Department for Work and Pensions

The Health and Safety Executive (HSE) provides readily accessible guidance to all employers on the Working Time Regulations 1998 on its website and is responsible for the enforcement of the maximum weekly working time limit, night work limits, and health assessments for night work. Issues relating to rest periods and time off are a matter for an Employment Tribunal.

It is the duty of each individual NHS trust, or employing organisation, to ensure they have systems in place to comply with these regulations. HSE responds to all concerns related to working time in a proportionate way, which may include activities such as stakeholder engagement, inspections and investigations, and taking robust enforcement action if employers are not complying with legal requirements.

The new service is designed to provide a parity of service from day one. We do not expect any negative impact on Jobseeker outcomes. The Department is continuously reviewing the readiness of the new service, and it remains on track. Over time the new service will be iterated in to provide a more enhanced experience for customers, in line with the ambition for the Jobs and Careers Service as outlined in the Get Britian Working White Paper.

At the point of launch, the in-house replacement service will support equivalent functionality to the existing Find a Job service. After launch the service will go through regular test and learn iterations to introduce new innovations.

The Government has made its decision on this case based on due process and careful consideration of the body of evidence. We have decided it would not be appropriate to pay compensation and the detailed reasons for this decision have been placed in the House library.

Please see the breakdown attached at Annex 1.

As part of the first Jobs and Careers Service Pathfinder, launched in Wakefield in April 2025, we have been testing personalised employment support, including through a new Get Britain Working Coaching Academy and changes to claimant commitment appointments. Evaluation is ongoing and will focus on how personalised employment support is delivered both from a user and operational perspective. We are committed to publish evaluation findings in line with Government Social Research processes.

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.

The Government currently has no plans to reinstate or negotiate a new reciprocal social security agreement with Australia.

Support for pensioners who, for whatever reason, find themselves on a low income is provided through Pension Credit. It guarantees a minimum level of income – the Standard Minimum Guarantee – which will increase by 4.8% from April 2026, protecting the most vulnerable pensioners.

They may also have access to other forms of UK support subject to the usual eligibility rules, such as Housing Benefit (if in eligible accommodation) or Council Tax Reduction

These provisions operate independently of the former UK–Australia agreement and remain available to anyone who meets the eligibility requirements.

A review of the harmonised standard for ethnicity data collection is underway by the Government Statistical Service Harmonisation team.

A public consultation between October 2025 and February 2026 sought views from a wide range of users, including Government Departments and public bodies, to understand user needs for ethnic group data. This was supplemented by a programme of engagement activity, including with representatives of all government departments.

ONS have committed to providing an initial response to the public consultation in April, and a full report on the consultation in late summer 2026 will include more detailed information on the departments that responded to the consultation.

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

CMS continues to exceed key performance indicators, including application clearances, change of circumstances clearances, Collect and Pay compliance and assessment accuracy, demonstrating improved outcomes for customers.

Through the Service Modernisation Programme, CMS is expanding digital channels and self-service options, including online services like Get Help Arranging Child Maintenance and My Child Maintenance Case (MCMC) which are available 24/7. CMS has improved customer communications via SMS, email and providing improved and clearer letters. Increased use of online services ensures resources are available to support customers with addition and/or complex queries or needs with call routing improvements made to ensure faster access to caseworkers-owning teams.

In July 2025, CMS launched Customer Connect, an online service that allows caseworkers and customers to exchange information efficiently through the customer’s online account, reducing the need for phone contact. CMS is now developing plans to roll out Customer Connect across the full service and for all case types.

The Department for Work and Pensions does not hold complete information on State Pension entitlement and payments in Northern Ireland, as the majority are administered by the Department for Communities in Northern Ireland under the devolution settlement.

The Department holds information on the number of people in receipt of the State Pension, including payments, but not on the number of people with entitlement.

The number of people in receipt of State Pension payments administered by DWP to people resident in Northern Ireland is estimated to be a) 229 for pre-2016 State Pension and b) 279 for new State Pension. The average weekly payment for these people is estimated to be £183.15 overall, a) £178.69 for pre-2016 State Pension and b) £186.85 for new State Pension. These are based on latest figures for the quarter ending August 2025. Source: DWP Stat-Xplore.

These figures do not reflect State Pension payments administered under the devolution settlement by the Department for Communities in Northern Ireland. The Department for Communities in Northern Ireland publish Benefit Statistics Summaries, with latest data to quarter ending November 2025, at the following link: https://www.communities-ni.gov.uk/publications/benefits-statistics-summary-publication-accredited-official-statistics-november-2025

The number of staff employed is unpublished management information, collected and intended for internal departmental use and has not been quality assured to National Statistics or Official Statistics publication standard.

• The Full Time Equivalent (FTE) figure supplied is at March for each financial year, and January for 2026 as this is the most up to date Data held for this financial year.
• The number Bereavement scheme staff has been derived from DWP's Activity Based Model (ABM). This model gives an estimated FTE based on a point in time estimate by Line Managers, as recorded on our internal systems each month.
• This total represents all aspects of Bereavement delivery, including Processing and Telephony.
• Figures have been rounded to the nearest 10 FTE.

As of 17 February 2026, the applications backlog is at 66,699. We recognise the importance of clearing the backlog, which is why last year we increased the number of staff working in this area by 29% and we have continued to streamline delivery practices.

We are using the outcomes of the Pathways to Work Green Paper consultation to review all aspects of the scheme as we develop plans for reform.

Parliamentary Question 112574 was answered on 3 March. I apologise for the delay in responding.

The information requested is not held centrally. Gathering this data would therefore incur disproportionate costs.

The Government has announced reforms to strengthen the Child Maintenance Service (CMS), including its intention to remove Direct Pay and move to a single, enhanced Collect and Pay system. This will enable the CMS to monitor all payments, identify noncompliance more quickly, and take faster enforcement action. It is estimated that these changes could lift around 20,000 fewer children in poverty (on the relative low income after housing costs measure). These reforms will be implemented when Parliamentary time allows.

To improve arrears collection, the Government will also introduce administrative liability orders to replace the current court-based process, streamlining enforcement and reducing delays. Work with HM Courts and Tribunals Service and the Scottish Government is underway, with regulations to be brought forward as soon as possible.

In addition, the Government is reviewing the child maintenance calculation to ensure it remains fit for purpose. This includes updating the underlying research and considering how to ensure the calculation reflects current and future societal trends. Options for proposed reforms are currently being considered. Any changes made to the child maintenance calculation will be subject to extensive public consultation, and if made, will require amendments to legislation so would be subject to Parliamentary scrutiny.

Following expressions of interest, the steering group was recruited to oversee co-production of the Timms Review.

The group have met and discussed principles of working and areas of focus and will meet regularly to determine the Review’s strategic direction and recommendations. The group will shape a wider and fully accessible programme of participation bringing together a full range of views. It is committed to regular updates on progress.

The Access to Work Scheme provides grant funding and is not a benefit, so interim financial support is not available through the scheme while an appeal is progressing. We always encourage customers to speak to their employer about workplace adjustments in the first instance.

The Department does not collect data on the average processing time for (a) reimbursement (payment) claims.

Please find the Official statistics on payments which are published annually and can be accessed here: Access to Work statistics - GOV.UK

(b) Redundancy‑related payments are not administered by the Access to Work scheme.

Child Maintenance payments keep around 120,000 children out of poverty each year.

The Government intends to replace Direct Pay with a more effective Collect and Pay model, as soon as parliamentary time allows, tackling non‑compliance and ensuring maintenance reaches children. Fees for compliant parents will be reduced, while stronger enforcement will target non‑payers. The Government is also reviewing the outdated calculation formula to ensure fairness and better outcomes for children.

The requested information is published as part of the Universal Credit (removal of the two child limit) Bill. It is available in Table 7 of the Regulatory impact assessment template (2023 reforms)

Universal Credit (Removal of Two Child Limit) Bill publications - Parliamentary Bills - UK Parliament

The Motability Scheme is a lifeline for many disabled people and families, supporting their independence by enabling them to lease a car, wheelchair accessible vehicle, scooter or powered wheelchair in exchange for an eligible disability benefit allowance.

The Scheme will continue to offer a choice of vehicles, to meet a range of accessibility needs. The changes announced at the budget will not apply to current leases or wheelchair adapted vehicles, and the Scheme will continue to offer vehicles which require no advance payment, meaning that people will be able to access a suitable vehicle using only their qualifying disability benefit.  The Scheme will continue to offer a full ‘peace of mind package’ – including insurance and UK breakdown cover – and provide means-tested grants to support eligible people who would otherwise struggle to afford the advance payment.

Proposed changes to the leasing package will undergo disability impact assessment by the Motability Foundation, which oversees the Scheme.

The Motability Scheme is a lifeline for many disabled people and families, supporting their independence by enabling them to lease a car, wheelchair accessible vehicle (WAV), scooter or powered wheelchair in exchange for all or part of their eligible disability benefit allowance.

The Department for Work and Pensions is responsible for the disability benefits that provide a passport to the Motability Scheme. The department facilitates a direct transfer to Motability of a claimant’s mobility component of Disability Living Allowance and Personal Independence Payment. Service personnel and disabled veterans who receive Armed Forces Independence Payment or War Pensioners’ Mobility Supplement can also elect to join the Scheme.

The following data has been taken from the Tell Us Once (TUO) Change Reporting System:

a) The information requested is not held centrally and to provide it would incur disproportionate cost.

b) 169,063 citizens used the service in the West of England. We have utilised Office for National Statistics (ONS) coverage to ascertain which areas are regarded as the West of England (See Appendix A). The calculations include all councils, which ONS states are within North West England, Southwest England and the West Midlands.

)

c) 445,884 citizens used the service in England. Due to the TUO weekly reporting period, there is a variance of several days in yearly total. The calculation is from 30/12/2024 – 28/12/2025.

Appendix A - (Local Authority District (April 2023) to LAU1 to ITL3 to ITL2 to ITL1 (January 2021) Lookup in the UK - data.gov.uk

The Health and Safety at Work etc. Act 1974 and associated regulations provide a frame-work for securing the health, safety and welfare of those working in the sector. Employers and the self-employed are required to comply with this law.

A further duty is placed on them by Regulation 3 of The Management of Health and Safety at Work Regulations 1999, which requires every employer to make a suitable and sufficient risk assessment of the risks, including from stress at work, to those employees and non-employees in relation to risks arising from conduct of their under-taking and share the significant findings.

To help the industry comply with their duties under health and safety law, Health and Safety Executive (HSE) provides a wide range of guidance on common risks which may be applicable to activities within film, television and theatrical production, such as work related stress (Work-related stress and how to manage it - HSE). HSE also provides a range of guidance specific to film and television industry, describing the various roles and responsibilities of those within the production process (INDG360 - Health and safety in audio-visual production. Your legal duties) and guidance and information sheets for specific production activities and risks, e.g. stunts, use of firearms and filming while using vehicles. All guidance is freely available on the HSE website, a section of which is dedicated to health and safety in the film, theatre and broadcasting industries. Industry specific guidance is also available from a range of industry bodies and stakeholders.

HSE facilitates and chairs the Joint Advisory Committee for Entertainment (JACE). Membership is drawn from industry trade bodies, trades unions, large event facilities and the major national broadcasting organisations. It is a forum to consider problems in the industry, is a route for raising industry concerns with Government, enforcing authorities, manufacturers, suppliers etc, and promotes improved health and safety standards within the industry.

The Department is strengthening collaboration between Jobcentre Plus, local employers and community organisations to support young people into sustained employment.

Through the development of the new Jobs and Careers Service, we are embedding a more locally responsive model of employment support. This includes working in partnership with Mayoral Combined Authorities, Local Authorities, employers and the voluntary and community sector to design and test different elements of the service that reflect local labour markets.

We are also undertaking a structured programme of engagement with 8,000 employers to better meet their recruitment needs, ensuring that support is tailored to local employers and local labour markets. This includes growing the Sector-based Work Academy Programmes (SWAPs) in priority sectors, where Jobcentres are working with local training providers to deliver employer-led placements combining sector-focused employability training, a work experience placement and guaranteed job interview.

We are also exploring how we can bring our services into the heart of communities to reach more people, including through our mobile Jobcentre services, where support is being provided in local community settings such as leisure centres and supermarkets.

In addition, for young people the government’s Youth Guarantee aims to ensure every young person has the opportunity to earn or learn, including those outside of the benefits system. As part of this we are expanding our network of Youth Hubs to over 360 locations across Great Britain, so that all young people can access high-quality, holistic support in their local area. Youth Hubs strengthen collaboration between Jobcentre Plus, local employers and community organisations by bringing partners together in local areas to deliver joined up support. Hubs align employment support with mental health, housing, skills provision and local employer links to help young people access co-ordinated support into sustained employment.

We have also launched eight Youth Guarantee Trailblazers, backed by £90 million of funding, to test innovative, locally led approaches to supporting young people, particularly those outside of the benefits system. The Trailblazers are bringing together national entitlements with locally tailored provision, strengthening local leadership and coordination, and working with partners including the voluntary sector, employers and colleges to reach and support young people who need additional help. Learning from these Trailblazers will inform the future design and development of the Youth Guarantee as it rolls out across the rest of Great Britain.

Taken together, these steps are improving collaboration at local level by aligning employment support more closely with employers and community partners, and by delivering joined‑up, place‑based support to help young people move into sustained employment.

It might be helpful to explain that the 13 weeks set out in departmental guidelines only applies to the assessment phase of Employment Support Allowance. It is the guideline for when the department expects a decision to be made upon entitlement to Employment Support Allowance (ESA) and is not a deadline for when a Work Capability Assessment (WCA) should be conducted by.

Due to this we have interpreted your question to mean how many ESA new claims the assessment suppliers currently hold that have been waiting for a WCA longer than 13 weeks.

As of 23rd February 2026, there are 6,500 new claims ESA cases that have been awaiting a WCA assessment for over 13 weeks.

Where an assessment takes longer than 13 weeks to complete, we will automatically award arrears from the 14^th week of the claim, where appropriate, so that claimants do not lose out.

Please Note

• All volumes have been rounded to the nearest 100.
• The data provided refers to the cases counted from the date the supplier received a valid referral up to and including the 22 February 2026.
• The 13‑week timeframe referenced in departmental guidance applies only to new claims requiring a WCA. It does not apply to reassessments.
• The 13‑week timeframe referenced in departmental guidance only applies to ESA cases and does not apply to Universal Credit (UC) WCAs as UC does not have an assessment phase like ESA.
• All the above data is derived from contractual management information produced by the Assessment Suppliers.
• The above data is derived from unpublished management information which is collected for internal Departmental use only and has not been quality assured to Official Statistics Publication standards.

Pesticides are subject to strict regulation in Great Britain (GB) and are only approved on the basis that they will not cause harm to human or animal health, and that there are no unacceptable effects to the GB environment.

If new information comes to light that raises questions over the safety of a pesticide, The Health and Safety Executive (HSE) can and does review active substance approvals under pesticides legislation. HSE is aware of new information which relates to the ten pesticide active substances listed and is working with the Department for Environment, Food and Rural Affairs, GB governments and, where appropriate, the pesticide producers, to determine what action is most suitable for these substances.

Personal Independence Payment (PIP) assessments are carried out by contracted assessment suppliers. Staff within the Department for Work and Pensions are responsible for monitoring and managing the performance of these suppliers.

DWP contract management staff are responsible for monitoring service delivery against contractual targets and for operating the independent auditing of assessments. This includes oversight of the quality of reports submitted by health professionals working for the assessment suppliers.

DWP staff also undertake work to monitor and manage assessment suppliers' performance as part of its responsibilities under the PIP assessment contracts.

These civil servants are part of the wider DWP workforce and, like other staff in the department, are eligible to receive performance‑related bonuses in line with Civil Service pay arrangements.

The Health and Safety Executive (HSE) makes decisions on whether to approve pesticides based on a careful scientific assessment of the risks, with the aim of achieving a high level of protection for people and the environment in line with regulatory requirements.

HSE uses a number of mechanisms to assure its decisions are based on up-to-date standards including:

- Using internal HSE scientific expertise. This includes internal peer reviews as well as review meetings involving senior leaders not directly involved in the decision,

- Drawing on independent scientific advice from groups such as the Expert Committee on Pesticides as necessary, and

- Where appropriate, using public consultations and calls for evidence, allowing further evidence that may be relevant to be submitted and considered as part of the decision-making process.

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.

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.

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.

I refer the Hon. member to the answer I gave on 10th December to PQ 96593.

Since November 2024, employment is up by over 454,000, youth employment by 126,000, and the ethnic minority employment rate has risen to 69.9%. The UK’s employment rate has remained stable at 75% over the past year and we’ve seen other positive labour market trends. While unemployment has risen slightly to 5.2%, this is still below the average unemployment rate seen under the last government. Crucially, part of the rise in unemployment is driven by the fall in inactivity as more people are actively seeking work.

The Department is preparing to undertake a market engagement exercise to understand the range of products and services that could support and enhance the Jobs and Career Service. These opportunities will be published on Find a Tender in due course.