Asked by: Jo Platt (Labour (Co-op) - Leigh and Atherton)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps her Department is taking to provide specialist employment support for unpaid carers to get into work.
Answered by Alison McGovern - Minister of State (Housing, Communities and Local Government)
Our Get Britain Working plan aims to reduce economic inactivity levels and take the first steps to delivering our long-term ambition to achieve an 80% employment rate. We want to ensure that everyone has the opportunities they need to achieve and thrive, to succeed and flourish. This includes unpaid carers, whereby many of whom are excluded from the labour market due to their caring responsibilities.
Customers providing care for fewer than 35 hours a week receive personalised support through their Work Coach, and their work expectation is tailored to fit caring responsibilities. Support includes identifying skills gaps and referral to skills training, careers advice, job search support, volunteering opportunities and access to the Flexible Support Fund to aid job entry. Unemployed customers who require more intensive employment support can also be referred to the Restart programme.
The weekly Carer’s Allowance earnings limit is now pegged to 16 hours work at National Living Wage (NLW) levels and in future it will increase when the NLW increases. The earnings limit increased to be £196 a week (net earnings) on 7 April 2025, compared to £151 in 2024/25. This is the largest ever increase in the earnings limit since Carer’s Allowance was introduced in 1976 and the highest percentage increase since 2001. This means carers who are receiving the NLW (and have not done overtime or received a bonus) will be able to work for 16 hours a week and still receive Carer's Allowance.
DWP also provides information to help carers and potential unpaid carers make informed decisions about combining work and care through their JobHelp Care Choices Site.
Asked by: Lisa Smart (Liberal Democrat - Hazel Grove)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, what assessment his Department has made of the potential merits of four-day working weeks.
Answered by Justin Madders
While the government continues to monitor the impact of flexible working, it has made no assessment of the four-day week specifically. Additionally, the government has no plans to mandate a four-day week, however, through the Employment Rights Bill we are giving employees better access to flexible working arrangements, where reasonably feasible. Not all businesses will be able to offer all forms of flexible working, and not all arrangements will suit all employees equally. We want to create a framework that encourages employers and employees to explore options for flexible working arrangements that suit both parties.
Asked by: Kim Johnson (Labour - Liverpool Riverside)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what delegated flexibilities are available to her Department for calculating (a) working hours and (b) actual hours worked.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
Terms and conditions of employment outside the Senior Civil Service are delegated to departments but must be managed in the public interest and in accordance with the Civil Service Management Code, and through consultation with the Cabinet Office and His Majesty's Treasury.
Where a term of employment is contractual, like working hours, it cannot be changed for existing employees other than with their expressed agreement or through collective bargaining with the trade unions.
Asked by: Neil Coyle (Labour - Bermondsey and Old Southwark)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether her Department has plans to change supported housing rules and regulations to allow disabled people to work more hours if they can; and whether she has plans to (a) monitor and (b) enforce how employers implement reasonable adjustments to work practices for disabled people.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Department acknowledges there is a challenge presented by the interaction between Universal Credit and Housing Benefit for those living in Supported Housing and Temporary Accommodation and receiving their housing support through Housing Benefit. The department will consider the issue carefully in partnership with stakeholders.
Despite this challenge, the Housing Benefit taper ensures a person is better off in work than wholly reliant on benefits. In addition to any financial advantage, there are important non-financial benefits of working. These benefits include learning new skills, improved confidence and independence, as well as a positive effect on an individual's mental and physical health.
It is recognised that employers play an important role in supporting disabled people and those with health conditions. Our support to employers includes a digital information service for employers and the Disability Confident Scheme. Employers must comply with the Equality Act 2010, including making reasonable adjustments for disabled employees and job applicants. The Government keeps the Equality Act 2010 under review, but no formal review is planned at this time.
Asked by: Jim Shannon (Democratic Unionist Party - Strangford)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many people have been sanctioned for claiming unemployment or sickness benefits whilst working and not declaring hours.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The department does not typically issue sanctions in these circumstances and a fraud or error penalty would instead be considered, where appropriate.
We always encourage individuals to notify the department when a change of circumstances occurs, to avoid incurring a penalty. Instructions on how to inform us of any changes can be found here: Benefits: report a change in your circumstances - GOV.UK
Asked by: Nadia Whittome (Labour - Nottingham East)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if she will make an assessment of the potential merits of increasing the number of weeks that people who live in supported accommodation and who have increased their working hours above 16 hours can claim extended housing benefit payments for.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
Most working-age customers residing in supported housing now receive Universal Credit for their daily living costs and Housing Benefit for their rent support. Customers in receipt of Universal Credit are not eligible for extended rent support as Universal Credit is both an in-work and out-of-work benefit.
Like Universal Credit, Housing Benefit has an income taper. As Housing Benefit may be claimed by those both in work and out of work, there are no rules around the number of hours that someone may work; instead, there are income tapers which apply.
The income taper in Housing Benefit ensures people in work are better off than someone wholly reliant on benefits. In addition to any financial advantage, there are important non-financial benefits of working. These benefits include learning new skills, improved confidence and independence as well as a positive effect on an individual's mental and physical health. However, Housing Benefit treatment of earnings is less generous than that of Universal Credit. Therefore, although customers living in Supported Housing are better off working than doing no work at all, they can be financially better off limiting the hours they work to ensure they retain a small amount of Universal Credit entitlement.
Notwithstanding these positive outcomes from work, the Department acknowledges there is a challenge presented by the interaction between Universal Credit and Housing Benefit for those residing in Supported Housing and Temporary Accommodation and receiving their housing support through Housing Benefit. The department will consider the issue carefully in partnership with stakeholders.
Asked by: Graeme Downie (Labour - Dunfermline and Dollar)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what support her Department provides to its employees that are kinship carers.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The potential support the Department for Work and Pensions provides to its employees that are kinship carers are, according to each person’s needs, a combination of flexi hours, flexible working patterns, special leave, adjusted duties and a carers’ passport to ensure that effective support can be transported when employees change jobs within DWP. Our employee assistance programme also offers wider support, which includes employee counselling, critical incident and bereavement support and legal/finance advice and signposting.
Asked by: Lord Colgrain (Conservative - Excepted Hereditary)
Question
To ask the Senior Deputy Speaker what has been the cost of the work on the Restoration and Renewal programme since 2012 in respect of (1) the salaries, recruitment fees, and redundancy payments for non-parliamentary staff, such as those working for the Sponsor Body and Delivery Authority, (2) the costs of contractors to undertake surveys and preparatory work, and (3) the work assessing and preparing decant locations.
Answered by Lord Gardiner of Kimble
The Parliamentary Works Sponsor Body and Restoration and Renewal (R&R) Delivery Authority were established in April and May 2020 respectively. The Sponsor Body was abolished on 1 January 2023 and its functions transferred to the R&R Client Team in Parliament. Prior to this, work related to the restoration and renewal of the Palace was funded and managed by the House Administrations. Both the R&R Client Team and Delivery Authority routinely publish information on costs, for instance in quarterly reports, annual reports, and memoranda provided to the Parliamentary Works Estimates Commission, as did the Sponsor Body prior to its abolition.
Staff costs for the Sponsor Body for its full two years of operation (2020-21 and 2021-22) are set out in its Annual Reports and Accounts (available at https://www.restorationandrenewal.uk/sponsor-body-archive), and amount to approximately £8.4 million. In 2022-23 the Sponsor Body was abolished and its costs merged into the R&R Client Team, which is a joint department of both Houses.
It is not possible to disaggregate recruitment fees for the Sponsor Body as this falls within other elements of expenditure. Approximately £540,000, excluding employer’s pensions and national insurance contributions, was paid in settlement payments to senior staff of the Sponsor Body (three Executive Directors and the Accounting Officer) which they were entitled to under their contracts, rather than seeking to transfer to the new Client Team. These settlement payments were approved by the Sponsor Body Nominations and Renumerations Committee and audited by the National Audit Office.
Staff costs for the R&R Delivery Authority from 2020-21 to 2023-24 are set out in its Annual Report and Financial Statements (available at https://www.restorationandrenewal.uk/about-us/corporate-publications), and amount to approximately £59.1 million. Recruitment fees in the Delivery Authority over this period amount to approximately £710,000.
Under the R&R Programme, tens of thousands of hours of complex building surveys and investigations to develop ever more detailed records of the Palace of Westminster have been carried out. These records are being used to inform design and planning, and future decisions on the essential restoration work required. Since its establishment in 2020 up to the end of 2023-24, the R&R Delivery Authority has spent approximately £28 million on surveys to the Palace.
The estimated costs incurred by the R&R Delivery Authority in respect of developing and assessing the QEII Conference Centre as the preferred decant location of the House of Lords from 2020-21 to 2023-24 is £12m. These figures do not include Sponsor Body, R&R Client Team, or House of Lords staff costs and do cover some other work related to temporary accommodation, where it is not possible to disaggregate work carried out by contractors to cover multiple activities. The work to assess and prepare for House of Commons decant location options, including the expenditure for that work, is the responsibility of the governance bodies in the House of Commons.
Asked by: Neil Duncan-Jordan (Labour - Poole)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if she will commission specialist support for carers who have not been in paid employment for some time on (a) managing finances, (b) work placements and (c) confidence building.
Answered by Alison McGovern - Minister of State (Housing, Communities and Local Government)
As we have promised in the recently published Get Britain Working White Paper, this government will be providing help more effectively by creating a new jobs and careers service to help people into work and get on at work, which will promote better joining up employment support.
This will build on what the Department for Work and Pensions already offer to support carers. Part time carers on Universal Credit receive tailored support from their Jobcentre Plus work coach, who will adjust work related requirements to fit around their caring responsibilities. Support also includes skills training, career advice, job search help, volunteering opportunities and access to the Flexible Support Fund to aid job entry.
Full time carers providing at least 35 hours caring per week, are not required to undertake any work-related activities, but they can access employment support voluntarily.
Additionally, the department launched the Jobhelp pages offering advice to help carers make informed decisions about combining work and caring responsibilities.
Asked by: Jo Platt (Labour (Co-op) - Leigh and Atherton)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps her Department is taking to (a) monitor and (b) reduce the average call waiting time for the Child Maintenance Service helpline.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The Child Maintenance Service is committed to delivering the best possible service to all customers within our growing caseload. We continuously monitor telephony performance and through this we fully recognise that call waiting times are, at times, longer than we would like. To address this, we are working to improve the efficiency of our customer interactions through both telephone and digital channels.
In September, we introduced the Digital Assist Telephony Service, which has been a significant step forward in our mission to support and encourage customers to use our online services. In October, we restructured our call routing to make more caseworkers available to answer telephone calls. By promoting self-service options online and efficient call routing, we have freed up valuable resources to deliver a more responsive service and allow caseworkers more time to better assist customers who need to reach out to us via telephone.
Additionally, we have extended the hours of the telephony service to 6pm on weekdays in order to meet demand, and our online services are available to all customers 24/7. This has been extremely successful with just over 1 million customers logging on to their online My Child Maintenance Case account in November. As a result, we have seen a reduction in call volumes, as well as improved customer service delivery through the combination of telephone and digital channels.
We will continue to review, evaluate, and enhance our telephony service to meet demand and deliver a quality customer service.