Submit Evidence (by 26 Oct 2026)

15 million working-age people are not saving enough for sufficient retirement income, with low-earners most likely to be among them. But both they and small businesses feel the most pain from contribution increases.

Question to the Department for Work and Pensions:

To ask His Majesty's Government how many Intensive Work Search claimants are allocated to each Jobcentre Plus.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

Universal Credit statistics uses the term ‘conditionality regime’ in place of conditionality groups and labour market regime. The intensive work search group is part of the labour market regime.

The latest available information on the number of people on Universal Credit by conditionality regime and Jobcentre Plus office is published and can be found in the ‘People on Universal Credit’ dataset on Stat-Xplore. The extracted statistics for May 2026 are shown in the attachment below.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, further to the answer by Baroness Sherlock on 1 September (HL Deb col 7), what plans they have to work with not-for-profit microfinance organisations such as Purple Shoots to support unemployed people to start their own businesses.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

The Government recognises that self-employment can be a suitable and sustainable route into work for some people, including those who are unemployed.

Through Jobcentre Plus, work coaches can provide self-employment information and support to customers and signpost them to specialist national or local organisations that provide advice to support people to start a business. This includes the Start Up Loans scheme run by the British Business Bank, the Business Support Helpline, Local Growth Hubs in England, Business Wales and Find Business Support and Business Gateway in Scotland, which offer support, advice and guidance to new and existing businesses.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether the Timms Review will consider evidence from people with autism, learning disabilities and their families regarding their experiences when applying for Personal Independence Payment.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

The Review's steering group recognise no single method of engagement and evidence-gathering will allow them to hear every voice. That is why the group has adopted a mix of approaches combining lived experience, expert insight, existing research, new quantitative data and workshops across the UK to gather evidence. This engagement included those with lived experience of autism. The findings from this engagement are being used to build a strong evidence base to inform policy analysis and the Review's recommendations.

In the next phase of the Review, Shaping Recommendation Workshops will be held and will bring together disabled people and those with long-term health conditions from a wide range of backgrounds and experiences to help shape, test and refine the Review's emerging recommendations.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, with reference to the Regulatory Policy Committee document entitled Post-implementation reviews outstanding across government 2015 to 2026, updated 12 May 2026, what steps his Department is taking to undertake and publish the outstanding Post Implementation Reviews identified.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department takes its obligations to conduct Post Implementation Reviews (PIRs) seriously and had a single PIR outstanding in the RPC's May 2026 update.

We are considering the requirements for governance and disclosure set out in Part V of the Occupational Pension Schemes (Scheme Administration) (Amendment) Regulations 2016 alongside the Government's wider programme of pension reforms, given the close relationship between the proposed Value for Money (VfM) framework and these requirements. We are committed to conducting the PIR and will report once the relevant VfM reforms have been developed sufficiently to better understand and reflect the wider context.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, with reference to his Department's press release entitled Almost 180 more Youth Hubs to help young people build skills and find jobs, published on 15 June 2026, whether his Department plans to publish (a) the deadline for organisations to register their interest with Jobcentre Service Leaders to establish a new Youth Hub and (b) guidance for organisations wishing to establish a new Youth Hub, including information on the application process and eligibility criteria.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

With around one million young people not in education, employment or training, the Government is investing an additional £2.5 billion by 2029 through the Youth Guarantee and Growth and Skills Levy. This will support almost one million young people, create up to 500,000 opportunities to earn and learn, and expand access to workplace experience, training and employment.

Youth Hubs are a key part of the Youth Guarantee. Their expansion will increase coverage to more than 360 locations across Great Britain between 2026 and 2029, ensuring more young people aged 16 to 24 can access employment, skills and training support in their local area.

Youth Hubs are developed and delivered locally through partnerships between Jobcentres, local authorities and community organisations. There is therefore no centrally managed application process or deadline for organisations wishing to establish a Youth Hub. We encourage interested organisations to engage with their local Jobcentre Plus Service Leader, who can provide information on local processes and facilitate discussions on setting up a Youth Hub.

Proposals are considered based on local need, readiness and the strength of existing partnerships. While there are no centrally set eligibility criteria, all Youth Hubs must meet a core minimum service blueprint, ensuring young people can access joined-up employment, skills, housing and wellbeing support in their communities. Further information is available at: Supporting Youth Hubs.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what action can be taken by his Department where there is evidence that a self-employed parent has deliberately understated their income to reduce their child maintenance liability.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

People who are self-employed are required to keep accurate records of their business income and expenses for tax purposes. HM Revenue and Customs (HMRC) can charge penalties for inaccurate reporting where it results in tax being unpaid. Information about a self-employed paying parent's income is normally obtained from HMRC.

Every year the Child Maintenance Service (CMS) conduct a review to determine what should be paid for the forthcoming year and gather new earnings information from HMRC. If a paying parent reports a change in their earnings, or challenges the income provided, CMS require a fully complete and verified Self-Assessment Tax Return, of a more current tax year than that provided previously by HMRC.

Where there is evidence that income has not been fully reflected in a child maintenance calculation, either parent may apply for a variation. Cases involving complex income, suspected misrepresentation or fraudulent behaviour may be referred to the CMS Financial Investigation Unit, which can obtain information from financial institutions to verify income and assets. Where discrepancies are identified, the CMS can recalculate maintenance and implement the correct liability in accordance with legislation.

This approach helps ensure that child maintenance calculations are based on accurate income information and that paying parents meet their responsibilities towards their children.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department takes to ensure that self-employed parents accurately declare income for the purposes of calculating child maintenance payments.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

People who are self-employed are required to keep accurate records of their business income and expenses for tax purposes. HM Revenue and Customs (HMRC) can charge penalties for inaccurate reporting where it results in tax being unpaid. Information about a self-employed paying parent's income is normally obtained from HMRC.

Every year the Child Maintenance Service (CMS) conduct a review to determine what should be paid for the forthcoming year and gather new earnings information from HMRC. If a paying parent reports a change in their earnings, or challenges the income provided, CMS require a fully complete and verified Self-Assessment Tax Return, of a more current tax year than that provided previously by HMRC.

Where there is evidence that income has not been fully reflected in a child maintenance calculation, either parent may apply for a variation. Cases involving complex income, suspected misrepresentation or fraudulent behaviour may be referred to the CMS Financial Investigation Unit, which can obtain information from financial institutions to verify income and assets. Where discrepancies are identified, the CMS can recalculate maintenance and implement the correct liability in accordance with legislation.

This approach helps ensure that child maintenance calculations are based on accurate income information and that paying parents meet their responsibilities towards their children.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he is taking to improve access to and the timeliness of Child Maintenance Service cases for parents in West Dorset.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Child Maintenance Service (CMS) is delivering a Modernisation Programme to improve customer access, efficiency and transparency. This includes integrated online application services, the My Child Maintenance Case (MCMC) service, which provides customers with online access to case information and payment schedules, and Customer Connect, which enables secure online communication between parents and caseworkers. Telephone and assisted digital support remain available for customers who need additional assistance.

The programme has also introduced improved digital communications, enhanced data sharing to support faster and more accurate maintenance calculations, and predictive analytics to help identify cases at risk of non-compliance, which allows us to review the cases more swiftly and take action to ensure compliance is maintained

The Department continually monitors the effectiveness of the CMS through published statistics and operational performance measures. CMS services are delivered nationally and the Department does not routinely assess effectiveness or performance at parliamentary constituency level.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many pensioners receive Pension Credit in Hamilton and Clyde Valley constituency.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

The latest available Pension Credit caseload statistics show that in November 2025, there were 2,740 Pension Credit recipients in Hamilton and Clyde Valley parliamentary constituency (rounded to the nearest 10). This data is available via: Stat-Xplore.

Question to the Department for Work and Pensions:

To ask His Majesty's Government how much the Department for Work and Pensions spent in the last year for which figures are available on advertising to inform the public about benefits; and of that sum how much was spent on advertising (1) online, (2) on radio, and (3) via leaflets.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

The contract with the government’s media buying agency for the requested period has now ended, therefore the requested information is not held by the department.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of the effectiveness of the Child Maintenance Service in supporting parents and children in West Dorset.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Child Maintenance Service (CMS) is delivering a Modernisation Programme to improve customer access, efficiency and transparency. This includes integrated online application services, the My Child Maintenance Case (MCMC) service, which provides customers with online access to case information and payment schedules, and Customer Connect, which enables secure online communication between parents and caseworkers. Telephone and assisted digital support remain available for customers who need additional assistance.

The programme has also introduced improved digital communications, enhanced data sharing to support faster and more accurate maintenance calculations, and predictive analytics to help identify cases at risk of non-compliance, which allows us to review the cases more swiftly and take action to ensure compliance is maintained

The Department continually monitors the effectiveness of the CMS through published statistics and operational performance measures. CMS services are delivered nationally and the Department does not routinely assess effectiveness or performance at parliamentary constituency level.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether he has had discussions with the Chancellor of the Exchequer ahead of the Autumn Budget regarding funding to uprate the value of Bereavement Support Payment.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Bereavement Support Payment is reviewed on a discretionary basis as part of the annual benefits uprating process. Any decisions on uprating are considered alongside wider fiscal and welfare measures as part of the Autumn Budget process.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the potential impact of Collect and Pay charges on the financial stability of paying parents; whether he has made an assessment of the potential merits of introducing income and expenditure assessments before enforcement action is taken through Collect and Pay; and whether he plans to review the Child Maintenance Service enforcement regime and charging structure.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Child Maintenance Service (CMS) operates on the principle that both parents have a financial responsibility towards their children. The Department keeps the operation of the CMS under review, including its charging arrangements and enforcement processes.

Collection fees were introduced to encourage compliance and contribute towards the cost of operating the service. The Government has consulted on reforms that would remove Direct Pay and introduce a revised charging structure, including lower fees (2%) for compliant parents while retaining higher charges (20%) for non-compliance. Alongside these reforms, we are improving support for Family-Based Arrangements so that parents for whom a private arrangement works well can manage maintenance outside the statutory scheme, helping to ensure that fees are only paid by those families who need the CMS's ongoing support

The CMS has a broad range of enforcement powers, including deductions from earnings and bank accounts, the use of enforcement agents, charging orders, passport and driving licence disqualification, and commitment to prison. In the year ending March 2026, the CMS collected £231 million through enforcement action, the highest amount collected through its enforcement powers.

Where a parent fails to pay, the CMS will take action to re-establish compliance and recover arrears, using the enforcement power most likely to secure money for children. The Government is also introducing Administrative Liability Orders, which will streamline the enforcement process and enable faster action against non-compliant parents.

The Child Maintenance Service takes account of a paying parent's financial position when setting arrears repayment arrangements. Whilst the aim must be to get on-going maintenance payments flowing and to recover arrears as quickly and reliably as possible, consideration is given to individual financial circumstances to ensure repayment rates are appropriate.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of the effectiveness of the Child Maintenance Service's use of its enforcement powers in recovering unpaid child maintenance; and what steps he is taking to ensure that parents with substantial arrears cannot avoid payment for prolonged periods without meaningful enforcement action.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Child Maintenance Service (CMS) operates on the principle that both parents have a financial responsibility towards their children. The Department keeps the operation of the CMS under review, including its charging arrangements and enforcement processes.

Collection fees were introduced to encourage compliance and contribute towards the cost of operating the service. The Government has consulted on reforms that would remove Direct Pay and introduce a revised charging structure, including lower fees (2%) for compliant parents while retaining higher charges (20%) for non-compliance. Alongside these reforms, we are improving support for Family-Based Arrangements so that parents for whom a private arrangement works well can manage maintenance outside the statutory scheme, helping to ensure that fees are only paid by those families who need the CMS's ongoing support

The CMS has a broad range of enforcement powers, including deductions from earnings and bank accounts, the use of enforcement agents, charging orders, passport and driving licence disqualification, and commitment to prison. In the year ending March 2026, the CMS collected £231 million through enforcement action, the highest amount collected through its enforcement powers.

Where a parent fails to pay, the CMS will take action to re-establish compliance and recover arrears, using the enforcement power most likely to secure money for children. The Government is also introducing Administrative Liability Orders, which will streamline the enforcement process and enable faster action against non-compliant parents.

The Child Maintenance Service takes account of a paying parent's financial position when setting arrears repayment arrangements. Whilst the aim must be to get on-going maintenance payments flowing and to recover arrears as quickly and reliably as possible, consideration is given to individual financial circumstances to ensure repayment rates are appropriate.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he is taking to ensure that decision makers progress Mandatory Reconsideration cases in a timely manner; and whether the Department collects data on the number of cases outstanding beyond specified timescales.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Mandatory Reconsiderations (MRs) are considered in date order. There are no specified timescales for clearing MRs. Each application is then dealt with without delay – with the quality and not speed of the decision underpinning the department’s approach.

We are recruiting more decision makers to MRs to ensure decisions are made in as timely manner as possible.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, pursuant to the Answer of 9 July 2026 to Question UIN 15107, if he will publish, for 2026–27, a) the amount of funding allocated to each individual employment support programme and b) the amount spent so far, contributing to the categories of (i) employment and health support, (ii) support for long-term unemployed people, (iii) Youth Guarantee, (iv) inactivity, (v) additional programmes helping sick and disabled people move into work and (vi) Jobcentre Plus support.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

The government is increasing funding for employment support to over £3.5 billion by 2028-29, helping people to access the skills they need to progress, tackling inactivity and ensuring more people are in better jobs.

£3.5 billion employment support budget by 2028-29 is intended to fund:

1. Pathways to Work employment and health support for disabled and health-impaired claimants.
2. Support for long-term unemployed people.
3. The Connect to Work programme.
4. Youth Guarantee Trailblazers.
5. Inactivity Trailblazers.
6. Additional programmes helping sick and disabled people move into work.

We are currently unable to provide funding allocations by individual employment programme because these are still being refined and may change during the year. They may therefore not reflect the final operational budgets.

Some expenditure is paid in arrears, meaning that figures provided at this stage could be misleading when viewed in isolation. Actual expenditure for significant employment support programmes will be published in the Department’s next Annual Report and Accounts.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he is taking to reduce administration for employers seeking to access apprenticeship and skills funding.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

This government continues to cut red tape so that employers and apprenticeship training providers can focus even more of their time on delivering high-quality training for learners.

To support employers to use the apprenticeship service, we have introduced a supportive onboarding process which enables training providers to complete the initial account setup for an employer. We have enhanced the ability for employers to give their provider permission to undertake most of the administrative tasks on their behalf. As a result, we have seen significant reductions to the on-boarding time for new employers, supporting apprentices to begin their training more quickly.

We are also making significant changes to the apprenticeship payment system, by removing the need for providers to submit the same data into multiple systems and removing the need for employers to manually input data. Employers will be able to approve their apprentices’ data in a single step.

In addition, the department is working with the Department for Business, Innovation, Science and Trade to help SMEs navigate the skills system, providing SMEs with a single front door through which they can access information on the Growth and Skills Levy and SME support. We will also establish an SME forum to gather feedback and ensure these improvements continue to meet employers' needs.

Question to the Department for Work and Pensions:

To ask the Secretary of State Work and Pensions, which Government Department has responsibility for the National Fraud Initiative.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

My right hon. Friend the Prime Minister announced a series of changes to the Machinery of Government on 22 July. This included the Public Sector Fraud Authority’s (PSFA) transfer to the Department for Work and Pensions (DWP) - whilst retaining its sponsorship by HM Treasury. The National Fraud Initiative (NFI) is part of the PSFA’s Data Analytics Service.

The Cabinet Office still maintains responsibility for the NFI - and the powers underpinning the NFI in the Local Audit and Accountability Act 2014 can continue to be exercised on behalf of the Minister for the Cabinet Office - until those powers are transferred or amended as part of the machinery of government. Under the Ministers of Crown Act 1975, a Transfer of Functions Order (TFO) may be made where there is legislation that requires amendment to ensure a relevant Minister taking over the functions, as well as any related powers, in that legislation can properly exercise them.

The functions and operations of the NFI continue as normal - supporting over 1,000 public and private sector organisations in enhancing their fraud response through the use of data and analytics.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many Child Maintenance Service decisions have been revised, overturned, or amended following mandatory reconsideration or appeal since 1 January 2020; and what proportion of those cases resulted in a reduction of child maintenance liabilities.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department is committed to ensuring that Child Maintenance Service (CMS) decisions are made in a timely, accurate and fair manner, based on all relevant information provided by parents.

A Mandatory Reconsideration (MR) is the process by which a parent asks the CMS to review a decision. An MR may be requested at any stage during the lifetime of a case or following an unsuccessful application for child maintenance. Either parent can ask for an MR, but both parents will be asked to provide any information or evidence that they feel is relevant.

Where the CMS determines that the original decision was incorrect, or where additional relevant information is provided by a parent, the decision may be revised.

This process must be completed before a parent can appeal an appealable CMS decision to an independent tribunal administered by His Majesty's Courts and Tribunals Service.

The Department publishes quarterly Child Maintenance Service (CMS) official statistics. Table 9 of the latest National tables includes information on the total number of mandatory reconsideration requests received by the CMS and the outcomes occurring each quarter, and the number and percentage cleared within 28 days of receipt, from quarter ending April 2015 to quarter ending March 2026.

Table 10 of the latest National tables includes information on the total number of appeals made by parents to His Majesty's Courts and Tribunals Service to review a decision made by the CMS and the outcomes each quarter, from quarter ending April 2015 to quarter ending March 2026.

Information on the proportion of cases resulting in a reduction in child maintenance liability is not readily available and to provide it would incur disproportionate cost.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what estimate he has made of the number of entry level employment opportunities for young people in Royal Sutton Coldfield.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

There are no published official statistics that specifically measures the number of entry level vacancies at the local level.

With around one million young people not in education, employment and training, this Government will not leave an entire generation of young people behind. The Government is investing an additional £2.5 billion by 2029 into the Youth Guarantee and 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, including through expanded network of Youth Hubs, earlier intensive support in Jobs Centres through a new Youth Guarantee Gateway, additional work experience and training opportunities, a £3,000 Youth Jobs Grant and £2,000 apprenticeship hiring payment for employers, and a fully funded six month job for long-term unemployed 18–24-year-olds.

We also recognise the crisis of participation that Alan Milburn has so clearly laid out in his interim report. We will use this interim report to continue to build our reforms and look forward to final recommendations in the Autumn.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to support manufacturing employers to establish employer-led apprenticeship academies in partnership with further education colleges; whether Growth and Skills Levy funding may be used for employer-designed training modules that meet the requirements of an approved apprenticeship standard; and what financial support is available for the equipment, facilities and staff required to establish such academies.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

This Government is transforming the apprenticeships levy into a new growth and skills levy in England, giving employers greater flexibility, creating more opportunities for young people, and directly supporting Industrial Strategy sectors, including engineering and manufacturing.

Employers can choose the training provider best suited to deliver the apprenticeship training that will meet their skills needs and the government provides a range of financial support for employers and providers to offer apprenticeships. We are now fully funding apprenticeships for eligible young people under 25 and from October we are introducing a £2,000 hiring payment for non-levy paying employers, typically SMEs, that recruit apprentices under 25. We also continue to pay £1,000 to both employers, of all sizes, and providers for eligible young apprentices, including 16-18-year-olds.

To give businesses greater flexibility and help them quickly respond to emerging skills gaps, we have launched new apprenticeship units in priority sectors such as artificial intelligence, digital, and engineering. These are built from the knowledge and skills within existing employer-led occupational apprenticeship standards, ensuring high-quality, targeted training that meets real business needs. Levy payers can use their levy funding for apprenticeship units and they will also be fully funded for non-levy paying employers, typically SMEs.

While capital projects are ineligible for apprenticeship funding, apprenticeship provision will benefit from significant capital funding announced in the Infrastructure, Industrial, and Education Estates strategies, including £200 million via the Skills Mission Funds to expand Technical Excellence Colleges across England to priority sectors.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many cases were included in the Universal Credit processing backlog on the most recent date for which data is available.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

The information requested is not readily available and to provide it would incur disproportionate cost.

However, monthly Universal Credit payment timeliness statistics to April 2026, for all claims and new claims, are published in the UC Households 5 - Payment Timeliness All Claims table and the UC Households 6 - Payment Timeliness New Claims table, in the Households on Universal Credit dataset on Stat-Xplore.

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

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether his Department will publish the number of participants who (a) commence, (b) complete and (c) subsequently obtain paid employment following an Opening Shift placement.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The British Retail Consortium (BRC) has announced an ambition to create 100,000 new jobs in the retail sector for young people by 2029, supporting more young people to take their first step into work. This is a significant commitment from one of the UK's largest employment sectors and an important contribution towards the Government's ambition that every young person has the opportunity to build the skills, experience and connections needed to move into work.

As part of this ambition, BRC is launching 'Opening Shift' a new joint DWP and BRC work experience programme for 18–24 year old jobseekers. ‘Opening Shift’ will provide retail work experience, workplace support and interview experience, helping young people to build skills, confidence and experience employers are looking for.

The commitment complements the Government's Youth Guarantee, which is backed by £2.5 billion of additional investment and will ensure young people can access the support, training, work experience and opportunities they need to move into employment, education or training. ‘Opening Shift’ will play an important role in helping deliver the Youth Guarantee's commitment to provide 150,000 work experience opportunities by 2029.

BRC represents a wide range of retail employers across the UK, and young people across the country will benefit from opportunities created through this partnership. The opportunities available in individual areas will depend on participating employers' business needs and local presence.

Work Experience is available to all claimants throughout their claim. Young jobseekers will be offered a work experience placement as part of their Youth Guarantee Journey which may include referrals to Opening Shift opportunities, where these are available and appropriate for the individual.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many of the 100,000 jobs for young people by the end of the Parliament are expected to be (a) new jobs, (b) existing vacancies, (c) temporary jobs and (d) permanent jobs.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The British Retail Consortium (BRC) has announced an ambition to create 100,000 new jobs in the retail sector for young people by 2029, supporting more young people to take their first step into work. This is a significant commitment from one of the UK's largest employment sectors and an important contribution towards the Government's ambition that every young person has the opportunity to build the skills, experience and connections needed to move into work.

As part of this ambition, BRC is launching 'Opening Shift' a new joint DWP and BRC work experience programme for 18–24 year old jobseekers. ‘Opening Shift’ will provide retail work experience, workplace support and interview experience, helping young people to build skills, confidence and experience employers are looking for.

The commitment complements the Government's Youth Guarantee, which is backed by £2.5 billion of additional investment and will ensure young people can access the support, training, work experience and opportunities they need to move into employment, education or training. ‘Opening Shift’ will play an important role in helping deliver the Youth Guarantee's commitment to provide 150,000 work experience opportunities by 2029.

BRC represents a wide range of retail employers across the UK, and young people across the country will benefit from opportunities created through this partnership. The opportunities available in individual areas will depend on participating employers' business needs and local presence.

Work Experience is available to all claimants throughout their claim. Young jobseekers will be offered a work experience placement as part of their Youth Guarantee Journey which may include referrals to Opening Shift opportunities, where these are available and appropriate for the individual.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many of the 100,000 jobs announced on 8 September 2026 in the joint statement with the British Retail Consortium are expected to be created in Wales.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The British Retail Consortium (BRC) has announced an ambition to create 100,000 new jobs in the retail sector for young people by 2029, supporting more young people to take their first step into work. This is a significant commitment from one of the UK's largest employment sectors and an important contribution towards the Government's ambition that every young person has the opportunity to build the skills, experience and connections needed to move into work.

As part of this ambition, BRC is launching 'Opening Shift' a new joint DWP and BRC work experience programme for 18–24 year old jobseekers. ‘Opening Shift’ will provide retail work experience, workplace support and interview experience, helping young people to build skills, confidence and experience employers are looking for.

The commitment complements the Government's Youth Guarantee, which is backed by £2.5 billion of additional investment and will ensure young people can access the support, training, work experience and opportunities they need to move into employment, education or training. ‘Opening Shift’ will play an important role in helping deliver the Youth Guarantee's commitment to provide 150,000 work experience opportunities by 2029.

BRC represents a wide range of retail employers across the UK, and young people across the country will benefit from opportunities created through this partnership. The opportunities available in individual areas will depend on participating employers' business needs and local presence.

Work Experience is available to all claimants throughout their claim. Young jobseekers will be offered a work experience placement as part of their Youth Guarantee Journey which may include referrals to Opening Shift opportunities, where these are available and appropriate for the individual.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many young people on Universal Credit in Fylde constituency will be eligible for referral to Opening Shift.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The British Retail Consortium (BRC) has announced an ambition to create 100,000 new jobs in the retail sector for young people by 2029, supporting more young people to take their first step into work. This is a significant commitment from one of the UK's largest employment sectors and an important contribution towards the Government's ambition that every young person has the opportunity to build the skills, experience and connections needed to move into work.

As part of this ambition, BRC is launching 'Opening Shift' a new joint DWP and BRC work experience programme for 18–24 year old jobseekers. ‘Opening Shift’ will provide retail work experience, workplace support and interview experience, helping young people to build skills, confidence and experience employers are looking for.

The commitment complements the Government's Youth Guarantee, which is backed by £2.5 billion of additional investment and will ensure young people can access the support, training, work experience and opportunities they need to move into employment, education or training. ‘Opening Shift’ will play an important role in helping deliver the Youth Guarantee's commitment to provide 150,000 work experience opportunities by 2029.

BRC represents a wide range of retail employers across the UK, and young people across the country will benefit from opportunities created through this partnership. The opportunities available in individual areas will depend on participating employers' business needs and local presence.

Work Experience is available to all claimants throughout their claim. Young jobseekers will be offered a work experience placement as part of their Youth Guarantee Journey which may include referrals to Opening Shift opportunities, where these are available and appropriate for the individual.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what estimate he has made of the potential impact of the 8 September announcement in partnership with the British Retail Consortium on rural unemployment levels in Wales.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The British Retail Consortium (BRC) has announced an ambition to create 100,000 new jobs in the retail sector for young people by 2029, supporting more young people to take their first step into work. This is a significant commitment from one of the UK's largest employment sectors and an important contribution towards the Government's ambition that every young person has the opportunity to build the skills, experience and connections needed to move into work.

As part of this ambition, BRC is launching 'Opening Shift' a new joint DWP and BRC work experience programme for 18–24 year old jobseekers. ‘Opening Shift’ will provide retail work experience, workplace support and interview experience, helping young people to build skills, confidence and experience employers are looking for.

The commitment complements the Government's Youth Guarantee, which is backed by £2.5 billion of additional investment and will ensure young people can access the support, training, work experience and opportunities they need to move into employment, education or training. ‘Opening Shift’ will play an important role in helping deliver the Youth Guarantee's commitment to provide 150,000 work experience opportunities by 2029.

BRC represents a wide range of retail employers across the UK, and young people across the country will benefit from opportunities created through this partnership. The opportunities available in individual areas will depend on participating employers' business needs and local presence.

Work Experience is available to all claimants throughout their claim. Young jobseekers will be offered a work experience placement as part of their Youth Guarantee Journey which may include referrals to Opening Shift opportunities, where these are available and appropriate for the individual.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, if he will publish a breakdown of Opening Shift placements by retailer, region and constituency.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The British Retail Consortium (BRC) has announced an ambition to create 100,000 new jobs in the retail sector for young people by 2029, supporting more young people to take their first step into work. This is a significant commitment from one of the UK's largest employment sectors and an important contribution towards the Government's ambition that every young person has the opportunity to build the skills, experience and connections needed to move into work.

As part of this ambition, BRC is launching 'Opening Shift' a new joint DWP and BRC work experience programme for 18–24 year old jobseekers. ‘Opening Shift’ will provide retail work experience, workplace support and interview experience, helping young people to build skills, confidence and experience employers are looking for.

The commitment complements the Government's Youth Guarantee, which is backed by £2.5 billion of additional investment and will ensure young people can access the support, training, work experience and opportunities they need to move into employment, education or training. ‘Opening Shift’ will play an important role in helping deliver the Youth Guarantee's commitment to provide 150,000 work experience opportunities by 2029.

BRC represents a wide range of retail employers across the UK, and young people across the country will benefit from opportunities created through this partnership. The opportunities available in individual areas will depend on participating employers' business needs and local presence.

Work Experience is available to all claimants throughout their claim. Young jobseekers will be offered a work experience placement as part of their Youth Guarantee Journey which may include referrals to Opening Shift opportunities, where these are available and appropriate for the individual.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many foundation apprenticeships have expanded into the hospitality sector in the first three months since it's introduction in April 2026.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The catering and hospitality foundation apprenticeship was introduced in April 2026.

The latest published apprenticeships data for the 2025/26 academic year, which includes foundation apprenticeship starts and covers August 2025 to April 2026, and can be found here: Release home - Apprenticeships - Explore education statistics - GOV.UK.

Starts covering May to July 2026 will be first published in the Apprenticeships: November 2026 statistics publication.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what estimate the department has made of the number and proportion of young people who are not in education, employment or training who have dyslexia.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The independent Office for National Statistics estimate that there are 981,000 16-24 year-olds not in education, employment and training, down 30,000 (0.5% points) on the quarter. The DWP does not hold data on what proportion of young people not in education, employment or training have dyslexia.

With around one million young people not in education, employment and training, this Government will not leave an entire generation of young people behind.

The Government is investing an additional £2.5 billion by 2029 into the Youth Guarantee and 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, including through expanded network of Youth Hubs, earlier intensive support in Jobs Centres through a new Youth Guarantee Gateway, additional work experience and training opportunities, a £3,000 Youth Jobs Grant and £2,000 apprenticeship hiring payment for employers, and a fully funded six month job for long-term unemployed 18–24-year-olds.

We also recognise the crisis of participation that Alan Milburn has so clearly laid out in his interim report. We will use this interim report to continue to build our reforms and look forward to final recommendations in the Autumn.

Question to the Department for Work and Pensions:

To ask His Majesty's Government what assessment they have made of the benefits of volunteering for work-readiness.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

The Department recognises that volunteering can play a positive role in improving work-readiness and supporting progression towards employment. Voluntary work can help individuals develop transferable skills, confidence and experience which may help them move closer to employment while also supporting local communities. It can be particularly beneficial for people who have been out of the labour market for some time and are looking to build their skills and strengthen their CV.

Universal Credit is designed to support claimants to enter work, earn more, or prepare for work in the future. The Department therefore encourages voluntary activity where it supports a claimant's progression towards work. Where appropriate, volunteering can be considered as part of a claimant's work search or work preparation activities, provided that claimants continue to take reasonable steps to prepare for, find and move into work.

Moreover, in April, the government introduced landmark legislation to ensure entering employment, or taking up a volunteering opportunity, will not automatically trigger benefit reassessment for claimants on new-style Employment and Support Allowance, Personal Independence Payment, and Universal Credit health element.

Question to the Department for Work and Pensions:

To ask His Majesty's Government what plans they have to encourage volunteering.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

DWP’s Strategic Relationship Team (SRT) works with employers, charities and voluntary sector organisations to promote volunteering as an employment enabler by working with national charities, employers and community organisations to create volunteering opportunities, raise awareness of the benefits of volunteering and test innovative approaches such as the Warm Welcome pilot. Through partnerships with organisations including the Royal Voluntary Service, Shaping the Future and Warm Welcome, SRT helps customers gain skills, experience and connections that may support their journey into paid work.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, following the publication of the Command Paper Protecting What Matters: Towards a more confident, cohesive, and resilient United Kingdom on 9 March, which local settings will be trusted to deliver support for the proposed jobs and careers service.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

As part of the new Jobs and Careers Service, we recognise the importance of designing support for diverse communities to ensure that it reflects the opportunities and challenges in each local labour market and works effectively with services available locally.

Jobs and Careers Service local plans help jobcentres analyse customer needs, labour market trends and local opportunities, so they can work with partners to design targeted local solutions.

Alongside the support delivered in Jobcentres, we are exploring more community-based employment and careers support, such as jobcentre vans and working with local partners to deliver employment and careers support in libraries, GP surgeries and local authority buildings.

We will continue to work with local partners to meet the needs of diverse communities, delivering support through trusted local settings.

Question to the Department for Work and Pensions:

To ask His Majesty's Government what steps they are taking to ensure that the increasing use of artificial intelligence in the workplace does not reduce opportunities for young people to gain meaningful early-career experience.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

The Government is taking action now to shape the AI transition in a way that benefits workers and the economy:

• We are supporting over 400,000 young people obtaining TechFirst AI training, and we are developing apprenticeship schemes and Jobs Guarantee AI placements to ensure AI creates opportunities for the next generation.
• We have established the AI Economics Institute to provide world-leading research on AI’s economic impacts so government can respond to labour market shocks.
• Government has established the industry-led Early Careers Jobs Alliance to it map how entry-level work is changing in the Digital and Tech Sector, producing practical help for businesses on how to redesign roles while maintaining entry-level pathways to ensure AI provides opportunities for young people.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what the timeline is for expanding the digital application option for Personal Independence Payment to all eligible claimants.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Through the Health Transformation Programme, we are expanding digital services for Personal Independence Payment customers. Over 90% of those making new PIP applications can now submit their health information online after starting their claim by phone. This is benefitting customers by removing postage times and increasing accessibility. We are continuing to extend this option to all customers and, by the end of the Programme, customers will be able to view application progress and report a change of circumstances online, reducing their need to call the enquiry line.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he is taking to ensure that apprenticeship and skills funding provides employers with adequate flexibility to fund training to address sector-specific skills shortages.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

This government is transforming the Apprenticeships Levy into a new Growth and Skills Levy in England, giving employers greater flexibility, creating more opportunities for young people, and directly supporting the Industrial Strategy.

To give businesses greater flexibility and help them quickly respond to emerging skills gaps, we have launched new apprenticeship units in priority sectors such as artificial intelligence, digital, and engineering. We have also reduced the apprenticeship minimum duration to 8 months and made the English and maths requirements more flexible for adult apprentices.

We are giving businesses the stability they need to invest and create high-quality jobs across the UK through our Industrial Strategy, including investing over £1 billion for tailored sector skills packages.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what evidence underpins the assumption in the Pension Schemes Act 2026 impact assessment that members will receive a broadly equal share of benefits arising from surplus extraction; and what mechanisms exist to ensure members receive such benefits where scheme rules do not provide for pre-1997 pension increases.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

Discretionary indexation is over and above the statutory requirements. This discretion is usually exercised by the trustees with the agreement of the sponsoring employer. Some schemes have previously paid discretionary increases on a regular basis.

The Pension Schemes Act 2026 has made changes so that more trustees of well-funded schemes have the flexibility to share their scheme surplus with employers, subject to strict funding safeguards for members.

Scheme trustees will be responsible for decisions on surplus release, working with sponsoring employers. Trustees must act in the interests of scheme beneficiaries and are best placed to determine the appropriate use of any surplus for their individual scheme. They will agree how members can benefit, which could include discretionary benefit increases.

The Pensions Regulator already expects that trustees be aware of members who would benefit from any decision to award a discretionary increase and whether the scheme has a history of making such awards. They will issue guidance, developed in consultation with industry, which will outline matters trustees should consider when releasing surplus.

For the purpose of the Impact Assessment for the Pension Schemes Act, it was stylistically assumed that surplus would be equally split between sponsoring employers and members, reflecting the reality that any split is for trustees not government.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what mechanisms exist to ensure that the interests of members with pre-1997 pension accruals are represented in decisions on surplus extraction.

Answered by Torsten Bell - Parliamentary Secretary (HM Treasury)

Discretionary indexation is over and above the statutory requirements. This discretion is usually exercised by the trustees with the agreement of the sponsoring employer. Some schemes have previously paid discretionary increases on a regular basis.

The Pension Schemes Act 2026 has made changes so that more trustees of well-funded schemes have the flexibility to share their scheme surplus with employers, subject to strict funding safeguards for members.

Scheme trustees will be responsible for decisions on surplus release, working with sponsoring employers. Trustees must act in the interests of scheme beneficiaries and are best placed to determine the appropriate use of any surplus for their individual scheme. They will agree how members can benefit, which could include discretionary benefit increases.

The Pensions Regulator already expects that trustees be aware of members who would benefit from any decision to award a discretionary increase and whether the scheme has a history of making such awards. They will issue guidance, developed in consultation with industry, which will outline matters trustees should consider when releasing surplus.

For the purpose of the Impact Assessment for the Pension Schemes Act, it was stylistically assumed that surplus would be equally split between sponsoring employers and members, reflecting the reality that any split is for trustees not government.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to ensure that small hair salons can continue to train young people as apprentices.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

There are a number of apprenticeship standards available to support the hair and beauty sector, including the Level 2 Hairdressing Professional standard and the Level 2 Barbering Professional standard.

To support non-levy paying employers, typically SMEs, to meet the additional costs associated with employing young people as apprentices, we are introducing a new apprenticeship hiring payment of £2,000 when they take on 16–24-year-old apprentices as new employees. Employers hiring apprentices aged 18-24 who have been on Universal Credit for over six months will also be eligible for the new £3,000 Youth Jobs Grant.

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.

These payments can be added together where the employer and/or apprentice are eligible.

Additionally, the government now fully funds apprenticeship training for all eligible under 25s at employers of all sizes, as we prioritise funding toward young people.

These measures are backed by £1 billion of additional funding for the Growth and Skills Levy to support our ambition for 50,000 more young people to start apprenticeships.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what analysis he has undertaken of future skills requirements in the waste and resource management sector.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Government's latest analysis of future skills needs is set out in the Skills England annual skills report and Sectoral Skills Needs Assessments 2026, which provides an assessment of current and future skills demand and supply across ten priority sectors.

The report is available at: https://www.gov.uk/government/publications/skills-england-annual-skills-report-and-sectoral-skills-needs-assessments-2026

Skills England has not undertaken a dedicated assessment of future skills requirements in the waste and resource management sector.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the reasons for the reported 70% decline in apprenticeships in the hairdressing sector.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

There are a number of apprenticeship standards available to support the hair and beauty sector, including the Level 2 Hairdressing Professional standard and the Level 2 Barbering Professional standard.

To support non-levy paying employers, typically SMEs, to meet the additional costs associated with employing young people as apprentices, we are introducing a new apprenticeship hiring payment of £2,000 when they take on 16–24-year-old apprentices as new employees. Employers hiring apprentices aged 18-24 who have been on Universal Credit for over six months will also be eligible for the new £3,000 Youth Jobs Grant.

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.

These payments can be added together where the employer and/or apprentice are eligible.

Additionally, the government now fully funds apprenticeship training for all eligible under 25s at employers of all sizes, as we prioritise funding toward young people.

These measures are backed by £1 billion of additional funding for the Growth and Skills Levy to support our ambition for 50,000 more young people to start apprenticeships.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what comparative analysis of safety has been undertaken between barbering and other regulated personal services, such as tattooing, piercing and electrolysis.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Businesses operating in barbering and other personal service activities such as tattooing, piercing and electrolysis are required to comply with the Health and Safety at Work etc. Act 1974 and associated regulations, which place duties on businesses to assess and control the risk for employees and others affected by their work, including members of the public.

While HSE is the policy lead for the hair and beauty sector, responsibility for enforcing health and safety legislation at individual businesses rests with the local authority in which the premises are located.

Where there is evidence that risks are not being properly managed, local authorities may intervene and take appropriate enforcement action to ensure employees and customers are protected.

Local authorities are responsible for a range of statutory public health functions, including the management of communicable disease incidents and outbreaks that may originate in business settings. These functions sit outside HSE's regulatory remit.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the potential merits of aligning the rate of Universal Credit for 16 to 24 year-olds receive with that of claimants aged over 25.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

This Government is committed to ensuring that every young person has the opportunities they need to fulfil their potential and succeed in work.

The lower rate of the Universal Credit standard allowance for customers under 25 is designed to maintain the incentive for young people to enter, remain in and progress in work, complemented by the employment support we provide to help young people develop their skills and build successful careers. The lower rate also reflects that the majority of young people live in someone else’s household and are therefore likely to have lower living costs.

Where young people do live independently or have extra living costs, Universal Credit provides additional support for eligible customers, including help with the cost of housing, children, childcare, disability-related needs, and caring responsibilities.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, if he will list each programme on the PSFA High Fraud Risk portfolio, by department and public body.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The High Fraud Risk Portfolio (HFRP) provides a common view over the areas of highest fraud risk in government.

The government does not intend to list each programme on the HFRP on the basis that the risks of publication outweigh the benefits. The government however has provided the HFRP to the Public Accounts Committee for independent scrutiny and oversight.

The Public Sector Fraud Authority (PSFA), in partnership with HM Treasury, will continue to work closely with departments that have programmes in the portfolio to enhance their management of fraud risk.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to detect and prevent benefit claims made using fraudulent identities, fictitious households, or other forms of identity deception; and how many such cases were identified in the latest year for which figures are available.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Identity fraud is a serious criminal offence and one that the Department is committed to tackling.

DWP uses a range of data and analytics to identify claims at risk of fraud so that these claims can be reviewed by relevant DWP teams.

We have specialist teams and robust processes in place to detect fraudulent documents and fraudulent claims and to offer support to anyone who thinks that they may have been a victim of identity fraud. Some information around the losses attributed to fraudulent claims made using a hijacked identity can be found at page 294 of this year’s Annual Report and Accounts ANNUAL REPORT and ACCOUNTS 2025 to 2026, however, it would not be in the public interest to divulge further details of the information requested as it would compromise our ability to prevent and detect fraud.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he has taken to tackle fraud in the welfare system since 1 January 2026.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Since the Autumn Budget 2024 DWP has committed to delivering gross savings of £14.6bn up to the end of 2030-31 from fraud, error and debt activity

In 2026, the Department has continued to strengthen its approach to tackling fraud and error across the welfare system through increased operational activity, the use of new powers, and targeted interventions to identify incorrect claims. These activities include:

- investments to deploy up to 3,000 additional staff within counter fraud teams,

- delivering the extension of Targeted Case Reviews (TCR) in Universal Credit to check accuracy of claims at risk of being incorrect,

- introducing Pension Credit Claim Reviews (PCCR) to check claims at risk of being incorrect,

- the implementation of the Public Authorities (Fraud, Error and Recovery) Act 2025 (PAFER) which introduces new powers to better identify, prevent and deter fraud and error

- and continuing to seek prosecutions in the courts for those who commit benefit fraud.

Overall, levels of benefit fraud are the lowest since the pandemic and currently stand at 2.2%, compared to a peak of 3.0% in FYE 2022.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he is taking to reduce levels of fraud in the welfare system.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Since the Autumn Budget 2024 DWP has committed to delivering gross savings of £14.6bn up to the end of 2030-31 from fraud, error and debt activity

In 2026, the Department has continued to strengthen its approach to tackling fraud and error across the welfare system through increased operational activity, the use of new powers, and targeted interventions to identify incorrect claims. These activities include:

- investments to deploy up to 3,000 additional staff within counter fraud teams,

- delivering the extension of Targeted Case Reviews (TCR) in Universal Credit to check accuracy of claims at risk of being incorrect,

- introducing Pension Credit Claim Reviews (PCCR) to check claims at risk of being incorrect,

- the implementation of the Public Authorities (Fraud, Error and Recovery) Act 2025 (PAFER) which introduces new powers to better identify, prevent and deter fraud and error

- and continuing to seek prosecutions in the courts for those who commit benefit fraud.

Overall, levels of benefit fraud are the lowest since the pandemic and currently stand at 2.2%, compared to a peak of 3.0% in FYE 2022.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he is taking to help support young disabled people into work in Scotland.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

With around one million young people not in education, employment or training, this Government will not leave an entire generation of young people behind. In Scotland, health, skills, careers and employment support are partially devolved to the Scottish Parliament, resulting in a mix of Scottish and UK-wide control. Our officials work closely with those in the Scottish Parliament, sharing best practice on providing employment support to disabled people.

We set out our plan for the Pathways to Work Guarantee in our Pathways to Work Green Paper and we are building towards our guaranteed offer of personalised work, health and skills support for disabled people and those with health conditions on out of work benefits. The guarantee is backed by £1 billion a year of new, additional funding by the end of the decade. We anticipate the guarantee, once fully rolled out, will include: a support conversation to identify next steps, one-to-one caseworker support, periodic engagement, and an offer of specialist long-term work health and skills support. The Scottish Government received consequential funding in the usual way.

Disabled people and people with health conditions can face a wide range of unique, yet intersecting barriers, relating to not just their health, but their employment and circumstance. We therefore have a range of specialist initiatives to support individuals to stay in work and get back into work, including those that join up employment and health systems. Existing measures include support from Work Coaches and Disability Employment Advisers in Jobcentres and Access to Work grants, as well as joining up health and employment support around the individual.

Youth Hubs, Youth Guarantee Gateway, work experience and training, jobs grant are available across Great Britain. This includes the expansion of Youth Hubs to more than 360 areas across Great Britain, and the introduction of a new Youth Guarantee Gateway in Jobcentres, to provide earlier and more intensive support to 16–24-year-olds on Universal Credit. Our investment will create up to 500,000 opportunities to earn and learn including 300,000 additional opportunities to gain workplace experience and training and up to 200,000 additional employment opportunities, through a new £3,000 Youth Jobs Grant for employers hiring 18–24-year-olds who have been on Universal Credit for over six months, and the Jobs Guarantee scheme, providing long-term unemployed 18–24-year-olds with a fully funded six month job. The apprenticeship system is devolved in Scotland.

We recognise the crisis of participation that Alan Milburn has so clearly laid out in his interim report. We will use this interim report to continue to build our reforms and look forward to final recommendations in the Autumn.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what employment support is available to people receiving Personal Independence Payment who do not qualify for Universal Credit in (a) Yeovil constituency, (b) Somerset and (c) England.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

We know that work is good for health and wellbeing, so we want everyone to get work and get on in work, whoever they are and wherever they live. Disabled people and people with health conditions are a diverse group so access to the right work and health support, in the right place, at the right time, is key. This Government is committed to giving disabled people and people with health conditions, including people living in Somerset, the confidence that working will not trigger a reassessment and a potential loss of benefits.

We have a range of specialist initiatives to support individuals to stay in work and get back into work. These include support from Work Coaches and Disability Employment Advisers in Jobcentres, Access to Work grants and Connect to Work, as well as initiatives joining up health and employment support around the individual through Employment Advisors in NHS Talking Therapies, and WorkWell.

Through the Health Transformation Programme, we are creating a more joined-up health and employment journey for customers. This includes exploring how people claiming Personal Independence Payment (PIP) can be supported to access a range of services that improve wellbeing, independence and, where appropriate, support them to move closer to or remain in work.

As part of this, we are testing a voluntary support offer for some PIP-only customers. PIP Case Managers can refer eligible customers to a virtual hub (telephone only at present), where support is tailored to their circumstances and focused on addressing barriers to wellbeing and independence. This may include signposting to services such as the National Careers Service, and Citizens Advice, and relevant national and local support services, depending on their circumstances. The support offer is currently being tested in a limited number of areas while we learn what works best for customers.

In Jobcentres around 1,000 (full time equivalent) Pathways to Work Advisers, provide personalised one-to-one support to disabled customers and people with health conditions to help them identify and overcome obstacles which may stop them from moving towards or into work or to access employment and wider skills support, and our employment programmes.

The Timms Review, the first ever full review of PIP, seeks to ensure we have a system that supports disabled people to achieve better health, higher living standards and greater independence, including through employment.

The Review, which is considering how the assessment could ensure people access the right support at the right level, will publish its final recommendations in the autumn.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of public health risks associated with barbering, particularly regarding infection control where razors and sharp tools are used.

Answered by Stephen Timms - Minister of State (Ministry of Housing Communities and Local Government) (Equalities)

Businesses in the hair and beauty sector including barber shops, hairdressers and beauty salons are required to comply with the Health and Safety at Work etc. Act 1974 and associated regulations, which place duties on businesses to assess and control the risk for employees and others affected by their work, including members of the public.

While the Health and Safety Executive (HSE) are the policy lead for the hair and beauty sector, responsibility for enforcing health and safety legislation at individual businesses rests with the local authority in which the premises are located.

Local authorities are responsible for a range of statutory public health functions, including the management of communicable disease incidents and outbreaks that may originate in business settings. These functions sit outside HSE's regulatory remit.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the potential impact of the three‑year UK residency requirement for apprenticeships on British citizens who have lived overseas due to parental employment, and whether she plans to review this policy.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

This Government is transforming the Apprenticeships Levy into a new Growth and Skills Levy in England, backed by £1 billion of additional investment, which will support 50,000 more young people into apprenticeships, give employers greater flexibility to develop the workforce they need, and support the industrial strategy.

The three-year residency requirement forms part of the eligibility criteria for government funded apprenticeships and is consistent with longstanding residency requirements used elsewhere in publicly funded education programmes. The apprenticeship funding rules provide that learners who are temporarily outside the UK for reasons such as employment should be considered ordinarily resident in the UK for the purposes of assessing eligibility for apprenticeship funding on their return. In addition, those aged 16 to 18 may be eligible for apprenticeship funding where they are accompanying a parent who has the right of abode. The Department keeps apprenticeship funding rules under review.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many British citizens born in the UK have not been able to access apprenticeship programmes in each of the last five years due to the three‑year residency rule, and what steps she is taking to address this.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

This Government is transforming the Apprenticeships Levy into a new Growth and Skills Levy in England, backed by £1 billion of additional investment, which will support 50,000 more young people into apprenticeships, give employers greater flexibility to develop the workforce they need, and support the industrial strategy.

The three-year residency requirement forms part of the eligibility criteria for government funded apprenticeships and is consistent with longstanding residency requirements used elsewhere in publicly funded education programmes. The apprenticeship funding rules provide that learners who are temporarily outside the UK for reasons such as employment should be considered ordinarily resident in the UK for the purposes of assessing eligibility for apprenticeship funding on their return. In addition, those aged 16 to 18 may be eligible for apprenticeship funding where they are accompanying a parent who has the right of abode. The Department keeps apprenticeship funding rules under review.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether he plans to review apprenticeship funding rules to ensure that British citizens who did not choose to live abroad, but did so due to parental employment, have adequate access to training opportunities.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

This Government is transforming the Apprenticeships Levy into a new Growth and Skills Levy in England, backed by £1 billion of additional investment, which will support 50,000 more young people into apprenticeships, give employers greater flexibility to develop the workforce they need, and support the industrial strategy.

The three-year residency requirement forms part of the eligibility criteria for government funded apprenticeships and is consistent with longstanding residency requirements used elsewhere in publicly funded education programmes. The apprenticeship funding rules provide that learners who are temporarily outside the UK for reasons such as employment should be considered ordinarily resident in the UK for the purposes of assessing eligibility for apprenticeship funding on their return. In addition, those aged 16 to 18 may be eligible for apprenticeship funding where they are accompanying a parent who has the right of abode. The Department keeps apprenticeship funding rules under review.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of the adequacy of the level of financial support available to bereaved parents.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Bereaved parents may be eligible for Universal Credit, help with immediate costs through a Funeral Expenses Payment, and assistance through the Crisis and Resilience Fund.

For Universal Credit customers, the department maintains payments for the assessment period in which a child, partner or non-dependent dies, and for the following two assessment periods.

Where one parent has died, the surviving parent may be eligible for Bereavement Support Payment.

The government keeps bereavement support under review.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what quality assurance arrangements are in place for final complaint responses issued by the Department.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department does not measure complaints timings as described in the question (i.e. average response times). We recognise that response times to hon. Members’ enquiries on behalf of constituents have not been consistently adequate in recent months, as higher complaint volumes and increasingly complex cases have affected our response times. However, the Department is actively addressing these pressures and driving improvements in both timeliness and efficiency.

The Department is taking urgent action to reduce complaint backlogs and improve response times, with a clear focus on resolving issues as quickly as possible, including at the earliest point of contact where appropriate.

To support this, we have deployed additional resources to complaints and correspondence teams and prioritised activity to reduce outstanding volumes and strengthen performance monitoring to improve timeliness. We have introduced senior oversight and improving case management processes to support faster and more consistent responses.

Where a complaint requires formal investigation, the Department’s service standard aims to provide a full response within 15 working days. More complex cases may take longer; however, the Department seeks to keep customers informed of progress and expected timescales.

The Department is clear that hon. Members must be able to rely on timely and accurate information when representing their constituents. Improving response times remains a key operational priority, and these measures are intended to restore performance to the expected standard.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what the average response time was for complaints handled by Complaints Resolution Managers in the latest period for which data is available.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department does not measure complaints timings as described in the question (i.e. average response times). We recognise that response times to hon. Members’ enquiries on behalf of constituents have not been consistently adequate in recent months, as higher complaint volumes and increasingly complex cases have affected our response times. However, the Department is actively addressing these pressures and driving improvements in both timeliness and efficiency.

The Department is taking urgent action to reduce complaint backlogs and improve response times, with a clear focus on resolving issues as quickly as possible, including at the earliest point of contact where appropriate.

To support this, we have deployed additional resources to complaints and correspondence teams and prioritised activity to reduce outstanding volumes and strengthen performance monitoring to improve timeliness. We have introduced senior oversight and improving case management processes to support faster and more consistent responses.

Where a complaint requires formal investigation, the Department’s service standard aims to provide a full response within 15 working days. More complex cases may take longer; however, the Department seeks to keep customers informed of progress and expected timescales.

The Department is clear that hon. Members must be able to rely on timely and accurate information when representing their constituents. Improving response times remains a key operational priority, and these measures are intended to restore performance to the expected standard.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of recent trends in the level of youth unemployment in Lincolnshire.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The information requested is published and available at: https://www.nomisweb.co.uk/default.asp The estimated unemployment levels and rates can be found by selecting “Query data” on the NOMIS home page and selecting “Annual Population Survey/Labour Force Survey” and then “annual population survey (Dec 2004 to Mar 2026)” in the lists of data sources. The Geography will need to be set for the county from the menus, and then, in the Variable menu, Category set to “Unemployment rate” from the drop-down list to access 16-24 year old unemployment.

Recent trends in the 18 to 24 claimant count can be found under the Lincolnshire local authority profile Labour Market Profile - Nomis - Official Census and Labour Market Statistics

Guidance for users can be found at: https://www.nomisweb.co.uk/home/newuser.asp

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how much of the £612,715.50 in proven losses reported in the Department for Work and Pensions Annual Report and Accounts 2025–26 has been (a) recovered and (b) written off.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Government Internal Audit Agency undertakes independent, internal disciplinary investigations on behalf of the DWP into allegations of internal fraud and other serious misconduct.

Of the 40 benefit-related investigations completed by GIAA in 2025-26, 39 related to DWP employees and one related to an individual employed by an outsourced provider.

To avoid prejudicing ongoing investigations and to comply with data protection obligations, the Department is unable to provide further information on individual cases, including details of the benefits involved, the nature of the misconduct, the number of claimants affected, disciplinary outcomes, criminal referrals, criminal proceedings, or amounts recovered or written off.

Information relating to any successful criminal convictions becomes publicly available through the courts.

The Department takes its responsibility for protecting the public purse extremely seriously and seeks to recover losses arising from internal fraud wherever possible. The Department has a range of debt recovery powers available, including recovery of assets under the Proceeds of Crime Act.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many claimants were affected by the 40 benefit-related investigations reported in the Department for Work and Pensions Annual Report and Accounts 2025–26.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Government Internal Audit Agency undertakes independent, internal disciplinary investigations on behalf of the DWP into allegations of internal fraud and other serious misconduct.

Of the 40 benefit-related investigations completed by GIAA in 2025-26, 39 related to DWP employees and one related to an individual employed by an outsourced provider.

To avoid prejudicing ongoing investigations and to comply with data protection obligations, the Department is unable to provide further information on individual cases, including details of the benefits involved, the nature of the misconduct, the number of claimants affected, disciplinary outcomes, criminal referrals, criminal proceedings, or amounts recovered or written off.

Information relating to any successful criminal convictions becomes publicly available through the courts.

The Department takes its responsibility for protecting the public purse extremely seriously and seeks to recover losses arising from internal fraud wherever possible. The Department has a range of debt recovery powers available, including recovery of assets under the Proceeds of Crime Act.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many Direct Deduction Orders have been issues since the introduction of the Public Authorities (Fraud, Error and Recovery) Act 2025.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Public Authorities (Fraud, Error, and Recovery) Act 2025 achieved Royal Assent on Tuesday 2 December 2025. The Act will help to address the significant challenge of public sector fraud and error, which costs the taxpayer billions of pounds annually.

The different measures contained in the Act are due to come into force across different dates between 2026 and 2029.

Whilst the Debt measures contained in the Act commenced in June 2026, the supporting regulations which will further develop the operational framework for the new recovery powers introduced in the Act will not come into force until October. As a result, to date, no direct deduction orders have been issued.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many of the 40 benefit-related investigations reported in the Department for Work and Pensions Annual Report and Accounts 2025–26 resulted in (a) dismissal, (b) referral to the police and (c) criminal proceedings.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Government Internal Audit Agency undertakes independent, internal disciplinary investigations on behalf of the DWP into allegations of internal fraud and other serious misconduct.

Of the 40 benefit-related investigations completed by GIAA in 2025-26, 39 related to DWP employees and one related to an individual employed by an outsourced provider.

To avoid prejudicing ongoing investigations and to comply with data protection obligations, the Department is unable to provide further information on individual cases, including details of the benefits involved, the nature of the misconduct, the number of claimants affected, disciplinary outcomes, criminal referrals, criminal proceedings, or amounts recovered or written off.

Information relating to any successful criminal convictions becomes publicly available through the courts.

The Department takes its responsibility for protecting the public purse extremely seriously and seeks to recover losses arising from internal fraud wherever possible. The Department has a range of debt recovery powers available, including recovery of assets under the Proceeds of Crime Act.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many of the 40 benefit-related investigations reported in the Department for Work and Pensions Annual Report and Accounts 2025–26 involved (a) employees, (b) contractors and (c) providers.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Government Internal Audit Agency undertakes independent, internal disciplinary investigations on behalf of the DWP into allegations of internal fraud and other serious misconduct.

Of the 40 benefit-related investigations completed by GIAA in 2025-26, 39 related to DWP employees and one related to an individual employed by an outsourced provider.

To avoid prejudicing ongoing investigations and to comply with data protection obligations, the Department is unable to provide further information on individual cases, including details of the benefits involved, the nature of the misconduct, the number of claimants affected, disciplinary outcomes, criminal referrals, criminal proceedings, or amounts recovered or written off.

Information relating to any successful criminal convictions becomes publicly available through the courts.

The Department takes its responsibility for protecting the public purse extremely seriously and seeks to recover losses arising from internal fraud wherever possible. The Department has a range of debt recovery powers available, including recovery of assets under the Proceeds of Crime Act.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, for a breakdown by (a) benefit and (b) type of misconduct of the 40 benefit-related investigations reported in the Department for Work and Pensions Annual Report and Accounts 2025–26.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Government Internal Audit Agency undertakes independent, internal disciplinary investigations on behalf of the DWP into allegations of internal fraud and other serious misconduct.

Of the 40 benefit-related investigations completed by GIAA in 2025-26, 39 related to DWP employees and one related to an individual employed by an outsourced provider.

To avoid prejudicing ongoing investigations and to comply with data protection obligations, the Department is unable to provide further information on individual cases, including details of the benefits involved, the nature of the misconduct, the number of claimants affected, disciplinary outcomes, criminal referrals, criminal proceedings, or amounts recovered or written off.

Information relating to any successful criminal convictions becomes publicly available through the courts.

The Department takes its responsibility for protecting the public purse extremely seriously and seeks to recover losses arising from internal fraud wherever possible. The Department has a range of debt recovery powers available, including recovery of assets under the Proceeds of Crime Act.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of the potential impact of proposals to retire aviation apprenticeship standards for certain posts on (a) youth employment and (b) opportunities for skills expansion.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The government recognises the importance of aviation apprenticeships in helping employers develop a skilled workforce. Skills England is consulting with stakeholders on the proposal to retire certain occupational standards, often due to low levels of new starts or a range of delivery challenges, including limited provider availability. The potential impact on youth employment and skills development opportunities will form part of the assessment of consultation responses.

As an executive agency sponsored by the Department for Work and Pensions. Skills England reviews standards to ensure that they continue to meet employer need. The current consultation is still live, and no final decision has been taken. Aviation sector stakeholders have been engaged throughout, and we will continue to work closely with them throughout the process.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many and what proportion of civil servants in his Department were on permanent home working contracts in 2025.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

As at 31 December 2025, there were 1,684 paid employees in the Department for Work and Pensions recorded as Contracted Homeworkers. This represented 1.79% of the Department's total workforce. These are typically temporary arrangements and are reviewed regularly.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to ensure that Skills England undertakes structured engagement with employers in the aviation sector before the proposed retirement of apprenticeship standards.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The government recognises the importance of aviation apprenticeships in helping employers develop a skilled workforce. Skills England is consulting with stakeholders on the proposal to retire certain occupational standards, often due to low levels of new starts or a range of delivery challenges, including limited provider availability. The potential impact on youth employment and skills development opportunities will form part of the assessment of consultation responses.

As an executive agency sponsored by the Department for Work and Pensions. Skills England reviews standards to ensure that they continue to meet employer need. The current consultation is still live, and no final decision has been taken. Aviation sector stakeholders have been engaged throughout, and we will continue to work closely with them throughout the process.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps he is taking with (a) Skills England, (b) employers and (c) trade unions to help increase the (i) range and (ii) uptake of seafarer apprenticeships in maritime communities.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The government recognises the importance of maritime apprenticeships in helping employers develop a skilled workforce and in creating opportunities for people in maritime communities to enter rewarding careers at sea. Skills England works with employers and sector bodies to develop and maintain a range of maritime apprenticeship standards, ensuring they reflect employer needs.

To increase apprenticeship opportunities, the Government is introducing a £2,000 apprenticeship hiring payment for non-levy paying employers who recruit 16 to 24-year-olds as new apprentice employees. In addition, apprenticeship training is now fully funded for all eligible under-25s at employers of all sizes, helping more young people access opportunities in sectors such as maritime.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what proportion of all Child Maintenance Service paying parents paid (a) 100% of their assessed child maintenance liability, (b) part of their assessed liability and (c) none of their assessed liability in the latest period for which data is available; and whether his Department can produce such figures for the entire CMS caseload, including Direct Pay arrangements.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Child Maintenance Service (CMS) does not routinely monitor the amount of maintenance paid by Paying Parents using Direct Pay arrangements. Receiving Parents on Direct Pay should contact the CMS if maintenance is not being paid in full, so that the case can be moved to the Collect & Pay service. For this reason, the Department does not publish regular compliance statistics for Direct Pay arrangements.

However, the Department has published Direct Pay Research which includes an assessment of compliance amongst Direct Pay users, based on a survey of service users which was carried out in early 2024.

For Collect & Pay arrangements, statistics are published quarterly. The latest figures can be found in section 6 of the most recent Child Maintenance Service statistics (data to March 2026). Please note that, while the CMS always aims to achieve full compliance, statistics quote the number of Paying Parents who pay 90% or more of their quarterly liability. This is because, for reasons relating to collection scheduling, some fully compliant Paying Parents may register in the statistics as paying slightly below 100%.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what is the percentage office workplace attendance requirement in each of the department’s offices, broken down by location; and whether attendance statistics are collated for each of those individual offices.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The requirement to attend a workplace will depend on an employee’s role. Where employees are not in customer-facing roles or otherwise designated as office-based they have access to hybrid working, which is a type of voluntary flexible working arrangement, blending a combination of all workplace options (including home) with an office identified as a base and which remains the contractual place of work.

In line with Cabinet Office guidance, hybrid working is explicitly offered informally on a non-contractual basis. Where employees outside customer-facing / office-based roles take up the hybrid offer, in compliance with a collective note from all permanent secretaries in 2023, they must attend their DWP office for a minimum 60% of their hours – that is averaging 3 days out of 5 for a full-time colleague.

Regarding whether attendance statistics are collated for each of the individual offices, the information requested is not collated centrally and could only be provided at disproportionate cost.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether autistic people with lived experience are routinely involved in the design, drafting and user-testing of standard claimant letters and other written communications issued by the Department.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

DWP works with a range of internal and external experts when designing, drafting and user-testing claimant letters and other written communications issued by the department. We have actively engaged with groups and organisations representing neuro-diverse customers such as People First and Mencap, to develop and create Easy Read products.

Our written communications are also designed to be accessible for people who use assistive technology. These are compliant with Work Content Accessibility Guidelines (WCAG) 2.2 accessible standards. These communications are regularly tested to ensure they continue to meet user needs.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the adequacy of the formulas used by the Child Maintenance Service to determine child maintenance payments.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department has reviewed the child maintenance calculation to ensure it remains fair, reflects parents' financial circumstances and encourages compliance.

Following that review, we plan to reduce the income-change threshold from 25 per cent to 15 per cent and include unearned income within the standard calculation.

We will continue to monitor the effectiveness of our CMS provisions and consider any future evidence for change.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment he has made of the effectiveness of the Child Maintenance Service for parents.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Children have a right to be supported by both parents. The Child Maintenance Service helps ensure that happens. Information on CMS arrangements, payment compliance and enforcement is available in the Child Maintenance Service statistics to March 2026 and through https://stat-xplore.dwp.gov.uk/.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what progress his Department has made in its review of how child maintenance is calculated.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department has completed a review of the child maintenance calculation. This focused on ensuring the calculation strikes the right balance between both parents, encourages compliance, and secures more money for children.

Following the review, we plan to reduce the income tolerance used for reassessments from 25 per cent to 15 per cent and include unearned income within the standard calculation.

These changes will ensure that maintenance liabilities more accurately reflect parents' full financial circumstances and that, where parents receive income from sources other than PAYE earnings, such as rental income, investments, dividends or other unearned income, their children routinely benefit from it through child maintenance calculations.

Our priority is now to take forward these targeted changes, as part of our broader programme of reforms, at the earliest appropriate opportunity to deliver meaningful improvements for the families who rely on the child maintenance system.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, pursuant to the answer of 25 June 2026, to Question 10084, on DWP: Public Relations, if he will list the names of any (a) public affairs and (b) public relations firms that have been used by the Department and each of its Arm’s Length Bodies since July 2024.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Data on spend relating to PR consultancy hire is not held by the department. The Government Communication Service encourages the prioritisation of low and no cost public relations activities wherever possible.

The Health and Safety Executive, The Pensions Ombudsman and Skills England have not used public affairs or public relations firms since July 2024. Since July 2024, the Money and Pensions Service have used ‘Relations Group’ and The Pensions Regulator have used ‘Four Agency Worldwide Limited.’

The Construction Industry Training Board confirm that the only Public Relations firm they have used since July 2024 is Cavendish Consulting. They have not used a Public Affairs firm.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, if he will list the names of the organisations that have (a) had departmental Civil Servants seconded to them since July 2024, and (b) seconded organisational staff to the department.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Response to Q (a) – DWP staff seconded out to:

Response to (b) – Seconded into DWP from:

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how much his department has spent on social media influencers since July 2024.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

Today’s media landscape is unrecognisable compared to even a decade ago, and the way the public receives information and communicates has changed drastically in this time. The Government has a duty to engage with the public where they are, using channels and voices they trust to ensure all citizens can access government services, information and support - meeting audiences where they are.

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.

The total spend is £212,425 since July 2024. Please note this cost includes agency and wider fees.

Content Creators are paid fairly for their services, time and expertise in content creation. Their work reaches people directly on the channels they use daily. Without targeted campaigns, millions of citizens would miss out on services, rights, and support to which they are entitled.

The Department has used disability influencers to engage their audiences on work and skills opportunities as well as the move to UC, as well as influencers for youth participation and skills. Influencers were also part of a successful campaign to reduce benefit overpayments.

The guidelines for influencer and content creator marketing were created by the Government Communication Service and first published internally in November 2023.

All influencers were contracted through and paid by M&C Saatchi on our behalf.

Question to the Department for Work and Pensions:

To ask His Majesty's Government what training and accreditation are required for members of the Child Maintenance Service specialist caseworker team; how frequently that training is refreshed; and whether its content is developed in consultation with specialist domestic abuse organisations.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

Safeguarding is of the utmost importance and is embedded throughout the day-to-day delivery of the Child Maintenance Service (CMS). All CMS colleagues are required to complete mandatory domestic abuse training every two years. In the intervening year, colleagues complete a knowledge check, and refresher training is provided where needed. This ensures they maintain the right skills and knowledge when dealing with customers who have experienced domestic abuse. CMS has collaborated with specialist charities and stakeholder organisations to modernise its domestic abuse training so caseworkers can better recognise coercive and controlling behaviour and signpost parents appropriately. The Department continues to work with these stakeholders to review and enhance its guidance, training and signposting resources.

All CMS staff know to refer certain cases to the dedicated Specialist Caseworker team, which provides targeted support for customers experiencing the most challenging or complex domestic abuse situations.

Once the CMS has moved a customer’s case into the Specialist Caseworker team, all inbound calls from that customer will route directly to that team. If the automated call routing cannot identify the customer, their call will go to a different team, but all caseworkers are trained to identify this and will reroute the call to the Specialist Caseworker Team.

CMS has strengthened telephony quality assurance arrangements and provided targeted training for team leaders on service standards, coaching and feedback. These measures are designed to support consistent service delivery and help ensure customers requiring specialist support are identified and transferred appropriately.

Question to the Department for Work and Pensions:

To ask His Majesty's Government what service standards apply to the Child Maintenance Service specialist caseworker team, including standards relating to call waiting times, call-backs, caseworker continuity and the time taken to respond to correspondence.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

Safeguarding is of the utmost importance and is embedded throughout the day-to-day delivery of the Child Maintenance Service (CMS). All CMS colleagues are required to complete mandatory domestic abuse training every two years. In the intervening year, colleagues complete a knowledge check, and refresher training is provided where needed. This ensures they maintain the right skills and knowledge when dealing with customers who have experienced domestic abuse. CMS has collaborated with specialist charities and stakeholder organisations to modernise its domestic abuse training so caseworkers can better recognise coercive and controlling behaviour and signpost parents appropriately. The Department continues to work with these stakeholders to review and enhance its guidance, training and signposting resources.

All CMS staff know to refer certain cases to the dedicated Specialist Caseworker team, which provides targeted support for customers experiencing the most challenging or complex domestic abuse situations.

Once the CMS has moved a customer’s case into the Specialist Caseworker team, all inbound calls from that customer will route directly to that team. If the automated call routing cannot identify the customer, their call will go to a different team, but all caseworkers are trained to identify this and will reroute the call to the Specialist Caseworker Team.

CMS has strengthened telephony quality assurance arrangements and provided targeted training for team leaders on service standards, coaching and feedback. These measures are designed to support consistent service delivery and help ensure customers requiring specialist support are identified and transferred appropriately.

Question to the Department for Work and Pensions:

To ask His Majesty's Government whether customers assigned to the Child Maintenance Service specialist caseworker team are allocated a named caseworker; and, if so, what arrangements are in place to provide continuity when that caseworker is unavailable.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

Safeguarding is of the utmost importance and is embedded throughout the day-to-day delivery of the Child Maintenance Service (CMS). All CMS colleagues are required to complete mandatory domestic abuse training every two years. In the intervening year, colleagues complete a knowledge check, and refresher training is provided where needed. This ensures they maintain the right skills and knowledge when dealing with customers who have experienced domestic abuse. CMS has collaborated with specialist charities and stakeholder organisations to modernise its domestic abuse training so caseworkers can better recognise coercive and controlling behaviour and signpost parents appropriately. The Department continues to work with these stakeholders to review and enhance its guidance, training and signposting resources.

All CMS staff know to refer certain cases to the dedicated Specialist Caseworker team, which provides targeted support for customers experiencing the most challenging or complex domestic abuse situations.

Once the CMS has moved a customer’s case into the Specialist Caseworker team, all inbound calls from that customer will route directly to that team. If the automated call routing cannot identify the customer, their call will go to a different team, but all caseworkers are trained to identify this and will reroute the call to the Specialist Caseworker Team.

CMS has strengthened telephony quality assurance arrangements and provided targeted training for team leaders on service standards, coaching and feedback. These measures are designed to support consistent service delivery and help ensure customers requiring specialist support are identified and transferred appropriately.

Question to the Department for Work and Pensions:

To ask His Majesty's Government whether Child Maintenance Service customers can request assignment to the specialist caseworker team; and what process is followed where such a request is refused.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

Safeguarding is of the utmost importance and is embedded throughout the day-to-day delivery of the Child Maintenance Service (CMS). All CMS colleagues are required to complete mandatory domestic abuse training every two years. In the intervening year, colleagues complete a knowledge check, and refresher training is provided where needed. This ensures they maintain the right skills and knowledge when dealing with customers who have experienced domestic abuse. CMS has collaborated with specialist charities and stakeholder organisations to modernise its domestic abuse training so caseworkers can better recognise coercive and controlling behaviour and signpost parents appropriately. The Department continues to work with these stakeholders to review and enhance its guidance, training and signposting resources.

All CMS staff know to refer certain cases to the dedicated Specialist Caseworker team, which provides targeted support for customers experiencing the most challenging or complex domestic abuse situations.

Once the CMS has moved a customer’s case into the Specialist Caseworker team, all inbound calls from that customer will route directly to that team. If the automated call routing cannot identify the customer, their call will go to a different team, but all caseworkers are trained to identify this and will reroute the call to the Specialist Caseworker Team.

CMS has strengthened telephony quality assurance arrangements and provided targeted training for team leaders on service standards, coaching and feedback. These measures are designed to support consistent service delivery and help ensure customers requiring specialist support are identified and transferred appropriately.

Question to the Department for Work and Pensions:

To ask His Majesty's Government what assessment they have made of the impact on the employment of disabled people of reduced Access to Work support packages in the last 12 months.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

No such assessment has been undertaken. The support that a customer will receive from Access to Work is dependent upon their needs and circumstances at the time they make an application. Case Managers undertake a comprehensive assessment of the customer’s individual disability related requirements to ensure that the support provided is appropriate, proportionate, and aligned with the guidance and principles of the Access to Work scheme. This is also the case with any renewal applications which are also subject to a full review, including in cases where customers indicate that there have been no changes to their support needs. We are committed to ensuring that each case is considered carefully and fairly, with due regard to each individual customer’s needs and circumstances.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what proportion of overpayments under the COVID-19 Voluntary Repayment Scheme have been recovered since 2020.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The COVID-19 Voluntary Repayment Scheme (VRS) was a three-month scheme that ran from 12 September 2025 to 12 December 2025 in which individuals and businesses could repay COVID-19 support money that they were not entitled to, misused or simply did not need.

For Covid Loan Schemes, borrowers were not required to register with the VRS and were instead encouraged to contact their lender directly to make repayments. As a result, repayment activity relating to Covid Loan Schemes is not captured through the VRS and cannot be reported separately. For Covid Business Support Grant Schemes, eight respondents repaid a total of £108,785.29.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, further to the answer of 3 June 2026, to Question 3339, on Special Advisers: Public Appointments, how many delivery advisers have been appointed to date, broken down by (a) special advisers, (b) Direct Ministerial Appointments, (c) civil servants appointed by exception, and (d) permanent civil servants appointed through open competition.

Answered by Andrew Western - Minister of State (Department for Work and Pensions)

A list of special advisers is published each year in the Annual Report on Special Advisers.

The Department for Work and Pensions has not appointed any Delivery advisors to date.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether his Department (a) uses and (b) is taking steps to install rooftop solar panels on its premises.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department currently has solar PV installations in operation across 7 sites within its estate and a programme to complete a further 10 installations on our sites during the current financial year (2026-2027).

In addition, the Department is actively engaging with our landlords to identify further opportunities for rooftop solar deployment and is developing a pipeline of potential projects for future delivery, subject to feasibility, landlord agreement and funding availability.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, how many and what proportion of full-time staff on full pay (1.0 FTE) in the department work compressed hours over a four day week.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

As at 31 January 2026, there were 2,042 employees working full-time, each with an FTE of 1.0, who were recorded as working compressed hours over four days per week.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what a) amount and b) percentage of the total of the apprenticeship levy, now the Growth and Skills Levy has been spent on under-25s for each of the past 5 years.

Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)

The table below shows the amount and percentage of the English Growth and Skills Levy (formerly apprenticeship) budget that has been spent on under-25s over the past five years.

This government is investing in young people’s futures and reversing the sharp decline in the number of them starting apprenticeships which has fallen by 40% over the last decade.

To support our ambition of 50,000 more young people starting apprenticeships by March 2029, we are investing an additional £1 billion in the Growth and Skills Levy taking the budget to record levels. This is being used to fully fund apprenticeships for all eligible young people aged under 25 and to introduce a £2,000 hiring payment for non-levy paying employers, typically SMEs, that recruit young people as apprentices.

We have also introduced foundation apprenticeships specifically to provide entry level opportunities for young people in sectors such as construction, hospitality and retail, and have made £140 million available to pilot, with Mayoral Strategic Authorities, new approaches to better connect young people aged 16-24 to local apprenticeship opportunities.

Question to the Department for Work and Pensions:

To ask His Majesty's Government when the compensation scheme for workers who have suffered from silicosis by inhaling crystalline silica dust after cutting kitchen worktop stones will be published; and when they will open applications.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

Workers who develop asbestos-related and dust-related diseases like mesothelioma and pneumoconiosis caused by their work can claim a one-off payment from the Government if they haven’t already secured compensation from their employer.

The Government has no plans to introduce a separate compensation scheme for workers who have suffered from silicosis by inhaling crystalline silica dust from cutting kitchen worktop stones.

Individuals with silicosis may be eligible for financial support through existing arrangements, including a lump-sum payment under the Pneumoconiosis etc. (Workers' Compensation) Act 1979 where the relevant entitlement conditions are met.

Found: Malvern — Minister for Skills, Department for Education (DfE), and Department for Work & Pensions (DWP

Found: efficiency installations HC 1229 61st Financial sustainability of children’s care homes HC 1233 60th DWP

Found: The Department for Work and Pensions, through its quantitative Employer Survey, has been collecting

Found: Responsibility for adult skills-related funding is now dispersed across:  Department for Work and Pensions

Found: decision about payment methods 1 This is happening globally: b095d0a0-en.pdf 2 Pension freedoms and DWP

Found: Local Sector- Based Work Academy (SWAPs) models operated alongside DWP sees unemployed people provided

Found: We would get money but DWP or DfT would say, “You can only spend it on this and, of your budget on

Found: comprising the Industrial Strategy Advisory Council, the Migration Advisory Committee, the Department for Work and Pensions

Found: DfE, DWP, DCMS, Skills England, local authorities, colleges, employers and schools should work together

Found: White Paper and Every Child Achieving and Thriving, the Department for Education and the Department for Work and Pensions

Found: DWP Munoz-Chereau, B. (2026).

Found: support automatic enrolment for free school meals, with a joined-up approach with the Department for Work and Pensions

Found: The Department for Work and Pensions’ Young People and Work interim report states that around 1.34 million

Found: more support through the social security system and success will need action from the Department for Work and Pensions

Found: at school, demonstrating the ongoing impact of these barriers on pupil outcomes.6 4 Department for Work and Pensions

Found: London: Department for Work and Pensions.

Found: I was previously a Minister in the DWP.

Found: 15 Ministry of Defence Sixth report The Access to Work scheme 22 Department for Work and Pensions

Found: 15 Ministry of Defence Sixth report The Access to Work scheme 22 Department for Work and Pensions

Found: 15 Ministry of Defence Sixth report The Access to Work scheme 22 Department for Work and Pensions

Found: 15 Ministry of Defence Sixth report The Access to Work scheme 22 Department for Work and Pensions

Found: 15 Ministry of Defence Sixth report The Access to Work scheme 22 Department for Work and Pensions

Found: For example, to apply for a postal vote at the moment, if your ID check fails with DWP—and for around

Found: One of the suggestions is that DWP budgets would come under metro mayors. That is a big chunk.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment he has made of the potential impact of unregulated entry into the barbering industry on apprenticeship uptake and professional training.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Department for Business, Innovation, Science and Trade has not made a specific assessment of the impact of entry requirements in the barbering industry on apprenticeship uptake or professional training. The Department for Work and Pensions is responsible for adult skills and apprenticeship policy, while the Department for Education retains responsibility for under-19 skills and further education provider accountability. The Government continues to support professional training through the Level 2 Barbering Professional apprenticeship.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, whether her Department has made an assessment of the potential impact of (a) employer-provided health cash plans and (b) other preventative health benefits on (i) sickness absence, (ii) economic inactivity and (iii) demand for NHS services.

Answered by Alison McGovern - Minister of State (Department of Health and Social Care)

Employers are crucial in enhancing employment opportunities and supporting disabled people and those with health conditions to thrive in the workforce. The Department for Work and Pensions and the Department of Health and Social Care’s Joint Work and Health Directorate was set up to co-ordinate Government activity which helps those managing health conditions and disabled people to get into and thrive in work.

The Department for Work and Pensions’ 2024 Employer Survey provides evidence of the impact of different employer health and wellbeing interventions and is available at the following link:

https://www.gov.uk/government/publications/dwp-employer-survey-2024

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, pursuant to the Answers of 7 September 2026 to Question 19361 on Public Appointments: Equality and of 8 September 2026 to Question 20975 on Civil Service Recruitment, whether the socio-economic background of an applicant is a material consideration or determining factor in the appointment process for civil servants through the (a) Civil Service Masterclass and (b) the listed Going Forward into Employment recruitment schemes.

Answered by Mark Ferguson - Parliamentary Secretary (Cabinet Office)

Socio-economic background is one of the considerations that determines whether individuals can apply for the Going Forward into Employment pathways listed below.

• DCMS Learn & Grow Pathway

• DWP Social Mobility Apprenticeship

• Crown Prosecution Service Diversifying CPS Careers

• MHCLG Masterclass Pathway (sometimes referred to as the Civil Service Masterclass)

• Home Office Pathway to Employment

More information on GFiE Pathway opportunities for people from Low Social Mobility Backgrounds can be found on the GFiE Civil Service Careers site: https://www.civil-service-careers.gov.uk/gfie-pathways/#social-mobility. This site is visible in the public domain.

Question

To ask the Secretary of State for Digital, Culture, Media and Sport, what assessment her Department has made of the potential impact of the adoption of generative artificial intelligence on the number of entry-level roles in the creative industries.

Answered by Ian Murray - Minister of State (Department for Digital, Culture, Media and Sport)

We acknowledge growing concerns across the creative industries regarding the impact of generative AI on entry level roles, weakening established routes into the creative sector. Government supports responsible AI adoption across the creative industries, and will take seriously the risks of displacement. Working alongside DWP and DBIST, we are monitoring workforce trends closely to build a robust evidence base and will continue engaging across subsectors to identify risks and mitigations to help define a sustainable vision for the labour market.

Question to the Department of Health and Social Care:

To ask His Majesty's Government, further to the Written Answer by Baroness Merron on 6 July (HL894), what discussions have taken place between (1) the Department of Health and Social Care, (2) the Department for Work and Pensions, and (3) HM Treasury, on addressing the £4.9 billion annual loss in workplace productivity associated with obesity-related absence.

Answered by Baroness Merron - Parliamentary Under-Secretary (Department of Health and Social Care)

The Government remains committed to delivering the moonshot to end the obesity epidemic. I refer the Noble Baroness to the prevention chapter of the 10-Year Health Plan that sets out our package of policies to improve the healthiness of the food environment and reduce obesity rates.

I also refer the Noble Baroness to Sir Charlie Mayfield’s independent Keep Britain Working review report. The Department of Health and Social Care is working with the Department for Work and Pension and the Department of Business and Trade on the Keep Britain Working Vanguard Phase, focused on tackling health-related economic inactivity and promoting healthy and inclusive workplaces. No discussions have taken place between the Department of Health and Social Care, the Department for Work and Pensions, and HM Treasury on addressing the £4.9 billion annual loss in workplace productivity associated with obesity-related absence.

After the initial wave of modern service frameworks (MSFs) is complete, the National Quality Board will determine the conditions to prioritise for new MSFs as part of its work programme.

Proposals for new MSFs will be assessed by the National Quality Board against a clear set of criteria, including: the strength of the case for change; the presence of consensus around a genuinely ambitious, long term outcome goal; the existence of a strong coalition of cross-system partners; and the potential for digital by default models and service transformation.

Question to the Department of Health and Social Care:

To ask His Majesty's Government what joint work is being undertaken with the Department of Work and Pensions to ensure that obesity prevention, early intervention and treatment are reflected in the implementation of the Keep Britain Working Vanguard phase.

Answered by Baroness Merron - Parliamentary Under-Secretary (Department of Health and Social Care)

The Government remains committed to delivering the moonshot to end the obesity epidemic. I refer the Noble Baroness to the prevention chapter of the 10-Year Health Plan that sets out our package of policies to improve the healthiness of the food environment and reduce obesity rates.

I also refer the Noble Baroness to Sir Charlie Mayfield’s independent Keep Britain Working review report. The Department of Health and Social Care is working with the Department for Work and Pension and the Department of Business and Trade on the Keep Britain Working Vanguard Phase, focused on tackling health-related economic inactivity and promoting healthy and inclusive workplaces. No discussions have taken place between the Department of Health and Social Care, the Department for Work and Pensions, and HM Treasury on addressing the £4.9 billion annual loss in workplace productivity associated with obesity-related absence.

After the initial wave of modern service frameworks (MSFs) is complete, the National Quality Board will determine the conditions to prioritise for new MSFs as part of its work programme.

Proposals for new MSFs will be assessed by the National Quality Board against a clear set of criteria, including: the strength of the case for change; the presence of consensus around a genuinely ambitious, long term outcome goal; the existence of a strong coalition of cross-system partners; and the potential for digital by default models and service transformation.

Question to the Department of Health and Social Care:

To ask His Majesty's Government what the formal criteria were for selecting topics for the first wave of Modern Service Frameworks; and how those criteria have been applied in assessing the case for a Modern Service Framework for Obesity.

Answered by Baroness Merron - Parliamentary Under-Secretary (Department of Health and Social Care)

The Government remains committed to delivering the moonshot to end the obesity epidemic. I refer the Noble Baroness to the prevention chapter of the 10-Year Health Plan that sets out our package of policies to improve the healthiness of the food environment and reduce obesity rates.

I also refer the Noble Baroness to Sir Charlie Mayfield’s independent Keep Britain Working review report. The Department of Health and Social Care is working with the Department for Work and Pension and the Department of Business and Trade on the Keep Britain Working Vanguard Phase, focused on tackling health-related economic inactivity and promoting healthy and inclusive workplaces. No discussions have taken place between the Department of Health and Social Care, the Department for Work and Pensions, and HM Treasury on addressing the £4.9 billion annual loss in workplace productivity associated with obesity-related absence.

After the initial wave of modern service frameworks (MSFs) is complete, the National Quality Board will determine the conditions to prioritise for new MSFs as part of its work programme.

Proposals for new MSFs will be assessed by the National Quality Board against a clear set of criteria, including: the strength of the case for change; the presence of consensus around a genuinely ambitious, long term outcome goal; the existence of a strong coalition of cross-system partners; and the potential for digital by default models and service transformation.

Question to the Department of Health and Social Care:

To ask His Majesty's Government whether they remain committed to delivering the moonshot to end the obesity epidemic; and what metrics will be used to measure the success of the moonshot.

Answered by Baroness Merron - Parliamentary Under-Secretary (Department of Health and Social Care)

The Government remains committed to delivering the moonshot to end the obesity epidemic. I refer the Noble Baroness to the prevention chapter of the 10-Year Health Plan that sets out our package of policies to improve the healthiness of the food environment and reduce obesity rates.

I also refer the Noble Baroness to Sir Charlie Mayfield’s independent Keep Britain Working review report. The Department of Health and Social Care is working with the Department for Work and Pension and the Department of Business and Trade on the Keep Britain Working Vanguard Phase, focused on tackling health-related economic inactivity and promoting healthy and inclusive workplaces. No discussions have taken place between the Department of Health and Social Care, the Department for Work and Pensions, and HM Treasury on addressing the £4.9 billion annual loss in workplace productivity associated with obesity-related absence.

After the initial wave of modern service frameworks (MSFs) is complete, the National Quality Board will determine the conditions to prioritise for new MSFs as part of its work programme.

Proposals for new MSFs will be assessed by the National Quality Board against a clear set of criteria, including: the strength of the case for change; the presence of consensus around a genuinely ambitious, long term outcome goal; the existence of a strong coalition of cross-system partners; and the potential for digital by default models and service transformation.

Opening Shift

Found: Organisations Lincoln Prison works with Lincoln works with the Department of Work and Pensions (DWP),

Found: Responsibility for this guidance moved to the Department for Work and Pensions on 1 April 2026.

Found: from 2019/20.2014/15 -5ENoILA_WPPWPPWork Programme Participation-1 = Not Applicable/Not Known 0 = Not DWP

Found: Self-employment combined with study (regulated qualification) 410 EFA/SFA funded WBL 430 Other training 440 DWP

Found: If DWP frontline staff believe an applicant is facing clear risks to their welfare or safety, they are

Found: Youth Hubs The Department for Work and Pensions (DWP) Youth Hubs are an established, separate initiative

Found: Youth Hubs (DWP) The Department for Work and Pensions (DWP) Youth Hubs are an established, separate initiative

Found: the risk of unexpected loss of an item through the use of air platform warning systems.warning weapon DWP

Found: Cross-government Youth Hubs Department for Work and Pensions (DWP) Youth Hubs is an established initiative

Found: appointments for benefit assessment and finding jobs signposting guests to help available from Department for Work and Pensions

Found: their child, you should declare the fact that you are now hosting a child to:  The Department for Work and Pensions

Found: Department for Work and Pensions (DWP).

Found: • answering employee queries through the DBS Enquiry Centre or through the Digital Workplace (DWP)

Found: The rules apply to all providers of education and training that receive DfE or DWP ASF from the relevant

Found: GOV.UK The cost of working age ill-health and disability that prevents work - GOV.UK 7 Department for Work and Pensions

Found: GOV.UK The cost of working age ill- health and disability that prevents work – GOV.UK 7 Department for Work and Pensions

Found: includes a contribution of £1.1 million from UKRI to support projects related to VAWG and £590,000 from DWP

Found: )DWP032Health and Safety Executive (HSE)NDWP032Department for Work and Pensions (DWP)Department for Work

Found: – The Public Sector Fraud Authority will move to the Department for Work and Pensions (DWP), with

Found: – The Public Sector Fraud Authority will move to the Department for Work and Pensions (DWP), with

Found: 90.525302 0.0108798558326854 0 0.0 0 0.0 73.8914188373558 0.00925208390065625 0 0.0 Department for Work and Pensions

Found: 0.00173836750014875 135.13975381 0.0103199089215244 135.13975381 1.0 110.65975381 4.52041477982026 Department for Work and Pensions

Found: 0.02426424043327183 131.600261526817 0.01004961659849524 93.7630608599251 0.007160189514909192 Department for Work and Pensions

Found: & Technology; DEFRA = Department for Environment, Food & Rural Affairs; UKEF = UK Export Finance; DWP

Found: Unitary Authorities Up until 2016-17 DWP temporary accommodation management fee was netted off of the

Found: Technology [note 4] 286 224 0 62 8 Department for Transport [note 4] 944 918 0 26 65 Department for Work and Pensions

Found: td class="govuk-table__cell">Q2 2026

Found: td class="govuk-table__cell">Q4 2025

Found: 0 0 0 4 5 1 11 7 13 113 3 0 9 1 14 15 71 0 0 0 0 0 0 0 0 0 0 0 4 1 3 0 0 0 0 0 2025 Department for Work and Pensions

Found: - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Q2 2026 Department for Work and Pensions

Found: 31] [z] [z] 239 591 1065 Department for Transport [note 11] 2887 3098 3117 3196 3635 Department for Work and Pensions

Found: data] [no data] [no data] [no data] [no data] [no data] [no data] [no data] [no data] Department for Work and Pensions

Found: td class="govuk-table__cell">Q1 2026

Found: - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Q1 2026 Department for Work and Pensions

Found: their workers, including return-to-work programmes, workplace adjustments and 52 Department for Work and Pensions

Found: Organisations Lincoln Prison works with Lincoln works with the Department of Work and Pensions (DWP),

Found: pension is being paid because they are a recently bereaved Spouse/civil partner/Dependant ChildUsed by DWP

Found: Sport 100 Parliament Street LONDON United Kingdom SW1A 2BQ Central Government 10007868 Department for Work and Pensions

Found: Sport 100 Parliament Street LONDON United Kingdom SW1A 2BQ Central Government 10007868 Department for Work and Pensions

Found: rating) Skilled Worker Department for Transport London Worker (A rating) Skilled Worker Department for Work and Pensions

Found: rating) Skilled Worker Department for Transport London Worker (A rating) Skilled Worker Department for Work and Pensions

Found: rating) Skilled Worker Department for Transport London Worker (A rating) Skilled Worker Department for Work and Pensions

Found: rating) Skilled Worker Department for Transport London Worker (A rating) Skilled Worker Department for Work and Pensions

Found: ......................................8 C4 UK State Pension and benefits from the Department for Work and Pensions

Found: there’s a UK letting agent, give their details UK State Pension and benefits from the Department for Work and Pensions

Found: Personal Independence Payment (PIP) We check your answers against information held by the Department for Work and Pensions

Found: the risk of unexpected loss of an item through the use of air platform warning systems.warning weapon DWP

Found: appointments for benefit assessment and finding jobs signposting guests to help available from Department for Work and Pensions

Found: their child, you should declare the fact that you are now hosting a child to:  The Department for Work and Pensions

Found: qualifying years for State Pension purposes The letter will ask you to contact the Department for Work and Pensions

Found: GOV.UK The cost of working age ill- health and disability that prevents work – GOV.UK 7 Department for Work and Pensions

Found: GOV.UK The cost of working age ill-health and disability that prevents work - GOV.UK 7 Department for Work and Pensions

Found: includes a contribution of £1.1 million from UKRI to support projects related to VAWG and £590,000 from DWP

Found: Where there are system-to-system data sharing arrangements, such as with the Department for Work and Pensions

Found: their workers, including return-to-work programmes, workplace adjustments and 52 Department for Work and Pensions

Found: Research background DWP are commissioning a What Works Centre for Local Employment Support (WWCLES) to

Found: year 2025 to 2026 National Insurance Number (NINo) transformation efficiency This Department for Work and Pensions

Found: year 2025 to 2026 National Insurance Number (NINo) transformation efficiency This Department for Work and Pensions

Found: Government departments including: Home Office HM Revenue and Customs Ministry of Defence Department for Work and Pensions

Found: reflected part-year in salary but fully in full-year equivalent. 37 On loan from the Department for Work and Pensions

Found: and you get Universal Credit, you’ll need to report a change of circumstances to the Department for Work and Pensions

Found: operational platform, with HMRC taking ownership of all Child Benefit data from the Department for Work and Pensions

Found: Processed, cleansed and enhanced by DWP.

Found: per cent) Scotland Rate UK Rate Source: Claimant count, ONS Note: In May 2024, the Department for Work and Pensions

Found: includes Caledonian Maritime Assets Ltd from Q1 2008.3, 5Q4 2008Q3 2012From Q3 2012 Department for Work and Pensions