Every parliamentary written question tabled by Andrew Snowden this session, with the full answer and department. See how every department answers, or back to the MP page.
Showing 61–80 of 130 · Department for Work and Pensions
What recent assessment he has made of the adequacy of the accessibility of the Access to Work scheme for deaf people.
There is a variety of contact methods which customers with hearing loss can utilise. These include textphone, Video Relay Service and email as a reasonable adjustment. Where a customer would like to use email as a method of contact, they should inform the Access to Work team or Case Manager. Details can be found at Access to Work: factsheet for customers - GOV.UK
If he will make an assessment of the potential merits of expanding the services available at job centres to (a) community organisations and (b) sports groups.
The Department for Work and Pensions (DWP) supports customers through our job centre network and a range of venues within local communities such as community centres and sports venues. These services allow DWP to help harder to reach customers in an environment that suits their needs and will be a core principle of the jobs and careers service.
What steps he is taking to ensure short courses in (a) digital, (b) AI and (c) engineering are eligible for Growth and Skills Levy funding from April 2026.
The government wants employers to be able to use the levy on short, flexible training courses to meet their business needs from April 2026. The first wave of these courses will be called apprenticeship units. The initial roll-out will be in priority areas such as artificial intelligence, digital, and engineering, and will be expanded over time to other critical skills needs.
What guidance his Department provides to (a) employers and (b) service providers on making reasonable adjustments for people with (i) misophonia and (ii) other sensory conditions.
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled employee, would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments. Employers have a key role to play in supporting workers with long term health conditions or disabilities in the workplace. DWP's current offer to employers includes a digital information service, www.support-with-employee-health-and-disability.dwp.gov.uk/ which provides tailored guidance to businesses to support employees to remain in work. This includes guidance on health disclosures and having conversations about health, plus guidance on legal obligations, including statutory sick pay and making reasonable adjustments.
How many people have participated in the Connect to Work programme since its inception.
The Connect to Work programme has been designed with local authorities and is being delivered by local areas. Each local area across all of England and Wales has been invited to develop their plan for delivery, reflecting needs across their area. Local areas working with their Delivery Partners and DWP are fully responsible for delivery of Connect to Work as outlined in their Delivery Plan.Connect to Work participants are given a dedicated specialist employment support adviser who works alongside them to understand their career goals and help them to address any specific barriers to employment. Connect to Work employment specialists may be integrated into primary and secondary health care settings and other support services to assist individuals with mild to moderate mental and/or physical health conditions. The Connect to Work grant funding is formula based. To access the funding each accountable body has been invited to develop their plan for delivery, reflecting needs across their area. Connect to Work is designed to give local areas considerable flexibility in determining how they deliver Connect to Work locally, including decisions about integration into health care settings. While there is an expectation that employment specialists will work in partnership with health services to support individuals with health-related barriers to work, DWP has not set requirements for the number or type of health care settings in which they must be embedded. This allows local areas to tailor delivery to meet the specific needs of their populations and existing service infrastructure.Local areas are fully responsible for identifying referral routes in their areas. Connect to Work has wide ranging referral routes into the programme, which include primary healthcare, community care and other care settings and through social prescribing together with wider local organisations e.g. Voluntary and Charity Sector services and employers as well as Jobcentre Plus. A breakdown of referral routes for participants is not yet available centrally.The Connect to Work programme has been rolling out and opening across England and Wales throughout this year. As of October 2025, around a third of delivery areas have Connect to Work services already open to participants.For areas that have yet to have their Connect to Work funding confirmed, DWP continues to provide support to help them finalise their delivery plans. We expect these areas to have their services live by spring 2026.Total funding for Connect to Work will reach over £1 billion across England and Wales over the next five years and provide around 300,000 sick or disabled people with help to get into work by the end of the decade.Data is not yet available for the Connect to Work Programme. The Department plan to develop official statistics to support Connect to Work, and updates will be shared via the DWP Statistical Work Programme.
Whether any local authority areas submitted unsuccessful bids for Connect to Work funding during this expansion round.
The Connect to Work programme has been designed with local authorities and is being delivered by local areas. Each local area across all of England and Wales has been invited to develop their plan for delivery, reflecting needs across their area. Local areas working with their Delivery Partners and DWP are fully responsible for delivery of Connect to Work as outlined in their Delivery Plan.Connect to Work participants are given a dedicated specialist employment support adviser who works alongside them to understand their career goals and help them to address any specific barriers to employment. Connect to Work employment specialists may be integrated into primary and secondary health care settings and other support services to assist individuals with mild to moderate mental and/or physical health conditions. The Connect to Work grant funding is formula based. To access the funding each accountable body has been invited to develop their plan for delivery, reflecting needs across their area. Connect to Work is designed to give local areas considerable flexibility in determining how they deliver Connect to Work locally, including decisions about integration into health care settings. While there is an expectation that employment specialists will work in partnership with health services to support individuals with health-related barriers to work, DWP has not set requirements for the number or type of health care settings in which they must be embedded. This allows local areas to tailor delivery to meet the specific needs of their populations and existing service infrastructure.Local areas are fully responsible for identifying referral routes in their areas. Connect to Work has wide ranging referral routes into the programme, which include primary healthcare, community care and other care settings and through social prescribing together with wider local organisations e.g. Voluntary and Charity Sector services and employers as well as Jobcentre Plus. A breakdown of referral routes for participants is not yet available centrally.The Connect to Work programme has been rolling out and opening across England and Wales throughout this year. As of October 2025, around a third of delivery areas have Connect to Work services already open to participants.For areas that have yet to have their Connect to Work funding confirmed, DWP continues to provide support to help them finalise their delivery plans. We expect these areas to have their services live by spring 2026.Total funding for Connect to Work will reach over £1 billion across England and Wales over the next five years and provide around 300,000 sick or disabled people with help to get into work by the end of the decade.Data is not yet available for the Connect to Work Programme. The Department plan to develop official statistics to support Connect to Work, and updates will be shared via the DWP Statistical Work Programme.
What proportion of Connect to Work referrals come from (a) healthcare professionals, (b) local councils, (c) self-referrals and (d) community organisations.
The Connect to Work programme has been designed with local authorities and is being delivered by local areas. Each local area across all of England and Wales has been invited to develop their plan for delivery, reflecting needs across their area. Local areas working with their Delivery Partners and DWP are fully responsible for delivery of Connect to Work as outlined in their Delivery Plan.Connect to Work participants are given a dedicated specialist employment support adviser who works alongside them to understand their career goals and help them to address any specific barriers to employment. Connect to Work employment specialists may be integrated into primary and secondary health care settings and other support services to assist individuals with mild to moderate mental and/or physical health conditions. The Connect to Work grant funding is formula based. To access the funding each accountable body has been invited to develop their plan for delivery, reflecting needs across their area. Connect to Work is designed to give local areas considerable flexibility in determining how they deliver Connect to Work locally, including decisions about integration into health care settings. While there is an expectation that employment specialists will work in partnership with health services to support individuals with health-related barriers to work, DWP has not set requirements for the number or type of health care settings in which they must be embedded. This allows local areas to tailor delivery to meet the specific needs of their populations and existing service infrastructure.Local areas are fully responsible for identifying referral routes in their areas. Connect to Work has wide ranging referral routes into the programme, which include primary healthcare, community care and other care settings and through social prescribing together with wider local organisations e.g. Voluntary and Charity Sector services and employers as well as Jobcentre Plus. A breakdown of referral routes for participants is not yet available centrally.The Connect to Work programme has been rolling out and opening across England and Wales throughout this year. As of October 2025, around a third of delivery areas have Connect to Work services already open to participants.For areas that have yet to have their Connect to Work funding confirmed, DWP continues to provide support to help them finalise their delivery plans. We expect these areas to have their services live by spring 2026.Total funding for Connect to Work will reach over £1 billion across England and Wales over the next five years and provide around 300,000 sick or disabled people with help to get into work by the end of the decade.Data is not yet available for the Connect to Work Programme. The Department plan to develop official statistics to support Connect to Work, and updates will be shared via the DWP Statistical Work Programme.
How many (a) GP surgeries and (b) mental health teams have Connect to Work employment advisers embedded in their services.
The Connect to Work programme has been designed with local authorities and is being delivered by local areas. Each local area across all of England and Wales has been invited to develop their plan for delivery, reflecting needs across their area. Local areas working with their Delivery Partners and DWP are fully responsible for delivery of Connect to Work as outlined in their Delivery Plan.Connect to Work participants are given a dedicated specialist employment support adviser who works alongside them to understand their career goals and help them to address any specific barriers to employment. Connect to Work employment specialists may be integrated into primary and secondary health care settings and other support services to assist individuals with mild to moderate mental and/or physical health conditions. The Connect to Work grant funding is formula based. To access the funding each accountable body has been invited to develop their plan for delivery, reflecting needs across their area. Connect to Work is designed to give local areas considerable flexibility in determining how they deliver Connect to Work locally, including decisions about integration into health care settings. While there is an expectation that employment specialists will work in partnership with health services to support individuals with health-related barriers to work, DWP has not set requirements for the number or type of health care settings in which they must be embedded. This allows local areas to tailor delivery to meet the specific needs of their populations and existing service infrastructure.Local areas are fully responsible for identifying referral routes in their areas. Connect to Work has wide ranging referral routes into the programme, which include primary healthcare, community care and other care settings and through social prescribing together with wider local organisations e.g. Voluntary and Charity Sector services and employers as well as Jobcentre Plus. A breakdown of referral routes for participants is not yet available centrally.The Connect to Work programme has been rolling out and opening across England and Wales throughout this year. As of October 2025, around a third of delivery areas have Connect to Work services already open to participants.For areas that have yet to have their Connect to Work funding confirmed, DWP continues to provide support to help them finalise their delivery plans. We expect these areas to have their services live by spring 2026.Total funding for Connect to Work will reach over £1 billion across England and Wales over the next five years and provide around 300,000 sick or disabled people with help to get into work by the end of the decade.Data is not yet available for the Connect to Work Programme. The Department plan to develop official statistics to support Connect to Work, and updates will be shared via the DWP Statistical Work Programme.
What assessment he has made of trends in the level of regional variation in uptake of the Connect to Work programme.
The Connect to Work programme has been designed with local authorities and is being delivered by local areas. Each local area across all of England and Wales has been invited to develop their plan for delivery, reflecting needs across their area. Local areas working with their Delivery Partners and DWP are fully responsible for delivery of Connect to Work as outlined in their Delivery Plan.Connect to Work participants are given a dedicated specialist employment support adviser who works alongside them to understand their career goals and help them to address any specific barriers to employment. Connect to Work employment specialists may be integrated into primary and secondary health care settings and other support services to assist individuals with mild to moderate mental and/or physical health conditions. The Connect to Work grant funding is formula based. To access the funding each accountable body has been invited to develop their plan for delivery, reflecting needs across their area. Connect to Work is designed to give local areas considerable flexibility in determining how they deliver Connect to Work locally, including decisions about integration into health care settings. While there is an expectation that employment specialists will work in partnership with health services to support individuals with health-related barriers to work, DWP has not set requirements for the number or type of health care settings in which they must be embedded. This allows local areas to tailor delivery to meet the specific needs of their populations and existing service infrastructure.Local areas are fully responsible for identifying referral routes in their areas. Connect to Work has wide ranging referral routes into the programme, which include primary healthcare, community care and other care settings and through social prescribing together with wider local organisations e.g. Voluntary and Charity Sector services and employers as well as Jobcentre Plus. A breakdown of referral routes for participants is not yet available centrally.The Connect to Work programme has been rolling out and opening across England and Wales throughout this year. As of October 2025, around a third of delivery areas have Connect to Work services already open to participants.For areas that have yet to have their Connect to Work funding confirmed, DWP continues to provide support to help them finalise their delivery plans. We expect these areas to have their services live by spring 2026.Total funding for Connect to Work will reach over £1 billion across England and Wales over the next five years and provide around 300,000 sick or disabled people with help to get into work by the end of the decade.Data is not yet available for the Connect to Work Programme. The Department plan to develop official statistics to support Connect to Work, and updates will be shared via the DWP Statistical Work Programme.
What steps his Department is taking to raise awareness among pensioners of winter fuel payment scams.
DWP, in partnership with Action Fraud, are raising awareness of Winter Fuel Payment scams across Facebook and Twitter. This is alongside DWP’s continued work with trusted partners and charities such as Independent Age to ensure accurate and timely information is available. DWP has also developed a recorded message for our telephone lines and issued a press release via GOV.UK to raise awareness of Winter Fuel Payment scams.
Whether any sanctions will apply to young people who decline a work placement under the Youth Guarantee scheme.
DWP is committed to supporting young people to earn and learn. The department provides an extensive range of support for young people, tailored to individual needs. As part of this the Chancellor has announced that DWP will offer a guaranteed job to young people on Universal Credit, who are unemployed for over 18 months. Our aim is to stop long-term unemployment for young people by subsidising a paid work placement so that they can develop their skills and gain valuable work experience. More details on this will be announced at the budget, including whether young people who turn down a suitable job offer could be subject to a sanction.
What recent assessment he has made of the availability of Jobcentre Plus services for people who are in work and seeking (a) alternative employment and (b) career progression.
As set out in the Get Britain Working White Paper, the Government is committed to building an inclusive and thriving labour market where everyone has the opportunity of good work, and the chance to get on in work. Mandatory work coach support is available for UC claimants in employment with low earnings. UC claimants with employed earnings receive tailored support with their work coach every 8 weeks, which reflects their situation as employees. The work coach will support claimants with either career progression in their current employment or through taking steps to change careers to alternative employment with better prospects of long-term progression. For some claimants (England only), a work coach may also refer to a National Careers Adviser for more in-depth discussions about career information, advice, or guidance. For claimants with higher earnings, they may also seek work coach support on a voluntary basis. The Jobs and Careers Service will support individuals including people in employment and not claiming benefits to make informed choices about their careers including helping them to boost their skills as well as helping them move into higher paid, higher quality and more productive work.
What metrics his Department uses to measure the success of Jobcentre Plus services for people already in work.
As set out in the Get Britain Working White Paper, the Government is committed to building an inclusive and thriving labour market where everyone has the opportunity of good work, and the chance to get on in work. DWP uses a combination of qualitative data, including a formal, externally commissioned evaluation and internal insights, and quantitative information including HMRC earnings data, to assess the quality of work coach interactions with claimants and claimants’ progress towards higher paid, higher quality and more productive work. We intend to publish the externally commissioned evaluation of the in-work progression voluntary offer and research with claimants impacted by changes to the Administrative Earnings Threshold, in early 2026.
What steps he plans to take through the benefit system to incentivise young people to work additional hours in Lancashire.
Extended periods of unemployment at a young age can have long-lasting consequences, including limiting of future employment prospects and reduced lifetime earnings. Early intervention is therefore critical. That is why our plan to Get Britain Working includes a new Youth Guarantee for all young people to ensure that they can access quality training opportunities, an apprenticeship or help to find work. Eight Youth Guarantee Trailblazers were launched earlier this year, and the insights gained will inform the future design and delivery of the Youth Guarantee.Universal Credit is designed to make work pay by gradually reducing support at a steady rate allowing all Universal Credit customers to keep more of what they earn, therefore strengthening incentives to move into work and progress in work.To support this, we apply a single taper rate of 55% to net earnings. This means that for every £1 earned, customers keep 45p, helping them see a clear financial benefit from working.In addition, some young customers may qualify for a work allowance – the amount they can earn before the taper is applied. This is available to those responsible for children or who have limited capability for work.Eligible young people who need childcare support can claim back up to 85% of their registered childcare costs up to the maximum amount each month. The Universal Credit childcare support is available to all eligible lone parents and couples, regardless of the number of hours they work.
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 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 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 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.