Department for Work and Pensions

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

As the policy holder for apprenticeships and skills, the Department for Work and Pensions (DWP) recognises the value of apprenticeships in building skills and kickstarting careers. We are committed to creating meaningful apprenticeship opportunities within our department and are proud to be 6^th in the Top 100 Apprenticeship Employers ranking.

Since 2022, we have created opportunities for over 500 Universal Credit claimants to start a Level 2 or 3 apprenticeship with entry-level work experience within the department through our Social Mobility Apprenticeship scheme, with many apprentices securing permanent employment in DWP. We have also created apprenticeship opportunities for young people who would have otherwise been at risk of becoming not in education, employment or training (NEET) through our School Leaver SMA scheme.

In 2025, the Department for Work and Pensions had 907 apprenticeship starts, compared with 1824 in 2022, 1348 in 2023 and 1142 in 2024. Numbers have been limited in recent years by headcount restrictions in the Civil Service. At the same time, we have diversified our entry routeways including an increased focus on our other life chances schemes such as Movement to Work, in addition to apprenticeship opportunities. We have also focussed on improving the overall quality and relevance of our apprenticeship programmes to ensure that they support colleagues to develop the right skills and capabilities for DWP roles, particularly in priority areas such as Digital and Counter Fraud.

The core objective of Universal Credit is to support people who are out of work or on a low income to enter work, earn more, or to prepare for work in the future, and claimants are generally expected to undertake certain work-related activities in return for financial support.

Any work-related requirements are agreed in discussion with the claimant and will always be tailored in light of a claimant’s circumstances, ensuring they are realistic and achievable. Work coaches have the flexibility to personalise work-related requirements for claimants based on the impact of any health condition, caring responsibilities, or other circumstance.

A sanction is only applicable where a claimant fails to undertake their agreed activity without good reason. Before a sanction decision is made, claimants are always asked to provide their reasoning, and several safety measures, including checking for any vulnerabilities, are in place before deciding whether a sanction is applicable. These include: checking to see if the claimants circumstances had changed and if the requirement remained reasonable; considering whether the claimant had undertaken alternative activity that means the requirement was met; and reviewing any known vulnerabilities and their impact on a claimant’s ability to meet their requirements.

If a claimant is sanctioned and can demonstrate that they cannot meet their most immediate and essential needs, we also have a system of recoverable hardship payments. These needs can include heating, food, and hygiene.

DWP’s commitments to the violence against women and girls (VAWG) Strategy will help align us with the wider cross government ambition to tackle sexual exploitation. This includes strengthening the training and guidance provided to frontline staff and Domestic Abuse SPOCs, ensuring they are better equipped to recognise and respond to all forms of VAWG, including sexual exploitation. In addition, DWP is rolling out its 5-year plan for safeguarding following the Written Statement in December 2025.

The department’s disciplinary report only shows current live, on-going disciplinary cases and those closed within the past 12 months. There is also no detail on the disciplinary report that specifically states breaches of Civil Service Code as the reason for disciplinary. This information would only be available at disproportionate cost.

Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.

Of the £53 million of funding to support low-income households reliant on oil for heating, £27 million has been allocated to England and will be delivered via the Crisis and Resilience Fund. This is in addition to £842 million a year that has already been committed through the Crisis and Resilience Fund at Spending Review 2025, which all unitary and upper tier authorities in England will receive to support vulnerable and low-income households facing financial shocks, including rising essential costs such as energy.

Norfolk has been allocated £3,055,625 to distribute to households the local authority considers most in need. Allocations have been published on gov.uk (Crisis and Resilience fund to support low-income heating oil households).

The total value of severance payments is set out in the department’s Annual Report and Accounts, which are available for the last three years.

The Child Maintenance Service (CMS) is committed to making its decisions clear, accessible, and transparent.

Whenever a decision is made that affects a child maintenance calculation or payment arrangements, CMS issues notifications to customers explaining the outcome. Where the maintenance calculation changes, customers are provided with information setting out how the new calculation has been reached.

CMS is taking steps to improve communications with parents by simplifying content and retiring outdated letters. In addition, the online My Child Maintenance Case service enables parents to view their case details, track changes, check their current position and view digital copies of notifications at any time. CMS are continuing to develop this service to provide even more information to customers.

As confirmed at Autumn Budget, we will be introducing new earned income disregards for those in receipt of Housing Benefit and live in Supported Housing and Temporary Accommodation. This will help smooth the transition between the Universal Credit and Housing Benefit, and reduce the financial cliff edge for individuals in Supported Housing and Temporary Accommodation as they move into work or increase their hours.

This will require legislative changes and be accompanied by IT changes made to local authority IT systems. In preparation for this, we have already begun engagement with stakeholders to ensure that the implementation meets the needs of those affected. This is accompanied by clear communications to support local authorities, housing providers and third sector organisations to ensure that eligible customers are aware of and able to utilise this change.

The new disregards will be in place from Autumn 2026.

The Department recognises that receiving two sets of earnings from the same employer within a single Universal Credit assessment period can create unexpected fluctuations in a claimant’s award. This situation typically occurs when a claimant’s monthly payday falls very close to the end of their assessment period, resulting in two wage payments being reported through HMRC’s Real Time Information (RTI) system in the same month. To address this, the Universal Credit (Earned Income) Amendment Regulations 2020 were introduced, allowing one set of monthly paid earnings to be reallocated to a different assessment period to ensure awards are calculated fairly. This rule only applies where earnings are paid calendar monthly.

The Department’s assessment found that enabling the reallocation of earnings has a positive impact on working UC recipients. By smoothing income across assessment periods, the change reduces financial volatility for the relatively small number of households affected and helps maintain a regular payment cycle. Importantly, it also prevents claimants from losing their Work Allowance in months when double reporting would otherwise occur.

Most cases affected by double earnings are now identified and corrected automatically, minimising any burden on customers and administrative pressure on the Department.

Over the past decade we’ve seen apprenticeship starts by those aged 16-24 fall by 40% and over half of all apprenticeship starts are now by learners aged 25 and over. At the same time, we have seen the apprenticeship offer increase to over 700 standards, many of which do not support critical skills shortages.

Even with record investment of £3.3bn in 2026-27, the Growth and Skills Levy budget is finite. With 100% of our budget spent last year we need to prioritise in order to deliver foundation apprenticeships and short courses alongside the core apprenticeship offer. We are therefore withdrawing funding from 16 apprenticeships from September 2026, including the Level 5 Outdoor Learning Specialist standard.

These changes will help to create the headroom to invest in our national skills priorities with more opportunities for more young people, and new apprenticeship units to provide a more flexible offer to businesses. We are continuing to fund the related Level 3 Outdoor Activity Instructor apprenticeship which provides an entry route into this profession.

All existing learners on the Level 5 Outdoor Learning Specialist standard will continue to be funded through to completion, and providers have been written to individually to confirm their transition arrangements. Employers who value this apprenticeship standard will also be able to use it on a privately funded basis.

The department is committed to ensuring that Personal Independence Payment claimants receive timely assessments and continues to work closely with its suppliers to improve customer experience across all geographical areas, including Nottinghamshire and the wider East Midlands.

We have introduced a range of measures to increase assessment capacity and reduce waiting times. These include ongoing recruitment and training of additional health professionals and a series of process improvements to streamline the assessment journey.

Waiting times can vary by region due to local demand and operational factors. Assessment suppliers actively monitor regional performance to ensure resources are deployed where they are most needed, and additional capacity will be directed where appropriate.

In answer to your first question, we do not record processing times for Support for Mortgage Interest (SMI) Loans. This is because the start date of the process is not consistently defined or easily identifiable. There is flexibility built into the timings of the process to meet the needs of the customer. As SMI is a loan, those offered the loan can choose to accept or decline at any time and payments can be backdated to the day someone first became eligible.

On your second question, all eligible benefit recipients are offered a loan when they become eligible for SMI and they can choose to accept or decline. We publish the number of households receiving SMI on a bi-annual basis here.

The latest monthly statistics on payment timeliness are available in the Households on Universal Credit section of the official quarterly Universal Credit Statistics published on 17 February 2026, with more detailed statistics available in tables 5 and 6 of the Households on Universal Credit dataset on Stat-Xplore.

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

While this information is not currently published by the department, we will be sharing this data in a future statistical release.

We keep all our services under review including Disability Living Allowance (Child). As part of this approach to continuous improvement, we regularly consider opportunities to improve customer service.

The government is currently undertaking a review of Universal Credit to ensure it is delivering on its core objectives of tackling poverty and making work pay. As part of that review, we have been engaging with our stakeholders, including those who represent the interests of farmers and have listened to their views and are reflecting on that feedback as part of the review.

The Department does not hold this data.

The government is committed to high standards of English and maths and funds apprentices aged 16-18 at the start of their training to achieve English and maths qualifications, if they do not already hold suitable equivalent qualifications, in order to complete their apprenticeship.

This is consistent with our expectation that all young people should have a further meaningful opportunity to secure English and maths qualifications post-16, where they do not already hold them. This can be a GCSE or functional skills qualification.

Further flexibility is in place for apprentices with a learning difficulty and/or disability where there is evidence this is likely to be a barrier to them completing their apprenticeship. In these cases, they are able to achieve an entry level 3 functional skills qualification to complete. Since August 2024, this flexibility has been available to apprentices with a learning difficulty and/or disability but without an Education Health and Care Plan.

As with all apprenticeship policies, we continue to monitor the impact of the English and maths requirements, to ensure they are striking the right balance.

The Government set out its intended approach concerning the Main Scale Default Arrangements (MSDA) in the May 2025 consultation response and final report of the Pensions Investment Review. We have also recently published Pension Schemes Bill: Scale and Consolidation on Gov.UK to give an overview of the government’s direction of travel ahead of detailed consultation on regulations.

As outlined in the final report of the Review, key benefits of scale are realised at the level on which strategic decisions on investment are made. This is generally at an ‘arrangement’ level.

To meet the scale requirement, a provider must demonstrate that it holds assets of at least £25 billion in their MSDA.

These assets may be counted from a number of connected schemes offered by a single provider, but they must all be managed under a common investment strategy.

Further details will be set out in regulations following formal consultation.

The Government set out its intended approach concerning the Main Scale Default Arrangements (MSDA) in the May 2025 consultation response and final report of the Pensions Investment Review. We have also recently published Pension Schemes Bill: Scale and Consolidation on Gov.UK to give an overview of the government’s direction of travel ahead of detailed consultation on regulations.

As outlined in the final report of the Review, key benefits of scale are realised at the level on which strategic decisions on investment are made. This is generally at an ‘arrangement’ level.

To meet the scale requirement, a provider must demonstrate that it holds assets of at least £25 billion in their MSDA.

These assets may be counted from a number of connected schemes offered by a single provider, but they must all be managed under a common investment strategy.

Further details will be set out in regulations following formal consultation.

The Government has committed to publish an update to the June 2025 ‘Workplace pensions: a roadmap’. This will include timelines for consultation on the scale measures, which will cover the issues raised amongst others.

The Government has committed to publish an update to the June 2025 ‘Workplace pensions: a roadmap’. This will include timelines for consultation on the scale measures, which will cover the issues raised amongst others.

The Government has committed to publish an update to the June 2025 ‘Workplace pensions: a roadmap’. This will include timelines for consultation on the scale measures, which will cover the issues raised amongst others.

I refer the noble Baroness to the answer I gave to question HL13613 on 2 February 2026.

There is already robust regulation in place to detect leaks and odourised gas. Gas Industry standards are set by the relevant industry standard setting bodies, for example, the Institute for Gas Engineers and Managers (IGEM), British Standards Institute (BSI) and Liquid Gas UK.

The Health and Safety Executive has regulatory responsibility for public health-related standards in commercial premises, but not in domestic homes.

I refer the noble Lord to the answer I gave to grouped questions HL15158, HL15156, HL15157, HL15155 HL on 18 March 2026

Our Child Poverty Strategy fulfils our commitment to reducing poverty this Parliament, lifting 550,000 children out of poverty, and sets out our ambition to tackle its structural drivers as part of a long-term, 10-year strategy. This Government has taken decisive action, with the interventions in the Strategy set to lead to the largest expected reduction in child poverty over a Parliament since comparable records began.

The Monitoring and Evaluation Framework Child Poverty Strategy: Monitoring and Evaluation Framework - GOV.UK, published alongside the Strategy, sets out our plans and further details on our approach will follow in a baseline report this Summer. We will continue to have a dedicated team in government that, with Ministerial oversight, will work across government, the public and private sectors and civil society to maintain focus on tackling child poverty and build on the Strategy.

Government already has a statutory duty to publish poverty statistics annually and we also hold ourselves to account on our progress through the monitoring and evaluation arrangements we have put in place, from this year and in future years, so that the progress we make is transparent for all. Deep material poverty estimates based on two-year averages will be published for each of the UK nations in the March 2026 HBAI publication.

The Youth Jobs Grant is specifically targeted at young people because of the risk of lifelong scarring impacts of extended unemployment at a young age and to support the Government’s commitment to reducing the number of young people not in education, employment or training.

The Youth Jobs Grant is designed to help employers with the early costs of hiring eligible young people. The first payment will not be made until after we’ve had confirmation through other sources that the young person has been employed, and the final payment will not be made until after several months of employment to encourage retention. As with all our employment programmes, we will monitor delivery to ensure the Grant is being used as intended, which is to expand opportunities for young people who need help to enter the labour market.

We estimate there are 200,000 young people eligible for the Youth Jobs Grant now, and we expect to support 60,000 young people with this over three years. We are also expanding the Jobs Guarantee to a wider age range, from 18-21 to 18-24, to create more than 35,000 extra subsidised jobs. This brings the total to be supported through the scheme to over 90,000 in the next three years.

The Youth Jobs Grant is available to employers in all sectors across Great Britain. The roles supported will depend on employers’ hiring needs rather than sector specific targets. We expect more take up in sectors that traditionally recruit young people, such as retail, hospitality, health and social care, logistics and construction, alongside opportunities in growth sectors including digital, engineering and green technologies.

The purpose of the Grant is to help young people into work by reducing the upfront costs of hiring, and it has been designed using evidence from previous schemes in the UK and wider international practice. As with all new programmes, we will monitor delivery and evaluate outcomes, including employment sustainment, once the scheme is in operation.

Further practical details on how employers will claim the Grant will be set out in guidance ahead of the scheme launching.

The Youth Jobs Grant is specifically targeted at young people because of the risk of lifelong scarring impacts of extended unemployment at a young age and to support the Government’s commitment to reducing the number of young people not in education, employment or training.

The Youth Jobs Grant is designed to help employers with the early costs of hiring eligible young people. The first payment will not be made until after we’ve had confirmation through other sources that the young person has been employed, and the final payment will not be made until after several months of employment to encourage retention. As with all our employment programmes, we will monitor delivery to ensure the Grant is being used as intended, which is to expand opportunities for young people who need help to enter the labour market.

We estimate there are 200,000 young people eligible for the Youth Jobs Grant now, and we expect to support 60,000 young people with this over three years. We are also expanding the Jobs Guarantee to a wider age range, from 18-21 to 18-24, to create more than 35,000 extra subsidised jobs. This brings the total to be supported through the scheme to over 90,000 in the next three years.

The Youth Jobs Grant is available to employers in all sectors across Great Britain. The roles supported will depend on employers’ hiring needs rather than sector specific targets. We expect more take up in sectors that traditionally recruit young people, such as retail, hospitality, health and social care, logistics and construction, alongside opportunities in growth sectors including digital, engineering and green technologies.

The purpose of the Grant is to help young people into work by reducing the upfront costs of hiring, and it has been designed using evidence from previous schemes in the UK and wider international practice. As with all new programmes, we will monitor delivery and evaluate outcomes, including employment sustainment, once the scheme is in operation.

Further practical details on how employers will claim the Grant will be set out in guidance ahead of the scheme launching.

The Youth Jobs Grant is specifically targeted at young people because of the risk of lifelong scarring impacts of extended unemployment at a young age and to support the Government’s commitment to reducing the number of young people not in education, employment or training.

The Youth Jobs Grant is designed to help employers with the early costs of hiring eligible young people. The first payment will not be made until after we’ve had confirmation through other sources that the young person has been employed, and the final payment will not be made until after several months of employment to encourage retention. As with all our employment programmes, we will monitor delivery to ensure the Grant is being used as intended, which is to expand opportunities for young people who need help to enter the labour market.

We estimate there are 200,000 young people eligible for the Youth Jobs Grant now, and we expect to support 60,000 young people with this over three years. We are also expanding the Jobs Guarantee to a wider age range, from 18-21 to 18-24, to create more than 35,000 extra subsidised jobs. This brings the total to be supported through the scheme to over 90,000 in the next three years.

The Youth Jobs Grant is available to employers in all sectors across Great Britain. The roles supported will depend on employers’ hiring needs rather than sector specific targets. We expect more take up in sectors that traditionally recruit young people, such as retail, hospitality, health and social care, logistics and construction, alongside opportunities in growth sectors including digital, engineering and green technologies.

The purpose of the Grant is to help young people into work by reducing the upfront costs of hiring, and it has been designed using evidence from previous schemes in the UK and wider international practice. As with all new programmes, we will monitor delivery and evaluate outcomes, including employment sustainment, once the scheme is in operation.

Further practical details on how employers will claim the Grant will be set out in guidance ahead of the scheme launching.

The Youth Jobs Grant is specifically targeted at young people because of the risk of lifelong scarring impacts of extended unemployment at a young age and to support the Government’s commitment to reducing the number of young people not in education, employment or training.

The Youth Jobs Grant is designed to help employers with the early costs of hiring eligible young people. The first payment will not be made until after we’ve had confirmation through other sources that the young person has been employed, and the final payment will not be made until after several months of employment to encourage retention. As with all our employment programmes, we will monitor delivery to ensure the Grant is being used as intended, which is to expand opportunities for young people who need help to enter the labour market.

We estimate there are 200,000 young people eligible for the Youth Jobs Grant now, and we expect to support 60,000 young people with this over three years. We are also expanding the Jobs Guarantee to a wider age range, from 18-21 to 18-24, to create more than 35,000 extra subsidised jobs. This brings the total to be supported through the scheme to over 90,000 in the next three years.

The Youth Jobs Grant is available to employers in all sectors across Great Britain. The roles supported will depend on employers’ hiring needs rather than sector specific targets. We expect more take up in sectors that traditionally recruit young people, such as retail, hospitality, health and social care, logistics and construction, alongside opportunities in growth sectors including digital, engineering and green technologies.

The purpose of the Grant is to help young people into work by reducing the upfront costs of hiring, and it has been designed using evidence from previous schemes in the UK and wider international practice. As with all new programmes, we will monitor delivery and evaluate outcomes, including employment sustainment, once the scheme is in operation.

Further practical details on how employers will claim the Grant will be set out in guidance ahead of the scheme launching.

The Department does not hold centrally collated information on the average time taken for the Child Maintenance Service (CMS) to resolve complaints escalated beyond initial review.

CMS follows the Department’s complaints service standard, aiming to resolve complaints, or provide a clear resolution plan, within 15 working days. For more complex cases, they keep complainants updated on progress and advise when a full response can be expected.

CMS continues to strengthen its complaints handling processes, drawing on insights from the Independent Case Examiner and operational feedback to support ongoing improvements and enhance the customer experience.

This Government will not leave an entire generation of young people behind. For many years our young people have not had the opportunity and support they deserve. Under the last government, between 2021 and 2024, the number of young people not in education, employment or training increased by 250,000.  The latest figures show the proportion of 16-24 year-olds that are not in employment, education or training (NEET) is 12.8% (1 in 8), up 0.1% points on the quarter and down 0.4% points on the year.

This Government has recently announced a further £1 billion investment in young people, taking the total investment to £2.5 billion over the next three years though the Youth Guarantee and additional investment in the Growth and Skills Levy. This investment will support almost one million young people and create up to 500,000 opportunities to earn and learn.

This includes the delivery of eight Youth Guarantee Trailblazers in England, expansion of Youth Hubs to more than 360 areas across Great Britain and introduction of a new Youth Guarantee Gateway in Jobcentres. The Gateway will provide 16-24-year-olds on Universal Credit a dedicated session and follow-up support to help them move into work, training or education.

This investment will also create around 300,000 more opportunities to gain workplace experience and training, including up to 150,000 work experience placements and up to 145,000 employer designed training opportunities, such as Sector based Work Academy Programmes, which offer participants a guaranteed job interview at the end.

In addition, the Government is taking action to support employers to recruit and train young people, helping to unlock up to 200,000 more employment opportunities. This includes a new £3,000 Youth Jobs Grant for employers who hire 18–24-year-olds who have been on Universal Credit for over six months, a new £2,000 apprenticeship incentive for small and medium sized employers hiring 16–24-year-old, and the Jobs Guarantee scheme, providing long-term unemployed 18–24-year-olds with a fully funded six month job.

The Government will also prioritise prevention, building on measures announced in the Skills White Paper. The Government will improve support in schools, monitor attendance, increase access to work experience and work with local authorities to pilot auto-enrolling young people in further education, if needed.

Together these measures demonstrate the Government’s commitment to backing young people, supporting employers, and working with partners across Great Britain to create clear pathways into employment and education for young people.

Number of Established Jobcentres

31^st March 2025 is 633

13^th March 2026 is 630

When considering moving colleagues and services to an alternative location the Department considers a wide range of factors and evidence. These include the impact on customers, business needs, local labour market conditions, and the ability to maintain a geographical presence and service continuity to customers. Decisions also take into account building quality, lease events, and value for money.

The Child Maintenance Service (CMS) monitors telephony performance daily, including call-back requests and the age of outstanding calls. As of March 2026, over 65% of call backs are completed within the Department’s 48 hour target. Performance is reviewed regularly to maintain service standards and identify where additional support may be required.

CMS is progressing its Service Modernisation Programme, expanding digital, online and telephony channels to improve access and reduce demand on advisers. Increased uptake of online self-service is helping free up resources so caseworkers can focus on customers who need telephone support. CMS are also part of the DWP Digital’s Contact Centre Modernisation Programme which is introducing state of the art contact centre technology. CMS are currently scheduled to onboard to DWPs new telephony platform in Q2 26/27.

The Department continually seeks to review, evaluate, and enhance tools and training material to support staff in delivering a quality customer service and takes timely action to further train and support staff where further improvements can be made. CMS are also addressing some of the known divers of repeat contact. With initiatives taken to enhance information available to caseworkers to enable them answer customer queries more fully during the initial call, thereby reducing the need for follow up contact.

In England, £27 million of funding will be delivered via the Crisis and Resilience Fund to support low-income households reliant on oil for heating. This is in addition to £842 million a year that has already been committed through the Crisis and Resilience Fund at Spending Review 2025, which all unitary and upper tier authorities in England will receive to support vulnerable and low-income households facing financial shocks, including rising essential costs such as energy.

Lincolnshire has been allocated £1,825,511 to distribute to households the local authority considers most in need. This represents 7% of the £27 million of funding available in England. Allocations have been published on gov.uk (Crisis and Resilience fund to support low-income heating oil households).

Local authorities have flexibility to apply their own discretion when determining eligibility for their Crisis Payment schemes, including how to best target support towards households in most need of help to pay for heating oil. The amount of funding that will be spent in the South Holland and the Deepings constituency is therefore at the discretion of the local authority.

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

The department publishes Child Maintenance Service official statistics every three months, with section 8 of the latest bulletin showing that £84.4 million of child maintenance due was paid through the Collect and Pay service during the quarter ending September 2025

The Department continually reviews its estate to ensure it meets the needs of customers and represents value for money, making changes where appropriate. The Department’s Workplace Transformation Programme is working closely with the Jobs and Careers Service to ensure that our physical spaces evolve to support more personalised, modern employment and skills services for customers. This includes exploring new approaches to workspace location, design and partnership working that enhance accessibility, collaboration and customer outcomes. Any future decisions regarding the Jobcentre estate will be communicated to Parliament in the usual way.

The unscrupulous people who actively try to promote, encourage, or assist in fraud must not be tolerated and these people must face consequences. Offences under the Fraud Act 2006 can carry a maximum sentence of up to 10 years’ imprisonment. This includes offences such as making or supplying articles for use in fraud, including electronic materials where the person knows or intends that the information will be used to commit fraud – for example, the deliberate sale or distribution of fraud instruction manuals online.

We already work with partners, including Action Fraud, the City of London Police and the National Cyber Security Centre to prevent fraudulent activity online and DWP monitor social media platforms regularly. Additionally, Ofcom’s first Online Safety Codes of Practice sets out an expectation that large services at medium or high risk of fraud provide DWP with access to a dedicated channel for reporting fraud. Under the Online Safety Act 2023, social media companies now have a legal duty to remove illegal content, including fraudulent material.

As has been the case for many years under successive administrations, DWP does not generally allow evidence for health and disability benefits to be submitted via email. This is because this evidence often contains sensitive personal data, which must be submitted via more secure means. Contact methods, including evidence submission, for Access to Work was brought into alignment with this policy.

We do, however, support alternative methods of communication, including the use of email, for customers who, because of their disability or health condition, are unable to submit evidence by other means.

We do not anticipate any significant impact on processing times for Access to Work customers. We also continue to prioritise employed and self-employed applicants who are due to start work within the next four weeks or renewing existing grants, to minimise disruption to employment.

We are reviewing all aspects of Access to Work as we develop plans for reform and ensure Access to Work is tailored to the needs of all customers.

The volume of New Style Employment and Support Allowance (NS ESA) new claims awarded has not increased in the past three years.

NS ESA new claims awarded:

*Data is taken from internal Management Information. Volumes have been rounded to the nearest ten.

*Volumes for 2025/26 only include awards made between April 2025 and September 2025, therefore are not comparable to 2022/23 – 2024/25.

There is a wide range of support available through the benefits system for families who have a member affected by a long-term illness. Universal Credit can provide financial help for eligible households including additional support in respect of health conditions or caring responsibilities, depending on their circumstances.

Additionally Personal Independence Payment (PIP) is designed to help people aged 16 to state pension age with the extra costs arising from a long-term physical or mental health condition or disability. It is intended to support individuals in leading full, active, and independent lives.

The child‑friendly version of the government’s Child Poverty Strategy is designed to help teachers and parents talk to children about the challenges facing children and families in poverty. It provides a clear, reassuring, and age‑appropriate overview of what poverty means, why some families face difficulties, and the actions the government is taking in response.

In developing the strategy, the government undertook structured engagement with children and families experiencing poverty, placing their views at the centre of the work. A Children’s Rights Impact Assessment was also published, outlining the expected positive effects on children’s rights. The child-friendly version of the Strategy (attached) and the Children’s Rights Impact Assessment can be found on the Strategy’s gov.uk webpages: Our Children, Our Future: How the government is helping children and families (Child Friendly) and Child Poverty Strategy: Child Rights - GOV.UK.

UNICEF has shared the strategy with its network of 1,600 Rights Respecting primary schools, and the Department for Education has highlighted it in its sector communications. Further promotion has been supported through social media activity and a stakeholder toolkit to help raise awareness of the child‑friendly strategy.

While Universal Credit is delivered as a digital first service, the Department recognises some customers need support to access or manage services online. Universal Credit is designed and built in line with accessibility standards and is regularly tested with users who have a range of access needs, including learning disabilities. Features such as step-by-step journeys, plain English and clear prompts are built-in to support understanding and reduce cognitive load.

Where customers have health conditions or learning disabilities, support is provided operationally through tailored help and reasonable adjustments. Any agreed adjustments are recorded on the customer’s account and reviewed regularly, ensuring support can be delivered consistently throughout the Universal Credit journey. These include telephone and face-to-face support, postal correspondence, home visits and support from an appointee or representative to act on the customer’s behalf if appropriate. The Department also offers the Help to Claim service, delivered by Citizens Advice and Citizens Advice Scotland and provides enhanced support for vulnerable customers, including some moving from ESA.

In addition, regarding session time‑outs, there is a feature to give users the opportunity to extend the time for them to complete that stage. When making a claim there are many points where the data is autosaved, meaning that when a customer is timed out their information is mainly saved. Where session length or digital interaction presents a barrier, customers can be supported through assisted digital routes or non‑digital channels, tailored to their individual needs.

There is continued focus on accessibility and support, allowing customers to transact via a variety of channels according to their needs, including offering non‑digital routes, reasonable adjustments and tailored help for customers who may struggle with the claims process.

The Minister did not attend the Labour Muslim Network panel event on the 6^th December in his Ministerial capacity.