Asked by: Zubir Ahmed (Labour - Glasgow South West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what estimate he has made of the value of child maintenance arrears that the Child Maintenance Service has been unable to recover in each of the last five years; and what steps he is taking to improve recovery of those arrears.
Answered by Lilian Greenwood - Parliamentary Under-Secretary (Department for Work and Pensions)
DWP publishes Child Maintenance Service official statistics every three months. Table 4 of the latest national tables shows the amount of unpaid maintenance due through Collect and Pay in each quarter from January 2015 to March 2026, while table 5 shows the cumulative amount due since the CMS began and the proportion remaining unpaid. 7% of the total maintenance due through Collect and Pay since the CMS began remains to be collected. All arrears are treated as collectable unless the receiving parent and/ or child in Scotland, asks CMS to cease action, or in limited circumstances where recovery is not possible.
As arrears are not owed to the Department but to the receiving parent, CMS does not classify debt as uncollectable and has not estimated the value of arrears that cannot be recovered.
CMS continues to pursue unpaid maintenance of all ages and takes enforcement action where appropriate based on a paying parent's ability to pay, which may vary over time. To improve recovery of arrears, CMS uses all available enforcement powers where necessary, including action through Service partners such as Enforcement Agents and, if necessary, to initiate sanctions through HMCTS to secure payment of outstanding child maintenance and ensure children receive the financial support to which they are entitled.
Asked by: Zubir Ahmed (Labour - Glasgow South West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps he is taking to support people with autism to access employment, including through making recruitment processes more accessible and expanding work placement opportunities.
Answered by Diana Johnson - Minister of State (Department of Health and Social Care)
The Department for Work and Pensions is committed to helping autistic and neurodivergent people to enter and remain in work.
DWP delivers the GB-wide (England, Scotland and Wales) Disability Confident scheme, encouraging employers to create disability inclusive workplaces and to support disabled people to get work and get on in work. It provides employers with the knowledge, skills, and confidence they need to attract, recruit, retain and develop disabled people in the workplace. Disability Confident reforms, announced in January 2026, will introduce clearer standards, improved verification mechanisms, and embed lived experience at the heart of the process. Test and learn activity has started, with a strengthened scheme launching later in the year and further enhancements to follow.
Practical workplace support is available through Access to Work, a demand-led, personalised discretionary grant delivered across Great Britain. It supports workplace adjustments that go beyond an employer’s responsibilities under the Equality Act 2010. The scheme is available to people with disabilities or health conditions, including neurodivergent conditions, where these affect their ability to work. Since September 2013, Access to Work has provided funding for the in-work support needs of young disabled people participating in a Department for Education Supported Internship or the Scottish and Welsh equivalent programs.
In England and Wales, our specialist Supported Employment programme, Connect to Work, is for anyone who is disabled, has a health condition or is experiencing non-health related barriers to work. Participants are given a dedicated specialist employment support adviser who works alongside them to understand their career goals and help them to address any specific barriers to employment. Connect to Work has a specialist pathway for neurodivergent and learning-disabled participants, using the Supported Employment Quality Framework (SEQF).
In 2025, DWP launched an independent advisory panel of academics with expertise and lived experiences of neurodiversity to advise us on boosting neurodiversity awareness and inclusion at work. The panel considered the reasons why neurodivergent people often have poor experiences in the workplace, and a low overall employment rate. Their findings and the Department’s response will be published in due course.