Department for Work and Pensions

The Department notes the plan by the Office for National Statistics for an updated harmonised standard, which will be applied to our departmental statistics where applicable in due course.

This is an open consultation due to close on 4 February 2026, and the Department provided a response on 28 January 2026.

The government completed an equality impact assessment ahead of making its decision on the changes to level 7 apprenticeship funding.

As set out in the Written Ministerial Statement on 2 June 2025, this decision was informed by a wide range of evidence, including Skills England’s analysis of official apprenticeship statistics and engagement with a wide range of stakeholders.

Skills England’s analysis found that level 7 apprenticeships have a higher proportion of older learners than other apprenticeships, a higher proportion of learners who already hold higher level qualifications, and a significant proportion are less likely to be deprived than those in apprenticeships at lower levels. It also suggested there was unlikely to be a significant or unavoidable fall in the supply of these skills in the long term, post-defunding.

The government's decision on defunding Level 7 apprenticeships for those aged 22 and over, including the full summary of the evidence that informed that decision, is published here: Written Statements - Hansard - UK Parliament

The Government has also been working closely with the Mayor of the West Midlands and local authority leaders on a new £75 million construction skills package over the next three years to help meet rising sector demand. Alongside this, the Secretary of State is supporting the continuation of the successful Construction Gateway programme, new activity linked to the Construction Technical Excellence College led by Dudley College and wider skills initiatives delivered through the West Midlands Combined Authority and regional leaders as part of the West Midlands Works programme.

In the West Midlands, the DWP is undertaking a wide range of activity to help young people move into the building and construction sector. This includes Crown Rail’s Sector-based Work Academy Programmes (SWAPs) which upskill young people for track‑rail roles that link into construction and infrastructure as well as ongoing collaboration with West Midlands-based construction employers on mentoring circles, work experience, apprenticeships and large‑scale initiatives such as the HS2 Hub and the Sports Quarter development.

More generally, this Government is investing in young people’s futures. At the Budget, we announced more than £1.5 billion of investment over the next three years, funding £820 million for the Youth Guarantee to support young people to earn or learn, and an additional £725 million for the Growth and Skills Levy. Further details of the announcement can be found here: https://questions-statements.parliament.uk/written-statements/detail/2025-12-08/hcws1137

Graduate schemes are designed and operated by individual employers and are not overseen or monitored by DWP. As such, DWP does not hold a central assessment of the adequacy of these employer‑run schemes.

Although we do not capture data on the adequacy of graduate schemes, the latest published DfE data shoes the unemployment rate for graduates is lower than non-graduates. A link to this data can be found here.

DWP’s role is to support all jobseekers, including graduates, into work through Jobcentre Plus and wider programmes; departments and employers are responsible for the design and evaluation of their own graduate schemes.

There have been steady increases over the last two decades in the number of children in receipt of Disability Living Allowance (DLAc), from 230,000 in May 2002 to 840,000 in May 2025, excluding Scotland claims. These increases are driven primarily by increases in the number of claimants with learning difficulties (including Autism Spectrum Disorder), hyperkinetic syndrome (including Attention Deficit Hyperactivity Disorder) and behavioural disorders which have increased from 48% of the caseload in May 2002 to 83% in May 2025.

DWP is committed to improving its services continuously. The Department is strengthening delivery of Upfront Childcare Costs (UFCCC), so that eligible parents receive timely support when moving into work. As part of this, guidance has been streamlined to ensure agents provide consistent UFCCC support to all eligible claimants.

The application process is being streamlined to make it simpler for work coaches and customers. The service will continue to be reviewed to identify further opportunities for improvement.

The Department publishes fraud and error statistics annually and the data for FYE 2025 can be found here: Fraud and error in the benefit system, Financial Year Ending (FYE) 2025 - GOV.UK.

All women born since 6 April 1950 have been affected by changes to State Pension age.

Estimates can be made with ONS 2022 Census Data of how many women born in the 1950s were resident in each constituency in that year.

The Health and Safety Executive (HSE) has no current plans to produce sector specific guidance on formaldehyde in NHS workplaces. The Control of Substances Hazardous to Health Regulations (2002) (COSHH) (as amended) is a robust and well-established regulatory framework in place to protect workers from the health risks associated with exposure to hazardous substances in the workplace, including formaldehyde. The accompanying Approved Code of Practice (ACOP) and guidance to these regulations gives practical advice on how to comply with the law.

Under COSHH, it is the responsibility of each NHS employer to assess the risk from their work activities involving formaldehyde and to ensure that the exposure of their employees to this hazardous substance is either prevented, or where this is not reasonably practicable, adequately controlled. Where it is not reasonably practicable, it is for the NHS employer to put in place and maintain the protection measures that adequately control the risk from exposure in accordance with the requirements of COSHH. Where controls are in place employers have a duty to ensure they are maintained so that they remain effective and protect workers.

Where HSE receives intelligence suggesting employers are not controlling risks, HSE responds in a proportionate way, which may include inspections or enforcement action if employers are not complying with legal requirements.

The UK’s comprehensive social security relationship with the EU Member States, including State Pensions, is governed by the Withdrawal Agreement and the Trade and Cooperation Agreement.

These agreements provide the necessary level of social security protection and continuity of State Pension provision for those moving between the UK and the EU Member States, including Greece.

The UK’s comprehensive social security relationship with the EU Member States, including State Pensions, is governed by the Withdrawal Agreement and the Trade and Cooperation Agreement.

These agreements provide the necessary level of social security protection and continuity of State Pension provision for those moving between the UK and the EU Member States, including Greece.

Capita delivers Personal Independence Payment (PIP) assessments on behalf of the Department for Work and Pensions (DWP) in the Midlands and Wales, and on behalf of the Department for Communities (DfC) in Northern Ireland.

Information relating to the Midlands and Wales is not currently published by DWP; however, we intend to include this data in a future statistical release.

If your query concerns Northern Ireland, responsibility for this information rests with the DfC. This data is not held by DWP.

Capita delivers Personal Independence Payment (PIP) assessments on behalf of the Department for Work and Pensions (DWP) in the Midlands and Wales, and on behalf of the Department for Communities (DfC) in Northern Ireland.

Information relating to the Midlands and Wales is not currently published by DWP; however, we intend to include this data in a future statistical release.

If your query concerns Northern Ireland, responsibility for this information rests with the DfC. This data is not held by DWP.

I refer the hon. Member to the answer I gave on 30 October 2025 to Question UIN 84144.

All employers are required to comply with the Equality Act 2010, including the duty to make reasonable adjustments where a disabled person 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, and we expect all employers including those in the Disability Confident scheme to act within the law.

The Disability Confident scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work. When an employer signs up to the scheme, they agree to commitments which include anticipating and providing reasonable adjustments as required and supporting any existing employee who acquires a disability or long-term health condition, enabling them to stay in work.

To help employers meet these commitments in practice, Disability Confident provides a range of guidance and resources. This includes the Disability Confident Manager’s Guide [https://www.gov.uk/government/publications/disability-confident-and-cipd-guide-for-line-managers-on-employing-people-with-a-disability-or-health-condition], which explains how managers can make and review reasonable adjustments, consider flexible working, and sets out examples of other types of workplace adjustments. In addition, the Department has developed the ‘Support with Employee Health and Disability’ digital service [https://www.support-with-employee-health-and-disability.dwp.gov.uk/support-with-employee-health-and-disability], which offers employers tailored guidance on supporting employees with health conditions or disabilities, including advice on legal obligations, making reasonable adjustments, and signposting to sources of expert support.

The scheme also signposts employers and employees to Access to Work, a discretionary grant that provides support for people with a disability or health condition to move into or retain employment, by helping with extra disability related costs of working that go beyond the standard reasonable adjustments an employer is expected to provide under the Equality Act.

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

The Flexible Support Fund was introduced in April 2011. It provides discretionary support to help individuals move closer to employment. Work coaches must exercise their discretion in line with national and local guidance, ensuring that Flexible Support Fund (FSF) awards are reasonable, good value for money, and aimed at improving employment prospects. They consider each request on a case-by-case basis, confirming that all other funding options have been explored and that the individual cannot reasonably meet the cost themselves. As FSF is public money, work coaches must be confident that any award is necessary and appropriate ‑case basis, confirming that all other funding options have been explored and that the individual cannot reasonably meet the cost themselves. As FSF is public money, work coaches must be confident that any award is necessary and appropriate.

Once an award is made, work coaches must verify that the item is used as intended. If concerns arise — for example, where training supported by a purchased item was not attended — the coach will seek an explanation and determine whether repayment is required. Independent post-award checks also provide assurance that awards are accurate and appropriate‑award checks also provide assurance that awards are accurate and appropriate. A new digital FSF application, to be launched nationally by the end of March, will improve oversight and provide more detailed data to support stronger scrutiny of awards.

The Department works closely with local authorities, who are responsible for administering Housing Benefit for people living in temporary accommodation. Housing Benefit covers housing costs in temporary accommodation, while Universal Credit supports daily living costs.

When a claimant moves into temporary accommodation, they or their appointee must report any change of circumstances through their Universal Credit account. Local authorities cannot do this on a claimant’s behalf.

Jobcentre staff in England support customers at risk of homelessness through the statutory Duty to Refer, offering a referral to a local authority for housing support.

The Department works closely with local authorities, who are responsible for administering Housing Benefit for people living in temporary accommodation. Housing Benefit covers housing costs in temporary accommodation, while Universal Credit supports daily living costs.

When a claimant moves into temporary accommodation, they or their appointee must report any change of circumstances through their Universal Credit account. Local authorities cannot do this on a claimant’s behalf.

Jobcentre staff in England support customers at risk of homelessness through the statutory Duty to Refer, offering a referral to a local authority for housing support.

Personal Independence Payment (PIP) is designed to help with the extra costs that arise from long-term health conditions or disabilities. Entitlement is determined by the functional impact a person’s condition has on their daily living and mobility activities. The assessment looks at an individual’s ability to carry out a series of key everyday activities which are fundamental to living an independent life. This approach applies to all conditions.

Health professionals delivering assessments receive comprehensive training in disability analysis including specific training on health conditions and how to identify their impact on claimants’ ability to carry out the activities in the assessment.

PIP case managers consider information provided by claimants on claim forms, along with any other supporting evidence, further medical evidence that we receive from treating health professionals, and advice from our contracted assessment providers.

Personal Independence Payment (PIP) is designed to help with the extra costs that arise from long-term health conditions or disabilities. Entitlement is determined by the functional impact a person’s condition has on their daily living and mobility activities. The assessment looks at an individual’s ability to carry out a series of key everyday activities which are fundamental to living an independent life. This approach applies to all conditions.

Health professionals delivering assessments receive comprehensive training in disability analysis including specific training on health conditions and how to identify their impact on claimants’ ability to carry out the activities in the assessment.

PIP case managers consider information provided by claimants on claim forms, along with any other supporting evidence, further medical evidence that we receive from treating health professionals, and advice from our contracted assessment providers.

Personal Independence Payment (PIP) is designed to help with the extra costs that arise from long-term health conditions or disabilities. Entitlement is determined by the functional impact a person’s condition has on their daily living and mobility activities. The assessment looks at an individual’s ability to carry out a series of key everyday activities which are fundamental to living an independent life. This approach applies to all conditions.

Health professionals delivering assessments receive comprehensive training in disability analysis including specific training on health conditions and how to identify their impact on claimants’ ability to carry out the activities in the assessment.

PIP case managers consider information provided by claimants on claim forms, along with any other supporting evidence, further medical evidence that we receive from treating health professionals, and advice from our contracted assessment providers.

The benefit cap is calculated automatically as part of the UC calculation on the UC administrative system and no manual processing is involved. A small number of households (340, as of August 2025) are capped via Housing Benefit (HB). The calculations relating to these capping decisions are completed by 1.6 FTE staff in post (SIP) within the department.

The Department does not administer the Council Tax Reduction scheme and therefore does not hold the data required to answer this question.

The requested statistics are not held by the Department.

Entitlement to Pension Credit depends on a person’s residence or immigration status, including the requirement to have the right to reside and to be able to be treated as factually habitually resident in Great Britain. Foreign nationals must also have an immigration status that gives access to public funds, which most will not have until they have lived in the UK for at least 5 years.

The department regularly publishes Universal Credit Work Capability Assessment statistics and the development of clearance times is detailed in the release strategy for those statistics. Further details on the future publication of clearance times will be published in the DWP Statistical Work Programme in due course.

The information requested is published and available at:

https://www.nomisweb.co.uk/default.asp

Guidance for users can be found at:

https://www.nomisweb.co.uk/home/newuser.asp

The estimated participation 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 Jun 2025)” in the lists of data sources. The Geography will need to be set for the relevant ‘local authorities: district / unitary’ within the West Midlands. The Variable will need to be set to “Economic activity rate - aged 16-64”. West Midlands can also be selected in the ‘regions’ category to give participation rates for the whole region.

Through our Get Britain Working Strategy, we are reforming employment, health, and skills support to tackle economic inactivity, support people into good work, and create an inclusive, thriving labour market.

Specifically in the West Midlands, we are working with the West Midlands Combined Authority to deliver a Youth Trailblazer, which is testing how best to deliver and integrate work, health and skills support locally for young people. The West Midlands Combined Authority has also received their Connect to Work funding through their 2025/26 Integrated Settlement to deliver Supported Employment to disabled people, individuals with health conditions and people with complex barriers to employment. They will receive further Connect to Work funding in the 2026/27 – 2028/29 Integrated Settlement from April.

Furthermore, all areas in England have been asked to develop a Local Get Britain Working plan. Led by local government and co-developed with local NHS, Jobcentre Plus and wider stakeholders, these plans will identify local labour market challenges and priorities, and support the integration of locally-delivered services. West Midlands Combined Authority have published their local Get Britain Working Plan, which can be found here: West Midlands Works

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

The Department regularly publishes monthly Universal Credit sanction rate statistics for Great Britain as part of the benefit sanction statistics. The latest statistics to August 2025 are available in table 2.1 of the latest benefit sanction statistics tables, with sanction rates by ethnic group provided in table 7.6.

The UC Sanction Rates dataset on Stat-Xplore can be used to produce the same information in table 2.1 for lower-level geographical breakdowns, such as region.

Monthly sanction rates by region, extracted from Stat-Xplore, and by ethnic group, from table 7.6 of the published tables, for September 2024 to August 2025 are provided in the attached spreadsheet.

Correspondence issued by the Child Maintenance Service (CMS) referencing enforcement action as being considered should only be issued if a customer has missed payments due and has fallen into arrears.

CMS is currently reviewing its processes to ensure that this principle is consistently applied and that such correspondence is not issued where payments have been made.

The majority of migrants on temporary, time-limited visas (such as for work or study) are subject to a No Recourse to Public Funds (NRPF) condition for at least 5 years. This restricts them from accessing certain public funded benefits and services. DWP cannot pay public funds benefits (such as Universal Credit) to individuals where the Home Office has applied an NRPF condition to their immigration status.

Students who are supported to exit Gaza are still required to meet all of the requirements of the student route, and are subject to the same No Recourse to Public Funds (NRPF) conditions.

The Department publishes Universal Credit (UC) immigration status and nationality statistics as part of the Universal Credit statistics publication. ‘Table 1’ in the latest Universal Credit immigration status and nationality data tables provides information on the number of people with refugee status on Universal Credit for each month from April 2022 to October 2025.

The Department actively monitors all registered apprenticeship training providers through compliance checks, performance reviews, and inspections to ensure quality standards are met. Where providers fail to meet these requirements, we take appropriate action, which can include applying conditions such as restricting delivery and even termination of agreements and removal from the Apprenticeship Provider and Assessment Register (APAR).

There are currently 4 registered training providers offering the Fishmonger Level 2 apprenticeship standard.

The Department manages entry to the Apprenticeship Provider and Assessment Register to ensure that new providers meet a gap in apprenticeship training provision or meet our strategic priorities in areas where we want to grow apprenticeships.

Where an employer has provided evidence of a gap in the current apprenticeship training provision through the employer-led gap in provision policy, new training providers may enter the market.

The Youth Guarantee is part of a new social contract with young people – opportunity matched by responsibility. Young people who can work will be expected to engage with the support offered. If the support is declined without good reasons, existing benefit sanction rules will apply. The Jobs Guarantee is no exception and the full conditionality regime will apply.

The Youth Guarantee is backed by an £820 million investment over the next three years to reach almost 900,000 young people. This includes Youth Hubs in every area in Great Britain and a new Youth Guarantee Gateway, offering a dedicated session and follow-up support to 16-24-year-olds on Universal Credit to get them into employment or training. This investment will also create around 300,000 more opportunities to gain workplace experience and training. In addition, it will provide guaranteed jobs to around 55,000 young people aged 18-21.

With over 350,000 opportunities, there will be flexibility for young people to find roles in different sectors, locations, and professions. To achieve this, we will work with national and local employers and training providers to create a range of high-quality job and training opportunities.

On 29 January 2026 my right hon. Friend the Secretary of State announced the Government’s new decision on the Parliamentary and Health Service Ombudsman’s (PHSO) investigation into the way that State Pension age changes were communicated to women born in the 1950s.

We have set our decision out in full, and the document is available on Gov.uk: Government response to Parliamentary and Health Service Ombudsman’s Investigation into Women’s State Pension communications and associated issues.

Based on the information held, since December 2024, the recorded legal costs on litigations with WASPI including disbursements and VAT are £135,999.61.

DWP has not conducted such an assessment. Child Benefit is a benefit administered by HMRC.

The Graduated Retirement Benefit (GRB) scheme was the precursor to the additional State Pension and ran from 1961 to 1975. One unit of GRB was earned, by a man, for every £7.50 of graduated contributions paid, and in the case of a woman born before 6 April 1950, for every £9.00 paid. The maximum number of units available was 86 for a man and 72 for a woman. These rules were equalised for women born on or after 6 April 1950, with the result that GRB contributions paid by women who have reached State Pension age since April 2010 will be “converted” into GRB units on the same basis as for men. A unit is currently worth 17.83p per week (2025/26).

For people who reached State Pension age before 6 April 2016, GRB is normally paid with other State Pension components, but it is paid on its own if there is no other State Pension entitlement.

GRB is not payable as a separate amount for people who reach State Pension age on or after 6 April 2016, who will claim the new State Pension. Instead, people who had made contributions under the old State Pension system, including graduated contributions, will have their new State Pension calculated under transitional rules. Under the transitional arrangements, we look at an individual's National Insurance record as it stands on 6 April 2016 and compare what this would give them under the new State Pension rules with what they would have built up under the old system. The higher of these two values will be used as their Starting Amount for the new State Pension going forward. Therefore, any previous Graduated Retirement Benefit will be consolidated, along with other elements, into an individual’s entitlement to the new State Pension.

Findings from the Pensioners’ Incomes Series show that, in 2023/24, around 1.1 million pensioner families (i.e. singles or couples) in the UK received the State Pension together with other state benefits as their sole sources of income. However, this does not indicate the amount of State Pension received or whether the State Pension received was the basic or new State Pension. This information is published in the Pensioners' Incomes series.

This government wants to ensure that every child has the best start in life. We know that healthy parental relationships are an important part of this ambition, and the Reducing Parental Conflict (RPC) programme continues to deliver effective relationship support for parents, working closely with local authorities (LAs).

Our 2022-25 evaluation has recognised the value that Local Authority staffing, particularly the role of coordinators as drivers of change, bring to the integration and delivery of RPC within their local areas. That is why we have continued to fund and support the coordinator posts. LAs can vary their staffing levels depending on local priorities and decisions on how to use their individual Local Grant funding, however knowledge and expertise remain due to wider workforce training funded by the Department for Work and Pensions (DWP).

The government is keenly aware of the importance of communicating decisions on future funding to LAs, and the impact this has on workforce and delivery of parental support. We appreciate the importance of timely information for the organisations and individuals involved, and we will share updates at the earliest opportunity.

Relationship status is not an outcome measured by the RPC programme. DWP therefore does not routinely collect this information. The programme focuses on reducing the frequency, intensity and impact of parental conflict on children, rather than whether parents remain together or separate.

Wider evaluations of the RPC programme, such as our 2018-2022 evaluation, demonstrated the clear impact of improved parental relationships – whether together or apart – on children’s mental health and wellbeing. The evaluation of the RPC Local Grant (2022–25) showed the importance of embedding relationship support alongside family help services, and within the places and spaces where families access support. This is at the heart of the Government’s approach to supporting families, as creating a more integrated system of support is a central ambition of the Best Start Family Hubs and Healthy Babies Programme, and the roll out of Best Start Family Hubs to every Local Authority in England.

Ensuring families have access to the effective support that they need remains an important shared endeavour across government. DWP are committed to working closely with the Department for Education, and across government, to ensure that families continue to benefit from approaches that improve relationships and support better outcomes for children.

This government wants to ensure that every child has the best start in life. We know that healthy parental relationships are an important part of this ambition, and the Reducing Parental Conflict (RPC) programme continues to deliver effective relationship support for parents, working closely with local authorities (LAs).

Our 2022-25 evaluation has recognised the value that Local Authority staffing, particularly the role of coordinators as drivers of change, bring to the integration and delivery of RPC within their local areas. That is why we have continued to fund and support the coordinator posts. LAs can vary their staffing levels depending on local priorities and decisions on how to use their individual Local Grant funding, however knowledge and expertise remain due to wider workforce training funded by the Department for Work and Pensions (DWP).

The government is keenly aware of the importance of communicating decisions on future funding to LAs, and the impact this has on workforce and delivery of parental support. We appreciate the importance of timely information for the organisations and individuals involved, and we will share updates at the earliest opportunity.

Relationship status is not an outcome measured by the RPC programme. DWP therefore does not routinely collect this information. The programme focuses on reducing the frequency, intensity and impact of parental conflict on children, rather than whether parents remain together or separate.

Wider evaluations of the RPC programme, such as our 2018-2022 evaluation, demonstrated the clear impact of improved parental relationships – whether together or apart – on children’s mental health and wellbeing. The evaluation of the RPC Local Grant (2022–25) showed the importance of embedding relationship support alongside family help services, and within the places and spaces where families access support. This is at the heart of the Government’s approach to supporting families, as creating a more integrated system of support is a central ambition of the Best Start Family Hubs and Healthy Babies Programme, and the roll out of Best Start Family Hubs to every Local Authority in England.

Ensuring families have access to the effective support that they need remains an important shared endeavour across government. DWP are committed to working closely with the Department for Education, and across government, to ensure that families continue to benefit from approaches that improve relationships and support better outcomes for children.

This government wants to ensure that every child has the best start in life. We know that healthy parental relationships are an important part of this ambition, and the Reducing Parental Conflict (RPC) programme continues to deliver effective relationship support for parents, working closely with local authorities (LAs).

Our 2022-25 evaluation has recognised the value that Local Authority staffing, particularly the role of coordinators as drivers of change, bring to the integration and delivery of RPC within their local areas. That is why we have continued to fund and support the coordinator posts. LAs can vary their staffing levels depending on local priorities and decisions on how to use their individual Local Grant funding, however knowledge and expertise remain due to wider workforce training funded by the Department for Work and Pensions (DWP).

The government is keenly aware of the importance of communicating decisions on future funding to LAs, and the impact this has on workforce and delivery of parental support. We appreciate the importance of timely information for the organisations and individuals involved, and we will share updates at the earliest opportunity.

Relationship status is not an outcome measured by the RPC programme. DWP therefore does not routinely collect this information. The programme focuses on reducing the frequency, intensity and impact of parental conflict on children, rather than whether parents remain together or separate.

Wider evaluations of the RPC programme, such as our 2018-2022 evaluation, demonstrated the clear impact of improved parental relationships – whether together or apart – on children’s mental health and wellbeing. The evaluation of the RPC Local Grant (2022–25) showed the importance of embedding relationship support alongside family help services, and within the places and spaces where families access support. This is at the heart of the Government’s approach to supporting families, as creating a more integrated system of support is a central ambition of the Best Start Family Hubs and Healthy Babies Programme, and the roll out of Best Start Family Hubs to every Local Authority in England.

Ensuring families have access to the effective support that they need remains an important shared endeavour across government. DWP are committed to working closely with the Department for Education, and across government, to ensure that families continue to benefit from approaches that improve relationships and support better outcomes for children.

This government wants to ensure that every child has the best start in life. We know that healthy parental relationships are an important part of this ambition, and the Reducing Parental Conflict (RPC) programme continues to deliver effective relationship support for parents, working closely with local authorities (LAs).

Our 2022-25 evaluation has recognised the value that Local Authority staffing, particularly the role of coordinators as drivers of change, bring to the integration and delivery of RPC within their local areas. That is why we have continued to fund and support the coordinator posts. LAs can vary their staffing levels depending on local priorities and decisions on how to use their individual Local Grant funding, however knowledge and expertise remain due to wider workforce training funded by the Department for Work and Pensions (DWP).

The government is keenly aware of the importance of communicating decisions on future funding to LAs, and the impact this has on workforce and delivery of parental support. We appreciate the importance of timely information for the organisations and individuals involved, and we will share updates at the earliest opportunity.

Relationship status is not an outcome measured by the RPC programme. DWP therefore does not routinely collect this information. The programme focuses on reducing the frequency, intensity and impact of parental conflict on children, rather than whether parents remain together or separate.

Wider evaluations of the RPC programme, such as our 2018-2022 evaluation, demonstrated the clear impact of improved parental relationships – whether together or apart – on children’s mental health and wellbeing. The evaluation of the RPC Local Grant (2022–25) showed the importance of embedding relationship support alongside family help services, and within the places and spaces where families access support. This is at the heart of the Government’s approach to supporting families, as creating a more integrated system of support is a central ambition of the Best Start Family Hubs and Healthy Babies Programme, and the roll out of Best Start Family Hubs to every Local Authority in England.

Ensuring families have access to the effective support that they need remains an important shared endeavour across government. DWP are committed to working closely with the Department for Education, and across government, to ensure that families continue to benefit from approaches that improve relationships and support better outcomes for children.