Asked by: Holly Mumby-Croft (Conservative - Scunthorpe)
Question to the HM Treasury:
To ask the Chancellor of the Exchequer, if he will take steps to help ensure that members of the British Steel Pension Scheme receive equal compensation.
Answered by Bim Afolami - Economic Secretary (HM Treasury)
The Financial Conduct Authority (FCA) is responsible for the regulation of the financial advice market and has looked closely at the advice provided to British Steel Pension Scheme (BSPS) members who transferred from the scheme.
Following this, the FCA has put in place a consumer redress scheme to ensure that the advice given to former BSPS members from the relevant period is reviewed and that redress is paid to those who lost out financially as a result of the poor advice they received.
Asked by: Holly Mumby-Croft (Conservative - Scunthorpe)
Question to the HM Treasury:
To ask the Chancellor of the Exchequer, if he will publish any (a) internal reviews and (b) audits conducted by the Financial Conduct Authority on the consistency of the redress scheme for British Steel Pension Scheme members.
Answered by Bim Afolami - Economic Secretary (HM Treasury)
HM Treasury does not hold internal reviews or audits conducted by the Financial Conduct Authority (FCA) concerning its redress scheme for former British Steel Pension Scheme (BSPS) members.
Asked by: Mark Menzies (Independent - Fylde)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps his Department is taking to help support people to save for a private pension.
Answered by Paul Maynard - Parliamentary Under-Secretary (Department for Work and Pensions)
Automatic Enrolment (AE) has transformed participation in workplace pension saving. More than 11 million workers have been automatically enrolled into workplace pensions to date, with the participation rate of eligible employees in the private sector increasing from 42% in 2012 to 86% in 2022. Over £115bn was saved into workplace pensions for eligible individuals in 2022.
Expanding AE to younger people and helping all eligible workers save from the first pound of earnings will boost overall saving levels, once fully implemented, by an extra £2 billion a year in pension contributions.
The Pensions (Extension of Automatic Enrolment) Act 2023 provides the necessary powers to deliver the expansion of AE.
We are committed to implementing these measures in the mid-2020s. We intend to carry out a consultation on the detailed implementation at the right time. We will report to Parliament before using the powers in the Act.
Asked by: Marsha De Cordova (Labour - Battersea)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps his Department it taking to help ensure that disabled people have access to reasonable adjustments in the workplace.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
For disabled people who require adjustments which are beyond reasonable adjustments, Access to Work (AtW) can provide a grant for the disability related extra costs of working a disabled employee may face. To support employers an AtW case manager will contact the customer’s employer ahead of making an AtW award to offer advice on reasonable adjustments an employer can provide and the support available under the AtW scheme.
DWP has worked with stakeholders to develop a series of Adjustments Passports and Planners to support disabled people, and those with a health condition, with the transitions into employment and between jobs. The Adjustments Passport and Planners provide individuals with an up to date document of their adjustments and working requirements and empower the holder to have more structured conversations about their disability with their employer. They also raise awareness of Access to Work, and where an application is made, help to reduce the need for another assessment, enabling support to be put in place more quickly.
The Disability Confident scheme provides employers with the knowledge, skills, and confidence they need to attract, recruit, retain and develop disabled people in the workplace. When an employer signs-up to the Disability Confident scheme, they agree to commitments which include anticipating and providing reasonable adjustments as required. They also agree to support any existing employee who acquires a disability or long-term health condition, enabling them to stay in work. The scheme provides resources for members including the recently published Disability Confident Manager’s Guide which explains how managers can make and review reasonable adjustments, consider flexible working, and includes examples of other types of adjustments.
As part of the government's response to the Health is Everyone’s Business Consultation, DWP has developed a digital service for employers, offering tailored guidance on health and disability. The service is called Support with Employee Health and Disability and is live across GB, testing very well with employers. Developed with small and medium enterprise (SME) employers, using user centred design principles, the service offers a simple, interactive and highly usable resource which helps employers to feel more confident having conversations about health and disability, as well as understanding and fulfilling their legal obligations on topics such as reasonable adjustments, and signposting to sources of expert support.
The fit note includes an option to allow a healthcare professional to indicate that a patient ‘may be fit for work subject to the following advice’ and provide general details of the functional effect of the individual’s condition and recommend common types of workplace adjustments. However, over 10 million fit notes each year are issued in England without any such advice, resulting in a missed opportunity to help people get the appropriate support they may need to remain in work.
That is why we announced funding in the 2023 Autumn Statement to test new ways of providing individuals receiving a fit note with tailored support, including referral to support through their local WorkWell service pilot. To support this, we launched a Call for Evidence to seek views on how the current fit note process works and the support required to facilitate meaningful work and health conversations and help people start, stay and succeed in work.
Asked by: Owen Thompson (Scottish National Party - Midlothian)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many staff have been trained in disability awareness in (a) his core Department and (b) Jobcentres in each of the last three years.
Answered by Paul Maynard - Parliamentary Under-Secretary (Department for Work and Pensions)
The Department is unable to provide the information you seek within the appropriate cost limit as you have asked for information that is contained across a wide range of learning journeys.
All staff new to DWP undergo mandatory learning followed by role specific learning, this encompasses vulnerabilities and complex needs training which is threaded throughout learning. Staff continue to build on this in the workplace through accessing policy guidance and point of need learning products.
Please refine your request, for example to mandatory learning to enable data to be provided.
Asked by: Alison McGovern (Labour - Wirral South)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what recent assessment he has made with Cabinet colleagues of the potential impact of the Disability Confident scheme on the disability employment gap.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
Disability Confident (DC) is one of a range of policies to support disabled people into work and to close the disability employment gap. It is difficult to isolate the direct impact of individual policies on the disability employment gap as numerous, interacting factors are at play, including overall labour market trends and changes to the composition of the disabled population, in addition to the effects of disability employment policies and programmes in themselves.
When an employer signs up to DC, they agree to commitments which encourage employers to think differently about disability and to take positive action to address issues disabled employees face in the workplace. There are currently over 19,000 DC members and they estimate 11.5 million employees in total working in their businesses.
In September 2023, the Department published findings from a survey with members of the DC scheme, conducted by an independent research agency[1]. The research explored the effect that signing up to the DC scheme had on members’ recruitment and retention attitudes towards disabled people.
The DWP and Cabinet officials regularly meet with Ministerial Disability Champions to drive this agenda across Government. The Champions’ role is to ensure disability inclusion is a priority in their Department’s work. They are helping to deliver our commitment to support disabled people in the UK through creating more opportunities, protecting their rights and ensuring they fully benefit from, and can contribute to, every aspect of our society.
[1] The survey was conducted in February to March 2022. In total 1,233 survey interviews were conducted with scheme members.
Asked by: Claire Hanna (Social Democratic & Labour Party - Belfast South)
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 impact for his Department's policies of defined benefit pensions.
Answered by Paul Maynard - Parliamentary Under-Secretary (Department for Work and Pensions)
The defined benefit pensions landscape remains central for the retirement plans of millions of current and future pensioners. There have been significant changes over recent years and the Government has been alive to the resulting risks and opportunities. The revised DB funding arrangements, which will be implemented in the Autumn, will help to keep members hard earned benefits safe and support the vision set out in our recent DB consultations to ensure that assets can work as hard as possible for the benefit of members, sponsoring employers, and the wider economy.
Asked by: Catherine West (Labour - Hornsey and Wood Green)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps he is taking to help support women in Hornsey and Wood Green constituency to return to work after a career break.
Answered by Jo Churchill - Minister of State (Department for Work and Pensions)
Local Jobcentre teams are supporting residents into work and helping those in work to progress to higher paid jobs. We are working with local and national employers to help fill vacancies quickly, delivering Sector-Based Work Academy Programmes (SWAPs), recruitment days, Job Fairs, and work trials, all of which can help support women to return to work after a career break.
In addition, one to one support from a Work Coach and Contracted Employment Programmes, the department also offers help with CVs and employability skills, mentoring circles for people aged 50 plus and support with childcare costs. Where a Work Coach identifies a barrier to securing or progressing in employment, they can use the Flexible Support Fund (FSF) to procure clothing, tools, digital devices, and to help with travel to work costs.
In Haringey, we are working with the Construction Youth Trust to support more women into construction roles, with referrals made by Jobcentres across the borough, and funding available to support women who want to work in this sector.
To help facilitate signposting discussions with claimants, staff have access to a database of national and local support information, the District Provision Tool as well as the new Managed Jobs and Opportunities which ensures that claimants can access tailored support where required. This includes provision aimed at women across London such as Dress for Success, a service that supports women to improve their confidence when attending interviews and Smart Works, a UK charity that provides high quality interview clothes and interview training to unemployed women.
We are also working with Transport for London and the College of North East London on their Women into Transportation and Engineering provision. This provides two weeks of pre-employment training, covering CV writing, and workplace skills, plus a Smart Works coaching and styling appointment designed to give participants the confidence to apply for the roles offered within the programme
Asked by: Sarah Green (Liberal Democrat - Chesham and Amersham)
Question to the Department for Education:
To ask the Secretary of State for Education, whether she plans to review her Department's decision to end funding for employer contributions to the teachers' pension scheme for music teachers employed by non-local authority music hubs.
Answered by Damian Hinds - Minister of State (Education)
As part of the competition of the Music Hubs programme, Arts Council England informed potential bidders on 15 June 2023 that department funding would be made up of the revenue and capital grants only, and that there would not be additional funding to contribute to the cost of the Teachers’ Pension Scheme (TPS) for Music Hub lead organisations that are not local authorities from September 2024. The Arts Council also published indicative allocations for the 43 new Music Hub areas.
In light of the increase in employer contributions to TPS from April 2024, the department will take steps to determine the level of employer liability across all the newly appointed Hub Lead Organisations from September 2024. This has not been possible until recently, as applicants were informed of the outcome of the Music Hubs Investment Programme on 8 April 2024. The department will then work with Arts Council England to set final Music Hub grant allocations for the 2024/25 academic year and, as part of this work, due consideration will be given to additional pension pressures due to the increase in employer contribution to the TPS.
Asked by: Abena Oppong-Asare (Labour - Erith and Thamesmead)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many improvement and prohibition notices the Health and Safety Executive has issued on (a) workplace stress and (b) other mental health problems at work in each year since it took responsibility for this area.
Answered by Paul Maynard - Parliamentary Under-Secretary (Department for Work and Pensions)
There are no specific regulations relating to work-related stress or mental health and any enforcement action taken by the Health and Safety Executive (HSE) in those areas would use general health and safety legislation such as the Health and Safety at Work Act or the Management of Health and Safety at Work Regulations.
As a result, HSE can not provide the numbers of notices as the information is not held in the format requested so is not easily retrievable or statistically robust.