Asked by: Mohammad Yasin (Labour - Bedford)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what guidance his Department has issued on the consideration of occupational health reports when assessing claims for (a) Employment and Support Allowance and (b) Personal Independence Payment for people with cognitive or fluctuating conditions.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Department provides comprehensive training and guidance for assessment providers and the health professionals (HPs) who carry out both Work Capability Assessments (WCA) in Employment and Support Allowance (ESA) and Universal Credit (UC), and Personal Independence Payment (PIP) assessments. The WCA Handbook and the Personal Independence Payment Assessment Guide (PIPAG) sets out how HPs should evaluate all relevant evidence when assessing a claimant’s functional limitations against the respective criteria.
Both WCA and PIP assessments are functional assessments, focusing on the impact of health condition(s) or disability. HPs consider all available evidence. DWP decision makers give due consideration to all available evidence when making decisions on benefit entitlement, including the HP’s assessment report and any evidence provided by the individual, their GP or consultant, and anybody else that provides them with formal or informal support.
HPs receive training on cognitive and fluctuating conditions and how these might impact on how individuals perform the activities/descriptors which form the assessments.
Asked by: Mohammad Yasin (Labour - Bedford)
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 help ensure that people who leave employment due to long-term health conditions or disability can access Employment and Support Allowance and Personal Independence Payment without (a) delays and (b) repeated appeals.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Department for Work and Pensions is committed to providing timely and accurate support to people whose ability to work is affected by long-term health conditions or disabilities through Employment and Support Allowance (ESA) and Personal Independence Payment (PIP). Anyone who claims ESA and PIP must satisfy the relevant conditions of entitlement, regardless of the circumstances in which the claim is made. Initial decisions on claims will be made without delay once all evidence needed is available.
Decisions are made within a statutory framework, which allows for revision within one month of notification, with extensions where reasonable. Decisions may also be revised or superseded where there has been official error, where new medical evidence is presented or where a customer has had a relevant change in circumstances. These provisions help ensure accurate decision making and reduce the need for repeated appeals.
We recognise that some customers have complex needs and may require additional support and reasonable adjustments, including adapted communication, additional time, and advocacy from representatives or appointees.
Asked by: Mohammad Yasin (Labour - Bedford)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether his Department is taking steps to help ensure that employers participating in the Disability Confident scheme do not unfairly dismiss employees due to health-related absence or long-term conditions.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
All employers are required to comply with the Equality Act 2010, including the duty to make reasonable adjustments where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments, and we expect all employers including those in the Disability Confident scheme to act within the law.
The Disability Confident scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work. When an employer signs up to the scheme, they agree to commitments which include anticipating and providing reasonable adjustments as required and supporting any existing employee who acquires a disability or long-term health condition, enabling them to stay in work.
To help employers meet these commitments in practice, Disability Confident provides a range of guidance and resources. This includes the Disability Confident Manager’s Guide [https://www.gov.uk/government/publications/disability-confident-and-cipd-guide-for-line-managers-on-employing-people-with-a-disability-or-health-condition], which explains how managers can make and review reasonable adjustments, consider flexible working, and sets out examples of other types of workplace adjustments. In addition, the Department has developed the ‘Support with Employee Health and Disability’ digital service [https://www.support-with-employee-health-and-disability.dwp.gov.uk/support-with-employee-health-and-disability], which offers employers tailored guidance on supporting employees with health conditions or disabilities, including advice on legal obligations, making reasonable adjustments, and signposting to sources of expert support.
The scheme also signposts employers and employees to Access to Work, a discretionary grant that provides support for people with a disability or health condition to move into or retain employment, by helping with extra disability related costs of working that go beyond the standard reasonable adjustments an employer is expected to provide under the Equality Act.
Asked by: Mohammad Yasin (Labour - Bedford)
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 potential merits of a bilateral reciprocal social security agreement with Greece.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The UK’s comprehensive social security relationship with the EU Member States, including State Pensions, is governed by the Withdrawal Agreement and the Trade and Cooperation Agreement.
These agreements provide the necessary level of social security protection and continuity of State Pension provision for those moving between the UK and the EU Member States, including Greece.
Asked by: Mohammad Yasin (Labour - Bedford)
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 UK–EU social security coordination rules in protecting the pension rights of people who have worked in the UK and Greece.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The UK’s comprehensive social security relationship with the EU Member States, including State Pensions, is governed by the Withdrawal Agreement and the Trade and Cooperation Agreement.
These agreements provide the necessary level of social security protection and continuity of State Pension provision for those moving between the UK and the EU Member States, including Greece.
Asked by: Mohammad Yasin (Labour - Bedford)
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 help improve the financial situation of mixed-age couples where one partner has reached State Pension age but the other has not; what information his Department holds on the number of households are affected by the Pension Credit rules for mixed-age couples; what steps he is taking to help ensure that households reliant on a single State Pension can access adequate support; and what guidance he has issued to help ensure that claimants are not inaccurately told they are not entitled to state support.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
Universal Credit is a working age benefit that helps with living costs. Ensuring that individuals, including those below State Pension age, can get into, progress and stay in work is important for individuals in helping them to continue saving for their own retirement and contribute to the wider economy.
Since 15 May 2019, couples requiring additional support from the benefit system have needed to claim Universal Credit until both members reach State Pension age. Once in receipt of Universal Credit, this ensures that the younger partner can access the same employment support that is available for customers below State Pension Age.
Published data shows that in December 2025 there were around 69,000 Universal Credit claimants aged over 65. This will include mixed aged couples and also some single claimants who are just about to move off UC as they reached State Pension Age during that assessment period.
Information on eligibility requirements for each benefit is published on GOV.UK guidance pages.
Asked by: Mohammad Yasin (Labour - Bedford)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, pursuant to the answer of 12 December 2025 to Question 96726, whether his Department has carried out a formal impact assessment of recent changes to the Motability scheme on disabled people’s access to suitable vehicles; what information his Department holds on the estimated savings from changes to that scheme; what criteria he used to determine which vehicles were removed; and which Ministers in his Department approved those changes.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Motability Scheme is a lifeline for many disabled people and families, supporting their independence by enabling them to lease a car, wheelchair accessible vehicle, scooter or powered wheelchair in exchange for an eligible disability benefit allowance. The package of reforms to the Motability Scheme announced as part of the Budget will ensure the Scheme delivers fairness for the taxpayer, while continuing to support disabled people. The Scheme will continue to offer a choice of affordable vehicles to meet a range of accessibility needs and offer vehicles which require no advance payment, meaning that people will be able to access a suitable vehicle using only their qualifying disability benefit.
Decisions on tax were made in the usual way by HM Treasury ministers, in close consultation with DWP Ministers and based on extensive advice with due consideration of equalities impacts. An Equality Impact Assessment was undertaken including estimated costs savings and it was published by HMT as part of the Autumn Budget. It can be found here: Motability Scheme: reforming tax reliefs - GOV.UK.
Asked by: Mohammad Yasin (Labour - Bedford)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether the planned increase to the basic State Pension will apply to additional pension payments.
Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)
Subject to Parliamentary approval, the basic State Pension will increase by 4.8% in April 2026, in line with the increase in average earnings in the year to May-July 2025. The additional State Pension will increase by 3.8% in line with the increase in the consumer prices index in the year to September 2025.
Asked by: Mohammad Yasin (Labour - Bedford)
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 recent changes to the Motability scheme, including the removal of certain vehicle brands, the introduction of VAT on advance payments and Insurance Premium Tax on scheme insurance, and operational changes to breakdown cover and mileage allowances, on disabled people’s access to suitable vehicles; and if he will publish the estimated cost savings arising from each change, the criteria used to determine which vehicle categories were removed, and which Ministers approved these decisions.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
We are protecting the taxpayer through changes to the Motability scheme, ensuring it supports disabled people whilst delivering efficient use of taxpayers’ money. This includes the removal of some luxury vehicles from the leasing scheme while maintaining a range of vehicles to support disabled people. Tax changes will not impact vehicles substantially adapted for wheelchair users, or existing leases, and Motability will continue to provide vehicles at no additional cost to the value of eligible disability benefits.
Decisions on tax were made in the usual way by HM Treasury ministers, in close consultation with DWP Ministers and based on extensive advice with due consideration of equalities impacts. Estimated cost savings were published in the budget documentation: Motability Scheme: reforming tax reliefs - GOV.UK
Asked by: Mohammad Yasin (Labour - Bedford)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if he will make an assessment of the potential merits of including older people in receipt of Attendance Allowance who have significant mobility needs and who are not eligible to claim Personal Independence Payment due to having reached State Pension age in the Motability Scheme.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
Qualifying benefits for the Motability Scheme are the enhanced rate mobility component Personal Independence Payment (enhanced rate mobility component Adult Disability Payment in Scotland), higher rate mobility component Disability Living Allowance (higher rate mobility component Child Disability Payment in Scotland), Armed Forces Independence Payment and War Pensioners’ Mobility Supplement.
Attendance Allowance is intended to help those with a severe disability who have long term care or supervision needs which arise after reaching State Pension age. It has never included a mobility component, and so cannot be used in payment for a leased Motability Scheme vehicle. There is no constraint on what an award of Attendance Allowance can be spent on, and a recipient may choose to use this benefit to fund mobility aids.