Asked by: Matt Vickers (Conservative - Stockton West)
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 pensioners eligible for Pension Credit who are not currently receiving it.
Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)
The latest available Pension Credit take-up statistics cover the financial year 2023 to 2024 and are available at: Income-related benefits: estimates of take-up: financial year ending 2024 - GOV.UK.
The Government wants all pensioners to get the support to which they are rightly entitled. That is why we have been running the biggest ever Pension Credit take-up campaign. Alongside the campaign, we are making better use of data to directly target potentially eligible households. Since February, all new Housing Benefit claimants who may be eligible have been invited to apply for Pension Credit. In September, the Department undertook a trial in partnership with Age UK and Independent Age targeting 2,000 households in England identified using HMRC and DWP data.
The DWP’s drive to maximise Pension Credit take-up has seen the Department receive record numbers of claims – some 320,300 Pension Credit claims in the year ending July 2025 with nearly 60,000 extra awards compared to the equivalent period in the previous year.
We are also undertaking research specifically looking into the factors that motivate people to make a claim as well as why some older people do not claim benefits to which they could be entitled, in order to build the evidence of what works to increase take-up.
Asked by: Matt Vickers (Conservative - Stockton West)
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 improve support for unemployed claimants aged over 50 seeking to return to work.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
Work helps everyone play active and fulfilling roles in society while building financial security for retirement. The Department is therefore committed to supporting workers over the age of 50 through a wide-ranging strategy that promotes inclusion, flexibility, and progression. This includes promoting age-inclusive practices, supporting workplace health, policy and service reform and removing age related barriers to employment. The Department has also signed up to and actively promotes the Age-Friendly Employer Pledge, encouraging employers to adopt flexible working, age-positive hiring, and career development.
The Government recognises that workers over 50 bring a wealth of skills and experience both to the workplace and the economy. We are committed to reforming labour market support, taking lessons from the current DWP service to those over 50, and the experience of 50PLUS Champions, to ensure that future support is reflective of their individual needs.
We published our Get Britain Working White Paper on 26 November 2024. This set out our plans to reform Jobcentre Plus and create a new Jobs and Careers Service that will enable everyone, including claimants over 50, to access support to find good, meaningful work, and help them progress in work or increase their earnings.
Our new service includes an enhanced focus on skills and careers advice and will provide support that is better tailored and personalised. We will embed the principles of accessibility and inclusivity into the design of the Jobs and Careers Service throughout the entire customer journey, acknowledging diverse support needs, including those of individuals over 50.
Asked by: Matt Vickers (Conservative - Stockton West)
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 government-funded skills programmes on staffing levels in hospitality.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The hospitality industry has a need for skilled workers to support growth in the economy and opportunity for all, as we have identified through IfATE’s (Institute for Apprenticeships and Technical Education) 2024 report into the future of skills training for the catering and hospitality sectors.
We have a comprehensive skills programme to support employers in growing their business, and to support learners to develop better skills for better jobs. Training products are based on the skills, knowledge and behaviours that employers themselves have identified. These programmes, covering technical qualifications and apprenticeships, will support the industry to access the skills they need. Skills England meets regularly with representatives of the hospitality industry to understand skills challenges in that sector and how current technical qualifications and apprenticeships are meeting their needs.
The government is funding a number of Sector-based Work Academy Programmes – or SWAPs. These are short-term training programmes designed to support jobseekers to get back into work. SWAPs bring together employers, Jobcentre Plus, and training providers, matching people to jobs and providing job-specific training, preparation and support. In May of this year the Department for Work and Pensions announced a partnership with UKHospitality to rollout hospitality SWAPs to 26 new areas providing real opportunities for individuals and employers.
Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what recent assessment he has made of trends in the level of uptake of hospitality-related apprenticeships.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
There are a number of apprenticeships available to support employers of all sizes in the hospitality sector to benefit from and develop the skilled workforces they need.
The government has reduced the apprenticeship minimum duration to 8 months so that shorter apprenticeships are possible from August 2025. Employers in the hospitality sector will be able to make use of this flexibility where this is appropriate for the role or the apprentice.
To support apprenticeships in small and medium-sized enterprises the government pays full training costs for young apprentices aged 16 to 21, and for apprentices aged 22 to 24 who have an education, health and care (EHC) plan or have been, or are, in local authority care.
In addition, the government is delivering a hospitality Sector-based Work Academy Programme (SWAP) pilot, launched in partnership with UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity. These SWAPs support participants to gain accreditation for a digital Hospitality Skills Passport which is designed to provide proof that a person is qualified to perform their job effectively and safely, giving them a universal entry standard into the sector.
Apprenticeship starts within the Hospitality and Catering sector can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/649e785b-9332-4f3c-f886-08de0724494a
Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what support is available to help small hospitality businesses engage with (a) apprenticeship and (b) training schemes.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
There are a number of apprenticeships available to support employers of all sizes in the hospitality sector to benefit from and develop the skilled workforces they need.
The government has reduced the apprenticeship minimum duration to 8 months so that shorter apprenticeships are possible from August 2025. Employers in the hospitality sector will be able to make use of this flexibility where this is appropriate for the role or the apprentice.
To support apprenticeships in small and medium-sized enterprises the government pays full training costs for young apprentices aged 16 to 21, and for apprentices aged 22 to 24 who have an education, health and care (EHC) plan or have been, or are, in local authority care.
In addition, the government is delivering a hospitality Sector-based Work Academy Programme (SWAP) pilot, launched in partnership with UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity. These SWAPs support participants to gain accreditation for a digital Hospitality Skills Passport which is designed to provide proof that a person is qualified to perform their job effectively and safely, giving them a universal entry standard into the sector.
Apprenticeship starts within the Hospitality and Catering sector can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/649e785b-9332-4f3c-f886-08de0724494a
Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps he is taking to increase apprenticeship opportunities in the hospitality sector.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
There are a number of apprenticeships available to support employers of all sizes in the hospitality sector to benefit from and develop the skilled workforces they need.
The government has reduced the apprenticeship minimum duration to 8 months so that shorter apprenticeships are possible from August 2025. Employers in the hospitality sector will be able to make use of this flexibility where this is appropriate for the role or the apprentice.
To support apprenticeships in small and medium-sized enterprises the government pays full training costs for young apprentices aged 16 to 21, and for apprentices aged 22 to 24 who have an education, health and care (EHC) plan or have been, or are, in local authority care.
In addition, the government is delivering a hospitality Sector-based Work Academy Programme (SWAP) pilot, launched in partnership with UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity. These SWAPs support participants to gain accreditation for a digital Hospitality Skills Passport which is designed to provide proof that a person is qualified to perform their job effectively and safely, giving them a universal entry standard into the sector.
Apprenticeship starts within the Hospitality and Catering sector can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/649e785b-9332-4f3c-f886-08de0724494a
Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what discussions he has had with industry representatives on ensuring qualifications meet the needs of hospitality businesses.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
Skills England, as the national body for skills in England, meets regularly with representatives across sectors. Ministers and officials regularly meet with a range of stakeholders. In addition, within the last two months representatives from Skills England have met with the Association of Employer and Learning Providers Hospitality and Catering Sector Forum, the Dorset and Somerset Training Providers Network and a regional Tourism and Hospitality Initiative in the North East to discuss the skills needs of hospitality businesses.
Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps she is taking to encourage retraining into hospitality careers for older workers.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
We know that work helps everyone, including older people, play active and fulfilling roles in society while building financial security for retirement.
DWP delivers Sector-based Work Academy Programmes (SWAPs), which are fully funded by government and offer training, work experience and a guaranteed job interview to those ready to start a job, as well as those who are seeking to retrain and change career. DWP’s Strategic Relationship Team (SRT) and the local Employment Advisers (EAs) based in jobcentres work together to engage with employers to support these SWAPs. Building on our relationships with national employers, SRT continues to expand its current network to more employers in key sectors such as hospitality where there is a critical demand for workers.
EAs can help employers write job descriptions, promote vacancies in job centres, help select and interview priority candidates, invite employers to local recruitment events to promote their vacancies, and help plan recruitment campaigns.
DWP are focusing on the hospitality sector by delivering a hospitality SWAP pilot, launched in partnership with the trade body UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity, including 13 coastal towns such as Scarborough and Blackpool. As part of the pilot, participants are supported to gain accreditation for a digital Hospitality Skills Passport, which is designed to provide proof that they are qualified to perform their job effectively and safely, giving them a universal entry standard into the sector.
In the last financial year, there were 5,620 SWAP starts in hospitality, which have helped people of all ages gain the relevant skills to move into work. Research has found that all demographics considered benefitted from taking part in a SWAP and that SWAPs had a greater impact improving employment outcomes for some of the most disadvantaged groups, including older claimants.
Employers and training providers in the hospitality sector who are interested in offering SWAP opportunities can contact their local Jobcentre Plus Group Partnership Manager. A contact list is available on GOV.UK at:
https://www.gov.uk/government/publications/dwp-partnerships/national-partnership-teams.
Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what estimate he has made of skills shortages in the hospitality sector.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The Employer Skills Survey provides robust estimates of skills shortages. In 2024, the Hotels and Restaurants sector in England had over 15,000 vacancies that were hard to fill due to a lack of skills, qualifications or experience. This was a decrease from 43,000 in 2022. 21% of all vacancies in this sector were due to a skill shortage, which is lower than the average of 27% across all sectors. The 2024 Employer Skills Survey can be found at: Employer Skills Survey , Calendar year 2024 - Explore education statistics - GOV.UK
Asked by: Matt Vickers (Conservative - Stockton West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what proportion of benefit claimants in the North East have been subject to sanctions in the last 12 months.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
The Department regularly publishes monthly Universal Credit sanction rate statistics for Great Britain as part of the benefit sanction statistics. The latest statistics to May 2025 are available in table 2.1 of the latest benefit sanction statistics tables.
Users can use the UC Sanction Rates dataset on Stat-Xplore to produce the same information for lower-level geographical breakdowns. After selecting the required geographies, firstly produce a table containing the monthly statistics for the total number of UC claimants in conditionality regimes where sanctions can be applied, i.e. "searching for work", "planning for work" and "preparing for work", and include those people with unknown conditionality regime too. Then produce a separate table containing the monthly statistics for the number of Universal Credit (UC) claimants with a payment that has been reduced due to a sanction using the sanction indicator. Note, the second table should be produced for all people, regardless of conditionality regime.
After retrieving these separate tables from Stat-Xplore, calculate the sanction rate, which is the number of people on UC with a sanction, as a proportion of all people on UC in conditionality regimes where sanctions can be applied, both counted at the same point in time.
Users can log in or access Stat-Xplore as a guest and, if needed, can access guidance on how to extract the information required.