Asked by: Sam Tarry (Labour - Ilford South)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether her Department plans to consult relevant stakeholders on the health and safety implications for workers of working in extreme weather.
Answered by Victoria Prentis - Attorney General
I refer the Honourable Member to the answer to PQs (UINs: 42271 and 42272) on 5 September 2022.
Officials at the Health and Safety Executive (HSE) keep emerging scientific and economic evidence under review, including working with other organisations to share knowledge and, where necessary, refresh the guidance published on its website.
In August, HSE released a press release highlighting the need for employers to prepare for a warmer future. The press release underlined the measures that employers should begin to take to ensure workplaces are comfortable for workers as elevated temperatures become more frequent.
Asked by: Sam Tarry (Labour - Ilford South)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps her Department is taking with Cabinet colleagues to protect the safety of workers during extreme weather events.
Answered by Chloe Smith
There is already a legal obligation under the Management of Health and Safety at Work Regulations 1999 which requires all employers to make a suitable assessment of the risks to the health and safety of their employees; and take action where necessary to minimise those risks as far as reasonably practicable. This would include the risks from extreme weather events such as heatwaves.
In addition, the Workplace (Health, Safety and Welfare) Regulations 1992 place a legal obligation on employers to provide a ‘reasonable’ temperature in indoor workplaces. Employers should consult with employees or their representatives to establish sensible means to cope with high temperatures.
During the heatwave, the Health and Safety Executive (HSE) issued a proactive press release highlighting these duties and the detailed guidance available on the HSE website to manage workplace temperature and thermal comfort. This guidance includes information on how to undertake an assessment and specific measures that can be taken to improve thermal comfort.
There is no maximum temperature because workplaces with hot processes such as bakeries or foundries would not be able to comply with such a regulation. They use other measures to control the effects of temperature.
In the first instance, employees should use the procedures put in place by their employers to raise any issues. If they remain unresolved then employees can raise them with the appropriate enforcing authority – either HSE or the Local Authority depending on the type of workplace.
Asked by: Sam Tarry (Labour - Ilford South)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether her Department has made an assessment with Cabinet colleagues of the impact of the July 2022 heatwave on the safety of workers in the UK.
Answered by Chloe Smith
There is already a legal obligation under the Management of Health and Safety at Work Regulations 1999 which requires all employers to make a suitable assessment of the risks to the health and safety of their employees; and take action where necessary to minimise those risks as far as reasonably practicable. This would include the risks from extreme weather events such as heatwaves.
In addition, the Workplace (Health, Safety and Welfare) Regulations 1992 place a legal obligation on employers to provide a ‘reasonable’ temperature in indoor workplaces. Employers should consult with employees or their representatives to establish sensible means to cope with high temperatures.
During the heatwave, the Health and Safety Executive (HSE) issued a proactive press release highlighting these duties and the detailed guidance available on the HSE website to manage workplace temperature and thermal comfort. This guidance includes information on how to undertake an assessment and specific measures that can be taken to improve thermal comfort.
There is no maximum temperature because workplaces with hot processes such as bakeries or foundries would not be able to comply with such a regulation. They use other measures to control the effects of temperature.
In the first instance, employees should use the procedures put in place by their employers to raise any issues. If they remain unresolved then employees can raise them with the appropriate enforcing authority – either HSE or the Local Authority depending on the type of workplace.
Asked by: Sam Tarry (Labour - Ilford South)
Question to the Department for Work and Pensions:
To ask the the Secretary of State of Work and Pensions, if she will she commit to further reform of disability benefits assessments to ensure that disabled and seriously unwell people receive the benefits they need to live on and cover the additional costs of their disability or condition.
Answered by Chloe Smith
We continue to look at our benefit processes and procedures to ensure the claimant experience is what disabled people and people with health conditions rightly expect and deserve.
Detailed proposals will be brought forward in a White Paper later this year. This will set out how we can better enable people to start, stay and succeed in work and live more independently and outline the changes to the benefits system to better address reform to the assessment process.
Disabled people will receive a Disability cost of living payment of £150 and over 8 million households on means tested benefits will receive a payment of £650 this year.
Asked by: Sam Tarry (Labour - Ilford South)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether her Department plans to treat the ULEZ car and motorcycle scrappage scheme grant payment as savings in respect of applications for means-tested benefits; and if she will ensure that those payments are not treated as savings in the context of the wider benefits of that scheme.
Answered by David Rutley - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)
Transport for London’s Ultra Low Emissions Zone Scrappage Scheme payments would for the purposes of means-tested benefits be treated as capital. However, they would only impact on a person’s entitlement if – together with any other capital they might have – they brought their overall capital above one of the relevant lower capital limits.
Within working-age means-tested benefits (Universal Credit, Housing Benefit, Income Support, income-based Jobseeker’s Allowance, income-related Employment and Support Allowance) the lower capital limit is £6,000. In Universal Credit, which is calculated monthly, capital above £6,000 reduces entitlement by £4.35 for every whole or part £250 above £6,000. In the other working-age means-tested benefits, which are calculated weekly, capital above £6,000 reduces entitlement by £1 for every whole or part £250 above £6,000. Entitlement to working-age means-tested benefit usually ends where capital is above £16,000 (the upper capital limit.)
With regard to State Pension Credit and Housing Benefit for people over pension age, the lower capital limit is £10,000. Capital above £10,000 reduces entitlement by £1 for every whole or part £500 above £10,000. There is no upper capital limit applying to State Pension Credit. There is however an upper limit of £16,000 for people over pension age receiving Housing Benefit.
The capital limits set out above strike a balance between protecting less well-off people and protecting the taxpayer, whilst at the same time recognising the conscientious efforts of people who have built up capital. Whilst it is important to encourage saving, it has never been thought right for capital to be ignored and therefore it is also reasonable there should be capital limits above which benefits are not available. The limits ensure that the help which comes from taxpayers, many of whom are themselves on low incomes and have limited capital, is directed to people who need it most.
Asked by: Sam Tarry (Labour - Ilford South)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what additional support her Department provides to asylum seekers whose universal credit payments have been stopped.
Answered by David Rutley - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)
Those seeking asylum in the UK are not entitled to Universal Credit. However, Asylum Support is available to newly recognised refugees through the Home Office whilst their status is under consideration. This support continues for 28 days after refugee status is granted. A claim to Universal Credit can then be made immediately once refugee status is granted and Asylum Support is not deducted from their Universal Credit award during the 28 days run on period.
Work coaches receive training to help them build supportive relationships with claimants, including refugees, encouraging them to openly discuss any barriers, concerns or problems as they emerge. Provided the eligibility criteria for Universal Credit are met, we will offer an advance payment to a refugee when making a new claim, and staff have access to information on a range of services and support available in their local area for vulnerable claimants, including refugees. We also have access to a range of translation services to assist, should a claimant need support to overcome any language barriers.
Asked by: Sam Tarry (Labour - Ilford South)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, with reference to the findings of research commissioned by Save the Children which found that 61 per cent of claimants said it would be harder to afford food and 48 per cent said it would be tougher to cover essential bills, whether she plans to reverse the decision to remove the £20 a week uplift to universal credit.
Answered by David Rutley - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)
The Chancellor announced a temporary six-month extension to the £20 per week uplift at the Budget on 3 March to support households affected by the economic shock of Covid-19. Universal Credit has provided a vital safety net for six million people during the pandemic, and the temporary uplift was part of a COVID support package worth a total of £407 billion in 2020-21 and 2021-22.
There have been significant positive developments in the public health situation since the uplift was first introduced. With the success of the vaccine rollout and record job vacancies, it is right that our focus is on helping people back into work.
This Government is wholly committed to supporting those on low incomes, and continues to do so through many measures, including by increasing the living wage, and by spending over £111 billion on welfare support for people of working age in 2021/22.
Universal Credit has provided a vital safety net for six million people during the pandemic, and the temporary uplift was part of a COVID support package worth a total of £407billion in 2020-21 and 2021-22. With the success of the vaccine rollout and record job vacancies, it is right that our focus is on helping people back into 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
We recognise that some people continue to require extra support, which is why we have introduced a £421 million Household Support Fund to help vulnerable people in England with essential household costs over the winter. The Barnett Formula will apply in the usual way, with the devolved administrations receiving almost £80 million (£41m for the Scottish Government, £25m for the Welsh Government and £14m for the NI Executive), for a total of £500 million. This new grant will run from 06 October 2021 to 31 March 2022. The funding is being made available to County Councils and Unitary Authorities in England. Newcastle City Council will receive £2,898,403.85.
In April this year we increased the value of Healthy Start Food Vouchers from £3.10 to £4.25, helping eligible low income households buy basic foods like milk, fruit and vitamins. We are also investing up to £221m in the Holiday Activities and Food programme, which has been expanded to every Local Authority across England. Participating children are benefitting from a range of support, including healthy and nutritious meals as well as fun and engaging activities covering the Easter, summer and Christmas holidays in 2021.
Asked by: Sam Tarry (Labour - Ilford South)
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 merits of (a) suspending personal independent payment assessments (PIP) until recording equipment is provided and (b) allowing disabled claimants to be granted the right to refuse a PIP assessment without punitive action until a recording provision is in place.
Answered by Chloe Smith
The department continues to work closely with both Independent Assessment Services (IAS) and Capita to deliver an audio recording service for Personal Independent Payment (PIP) face to face assessments that removes the requirement for the claimant to provide the equipment. Arrangements are being finalised and we hope to have this in place as soon as practicably possible.
At present, claimants may use their own equipment to record their face to face assessment, should they wish to, as stated in the PIP Assessment Guide (PIPAG).
The option for a claimant to request an audio recording of their Personal Independent Payment (PIP) telephone assessment is available with both assessment providers.
PIP assessments will not be suspended whilst we are working to deliver an audio recording service for face to face assessments that removes the requirement for the claimant to provide the equipment.
Claimants are not penalised if they are unwilling to attend an assessment until their request for audio recording can be fulfilled. Any claimants who request an audio recording of their face to face assessment will be given the option of waiting for this to be implemented before their assessment takes place. In the meantime, claimants may use their own equipment to record their face to face assessment, should they wish to, as stated in the PIP Assessment Guide (PIPAG).
Asked by: Sam Tarry (Labour - Ilford South)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, by which date recording equipment will be in place at all personal independent payment assessment centres to support disabled claimants.
Answered by Chloe Smith
The department continues to work closely with both Independent Assessment Services (IAS) and Capita to deliver an audio recording service for Personal Independent Payment (PIP) face to face assessments that removes the requirement for the claimant to provide the equipment. Arrangements are being finalised and we hope to have this in place as soon as practicably possible.
At present, claimants may use their own equipment to record their face to face assessment, should they wish to, as stated in the PIP Assessment Guide (PIPAG).
The option for a claimant to request an audio recording of their Personal Independent Payment (PIP) telephone assessment is available with both assessment providers.
PIP assessments will not be suspended whilst we are working to deliver an audio recording service for face to face assessments that removes the requirement for the claimant to provide the equipment.
Claimants are not penalised if they are unwilling to attend an assessment until their request for audio recording can be fulfilled. Any claimants who request an audio recording of their face to face assessment will be given the option of waiting for this to be implemented before their assessment takes place. In the meantime, claimants may use their own equipment to record their face to face assessment, should they wish to, as stated in the PIP Assessment Guide (PIPAG).
Asked by: Sam Tarry (Labour - Ilford South)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether her Department has issued guidance to employers on the offer of halal-compliant pensions and employers' obligations under the Equality Act 2010.
Answered by Guy Opperman - Parliamentary Under-Secretary (Department for Transport)
The Pensions Regulator provides guidance for employers on matters they should consider when selecting a pension scheme to satisfy their automatic enrolment duties. As part of this guidance employers are invited to consider whether the scheme offers investment options that suit the needs of their staff, such as funds that comply with Sharia law. As with all official guidance, this is kept under review and updated where appropriate.
Since 2019, the Government has required trustees of occupational pension schemes to set out their policy publicly on how they take members’ views into account. Many have provided feedback mechanisms; some have created new fund options as a result of member demand.