Oral Answers to Questions

Craig Tracey Excerpts

Monday 13th May 2024 Commons Chamber

[Mims Davies]

The hon. Gentleman and the Minister for Employment, my hon. Friend the Member for Bury St Edmunds (Jo Churchill), are linking together on this. We have specialist SWAPs for people on the autism spectrum so that we can see that talent and ability. Autistica estimates that one in 70 people are autistic—that is around 1 million across the UK—but sadly just three in 10 of working-age autistic disabled people are in employment, and the Government are determined to tackle that with the review.

[Craig Tracey (North Warwickshire) (Con)]

14. What steps his Department is taking to help reduce unemployment.

[Dr Jamie Wallis (Bridgend) (Con)]

19. What steps his Department is taking to help reduce unemployment.

[The Secretary of State for Work and Pensions (Mel Stride)]

We are bearing down on unemployment, not least through the sterling work of our JCP work coaches, as well as through the back to work plan that my right hon. Friend the Chancellor recently announced.

[Craig Tracey]

This Friday, I will be hosting my next jobs fair in Atherstone, along with the local DWP. While these events have been successful, with more than 30 businesses typically on hand with live jobs on offer, one of the regular bits of feedback I get is that access to transport is often a barrier to people taking up jobs, particularly where those jobs might be out of the town centre or in industrial parks, and particularly before that first pay packet comes in. Will the Secretary of State set out what if any support is available to help as many people get into some of the fantastic opportunities we have in North Warwickshire and Bedworth?

[Mel Stride]

I thank my hon. Friend for the extraordinary work that he does locally to support people into work. He asks what support there is for those with travel challenges. The flexible support fund is there for a variety of different uses, but one is to help with exactly the issue he raises for the first three months of employment.

Oral Answers to Questions

Craig Tracey Excerpts

Monday 5th February 2024 Commons Chamber

[Mrs Flick Drummond (Meon Valley) (Con)]

1. What steps his Department is taking to help people save for the future.

[Craig Tracey (North Warwickshire) (Con)]

10. What steps his Department is taking to help people save for the future.

[James Sunderland (Bracknell) (Con)]

19. What steps his Department is taking to help people save for the future.

--- Later in debate ---

[Mel Stride]

The increase in take-up since 2012 has been extraordinary, particularly among women, for whom the rate was 40% in 2012 and is now 86% and in line with men. My hon. Friend will know about the 2017 review that we conducted on auto-enrolment. As and when we bring in those changes, that will mean 3 million more people auto-enrolled with £2 billion of additional savings each year.

[Craig Tracey]

I am chair of the insurance and financial services all-party parliamentary group, and financial inclusion has been one of our key areas of focus, particularly following the pandemic which showed that anybody has the potential to quickly become vulnerable. What are the Government doing to increase the financial resilience of our constituents and make them best placed to cope should such an unforeseen event happen again?

[Mel Stride]

May I first recognise the fantastic work my hon. Friend does on financial resilience? The Government have, through very difficult times, come forward with £104 billion of cost of living payments between 2022 and 2025. I would point my hon. Friend to one particular scheme: the help to save scheme encourages low-income households to save and we have recently extended that by 18 months, until April 2025.

Oral Answers to Questions

Craig Tracey Excerpts

Monday 30th November 2020 Commons Chamber

[Will Quince]

My hon. Friend is absolutely right, and he is a huge advocate and supporter of his local jobcentre. We have made all our jobcentres covid-secure, including Harrogate, by introducing a range of safety measures, including screened desks, social distancing signage, mandatory face covering for claimants, the provision of hand sanitiser and regular touch-point cleaning, but for those who are unable to attend a jobcentre, and depending on their individual circumstances, alternative arrangements can of course be put in place.

[Craig Tracey (North Warwickshire) (Con)]

What progress her Department has made in recruiting additional work coaches.

[The Parliamentary Under-Secretary of State for Work and Pensions (Mims Davies)]

My hon. Friend will be aware that we have committed to recruit an additional 13,500 work coaches by March 2021, and we are on track to meet that. Since July, 5,468 have been recruited, and I had the pleasure of meeting some of our new London recruits at the Department for Work and Pensions’ Caxton House. I was delighted by the additional positivity, diversity of skills and fresh knowledge they bring to the DWP family.

[Craig Tracey]

It is great to hear that progress is being made on that, and I am sure the Minister would agree that its success depends not just on quantity, but quality. Can she confirm what measures are being taken to ensure that these coaches have the right experience and training to ensure that they provide real value? In recognising that people will have vastly different needs, what will be done to ensure that they are connected with the right coach, rather than just a coach?

[Mims Davies]

All our new work coaches receive six weeks’ up-front training. That includes a week’s induction, followed by an initial 25 days’ intensive training, 20 days’ facilitated learning and five days’ consolidation. Their ongoing learning continues with access to action learning sets, bite-sized products and a learning hub to help build their confidence and skills as they continue to grow in their role. My hon. Friend will be pleased to know that a second round of recruitment will kick off in his region in the run-up to Christmas, looking for almost 200 more work coaches.

Oral Answers to Questions

Craig Tracey Excerpts

Monday 11th May 2020 Commons Chamber

The Secretary of State was asked—

[Craig Tracey (North Warwickshire) (Con)]

What steps her Department is taking to support and protect disabled people during the covid-19 outbreak.

[The Minister for Disabled People, Health and Work (Justin Tomlinson)]

To provide greater financial security at this time, we have automatically extended by six months PIP—personal independent payment—awards for existing claimants that are due to be reviewed or reassessed and have suspended all face-to-face assessments of disability benefits for three months.

[Craig Tracey [V]]

[Inaudible.]

[Mr Speaker]

Unfortunately we have lost Craig Tracey. I call Vicky Foxcroft.

--- Later in debate ---

[Mr Speaker]

We go back to Craig Tracey.

[Craig Tracey [V]]

Can the Minister give further guidance specifically on PIPs? I have been contacted by several constituents who are either looking to access them for the first time or due a reassessment. With face-to-face assessments understandably suspended due to the pandemic, will the Minister confirm what action the Department is taking to ensure that my constituents can access this vital support as quickly as possible?

[Justin Tomlinson]

My hon. Friend is diligent in championing the issues that his constituents face. We have rightly continued to accept new claims; we are allowing reviews where claimants accept them, particularly where their condition may have deteriorated and they could be eligible for greater financial support; and we are prioritising terminally ill claimants. I know that that work has been very warmly welcomed by stakeholders.

Pensions Dashboard

Craig Tracey Excerpts

Wednesday 6th February 2019 Westminster Hall

[Craig Tracey (North Warwickshire) (Con)]

It is a pleasure to serve under your chairmanship, Ms Ryan. I congratulate my hon. Friend the Member for Hendon (Dr Offord) on securing the debate. I declare an interest as chair of the all-party parliamentary group for insurance and financial services.

I welcome the concept of the pensions dashboard. My hon. Friend the Minister knows that I am a huge fan of it. The world of work is changing. The Government estimate that people will have up to 11 jobs during their working life. That potentially means 11 different pension pots during that time, so it will be very difficult for people to keep track of the funds and work out how much money they will have when they stop working. I cannot claim to have had anywhere near as many jobs as my hon. Friend the Member for Clacton (Giles Watling), but having had two jobs before this one, even I find it difficult to keep up to date with the pension funds and who administers them now. The issue is not just that I have changed jobs, but that the companies that administer the funds have changed because the funds have changed hands. It is really difficult to keep up with that.

Figures from the insurance company Aviva show that there is about £400 million-worth of unclaimed pension savings. That highlights the fact that people do not know how much they have or where their pensions are. The Department for Work and Pensions estimates that, without the dashboard, 50 million pension pots will be dormant by 2050. I am therefore sure that, across the Chamber, we will agree that there is huge merit in the pensions dashboard, which will allow savers to view all their pension savings, including the state pension, in a single online place of their choosing. Certainly the feedback that we have had in the all-party group is that there is strong consumer support for that.

I congratulate the Minister on his tenacity in persevering with the pensions dashboard. I know that it has not always been straightforward, but he has seen this as a really good concept, and that is to be applauded.

I reiterate many of the points made by other hon. Members. The hon. Member for Strangford (Jim Shannon) made an interesting point about his mum. My dad was a financial adviser, and I remember him saying to me when I was 17 and had my first job, “Put £10 a month into your pension pot. You’ll never miss it.” He was paying me only £15 a month at the time, I think, but I did not really miss it. There was good economic sense in doing that at the time. We need to get people engaged early in life. The more we can do that, the more their pots will accrue. With an ageing society, it is more important than ever to help people keep track of their pension savings, as I have said.

Having echoed those points, I want to raise just three points with the Minister, and I would be grateful for his remarks on them. First, I agree with the DWP and the Association of British Insurers that competition is key, so multiple dashboards should be available. That will encourage a greater level of innovation, personalisation and consumer orientation. The proposed collaborative approach between the industry and Government is absolutely the right one to take.

However, there is a worry in the industry—this point was raised by my hon. Friend the Member for Hendon—that the state dashboard might be done first and then be followed by subsequent dashboards at a later date. Will the Minister comment on the current thinking on that? I think that it could lead to confusion, with people switching and so on, so it would seem sensible to launch them all together.

Secondly, I have heard concerns raised about the funding of both the dashboard and the single financial guidance body. The feedback is that it is important that all providers pay their fair share. There are worries that the proposed model, which uses only the Financial Conduct Authority levies, means that not all will contribute equally. I am thinking in particular of occupational pensions. Again, I would be grateful if the Minister commented on that.

My final point is something of a personal crusade. There is talk of a midlife MOT for people so that they can check where they are in life—how well they are doing and how prepared they are. I suggest that we go further than that and introduce checks every 10 years from point zero, where people are given feedback about their pension pots. If people see that the money starts at zero and they have to build it up by being in work and accruing a fund, I think it will encourage them to work. They will see that they are actually working towards their future by being employed and that if they want a better quality of life in retirement, putting more in their pension pot during their working life will assist that.

To conclude, I welcome the proposals and again thank the Minister for the work that he has done to get them on the table.

Oral Answers to Questions

Craig Tracey Excerpts

Monday 2nd July 2018 Commons Chamber

[The Parliamentary Under-Secretary of State for Work and Pensions (Kit Malthouse)]

I am more than happy to meet the hon. Gentleman and his constituent to discuss that particular issue. He will be aware that earlier this year the Government consulted on changes to the rules about child maintenance, including a power to impute an income from assets of 8.5%, and we hope to publish the conclusions from that consultation shortly.

[Craig Tracey (North Warwickshire) (Con)]

The last jobs fair that I held in my constituency focused on Disability Confident employers, and it is great to see that more than 5,000 are now signed up nationally. What more can MPs do to encourage more employers to join this fantastic scheme?

[The Minister for Disabled People, Health and Work (Sarah Newton)]

I am very grateful for the hard work that my hon. Friend is putting into his constituency. I have great news: the latest figures show that just under 7,000 employers have signed up to the Disability Confident scheme. I would really welcome every Member of this House signing up to the 100-day challenge in order to help their many constituents who would really like to work. There is something that everybody can do—[Interruption]—constructively, rather than chuntering from a sedentary position.

Oral Answers to Questions

Craig Tracey Excerpts

Monday 21st May 2018 Commons Chamber

[Alok Sharma]

As the hon. Lady will know, a report that was published last year by the National Federation of ALMOs found that more than three quarters of tenants who started claiming universal credit were already in rent arrears. Other research shows that after four months on universal credit the number of claimants in arrears fell by a third. The key point is to make sure that we get help to individuals and that is precisely what the budget changes the Secretary of State has outlined do.

[Craig Tracey (North Warwickshire) (Con)]

Could the Minister confirm whether, under universal credit, claimants are more likely to be in work within six months than they were under jobseeker’s allowance?

[Alok Sharma]

Yes, I can absolutely confirm that under universal credit claimants can get into work faster and stay in work longer than under the legacy system.

Oral Answers to Questions

Craig Tracey Excerpts

Monday 26th March 2018 Commons Chamber

[Ms McVey]

I appreciate the right hon. Gentleman saying that I could speak to and work with him to see what is happening in Birkenhead. What I know is that we on this side of the House brought forward up to 100% advances, so that anyone in need of money could have it. We have also stopped the waiting days, and from April we are providing the two-week housing payment. That is what we on this side of the House have done to protect the most vulnerable, but the Opposition voted against it.

[Craig Tracey (North Warwickshire) (Con)]

23. I recently visited jobcentre staff in Bedworth to see how universal credit was helping my constituents. I was delighted to hear of encouraging examples of success, including one claimant who had been helped into work within weeks. Under the previous system, she would have waited months to get the same help. Does this not show that universal credit is acting faster to transform lives?

[Ms McVey]

My hon. Friend is correct, and I want to thank him for going to meet people at his Jobcentre Plus and for speaking to the dedicated work coaches who are working tirelessly to help people to get into work. These are the tales that I am hearing. Universal credit is an in-work and out-of-work benefit. We are about getting people into a job and then helping them with progression, so that they can get into a job and have a career and also have job progression. That is why we have over 3 million more people in work.

Financial Guidance and Claims Bill [ Lords ] (First sitting)

Craig Tracey Excerpts

Committee Debate: 1st sitting: House of Commons
Thursday 1st February 2018 Public Bill Committees

[Yvonne Fovargue]

I support the hon. Lady’s request for definition of the terms, although I recognise that it is difficult not to stray into other areas. A further concern is that the information, guidance and advice need to be free and impartial. There are too many pensions providers that spend a lot of money—I heard of one spending £15 million—on ensuring their advice is compliant with all the FCA impartiality rules. As somebody said, if pension providers are spending £15 million on making their advice impartial, they must be expecting some return on their investment. That worries me—that people are gently steered towards a particular product if they go to a particular service.

I believe that some of the comparison websites that people use are not always impartial. If they take money for the top rankings, they are not providing a properly impartial service. People do not understand the differences between those comparison website that have paid-for rankings at the top and those that are completely impartial, based on objective criteria. Guidance on the types of investment can be different when it leads to a product sale, unlike when it is just helping a consumer through their options, completely free of any sales pitch.

[Craig Tracey (North Warwickshire) (Con)]

I declare an interest as chairman of the all-party parliamentary group on insurance and financial services. I welcome the Bill in general, and from my conversations with the insurance industry I know that it is very supportive of the Bill and of the establishment of the single financial guidance body as great step forward to having access to guidance at relevant points in life. Because of the welcome pension freedoms, that guidance has become more essential than ever before.

There is good practice in the industry already—for example, Aviva insurance is running its MOT at 50 scheme, on which the preliminary feedback has been very positive. The results show that getting advice made people far more engaged with their finances and more likely to plan for their retirement, and many went on to seek regulated advice. The crucial point that Aviva made was that by delivering the MOT at 50, people had time to change their plans, think realistically about the future to meet their retirement objectives.

I want the Minister to give clarification on three points. First, what will the Bill provide for consumers? From the APPG’s and my perspective, it should look at providing financial resilience, promoting early intervention to prepare for life events, and raising awareness of the benefits of protection products, which are particularly helpful for the self-employed—things such as income protection, critical illness and life insurance. In my experience as a broker, people generally only took those when it was too late and when they had had a bad experience. If we can help to advise people ahead of incidents, that would be really useful.

Secondly, could we have clarification on the timeline for implementing the SFGB and assurances that transitional agreements will provide certainty of access to guidance for consumers, and certainty for providers in relation to signposting arrangements? Thirdly, will the Minister set out how the new body will set standards to be approved by the FCA? The Bill says that that should happen, but it does not specify how it should be approached or how it intends to set out the strategy. Could the Minister provide some guidance on that? I appreciate that the answer to the third point might be quite detailed and I will be happy if we wants to write to me with the information. I look forward to his response.

[Jack Dromey]

On the pensions dashboard—

Long-term Health Problems and Work Outcomes

Craig Tracey Excerpts

Tuesday 18th April 2017 Westminster Hall

[Craig Tracey (North Warwickshire) (Con)]

I beg to move,

That this House has considered the role of employers in improving work outcomes for people with long-term health problems.

It is a pleasure to serve under your chairmanship on this very interesting day, Mr Hollobone. The Prime Minister has promised that her Government

“will do everything we can to help anybody, whatever your background, to go as far as your talents will take you.”

Today, I intend to focus on what that means for employers of people with long-term health problems and disabilities. In all the very welcome debate about how the Government can best achieve their aim of halving the disability employment gap, the critical role of employers in supporting people to stay in work and, more positively, to reach their potential has been relatively neglected. “Improving Lives”, the Green Paper on work, health and disability, is an excellent foundation to start filling that gap. The Department for Health and the Department for Work and Pensions are to be commended for working in partnership and shining a light on the role employers can play in preventing people from falling out of work through ill health.

Some 83% of disabled people acquire their disability during their working lives. We all know friends, colleagues, family members and constituents who had a job and then suffered a serious health problem. We have seen how, once the shock of diagnosis starts to dull, people quickly ask themselves whether they will be able to keep working and how they will support themselves and their loved ones. When ill health stops someone from working long term, getting back to work can be a key milestone in their recovery and a big step towards them feeling themselves again.

Effective support from employers can make an enormous difference to people’s physical, mental and emotional health and to their chances of returning to work. But sadly, the reverse is also true. Many employers do not create a culture where employees can even disclose health problems. Groundbreaking campaigns such as “Time to Talk” and those run by Heads Together have done much to make it easier for people to speak about their mental health, for example, but too many people are still too scared to speak to their employer and too few employers are ready to respond in the right way.

Research by the Mental Health Foundation last year found that 45% of working people with a diagnosed mental health problem had not disclosed it to their employer in the past five years. Of those who had told their employer, only half reported mainly positive consequences. As one of the people who took part in the research said,

“no one is able to say, ‘I have a mental health problem and I can’t come to work today’”.

As co-chair of the all-party parliamentary group on breast cancer, I have heard at first hand how hard many people find it to tell their employer that they have cancer. I suspect that may be even more of an issue for those types of cancer that are more common among men. Research by the charity Maggie’s found that one in five men with cancer find it so difficult to tell their employer that they put it off until they have to leave work to seek treatment. One in 10 do not tell their employer at all. If employees do not feel they can disclose a health problem, employers cannot hope to put in place the right support.

[Jim Shannon (Strangford) (DUP)]

I congratulate the hon. Gentleman on bringing this important matter forward for debate. Does he agree that one way of doing it would be for the Government to create an index of employers based on how they support staff with disabilities and health conditions? Companies could be encouraged to consider how best to promote disability inclusion. Further, the Government could look at how employers’ legal and tax obligations could be changed to incentivise them to engage more proactively with the health of workers.

[Craig Tracey]

The hon. Gentleman is right, and I will touch on tax incentives later. There are lots of opportunities there. The Green Paper is a good and innovative start in looking at how we can move things forward.

The earlier those open supportive conversations between employers and employees happen, the more effective the support will be. Well-managed employees can focus on their recovery and are more likely to successfully come back to work when they are ready.

[Jo Churchill (Bury St Edmunds) (Con)]

By 2035, one in two people will get cancer. In the two short years I have been in Parliament, I can think of perhaps half a dozen colleagues across the House who have had cancer. Cancer is often defined by its survivorship, such as the great work that Macmillan does. Does my hon. Friend agree that a more open dialogue allows people to be helped through that illness—which is not necessarily a long-term condition or a terminal illness—so that they can return to work and enjoy fulfilling careers and supporting their families?

[Craig Tracey]

I thank my hon. Friend for that intervention. I know she speaks from experience. She is a few steps ahead, mind-reading my speech. I will come to the valid point she makes, but I definitely agree with her comments.

Obviously such conditions can have many knock-on effects for families. When someone gives up work for health reasons, their partner will often cut back or stop working to become their carer. That can double the financial impact. Employers clearly have an enormous role to play in the health and working lives of disabled people and those with long-term health conditions. As the number of working people living with chronic health problems grows, the impact employers have on the population’s work and health outcomes—both positive and negative—will grow, too. Around 21 million people of working age in the UK will have at least one long-term condition by 2030. By the same year, the number of working-age people with cancer is set to increase from the current figure of 750,000 to an estimated 1.7 million. Ensuring that employers retain as many of those people as possible and support them to progress their careers will also help the Government to tackle some of the other big challenges facing our society.

The Government’s report “Fuller Working Lives: a partnership approach” and the recent independent review of the state pension age by John Cridland are both responses to our ageing workforce. Demographic change is sometimes presented as a problem for the long term, but we need to confront some implications now. In five years’ time, there will be 763,000 more people in the UK aged 50 to 64 and 292,000 fewer aged 16 to 49. One in eight people stop working before reaching the current state pension age due to ill health or disability, and raising the pension age will only increase that figure. It is inevitable that as people age, they are more likely to have health problems—half of over-50s have a long-term health problem—but it is not inevitable that so many should be forced to give up work.

More flexible and understanding employers would retain a greater amount of those people, and it would also mean that people would retire with bigger pension pots. The DWP has said that if the average earner worked to 65 instead of 55, they could have more than £200,000 in extra income and increase their pension by 60%. It would also be good for people’s health and the sustainability of the health service. The “Five Year Forward View” for the NHS in England recognises the need for “new partnerships” with employers to help people

“get and stay in employment”

as part of a

“radical upgrade in prevention and public health”

to protect

“the sustainability of the NHS, and the economic prosperity of Britain”.

I am pleased that the Government prioritised the critical role of employers in the Green Paper, which also makes a strong business case for employers to invest in inclusive workplaces and health and wellbeing. It would reduce the £9 billion direct cost of sickness absence and boost productivity through healthier, more engaged employees. The Green Paper includes welcome plans to ensure that the public sector

“leads the way in developing employment practices that allow disabled people and people with health conditions to flourish.”

But it is the Government’s proposals for the 26 million people working in the private and third sectors that could have the biggest impact on work and health outcomes, and it is on those that I wish to focus. The Green Paper asks how those employers could be incentivised to invest in the things we know create healthy workplaces and prevent people from falling out of work. How can we create a culture where people feel confident about disclosing health problems? How can we ensure employers have regular conversations with employees who are off work to agree steps to support their return? How can employers put in place timely access to occupational health and vocational rehabilitation support? The Green Paper proposes sensible reforms to statutory sick pay to ensure that people are not penalised financially by returning to work. It also proposes putting in place a one-stop shop for employers with information on the different things they can do to support staff and the return on investment they can expect to see from such measures.

While such measures would be welcome, they would not alone bring about the vision set out in the Green Paper of a society where everyone is ambitious for disabled people and those with long-term conditions, where jobs actively support and nurture health and wellbeing and where everyone at risk of long-term absence or falling out of work due to ill health gets early action as needed to stay in or return to work. The Government acknowledge that much more needs to be done.

The Green Paper is a call for bold, ambitious ideas and I understand the response from individuals, charities, employers and others has been very encouraging, with thousands already putting their views forward. That momentum must not be lost. Making progress towards the Government’s vision will bring enormous benefits to working people who live with long-term health problems, and to their families, employers, the economy and taxpayers. My first question to the Minister is therefore how the Government will involve those outside Parliament who have engaged so valuably up to now and have so much to bring to the debate.

My second question relates to one of the bold ideas put forward to rapidly improve the ability of employers to provide effective early support for those at risk of long-term sickness absence. The Green Paper includes a section on group income protection insurance, recognising that it not only provides an income to those who are too ill to work, but also includes vocational rehabilitation and practical support for employers, which together prevents and reduces sickness absence and stops people from falling out of work altogether. Group income protection insurance is purchased by employers, who cover their staff. One virtue of that is that, save for the very highest earners, there is no medical underwriting, which means that insurers do not ask any questions about employees’ medical history or existing conditions. People with health problems are covered at no additional cost.

The evidence is that group income protection is highly effective. The Green Paper cites a report from the Centre for Economics and Business Research, which found that such insurance reduces the length of sickness absence by an average of 16.6%. Research from one provider, Unum, found that seven out of 10 people with serious health problems who used its return-to-work service got back to work with the same employer. The most common conditions for those returning to work were mental health and musculoskeletal problems, which are the two health problems prioritised in the Green Paper.

Currently, just 7% to 8% of employees have group income protection from their employer. The Green Paper states that the Government think group income protection insurance has a much greater role to play. Coverage is particularly low among female workers and those working for small and medium-sized employers, yet both are most likely to benefit from the support it provides. Rates of sickness absence and disability are higher among female workers than men, yet for some reason employers fail to protect them in equal numbers.

SMEs are less likely to have experience of managing someone with a serious health problem or to have access to human resources, occupational health or vocational rehab expertise. As a former small business owner myself, I know what an impact it has when one of a small team needs to take time off. I know how difficult it can be to try to support an employee with a long-term condition, while also meeting legal obligations and keeping a business on track.

In my role as chair of the all-party parliamentary group on insurance and financial services, I have received representations from across the sector that make the case for tax incentives for employers to invest in group income protection for their staff. Insurers, their trade bodies and employers, through EEF, make the case that a tax incentive for employers would be the most effective way to increase coverage. They argue it would raise awareness of the benefits of providing the insurance, would act as a signal from the Government that group income protection is something good that employers should consider investing in, and would stimulate demand for and supply of this insurance.

Working with its members, the Association of British Insurers has produced an economic evaluation highlighting the gains to taxpayers if a modest incentive increased coverage. Fewer people would fall out of work or would require state support. Those in work and those who were too ill to work and so receiving an insured income would continue paying taxes on their salaries. Will the Minister explain how the Government intend to support a much greater role for group income protection insurance? Are they minded to consider the case for a temporary tax incentive for employers, particularly SMEs, to invest in it?

The Green Paper vision is rightly ambitious and I am sure it will have broad support from those inside and outside the House who follow the debate. The Green Paper talks of a 10-year plan to achieve that, but there is clearly potential to make great strides in a much shorter timeframe. The Government can take action now that will make a huge difference to the lives of working people with long-term health problems, their families, employers and the taxpayer.

Janey, a solicitor who shares her story in a guide from the British Heart Foundation, was 35 when she was diagnosed with a serious heart condition after giving birth to a baby boy. Janey’s employer communicated with her and together they agreed a successful plan so she could return slowly and steadily to her job, starting after a long absence on a two-day week and building up to four days a week over six months. She got back to work doing longer hours, but always making sure she was home in time to be with her son. That is the kind of positive experience we want everyone to have. So my final question is how the Government will measure success in delivering their vision. What are their top priorities in supporting employers to improve the work and health outcomes of people with long-term health problems?

I welcome the Government’s approach to this important subject. There are some exciting opportunities for innovative solutions to help those with long-term problems to remain in work. I look forward to the Minister’s response.

[Mr Philip Hollobone (in the Chair)]

I know we are talking about long-term health issues, but I can see that the Minister is in some discomfort with a short-term health issue. It would be perfectly in order if she would like to give her speech sitting down.