Written questions by Snowden.

Pursuant to the Answer of 9 September 2025 to Question 74887 on Retail Trade: Health and Safety, whether (a) he and (b) the Health and Safety Executive has had recent discussions with the Secretary of State for Business and Trade on Co-op's Project Lunar.

The Health and Safety Executive have not had any discussions with the Secretary of State for Business and Trade or received any representations from trade unions concerning Project Lunar. Project Lunar is an internal policy that the Co-op is introducing, so it is not a matter for HSE or the government to be involved in.Under health and safety law it is the employer (Co-op) who is responsible for protecting its employees and others from harm. The employer must identify the risks and take action to eliminate them, or if this is not possible, to control the risk. An employer must manage any health and safety risks before people can work alone.HSE and Local Authorities (LAs) work together as co-regulatory partners to enforce health and safety law, with LAs being responsible for regulation of health and safety in most retail businesses. Both HSE and LAs provide advice and guidance on the management of risk and what the law requires, conduct inspections and investigations, and take enforcement action where appropriate.Any correspondence received by HSE raising workplace health and safety concerns is fully assessed, and subsequent actions can include, providing advice or guidance, further investigation or referral to another regulator where appropriate.

Pursuant to the Answer of 9 September 2025 to Question 74887 on Retail Trade: Health and Safety, how his Department assesses whether (a) employers and (b) local authorities are effectively managing risks for lone workers in these environments.

The Health and Safety Executive have not had any discussions with the Secretary of State for Business and Trade or received any representations from trade unions concerning Project Lunar. Project Lunar is an internal policy that the Co-op is introducing, so it is not a matter for HSE or the government to be involved in.Under health and safety law it is the employer (Co-op) who is responsible for protecting its employees and others from harm. The employer must identify the risks and take action to eliminate them, or if this is not possible, to control the risk. An employer must manage any health and safety risks before people can work alone.HSE and Local Authorities (LAs) work together as co-regulatory partners to enforce health and safety law, with LAs being responsible for regulation of health and safety in most retail businesses. Both HSE and LAs provide advice and guidance on the management of risk and what the law requires, conduct inspections and investigations, and take enforcement action where appropriate.Any correspondence received by HSE raising workplace health and safety concerns is fully assessed, and subsequent actions can include, providing advice or guidance, further investigation or referral to another regulator where appropriate.

Pursuant to the Answer of 9 September 2025 to Question 74887 on Retail Trade: Health and Safety, whether his Department has received representations from (a) trade unions, (b) retail employers and (c) lone workers on concerns about safety (i) at the Co-op and (ii) in other retail environments.

The Health and Safety Executive have not had any discussions with the Secretary of State for Business and Trade or received any representations from trade unions concerning Project Lunar. Project Lunar is an internal policy that the Co-op is introducing, so it is not a matter for HSE or the government to be involved in.Under health and safety law it is the employer (Co-op) who is responsible for protecting its employees and others from harm. The employer must identify the risks and take action to eliminate them, or if this is not possible, to control the risk. An employer must manage any health and safety risks before people can work alone.HSE and Local Authorities (LAs) work together as co-regulatory partners to enforce health and safety law, with LAs being responsible for regulation of health and safety in most retail businesses. Both HSE and LAs provide advice and guidance on the management of risk and what the law requires, conduct inspections and investigations, and take enforcement action where appropriate.Any correspondence received by HSE raising workplace health and safety concerns is fully assessed, and subsequent actions can include, providing advice or guidance, further investigation or referral to another regulator where appropriate.

What estimate her Department has made of the number of employees who work alone in retail environments; and what steps her Department is taking to monitor trends in lone working practices.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

What assessment her Department has made of the potential health and safety risks associated with increased lone working in retail.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

What assessment her Department has made of the potential impact of the current Child Maintenance Service income-based model on middle-income paying parents.

The Child Maintenance Service operates on the principle that both parents have financial responsibility for their child, including their food and clothing, as well as contributing towards the associated costs of running the home that the child lives in. For a paying parent working full time on the UK minimum wage, they will pay 12% of their gross weekly income for one child, 16% for two and 19% for three or more. Those proportions remain constant for all paying parents earning a gross weekly income of between £200 and £800. Information about the paying parent's gross income is taken directly from HM Revenue and Customs (HMRC) for the latest tax year available. This allows calculations to be made quickly and accurately. Any income subject to income tax including bonuses and overtime received by an employed paying parent, is included within their gross weekly income when calculating a child maintenance liability.The Government is conducting a review of the child maintenance calculation to make sure it is fit for purpose. This includes updating the underlying research and considering how to ensure the calculation reflects current and future societal trends.Options for proposed reforms are currently being considered. Any changes made to the child maintenance calculation will be subject to extensive public consultation, which we plan to publish late this year, and if made, will require amendments to legislation so would be subject to Parliamentary scrutiny.

What assessment she has made of trends in the level of unemployment in (a) Fylde constituency and (b) Lancashire.

The information requested is published and available at:https://www.nomisweb.co.uk/default.asp Guidance for users can be found at:https://www.nomisweb.co.uk/home/newuser.asp

What assessment her Department has made of the potential implications for her policies of the outcomes of the Youth Guarantee Trailblazer schemes since its launch.

Since launching in Spring, the eight Youth Guarantee Trailblazers are testing a range of localised support to reduce the number of young people who are not in education, employment or training. The eight Trailblazer areas are actively identifying and engaging at risk or disengaged young people to help them access tailored support to move into employment and training opportunities through local connections with employers and delivery partners. The findings of the local and national evaluations will inform our approach to wider roll-out of the Youth Guarantee. To further improve outcomes for young people, we have committed to continue funding the Youth Guarantee Trailblazers in 2026/27 to enable more young people to access employment, education and training opportunities.

What estimate she has made of levels of pensioner poverty in (a) Fylde constituency and (b) Lancashire in winter 2024-25.

Statistics on the number of pensioners living in relative and absolute poverty both before and after housing costs are produced on an annual basis and published in the Households Below Average Income statistics. Statistics on the number of pensioners living in relative and absolute poverty are not available at a constituency or county level. The latest available data covers financial year ending 2024, and is published by the Department here Households below average income: for financial years ending 1995 to 2024 - GOV.UK Poverty figures relating to the financial year 2024-25 will be published in due course.

What steps her Department is taking to help blind people (a) access and (b) maintain employment in Fylde constituency.

Good work is generally good for health and wellbeing, so we want everyone to get work and get on in work, whoever they are and wherever they live. We want people to avoid poverty, and for this to happen we must ensure that disabled people and people with health conditions have the opportunity to work and save for as long as they wish and are able to. Disabled people and people with health conditions including the visually-impaired, are a diverse group so access to the right work and health support, in the right place, at the right time, is key. We therefore have a range of specialist initiatives to support individuals to stay in work and get back into work, including those that join up employment and health systems. Measures include support from Work Coaches and Disability Employment Advisers in Jobcentres and Access to Work grants, as well as joining up health and employment support around the individual through Employment Advisors in NHS Talking Therapies, Individual Placement and Support in Primary Care and WorkWell. We are committed to supporting disabled people, including those who are blind, get into and thrive in work. In Fylde, our Jobcentre teams work closely with the Local Authority as well as local employers and partners to offer a range of employment opportunities. Our Jobcentres have a range of support available, including Disability Employment Advisors who tailor their support to each customer’s needs and source appropriate provisions to enable customers to boost skills, link with employers or get support with their disability. An example is that the local team link customers with N-Vision (The Blackpool, Fylde & Wyre Society for the Blind), a charity that offers a wide range of support mechanisms for those with sight loss including social activities, residential and community care as well as training for organisations and businesses. The Department also provides a range of support to help blind and partially sighted individuals access, retain, and thrive in employment. This includes referrals to financial assistance, workplace adaptations, and personalised guidance. Our teams support customers with Access to Work to ensure customers have reasonable adjustment, specialist equipment, support workers and more to ensure that customers have all the necessary tools to get into and maintain work. It is also recognised that employers play an important role in addressing health and disability. To build on this, the Joint DWP and DHSC Work & Health Directorate (JWHD) is facilitating “Keep Britain Working”, an independent review of the role of UK employers in reducing health-related inactivity and to promote healthy and inclusive workplaces. The lead reviewer, Sir Charlie Mayfield, is expected to bring forward recommendations in Autumn 2025. Additionally, the JWHD has developed a digital information service for employers, continues to oversee the Disability Confident Scheme, and continues to increase access to Occupational Health. Backed by £240m investment, the Get Britain Working White Paper launched last November will drive forward approaches to tackling economic inactivity and work toward the long-term ambition of an 80% employment rate. We announced in the recent Pathways to Work Green Paper that we would establish a new guarantee of support for all disabled people and people with health conditions claiming out of work benefits who want help to get into or return to work, backed up by £1.9 billion of new funding by the end of the decade. This support is needed to break down barriers, unlock work and open up opportunity. It will get people off welfare and into work – which we know many believe they could do.

If she will make an assessment of the potential merits of mandating in-person appointments for personal independent payment assessments.

The Department is committed to assessing people as quickly as possible to ensure they receive the support they are entitled to in a timely manner.Where there is sufficient available evidence, assessments are done by paper-based review, without the need for a formal consultation. If an in-person consultation is required this is completed either face-to-face, via telephone or via video call.We announced in the Pathways to Work Green Paper our intention to increase the number of face-to-face assessments, while preserving alternative health assessment channels to meet the specific needs of people who require them, for example as a reasonable adjustment. We are committed to continuing a multi-channel assessment service approach to meet the obligations of the Equality Act 2010.

What estimate she has made of the cost to the public purse for (a) Universal Credit and (b) Personal Independence Payment for non-British citizens in the (i) last 12 months and (ii) last five years.

The information requested is not readily available and to provide it would incur disproportionate cost.

What steps she is taking to support people on universal credit into work in (a) Fylde constituency and (b) Lancashire.

As announced in the Get Britain Working White Paper, we are reforming Jobcentre Plus and creating a new service that will enable everyone to access support to find good, meaningful work, and support to help them to progress in work, including through an enhanced focus on skills and careers advice.We are reforming Jobcentre Plus and creating a new service across Great Britain that will enable everyone to access good, meaningful work, and support them to progress in work, including through an enhanced focus on skills and careers. The new service will be available for anyone who wants to look for work, to increase their earnings or to change their career or retrain. It will be responsive to local employers, inclusive for all customers and will work closely in partnership with local services to tackle the challenges associated with local labour markets. In Fylde, our Jobcentre teams work closely with the Local Authority as well as local employers and partners to offer a range of employment opportunities for our customers. Tailored support is available for different customer groups to offer the right support needed. An example is referring our younger customers to Fylde Focus which gives 16-24 year olds a bespoke one to one service to improve their employability skills. Across Lancashire, including Fylde, our Work Coaches utilise their appointments to identify the right provision for our customers. Employer Advisers and Disability Employment Advisers engage with employers and partners to bring our Jobcentres Sector-based Work Academy Programmes, 50+ MOT’s, Job Fairs, employability building courses and more. An example is a recent employability event which took place in St Annes, which helped individuals look at taking the first or next step in their career and employment journey. The event offered tailored careers advice, CV/interview support and access to local training and job opportunities.

What assessment she has made of the potential impact of the child poverty taskforce on levels of child poverty in Fylde constituency.

Tackling child poverty is at the heart of the Government’s mission to break down barriers to opportunity and improve the life chances of every child, including those in Fylde constituency. The Child Poverty Taskforce is progressing work to publish the Child Poverty Strategy in autumn that will deliver fully funded measures to tackle the structural and root causes of child poverty. The Strategy will look at levers across four key themes of increasing incomes, reducing essential costs, increasing financial resilience; and better local support especially in the early years. This will build on the reform plans underway across government and work underway in Devolved Governments. As a significant downpayment ahead of strategy publication, we have already taken substantive action across major drivers of child poverty through the Spending Review 2025. This includes an expansion of Free School Meals that will lift 100,000 children out of poverty by the end of the parliament, establishing a long-term Crisis and Resilience Fund supported by £1bn a year (including Barnett impact), investing in local family support services, and extending the £3 bus fare cap. These commitments come on top of the existing action we have taken which includes expanding free breakfast clubs, capping the number of branded school uniform items children are expected to wear, increasing the national minimum wage for those on the lowest incomes and supporting 700,000 of the poorest families by introducing a Fair Repayment Rate on Universal Credit deductions.

What estimate she has made of the number of eligible pensioners in Lancashire who have not claimed Pension Credit in the most recent year for which data is available.

The latest available Pension Credit take-up statistics for Great Britain cover the financial year 2022 to 2023 and are available at: Income-related benefits: estimates of take-up: financial year ending 2023 - GOV.UK. The next edition of the Pension Credit take-up statistics will be released between September and October 2025. Statistics are only available at Great Britain level and cannot be broken down to smaller geographical areas.

What recent estimate she has made of employment rates among people with Down syndrome in (a) Fylde constituency and (b) Lancashire.

The Department publishes the employment rates of disabled people using the Labour Force Survey which is conducted by the Office for National Statistics. The Labour Force Survey collects data on main and main or secondary health conditions, this includes Severe or specific learning difficulties but does not specifically collect data for Down’s syndrome. In 2020 to 2022, the overall disability employment rate in Fylde was 52.5%. In 2023/24, the overall disability employment rate was 55.1% in Lancashire. Statistics on disability employment by main and main or secondary health condition can be found here: The employment of disabled people 2024 - GOV.UK

Pursuant to the Answer of 18 June 2025 to Question 59059 on Carer's Allowance, what (a) metrics and (b) criteria her Department uses to assess the adequacy of Carer’s Allowance in meeting carers' financial needs.

DWP monitors the operation of Carer’s Allowance (CA) and keeps the benefit under continual review to see if it is meetings its objectives, which are to provide a measure of financial support and recognition for people who are not able to work full time because of their caring responsibilities. We will continue to spend record amounts on CA to provide unpaid carers with the help and support they need and deserve, with CA being uprated each year by the Consumer Price Index to help ensure it maintains its value. As set out in my answer to PQW/24-25/2025/54424, it is important to remember that unpaid carers can also receive means-tested benefits which contain additional amounts specifically to recognise the extra costs and responsibilities of being an unpaid carer. Making international comparisons of benefits and other support is far from straightforward. There are a range of support measures introduced by national governments where caring is taking place. Sometimes their primary objective is to provide financial support for the older or disabled person to help meet the additional costs of needing care and are typically accessed through an assessment of the amount of help required by the disabled or older person. They are also frequently paid to the person receiving care, on the assumption that they will then pass them on to a family caregiver of their choice, sometimes with no formal requirement of how it should be used.Many national schemes are funded through social health or protection insurance payments and the carer’s access to any support is often entirely dependent on the insurance entitlement of the individual or person receiving care. In other instances, ‘cash for care’ measures are aimed at offering consumer-style choice to older and disabled people. In such instances, benefitting carers, if at all, is a secondary aim. In both instances these measures differ widely in terms of target group, eligibility criteria, interactions with formal care service, payment levels and whether they are means-tested. Their impact on carers also varies, depending on local labour markets, the availability of formal long-term care services, and social attitudes towards the roles of families in caring for older and disabled people. Australia and Ireland have schemes which are most similar to the UK system in that they offer support directly to carers, but very importantly they are means tested, unlike CA. We have no current plans to commission specific research into the adequacy of CA or its detailed impacts.

Pursuant to the Answer of 18 June 2025 to Question 59059 on Carer's Allowance, whether her Department has made a comparative assessment of Carer's Allowance with equivalent support mechanisms provided to unpaid carers in other OECD countries.

DWP monitors the operation of Carer’s Allowance (CA) and keeps the benefit under continual review to see if it is meetings its objectives, which are to provide a measure of financial support and recognition for people who are not able to work full time because of their caring responsibilities. We will continue to spend record amounts on CA to provide unpaid carers with the help and support they need and deserve, with CA being uprated each year by the Consumer Price Index to help ensure it maintains its value. As set out in my answer to PQW/24-25/2025/54424, it is important to remember that unpaid carers can also receive means-tested benefits which contain additional amounts specifically to recognise the extra costs and responsibilities of being an unpaid carer. Making international comparisons of benefits and other support is far from straightforward. There are a range of support measures introduced by national governments where caring is taking place. Sometimes their primary objective is to provide financial support for the older or disabled person to help meet the additional costs of needing care and are typically accessed through an assessment of the amount of help required by the disabled or older person. They are also frequently paid to the person receiving care, on the assumption that they will then pass them on to a family caregiver of their choice, sometimes with no formal requirement of how it should be used.Many national schemes are funded through social health or protection insurance payments and the carer’s access to any support is often entirely dependent on the insurance entitlement of the individual or person receiving care. In other instances, ‘cash for care’ measures are aimed at offering consumer-style choice to older and disabled people. In such instances, benefitting carers, if at all, is a secondary aim. In both instances these measures differ widely in terms of target group, eligibility criteria, interactions with formal care service, payment levels and whether they are means-tested. Their impact on carers also varies, depending on local labour markets, the availability of formal long-term care services, and social attitudes towards the roles of families in caring for older and disabled people. Australia and Ireland have schemes which are most similar to the UK system in that they offer support directly to carers, but very importantly they are means tested, unlike CA. We have no current plans to commission specific research into the adequacy of CA or its detailed impacts.

Whether her Department had discussions with veterans' organisations in (a) Fylde and (b) Lancashire on the unique needs of veterans during the development of her proposed welfare reforms.

We welcome the views of veterans and representative organisations. The Pathways to Work consultation invites people to share their views on the proposals set out in the Green Paper. We would encourage organisations supporting and representing veterans, from across the United Kingdom, to respond to the consultation setting out their thoughts and views on how wounded, injured and sick veterans can best be supported. To further facilitate input, we held a specific consultation event for Armed Forces and veterans’ organisations to hear their experiences and thoughts directly. As we develop proposals further, we will continue to consider the impacts of changes, including on veterans, as part of our wider consideration of responses to the Green Paper consultation. We are also providing detailed briefings on the proposals to Ministry of Defence (MoD) and Office for Veterans' Affairs (OVA). Once we have completed the consultation we will be building up to a White Paper, and we will continue to engage with MoD and the OVA.

Whether her Department plans to provide training in (a) military and (b) trauma-informed care to Personal Independence Payment assessors working with veterans in Fylde.

Personal Independence Payment (PIP) assessments are not medical consultations and do not require Health Professionals (HPs) to diagnose conditions or recommend treatment. Instead, they are functional assessments designed to evaluate how an individual’s health conditions or impairments affect their ability to carry out daily living activities. HPs conducting PIP assessments are trained specialists in disability analysis. Their focus is on understanding the functional impact of a claimant’s condition, rather than its clinical diagnosis. All HPs receive specific training on assessing the effects of mental health conditions and are supported by Mental Health Function Champions (MHFCs). MHFCs are experienced professionals with relevant expertise in mental health, cognitive, developmental, and learning disabilities. They are available to provide advice and support throughout the assessment process. Additionally, HPs have access to Condition Insight Reports and Continuing Professional Development guides. These resources offer detailed clinical and functional information on a range of conditions, including Post-Traumatic Stress Disorder, to support HPs in delivering informed assessments.