Asked by: Dan Jarvis (Labour - Barnsley Central)
Question to the Department for Education:
To ask the Secretary of State for Education, what recent conversations he has had with Ministerial colleagues in the (a) Department for Transport and (b) Treasury on the potential impact on educational attainment of students if school bus services are cancelled due to school funding not matching inflation.
Answered by Kelly Tolhurst
Regular attendance at school is vital for children’s education, wellbeing, and long-term development. The department’s priority is to reduce overall school absence and maximise the number of children who regularly attend school.
The department’s home to school transport policy aims to ensure no child is unable to access education because of a lack of transport. Local authorities have a statutory duty to provide free home to school transport for all children of compulsory school age who attend their nearest school and cannot walk there due to distance, route safety, or as a result of special educational needs, disability or mobility problems. There are additional rights to free transport for low-income families aimed at helping them exercise school choice.
Most central government funding for home to school transport is provided through the Local Government Finance Settlement (LGFS) administered by the Department for Levelling up, Housing and Communities. The LGFS is making available £54.1 billion in the 2022/23 financial year, an increase of up to £3.7 billion on 2021/22. This is the largest cash-terms increase in grant funding provided through the settlement in the past 10 years. The funding is largely un-ringfenced, in recognition that councils are best placed to allocate funding based on their local communities’ needs, priorities and statutory duties.
The department also provides grant funding to local authorities as a contribution towards the cost of extended rights transport, £43.3 million in 2022/23, with the latest inflation rates at the time used to calculate funding.
The department recognises that inflation forecasts are higher than they were when the Autumn Budget Spending Review 2021 settlement was announced. How that interacts with the finances of local government is not straightforward. However, as not all areas of expenditure will be sensitive to inflation and local authorities may have multi-year contracts, cushioning them from this year’s inflationary increases. The department recognises that local authorities are delivering children’s services in a challenging environment and are grateful for all they are doing to support children and families.
Officials regularly meet colleagues from other departments to discuss cost of living pressures, and the department continues to work with the sector to understand the impact of inflationary increases on delivery of services.
Asked by: Rosena Allin-Khan (Labour - Tooting)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what estimate she has made of the number of people on benefits who have received mental health support in each year since 2010.
Answered by Chloe Smith
No specific assessment has been made on the impact on the mental health of people receiving benefits of the recent increase in the cost of living. The Government understands the pressures people are facing with the cost of living: that is why it is providing over £37 billion of support this year. This includes the £650 Cost of Living Payment which is designed to target support at low-income households on means-tested benefits. In addition, 6 million eligible disabled people will receive a one-off, disability Cost of Living Payment of £150. And pensioner households will receive a separate one-off payment of £300 (through and as an addition to the Winter Fuel Payment).
People that are receiving benefits can access mental health support in a number of ways such as seeking a referral from GP in the first instance. In addition, all NHS mental health providers have established 24/7 all-age urgent mental health helplines for people in crisis or for those worried about someone who may be experiencing a mental health crisis. Details of these helplines are available on the NHS website at: Where to get urgent help for mental health - NHS (www.nhs.uk). Administrative data on mental health support and benefit receipt are not routinely linked so we cannot estimate the number of people on benefits who receive mental health support.
Evidence suggests that good, appropriate paid work can be beneficial for individuals' health and wellbeing. We offer specialist support for people with mental health conditions to stay in and return to work, often working jointly with the health system, through:
We will also work closely with DHSC and other government departments in supporting the new cross government 10-year plan for mental health and wellbeing for England.
Asked by: Rosena Allin-Khan (Labour - Tooting)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what resources her Department has allocated to improving the mental health of people receiving benefits.
Answered by Chloe Smith
No specific assessment has been made on the impact on the mental health of people receiving benefits of the recent increase in the cost of living. The Government understands the pressures people are facing with the cost of living: that is why it is providing over £37 billion of support this year. This includes the £650 Cost of Living Payment which is designed to target support at low-income households on means-tested benefits. In addition, 6 million eligible disabled people will receive a one-off, disability Cost of Living Payment of £150. And pensioner households will receive a separate one-off payment of £300 (through and as an addition to the Winter Fuel Payment).
People that are receiving benefits can access mental health support in a number of ways such as seeking a referral from GP in the first instance. In addition, all NHS mental health providers have established 24/7 all-age urgent mental health helplines for people in crisis or for those worried about someone who may be experiencing a mental health crisis. Details of these helplines are available on the NHS website at: Where to get urgent help for mental health - NHS (www.nhs.uk). Administrative data on mental health support and benefit receipt are not routinely linked so we cannot estimate the number of people on benefits who receive mental health support.
Evidence suggests that good, appropriate paid work can be beneficial for individuals' health and wellbeing. We offer specialist support for people with mental health conditions to stay in and return to work, often working jointly with the health system, through:
We will also work closely with DHSC and other government departments in supporting the new cross government 10-year plan for mental health and wellbeing for England.
Asked by: Rosena Allin-Khan (Labour - Tooting)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what assessment her Department has made of the impact on the mental health of people receiving benefits of the recent increase in the cost of living.
Answered by Chloe Smith
No specific assessment has been made on the impact on the mental health of people receiving benefits of the recent increase in the cost of living. The Government understands the pressures people are facing with the cost of living: that is why it is providing over £37 billion of support this year. This includes the £650 Cost of Living Payment which is designed to target support at low-income households on means-tested benefits. In addition, 6 million eligible disabled people will receive a one-off, disability Cost of Living Payment of £150. And pensioner households will receive a separate one-off payment of £300 (through and as an addition to the Winter Fuel Payment).
People that are receiving benefits can access mental health support in a number of ways such as seeking a referral from GP in the first instance. In addition, all NHS mental health providers have established 24/7 all-age urgent mental health helplines for people in crisis or for those worried about someone who may be experiencing a mental health crisis. Details of these helplines are available on the NHS website at: Where to get urgent help for mental health - NHS (www.nhs.uk). Administrative data on mental health support and benefit receipt are not routinely linked so we cannot estimate the number of people on benefits who receive mental health support.
Evidence suggests that good, appropriate paid work can be beneficial for individuals' health and wellbeing. We offer specialist support for people with mental health conditions to stay in and return to work, often working jointly with the health system, through:
We will also work closely with DHSC and other government departments in supporting the new cross government 10-year plan for mental health and wellbeing for England.
Asked by: Jessica Morden (Labour - Newport East)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, what steps he is taking to (a) assist the growth of the Civil Service Dyslexia and Dyspraxia Network and (b) ensure it is accessible to staff in all civil service departments.
Answered by Heather Wheeler
As set out in the Declaration on Government Reform and the recent Civil Service Diversity Strategy, the civil service is committed to setting a new standard for inclusive workplaces. The Cabinet Office values the importance of ensuring our workplaces are inclusive for colleagues with dyslexia and we engage with relevant Networks where appropriate.
We engage with Civil Service Dyslexia and Dyspraxia Network, via the Civil Service Disability Network and with other cross-Government Diversity Networks to update on key initiatives and share best practice. The network also features on the Diversity Networks webpage on GOV.UK and the Chairs are able to collaborate with other networks using our Diversity and Inclusion hub.
Across the civil service we provide support via a range of individualised workplace adjustments to remove workplace barriers to enable dyslexic colleagues to thrive at work. Our Civil Service Dyslexia and Dyspraxia Network is a great support to improving the working environment for Civil Servants impacted by dyslexia, dyspraxia and dyscalculia across civil service departments. The development of the Toolkit has been widely shared with colleagues in Diversity and Inclusion.
Our recruitment processes are reviewed regularly to ensure they remain as inclusive as they can be, with involvement from occupational psychologists to ensure they meet the requirements of as many people with disabilities as we reasonably can.
An equality analysis was carried out in 2016 to demonstrate due and proper regard to our equality obligations. We used the analysis to assess the impact the introduction of online tests in recruitment was likely to have. This included reviews of the literature and involved a range of stakeholder and user consultations. External neurodiversity experts are also providing ongoing independent advice to GRS about how to improve the inclusive experience of neurodiverse test takers. The Civil Service publishes written and video guidance on the alternatives that exist for disabled test takers through the reasonable adjustment process.
Asked by: Jessica Morden (Labour - Newport East)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, what steps he is taking to make the civil service recruitment process more dyslexia-friendly.
Answered by Heather Wheeler
As set out in the Declaration on Government Reform and the recent Civil Service Diversity Strategy, the civil service is committed to setting a new standard for inclusive workplaces. The Cabinet Office values the importance of ensuring our workplaces are inclusive for colleagues with dyslexia and we engage with relevant Networks where appropriate.
We engage with Civil Service Dyslexia and Dyspraxia Network, via the Civil Service Disability Network and with other cross-Government Diversity Networks to update on key initiatives and share best practice. The network also features on the Diversity Networks webpage on GOV.UK and the Chairs are able to collaborate with other networks using our Diversity and Inclusion hub.
Across the civil service we provide support via a range of individualised workplace adjustments to remove workplace barriers to enable dyslexic colleagues to thrive at work. Our Civil Service Dyslexia and Dyspraxia Network is a great support to improving the working environment for Civil Servants impacted by dyslexia, dyspraxia and dyscalculia across civil service departments. The development of the Toolkit has been widely shared with colleagues in Diversity and Inclusion.
Our recruitment processes are reviewed regularly to ensure they remain as inclusive as they can be, with involvement from occupational psychologists to ensure they meet the requirements of as many people with disabilities as we reasonably can.
An equality analysis was carried out in 2016 to demonstrate due and proper regard to our equality obligations. We used the analysis to assess the impact the introduction of online tests in recruitment was likely to have. This included reviews of the literature and involved a range of stakeholder and user consultations. External neurodiversity experts are also providing ongoing independent advice to GRS about how to improve the inclusive experience of neurodiverse test takers.The Civil Service publishes written and video guidance on the alternatives that exist for disabled test takers through the reasonable adjustment process.
Asked by: Jeff Smith (Labour - Manchester, Withington)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, whether her Department plans to provide additional support for travel costs of civil servants identified for consolidation at her Department's office at Manchester Chorlton Graeme House.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
The changes the Department is making to estates will both improve the working environment for staff, become greener by becoming smaller, helping meet the Government’s carbon reduction target, and provide value for money for the taxpayer.
As of March 2022, 405 colleagues located in Manchester Chorlton Graeme House are being asked to relocate, with their role, to Manchester Anchorage Salford Quays or Stockport Millennium House, based on where their role will be based. Each colleague will have a discussion with their line manager to assess the impact of the move on them and if they are able to relocate. The Department’s priority will be to retain, retrain and redeploy colleagues either within DWP, or within other Government Departments in the area. As a responsible employer, we will make provision for redundancies if it is necessary. However, this will be a very last resort after all efforts to redeploy have been exhausted.
An overarching Equality Assessment has been completed which considers the impact on colleagues. This has been made available in the House Library. Individual site Assessments have also been prepared. The planning of an office closure includes consideration of factors including the ‘Index of Multiple Deprivation’ for each location, which considers many factors, including:
· Income Deprivation
· Employment Deprivation
· Education, Skills and Training Deprivation
· Health Deprivation and Disability
· Crime
· Barriers to Housing and Services
· Living Environment Deprivation
On current plans, the Department expects to exit Manchester Chorlton Graeme House by September 2022. Should redeployment mean additional travel costs, colleagues may qualify for an Excess Fares payment to cover those costs. These costs would be paid for up to three years.
Asked by: Jeff Smith (Labour - Manchester, Withington)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, when her Department expects to close her Department's office at Manchester Chorlton Graeme House.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
The changes the Department is making to estates will both improve the working environment for staff, become greener by becoming smaller, helping meet the Government’s carbon reduction target, and provide value for money for the taxpayer.
As of March 2022, 405 colleagues located in Manchester Chorlton Graeme House are being asked to relocate, with their role, to Manchester Anchorage Salford Quays or Stockport Millennium House, based on where their role will be based. Each colleague will have a discussion with their line manager to assess the impact of the move on them and if they are able to relocate. The Department’s priority will be to retain, retrain and redeploy colleagues either within DWP, or within other Government Departments in the area. As a responsible employer, we will make provision for redundancies if it is necessary. However, this will be a very last resort after all efforts to redeploy have been exhausted.
An overarching Equality Assessment has been completed which considers the impact on colleagues. This has been made available in the House Library. Individual site Assessments have also been prepared. The planning of an office closure includes consideration of factors including the ‘Index of Multiple Deprivation’ for each location, which considers many factors, including:
· Income Deprivation
· Employment Deprivation
· Education, Skills and Training Deprivation
· Health Deprivation and Disability
· Crime
· Barriers to Housing and Services
· Living Environment Deprivation
On current plans, the Department expects to exit Manchester Chorlton Graeme House by September 2022. Should redeployment mean additional travel costs, colleagues may qualify for an Excess Fares payment to cover those costs. These costs would be paid for up to three years.
Asked by: Jeff Smith (Labour - Manchester, Withington)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if she will publish the (a) equality impact assessment and (b) socio-economic impact assessment on the closure of her Department's office at Manchester Chorlton Graeme House.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
The changes the Department is making to estates will both improve the working environment for staff, become greener by becoming smaller, helping meet the Government’s carbon reduction target, and provide value for money for the taxpayer.
As of March 2022, 405 colleagues located in Manchester Chorlton Graeme House are being asked to relocate, with their role, to Manchester Anchorage Salford Quays or Stockport Millennium House, based on where their role will be based. Each colleague will have a discussion with their line manager to assess the impact of the move on them and if they are able to relocate. The Department’s priority will be to retain, retrain and redeploy colleagues either within DWP, or within other Government Departments in the area. As a responsible employer, we will make provision for redundancies if it is necessary. However, this will be a very last resort after all efforts to redeploy have been exhausted.
An overarching Equality Assessment has been completed which considers the impact on colleagues. This has been made available in the House Library. Individual site Assessments have also been prepared. The planning of an office closure includes consideration of factors including the ‘Index of Multiple Deprivation’ for each location, which considers many factors, including:
· Income Deprivation
· Employment Deprivation
· Education, Skills and Training Deprivation
· Health Deprivation and Disability
· Crime
· Barriers to Housing and Services
· Living Environment Deprivation
On current plans, the Department expects to exit Manchester Chorlton Graeme House by September 2022. Should redeployment mean additional travel costs, colleagues may qualify for an Excess Fares payment to cover those costs. These costs would be paid for up to three years.
Asked by: Jeff Smith (Labour - Manchester, Withington)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what assessment she has made of whether the closure of her Department's office at Manchester Chorlton Graeme House will result in compulsory redundancies.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
The changes the Department is making to estates will both improve the working environment for staff, become greener by becoming smaller, helping meet the Government’s carbon reduction target, and provide value for money for the taxpayer.
As of March 2022, 405 colleagues located in Manchester Chorlton Graeme House are being asked to relocate, with their role, to Manchester Anchorage Salford Quays or Stockport Millennium House, based on where their role will be based. Each colleague will have a discussion with their line manager to assess the impact of the move on them and if they are able to relocate. The Department’s priority will be to retain, retrain and redeploy colleagues either within DWP, or within other Government Departments in the area. As a responsible employer, we will make provision for redundancies if it is necessary. However, this will be a very last resort after all efforts to redeploy have been exhausted.
An overarching Equality Assessment has been completed which considers the impact on colleagues. This has been made available in the House Library. Individual site Assessments have also been prepared. The planning of an office closure includes consideration of factors including the ‘Index of Multiple Deprivation’ for each location, which considers many factors, including:
· Income Deprivation
· Employment Deprivation
· Education, Skills and Training Deprivation
· Health Deprivation and Disability
· Crime
· Barriers to Housing and Services
· Living Environment Deprivation
On current plans, the Department expects to exit Manchester Chorlton Graeme House by September 2022. Should redeployment mean additional travel costs, colleagues may qualify for an Excess Fares payment to cover those costs. These costs would be paid for up to three years.