Department for Work and Pensions

Too many young people are spending the first years of their adult life out of work or education. Long periods of unemployment in these early years have lifelong negative impacts.

As part of the Youth Guarantee, we are breaking the cycle of unemployment by guaranteeing paid work for every eligible 18-21 year-old who has been on Universal Credit, looking for work, for 18 months.

The Jobs Guarantee scheme will provide six months of paid employment, for 25 hours a week, at the relevant minimum wage, with the government covering 100% of employment costs. This, will help young people take that crucial first step into sustained employment, supporting the government’s long-term ambition for an 80% employment rate.

The Jobs Guarantee will also provide wraparound support to further develop the required skills and experience needed for the move into sustained employment.

Appropriate safeguards will be built into the scheme to ensure that opportunities are high quality, fair and deliver the intended outcomes for young people.

The Jobs Guarantee will reach around 55,000 young people over the next three years.

This government is transforming the apprenticeships offer into a new growth and skills offer that will give greater flexibility to employers and support young people, including those in Surrey, at the beginning of their careers.

In August, we introduced new foundation apprenticeships to give young people a route into careers in critical sectors, enabling them to earn a wage while developing vital skills. They are underpinned by additional funding for employers of up to £2,000 to contribute to the extra costs of supporting someone at the beginning of their career.

More recently, we have announced an ambition to support 50,000 more young people into apprenticeships and backed this with an additional £725 million of investment. This will enable us to expand foundation apprenticeships into sectors that traditionally recruit young people. It also provides £140 million to pilot new approaches, with Mayoral Strategic Authorities, to better connect young people aged 16–24, especially those who are NEET, to local apprenticeship opportunities.

In addition, from the next academic year, the government will fully fund apprenticeships for non-levy paying employers (essentially small and medium sized enterprises) for all eligible people aged under 25. At the moment, this only happens for apprentices aged 16-21 and apprentices aged 22-24 who have an Education, Health and Care Plan (EHCP) or have been, or are, in local authority care. We also provide £1,000 to both employers and training providers when they take on apprentices aged under 19, or 19-to-24-year-old apprentices who have an EHCP or have been, or are, in care.

Employers also benefit from not being required to pay anything towards employees’ National Insurance for all apprentices aged up to age 25, when the employee’s wage is below £50,270 a year.

The government also facilitates and funds the Apprenticeship Ambassador Network (AAN) which comprises 2,500 employers and apprentices who volunteer to promote the benefits of apprenticeships. It operates across all parts of England, including in Surrey, through nine regional networks which provide buddying and mentoring support to small businesses to help them recruit and retain apprentices.

At the heart of our reforms is the principle that those who can work should work, but if you need help into work the government should support you, and those who can’t work should be supported to live with dignity.

We’ve recently published draft regulations on our Right to Try guarantee, which will give disabled people the confidence to try work and, in July, the Universal Credit Act provided for the first ever, sustained rise in the standard allowance of Universal Credit, benefitting millions of those on the lowest incomes. We have also introduced reforms through the Universal Credit Act 2025, to rebalance support within UC, to address perverse incentives and better encourage those who can work to enter or return to employment. We have also put in place the equivalent of over 1000 full-time Pathways to Work advisers, offering tailored support to support people into work across Britain and we have begun testing our new support conversation.

In the Pathways to Work Green Paper, we consulted on introducing a new contributory benefit in Great Britain, provisionally called ‘Unemployment Insurance’ (UI). The introduction of UI would simplify the contributory system by removing the distinction between jobseekers and those considered unable to work

Introducing UI would also improve the income protection available to people who lose their job to give people the time and space to find the right job, while time-limiting that entitlement to create a strong incentive to return to the labour market.

The Child Maintenance Service (CMS) is committed to providing a modern and efficient service for all customers.

The CMS continues to strengthen its enforcement activity to ensure that parents meet their financial responsibilities. Where parents can afford to pay but do not, the CMS has a range of strong enforcement powers that it can and does use swiftly to influence a return to compliance.

Published statistics show a significant increase in compliance, with the proportion of paying parents who paid some maintenance rising from 64% in the quarter ending September 2022 to 74% in the quarter ending September 2025.

The published quarterly CMS statistics provide information on application clearances, change of circumstances clearances and Collect and Pay compliance, with the latest data available for quarter ending September 2025.

As more customers apply to the Child Maintenance Service (CMS) the demand for its service is increasing. To allow it to meet this demand and provide an efficient service, the CMS continuously reviews its resources and where to focus its efforts to get the greatest value for money and deliver the best service to customers.

The CMS reviews its overall resource supply and takes appropriate steps to ensure that staffing levels meet current demands. The service is currently resourced at a level appropriate to its operational demand, ensuring that support is directed to the teams and functions where it is most needed.

There is an ongoing recruitment campaign for 2026; this will ensure CMS continues to be resourced to meet current and future forecast demand.

As more customers apply to the Child Maintenance Service (CMS) the demand for its service is increasing. To allow it to meet this demand and provide an efficient service, the CMS continuously reviews its resources and where to focus its efforts to get the greatest value for money and deliver the best service to customers.

The CMS reviews its overall resource supply and takes appropriate steps to ensure that staffing levels meet current demands. The service is currently resourced at a level appropriate to its operational demand, ensuring that support is directed to the teams and functions where it is most needed.

There is an ongoing recruitment campaign for 2026; this will ensure CMS continues to be resourced to meet current and future forecast demand.

The Child Maintenance Service (CMS) relies on receiving accurate and current information to make child maintenance assessments. If additional or new evidence is provided after a child maintenance assessment has been made for example a Mandatory Reconsideration this can lead to corrective action being taken.

As more customers apply to the Child Maintenance Service (CMS) the demand for the service is increasing. To allow the CMS to meet this demand and provide an efficient service the service continuously looks at the resources they have and where it should focus their efforts to get the greatest value for money and deliver the best service to their customers.

The CMS reviews overall resource supply and takes appropriate steps to ensure that staffing levels meet current demands. The CMS has an ongoing recruitment campaign for 2026; this will ensure the CMS is resourced to meet current and future forecasted demand.

The Child Maintenance Service (CMS) relies on receiving accurate and current information to make child maintenance assessments. If additional or new evidence is provided after a child maintenance assessment has been made for example a Mandatory Reconsideration this can lead to corrective action being taken.

As more customers apply to the Child Maintenance Service (CMS) the demand for the service is increasing. To allow the CMS to meet this demand and provide an efficient service the service continuously looks at the resources they have and where it should focus their efforts to get the greatest value for money and deliver the best service to their customers.

The CMS reviews overall resource supply and takes appropriate steps to ensure that staffing levels meet current demands. The CMS has an ongoing recruitment campaign for 2026; this will ensure the CMS is resourced to meet current and future forecasted demand.

Delays to coroner proceedings do not change eligibility for Bereavement Support Payment. DWP encourages those who are eligible for Bereavement Support Payment to make a claim even if they do not yet have a death certificate. DWP will work with the customer to establish what alternative evidence they can provide, such as an interim death certificate.

We know that children in separated families are more likely to live in poverty than those in non-separated families. Child maintenance payments through both statutory and non-statutory arrangements keep approximately 120,000 children out of poverty each year.

The Child Maintenance Service (CMS) works hard to make sure parents pay in full and on time to minimise delays in payments.

Where parents fail to take responsibility for paying for their children, the CMS will not hesitate to use the range enforcement powers available. The CMS is committed to using these powers fairly and in the best interests of children and separated families. CMS has implemented significant improvements to speed up action when payments first break down, targeting enforcement actions more effectively.

CMS undertake regular quality assurance checks to ensure processes are delivered accurately, reducing the requirement for rework and reinforcing our aim to ‘get it right first time’. These measures demonstrate our commitment to minimising delays and ensuring that child maintenance reaches children promptly.

Apprenticeships are a devolved matter, and the response outlines the information for England only.

A range of apprenticeships, including the level 2 stonemason apprenticeship standard, are available to support employers and learners in the heritage sector to develop the skills they need.

To support more apprenticeship opportunities, from the next academic year, the government will fully fund apprenticeships for non-levy paying employers for eligible people aged under 25. The department currently pays full training costs for young apprentices aged 16 to 21 at non-levy paying employers and apprentices aged 22-24 who have an Education, Health and Care Plan or have been, or are, in local authority care.

Additionally, we pay £1,000 to employers of all sizes when they take on apprentices aged 16 to 18, or aged 19 to 24 who are care leavers or have an education, health and care plan.

The Department is currently undertaking its internal business planning process, through which it will set programme budgets ahead of the new financial year. Details on DWP budgets are to be published in the explanatory memo for the 2026/27 Main Estimate.

DWP is working alongside sector-owning departments to ensure people have access to training to acquire the skills needed by employers, including Local Authorities.

Local agencies and local government are well placed to understand their local labour market, build connections with employers, and help knit together local services to address the barriers their citizens face to securing and succeeding in good work.

To achieve this, we are already delivering Local Get Britain Working plans in all areas of England. Led by local government and co-developed with local NHS, Jobcentre Plus and wider stakeholders, these plans will identify local labour market challenges/priorities and support the integration of locally-delivered services.

We know that a key part of unlocking local growth is ensuring that skills provision is matched to employer need at all skills levels. Local Skills Improvement Plans (LSIPs), overseen by Skills England, bring together employers, local leaders, colleges, universities and independent training providers to identify and address skills gaps from entry level to postgraduate qualifications. They are three-year Plans, with the second cycle now in development.

Your constituency is covered by the East Midlands LSIP. The designated Employer Representative Body is the Federation of Small Businesses, who are working closely with Skills England and the East Midlands Combined County Authority (EMCCA). This will ensure employer views continue to shape the LSIP whilst drawing on the deep local economic insight of EMCCA and its ability to influence and implement key interventions across priority local sectors.

Skills England have developed several occupational standards, apprenticeships and technical qualifications that support career development in horticulture, landscaping, parks management, and associated technical services. These span entry-level through to advanced management roles and include,

• level 2 Horticulture or landscape construction operative
• level 2 Arborist
• level 3 Horticulture or landscaping supervisor
• level 4 Arboriculturist
• level 5 Horticulture and landscaping technical manager.

There are qualifications and Higher Technical Qualifications (HTQ) available that are developed and approved by Skills England based on the above occupational standards. These include the T Level in Agriculture, Land Management and Production, which has a specific occupational specialism in Ornamental and Environmental Horticulture and Landscaping, and a Higher Technical Qualification in Horticulture and Applied Science.

The Department has not made such an assessment.

As part of the Youth Guarantee, we are breaking the cycle of unemployment by guaranteeing paid work for every eligible 18–21-year old who has been on Universal Credit, looking for work, for 18 months. All Jobs Guarantee scheme jobs will be fully funded by the Department and will provide six months of paid employment. This will reach around 55,000 young people over the next three years.

This will help young people take that crucial first step into sustained employment, supporting the government’s long-term ambition to increase the employment rate.

The Jobs Guarantee will help young people to move closer to and into sustained employment. The Jobs Guarantee is aimed at young people who face multiple barriers to work, with the scheme targeting those who are 18-21 years old who have been on Universal Credit and looking for work for 18 months.

We will provide more detail in the coming weeks on how the scheme will be delivered. The scheme will enable young people to access suitable vacancies, with additional, tailored support provided to help young people start roles and succeed throughout their employment.

As one of the largest government departments, our campaigns aim to give people straightforward information about policies and services that make a real difference in their daily lives. We focus on helping some of the UK’s most vulnerable households by showing them what support is available and how to access it. For example, letting pensioners know they could get extra money to help with living costs and explaining how to apply, guiding people through the steps to switch from older benefits to Universal Credit so they don’t miss out on payments, and sharing advice on how to access jobs and skills support.

Advertising is essential to reach the right people with these messages. We choose media channels that give the best value for money and have the biggest impact for taxpayer.

Total spend with our buying and planning agencies for the last three financial years is as follows: (amounts are rounded to nearest £0.1m):

For details on the average processing time for Access to Work grant applications from April to June 2025, please refer to the answer I gave on 3 July 2025 to Question UIN 63906.

We are committed to reducing waiting times for new applications and have increased the number of staff processing Access to Work claims. Applications from customers who are about to start a job or who are renewing are prioritised.

The Department for Work and Pensions does not hold information on the salaries of Access to Work recipients. Access to Work eligibility is not linked to salary, so this information is not routinely collected by the Department.

The Department uses a range of evidence, including international examples, when developing policy. For instance, the Pathways to Work Green Paper included a range of international systems that were considered when developing the proposals.

The Secretary of State is required by law to undertake an annual review of benefit rates. In a statement made on 26 November 2025, the Secretary of State announced that from April 2026, Jobseeker’s Allowance will be increased by 3.8% in line with the increase in the Consumer Prices Index in the year to September 2025, subject to parliamentary approval.

The Energy Division within the Health and Safey Executive (HSE) leads on regulatory activity in the offshore oil and gas sector. As part of their regulatory activity they regularly engage with employers, their representatives, and other government departments. One such forum is the Offshore Major Accident Hazards Advisory Committee (OMAHAC). OMAHAC is a tripartite committee that includes HSE, members who represent regulators, operators and owners and worker representatives. The matters identified in the news report have been discussed in that forum as well as with other relevant stakeholders.

The UK’s unemployment rate is now 5.1%.

But since the start of 2025 363,000 more people are in employment – outweighing the increase in unemployment over the same period (280,000).

At the end of the last Government the UK was the only country with economic inactivity higher - rather than lower - than before the COVID-19 pandemic. Since then, we have seen a significant fall in economic inactivity as people reengage with the labour market. Our economic inactivity rate (21.0%) has fallen to its joint lowest level in over five years (and was last lower in January to March 2020).

The Government’s number one mission is to grow the economy and raise living standards across the UK. However, almost one million young people across the UK are currently not in education, employment, or training (NEET). That is why our manifesto set out the ambition to transform young people’s prospects by ensuring every one of them has the chance to earn or learn through a Youth Guarantee.

We have already taken the first steps towards delivering a Youth Guarantee, to ensure that all 16–24-year-olds in Great Britain can access support to find work, training, or an apprenticeship. We have launched Youth Guarantee Trailblazers in England, announced funding to almost double our Youth Hubs across Great Britain, and we recently launched an Independent Report into Young People and Work, to identify potential areas for reform to better support young people with health conditions and disabilities.

We are now going further through an expansion of the Youth Guarantee. This expansion is backed by a £820 million investment over the Spending Review period to reach almost 900,000 young people, including through Youth Hubs in every area in Great Britain and a new Youth Guarantee Gateway, offering a dedicated session and follow-up support to 16-24–year-olds on Universal Credit. This investment will also create around 300,000 more opportunities to gain workplace experience and training and provide guaranteed jobs to around 55,000 young people aged 18-21.

Taken together, these measures show the Government’s commitment to backing young people, transforming lives, driving the economy and ensuring background is no barrier to success. Delivered in partnership with local government and devolved authorities, they will ensure no young person falls through the cracks.

Public and private sector employers, the third sector, and education and training providers are integral to the success of the Youth Guarantee. Many employers recognise that investing in young people and training their workforce drives both business success and economic growth.

We will be working closely with Youth Guarantee supporters and partners across the country to deliver jobs, apprenticeships, work experience and training places.

Employers will also benefit from a tailored DWP support service to help fill vacancies with Jobcentre candidates, including job description support, faster recruitment, vacancy promotion, use of Jobcentre space for interviews, access to the free Find a Job site, and expert advice from a dedicated Recruitment Manager.

Regarding the Jobs Guarantee for long-term unemployed young people, at this initial stage we will be delivering through partner organisations. We have started engaging with stakeholders through various forums and this will continue over the coming year.

The government will set out details of Youth Guarantee employers and partners in due course.

Public and private sector employers, the third sector, and education and training providers are integral to the success of the Youth Guarantee. Many employers recognise that investing in young people and training their workforce drives both business success and economic growth.

We will be working closely with Youth Guarantee supporters and partners across the country to deliver jobs, apprenticeships, work experience and training places.

Employers will also benefit from a tailored DWP support service to help fill vacancies with Jobcentre candidates, including job description support, faster recruitment, vacancy promotion, use of Jobcentre space for interviews, access to the free Find a Job site, and expert advice from a dedicated Recruitment Manager.

Regarding the Jobs Guarantee for long-term unemployed young people, at this initial stage we will be delivering through partner organisations. We have started engaging with stakeholders through various forums and this will continue over the coming year.

The government will set out details of Youth Guarantee employers and partners in due course.

Public and private sector employers, the third sector, and education and training providers are integral to the success of the Youth Guarantee. Many employers recognise that investing in young people and training their workforce drives both business success and economic growth.

We will be working closely with Youth Guarantee supporters and partners across the country to deliver jobs, apprenticeships, work experience and training places.

Employers will also benefit from a tailored DWP support service to help fill vacancies with Jobcentre candidates, including job description support, faster recruitment, vacancy promotion, use of Jobcentre space for interviews, access to the free Find a Job site, and expert advice from a dedicated Recruitment Manager.

Regarding the Jobs Guarantee for long-term unemployed young people, at this initial stage we will be delivering through partner organisations. We have started engaging with stakeholders through various forums and this will continue over the coming year.

The government will set out details of Youth Guarantee employers and partners in due course.

The Health and Safety Executive (HSE) is responsible for the Gas Safety (Installation and Use) Regulations 1998 (GSIUR) which address the safe installation, maintenance, and use of gas systems, in commercial and domestic premises. These regulations require that no employer or self-employed person shall carry out gas work if they are not registered with the Gas Safe Register (GSR). HSE and Local Authorities regulate this through enforcement powers set under the Health and Safety at Work etc. Act 1974.  Enforcement powers available to regulators include prosecution, prohibition notices and improvement notices.

HSE applies the principles laid down in the published Enforcement Policy Statement (EPS) and Enforcement Management Model (EMM) to ensure that enforcement action is targeted, consistent and proportionate to the health and safety risks present and the seriousness of the breach.

In 2024/2025, HSE issued 44 prohibition notices in relation to unregistered gas work against 42 businesses and prosecuted 3 individuals for illegal gas work. In addition, GSR conducted 522 site investigations into unregistered gas work.

The apprenticeship funding rules are reviewed each year. They are applied to all apprentices and potential apprentices consistently. The Department does not hold the data requested.

The apprenticeship funding rules are reviewed each year. Currently providers are not permitted to start learners on apprenticeships if they are unable to complete the apprenticeship within the time available. For example, because their visa will expire, or because they have a fixed-term contract that is shorter than the duration of the apprenticeship. This applies to all learners including UK nationals (whose contract will expire) and foreign nationals (whose visa will expire). The rules do not differentiate between those on different visas.

This rule ensures that learners can complete an apprenticeship within the time they have available, including the end-point assessment.  It ensures that public funds are protected and prevents investment in someone who is ultimately unable to complete their course, for example, because their circumstances have changed and they are not able to extend their residency. The rule is in place to protect public funds where continued residency rights are not certain.

This Government is transforming the apprenticeships offer into a new growth and skills offer, backed by £725 million of additional investment, which will deliver greater flexibility to employers and learners and support the industrial strategy.

In August 2025 we introduced new foundation apprenticeships to give young people a route into careers in critical sectors, enabling them to earn a wage while developing vital skills. The first foundation apprenticeships are focussed on industrial strategy and priority areas, they include engineering and manufacturing, software and data, and hardware, network and infrastructure.

Additionally, from April 2026, employers will also be able to access short, flexible training courses to help respond quickly to evolving skills needs. The first wave of these courses will be called apprenticeship units, and they will be available in critical skills areas such as engineering and digital.

Following commitments made in the Industrial Strategy, the Post 16 Education and Skills White Paper announced an £182 million engineering skills package, with the aim of helping to address the engineering skills needed in priority sectors such as advanced manufacturing, clean energy, and digital and technology.

I refer the hon. Member to the answer of 13 June 2025 to Question UIN 57098.

We are investing £820 million over the next 3 years in our Youth Guarantee to overhaul support and give a generation of young people a brighter future. Different aspects of the Youth Guarantee have different eligibility criteria.

Young People claiming benefits and on DWP’s Youth Offer may be eligible for the new Youth Guarantee Gateway, the Jobs Guarantee, Work Experience placements and SWAPs. Nearly 900,000 will be eligible for (and will receive) the Youth Guarantee Gateway, which consists of a dedicated session, followed by four weeks of additional intensive support with a Work Coach. The Jobs Guarantee will guarantee a six-month paid work placement to eligible young people aged 18 to 21 who have been on Universal Credit and looking for work for 18 months. We estimate that 55,000 people will be eligible for the Jobs Guarantee between launch and March 2029.

Other aspects of the Youth Guarantee are open to all those who need them. For instance, we are expanding Youth Hubs for 16 to 24-year-olds to more than 360 locations across Great Britain so that all young people – including those not receiving benefits – can access opportunities and comprehensive support in their local area. Each Youth Hub unites employment services from the Department for Work and Pensions (DWP) with place-based support from local partners, helping young people move into work. As part of this expansion, we have introduced a core blueprint for minimum service standards, marking a major step forward in making employment support more accessible and seamlessly integrated with other essential services such as health, housing, and wellbeing tailored to local needs and partnerships.

The Youth Guarantee is part of a new social contract with young people opportunity matched by responsibility. Young people who can work will be expected to engage with the support offered. If the support is declined without good reasons, existing benefit sanction rules will apply.

A full breakdown of enforcement actions categorised as successful or unsuccessful is not yet available, as several cases remain ongoing and the pilot is in its early stage. However, this will be considered as part of the pilot’s planned formal evaluation.

The Control of Asbestos Regulations 2012 (CAR) require all dutyholders such as employers or building occupiers, including those in the public sector, to provide adequate information, instruction and training to workers who are liable to be exposed to asbestos.

These requirements extend to ensuring that information about the location and condition of any asbestos is provided to every person liable to disturb it.

The Health and Safety Executive (HSE) is the enforcing authority for gas businesses and engineers (including self- employed gas engineers) who work in people's homes. Gas Safety (Installation and Use) Regulations 1998 (GSIUR) requires engineers undertaking gas work to be competent, registered with Gas Safe Register (GSR), and to work in accordance with the appropriate standards and in a way that does not put people in danger.

HSE and Local Authorities regulate this through enforcement powers set under the Health and Safety at Work etc. Act 1974. Enforcement powers available to regulators include prosecution, prohibition notices and improvement notices. GSR also has a dedicated team to investigate allegations of gas work by unregistered engineers and businesses (illegal gas fitters) and provides HSE with evidence of these activities.

In addition to this, GSR publishes a range of gas safety information and guidance on its website, and regularly runs media campaigns to promote key gas safety messages to the public. This includes promoting and delivering the annual national safety campaign “Gas Safety Week” which has wide ranging coverage.

The Government has committed to review the parental leave and pay system.

The Department for Work and Pensions (DWP) is committed to safeguarding vulnerable individuals and preventing economic abuse within the welfare system. Front line staff receive mandatory domestic abuse training, including economic abuse. Specialist training is provided for teams such as Child Maintenance Service, Universal Credit, Counter Fraud and Debt, ensuring colleagues can identify, respond, and support claimants safely and appropriately.

As part of the '“Freedom from Violence and Abuse: a cross-government strategy to build a safer society for women and girls”, DWP has committed to strengthening domestic abuse training for staff. We have also pledged to remove the Direct Pay service type so that the Child Maintenance Service manages and transfers payments between parents, preventing it being used as a tool of abuse.

DWP supports vulnerable customers by considering individual circumstances in debt recovery and signposting to specialist services. Our Debt Management Vulnerability Framework and annual adviser training strengthen this approach. DWP collaborates with Surviving Economic Abuse to ensure safeguards are in place for new debt recovery powers under the Public Authorities Fraud, Error and Recovery Act, protecting victims of domestic abuse.

Cases on the Collect and Pay service are typically those where the paying parent has demonstrated an unwillingness to pay, or has not been compliant in a Direct Pay arrangement. For this service, a fee of 20% is added to what the paying parent needs to pay, while 4% is deducted from the amount paid out to receiving parents.

Following a public consultation on wider reforms to consolidate the Child Maintenance Service into a single service type where the CMS collects and transfers payments, the Government published its response setting out plans to reform the CMS. This includes plans to reduce fees to 2% for both receiving parents and paying parents, maintaining the 20% rate for non-compliant paying parents on top of their calculated maintenance amount.

We believe fees are an important part of the service, offsetting the cost of the service and investment needed to make the reforms, reducing the burden on the taxpayer. The proposed fee structure is also intended to incentivise compliance by the paying parent.

Local Housing Allowance (LHA) determines the maximum levels of housing support for households claiming Housing Benefit or the housing element of Universal Credit and who rent in the private rented sector. LHA is not intended to cover all rents in all areas.

In April 2024 LHA rates were increased to the 30th percentile of local market rents, (including in the Eastleigh area), costing £1.2bn across Great Britain (GB) in 2024/25 and £7bn over 5 years.

LHA rates were reviewed at Autumn Budget and will remain at current levels in 2026/27. A range of factors were considered, such as rental levels across GB, the challenging fiscal context, and the impact of current levels of housing support

For those renters who require additional support to meet a shortfall in rent costs, Discretionary Housing Payments are available from local authorities.

The Health and Safety Executive (HSE) publishes annual statistics in relation to its regulatory activity, which includes data on the offshore oil and gas sector. HSE will use this data alongside its findings from regulatory work and industry engagement to continuously assess its regulatory priorities.

The Department does not hold data on the number of Access to Work applications allocated for assessment for people identified as living with (a) a form of arthritis or (b) a musculoskeletal condition. While the health condition is recorded on the customer’s record to ensure appropriate support is awarded this information is not collated for reporting purposes. Determining these figures would require a manual review of individual applications, which would incur a disproportionate cost.

The response is covered by the table below. All data below refers to claims under normal rules in areas under DWP policy ownership, where the claimants’ primary health condition is Anaemia – Sickle cell, with initial decisions made between April 2020 and March 2025.

PIP initial assessment decisions comprise awards and disallowances following a PIP assessment. They do not include pre-assessment decisions, award review decisions or changes of circumstances decisions.

All volumes have been rounded to the nearest 10 and percentages have been rounded to the nearest percentage point.

There is a maximum of two claimants on a Universal Credit (UC) claim therefore there cannot be 3 or more claimants on the UC claim being attributed with the carer’s element.

a) In August 2025, 1,045,000 UC households had the UC carer's element of £201.68 for one claimant.

b) In August 2025, 37,000 UC households had the UC carer's element of two lots of £201.68 – one attributed to each claimant on a joint claim.

Notes:

1. Figures are for GB.
2. Figures relate to UC claims with an assessment period covering the 2nd Thursday of the month.
3. Figures are rounded to nearest 1,000.
4. Nil award claims are not included. However, some UC claims will have been reduced for adjusting factors such as capital, earnings and other income.
5. Household in this definition is a single person or couple living together, and any child dependants. This may also be known as a benefit unit.