Asked by: Darren Jones (Labour - Bristol North West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps he has taken to ensure benefit fraud investigations do not result in discrimination.
Answered by Paul Maynard - Parliamentary Under-Secretary (Department for Work and Pensions)
All fraud investigations are conducted in line with current legislation including Regulation of Investigatory Powers Act 2000 and the Police and Criminal Evidence Act (PACE) 1984.
All staff in the department undergo Public Sector Equality Duty (PSED) training. The training is provided to ensure everyone has the right level of skill and understanding to ensure equality of treatment for all customers.
Asked by: Grahame Morris (Labour - Easington)
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 impact that changes in the national (a) living and (b) minimum wage commencing on 1 April 2024 will have on staffing costs in his Department; and how many staff in his Department will receive a pay uplift as a result of those changes.
Answered by Paul Maynard - Parliamentary Under-Secretary (Department for Work and Pensions)
On 1 April 2024 the statutory National Living Wage (NLW) will be uplifted from £10.42 to £11.44 per hour, a rise of 9.8%. DWP pay NLW regardless of age.
Based on January headcount data 22,267 DWP employees will be impacted by the 2024 increase to the NLW and will require a pay uplift to meet the new NLW rate. This is estimated to cost the department £22.59m including Employer National Insurance and Pension contributions this year.
Asked by: Steve McCabe (Labour - Birmingham, Selly Oak)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what assessment he has made of the potential merits of employing an Armed Forces Champion at every Jobcentre.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
As part of the Armed Forces Covenant the Department for Work and Pensions (DWP) has initiatives which help current and former Armed Forces personnel and their families. This includes the role of the Armed Forces Champion in every Jobcentre Plus District, who provide specialist support to members of the Armed Forces community and build Work Coach capability in our Jobcentres. Armed Forces Champions develop and maintain joint working relationships, provide specialist support to all Jobcentre staff and act as the first point of contact in communities for organisations and services.
Although there is no specific assessment carried out, the Department regularly evaluates the role to ensure we deliver the best service possible and we have had, and continue to receive positive feedback from customers and external stakeholders regarding their experience of working with Armed Forces Champions.
Asked by: John Healey (Labour - Wentworth and Dearne)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many Armed Forces Champions are employed in Jobcentres.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
The Department’s Armed Forces Champions model is based around champions being allocated to Jobcentre Plus Districts, rather than individual Jobcentres. This means that there is at least one Armed Forces Champion role allocated to each Jobcentre Plus District supported by a Group network, with resources in the network targeted where there are geographically particularly high levels of demand.
Staff Roles | Staff in Post | ABM FTE |
Armed Forces Champion Lead | 10 | 10 |
Armed Forces Champions | 50 | 40 |
Grand Total | 60 | 50 |
Source: DWP’s internal Activity Based Model (ABM)
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Notes:
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Asked by: Dan Carden (Labour - Liverpool, Walton)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, whether her Department has made an assessment of the potential impact on (a) physical and (b) mental wellbeing of the NHS workforce working beyond the age of the current state pension age.
Answered by Andrew Stephenson - Minister of State (Department of Health and Social Care)
No recent assessment has been made. National Health Service staff are not expected to work beyond state pension age, though some choose to do so. The NHS Pension Scheme is generous, and provides good pensions for retirement. The scheme offers a partial retirement option, which allows staff to draw down part of their pension and continue working in a more flexible way.
The NHS Long Term Workforce Plan commits to going beyond statutory requirements in supporting and promoting flexible working opportunities. NHS England have produced guidance for employers on supporting their older workforce, together with a wide-ranging package of support for NHS staff. This includes tools and resources to support line managers to hold meaningful conversations with staff to discuss their well-being, and emotional and psychological health and wellbeing support.
Asked by: Beth Winter (Labour - Cynon Valley)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what recent assessment her Department has made of the (a) physical and (b) mental ability of NHS staff to work beyond the state pension age.
Answered by Andrew Stephenson - Minister of State (Department of Health and Social Care)
No recent assessment has been made. National Health Service staff are not expected to work beyond state pension age, though some choose to do so. The NHS Pension Scheme is generous, and provides good pensions for retirement. The scheme offers a partial retirement option, which allows staff to draw down part of their pension and continue working in a more flexible way.
The NHS Long Term Workforce Plan commits to going beyond statutory requirements in supporting and promoting flexible working opportunities. NHS England have produced guidance for employers on supporting their older workforce, together with a wide-ranging package of support for NHS staff. This includes tools and resources to support line managers to hold meaningful conversations with staff to discuss their well-being, and emotional and psychological health and wellbeing support.
Asked by: Charlotte Nichols (Labour - Warrington North)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what recent assessment her Department has made of the (a) physical and (b) mental ability of NHS staff to work beyond the state pension age.
Answered by Andrew Stephenson - Minister of State (Department of Health and Social Care)
No recent assessment has been made. National Health Service staff are not expected to work beyond state pension age, though some choose to do so. The NHS Pension Scheme is generous, and provides good pensions for retirement. The scheme offers a partial retirement option, which allows staff to draw down part of their pension and continue working in a more flexible way.
The NHS Long Term Workforce Plan commits to going beyond statutory requirements in supporting and promoting flexible working opportunities. NHS England have produced guidance for employers on supporting their older workforce, together with a wide-ranging package of support for NHS staff. This includes tools and resources to support line managers to hold meaningful conversations with staff to discuss their well-being, and emotional and psychological health and wellbeing support.
Asked by: Steve McCabe (Labour - Birmingham, Selly Oak)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what metrics his Department uses to measure the impact of armed forces champions in Jobcentres.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
As part of the Armed Forces Covenant the Department for Work and Pensions (DWP) has initiatives which help current and former Armed Forces personnel and their families. This includes the role of the Armed Forces Champion in every Jobcentre Plus District, who provide specialist support to members of the Armed Forces community and build Work Coach capability in our Jobcentres. Armed Forces Champions develop and maintain joint working relationships, provide specialist support to all Jobcentre staff and act as the first point of contact in communities for organisations and services.
Although there is no specific metrics used, the Department regularly evaluates the role to ensure we deliver the best service possible and we have had, and continue to receive, positive feedback from customers and external stakeholders regarding their experience of working with Armed Forces Champions.
Asked by: Neil O'Brien (Conservative - Harborough)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many staff in their Department have job titles that include the words (a) equality, (b) diversity, (c) inclusion, (d) gender, (e) LGBT and (f) race.
Answered by Paul Maynard - Parliamentary Under-Secretary (Department for Work and Pensions)
The information requested is not collated centrally and could only be provided at disproportionate cost.
The information is held by numerous teams across the department, some focussing on employees and some on customers.
Asked by: Stephanie Peacock (Labour - Barnsley East)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what training is required for staff making decisions on eligibility for industrial injuries disablement benefits.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
The Department always aims to make the right decision as early as possible, and all staff making decisions on eligibility for Industrial Injuries Disablement Benefit (IIDB) receive appropriate training in line with this aim. This includes standardised training packages targeted at certain decision-making staff, and new staff sitting with experienced decision makers for an initial period, to observe the process for a range of different possible decisions. Further standardised training packages are also being developed.
Detailed decision making guidance for IIDB is also made available to all decision makers. The Department publishes its “Decision Makers’ Guides” on GOV.UK, and the relevant materials for IIDB are available here.