Department for Work and Pensions

DWP is taking a number of steps to protect our vulnerable customers from online benefit scams. This includes raising public awareness of benefit scam messages on the Gov.uk website. Our most recent press release relating to Winter Fuel Payment warned our customers to be alert to text message scams in advance of next month’s payments and urging them to forward any suspicious texts to 7726. This is free of charge and helps phone providers block the numbers involved. Customers are also encouraged to forward suspicious emails to report@phishing.gov.uk.

We are also working together with Action Fraud raising awareness on social media sites including Facebook and X formerly known as Twitter. This is alongside DWP’s continued work with trusted partners and charities such as Independent Age to ensure accurate and timely information is available. DWP has also developed a recorded message for our telephone lines to raise awareness of Winter Fuel Payment scams.

The Pensions Regulator and Health and Safety Executive are directly accountable to Parliament. The information requested is published in their respective annual report and accounts, which are laid before the House of Commons and publicly available.

The proportion of the self-employed who are saving into a pension has fallen significantly from almost 50% in the late 1990s to less than 20% at present. While self-employed workers are not eligible for Automatic Enrolment, the National Employment Savings Trust (Nest) must accept individuals who are self-employed, meeting certain conditions, who wish to join a pension scheme.

The Department is currently working with Nest Insight and partners to test potential solutions. The Pensions Commission will also explore steps to improve pension outcomes, especially for those at the greatest risk of undersaving, such as self-employed workers.

The Office for National Statistics (ONS) and National Records Scotland (NRS) publish annual data on deaths by sex and age group on their websites.

The information requested on the number of Personal Independence Payment (PIP) recipients aged 16, 17 and 18 in full-time education is not held centrally and to provide it would incur disproportionate cost.

Information on Personal Independence Payment (PIP) recipients by age and parliamentary constituency in England is available via Stats-Xplore (https://stat-xplore.dwp.gov.uk/webapi/jsf/login.xhtml). Guidance on how to use PIP data on Stat-Xplore is also available here: Personal Independence Payment data on Stat-Xplore: user guide - GOV.UK. An account is not required to use Stat-Xplore, the ‘Guest Login’ feature gives instant access to the main functions.

The relevant information can be found in the ‘PIP Cases with Entitlement from 2019’ dataset.

To filter for parliamentary constituencies in England, under the ‘Westminster Parliamentary Constituency 2024’ category, select ‘DWP policy ownership’. Click on the arrow beside ‘England’ and select ‘Westminster Parliamentary Constituency 2024’ to include all English constituencies.

Next, to filter by specific ages, under ‘Age (bands and single year)’, expand the ‘16-19’ category and select the ages 16, 17 and 18 as required.

It remains the department’s priority to ensure that those who can work are supported to enter the labour market and to sustain employment.

We acknowledge there is a challenge arising from the interaction between Universal Credit and Housing Benefit for working age customers (including young people) residing in supported and temporary accommodation.

Currently, a broad spectrum of customers receive rent support through Housing Benefit. This includes pensioners, residents in Supported or Temporary Accommodation and customers who have not yet migrated to Universal Credit. Any amendment to the Housing Benefit taper rules would apply to all these groups.

We are considering options to improve work incentives for residents of supported housing and temporary accommodation, while taking into account the views of stakeholders. Any future decisions will be taken in the round and in the context of the current fiscal environment.

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.

DWP does not require staff to declare whether they have a disability. When a disability is declared, they are not required to give details. Any details that are given are in a free text box where multiple conditions could be shared. Therefore, the data is not broken down any further than declaration of a disability and obtaining this breakdown would incur significant cost.

Information on the number of people declaring a disability by each government department are published annually as part of Civil Service Statistics 2025, an accredited official statistics publication. Latest published data are as at 31 March 2025 and can be found at Table 29 of the statistical tables at the following web address:

https://www.gov.uk/government/statistics/civil-service-statistics-2025

Information for 31 March 2026 is due for publication in July 2026.

Officials meet regularly with combined authorities to discuss post-16 skills including apprenticeships. Recent discussions with West Midlands Combined Authority (WMCA) skills leads have included the newly introduced foundation apprenticeships and led to a subsequent session with training providers in the WMCA to explain foundation apprenticeships and their potential benefits for local young learners.

Similarly, Skills England meets Mayoral Combined Authorities, including the WMCA, on a regular basis to discuss how to address a wide range of skills challenges, the promotion of growth, and simplifying access to skills opportunities.

The government also facilitates the Apprenticeship Ambassador Network of employers and apprentices which works closely in all regions, including the WMCA area, to promote apprenticeships across the region.

Responsibility for the Construction Industry Training Board transferred to the Department for Work and Pensions on 16 September 2025. The Secretary of State has not yet made any assessment of the potential impacts of the Construction Industry Training Board’s levy.

Responsibility for health and safety within the construction industry in England sits with the Health and Safety Executive.

Motability Foundation is an independent charitable organisation that is wholly responsible for the terms and the administration of the Scheme, along with oversight of Motability Operations. The Department works closely with Motability Foundation and are responsible for the disability benefits that provide a passport to the Motability Scheme.

As Motability is independent of government, the management of the scheme including the choice of vehicles rests with them and their respective Boards of Governors. We are however committed to ensuring that the Motability scheme is fair for both users of the scheme and the taxpayer.

Our Get Britain Working strategy is driving forward reforms and helping create a more inclusive labour market that supports economic growth and opportunity for individuals. The Employment Rights Bill is key to this agenda as it aims to deliver greater security in work, support higher living standards and contribute positively to productivity.

This complements our approach to Jobcentre reform; the new Jobs and Careers service will have a renewed focus on helping people into good quality work, with career progression and increased earnings potential. It will also put employers’ needs at the heart of the service - we are engaging closely with employers on the design of a future service.

My right hon. Friend the Secretary of State for Work and Pensions has engaged with my right hon. Friend the Secretary of State for Business and Trade on the government’s approach to these labour market reforms.

The Department continually impacts and assesses the service being offered to customers. Staff numbers, including the number of Work Coaches, and demand for Jobcentre services are reviewed on an ongoing basis, in line with the latest economic and benefit forecasts.

We are funding local authorities to open our supported employment programme, Connect to Work, throughout England and Wales. Crucially, as part of this programme, specialist employment advisers work with both participants and employers, ensuring that participants are supported and workplaces are inclusive.

It is also recognised that employers play an important role in addressing health and disability. To build on this, the Department for Work and Pensions and Department for Health and Social Care Joint Work & Health Directorate (JWHD) 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 Independent lead reviewer, Sir Charlie Mayfield’s report has now been released - Keep Britain Working: Final report - GOV.UK

I refer the hon. Member to the answer I gave on 30 October 2025 to Question UIN 84444.

We are committed to reducing the time taken to process Access to Work applications and are considering the best way to deliver that for customers. We have increased the number of staff processing Access to Work applications. We prioritise applications from customers who are about to start a job or are renewing existing support. In March 2025, DWP published the Pathways to Work Green Paper, to consult on the future of Access to Work. Alongside this, we are exploring further changes within the current policy framework to reduce the time taken to process Access to Work applications.

Motability Foundation is an independent charitable organisation with oversight of the Motability Scheme. DWP is responsible for the main disability benefits (excluding Scottish disability benefits) that provide a gateway to the Scheme. If a claimant chooses to join the Scheme, DWP facilitates the transfer of these benefits to Motability Operations.

Whilst the Department works closely with Motability Foundation, responsibility for the terms and administration of the Scheme, including the choice of vehicles, sits with Motability Foundation and its Board of Governors. Motability Foundation publish annual reports which set out the number of customers on the Scheme as a whole and can be found on this link: Annual Reports and Accounts | About Us | Motability Foundation.

Statistics related to the policy to provide support for a maximum of 2 children are published annually and provide various breakdowns including by households with someone earning.

The latest publication, with April 2025 data, is published here: Universal Credit claimants statistics on the two child limit policy, April 2025 - GOV.UK data by Parliamentary Constituencies can be found in tables 12A, 12B, 12C in the published spreadsheet.

All previous releases of these statistics are published here: Universal Credit and Child Tax Credit claimants: statistics related to the policy to provide support for a maximum of 2 children - GOV.UK

Other than for claims made under the special rules for people nearing the end of their life, all claims to PIP are treated in the same way. Entitlement to PIP is assessed on the basis of the needs arising from a health condition or disability, rather than the health condition or disability itself. Individuals can be affected in different ways by the same condition and so the outcome of a PIP claim depends very much on individual circumstances, including age and the ability to manage a condition without supervision or assistance.

I have launched the Timms Review with the aim of ensuring we have a system that supports disabled people to achieve better health, higher living standards and greater independence, including through employment. The Review will be co-produced with disabled people, the organisations that represent them, and other experts. This means the Government will share ownership and responsibility for how the Review runs and what it recommends.

The Timms Review will report to my right hon. Friend the Secretary of State for Work and Pensions by autumn 2026, with an interim update expected ahead of that.

Other than for claims made under the special rules for people nearing the end of their life, all claims to PIP are treated in the same way. Entitlement to PIP is assessed on the basis of the needs arising from a health condition or disability, rather than the health condition or disability itself. Individuals can be affected in different ways by the same condition and so the outcome of a PIP claim depends very much on individual circumstances, including age and the ability to manage a condition without supervision or assistance.

I have launched the Timms Review with the aim of ensuring we have a system that supports disabled people to achieve better health, higher living standards and greater independence, including through employment. The Review will be co-produced with disabled people, the organisations that represent them, and other experts. This means the Government will share ownership and responsibility for how the Review runs and what it recommends.

The Timms Review will report to my right hon. Friend the Secretary of State for Work and Pensions by autumn 2026, with an interim update expected ahead of that.

Other than for claims made under the special rules for people nearing the end of their life, all claims to PIP are treated in the same way. Entitlement to PIP is assessed on the basis of the needs arising from a health condition or disability, rather than the health condition or disability itself. Individuals can be affected in different ways by the same condition and so the outcome of a PIP claim depends very much on individual circumstances, including age and the ability to manage a condition without supervision or assistance.

I have launched the Timms Review with the aim of ensuring we have a system that supports disabled people to achieve better health, higher living standards and greater independence, including through employment. The Review will be co-produced with disabled people, the organisations that represent them, and other experts. This means the Government will share ownership and responsibility for how the Review runs and what it recommends.

The Timms Review will report to my right hon. Friend the Secretary of State for Work and Pensions by autumn 2026, with an interim update expected ahead of that.

Other than for claims made under the special rules for people nearing the end of their life, all claims to PIP are treated in the same way. Entitlement to PIP is assessed on the basis of the needs arising from a health condition or disability, rather than the health condition or disability itself. Individuals can be affected in different ways by the same condition and so the outcome of a PIP claim depends very much on individual circumstances, including age and the ability to manage a condition without supervision or assistance.

I have launched the Timms Review with the aim of ensuring we have a system that supports disabled people to achieve better health, higher living standards and greater independence, including through employment. The Review will be co-produced with disabled people, the organisations that represent them, and other experts. This means the Government will share ownership and responsibility for how the Review runs and what it recommends.

The Timms Review will report to my right hon. Friend the Secretary of State for Work and Pensions by autumn 2026, with an interim update expected ahead of that.

The Government keeps all aspects of Carer’s Allowance (CA) under review to see if it is meeting its objectives.

The Secretary of State for Work and Pensions has a statutory duty to review State Pension and benefit rates each year based on a review of trends in prices and earnings growth in the preceding year. In April 2025 the rate of Carer’s Allowance increased by 1.7% to £83.30 per week.

We have taken steps to improve the way CA operates and to support those who can combine their caring responsibilities with some paid work, including changing the weekly CA earnings limit to match 16 hours work at National Living Wage levels. This is the largest ever increase in the earnings limit since CA was introduced in 1976 and the highest percentage increase since 2001. Over 60,000 additional people will be able to receive CA between 2025/26 and 2029/30 as a result of investment worth around £500 million.

This government is committed to enabling tomorrow’s pensioners to have security in retirement. The Pensions Commission has been revived to consider what is required in the long term to deliver a pensions framework that is stronger, fairer and more sustainable. Amongst other things, the Commission will look at how to improve retirement outcomes, especially for those on the lowest incomes and at the greatest risk of poverty or under-saving.

As set out in the Get Britain Working White Paper, we are developing a Youth Guarantee to ensure young people aged 18-21 can access high-quality training, apprenticeships, or personalised support to find work.

As a first step, we are working with eight Youth Guarantee Trailblazers across England who are testing innovative approaches to identify and deliver localised support to young people not in education, employment or training (NEET) or at risk of becoming NEET. This includes strengthening local coordination, through local leadership, and outreach to better connect young people with opportunities. We will use the learning from these Trailblazers to inform the future design and development of the Youth Guarantee as it rolls out across the rest of Great Britain, including North Shropshire.

We have also recently announced that we will offer a guaranteed job to eligible young people on Universal Credit, who are unemployed for over 18 months. This forms a key part of the government’s Youth Guarantee, and further details will be announced in due course.

We also continue to deliver targeted support through the Youth Offer, which provides tailored assistance to 16–24-year-olds claiming Universal Credit. In North Shropshire, this includes a local Youth Hub offering the 6 Steps to Succeed programme – a six-week course that builds confidence, communication, and customer service skills, leading to formal qualifications.

We also want to ensure we provide support for young people with health conditions and disabled young people. If you take UC health and ESA for example, the number of young people claiming these has increased by more than 50% in the last five years from 156,000 to 239,000, with 80% of young people on the UC Health element currently citing mental health reasons or a neurodevelopmental condition among declared health conditions.

We are currently organising talking therapies to be delivered from the Youth Hub to support young people with Mental Health challenges. We are also delivering Sector-Based Work Academies for roles in Teaching Assistance, Hospitality, Warehouse, Logistics, and HGV driving. Additionally, we have run employment sessions for customers with health conditions promoting Access to Work, Adjustment Passports, and Disability Confident Employers.

The Gas Safety (Installation and Use) Regulations 1998 (GSIUR) forms the basis of the Health and Safety Executive’s (HSE) approach to ensuring safe gas work in homes within Great Britain. This includes taking enforcement action against those who do not comply with their legal obligations, including carrying out gas work whilst not competent to do so.

GSIUR also allowed for the establishment of the Gas Safe Register (GSR) which aims to protect the public from unsafe gas work through:

• Ensuring all gas engineers have the appropriate qualifications;

• Operating a national investigations team tracking down un-registered gas workers;

• Carrying out regular inspections of registered engineers, to ensure they are applying gas competence and complying with GSIUR;

• Investigating reports of unsafe gas work; and

• Educating consumers and raising awareness of gas safety.

GSR will apply appropriate sanctions on those businesses found carrying out unsafe gas work as per their Sanctions Policy.

GSR can pass concerns to HSE who will consider the concern in line with the HSE Enforcement Policy statement available to view here HSE - Enforcement action.

The best way to maintain gas safety is by ensuring that only competent, registered engineers undertake gas work. HSE encourages consumers to ask to see Gas Safe Registration ID before permitting engineers to enter their homes. This can also be checked on the Gas Safe Register website: Find or check a Gas Safe registered business.

The Health and Safety Executive (HSE) accepts that unqualified operatives performing gas work pose significant risks to gas safety and believes focusing on the prevention of unsafe gas work through installation, regular servicing and maintenance by qualified, Gas Safe Registered engineers is key to achieving safer homes.

The Gas Safety (Installation and Use) Regulations 1998 (GSIUR) enabled the establishment of the Gas Safe Register (GSR) and places a legal requirement on all those conducting gas work in homes to be competent to do so and Gas Safe Registered. HSE will consider enforcement action against those who do not comply with this legal obligation.

Data on fraud and error overpayments was published earlier this year: Fraud and error in the benefit system: financial year 2024 to 2025 estimates - GOV.UK. 2024/25 estimates show that Carer's Allowance Overpayments relating to earnings / employment represented 1.3% of the £4.2bn expenditure on Carer’s Allowance.

This Government commissioned Liz Sayce OBE to lead an Independent Review into these overpayments. We are carefully considering the recommendations of this Review which investigated how they occurred, how we can best support those who have accrued them, and how to reduce the risk of them occurring in future. We have committed to publish the review and the Government’s response to it by the end of this year.

Data on fraud and error overpayments was published earlier this year: Fraud and error in the benefit system: financial year 2024 to 2025 estimates - GOV.UK. 2024/25 estimates show that Carer's Allowance Overpayments relating to earnings / employment represented 1.3% of the £4.2bn expenditure on Carer’s Allowance.

This Government commissioned Liz Sayce OBE to lead an Independent Review into these overpayments. We are carefully considering the recommendations of this Review which investigated how they occurred, how we can best support those who have accrued them, and how to reduce the risk of them occurring in future. We have committed to publish the review and the Government’s response to it by the end of this year.

The Child Maintenance Service (CMS) offers a range of digital services designed to support separated families. These include 'Child Maintenance Calculator’, ‘Get Help Arranging Child Maintenance’ and ‘My Child Maintenance Case’(MCMC). Through these services, parents can explore their options, calculate potential payments and submit an online application to the CMS to receive or pay child maintenance. For customers with existing cases, the online services allow them to report changes, check progress, view correspondence and make payments online 24/7.

Digital services were developed and will continue to evolve based on research and feedback from charities supporting separated families, victims of domestic abuse, and users with assisted digital needs.

In the plan to Make Work Pay (October 2024), government committed to raising awareness of all forms of neurodiversity in the workplace. This includes autism.

We are supporting employers to be more inclusive in their workplace practices, regardless of diagnosis. DWP's current offer to employers includes a digital information service, www.support-with-employee-health-and-disability.dwp.gov.uk/, this service guides employers through workplace scenarios, including making reasonable adjustments, explaining the steps they need to take to understand and support their employees’ health and disability in the workplace.

In addition, DWP oversees the voluntary Disability Confident Scheme which encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work. This includes resources around employing people with hidden disabilities including autism and other neurodiverse conditions. We know there is more to do and DWP are actively engaging with stakeholders to strengthen the scheme.

DWP also operates Access to Work, which provides grant funding to support Workplace Adjustments that go beyond an employer's duty to provide reasonable adjustments as outlined in the Equality Act 2010.  The grant provides personalised support and workplace assessments, travel to work, support workers, and specialist aids and equipment. In March 2025, we published the Pathways to Work Green Paper, to consult on the future of Access to Work. We are considering responses to the consultation and will set out our plans in due course.

Lastly, in January 2025, DWP launched an independent panel of academics with expertise and experiences of neurodiversity to advise us on boosting neurodiversity awareness and inclusion at work. The panel have reviewed the workplace barriers neurodivergent people encounter in getting into or remaining in employment. We have now received the panel’s findings and recommendations and will consider these alongside the findings of Keep Britain Working, our recently published major independent review on healthy and inclusive workplaces.

The Government is absolutely committed to supporting pensioners and giving them the dignity and security they deserve in retirement.

State Pension payments are paid from the National Insurance Fund (NIF). The Government reviews forecasts of the NIF balance every five years to inform future decisions. The Government Actuary’s Department is currently undertaking its quinquennial review.

The Government has increased the level at which Winter Fuel Payments are means-tested in England and Wales from winter 2025/26 so that the vast majority of pensioners – around 9 million individuals – will benefit from them.

Data on fraud and error overpayments is published annually and can be found using the following link: Fraud and error in the benefit system - GOV.UK. 2024/25 estimates show that Carer's Allowance Overpayments relating to earnings / employment represented 1.3% of the £4.2bn expenditure on Carer’s Allowance.

Further breakdowns, as requested in the above PQs, are not published as part of any official statistical release.

This Government commissioned Liz Sayce OBE to lead an Independent Review into Carer’s Allowance Overpayments. We are carefully considering the recommendations of this Review which investigated how they occurred, how we can best support those who have accrued them, and how to reduce the risk of them occurring in future. We have committed to publish the review and the Government’s response to it by the end of this year.

Data on fraud and error overpayments is published annually and can be found using the following link: Fraud and error in the benefit system - GOV.UK. 2024/25 estimates show that Carer's Allowance Overpayments relating to earnings / employment represented 1.3% of the £4.2bn expenditure on Carer’s Allowance.

Further breakdowns, as requested in the above PQs, are not published as part of any official statistical release.

This Government commissioned Liz Sayce OBE to lead an Independent Review into Carer’s Allowance Overpayments. We are carefully considering the recommendations of this Review which investigated how they occurred, how we can best support those who have accrued them, and how to reduce the risk of them occurring in future. We have committed to publish the review and the Government’s response to it by the end of this year.

Data on fraud and error overpayments is published annually and can be found using the following link: Fraud and error in the benefit system - GOV.UK. 2024/25 estimates show that Carer's Allowance Overpayments relating to earnings / employment represented 1.3% of the £4.2bn expenditure on Carer’s Allowance.

Further breakdowns, as requested in the above PQs, are not published as part of any official statistical release.

This Government commissioned Liz Sayce OBE to lead an Independent Review into Carer’s Allowance Overpayments. We are carefully considering the recommendations of this Review which investigated how they occurred, how we can best support those who have accrued them, and how to reduce the risk of them occurring in future. We have committed to publish the review and the Government’s response to it by the end of this year.

Data on fraud and error overpayments is published annually and can be found using the following link: Fraud and error in the benefit system - GOV.UK. 2024/25 estimates show that Carer's Allowance Overpayments relating to earnings / employment represented 1.3% of the £4.2bn expenditure on Carer’s Allowance.

Further breakdowns, as requested in the above PQs, are not published as part of any official statistical release.

This Government commissioned Liz Sayce OBE to lead an Independent Review into Carer’s Allowance Overpayments. We are carefully considering the recommendations of this Review which investigated how they occurred, how we can best support those who have accrued them, and how to reduce the risk of them occurring in future. We have committed to publish the review and the Government’s response to it by the end of this year.

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

All staff new to DWP complete learning on Domestic Abuse as part of their induction.

Work Coaches then complete role specific learning which includes further learning on domestic abuse which will build their knowledge to develop the relevant skills to help all customers, by tailoring their support to their individual needs. All learning is delivered by DWP staff.

In total 27,714 work coach staff have completed domestic abuse learning over the last five years. Please note that the number of trained staff may include individuals who have since moved roles or left the organisation.

All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled employee, would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.

Employers have a key role to play in supporting workers with long term health conditions or disabilities in the workplace. DWP's current offer to employers includes a digital information service, www.support-with-employee-health-and-disability.dwp.gov.uk/ which provides tailored guidance to businesses to support employees to remain in work. This includes guidance on health disclosures and having conversations about health, plus guidance on legal obligations, including statutory sick pay and making reasonable adjustments.

DWP technical learning is only available internally to DWP staff.

Work coach role-specific learning includes examples to illustrate various self-employed income streams. This learning supports work coaches to build competence, assessing income for customers’ benefit award. Two references to income from OnlyFans creating were produced as part of wider learning but were subsequently removed from utilisation.

The Department for Work and Pensions, and prior to that the Department for Education, has responsibility for apprenticeships in England only. The annual English apprenticeships budget is agreed at key fiscal events and ring-fenced. This budget is distinct from the total levy receipts collected by HM Treasury and the funds in employers’ apprenticeship service accounts.

The English apprenticeship budget covers the spend drawn down by all levy-paying employers, as well as apprenticeships for those who do not pay the levy, the costs of English and maths tuition for apprentices, and additional payments to employers, training providers and apprentices. It also covers the administrative costs of running the apprenticeships programme.

Over the past two financial years the English apprenticeships budget has been almost fully spent. The table below provides details of the English apprenticeships budget. As is usual practice, any underspends in overall departmental budgets by the end of the financial year are returned to HMT as per the Consolidated Budgeting Guidance.

*The 2023-24 annual apprenticeship budget was revised in-year from £2,585 million to £2,525 million, as £60 million was surrendered in-year.

We are taking steps to support people into work including for disabled people and people with health conditions on out of work benefits. In our Pathways to Work Green Paper we set out our plan for the “Pathways to Work Guarantee” 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.

We are already making progress and have deployed over 1000 Pathways to Work Advisors in Jobcentres across England, Scotland and Wales who are helping disabled people and people with health conditions towards and into work. A key focus of the Pathways to Work advisers is offering voluntary support to Universal Credit claimants with a Limited Capability for Work and Work-Related Activity (LCWRA) element. The support aims to help customers identify and overcome obstacles which may stop them from moving towards or into work and for those who are ready to access employment and wider skills support, and our employment programmes earlier.

Alongside this, our Supported Employment programme Connect to Work is rolling out across all of England and Wales throughout 2025 and early 2026 to help disabled people, people with health conditions and individuals with complex barriers to employment to find work and sustain work. This complements support delivered through the health and care system, including Employment Advice in Talking Therapies, which gives employment support for people being treated for mental health conditions, and WorkWell which is being trialled in 15 areas across England to deliver integrated work and health support.

More generally, DWP helps people build the skills they need to get a job and move forward in their careers. Work Coaches offer a wide range of support, including help with job searching and referrals to training opportunities. These can include apprenticeships, short skills courses, training in English, maths, and digital skills, support for learning English as a second language (ESOL), careers advice, and Sector-based Work Academy Programmes (SWAPs).

Job Centre Work Coaches must uphold the highest standards of propriety and regularity. Under the Bribery Act 2010, it is a criminal offence to offer, give, request, or accept any financial or other advantage intended to improperly influence official duties. This includes gifts, cash, discounts, or hospitality.

As a general rule, staff should decline all gifts, including cash, vouchers, goods, or services.

All offers must be reported and recorded in the Departmental Gifts and Hospitality Register.