of evaluating the impact of the Access to Work programme
Access to Work is a personalised discretionary grant that provides support with workplace adjustments beyond an employer’s obligation outlined in the Equality Act 2010, to support the recruitment and retention of disabled people into employment. The grant is targeted towards individual, rather than employer needs, so we are unable to comment on employer’s compliance with the Scheme. We do encourage people to have conversations with their employer regarding reasonable adjustments in the first instance.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
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 potential impact of changing the replacement rate to the Statutory Sick Pay lower earnings limit on people on this limit.
Answered by Alison McGovern - Minister of State (Housing, Communities and Local Government)
The Department undertook a Regulatory Impact Assessment covering the measures in the Employment Rights Bill to strengthen Statutory Sick Pay: removing the Lower Earnings Limit and the waiting period. This can be found here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
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 adequacy of the rate of statutory sick pay.
Answered by Alison McGovern - Minister of State (Housing, Communities and Local Government)
No one should be forced to choose between their health and financial hardship. Through the Employment Rights Bill we are strengthening Statutory Sick Pay. Up to 1.3 million low-paid employees will now be entitled to Statutory Sick Pay and all eligible employees will be paid from the first day of sickness absence irrespective of their income, benefiting millions of employees.
While the Department has not assessed the adequacy of the rate of Statutory Sick Pay, a Regulatory Impact Assessment and an Equality Impact Assessment of the Statutory Sick Pay measures in the Employment Rights Bill have been undertaken.
The existing rate of Statutory Sick Pay is designed to balance providing support for employees, whilst helping to manage the costs to employers.
Asked by: Graham Leadbitter (Scottish National Party - Moray West, Nairn and Strathspey)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps her Department is taking to (a) tackle wait times experienced by (i) vulnerable people who require urgent assistance and (ii) other callers to her Department's helpline, (b) improve the (A) efficiency and (B) accessibility of its customer service and (c) ensure that vulnerable individuals receive timely support.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
DWP reviews forecasted telephony demand and plans resourcing accordingly to keep wait times down. Wait time performance is frequently reviewed and where DWP’s telephony is delivered by an outsourced provider we use the Key Performance Indicator of percentage of calls answered. All DWP customer telephone lines are Freephone numbers.
The Department is investing in a new capability that aims to better route customers to the right offer at the right time. This will help to reduce waiting times by supporting customers to utilise digital alternatives where appropriate, which enables telephony agents to speak to our customers that really need to speak to someone. If a customer indicates they may be at risk of physical or mental harm e.g. suicide, terminal illness, homelessness, and clinical mental health, they will be routed to a telephony agent in as short a journey as possible.
The Department offers a wide range of reasonable adjustments for customers, including production of communications in a range of alternative formats. We are currently testing further digital solutions for British Sign Language interpreter connectivity within our jobcentre environment.