Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what recent assessment he has made of the potential impact of proposed reforms to Work Capability Assessments on severely immunocompromised people who are recovering from (a) stem cell transplants, (b) CAR-T immunotherapy and (c) other long-term conditions resulting from treatments; and if he make an assessment of the adequacy of (a) statutory sick pay and (B) time taken to access other potential state benefits for those patients.

The Pathways to Work Green Paper outlined our plan to end the link between capacity to work and additional financial support and the binary categorisation of claimants as “can or can’t work” by abolishing the Work Capability Assessment (WCA). Instead, any extra financial support for health conditions in Universal Credit (UC) will be assessed via a single assessment – the Personal Independence Payment (PIP) assessment (in England and Wales) – and be based on the impact of disability on daily living, not on capacity to work.

Due to its link with the PIP assessment, WCA abolition will not take place until after the Timms Review into PIP has reported. We are currently considering how the future system will operate and will provide further information in due course.

Statutory Sick Pay (SSP) is designed to balance support for an individual when they are unable to work due to sickness or ill health, with the costs to employers of providing this support. The Government is strengthening SSP as part of our plan to Make Work Pay, ensuring the safety net of sick pay is available to those who need it most. We are doing this through the Employment Rights Act. From 6 April this year the changes we are making include:

• Removing the Lower Earnings Limit so more low-paid employees qualify.
• Removing the waiting period so SSP is paid from the first day of sickness.

As a result, up to 1.3 million low-paid employees will become eligible for SSP. The removal of the three-day waiting period will mean that all employees receive at least £60 extra at the start of their sickness absence. According to the Government’s impact assessment, these changes will also increase the total amount of sick pay paid to employees by approximately £420 million per year.

For PIP awards, we always aim to make an award decision as quickly as possible, taking into account the need to review all available evidence, including that from the claimant.  In most instances PIP awards can be backdated to the date of claim. 

PIP waiting times have decreased since August 2021, with the latest statistics showing that the average end-to-end journey has reduced from 26 weeks in August 2021 to 16 weeks at the end of October 2025.