Asked by: Peter Dowd (Labour - Bootle)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if he will take steps to review planned changes to the Work Capability Assessment to reflect the impact on people with (a) Parkinson's and (b) other long-term conditions.
Answered by Mims Davies - Parliamentary Under-Secretary (Department for Work and Pensions)
The Work Capability Assessment (WCA) assesses individuals against a set of descriptors to determine how their health condition or disability affects their ability to work. The WCA takes into account the functional effects of fluctuating and degenerative conditions such as Parkinson’s. A key principle is that the WCA considers the impact that a person’s disability or health condition has on them, not the condition itself.
Claimants with the most severe health conditions and disabilities whose condition is unlikely to ever improve are no longer routinely reassessed.
From 2025, we are reforming the WCA to reflect new flexibilities in the labour market and greater employment opportunities for disabled people and people with health conditions, whilst maintaining protections for those with the most significant conditions. Claimants who currently have no work-related requirements, except in some very limited circumstances, will not be reassessed or lose benefit because of these changes.
When making decisions on changes to the WCA, we carefully considered over 1300 consultation responses, including from disabled people, people with health conditions, and the organisations that represent and support them. We also engaged directly with clinical experts, employer groups and disability organisations across the country.
With these changes to the WCA criteria, 371,000 fewer people will be assessed as having limited capability for work and work-related activity by 2028-29 and will receive personalised support to help them move closer to employment. A further 29,000 individuals will be found fit for work by 2028-29 and will receive more intensive support to search for and secure work than would be the case under the current WCA rules. These figures are not based on specific conditions. This is because the WCA considers the impact that a person’s disability or health condition has on their ability to work, not the condition itself.
The department routinely engages with a wide range of organisations that represent and support disabled people and people with health conditions, including people living with Parkinson’s disease.
Asked by: Peter Dowd (Labour - Bootle)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if he will meet with Parkinson’s UK and the hon. Member for Bootle to discuss the experience of people with Parkinson’s in the social security system.
Answered by Mims Davies - Parliamentary Under-Secretary (Department for Work and Pensions)
The Work Capability Assessment (WCA) assesses individuals against a set of descriptors to determine how their health condition or disability affects their ability to work. The WCA takes into account the functional effects of fluctuating and degenerative conditions such as Parkinson’s. A key principle is that the WCA considers the impact that a person’s disability or health condition has on them, not the condition itself.
Claimants with the most severe health conditions and disabilities whose condition is unlikely to ever improve are no longer routinely reassessed.
From 2025, we are reforming the WCA to reflect new flexibilities in the labour market and greater employment opportunities for disabled people and people with health conditions, whilst maintaining protections for those with the most significant conditions. Claimants who currently have no work-related requirements, except in some very limited circumstances, will not be reassessed or lose benefit because of these changes.
When making decisions on changes to the WCA, we carefully considered over 1300 consultation responses, including from disabled people, people with health conditions, and the organisations that represent and support them. We also engaged directly with clinical experts, employer groups and disability organisations across the country.
With these changes to the WCA criteria, 371,000 fewer people will be assessed as having limited capability for work and work-related activity by 2028-29 and will receive personalised support to help them move closer to employment. A further 29,000 individuals will be found fit for work by 2028-29 and will receive more intensive support to search for and secure work than would be the case under the current WCA rules. These figures are not based on specific conditions. This is because the WCA considers the impact that a person’s disability or health condition has on their ability to work, not the condition itself.
The department routinely engages with a wide range of organisations that represent and support disabled people and people with health conditions, including people living with Parkinson’s disease.
Asked by: Peter Dowd (Labour - Bootle)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if he take steps to increase disability benefits in line with inflation.
Answered by Guy Opperman - Parliamentary Under-Secretary (Department for Transport)
Disability benefits will increase by September’s CPI figure of 10.1%, subject to the usual parliamentary approval. The new rates will come into force on 10 April 2023 and details of all rates can be found at:
Benefit and pension rates 2023 to 2024 - GOV.UK (www.gov.uk)
Asked by: Peter Dowd (Labour - Bootle)
Question to the Department for Work and Pensions:
To ask the Secretary of State for the Department of Work and Pensions, whether his Department is taking to help (a) reduce workplace discrimination relating to menopause and (b) reduce the number of women leaving the workforce due to negative experiences in the workplace relating to the menopause.
Answered by Mims Davies - Parliamentary Under-Secretary (Department for Work and Pensions)
It is important that those who experience substantial and longer-term menopausal effects should be adequately protected from discrimination in the workplace, and that employers are fully aware of the challenges and their current legal obligations, including under the Equality Act 2010 (the Act).
Depending on circumstances, the Act provides protection from discrimination on grounds of sex and/or age and/or disability for employees experiencing the effects of the menopause.
With women over 50 representing the fastest growing segment of the workforce, there are few workplaces where the menopause is not being experienced by staff.
In July 2021 The Minister for Employment commissioned the roundtable on older workers to look at the menopause and employment. An independent menopause and the workplace report was published and the Government’s response was outlined in July. Alongside this, the Women’s Health Strategy sets out a range of commitments including encouraging employers to implement evidence-based workplace support and introduce workplace menopause policies.
Asked by: Peter Dowd (Labour - Bootle)
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 experiencing menopause are supported to (a) remain in and (b) re-enter the workforce.
Answered by Mims Davies - Parliamentary Under-Secretary (Department for Work and Pensions)
It is important that those who experience substantial and longer-term menopausal effects should be adequately protected from discrimination in the workplace, and that employers are fully aware of the challenges and their current legal obligations, including under the Equality Act 2010 (the Act).
Depending on circumstances, the Act provides protection from discrimination on grounds of sex and/or age and/or disability for employees experiencing the effects of the menopause.
With women over 50 representing the fastest growing segment of the workforce, there are few workplaces where the menopause is not being experienced by staff.
In July 2021 The Minister for Employment commissioned the roundtable on older workers to look at the menopause and employment. An independent menopause and the workplace report was published and the Government’s response was outlined in July. Alongside this, the Women’s Health Strategy sets out a range of commitments including encouraging employers to implement evidence-based workplace support and introduce workplace menopause policies.
Asked by: Peter Dowd (Labour - Bootle)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what recent steps his Department has taken to help tackle the number of working days lost due to (a) menopause and (b) perimenopause.
Answered by Mims Davies - Parliamentary Under-Secretary (Department for Work and Pensions)
It is important that those who experience substantial and longer-term menopausal effects should be adequately protected from discrimination in the workplace, and that employers are fully aware of the challenges and their current legal obligations, including under the Equality Act 2010 (the Act).
Depending on circumstances, the Act provides protection from discrimination on grounds of sex and/or age and/or disability for employees experiencing the effects of the menopause.
With women over 50 representing the fastest growing segment of the workforce, there are few workplaces where the menopause is not being experienced by staff.
In July 2021 The Minister for Employment commissioned the roundtable on older workers to look at the menopause and employment. An independent menopause and the workplace report was published and the Government’s response was outlined in July. Alongside this, the Women’s Health Strategy sets out a range of commitments including encouraging employers to implement evidence-based workplace support and introduce workplace menopause policies.
Asked by: Peter Dowd (Labour - Bootle)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps she is taking to tackle the level of child poverty in Bootle constituency.
Answered by David Rutley - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)
This Government is committed to reducing child poverty and supporting low-income families, and believes work is the best route out of poverty. With a record 1.3 million vacancies across the UK, our focus is firmly on supporting people to move into and progress in work. This approach is based on clear evidence about the importance of parental employment - particularly where it is full-time – in substantially reducing the risks of child poverty and in improving long-term outcomes for families and children.
The latest available data on in-work poverty shows that in 2019/20, children in households where all adults were in work were around six times less likely to be in absolute poverty (be-fore housing costs) than children in a household where nobody works. Compared with 2010, there are nearly 1 million fewer workless households and almost 540,000 fewer children living in workless households in the UK. In 2020/21, there were 200,000 fewer children in absolute poverty before housing costs than in 2009/10.
To help parents into work, our Plan for Jobs is providing broad ranging support for all jobseekers with our Sector Based Work Academy Programmes (SWAP), Job Entry Targeted Support and Restart scheme. Our plan for jobs is providing results. As of 6 July, we estimate that at least 520,400 unemployed Universal Credit claimants and Job Seekers Allowance (JSA) claimants have moved into work during the Way to Work Campaign between 31 January and the end of 30 June 2022.
We are also extending the support Jobcentres provide to people in work and on low incomes. Through a staged roll-out, which started in April 2022, around 2.1m low-paid benefit claimants will be eligible for support to progress into higher-paid work. This is on top of the support we have already provided by increasing the National Living Wage to £9.50 per hour and giving nearly 1.7 million families an extra £1,000 (on average) a year through our changes to the Universal Credit taper and work allowances.
To further support parents to move into and progress in work, eligible UC claimants can claim back up to 85% of their registered childcare costs each month up to a maximum of £646.35 per month for one child and £1,108.04 per month for two or more children. This is on top of the free childcare offer in England which provides 15 hours a week of free childcare for all 3- and 4-year-olds and disadvantaged 2-year-olds, doubling for working parents of 3- and 4-year-olds to 30 hours a week.
Around 1.9 million of the most disadvantaged pupils are eligible for and claiming a free school meal, saving families around £450 per year. In addition, around 1.25 million more infants enjoy a free, healthy and nutritious meal at lunchtime as well as over 90,000 disadvantaged further education students. We are also investing £200 million a year to continue the Holiday Activities and Food Programme, which benefitted over 600,000 children last summer, and we have increased the value of the Healthy Start Vouchers by a third to £4.25 a week.
On top of this, the government understands the pressures people are facing with the cost of living. These are global challenges, that is why the government is providing over £15bn in further support, targeted particularly on those with the greatest need. This package is in addition to the over £22bn announced previously, with government support for the cost of living now totalling over £37bn this year.
This includes an additional £500 million to help households with the cost of essentials, on top of what we have already provided since October 2021, bringing the total funding for this support to £1.5 billion. In England, the current Household Support Fund is already providing £421m of support for the period 1 April – 30 September 2022, at least a third (£140m) will be spent on families with children. Sefton Council has been allocated £2,435,111.24.