Asked by: Liz Jarvis (Liberal Democrat - Eastleigh)
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 adequacy of regulatory protections against occupational exposure to respirable crystalline silica; whether he plans to review workplace exposure limits and enforcement arrangements in high-risk sectors including construction, stone working and manufacturing; what guidance has been issued to the Health and Safety Executive on inspections of workplaces where engineered stone or other high-silica materials are processed; what arrangements are in place to monitor the respiratory health of workers in occupations with elevated exposure risks; what support is available through Government schemes for workers diagnosed with silicosis linked to workplace exposure; and what further steps he will take to restrict or regulate engineered stone products with high crystalline silica content.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
Great Britain has a well-established regulatory framework under the Control of Substances Hazardous to Health Regulations 2002 (as amended) (COSHH) that requires employers to control exposure to substances that can cause ill health, such as respirable crystalline silica (RCS). Under this framework the risk of exposure to RCS can be properly managed using recognised control measures meeting well established standards. This framework also requires the effectiveness of controls to be maintained and workers trained to use such controls. Employers must also ensure that employees who are, or are liable to be, exposed to RCS are under suitable health surveillance.
The current workplace exposure limit (WEL) for RCS has been in place in Great Britain since 1st October 2006. It provides a long-term exposure limit of 0.1 mg/m3. In 2020, the EU adopted the same limit as Great Britain. COSHH also requires that, regardless of any limit set for RCS, dutyholders must continuously strive to control exposure in line with the principles of good practice, as defined in Schedule 2A of the regulations. The Health and Safety Executive (HSE) has no plans to review the WEL for RCS.
HSE is taking a multi-phase approach to address the risk of silicosis from working with engineered stone. This includes inspection and enforcement activity combined with targeted research, the publication of guidance, and engagement with suppliers, trade associations, and other representative bodies. HSE inspectors make proportionate enforcement decisions that can include provision of advice, service of enforcement notices and prosecution, in line with HSE’s Enforcement Policy Statement and Enforcement Management Model.
In January 2025, HSE published guidance for installers of stone worktops and anyone who cuts or works with stone, outlining the steps necessary to control exposure risks. This guidance emphasises the importance of competent, trained staff and safe processes. Multi-lingual guidance has also been published for workers exposed to RCS. (https://workright.campaign.gov.uk/artificial-stone/).
The COSHH regulations require employers to ensure that employees who are, or are liable to be, exposed to RCS are under suitable health surveillance. The current health surveillance guidance states that if there is a risk of developing conditions, such as accelerated silicosis, the timing and performance of health surveillance should be adapted with suitable timescales if there is history of significant over-exposure to RCS.
HSE has not proposed restriction on the use of engineered stone as silica is a naturally occurring material and natural stone can have similar RCS content to engineered stone, as such restricting the use of engineered stone does not remove the risk to stoneworkers. HSE has undertaken research to investigate the use of lower silica products and is confident that lower silica products are as useable as high silica content products and pose a lower risk for workers. The range of lower silica products on the market has continued to increase and the take up of these low alternatives is growing reinforced by the wider sharing and promotion of HSE ’s research results and regulatory expectations for exposure control with trade associations, suppliers and employers.
People diagnosed with silicosis may be eligible to claim Industrial Injuries Disablement Benefit (IIDB). Silicosis is recognised as an industrial disease, and the level of benefit awarded is based on an assessment of the individual's degree of disablement by an independent medical professional. In some cases, additional allowances may also be available depending on individual circumstances.
Where the entitlement criteria are met, individuals may also be eligible for a lump‑sum payment under the Pneumoconiosis etc. (Workers’ Compensation) Act 1979, which provides further financial support for people with certain dust‑related diseases, including silicosis.
Asked by: Liz Jarvis (Liberal Democrat - Eastleigh)
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 adequacy of Bereavement Support Payment for widows and widowers raising dependent children; and what steps he is taking to provide longer-term support for widows and widowers who are raising bereaved children following the end of Bereavement Support Payment.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
Bereavement Support Payment (BSP) aims to provide support during the acute period following a bereavement by way of an initial lump sum followed by up to 18 monthly instalments with a higher amount paid for those with children. Where longer-term financial support is needed, benefits such as Universal Credit have been specifically designed to provide assistance with ongoing living costs. The Government keeps the eligibility of all benefits under review.
A Bill to make provision about the prevention, monitoring and reporting of silicosis and other lung diseases caused by occupational exposure to silica dust; to make provision about a programme of screening for silicosis; to introduce certain requirements and prohibitions on working practices associated with exposure to silica dust, including a prohibition on the dry-cutting of high-silica engineered stone; to make provision about the role of the Health and Safety Executive in relation to occupational exposure to silica dust; and for connected purposes.
Asked by: Liz Jarvis (Liberal Democrat - Eastleigh)
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 adequacy of access to employability programmes for neurodivergent young people; and whether he has considered further adjustments to support their participation.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The Government’s ambition is to transform young people’s prospects, by ensuring every one of them has the chance to earn or learn through a Youth Guarantee, as we announced in the Get Britain Working White Paper. Specific additional support for young disabled people and young people with health conditions will be available through Pathways to Work.
We have already launched 8 Youth Guarantee Trailblazers in England which are testing innovative approaches to identify and deliver localised support to young people who are NEET or at risk of becoming NEET. As part of their place-based approach, MSAs have developed their approaches with consideration to young people in their locality who need more support and several are offering targeted support for young people with Special Educational Needs or Disabilities.
We have also launched an Independent Report into Young People and Work, to identify potential areas for reform to better support young people with health conditions and disabilities.
As part of the Youth Guarantee, we are breaking the cycle of unemployment by guaranteeing paid work for every eligible 18–21-year-old who has been on Universal Credit and looking for work for 18 months.
The Jobs Guarantee scheme will provide six months of paid employment, for 25 hours a week, at the relevant minimum wage, with the government covering 100% of employment costs. It will also provide wraparound support for young people to further develop the required skills and experience needed for the move into sustained employment. Appropriate safeguards will be built into the scheme to ensure that opportunities are high quality, fair and deliver the intended outcomes for young people.
Alongside this, in Pathways to Work we are building towards a guaranteed offer of personalised work, health and skills support for all disabled people and those with health conditions, regardless of age, on out of work benefits. This guarantee will be backed by £1 billion a year of funding by the end of the decade.
Asked by: Liz Jarvis (Liberal Democrat - Eastleigh)
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 potential impact of minimum qualification requirements on access to apprenticeships for young people not in education, employment or training; and what steps she is taking to ensure that access to apprenticeships is expanded to young people (a) with barriers to attainment and (b) who have not met minimum qualification requirements.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
Young people are not required to hold GCSE qualifications in English and/or maths before starting an apprenticeship.
Apprentices under the age of 19 are funded to achieve up to a level 2 qualification in English and/or maths (where they do not already hold one) before the end of their apprenticeship, putting them in the best position to progress in their life and career. This can be a GCSE or functional skills qualification.
Further flexibility is in place for apprentices with a learning difficulty and/or disability, where there is evidence this is likely to be a barrier to them completing their apprenticeship. In these cases, they are able to achieve an entry level 3 functional skills qualification to complete. Since August 2024, this flexibility has been available to apprentices with a learning difficulty and/or disability but without an Education Health and Care Plan.
Although apprenticeships are jobs with training, and employers set their own entry requirements, we encourage them to consider a wide group of applicants. To support removing barriers to entry for young people, we are clear to employers that we will fund apprentices without English and maths GCSEs to achieve these qualifications.
Asked by: Liz Jarvis (Liberal Democrat - Eastleigh)
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 proposed changes to funding for leadership and management apprenticeships on progression opportunities in the retail sector.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The Government is transforming the apprenticeships levy into a new growth and skills levy, backed by an additional £725 million of investment, which will deliver greater flexibility to employers, more opportunities for young people and support the industrial strategy.
We have been working intensively with business on the next stages of reform and will announce plans for the development of the Growth and Skills Levy soon.