Department for Work and Pensions

The percentage of hearings for Personal Independence Payment (PIP) and Employment and Support Allowance (ESA) which were attended by a Presenting Officer (PO) can be found in Table 1 below.

Table 1: Proportion of tribunal hearings for selected Social Security and Child Support (SSCS) benefits which were attended by a DWP Presenting Officer

Source: HMCTS administrative data shared with DWP

Notes:

• Figures include tribunal hearings in all HMCTS regions including Scotland and therefore include appeals relating to PIP claims of Scottish residents. PIP has been devolved to Scotland since April 2020 and existing claims are currently being moved to the Scottish replacement benefit Adult Disability Payment.
• Where information about PO attendance was missing, this was counted as a hearing not attended by a PO.
• Figures for 2020/21 were impacted by the COVID-19 pandemic, as POs were redeployed to other business critical areas during that time.
• This data is unpublished data. It should be used with caution and it may be subject to future revision.

Figures could not be provided for SSCS benefits other than PIP and ESA because the administrative data held by the department is not robust enough to answer the question.

Staffing levels mean it is not possible to send a Presenting Officer to every hearing. We prioritise attendance at tribunals where HM Courts and Tribunals Service have specifically directed a Presenting Officer to attend.

Alongside Spring Statement 2025, the Department published an Impact Assessment which assessed the impact of the changes to be made to PIP as part of the Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper reforms.

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

Changes to PIP 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 considered 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 ensuring health and care needs are met.

After taking into account behavioural changes, the OBR predicts that 9 in 10 of those receiving the PIP daily living component at the point that any changes come into effect will still be receiving PIP by the end of the decade.

We have also announced a wider review of the PIP assessment to make it fair and fit for purpose, which I will lead. We are bringing together a range of experts, stakeholders and people with lived experience to consider how best to do this. We will provide further details as plans progress.

Even with these reforms, the overall number of people on PIP and DLA is expected to rise by 750,000 by the end of this parliament and spending will rise from £23bn in 24/25 to £31bn in 29/30.

The Coronavirus Statutory Sick Pay Rebate Scheme was administered by HMRC.

HMRC estimates the amount lost to error and fraud for the Statutory Sick Pay Rebate Scheme is between 2% to 5% of the overall cost of the scheme. This equates to £2 million to £6 million in monetary terms.

The Fair Repayment Rate was implemented from 30 April 2025. This measure reduced the overall deductions cap taken from the Universal Credit standard personal allowance from 25% to 15% enabling approximately 1.2 million UC households retain, on average, an additional £420 a year or £35 per month of their award. This change will be applied to assessment periods starting on or after the 30 April 2025.

The Department encourages anyone unable to afford the proposed rate of repayment to contact Universal Credit or DWP Debt Management at the earliest opportunity. The Department will seek to do as much as they are permitted to do to support customers through the recovery of their overpayments.

Information about the paying parent's gross income is taken directly from HM Revenue and Customs (HMRC) for the latest tax year available. This allows calculations to be made quickly and accurately. Any income subject to income tax, including bonuses and overtime received by an employed paying parent, is included within their gross weekly income when calculating a child maintenance liability.

Where a paying parent is the Director of their limited liability company, they are legally an employee of that company and are treated the same as any other employee for child maintenance purposes. If the receiving parent believes that the paying parent has additional income from dividends, they can apply for a variation to take this into account.

Variations can be requested on grounds of unearned income, where the paying parent receives extra unearned income of at least £2,500 a year. This includes rental income from property or land, dividends, and interest from savings and investments.

Cases involving complex income can be investigated by the Financial Investigation Unit (FIU). This is a specialist team which can request information from financial institutions (such as banks, investment companies and mortgage companies) to check the accuracy of information the Child Maintenance Service (CMS) is given.

The Child Maintenance Service has committed to reviewing the child maintenance calculation to make sure it fits current and future social trends. This review looks at fairness, family relations, sustainability, compliance, simplifying rates, work progression, including unearned income and assets, and how it interacts with other policies, such as Universal Credit.

I am always happy to meet with colleagues. I will ask my office to contact the Hon. Member to arrange.

Data from the Family Resource Survey (FRS) 2023/2024, shows that around 61% of families in receipt of Carer’s Allowance in England and Wales did not also have someone in paid employment. This includes self-employment and part-time employment.

Since the beginning of this Parliament the Department for Work and Pensions has taken steps to improve operational guidance and process to ensure Access to Work grants are awarded consistently and as quickly as possible. No significant changes have been made which would entail a consultation or impact assessment.

As part of our Plan for Change, and as set out in the Pathways to Work Green Paper published in March, we are consulting on the future of Access to Work and how to improve the programme to help more disabled people into work and support employers, ensuring value for money for taxpayers. We will review all aspects of the Scheme following the conclusion of the consultation and carefully assess the impact of any proposed changes.

We encourage people to have their views and voices heard on how they think the programme and the welfare system could be improved.

Since the beginning of this Parliament the Department for Work and Pensions has taken steps to improve operational guidance and process to ensure Access to Work grants are awarded consistently and as quickly as possible. No significant changes have been made which would entail a consultation or impact assessment.

As part of our Plan for Change, and as set out in the Pathways to Work Green Paper published in March, we are consulting on the future of Access to Work and how to improve the programme to help more disabled people into work and support employers, ensuring value for money for taxpayers. We will review all aspects of the Scheme following the conclusion of the consultation and carefully assess the impact of any proposed changes.

We encourage people to have their views and voices heard on how they think the programme and the welfare system could be improved.

The Department does not hold information on the number food banks there are, nor the number of donations made to food banks in (i) Slough and (ii) the South East in 2024.

Regional breakdowns of the number of individuals living in households that accessed a food bank in the 12 months prior to interview are available on Stat-Xplore - Home. Disaggregation by geographical regions should be presented as three-year averages. This is because single-year regional estimates are considered too volatile.

We are committed to tackling food poverty and ending mass dependence of emergency food parcels. To inform this work, DWP officials have engaged with a range of organisations to better understand the complex food poverty landscape. We also continue to provide substantial funding to Local Authorities to support those most in need and are extending the Household Support Fund (HSF) by a further year until March 2026, providing funding of £742 million in England. This will ensure low-income households can continue to access support towards the cost of essentials, such as food.

We know that good work can significantly reduce the chances of people falling into poverty so this will be the foundation of our approach. Our plan to Make Work Pay, will help more people to stay in work, improve job security and boost living standards, including by increasing the National Living Wage to £12.21 an hour to boost the pay of three million workers. It is a core part of the mission to grow the economy, raise living standards across the country and create opportunities for all.

Integrated pensions are intended to provide people who retire before their State Pension age with a similar pension income before and after their State Pension comes into payment. A member’s scheme pension is calculated so that the scheme pays a higher pension before the person reaches State Pension age, which is then reduced at State Pension age to take account of their State Pension.

If members of an integrated pension scheme believe that the scheme has not followed its rules or the relevant law, they should use the scheme’s internal dispute resolution service, which every scheme is required to have. If they are not satisfied with the outcome, they can take the matter to the Pensions Ombudsman.

They may also find it helpful to contact Money Helper, which provides free advice on all aspects of occupational pension schemes and personal pension schemes. Money Helper can be contacted by telephone on: 0800 011 3797 and more information is available on its website at: www.moneyhelper.org.uk

Employment Advisors in the jointly owned DWP-DHSC ‘Employment Advisors in NHS Talking Therapies programme’ provide advice and support to those suffering with stress and/ or mental health conditions to remain in or return to work. Though not formal mediation, this support often includes liaising with employers to communicate the support that their clients need in the workplace. Additionally, if the client wishes, Employment Advisors can also work with NHS Talking Therapies patients and their employers to support returns to work following mental health-related absences.

We are committed to tackling poverty and ending mass dependence on emergency food parcels. To inform this work, DWP officials have engaged with a range of organisations to better understand the complex food support landscape. We also continue to provide substantial funding to Local Authorities to support those most in need and extended the Household Support Fund by a further year until March 2026, providing funding of £742 million in England. This will ensure low-income households can continue to access support towards the cost of essentials, such as food.

Alongside this, the Child Poverty Taskforce is exploring all available levers to drive forward short and long-term actions across government to reduce child poverty. The Strategy will look at four key themes of increasing incomes, reducing essential costs, increasing financial resilience; and better local support especially in the early years. We know that good work can significantly reduce the chances of people falling into poverty. Our plan to Make Work Pay, will help more people to stay in work, improve job security and boost living standards, including by increasing the National Living Wage to £12.21 an hour to boost the pay of three million workers. It is a core part of the mission to grow the economy, raise living standards across the country and create opportunities for all.

For the proportion of Personal Independence Payment (PIP) claimants who are in work by different geographic breakdowns, please see table 1 below.

Table 1: the percentage of PIP claimants who are in work by different geographic breakdowns

Source(s): PIP Administrative Data and HMRC data

Notes:

• Figures are for March 2024 which is the latest employment data available.
• Figures only include claims made under normal rules and exclude claims made under Special Rules for End of Life (SREL).
• Figures only include claimants who are working age.
• Employment category includes self-employed as well as employees.
• Percentages have been rounded to the nearest whole number.

The Child Poverty Taskforce is progressing work to publish the Child Poverty Strategy. This is underpinned by a full review of available evidence of which the Joseph Rowntree Foundation UK Poverty 2025 report is an important contribution.

The Taskforce recognises the distinct challenges of poverty faced by children living in coastal areas, and we are considering all children across the UK in the development of the strategy. To shape and inform these plans, the Taskforce is listening to experts and campaigners and engaging with families, charities, and leading organisations across the UK, including coastal communities.

The Strategy will look at levers across four key themes of increasing incomes, reducing essential costs, increasing financial resilience, and better local support especially in the early years. This will build on the reform plans underway across government and work underway in Devolved Governments.

The Strategy will be UK-wide, drawing on devolved and reserved levers and working closely with Devolved Governments, recognising the progress that has been made on their poverty strategies and policies, and in England, with mayors and other local leaders.

The Department worked closely with a wide range of organisations, including those representing the interests of employers, in developing the policy and legislation to accommodate unconnected multiple employer collective defined contribution schemes.

Health and safety law provides comprehensive protection to all workers. Gig economy workers should be treated no differently to other workers, irrespective of their employment contract. An employer must assess the risks created by the work activity and put measures in place to eliminate or control the risks.

Under health and safety law, employers must give their workers clear instructions and information, as well as adequate training and supervision. Employers and those who have control over work equipment (e.g. those hiring out work equipment) have responsibilities for equipment provided for use at work.

Health and safety legislation does not separately cover the specific issues of road and fire risk, nor the contractual arrangements for workers.

Health and safety law provides comprehensive protection to all workers. Gig economy workers should be treated no differently to other workers, irrespective of their employment contract. An employer must assess the risks created by the work activity and put measures in place to eliminate or control the risks.

Under health and safety law, employers must give their workers clear instructions and information, as well as adequate training and supervision. Employers and those who have control over work equipment (e.g. those hiring out work equipment) have responsibilities for equipment provided for use at work.

Health and safety legislation does not separately cover the specific issues of road and fire risk, nor the contractual arrangements for workers.

Health and safety law provides comprehensive protection to all workers. Gig economy workers should be treated no differently to other workers, irrespective of their employment contract. An employer must assess the risks created by the work activity and put measures in place to eliminate or control the risks.

Under health and safety law, employers must give their workers clear instructions and information, as well as adequate training and supervision. Employers and those who have control over work equipment (e.g. those hiring out work equipment) have responsibilities for equipment provided for use at work.

Health and safety legislation does not separately cover the specific issues of road and fire risk, nor the contractual arrangements for workers.

Health and safety law provides comprehensive protection to all workers. Gig economy workers should be treated no differently to other workers, irrespective of their employment contract. An employer must assess the risks created by the work activity and put measures in place to eliminate or control the risks.

Under health and safety law, employers must give their workers clear instructions and information, as well as adequate training and supervision. Employers and those who have control over work equipment (e.g. those hiring out work equipment) have responsibilities for equipment provided for use at work.

Health and safety legislation does not separately cover the specific issues of road and fire risk, nor the contractual arrangements for workers.

For the proportion of Personal Independence Payment (PIP) claimants who are in work by different geographic breakdowns, please see table 1 below.

Table 1: the percentage of PIP claimants who are in work by different geographic breakdowns

Source(s): PIP Administrative Data and HMRC data

Notes:

• Figures are for March 2024 which is the latest employment data available.
• Figures only include claims made under normal rules and exclude claims made under Special Rules for End of Life (SREL).
• Figures only include claimants who are working age.
• Employment category includes self-employed as well as employees.
• Percentages have been rounded to the nearest whole number.

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

It would take 10 years for all claimants on Personal Independence Payment (PIP) to be assessed under the new criteria as many claimants receive 10-year awards. For claimants receiving PIP when the 4-point policy is introduced in November 2026, we estimate that by 2036/37, 440,000 claimants will not receive the daily living component of PIP who would have under current rules, after behavioural effects are taken into account.

No one will lose access to PIP immediately. The changes, subject to parliamentary approval, would be brought in from November 2026. After that date, no one will lose PIP without first being reassessed by a trained assessor or healthcare professional, who assesses individual needs and circumstance. Reassessments happen on average every 3 years. Someone who didn’t score 4 points in an activity in a previous assessment may well score 4 points in a future assessment – not least as many conditions tend to get worse, not better, over time.

The Office for Budget Responsibility (OBR) has taken into account expected behavioural changes in its numbers and determined that 370,000 (1 in 10) current PIP recipients may lose entitlement by 2029/30 at their next award review after changes to PIP eligibility come into effect in November 2026. We use the same methodology as the OBR to provide the comparable figure for 2036/37.

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 have also announced 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.

Even with these reforms, the overall number of people on PIP and DLA is expected to rise by 750,000 by the end of this parliament and spending will rise from £23bn in 2024/25 to £31bn in 2029/30.

We are reforming Jobcentre Plus and creating a new service across Great Britain that will enable everyone to access support to find good, meaningful work, and support to help them to progress in work, including through an enhanced focus on skills and careers. Our new service will move away from the current one size fits all approach, recognising people are individuals with different support needs and will provide better tailored support. The new service will be universal and must work for everyone, including disabled people and those with health conditions.

We are committed to working with users of the new service, and organisations representing their needs, throughout the design process to ensure the new service is inclusive, accessible, and works for everyone. We are taking a test and learn approach to develop and launch the new service. We will ensure the design of the new service supports the delivery of the Pathways to Work guaranteed support offer as we develop it.

The new Jobs and Careers Service is part of the reforms outlined in the Get Britian Working White Paper, which in total, is backed by £240m for 2025/26. The reforms set out within this are on top of other areas of support we are already progressing including:

• Connect to Work funding which will, in 2026/27, support up to 100,000 disabled people, those with health conditions or those with complex barriers to employment.
• Deploying 1,000 work coaches in 2025/26 to specifically support around 65,000 disabled people and those with health conditions who are interested in moving into work.
• WorkWell pilot, which joins up health and work support in 15 areas in England and is helping up to 56,000 people with support to remain in and get into jobs.

DWP has set standards for the quality of assessments for all health professionals (HPs) conducting Personal Independence Payment (PIP) assessments on behalf of the department. The department closely monitors all aspects of the process including how HPs apply the criteria set out in legislation.

PIP assessments are conducted by fully qualified, clinical professionals (Doctors, Nurses, Paramedics, Occupational Therapists, Physiotherapists and Pharmacists) who have undergone a comprehensive training programme designed and approved by DWP. The quality of their advice is continually assured internally by the assessment suppliers and externally by the department's independent audit function.

Audit refers to a comprehensive check of the elements of the assessment, including the evidence collection, further evidence provided and the completion of the assessment report by the HP. The check is completed against a set of guidelines which ensures the criteria is applied appropriately and that a consistent approach is taken in all cases, including those involving fluctuating or invisible conditions. This ensures that assessment reports are fit for purpose, clinically justified and sound, and provide sufficient information for the department to make an informed decision on entitlement to benefit.

The department does not hold data on cases overturned at mandatory reconsideration or tribunal stages due to a failure by assessors to correctly consider reliability criteria in cases involving fluctuating or invisible conditions.

The recent Pathways to Work Green Paper has proposed that assessments should, in future, be recorded by default. It is hoped that this will give new opportunities to establish what has gone wrong when assessments are subsequently found to be incorrect, including when the fault has been a failure to assess correctly the impact of a fluctuating condition.

On 12 May, the Secretary of State announced in the House of Commons the start of the first phase of the review of the PIP assessment, which will be led by the Minister for Social Security and Disability. We will work with and listen closely to stakeholders to gather views on how best to approach the review before publishing the Terms of Reference.

The review will be guided by the principle that PIP is there to support disabled people with extra costs and to enable independent living, taking account of how the nature of disability and health conditions have changed since PIP was first introduced. The work to prepare the Terms of Reference will not include a specific focus group or panel comprising individuals with fluctuating and neurological conditions, but suggestions from such individuals about what the Terms of Reference should cover would be welcome.

This Government committed in its manifesto to review Universal Credit, to reduce poverty and make work pay. We believe that work continues to be the best way out of poverty, and growing the economy and driving up living standards across the country is this Government’s number one mission in our Plan for Change. This requires as many people as possible to realise the benefits of good work, and Universal Credit has a critical role to play in achieving this goal. The review will consider changes to Universal Credit which could increase labour market engagement.

We have already taken positive steps through the Get Britain Working White Paper which set out the biggest reforms to employment support for a generation and we are giving people on health benefits the opportunity to try work by legislating to guarantee that work in and of itself will never lead to a reassessment.

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), including an Evidence Pack which contains the maximum points scored on any Daily Living activity by Personal Independence Payment (PIP) claimants, broken down by Parliamentary Constituency and Local Authority. For York Central constituency, 42% of people scored fewer than 4 points at last assessment.

As the information is not published in the way you have requested, information on the volume and proportion of PIP claimants who received a standard Daily Living award rate and scored less than four points in all daily living activities, by different geographical breakdowns can be found in Table 1 below. This should not be equated with the number who are likely to lose PIP. It’s important to make a clear distinction between the two, not least because we don’t want constituents to be unnecessarily fearful about their situation, when we understand many are already anxious.

No one will lose access to PIP immediately. The changes, subject to parliamentary approval, would be brought in from November 2026. After that date, no one will lose PIP without first being reassessed by a trained assessor or healthcare professional, who assesses individual needs and circumstance. Reassessments happen on average every 3 years. Someone who didn’t score 4 points in an activity in a previous assessment may well score 4 points in a future assessment – not least as many conditions tend to get worse, not better, over time.

After taking account of behavioural changes, OBR predicts that 370,000 people who will be receiving PIP at the point of implementation of the four point requirement in November 2026, will have lost their PIP Daily Living entitlement by 2029/30. Of all PIP recipients at the point of implementation, 9 in 10 will not lose PIP during the subsequent 3 years from this change. If the OBR’s behavioural assumptions for England and Wales were applicable to York and North Yorkshire, around one-fifth of current claimants shown in table 1 would no longer receive their daily living component following review.

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.

Even with these reforms, the overall number of people on PIP and DLA is expected to rise by 750,000 by the end of this parliament and spending will rise from £23bn in 24/25 to £31bn in 29/30.

Table 1: volume and percentage of PIP claimants who are in receipt of the daily living award rate and scored less than four points in all daily living activities by different geographical breakdowns

Notes:

• Data is for January 2025 caseload.
• Volumes are rounded to the nearest 100.
• Percentages are rounded to the nearest whole percentage.
• Data includes working aged claimants only.
• Data includes normal rules claimants only, and excludes special rules for end of life (SREL) claimants as they typically receive maximum or very high scores.
• Claimants with missing point scores have been excluded from the data.

The DWP does not hold data on the number of people who are providing unpaid care for a relative or loved ones in the Aldridge-Brownhills constituency.

We are committed to reducing waiting times for Access to Work and are considering the best way to deliver that for customers. Delivery practices have been streamlined, and the number of staff processing claims increased. Since May 2024, 118 additional staff have been redeployed to support Access to Work.

We prioritise applications from customers due to start a role within four weeks.

In March 2025, the department published the Pathways to Work Green Paper, to consult on the future of Access to Work. We will review all aspects of the Scheme following the conclusion of the consultation.

The Department for Work and Pensions treats its responsibilities under the Armed Forces Covenant very seriously and has a number of special rules and arrangements in place.

These range from National Insurance Credits for forces spouses who have a gap in their records because they have accompanied their partner overseas; to exemptions to residency tests to those who have served abroad; to a network of Armed Forces Champions in Jobcentres who provide expert help and support to those veterans who need it most.

As we reform and modernise our services, and make other changes, we will, of course, continue to consider the principles of the Armed Forces Covenant.

Access to Work expenditure data is published in the annual Access to Work Official Statistics publication. The most recently available data available is for the financial year 2023/24: Access to Work statistics: April 2007 to March 2024 - GOV.UK.

The Department intends to publish expenditure data for the financial year 2024/25 in the next official statistics release which we expect to publish in September or October 2025. Forecast expenditure for this period, which includes some outturn data, is published in the Benefit Expenditure and Caseload Tables 2025: Benefit expenditure and caseload tables 2025 - GOV.UK

No such assessment has been made. We are taking action to focus PIP more on those with the greatest needs, by introducing a new eligibility requirement. The change to the PIP eligibility criteria will mean that people with a higher level of functional need – for example, people who are unable to complete activities at all, or who require more help from others to complete them – still receive PIP.

We are also taking action to get the basics right and improve the experience for people who use the system of health and disability benefits as set out in the Green Paper. This includes exploring ways to improve PIP assessments through digitalising transfer of medical information, using evidence from eligibility for other services to reduce the need for people with very severe health conditions to undergo functional assessments and improving communication with people receiving awards who are expected to remain on disability benefits for life.

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.

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.

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

There will be no immediate changes. Changes to Personal Independence Payment (PIP) eligibility and the rebalancing of Universal Credit (UC) are not 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.

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.

We have also announced 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.

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

The Government has extended the Household Support Fund by a further year, from 1 April 2025 until 31 March 2026. This will ensure vulnerable households in the most need can continue to access support towards the cost of essentials, such as energy, water and food. No decision has been made at this stage on funding beyond the end of March 2026. As with all other government programmes, any such funding will be considered in the round at Phase 2 of the Spending Review.

The Health and Safety Executive already provide guidance on raising health and safety issues in a workplace or public space. This can be found on their website www.hse.gov.uk/contact/tell-us-about-a-health-and-safety-issue.htm

We have committed to introduce a new requirement that claimants must score a minimum of four points in at least one daily living activity to be eligible for the daily living component of Personal Independence Payment (PIP).  Age will not be a factor in this.

We will always protect the most vulnerable. The PIP assessment considers the needs arising from a long-term health condition or disability, not the health condition or disability itself. Therefore, the impact in each case will depend on an individual’s circumstances. For those already on PIP, the changes will only apply from November 2026 at their next award review, subject to parliamentary approval. People will be reviewed by a trained assessor or healthcare professional and assessed on individual needs and circumstance. 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).

There will be no change for a person claiming PIP under “Special Rules for End of Life” (SREL). They will not require a consultation and will automatically be awarded the enhanced rate of daily living as is the current process.

Most people receiving PIP now will still receive it after these reforms. In the Green Paper, we are consulting on how best to support those who do lose entitlement, including how to make sure health and care needs are met.

As announced in the “Get Britain Working” White Paper, we are launching a new Youth Guarantee for all young people aged 18-21 in England to ensure that they can access quality training opportunities, an apprenticeship or help to find work.

Young people (16-24) who have full-time caring responsibilities may be eligible for Universal Credit which provides additional financial support for primary carers of children and those who provide unpaid care for a person who is receiving an eligible disability benefit. They are not required to work but can ask for employment support if they want to combine caring with work. If they are in Work Focused Interview or Work Preparation groups, they can voluntarily access the Youth Offer. DWP offers an extensive range of support through jobcentres and local partners. Childcare support is available for those with childcare responsibilities to enable them to work as well as care for their children.

Entitlement to Disability Living Allowance for children (DLAc) under 16 and Personal Independence Payment (PIP) for young people from age 16 are assessed based on the additional care/daily living and mobility needs arising from a long-term disability or health condition, rather than a diagnosis of a condition or disability itself.

We are committed to ensuring children and young people can access financial support in a timely manner and have increased the number of staff to respond to the increase in claim volumes.

Individual needs and circumstances vary, so the 3-month qualifying period helps establish the resulting care/daily living and mobility needs are of a long-standing nature. It provides a division between short term disability and long-term disability. The qualifying period commences from the point that additional needs start, rather than when a condition is diagnosed. A diagnosis is not required before a young person or their carer can apply for benefit, therefore the department has no information on when a diagnosis is made.

Applications under the special rules for end of life, where life expectancy is 12 months or less, do not have to satisfy the three-month qualifying period. The claim is fast tracked, and the person is eligible for the higher-rate care/daily living component from the date of claim.

The Child Poverty Taskforce is developing an ambitious cross-government strategy focused on long-term change and improving children’s life chances. The Strategy will look at levers across four key themes of increasing incomes, reducing essential costs, increasing financial resilience, and better local support especially in the early years.

We will bring forward the Child Poverty Strategy as soon as we are able.

A range of stakeholders have provided input and expertise to support policy development and delivery of the reforms outlined in the Get Britain Working White Paper.

Our aim is to create an inclusive labour market in which everybody – including neurodivergent people – can participate and progress in work. We will do this by developing a new Jobs and Careers service, which will be accessible and inclusive for all users, and will provide personalised and tailored support to those looking to find or progress in work. It will also work in partnership with other local services, helping people to access the employment, health and skills support they need in their community.

Additionally, the Keep Britain Working review is exploring how employers can support healthy and inclusive workplaces. Findings from the initial discovery phase were published in March, and now the review Chair and team are engaging with a range of stakeholders to discuss the problems and how they can be addressed.

Finally, we have launched an independent panel of academics with expertise and experiences of neurodiversity to advise us on boosting neurodiversity awareness and inclusion at work. Many of the panel are diagnosed or identify as neurodivergent and/or have familial experience alongside their professional experience and expertise. Recommendations are expected to include employer actions that can support the inclusion of neurodivergent people, including in recruitment and day to day workplace practices.

Tackling child poverty is at the heart of this Government’s mission to break down barriers to opportunity. The Child Poverty Taskforce is continuing its urgent work and is exploring all available levers, including considering social security reforms, to drive forward short and long-term actions across government to reduce child poverty.

The Strategy will tackle overall child poverty as well as going beyond that to focus on children in deepest poverty lacking essentials, and what is needed to give every child the best start in life. We are focused on reducing and alleviating the effects of child poverty to improve children’s lives and life chances now and tackle the root causes of child poverty in the long term.

The Strategy will look at four key themes of increasing incomes, reducing essential costs, increasing financial resilience; and better local support especially in the early years. This will build on the reform plans underway across government and work underway in Devolved Governments.

The vital work of the Taskforce comes alongside our commitments to triple investment in breakfast clubs to over £30 million, introduce a Fair Repayment Rate for deductions from Universal Credit, improve the adequacy of the standard allowance with the first sustained above inflation rise in the basic rate of Universal Credit since it was introduced and increase the National Living Wage to £12.21 an hour to boost the pay of three million workers.

To further support struggling households, we have provided funding of £742 million to extend the Household Support Fund from 1 April 2025 to 31 March 2026 in England, plus additional funding for the Devolved Governments.

We know that young people with autism can face significant barriers to seeking and remaining in employment.

We have ambitious plans to better support our young people to lead fulfilling lives and careers as set out in the Get Britain Working white paper and Pathways to Work green paper.

The government is committed to consulting with stakeholders, including young people with health conditions and those who are neurodivergent. We will run a series of collaboration committees with a wide range of stakeholders.

We are also in the process of establishing the Disability Advisory Panel to connect the Department to more voices and perspectives and improve how we collaborate with disabled people. The Disability Advisory Panel will be a strategic advisory panel consisting of up to 12 disabled people and individuals with long-term health conditions, supporting on longer-term strategic aims and specific policy design. We will finalise the workplan together with the Chair and Panel.

The Youth Advisory Guarantee Panel as part of the Youth Guarantee is being shaped and informed by the voices and lived experiences of young people, including autistic and neurodiverse young people, building on the Youth Voice Forum, established in collaboration with the Department for Education, Youth Futures Foundation and Youth Employment UK.

In addition, in January 2025, we launched an independent panel of academics with expertise and experiences of neurodiversity to advise employers and government on boosting neurodiversity awareness and inclusion at work. This will build on the work of the independently led Buckland Review which focused more specifically on autism employment. The panel will report in the summer.