Department for Work and Pensions

The Crisis and Resilience Fund (CRF) is available in England to support low-income households reliant on LPG who are facing a crisis and need immediate financial support. It is for local authorities to determine individual need and the most appropriate form of support, using a person centred, needs based approach in line with the Fund’s guidance. The CRF does not offer business support.

This Government is committed to delivering an employment support system that is personalised to individual needs. All jobseekers are entitled to tailored and flexible support through Jobcentre Plus. Work Coaches offer personalised advice to help individuals secure roles which reflect their skills, qualifications and prior experience, alongside targeted job‑search support. The Department for Work and Pensions provides job‑seeking support through a range of channels that can benefit those already with professional experience, including the Find a Job website and financial assistance, for interviews or starting work, through the Flexible Support Fund. Furthermore, the reformed Jobs and Careers Service will place greater focus on career advice and progression and better matching of people’s experience with employer’s needs.

Where appropriate, Work Coaches also identify any skills gaps and signpost jobseekers to relevant training and provision, including Skills Bootcamps, apprenticeships, sector‑based work academy programmes (SWAPs), and free courses for jobs, as well as essential English, maths and digital skills. This flexible offer allows experienced jobseekers to update, adapt or build on existing skills to meet current labour market demand. Programmes such as SWAPs can be set up for any sector, allowing them to be responsive to local labour market needs and tailored to priority and emerging sectors across Districts in England and Scotland.

The Restart Scheme provides 12 months of personalised and tailored support targeted at those who have been on Universal Credit for 6 months or more and in the Intensive Work Search regime. Providers support participants to break down their employment barriers by developing a bespoke action plan built on understanding their employment history, skills and needs.

Additionally, many providers offer a dedicated pathway, providing participants with professional or executive experience access to specialist advisors and tailored support.

I refer the Hon. Member to the answer I gave on 8 April 2026 to Question UIN 122640.

UK State Pensions are payable worldwide, without regard to nationality, and are only uprated abroad where there is a legal requirement to do so, for example in countries with which we have a reciprocal agreement that provides for uprating.

This approach has been supported by successive governments over many years with priority given to those living in the UK when drawing up expenditure plans for additional pensioner benefits.

People move abroad for many reasons, and it is for individuals to weigh up the factors involved. Information regarding the effect of living abroad on State Pension entitlement is available on GOV.UK.

UK State Pensions are payable worldwide, without regard to nationality, and are only uprated abroad where there is a legal requirement to do so, for example in countries with which we have a reciprocal agreement that provides for uprating.

This approach has been supported by successive governments over many years with priority given to those living in the UK when drawing up expenditure plans for additional pensioner benefits.

People move abroad for many reasons, and it is for individuals to weigh up the factors involved. Information regarding the effect of living abroad on State Pension entitlement is available on GOV.UK.

UK State Pensions are payable worldwide, without regard to nationality, and are only uprated abroad where there is a legal requirement to do so, for example in countries with which we have a reciprocal agreement that provides for uprating.

This approach has been supported by successive governments over many years with priority given to those living in the UK when drawing up expenditure plans for additional pensioner benefits.

People move abroad for many reasons, and it is for individuals to weigh up the factors involved. Information regarding the effect of living abroad on State Pension entitlement is available on GOV.UK.

We are committed to ensuring people can access financial support through Personal Independence Payment (PIP) in a timely manner. Reducing customer journey times for PIP claimants is a priority for the Department and we are working constantly to make improvements to our service, which is kept under regular review.

We always aim to make an award decision as quickly as possible, taking into account the need to review all available evidence, including that from the claimant.

The provision of Blue Badges is a devolved matter and administered by Local Authorities, using Department of Transport guidelines. Access to a Blue Badge is available to people who are not in receipt of a qualifying mobility benefit through a separate assessment carried out by the Local Authority.

The Department carries out and publishes analysis of projected future retirement incomes, which provides estimates of the number and proportion of working age individuals under saving for their retirement against different measures of adequacy. This analysis is broken down by different characteristics such as decade of retirement and pension provision which can be found on GOV.UK: Analysis of Future Pension Incomes 2025 - GOV.UK.

The Department carries out and publishes analysis of projected future retirement incomes, which provides estimates of the number and proportion of working age individuals under saving for their retirement against different measures of adequacy. This analysis is broken down by different characteristics such as decade of retirement and pension provision which can be found on GOV.UK: Analysis of Future Pension Incomes 2025 - GOV.UK.

a) Statistics for the number of people on Employment and Support Allowance are published quarterly. The latest statistics for August 2025 are available in the ESA data tables on Stat-Xplore - Table View.

b) Statistics for the number or people invited to Move to Universal Credit are published quarterly. The latest statistics for December 2025 are available in the People invited to Move to Universal Credit data tables on Stat-Xplore - Table View.

Users can log in or access Stat-Xplore as a guest and, if needed, can access guidance(opens in a new tab) on how to extract the information required. There is also a Universal Credit Official Statistics: Stat-Xplore user guide(opens in a new tab)

DWP recognise some claimants may find moving to Universal Credit challenging and we are committed to providing the right support.

Migration notices signpost customers to our helpline, GOV.UK and Help to Claim (provided by Citizens Advice). Contact via these routes allows free and confidential support to be provided, based on individual need, from claim initiation to the first full payment. Customers who have not claimed Universal Credit within two weeks of their deadline enter the Enhanced Support journey, which provides tailored and flexible assistance and can include phone calls and home visits to complete the process.

Support offered to customers does not cease once a Universal Credit claim is made. A range of further support is available including a Complex Needs Toolkit and District Provision Tool for Work Coaches to use in identifying and signposting claimants to appropriate local services, including housing support, Mental Health Services and advocacy and Social Care. Where customers cannot use digital channels, DWP offer regular phone support and face-to-face appointments.

Additionally, Jobcentre staff are trained to discuss complex needs and vulnerabilities and record these along with reasonable adjustments on the Universal Credit account, including different communication channels, home visits or support from an authorised representative, including an Appointee to act on their behalf.

DWP regularly reviews its support to optimise our services and remain committed to supporting vulnerable claimants and welcome feedback. This is in addition to DWP’s internal quality monitoring, which supports agent personal performance and assurance.

Individual Placement and Support in Primary Care (IPSPC) was available in 12 areas in England and 2 Health Board areas in Wales. Evaluation of the programme is ongoing.

Individual Placement and Support in Primary Care (IPSPC) was available in 12 areas in England and 2 Health Board areas in Wales. Evaluation of the programme is ongoing.

The information requested can be found in the table provided below.

Table 1: People who have died who were recipients of Personal Independence Payment Enhanced Daily Living and Mobility components

Notes:

- Values have been rounded to the nearest 10.

- Figures are for claimants under DWP Policy Ownership (England, Wales and Abroad) and exclude claimants where PIP has been devolved to the Scottish Government in Scotland or The Department for Communities in Northern Ireland.

- Figures include people of both working age and those who are aged above state pension age.

This Government recognises and values the vital contribution made by unpaid carers every day in providing significant care and continuity of support to family and friends with disabilities.

The Department has published research into people’s experiences of claiming and receiving Carer’s Allowance in May 2024. The issue of overpayments is covered at pages 54-57: experiences-of-claiming-and-receiving-ca-research-report-final.pdf.

Overpayments can arise for a number of reasons. With respect to those linked to the treatment of earnings in Carer’s Allowance, we inherited a system where some busy carers, already struggling under a huge weight of caring responsibilities, found themselves with unexpected debts. We commissioned an Independent Review, led by Liz Sayce OBE, to investigate why overpayments occurred, how people affected can be better supported, and what changes are needed to prevent similar issues in future. We have published the findings of the Review, acknowledged the shortcomings identified, apologised to those affected, and accepted in full or in part 38 of the Review’s 40 recommendations.

As part of its response, the Government committed to reassessing Carer’s Allowance cases which may have been affected by faulty guidance on averaging of irregularly fluctuating earnings. This guidance was in place between April 2015 and September 2025 and did not accurately reflect the statutory position. The reassessment exercise began on 13 April 2026. Funding of £75m has been provided for the exercise in the financial years 2026/27 to 2028/29. The department expects to review over 200,000 cases, potentially reducing, cancelling, or refunding debts for around 25,000 carers.

The department's headline poverty statistics, Households Below Average Income (HBAI) statistics - GOV.UK show trends in income-based poverty back to 1994/95, including breakdowns regarding whether families are in receipt of means-tested benefits or not. The figures can be filtered to children, working age adults, and pensioners. The statistics also include measures of material deprivation which provide an indication of peoples’ ability to access or afford a range of everyday goods and services.

We are committed to tackling poverty and we know that good work can significantly reduce the chances of people falling into poverty. The Get Britain Working White Paper set out plans to reform employment, health and skills support to tackle rising economic inactivity levels, support people into good work, and create an inclusive labour market based on the unique needs of local communities, in which everybody can participate and progress in work.

Through our plan to Make Work Pay, we will, improve job security and boost living standards. From April, the National Living Wage increased by 6.7 per cent to £12.21 an hour, boosting the pay of 2.4 million workers. This represents an increase of £900 to the gross annual earnings of a full-time worker on the National Living Wage.

Universal Credit has a critical role to play in tackling poverty and making work pay and we have already taken steps to help those in need. The Universal Credit Act 2025, which came into force on 6 April 2026, delivered the first sustained, above inflation rise in the basic rate of Universal Credit since it was introduced. And the introduction of the Fair Repayment Rate in Universal Credit, from April 2025, means that around 1.2 million of the poorest households will retain more of their award, on average £420 a year.

The Child Poverty Strategy has looked at how the government can boost families' incomes through employment and the social security system, drive down the cost of essentials so parents can meet their children’s fundamental needs, and strengthen local support to ensure families can access vital services when they need them. The removal of the two child limit will lift 450,000 children out of poverty, rising to around 550,000 alongside other measures set out in our Strategy, such as the expansion of free school meals. These interventions will lead to the largest expected reduction in child poverty over a Parliament since comparable records began.

We have also introduced the new Crisis and Resilience Fund with £842 million per annum (£1 billion including Barnett consequential) to reform crisis support in England from 1 April 2026. This longer-term funding approach aims to enable local authorities to provide preventative support to communities as well as assisting people when faced with a financial crisis. We have allocated £28.2 million to Staffordshire over three years, (£9.3 million in 2026/27, £9.3 million in 2027/28 and £9.5 million in 2028/29) alongside £451,295 in 2026/27 to support heating oil households, with funding covering both the County and District Councils.

The LCWRA element will be paid from the start of the Assessment Period following the Assessment Period in which the ‘relevant period’ ended. This replicates the 13-week assessment period applied to Employment and Support Allowance (ESA) claims and is used to establish that the customer has a long-term health condition or disability.

Throughout the period before the award of the LCWRA addition, claimants will receive the applicable standard allowance plus any eligible additions, such as housing costs.

The government provides a range of financial support to help employers take on apprentices, these payments are made in instalments at set apprenticeship milestones to support retention.

Foundation apprenticeships were introduced in August 2025, to give young people a route into critical sectors. Employers that take on foundation apprentices, including in building service engineering, will receive additional payments of up to £2,000. This is designed to offset the additional costs employers face whilst supporting the recruitment, retention and progression of young people, e.g. increased mentoring and pastoral care.

The payment is made in three instalments, with the first two spread across the foundation apprenticeship, and the final payment made when an apprentice progresses onto their next apprenticeship, supporting sustained employment for young people at the start of their career.

We also know that SMEs employ large numbers of young apprentices and will be critical in reversing the 40% decline in apprenticeship starts by young people that has occurred over the last decade. That is why we are introducing a new incentive of £2,000 for non-levy paying employers (essentially SMEs) that take on 16–24-year-old apprentices as new employees, to contribute to the additional costs associated with employing young people.

On top of this the government already pays £1,000 to both employers and providers for apprentices aged 16-18, and for apprentices aged 19-24 who have an Education Health Care Plan or have been, or are, in local authority care.

Both payments will be made in two equal instalments, the first at day 90 and the second at day 365 after apprenticeship started (or day 242 if apprenticeship under 12 months).

The Department for Work and Pensions and the Child Maintenance Service (CMS) take the support of vulnerable customers, including victims and survivors of domestic abuse, extremely seriously.

All CMS Caseworkers receive comprehensive technical training, including specific modules on identifying and supporting vulnerable customers and victims and survivors of domestic abuse. This Domestic Abuse training is kept up to date through mandatory two year refresher training to ensure colleagues maintain the requisite skills and knowledge.

For the most complex domestic abuse cases, CMS uses a specialist team, which provides tailored support and reduces the need for victims and survivors to repeatedly recount their experiences.

All Caseworkers can access the Every Call Matters Hub, which provides access to supporting products and call standards to support confidence and quality when speaking with customers.

CMS aim to handle calls in a sensitive manner and ensure all customers get the help and support they need to use the service safely. This may include signposting to support organisations or reporting to the police where this may be necessary.

Further work is ongoing to strengthen quality assurance processes, including call listening, to ensure that vulnerable customers and victims and survivors of domestic abuse consistently receive the appropriate level of service. Insight from quality assurance outcomes is used to support ongoing training and learning.

DWP does not have any control over council tax schemes, and overarching responsibility for Local Council Tax Reduction lies with the Ministry of Housing, Communities and Local Government (MHCLG). As a result, Council Tax Reduction entitlement may differ from the support customers previously received under legacy benefits.

We recognise that this can be difficult for customers, particularly where there has been no change in their overall household income following migration to Universal Credit. Transitional protection is designed to protect customers’ benefit entitlement levels when they move to Universal Credit. It does not provide cover for schemes that are administered by local authorities, including Council Tax Reduction, which are assessed separately from benefit entitlement.

The Department does not collect information centrally for analysis on whether a claimant’s condition is terminal.

The Special Rules for End of Life allow people nearing the end of their life to get faster and easier access to PIP at the highest rates. The Department considers anyone likely to have fewer than 12 months to live as nearing the end of life.

In most cases, claimants who receive two sets of monthly earnings in one Universal Credit assessment period are identified automatically and their award is corrected.

This reflects established policy intent and is implemented through system coding based on data received from HM Revenue and Customs. However, a small number of cases are not picked up by the automated process because of the complexity of the claimant’s individual circumstances.

This usually arises in situations where earnings do not follow a consistent or standard pattern, making them harder for automated systems to assess accurately. This can include irregular pay patterns or variations in how employers report earnings through Real Time Information (RTI).

In these cases, earnings may not follow a standard pattern that the system can correct automatically, and manual intervention is required to ensure the claimant receives the correct Universal Credit entitlement.

Landlords can report changes of this nature through a range of routes, including by email and via the Department’s Employment and Partnership Manager network. However, Universal Credit is designed around the principle that claimants are responsible for reporting changes of circumstance. For that reason, while information from landlords can trigger checks and investigation, claimants are still required to make a declaration through “report a change”.

The Department is committed to pursuing a just, equal, and inclusive society, ensuring independence and control for everyone, including our deaf customers.

Customers can communicate with us using Relay UK. We also offer email as a reasonable adjustment as well as a range of different (or alternative) formats such as Easy Read, which uses succinct and simplified language combined with images to convey information about government benefits and services.

UC customers can also communicate with us using the UC journal.

As a department we continue to recognise the importance and value of British Sign Language. We take our commitments seriously and are continuously seeking ways to improve the BSL services we offer.

We’re almost one year into our BSL 5-year plan and have made good progress against our goals. This includes:

• Deployment of the Video Relay Interpreting service into all Job centres and Universal Credit Review (UCR) Service Centres

• Developing our first set of BSL video standards, which are currently being reviewed by stakeholders prior to implementation

• Reviewing all existing learning content, identifying improvements for deaf and hard of hearing customers

• Creating DWP’s first ever ‘YouTube Short’ in BSL to improve our target reach and communication mediums

For customers with additional support needs, the department offers a wide range of reasonable adjustments, including a visiting service for vulnerable customers who are unable to use our other contact routes, and support from Disability Employment Advisors within our jobcentres.

We continue to review our services and make improvements to ensure they are accessible and responsive to customer needs.

The Department is committed to pursuing a just, equal, and inclusive society, ensuring independence and control for everyone, including our deaf customers.

Customers can communicate with us using Relay UK. We also offer email as a reasonable adjustment as well as a range of different (or alternative) formats such as Easy Read, which uses succinct and simplified language combined with images to convey information about government benefits and services.

UC customers can also communicate with us using the UC journal.

As a department we continue to recognise the importance and value of British Sign Language. We take our commitments seriously and are continuously seeking ways to improve the BSL services we offer.

We’re almost one year into our BSL 5-year plan and have made good progress against our goals. This includes:

• Deployment of the Video Relay Interpreting service into all Job centres and Universal Credit Review (UCR) Service Centres

• Developing our first set of BSL video standards, which are currently being reviewed by stakeholders prior to implementation

• Reviewing all existing learning content, identifying improvements for deaf and hard of hearing customers

• Creating DWP’s first ever ‘YouTube Short’ in BSL to improve our target reach and communication mediums

For customers with additional support needs, the department offers a wide range of reasonable adjustments, including a visiting service for vulnerable customers who are unable to use our other contact routes, and support from Disability Employment Advisors within our jobcentres.

We continue to review our services and make improvements to ensure they are accessible and responsive to customer needs.

Statistics on the number of people on Universal Credit are regularly published on Stat-Xplore, with the latest statistics by employment status available to February 2026. As there is no limit to how many hours a person can work and still get Universal Credit, information on the number of hours worked for those in employment is not collated.

The Department for Work and Pensions has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.

The Department for Work and Pensions has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.

The Department for Work and Pensions has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.

For many years our young people have not had the opportunity and support they deserve. Under the last government, between 2021 and 2024, the number of young people not in education, employment or training increased by 250,000.

The eight Youth Guarantee Trailblazers in England are testing new ways to identify, engage and support young people who are, or are at risk of becoming, NEET. This includes 18–21‑year‑olds who are not claiming benefits, who can, through the Youth Guarantee Trailblazers, access tailored support which connects them to meaningful employment and training opportunities.

By bringing together national entitlements with locally tailored provision and working closely with employers, colleges and the voluntary sector, the Trailblazers are helping more young people develop the skills and confidence they need to enter employment and advance their careers.

The Youth Guarantee is about reaching all NEET young people, including those outside the benefits system. That is why we recently announced a further £1 billion investment in young people, taking the total investment to £2.5 billion over the next three years though the Youth Guarantee and additional investment in the Growth and Skills Levy. This investment will support almost one million young people and create up to 500,000 opportunities to earn and learn.

This includes the delivery of eight Youth Guarantee Trailblazers in England, the expansion of Youth Hubs to more than 360 areas across Great Britain, and the introduction of a new Youth Guarantee Gateway in Jobcentres, providing more intensive support to 16-24 year olds. Youth Hubs offer access to employment and skills support, as well as links to housing and mental health services for young people, including in areas where Youth Guarantee Trailblazers operate, but they are not responsible for delivering the Trailblazer programmes. We will also prioritise prevention – improving support in schools, access to work experience and further education places.

This investment will also create around 300,000 more opportunities to gain workplace experience and training. It will also help unlock up to 200,000 more employment opportunities, through a new £3,000 Youth Jobs Grant for employers who hire 18–24-year-olds who have been on Universal Credit for over six months, a new £2,000 apprenticeship incentive for small and medium sized employers hiring 16–24-year-olds and the Jobs Guarantee scheme, providing long-term unemployed 18–24-year-olds with a fully funded six month job.

Together these measures demonstrate the Government’s commitment to backing young people, supporting employers, and working with partners across Great Britain to create clear pathways into employment and education for all young people.

There is currently no Youth Hub in the St Albans area. Youth Hubs will be expanded to 360 areas across Great Britain over the next three years. Young people in areas where Youth Hubs open later in the three-year rollout period, will still receive the full breadth of Youth Guarantee support. They will also continue to benefit from tailored help through the local Jobcentre, and, where appropriate, support from nearby Youth Hubs, so no young person is left without support during the phased rollout.

For many years our young people have not had the opportunity and support they deserve. Under the last government, between 2021 and 2024, the number of young people not in education, employment or training increased by 250,000.

The eight Youth Guarantee Trailblazers in England are testing new ways to identify, engage and support young people who are, or are at risk of becoming, NEET. This includes 18–21‑year‑olds who are not claiming benefits, who can, through the Youth Guarantee Trailblazers, access tailored support which connects them to meaningful employment and training opportunities.

By bringing together national entitlements with locally tailored provision and working closely with employers, colleges and the voluntary sector, the Trailblazers are helping more young people develop the skills and confidence they need to enter employment and advance their careers.

The Youth Guarantee is about reaching all NEET young people, including those outside the benefits system. That is why we recently announced a further £1 billion investment in young people, taking the total investment to £2.5 billion over the next three years though the Youth Guarantee and additional investment in the Growth and Skills Levy. This investment will support almost one million young people and create up to 500,000 opportunities to earn and learn.

This includes the delivery of eight Youth Guarantee Trailblazers in England, the expansion of Youth Hubs to more than 360 areas across Great Britain, and the introduction of a new Youth Guarantee Gateway in Jobcentres, providing more intensive support to 16-24 year olds. Youth Hubs offer access to employment and skills support, as well as links to housing and mental health services for young people, including in areas where Youth Guarantee Trailblazers operate, but they are not responsible for delivering the Trailblazer programmes. We will also prioritise prevention – improving support in schools, access to work experience and further education places.

This investment will also create around 300,000 more opportunities to gain workplace experience and training. It will also help unlock up to 200,000 more employment opportunities, through a new £3,000 Youth Jobs Grant for employers who hire 18–24-year-olds who have been on Universal Credit for over six months, a new £2,000 apprenticeship incentive for small and medium sized employers hiring 16–24-year-olds and the Jobs Guarantee scheme, providing long-term unemployed 18–24-year-olds with a fully funded six month job.

Together these measures demonstrate the Government’s commitment to backing young people, supporting employers, and working with partners across Great Britain to create clear pathways into employment and education for all young people.

There is currently no Youth Hub in the St Albans area. Youth Hubs will be expanded to 360 areas across Great Britain over the next three years. Young people in areas where Youth Hubs open later in the three-year rollout period, will still receive the full breadth of Youth Guarantee support. They will also continue to benefit from tailored help through the local Jobcentre, and, where appropriate, support from nearby Youth Hubs, so no young person is left without support during the phased rollout.

Funding for apprenticeships and skills is a devolved matter. This government is committed to engaging with the devolved governments on skills policy, including on the development of the growth and skills levy for England, to share best practice and support one another in boosting growth and spreading opportunity throughout the UK.

The Child Maintenance Service (CMS) is committed to ensuring that parents meet their financial responsibilities in full and on time with payments calculated so they are reasonable and affordable for the paying parent.

When arrears are identified, parents are given a clear explanation of how the amount has been calculated. Where a parent believes the arrears to be incorrect, they have opportunity to dispute the decision and provide evidence within set timescales.

The CMS has a structured dispute resolution process, including Mandatory Reconsideration and the right of appeal to an independent tribunal, His Majesty’s Courts and Tribunal Service.

Where a dispute is raised, the case is reviewed before court‑based enforcement proceeds, as a Liability Order may only be granted where a magistrate is satisfied the debt is legally due and unpaid. This safeguards both parents and ensures enforcement is taken only on resolved debt.

The Department keeps these safeguards under regular review to ensure the accuracy of arrears and that enforcement action continues to be subject to appropriate judicial oversight.

We are committed to investing in education and skills training for adults and are investing over £1.4 billion in the Adult Skills Fund (ASF) this academic year. The principal purpose of the ASF is to engage adults and provide the skills and learning they need to equip them for work, an apprenticeship or further learning.

As of August 2025, approximately 68% of the ASF has been devolved to 12 Strategic Authorities and the Greater London Authority. These authorities are responsible for the provision of ASF-funded adult education for their residents and allocation of the ASF to learning providers. The Department for Work and Pensions provides the remaining funding for learners who live in non-devolved areas.

Hampshire is currently a non-devolved area, meaning the Department funds the providers including further education colleges who decide what provision to offer. Until powers are transferred, the Department will continue to fund providers in Hampshire directly.

We believe that local areas should have more of a say and control over adult education in their areas. As such Government agreed a devolution deal with Hampshire and the Solent including, from academic year 27/28, the devolution of the ASF. This will provide the area with the ability to commission adult education for Hampshire and the Solent residents.

Under the arrangements set out in devolution deals, local areas assume the duties set out in statute around providing free courses for adults. These national statutory entitlements ensure a level of consistency across the country. By honouring our commitments to combine and further devolve adult skills funding, we give those with local knowledge the power they need to make decisions that are best for their areas and their residents.

We are adopting artificial intelligence in the Department for Work and Pensions to help colleagues deliver better outcomes for customers and to improve productivity and efficiency. While generative artificial intelligence is not currently used to assist people directly in making benefit claims, the Department continues to explore how digital tools, including artificial intelligence, could improve and enhance the claimant journey and make it easier for people to access support.

This work is focused on improving access, usability and overall user experience. Any future use of artificial intelligence would be subject to robust safeguards and appropriate ethical, legal and governance controls.

An apprenticeship is a job with training, apprentices therefore must be employed and have a contract of employment that lasts until they finish the apprenticeship, including the assessment.

If an apprentice loses their job, their apprenticeship funding will stop, and the apprentice will need to find a new employer who will support their apprenticeship. Training providers can provide support and guidance to apprentices whilst they look for a new employer. When they find a new employer, the employer should then identify a training provider who can deliver the rest of their apprenticeship training and support assessment.

If an apprentice is made redundant and their training provider can continue to deliver their government funded apprenticeship training, we will continue to fund the apprenticeship training for at least 12 weeks following redundancy. This is to give the individual time to find alternative employment in order to continue with the apprenticeship.

If the apprentice is unable to secure a new employer, they may still be able to finish their apprenticeship training and assessment if they have less than 6 months of training left to complete or have finished 75% or more of their training.

We provide a range of advice for apprentices facing redundancy on the gov.uk website: https://www.gov.uk/guidance/redundancy-support-for-apprentices and https://customerhelp.education.gov.uk/hc/en-gb/articles/18228373250322-Employment-and-redundancy-in-apprenticeships

Apprentices can also contact the Apprenticeship Service helpline if they need further support and use the ‘Find an Apprenticeship’ service on gov.uk to locate apprenticeship vacancies in their area.

An apprenticeship is a job with training, apprentices therefore must be employed and have a contract of employment that lasts until they finish the apprenticeship, including the assessment.

If an apprentice loses their job, their apprenticeship funding will stop, and the apprentice will need to find a new employer who will support their apprenticeship. Training providers can provide support and guidance to apprentices whilst they look for a new employer. When they find a new employer, the employer should then identify a training provider who can deliver the rest of their apprenticeship training and support assessment.

If an apprentice is made redundant and their training provider can continue to deliver their government funded apprenticeship training, we will continue to fund the apprenticeship training for at least 12 weeks following redundancy. This is to give the individual time to find alternative employment in order to continue with the apprenticeship.

If the apprentice is unable to secure a new employer, they may still be able to finish their apprenticeship training and assessment if they have less than 6 months of training left to complete or have finished 75% or more of their training.

We provide a range of advice for apprentices facing redundancy on the gov.uk website: https://www.gov.uk/guidance/redundancy-support-for-apprentices and https://customerhelp.education.gov.uk/hc/en-gb/articles/18228373250322-Employment-and-redundancy-in-apprenticeships

Apprentices can also contact the Apprenticeship Service helpline if they need further support and use the ‘Find an Apprenticeship’ service on gov.uk to locate apprenticeship vacancies in their area.

An apprenticeship is a job with training, apprentices therefore must be employed and have a contract of employment that lasts until they finish the apprenticeship, including the assessment.

If an apprentice loses their job, their apprenticeship funding will stop, and the apprentice will need to find a new employer who will support their apprenticeship. Training providers can provide support and guidance to apprentices whilst they look for a new employer. When they find a new employer, the employer should then identify a training provider who can deliver the rest of their apprenticeship training and support assessment.

If an apprentice is made redundant and their training provider can continue to deliver their government funded apprenticeship training, we will continue to fund the apprenticeship training for at least 12 weeks following redundancy. This is to give the individual time to find alternative employment in order to continue with the apprenticeship.

If the apprentice is unable to secure a new employer, they may still be able to finish their apprenticeship training and assessment if they have less than 6 months of training left to complete or have finished 75% or more of their training.

We provide a range of advice for apprentices facing redundancy on the gov.uk website: https://www.gov.uk/guidance/redundancy-support-for-apprentices and https://customerhelp.education.gov.uk/hc/en-gb/articles/18228373250322-Employment-and-redundancy-in-apprenticeships

Apprentices can also contact the Apprenticeship Service helpline if they need further support and use the ‘Find an Apprenticeship’ service on gov.uk to locate apprenticeship vacancies in their area.

An apprenticeship is a job with training, apprentices therefore must be employed and have a contract of employment that lasts until they finish the apprenticeship, including the assessment.

If an apprentice loses their job, their apprenticeship funding will stop, and the apprentice will need to find a new employer who will support their apprenticeship. Training providers can provide support and guidance to apprentices whilst they look for a new employer. When they find a new employer, the employer should then identify a training provider who can deliver the rest of their apprenticeship training and support assessment.

If an apprentice is made redundant and their training provider can continue to deliver their government funded apprenticeship training, we will continue to fund the apprenticeship training for at least 12 weeks following redundancy. This is to give the individual time to find alternative employment in order to continue with the apprenticeship.

If the apprentice is unable to secure a new employer, they may still be able to finish their apprenticeship training and assessment if they have less than 6 months of training left to complete or have finished 75% or more of their training.

We provide a range of advice for apprentices facing redundancy on the gov.uk website: https://www.gov.uk/guidance/redundancy-support-for-apprentices and https://customerhelp.education.gov.uk/hc/en-gb/articles/18228373250322-Employment-and-redundancy-in-apprenticeships

Apprentices can also contact the Apprenticeship Service helpline if they need further support and use the ‘Find an Apprenticeship’ service on gov.uk to locate apprenticeship vacancies in their area.

I refer the hon. Member to the answer of 13 April 2026 to Question UIN 123109.

Lack of experience is a key barrier for young people. 7-10% of 16-24-year-olds have never held any paid job or work experience, and 58% of those who are not in education, employment or training (NEETs) have never held a paid job.

To address this, the Government is expanding work experience placements across Great Britain as part of the Youth Guarantee, offering 150,000 more opportunities over three years from April 2026, with priority referrals for young people.

Participating in work experience helps young people to develop core employability skills, confidence and work readiness and will support them to move into employment or training. Department for Work and Pensions is engaging with national and local employers to create these opportunities. Additionally, Sector-based Work Academy Programmes (SWAPs), which include a work experience placement, are also being expanded through the Youth Guarantee, with 145,000 starts planned by 2028/29, further supporting young people in gaining valuable work experience whilst building up sector-specific skills.

In addition, the Government is taking action to support employers to recruit and train young people, including entry-level employment opportunities, and I refer the Hon. Member to the answer I gave on 27 March to PQ 122032. This includes a new £3,000 Youth Jobs Grant for employers who hire 18–24-year-olds who have been on Universal Credit for over six months, a new apprenticeship hiring grant of up to £2,000 for non-levy paying employers when hiring 16–24-year-olds as new employees, and the Jobs Guarantee scheme, providing long-term unemployed 18–24-year-olds with a fully funded six month job.

On 25^th March 2026, the Government also announced the expansion of employment support through a further 80 new Youth Hubs in 2026/27. One of these Youth Hubs will be in Basildon. Youth Hubs provide tailored, locally delivered employment support, helping young people overcome barriers such as lack of work experience by connecting them to employers, work experience, training and jobs.

Lack of experience is a key barrier for young people. 7-10% of 16-24-year-olds have never held any paid job or work experience, and 58% of those who are not in education, employment or training (NEETs) have never held a paid job.

To address this, the Government is expanding work experience placements across Great Britain as part of the Youth Guarantee, offering 150,000 more opportunities over three years from April 2026, with priority referrals for young people.

Participating in work experience helps young people to develop core employability skills, confidence and work readiness and will support them to move into employment or training. Department for Work and Pensions is engaging with national and local employers to create these opportunities. Additionally, Sector-based Work Academy Programmes (SWAPs), which include a work experience placement, are also being expanded through the Youth Guarantee, with 145,000 starts planned by 2028/29, further supporting young people in gaining valuable work experience whilst building up sector-specific skills.

In addition, the Government is taking action to support employers to recruit and train young people, including entry-level employment opportunities, and I refer the Hon. Member to the answer I gave on 27 March to PQ 122032. This includes a new £3,000 Youth Jobs Grant for employers who hire 18–24-year-olds who have been on Universal Credit for over six months, a new apprenticeship hiring grant of up to £2,000 for non-levy paying employers when hiring 16–24-year-olds as new employees, and the Jobs Guarantee scheme, providing long-term unemployed 18–24-year-olds with a fully funded six month job.

On 25^th March 2026, the Government also announced the expansion of employment support through a further 80 new Youth Hubs in 2026/27. One of these Youth Hubs will be in Basildon. Youth Hubs provide tailored, locally delivered employment support, helping young people overcome barriers such as lack of work experience by connecting them to employers, work experience, training and jobs.

Over the past decade we’ve seen apprenticeship starts by those aged 16-24, fall by 40%. At the same time, last year, the government spent 100% of its multi-billion pound apprenticeship budget. This Government wants to reverse that decline and support 50,000 more young people into apprenticeships.

We are therefore reviewing the existing apprenticeship offer, which has grown to more than 700 standards, an outlier by international standards, to ensure it better supports young people starting their careers.

From September 2026, we will withdraw funding from 16 existing apprenticeship standards.

Three of these are generic leadership and management apprenticeships, which have grown significantly but are predominantly used as continuing professional development for established staff aged 25 and over.

In the 2024/2025 academic year, nearly 90% of apprentices on these leadership and management standards are over 25 (compared to 50% across the programme as a whole); and 83% are long-term employees (compared to 43% across the programme as whole – which is a 10-year high). This has happened at a time when we have seen the number of young people who are not in education, employment or training (NEET) increase to nearly one million. Rebalancing the programme is necessary and proportionate to achieve our legitimate aim of rebalancing funding towards the government’s priorities supporting young people and delivering growth, whilst being aligned to the Youth Guarantee and the Industrial Strategy.

We know that apprenticeships offer strong returns, and that is particularly true for young people. The changes to streamline the apprenticeship offer will help to create headroom to invest in more opportunities for young people and new apprenticeship units for adults.

Employers who value these apprenticeship standards can continue to use them on a privately funded basis.

Over the past decade we’ve seen apprenticeship starts by those aged 16-24, fall by 40%. At the same time, last year, the government spent 100% of its multi-billion pound apprenticeship budget. This Government wants to reverse that decline and support 50,000 more young people into apprenticeships.

We are therefore reviewing the existing apprenticeship offer, which has grown to more than 700 standards, an outlier by international standards, to ensure it better supports young people starting their careers.

From September 2026, we will withdraw funding from 16 existing apprenticeship standards.

Three of these are generic leadership and management apprenticeships, which have grown significantly but are predominantly used as continuing professional development for established staff aged 25 and over.

In the 2024/2025 academic year, nearly 90% of apprentices on these leadership and management standards are over 25 (compared to 50% across the programme as a whole); and 83% are long-term employees (compared to 43% across the programme as whole – which is a 10-year high). This has happened at a time when we have seen the number of young people who are not in education, employment or training (NEET) increase to nearly one million. Rebalancing the programme is necessary and proportionate to achieve our legitimate aim of rebalancing funding towards the government’s priorities supporting young people and delivering growth, whilst being aligned to the Youth Guarantee and the Industrial Strategy.

We know that apprenticeships offer strong returns, and that is particularly true for young people. The changes to streamline the apprenticeship offer will help to create headroom to invest in more opportunities for young people and new apprenticeship units for adults.

Employers who value these apprenticeship standards can continue to use them on a privately funded basis.