Oral Answers to Questions

Debate between Peter Heaton-Jones and Priti Patel

Monday 1st February 2016 Commons Chamber

[Priti Patel]

I would be very happy to look at this case with the hon. Lady to see what support we can provide her constituent. She makes an important point, which is that he wants to work and therefore should be supported to stay in employment, too.

[Peter Heaton-Jones (North Devon) (Con)]

I look forward to welcoming my hon. Friend the Minister for Disabled People to North Devon next month for a Disability Confident event. Does he agree that these are very important events, not only for people with disabilities, to bring them closer to the world of work, but for employers, who do not realise what untapped talent there is?

Welfare Reform and Work Bill (First sitting)

Debate between Peter Heaton-Jones and Priti Patel

Thursday 10th September 2015 Public Bill Committees

[Peter Heaton-Jones]

Q 39 Picking up on the point about the support that is available for lone parents at Jobcentre Plus, we have seen a steady increase in the employment rate among lone parents. Is that because the advisory role being undertaken by Jobcentre Plus is working?

Neera Sharma: I believe that in some areas it is working, but there are huge geographical variations, especially for parents who have been out of the labour market for a long time or for vulnerable parents who may have disabilities or have a child with a disability. It varies incredibly from one area to another. Also, advisers have quite a lot of discretion in how they support families and deal with conditionality and sanctions, so I would reinforce Emma’s point around better training and guidance for staff in Jobcentre Plus, especially in their dealings with families who are vulnerable. They will see more of those families seeking their advice as the conditionality of parents with younger children starts to commence.

Emma Stewart: Can I just add that we have also seen a large increase in in-work poverty? The data on more lone parents working is clearly true, but the extent to which they are working in sustainable, quality jobs is not yet fully evidenced. We know from Work programme sustainability rates that the churn is still quite high for lone parents who are moved into work and moved off benefits, but then come back on because they find it hard to sustain a job as it is not paying enough.

[Priti Patel]

Q 40 As part of universal credit, DWP is looking at how best to support claimants who are in work but are low paid, and there are trials under way already. Emma, you mentioned that more work could be done, particularly working with the Department for Business, Innovation and Skills and employers. What are your thoughts on that? What practical advice and support could be put in place, and what more could employers do in this space?

Emma Stewart: Government can lead by example; that is a practical thing. Government at local authority and centralised level can advocate, and, as an employer itself, operate an approach where it embraces flexible hiring, so that it would be open to applicants for its own vacancies on the basis that it consider how, when and where jobs are done from day one and not from 26 weeks, which is the big shift that we are looking for.

In terms of what it can do to engage with employers through the LEP model, which is in principle employer-led, there needs to be more focus and more of a driver to embrace the need to think about flexible labour markets, to encourage flexibility, and to wrap that into commissioning. A practical thing could be done through Universal Jobmatch when someone tries to apply for a job. At the moment, if an employer tries to log one, there is no real prompt to say, “Would you consider flexible hours in this job?” That is a simple tool that can be implemented quickly.

In terms of engaging with employers, the challenge around in-work progression is a difficult one, but we do not think there is a legislative answer. It is about encouraging employers to see the business gain. BIS has done lots of good work on the legislative side of things, but needs to think about how it can create an argument, engage business and highlight good business practice in this space. We have a lot of employers who we work with via the jobsite and recruitment agency who are doing this, but there is still a big attitudinal issue that flexibility goes the wrong way for business.