Department for Work and Pensions

The Age Addition is designed to be simple to administer. Payments are made automatically as part of the person's ongoing State Pension entitlement. The administration costs are therefore negligible.

In 2024, 474,239 letters were issued to inform people that they were now entitled to the Age Addition, costing £278,030 in printing and postage. In 24/25, the annual cost of the 25p Age Addition to the State Pension for those eligible 80+ is estimated to be £50.8m. Administrative costs therefore do not exceed the total amount paid.

The Child Maintenance Service (CMS) is committed to ensuring separated parents support their children financially, taking robust enforcement action against those who do not. Where parents fail to pay their child maintenance, the Service will not hesitate to use its enforcement powers, including deductions from earnings orders, removal of driving licences, disqualification from holding a passport, and committal to prison.

If a paying parent is in receipts of benefits due to being unemployed, the CMS can set up a deduction from the benefit to collect ongoing maintenance, or arrears in the case of Collect and Pay. The CMS can deduct £8.40 a week towards ongoing maintenance or arrears from certain prescribed benefits. Deductions towards arrears and ongoing maintenance are not taken at the same time. Arrears deductions are taken only after ongoing liability has been satisfied.

The Information on the full arrears status of those parents is not readily available and to providei t would incur disproportionate cost.

On 27 February 2025 we published Pension Credit applications and award statistics. This publication provides application volumes up to 23 February 2025 Pension Credit applications and awards: February 2025 - GOV.UK The next update of the Pension Credit applications and awards data is due to be published on 29 May 2025.

All applications received are treated as new claims. Therefore, we do not hold information on details of previous claims applicants may have submitted.

Please note, the figures presented are from DWP’s Pension Credit system which has previously been collected for internal departmental operations use only and has not been quality assured to Official Statistics publication standards.

As of 30^th March 2025, the number of employees working for the Child Maintenance Service is 5,055. This equates to the full-time equivalent (FTE) of 4449.65

The breakdown for (1) civil servants, and (2) contractors are as follow:

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

In January 2025, there were around 25,000 working age claimants in England and Wales that have their main disability recorded as Myalgic Encephalomyelitis, excluding those treated under Special Rules for End of Life. Around 12,000 received less than 4 points across all daily living descriptors. The primary health conditions recorded on the PIP computer system are not classified according to whether they are fluctuating or not, therefore information can only be given for specified conditions.

The Personal Independence Payment (PIP) assessment looks at how a long-term health condition or disability impacts on daily life across 12 activities, taking into account fluctuations over a 12-month period. The activities are grouped into two components, daily living and mobility, and within each activity a descriptor must be chosen to score an individual depending on whether an individual can complete the activity, the manner in which they do it, and whether they can complete each activity safely, to an acceptable standard, repeatedly and in a reasonable time period.

The assessment is designed to reflect the impact of variations in an individual's needs for all health conditions, not only those which more typically fluctuate. Health conditions may be physical, sensory, mental, intellectual or cognitive, or any combination of these, and the assessment is designed to take a comprehensive approach to disability, reflecting the needs arising from the full range of impairments.

Health professionals are expected to be mindful of the fact that many conditions fluctuate, producing symptoms that vary in intensity from mild to severe, and are instructed not to base their opinion solely on the situation as observed at the assessment. Health Professionals also have access to Condition Insight Reports (CIRs)/EBM Protocols which are developed specifically to enable them to gain further insight into clinical and functional information, relating to specific conditions.

The Get Britain Working White Paper set out the biggest reforms to employment support for a generation to support our ambition to achieve an 80% employment rate.

The Department for Work and Pensions will shift from being a department for employment support and welfare to being a department for work. This means a new, locally led system of work and health support being available for those who are unemployed, bringing together existing locally delivered employment support as a single coherent offer that is part of areas’ local growth plans.

Our Jobcentre teams work closely with the Local Authority as well as employers, local colleges and providers in Harpenden and Berkhamsted to promote employment opportunities for our customers, including those who are vulnerable. Jobcentres also have a range of specialist roles to work with vulnerable customers. These roles include Disability Employment Advisers, Prison Work Coaches, Supporting Families Employment Advisers, Visiting Officers and more.

There is a range of employability support options such as face to face or group sessions, job fairs and career events to help engage with vulnerable customers in a setting to suit their needs. There is also Sector Based Work Academy Programmes (SWAP) and Mentoring Circles where our Jobcentre teams work closely with employers and providers to give customers the skills they need to enter employment. An example is that we are currently running a Care Sector SWAP for full and part time roles which can be completed at home to support lone parents and those with health conditions to participate.

The Jobcentre teams also have a range of contracted support which is available to our vulnerable customers to help them move closer and in to work. This includes Restart, Work and Health Programme, CV help from NCS, Disability Forums and Jobclubs.

Our ambitions are to reverse the trend of inactivity, and to raise both productivity and living standards whilst improving the quality of work. To help achieve this, we have set a long-term ambition to achieve an 80% employment rate, demonstrating our commitment to bringing those furthest away from the labour market into it, increasing local labour supply. Backed by £240million investment, the Get Britain Working White Paper launched last November will drive forward approaches to tackling economic inactivity and work toward the 80% employment rate.

Appropriate work is generally 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.

The Government is committed to supporting disabled people and people with health conditions, including people with long covid, and have range of support available so individuals can stay in work and get back into work, including those that join up employment and health systems. Measures include joining up health and employment support around the individual through Employment Advisors in NHS Talking Therapies, Individual Placement and Support in Primary Care and WorkWell, as well as support from Work Coaches and Disability Employment Advisers in Jobcentres and Access to Work grants.

The Government also announced in the recent Pathways to Work Green Paper that we would establish a new guarantee of support for all disabled people and people with health conditions claiming out of work benefits who want help to get into or return to work, backed up by £1billion of new funding.

Employers play an important role in addressing health and disability. The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work. To build on this, the Joint DWP and DHSC Work & Health Directorate is facilitating “Keep Britain Working”, an independent review of the role of UK employers in reducing health-related inactivity and to promote healthy and inclusive workplaces. The lead reviewer, Sir Charlie Mayfield, is expected to bring forward recommendations in Autumn 2025.

This government has been clear that all our policies are costed and fully funded, and we will only make commitments we know we can keep.

Delivering our manifesto commitment to tackle child poverty is an urgent priority for this government, and the Ministerial Taskforce is working to publish a Child Poverty Strategy which will deliver lasting change.

The impacts referenced in the previous answer were determined using a wide variety of metrics, data and analysis. These included:

• Current and past rental data supplied by the Valuation Office Agency, Rent Officers Scotland, and Rent Officers Wales;
• Analysis of current and past DWP administrative data on recipient households from a number of angles, including policy simulation modelling: and
• Forecasts on benefit caseloads and related matters.

As covered in the previous answer, the causes of homelessness are multi-faceted and interact dynamically. This makes it very difficult to isolate the relative importance of individual factors such as individual benefit rates. But interactions with key measures such as Temporary Accommodation were considered with input from the Ministry for Housing, Communities and Local Government.

At Autumn Budget the Government prioritised a downpayment on poverty, by introducing a Fair Payment Rate for Universal Credit (UC) customers with deductions to retain more of their benefit award. We have invested £1bn in extending the Household Support Fund and maintaining Discretionary Housing Payments (DHPs) at current levels (including Barnett impacts) for 2025/26.

We continue to work across Government on the development of the Homelessness and Rough \Sleeping strategy in England. Housing and homelessness policy is devolved to Wales.

Any future decisions on LHA policy will be taken in the context of the Government’s missions, goals on housing and the fiscal context.

DHPs are available from local authorities and can be paid to those entitled to Housing Benefit or Universal Credit who face a shortfall in meeting their housing costs.

No assessment has been made on the impacts of the reforms on claimants with particular health conditions.

Information on the impacts of the Pathways to Work Green Paper has been published here ‘Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper’(opens in a new tab).

The Pathways to Work Green Paper sets out a number of planned improvements to the assessment process for Personal Independence Payment. Our aim is to improve the quality of decision making, including for those whose conditions are fluctuating.

We announced in the Pathways to Work Green Paper that we would establish a new guarantee of support for all disabled people and people with health conditions claiming out of work benefits who want help to get into or return to work, backed up by £1 billion of new funding. This investment will build on existing support from WorkWell, Connect to Work and the Get Britain Working trailblazers.

As the Green Paper notes, we are keen to engage widely on the design of this guarantee and the components needed to deliver it. To get this right, we will be seeking input from a wide range of stakeholders including devolved governments, local health systems, local government and Mayoral Strategic Authorities, private and voluntary sector organisations in the private, voluntary and charitable sectors, employers and potential users. We will confirm further details about the support offer and how many people will receive support in due course after we have completed our consultation process.

We will be developing more detailed assessments of the potential impacts of the employment measures proposed in the Green Paper as these are developed in detail. The Office for Budget Responsibility has also stated that it intends to assess the labour supply impacts of the Green Paper measures in their Autumn forecast.

The most recent information on processing times for Disability Living Allowance for children was published in the DWP annual report and accounts 2023 to 2024 - GOV.UK (ARA) on 22nd July 2024. This shows that in 2023/24 DWP cleared 3.5% of Disability Living Allowance for children claims within the planned 40 working day timescale. The next publication of the ARA will include the percentage of claims processed in the Financial Year 2024 to 2025, which is due for publication in the summer.

Although, DWP has seen improvements in processing times across many service lines during 2023-24, continued high demand has meant that the Department’s ability to process claims consistently in a timely manner across all its services has come under considerable pressure, with performance remaining below standard in some areas including in Child DLA where demand has increased in recent years and is significantly higher than pre-pandemic volumes. During 2020-21 DWP deferred reviewing existing cases to focus on processing new claims. Since then, the high volumes of both new claims and the deferred renewal work has resulted in longer processing times. Additional resources have been deployed and cases are being cleared in date order to ensure fair customer service.

The table below shows the monthly number of full time equivalent work coaches working in Jobcentres since July 2024:

Notes:

• The number of staff employed is unpublished management information, collected and intended for internal departmental use and has not been quality assured to National Statistics or Official Statistics publication standard. As the Department holds the information, we have released it in this PQ to answer the question asked.
• Work Coach Full Time Equivalent (FTE) data supplied is from July 24 to March 25. This is the most up to date Data held.
• The number of Work Coaches has been derived from DWP's Activity Based Model (ABM). This model gives an estimated FTE based on a point in time estimate by Line Managers, as recorded on our internal systems each month.
• Figures have been rounded to the nearest 10 FTE.
• The number of Work Coaches refers to staff involved in conducting regular engagement with claimants, hence the data does not include Work Coach Team Leaders or Disability Employment Advisers.
• Work coaches include both UC Full-Service Work Coaches and Existing Benefits Work Coaches.

For the volume of Personal Independence Payment (PIP) claimants in Rochdale who scored less than four points in all 10 daily living activities in their most recent assessment by award see Table 1 below.

After the reforms PIP expenditure is forecast to rise from £29 billion this financial year to £35 billion in 2029/30, but would be £4 billion higher without these reforms. After taking account of behavioural changes, OBR predict 370,000 claimants at the point of implementation will be affected by 2029/30, equating to 1 in 10 of the PIP caseload in November 2026.

Table 1: Volume of PIP claimants in Rochdale Parliamentary Constituency who scored less than four points in all 10 daily living activities by award rate (January 2025 caseload)

Notes:

• Figures are rounded to the nearest 100.
• These figures include claims made under normal rules and include new claims and Disability Living Allowance (DLA) to PIP reassessments.
• Figures include those with Special Rules for End of Life (SREL)

• There will be no immediate changes. Changes to PIP eligibility and rebalancing of UC aren’t coming into effect immediately. Our intention is these changes will start to come into effect from April 2026 for UC and November 2026 for PIP, subject to parliamentary approval.
• PIP changes will only apply at the next award review after November 2026. The average award review period is about three years. At the award review, claimants will be seen by a trained assessor or healthcare professional and assessed on individual needs and circumstances.
• We are consulting on how best to support those who are affected by the new eligibility changes, including how to make sure health and eligible care needs are met. PIP is not based on condition diagnosis but on functional disability as the result of one or more conditions, and is awarded as a contribution to the additional costs which result.
• We also intend to launch a wider review of the PIP assessment which I will lead, and we will bring together a range of experts, stakeholders and people with lived experience to consider how best to do this and to start the process as part of preparing for a review. We will provide further details as plans progress.

We will be developing more detailed assessments of the potential impacts of the employment measures proposed in the Green Paper as these are developed in detail. The Office for Budget Responsibility has also stated that it intends to assess the labour supply impacts of the Green Paper measures in their Autumn forecast.

Under the Health and Safety at Work etc. Act 1974 all employers have a duty, so far as it is reasonably practicable, to protect the health, safety, and welfare at work of all their employees. Specifically, the Management of Health and Safety at Work Regulations 1999 require employers to assess health and safety risks to employees and to put in place arrangements to control those risks. This applies to all employers in Great Britain.

Having considered the impact of shift work on health and safety, Health and Safety Executive has published guidance for employers to support them in managing the risk (Managing shift work [HSG 256]). Therefore, if an employer assesses shift work as a risk they should introduce control measures including those outlined in the guidance.

The Government recognises that night working can increase stress levels and can have an impact on both physical and mental health. In Great Britain, working hours, including working at night, are governed by the Working Time Regulations (WTR). These provide protections to night time workers including by establishing the maximum working hours and minimum rest breaks that workers are entitled to.

Before someone starts working at night, they must be offered a free health assessment to see if they are fit to work nights before they become a night worker and on a regular basis after that. The frequency of the health assessment should be guided by an assessment of the specific risks to each individual worker.

A record of the health assessments and the dates when assessments were offered must be kept by the employer. If a worker suffers from health problems that are caused or made worse by night work, employers must offer suitable other work where possible.

No assessment has been made. The figure quoted does not take account of additional employment arising from the enhancements to employment support announced in the Green Paper, about which the Office for Budget Responsibility has announced that it will produce an impact assessment in the autumn. It also does not take account of any measures to be announced in the forthcoming Child Poverty strategy.

Further information on the impacts of the Pathways to Work Green Paper will be published in due course, in addition to the information published alongside the Spring Statement. These publications can be found in ‘Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper’(opens in a new tab).

A further programme of analysis to support development of the proposals in the Green Paper will be developed and undertaken in the coming months.

PIP provides a contribution to extra costs, but, over recent years, claims have increased significantly, outstripping the growth in disability prevalence. Changes are needed to put benefit spending on a sustainable footing so it can be there for people who need it in the future, while continuing to support those people with higher needs relating to their long-term health condition or disability.

Some people get PIP from scoring 1, 2 or 3 points, arising from needs which could individually be managed with small interventions or the addition of an aid or appliance. Focusing PIP on those with a higher level of functional need in at least one activity - people who are unable to complete activities at all, or who require more help from others to complete them – will ensure that PIP is sustainable now and into the future.

Our intention is that the changes will apply to new claims and award reviews from November 2026, subject to parliamentary approval. For those already on PIP, the changes to PIP eligibility will only apply at their next award review.   We are also consulting on how best to support those who lose entitlement due to the reforms, including how to make sure health and eligible care needs are met.

Alongside the introduction of this new requirement, in the Green Paper, we promised to review the PIP assessment by working with disabled people, disabled people’s organisations, and other experts. As announced by the Secretary of State in the House of Commons on 12 April, we have started the first phase of the review. I will be meeting with stakeholders to develop the scope and terms of reference of the review and will keep the House updated as this work progresses.

On decision making more broadly, we ensure a high standard is maintained for PIP assessments through having an Independent Audit function that continually monitors the performance of assessment providers. At the decision-making stage, we have a multi-tiered Quality Assurance Framework to ensure decisions are legal and payments are accurate.

PIP provides a contribution to extra costs, but, over recent years, claims have increased significantly, outstripping the growth in disability prevalence. Changes are needed to put benefit spending on a sustainable footing so it can be there for people who need it in the future, while continuing to support those people with higher needs relating to their long-term health condition or disability.

Some people get PIP from scoring 1, 2 or 3 points, arising from needs which could individually be managed with small interventions or the addition of an aid or appliance. Focusing PIP on those with a higher level of functional need in at least one activity - people who are unable to complete activities at all, or who require more help from others to complete them – will ensure that PIP is sustainable now and into the future.

Our intention is that the changes will apply to new claims and award reviews from November 2026, subject to parliamentary approval. For those already on PIP, the changes to PIP eligibility will only apply at their next award review.   We are also consulting on how best to support those who lose entitlement due to the reforms, including how to make sure health and eligible care needs are met.

Alongside the introduction of this new requirement, in the Green Paper, we promised to review the PIP assessment by working with disabled people, disabled people’s organisations, and other experts. As announced by the Secretary of State in the House of Commons on 12 April, we have started the first phase of the review. I will be meeting with stakeholders to develop the scope and terms of reference of the review and will keep the House updated as this work progresses.

On decision making more broadly, we ensure a high standard is maintained for PIP assessments through having an Independent Audit function that continually monitors the performance of assessment providers. At the decision-making stage, we have a multi-tiered Quality Assurance Framework to ensure decisions are legal and payments are accurate.

The Department has undertaken a range of steps over the past 5 years to address underpayments of State Pension. Details about this activity can be found online via the following link: State Pension underpayments: progress on cases - GOV.UK

As outlined in my answer to Question 46071, we strongly welcome the thoughts of veterans and representative organisations.

The Pathways to Work consultation invites people to share their views on our proposals, and we hope that a wide range of voices will respond before it closes on the 30 June 2025. Our schedule of virtual and in-person public consultation events across the country will further facilitate input and help us to hear from disabled people and stakeholder organisations directly. Full details of how to respond to the consultation and join the events can be found via this link: Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper - GOV.UK.

The Department for Work and Pensions (DWP) provides a range of specific support for people with asbestos-related conditions.

Industrial Injuries Disablement Benefit (IIDB) provides a non-contributory, “no-fault”, weekly benefit for disablement because of an accident at work, or because of one of over 70 prescribed diseases known to be a risk from certain jobs. DWP also provides one-off lump-sum compensation payments under the Pneumoconiosis etc. (Workers’ Compensation) Act 1979 (the ‘1979 Act scheme’) to individuals who suffer from one of the dust-related diseases covered by the scheme, subject to the wider eligibility criteria being satisfied. This scheme is designed to cover people who are unable to claim damages from any relevant employers because they have gone out of business.

Asbestos-related diseases covered by IIDB and the 1979 Act scheme include pneumoconiosis (including asbestosis), diffuse mesothelioma, unilateral or bilateral diffuse pleural thickening and asbestos-related primary carcinoma of the lung.

Eligible individuals with diffuse mesothelioma who are not entitled under the 1979 Act scheme, for example those whose exposure was not work-related, may instead be entitled to a one-off lump-sum compensation payment under Part 4 of the Child Maintenance and Other Payments Act 2008 (“the 2008 Act Scheme”).

The value of weekly IIDB awards were uprated by 1.7 per cent from April this year. Awards under the 1979 and 2008 Act Schemes were also uprated by 1.7 per cent and new rates apply to those who first become entitled to a payment on or after 1 April 2025. The Department recognises the importance of providing support to customers with asbestos-related conditions and we continue to work with stakeholders to identify improvements where possible.

Pension Credit provides extra money to help with living costs for people over State Pension age and on a low income. The Guarantee Credit part of Pension Credit tops up a person’s other income and also prompts recipients to receive a Winter Fuel Payment to a minimum of £227.10 per week for a single person and £346.60 per week for couples with extra amounts paid in respect of severe disability, caring responsibilities and certain housing costs. We want to ensure as many people as possible who are entitled to this support receive it, which is why the Government has taken action to maximise the take-up of Pension Credit by undertaking the biggest ever awareness campaign. This has included promoting Pension Credit on television, radio, social media as well as directly contacting pensioners who we think could be eligible alongside working with stakeholders and partners.

The latest Pension Credit applications and awards statistics were published on 27 February. Details can be found at: Pension Credit applications and awards: February 2025 - GOV.UK.

The statistics show that the Department received 235,000 Pension Credit applications in the 30 weeks since the Winter Fuel Payment announcement – an 81% increase on the comparable period in 2023/24 and made 117,800 new Pension Credit awards – a 64% increase or 45,800 extra awards on the comparable period in 2023/24.

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

The information on the years of National Insurance contributions for State Pension recipients living outside the UK is not readily available and to provide it would incur disproportionate cost.

The Department publishes the volumes of State Pension recipients living outside the UK on StatXplore Stat-Xplore - Log in. The latest figure, for the quarter ending August 2024, is around 1.1 million State Pension recipients living outside the UK. This is 8.5% of the overall State Pension caseload.

• As a result of the PIP 4-point policy, in 29/30, we expect 1.1 million working age PIP claimants to receive the standard daily living component of PIP and 2.2 million working age PIP claimants to receive the enhanced daily living component.

• In the absence of the PIP 4-point policy, in 29/30 we would have expected 1.8 million working age PIP claimants to receive the standard daily living component of PIP and 2.3 million working age PIP claimants to receive the enhanced daily living component.

• As of January 2025, there are 2.9 million working-age claimants receiving a PIP daily living award.

By the time the proposed changes take effect in November 2026, it is expected that there will be 3.6 million working age people claiming PIP or Disability Living Allowance. The assessment of the Office for Budget Responsibility is that 370,000 claimants at implementation in November 2026 will lose their entitlement by 2029-30, or just over 10% of the PIP caseload in 2026-27.

We urgently need reform to stop people from falling into inactivity, to restore public trust and fairness in the system, and to protect disabled people. That is why we are bringing forward some reforms in a Bill, including the changes to PIP eligibility and Universal Credit rates. It is right that we do this via Primary Legislation so that Parliament can fully debate and vote on these changes.

As we develop detailed proposals for change, we will continue to consider the potential impacts of reforms. We are consulting on how best we can support those who might lose entitlement to PIP, including how to make sure health and eligible care needs are met. We have also launched a wider review of the PIP assessment, which I shall lead, which will bring together a range of experts, stakeholders and people with lived experience to consider how best to do this.

As we make changes to Universal Credit, we will ensure that we protect the incomes of the most severely disabled people, so they can live with dignity and security, while supporting those who can work to do so. Existing Universal Credit claims will also be protected by holding the health top up (LCWRA) steady in cash terms, while they will also benefit from the new higher standard allowance.

This government strongly values the input of disabled people and representative organisations. Ahead of the formal consultation for the Green Paper, we have engaged with a number of disability organisations and other stakeholders, and we will continue to explore ways of engaging with disabled people and their representatives. We are now also hosting virtual and in-person public consultation events across the country to further facilitate input and voices of disabled people and stakeholders on the Pathways to Work Green Paper consultation directly.

The information you requested can be found in Table 2.27 in the Pathways to Work: Evidence Pack: Chapter 2.

The assessment of the Office for Budget Responsibility, published at the Spring Statement, is that most of the current claimants of PIP Daily Living who did not score four points in any of the activities at their last assessment will, nevertheless, because of behaviour changes, be awarded PIP Daily Living again after the proposed eligibility changes take effect.

The Department for Work and Pensions (DWP) closed the Holyhead Personal Independence Payment (PIP) Assessment Centre (AC) as part of the Functional Assessment Services (FAS) strategy to bring together all functional health assessment services in a geographical area under one supplier. Consolidating the Holyhead PIP AC into the Work Capability Assessment & Specialist Benefit site in Bangor ensures that all health benefits will be assessed in the same building; this contributes to an easier customer experience when applying for multiple health benefits.

DWP is committed to ensuring that everyone can access our services without facing any disadvantages. We have various measures in place to make sure our assessments are accessible to all, in accordance with the Equality Act 2010. DWP meets legal accessibility requirements by ensuring our services are accessible to everyone.

We consider the specific needs of individuals who require a particular assessment method due to their health condition or circumstances. At every stage of the claim process, individuals are asked to inform us of any mobility restrictions. If the assessment provider is made aware of these restrictions, they will consider arranging the most appropriate assessment channel.

As part of the FAS process, we first consider the feasibility of a paper-based assessment. If a paper-based review isn't possible, individuals will be invited to an assessment.

If a customer requires a face-to-face assessment and the journey time to the assessment centre exceeds 90 minutes, individuals may be directed to an alternative centre within the 90-minute travel time if one is available. This ensures that claimants travel no more than 90 minutes (one way) by public transport to their assessments. This 90-minute figure is the maximum, and in most cases, travel time will be much shorter. If travel time exceeds 90 minutes by public transport, we can utilise alternative channels, such as using telephone, video, or home assessments, or assisting with travel costs for taxis.

The PIP Mandatory Reconsideration (MR) backlog has reduced by around 6,900 since July 2024. Intakes in March were higher than anticipated so there is still a backlog of 6,400. We are increasing resources available for PIP MRs by recruiting decision makers.

The most recent PIP official statistics release, which was published in March 2025, has data up to January 2025. The median PIP MR clearance time in January was 71 calendar days.

Personal Independence Payment statistics to January 2025 - GOV.UK

We currently have no plans to review this specific criterion. However, in the Pathways to Work Green Paper ,we announced plans to launch a review of the PIP assessment, which the Minister for Social Security and Disability shall lead.

To make sure we get this right, we will bring together a range of experts, stakeholders and people with lived experience to consider how best to do this and to start the process as part of preparing for a review. We will provide further details about the scope of the review as plans progress.

The Department does not centrally record if a claimant is terminally ill, unless they applied for Personal Independence Payment (PIP) under Special Rules for End of Life (SREL).

Data on PIP clearances under SREL can be found on Stat Xplore. The requested data can be found in the ‘PIP Clearances’ dataset. You can use the ‘Month’ filter to select each month for the last five years and add it as a row or column. You can use the ‘Clearance Type Detail’ filter to select those who were disallowed. You can use the ‘End of Life Rules indicator’ filter to select SREL claimants.

You can log in or access Stat-Xplore as a guest user. Guidance on how to use Stat-Xplore is also available here: Personal Independence Payment data on Stat-Xplore: user guide - GOV.UK.

The Department does not centrally record if a claimant is terminally ill, unless they applied for Personal Independence Payment (PIP) under Special Rules for End of Life (SREL).

Data on PIP clearances under SREL can be found on Stat Xplore. The requested data can be found in the ‘PIP Clearances’ dataset. You can use the ‘Month’ filter to select each month for the last five years and add it as a row or column. You can use the ‘Clearance Type Detail’ filter to select those who were disallowed. You can use the ‘End of Life Rules indicator’ filter to select SREL claimants.

You can log in or access Stat-Xplore as a guest user. Guidance on how to use Stat-Xplore is also available here: Personal Independence Payment data on Stat-Xplore: user guide - GOV.UK.

DWP uses the Family Test during policy development and promotes its use across government.

Family Test assessments are not routinely published by DWP. Decisions on the publication of Family Test assessments fall within the responsibility of each Government department.

The Pathways to Work Green Paper sets out our plans for reform to stop people from falling into inactivity, restore trust and fairness in the system and protect disabled people.

The Office of Budget Responsibility has committed to produce an assessment of the labour market impacts of the proposals in the Pathways to Work Green Paper at the time of the autumn budget.

Information on the impacts of the Pathways to Work Green Paper has been published here ‘Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper’(opens in a new tab).

A further programme of analysis to support development of the proposals in the Green Paper will be developed and undertaken in the coming months.

Reducing ill health at work is an important area of focus for the Health and Safety Executive (HSE) as outlined in their strategic objectives. One of the ways this is achieved is supporting employers to protect their workers’ health and keep them in the workforce. Having considered the impact of shift work on health and safety, HSE has published guidance for employers to support them in managing the risk (Managing shift work [HSG 256]).

Under the Health and Safety at Work etc. Act 1974 all employers have a duty, so far as it is reasonably practicable, to protect the health, safety, and welfare at work of all their employees. Specifically, the The Management of Health and Safety at Work Regulations 1999 require employers to assess health and safety risks to employees and to put in place arrangements to control those risks. Therefore, if an employer assesses shift work as a risk they should introduce control measures including those outlined in the guidance.

In addition, employers have a specific responsibility to complete an individual risk assessment for workers who are pregnant, are breastfeeding, or have given birth in the last 6 months. They must review the existing general risk management and controls for pregnant workers and new mothers and discuss any concerns they have about how their work could affect their pregnancy. Employers must also account of any medical recommendations provided by their doctor or midwife. The individual risk assessment should then be regularly reviewed.

In last year's Annual Report and Accounts (ARA) waivers were included as part of the losses and special payments section on page 258: DWP annual report and accounts 2023 to 2024 (HTML) - GOV.UK.

Information regarding Secretary of State discretion to waive recovery of debt can be found in Chapter 8 of the Benefit Overpayment Recovery Guide which is published on gov.uk. Benefit overpayment recovery guide - GOV.UK

By 2029/30, we estimate that after behavioural responses, 320,000 claimants will have lost entitlement to the standard daily living component as a result of the 4-point policy change. More information on the impact of the proposed PIP changes on current and future claimants can be found in Table 4A of the Spring Statement 2025 health and disability benefit reforms – Impacts.

A further programme of analysis to support development of the proposals in the Green Paper will be developed and undertaken in the coming months.

Note:

• There will be no immediate changes. Changes to PIP eligibility and rebalancing of UC aren’t coming into effect immediately. Our intention is these changes will start to come into effect from April 2026 for UC and November 2026 for PIP, subject to parliamentary approval.
• PIP changes will only apply at the next award review after November 2026. The average award review period is about three years. At the award review, claimants will be seen by a trained assessor or healthcare professional and assessed on individual needs and circumstances.
• We are consulting on how best to support those who are affected by the new eligibility changes, including how to make sure health and eligible care needs are met. PIP is not based on condition diagnosis but on functional disability as the result of one or more conditions, and is awarded as a contribution to the additional costs which result.
• We also intend to launch a wider review of the PIP assessment which I will lead, and we will bring together a range of experts, stakeholders and people with lived experience to consider how best to do this and to start the process as part of preparing for a review. We will provide further details as plans progress.

Incapacity and disability benefits spending is forecast to increase by £15.5 billion to £90.7 billion by 2029/30.

This includes a rise in spending on working-age benefits from £10.3 billion to £65.4 billion.

Without the 2025 Spring Statement measures, working-age benefits spending would be £4.5 billion higher by 2029/30.

The Pathways to Work Green Paper set out our plans and proposals for reform to health and disability benefits and employment support. This includes some urgently needed reforms to PIP eligibility and Universal Credit rates that are not subject to consultation but on which Parliament will fully debate and vote. We included these changes in the Green Paper to allow readers to see the proposals in wider context and so they can provide more informed views.

The Green Paper does consult on many key elements of the reform package, including employment support and Access to Work, which are at the centre of our plans to improve the system for disabled people. We hope that a wide range of voices will respond to the consultation, and we are holding a programme of public consultation events across the country to help facilitate input.

We are also developing other ways to facilitate the involvement of stakeholders and disabled people in our reforms. In addition to the consultation itself, we will establish ‘collaboration committees’ that bring groups of people together for specific work areas and our wider review of the PIP assessment will bring together a range of experts, stakeholders and people with lived experience.

Jobcentre teams work closely with Epsom and Ewell Council, Employers, local colleges and providers to promote employment and training opportunities. The Employment and Partnership Team recently facilitated the Annual Epsom & Ewell Employment Fair with Nescot College, Epsom & Ewell Council and Surrey Lifelong Learning Partnership.

The Jobcentre offers Sector Based Work Academy Programmes and Mentoring Circles to give customers the skills to enter employment. Often, customers engage directly with an employer to find out role requirements. For example, working with the Jobcentre, Macro will facilitate a series of Mentoring Circle sessions to help people with mental health impairments move closer to employment.

In March 2025, out of a total of 1023 vehicles hired, 68 were hybrid electric vehicles, 1 was a purely electric vehicle. A percentage of 6.7% of the vehicles hired were either electric or electric-capable, with only one being fully electric.

DWP is committed to transitioning towards full electrification of the DWP fleet vehicles in line with the Government Greening Commitment 2027. This includes replacing Petrol and Diesel vehicles with Battery Electric Vehicles (BEVs) where operationally viable. In addition, DWP is committed to ensuring the maximum use of Battery Electrical Vehicles during short term car hire where operationally viable and through seeking to ensure the increasing availability of those vehicles in the new Hire car contract.