Asked by: Alex Brewer (Liberal Democrat - North East Hampshire)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what assessment his Department has made, in consultation with the Health and Safety Executive, of the potential impact of the Construction Industry Training Board levy on health and safety outcomes in the construction sector; what consideration his Department has given to the potential impact of the Construction Industry Training Board levy on the profitability of construction firms; and what factors have informed the decision not to undertake an assessment of those impacts following the transfer of responsibility for the Board on 16 September 2025.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
Meeting the skills needs of the construction workforce is vital to delivering the Government’s Plan for Change and the Industrial Strategy. An independent review of the Industry Training Boards (ITBs) was carried out by Mark Farmer in 2023, which considered their role and impact. This review highlighted the ITBs’ important role in developing industry skills, raising competency and improving productivity. It also identified a strong case for reform to ensure the ITBs are equipped to meet the workforce challenges facing the construction and engineering construction sectors.
The Department for Work and Pensions is considering reforms to the ITBs in line with the recommendations of this review. This includes launching a consultation on 23 March 2026 seeking views on a proposal to bring together the Construction Industry Training Board and the Engineering Construction Industry Training Board together in a single body, to enhance their impact and efficiency in meeting employers’ skills needs.
Asked by: Peter Bedford (Conservative - Mid Leicestershire)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The Department for Work and Pensions is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner. To this end, there have been:
406 employees have been placed on Performance Action Logs in 2024/25, and 410 in 2025/26. We do not hold data for the financial year 2023-2024
Those who cannot improve their performance, despite this additional support, may be dismissed.
Asked by: Peter Bedford (Conservative - Mid Leicestershire)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The department’s disciplinary report only shows current live, on-going disciplinary cases and those closed within the past 12 months. There is also no detail on the disciplinary report that specifically states breaches of Civil Service Code as the reason for disciplinary. This information would only be available at disproportionate cost.
Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.
Asked by: Neil O'Brien (Conservative - Harborough, Oadby and Wigston)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, of the households exempt from the Benefit Cap due to receipt of the Limited Capability for Work and Work-Related Activity (LCWRA) element of Universal Credit, how many contain a second working age adult who is not in receipt of LCWRA.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The information requested is not readily available and to provide it would incur disproportionate cost.
Asked by: Ruth Jones (Labour - Newport West and Islwyn)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what comparative assessment his Department has made of the potential impact of (a) companion animal care functions and (b) informal caregiving on labour market participation.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
The Department for Work and Pensions has made no assessment of pet‑related factors on labour market participation, productivity or flexibility.
The Government does not collect or hold information on the impact that pet ownership has on the labour market.
With regard to comparative assessments between companion animal care functions and informal caregiving, the Department has made no such assessment.
However, the Department has published analysis and research on informal care and employment. This can be found in the Informal Carers and Employment: Summary Report of a Systematic Review, available at: Informal carers and employment: summary report of a systematic review - GOV.UK
Asked by: Ruth Jones (Labour - Newport West and Islwyn)
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 pet ownership on a) productivity, b) labour market participation and c) flexibility.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
The Department for Work and Pensions has made no assessment of pet‑related factors on labour market participation, productivity or flexibility.
The Government does not collect or hold information on the impact that pet ownership has on the labour market.
With regard to comparative assessments between companion animal care functions and informal caregiving, the Department has made no such assessment.
However, the Department has published analysis and research on informal care and employment. This can be found in the Informal Carers and Employment: Summary Report of a Systematic Review, available at: Informal carers and employment: summary report of a systematic review - GOV.UK
Asked by: Paula Barker (Labour - Liverpool Wavertree)
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 benefit sanctions on people forced into prostitution due to destitution.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
The core objective of Universal Credit is to support people who are out of work or on a low income to enter work, earn more, or to prepare for work in the future, and claimants are generally expected to undertake certain work-related activities in return for financial support.
Any work-related requirements are agreed in discussion with the claimant and will always be tailored in light of a claimant’s circumstances, ensuring they are realistic and achievable. Work coaches have the flexibility to personalise work-related requirements for claimants based on the impact of any health condition, caring responsibilities, or other circumstance.
A sanction is only applicable where a claimant fails to undertake their agreed activity without good reason. Before a sanction decision is made, claimants are always asked to provide their reasoning, and several safety measures, including checking for any vulnerabilities, are in place before deciding whether a sanction is applicable. These include: checking to see if the claimants circumstances had changed and if the requirement remained reasonable; considering whether the claimant had undertaken alternative activity that means the requirement was met; and reviewing any known vulnerabilities and their impact on a claimant’s ability to meet their requirements.
If a claimant is sanctioned and can demonstrate that they cannot meet their most immediate and essential needs, we also have a system of recoverable hardship payments. These needs can include heating, food, and hygiene.
DWP’s commitments to the violence against women and girls (VAWG) Strategy will help align us with the wider cross government ambition to tackle sexual exploitation. This includes strengthening the training and guidance provided to frontline staff and Domestic Abuse SPOCs, ensuring they are better equipped to recognise and respond to all forms of VAWG, including sexual exploitation. In addition, DWP is rolling out its 5-year plan for safeguarding following the Written Statement in December 2025.
Asked by: Peter Bedford (Conservative - Mid Leicestershire)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many apprentices the Department recruited in 2025, compared with the figures for i. 2022, ii. 2023 and iii. 2024.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
As the policy holder for apprenticeships and skills, the Department for Work and Pensions (DWP) recognises the value of apprenticeships in building skills and kickstarting careers. We are committed to creating meaningful apprenticeship opportunities within our department and are proud to be 6th in the Top 100 Apprenticeship Employers ranking.
Since 2022, we have created opportunities for over 500 Universal Credit claimants to start a Level 2 or 3 apprenticeship with entry-level work experience within the department through our Social Mobility Apprenticeship scheme, with many apprentices securing permanent employment in DWP. We have also created apprenticeship opportunities for young people who would have otherwise been at risk of becoming not in education, employment or training (NEET) through our School Leaver SMA scheme.
In 2025, the Department for Work and Pensions had 907 apprenticeship starts, compared with 1824 in 2022, 1348 in 2023 and 1142 in 2024. Numbers have been limited in recent years by headcount restrictions in the Civil Service. At the same time, we have diversified our entry routeways including an increased focus on our other life chances schemes such as Movement to Work, in addition to apprenticeship opportunities. We have also focussed on improving the overall quality and relevance of our apprenticeship programmes to ensure that they support colleagues to develop the right skills and capabilities for DWP roles, particularly in priority areas such as Digital and Counter Fraud.
Asked by: Rebecca Smith (Conservative - South West Devon)
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 the potential economic impact of levels of underemployment among refugees with a right to work; and what steps his Department is taking to improve skills recognition and employment matching for such individuals.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
The government agrees that we need to make full use of the skills and qualifications of refugees. We want everyone who can to succeed in work, contribute to economic growth and have roles which align with their potential.
That is why DWP work coaches are trained to support claimants, including refugees, into work looking both at how their existing skills can be best matched to employment vacancies as well as identifying any skill gaps and providing support to address these.
For those who have qualifications obtained overseas, work coaches signpost to the European National Information Centre (ENIC), who provide guidance and advice on getting foreign qualifications recognised in the UK.
In addition, we are reforming Jobcentre Plus and creating a new service across Great Britain that will enable everyone to access support to find good, meaningful work, and support to help them to progress in work, including through an enhanced focus on skills and careers. As part of this, we will improve our support for employers to help them find the right candidates to fill their vacancies.
Asked by: Mohammad Yasin (Labour - Bedford)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, with reference to The Universal Credit (Earned Income) Amendment Regulations 2020, what assessment her Department has made of the potential impact of moving double-paydays to subsequent assessment periods on (a) working Universal Credit recipients and (b) resourcing within her Department; and what steps she is taking to reduce the impact on (i) claimants and (ii) resources.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Department recognises that receiving two sets of earnings from the same employer within a single Universal Credit assessment period can create unexpected fluctuations in a claimant’s award. This situation typically occurs when a claimant’s monthly payday falls very close to the end of their assessment period, resulting in two wage payments being reported through HMRC’s Real Time Information (RTI) system in the same month. To address this, the Universal Credit (Earned Income) Amendment Regulations 2020 were introduced, allowing one set of monthly paid earnings to be reallocated to a different assessment period to ensure awards are calculated fairly. This rule only applies where earnings are paid calendar monthly.
The Department’s assessment found that enabling the reallocation of earnings has a positive impact on working UC recipients. By smoothing income across assessment periods, the change reduces financial volatility for the relatively small number of households affected and helps maintain a regular payment cycle. Importantly, it also prevents claimants from losing their Work Allowance in months when double reporting would otherwise occur.
Most cases affected by double earnings are now identified and corrected automatically, minimising any burden on customers and administrative pressure on the Department.