Written questions by Young.

What assessment he has made of the level of industry demand for welding specialists.

There is a strong and persistent demand for welding specialists, driven by major infrastructure programmes, advanced manufacturing, defence requirements and clean energy investment. This demand is compounded by a significant proportion of the current welding workforce approaching retirement, with a large proportion due to retire by 2027(RapidWelding).This accelerates turnover in skilled roles and magnifies the urgency for faster training throughput and progression pathways.DWP/Skills England has proactively responded to the anticipated shortage of welders by introducing a new apprenticeship unit in mechanised welding. This initiative is designed to reskill the existing workforce and re‑engage experienced individuals who may have previously been forced into early retirement.Furthermore, DWP has fast‑tracked the introduction of a new apprenticeship unit in metal fabrication, with the intention that it will enter delivery from May.

What discussions he has had with the Secretary of State for Business and Trade on aligning skills training provision for welding specialists with the workforce requirements set out in the industrial strategy.

The Government is working with industry to develop sector Jobs Plans for all growth-driving sectors identified by the Industrial Strategy, and for construction. These plans will build on the Industrial Strategy Sector Plans and provide a clear direction of travel for government and industry to develop the domestic workforce together. Jobs Plans set out ambitious action addressing the workforce needs in each sector over the next three years. We aim to publish jobs plans in the summer (clean energy have already published a jobs plan). Welding is likely to feature in several plans as it cuts across different industries including clean energy, construction and advanced manufacturing. Skills England and the Department for Business and Trade (DBT) work closely together to make sure the UK’s jobs, growth and industrial plans are matched by the right skills supply - nationally and locally.DWP/Skills England is addressing anticipated shortages of welders by introducing a new mechanised welding apprenticeship unit. This will reskill the existing workforce and help re‑engage experienced workers who may have left the sector early.In addition, DWP has fast‑tracked a new metal fabrication apprenticeship unit, due to begin delivery from May.

What steps he is taking to help increase the number of welding apprenticeship starts in England.

There are a number of apprenticeship standards relevant to welding, including the Level 2 Welder standard and the Level 3 Plate Welder standard.To support employers, including those in welding and associated occupations, to take on apprentices, the government provides a range of financial support. We are introducing a new hiring grant of £2,000 for non-levy paying employers (essentially SMEs) that take on 16–24-year-old apprentices as new employees. It will apply to apprenticeship starts from October, as long as the apprentice has joined their employer within the past three months. Employers hiring apprentices aged 18-24 who have been on Universal Credit for over six months will also be eligible for the new £3,000 Youth Jobs Grant from June 2026.Additionally, from August 2026 we will fully fund apprenticeship training for non-levy paying employers, including those in welding occupations, for eligible people aged 16-24. At the moment, this only happens for apprentices aged 16-21 and apprentices aged 22-24 who have an Education, Health and Care Plan (EHCP) or have been, or are, in local authority care.The government also pays £1,000 to both employers and providers for apprentices aged 16-18, and for apprentices aged 19-24 who have an EHCP or have been, or are, in local authority care. On top of this, employers are not required to pay anything towards employees’ National Insurance for all apprentices aged up to age 25 (when the employee’s wage is below £50,270 a year).To give employers greater flexibility and help them respond quickly to emerging skills gaps, we have also launched the first apprenticeship units, funded from the Growth and Skills Levy, and one of these is on mechanised welding.

Whether his Department has made a recent assessment of the potential merits of amending the Social Security Administration (Representation) Regulations 1999 to allow appointees to manage child trust funds on behalf of mentally incapable young adults aged 18 and over.

The DWP appointee system gives access to social security benefits only. It does not give access to monies held in Child Trust Funds. Where the owner of the fund is incapable of accessing the funds themselves, the Mental Capacity Act 2005 provides for how a third party can do that on their behalf, namely, through the Court of Protection.

What steps he is taking to help increase apprenticeship uptake among small businesses.

The government is transforming the apprenticeships levy into a new growth and skills levy, which will deliver greater flexibility to employers, more opportunities for young people and support the industrial strategy. In August 2025, we introduced new foundation apprenticeships to give young people a route into careers in critical sectors, enabling them to earn a wage while developing vital skills. They are underpinned by additional funding for employers of up to £2,000 to contribute to the extra costs of supporting someone at the beginning of their career. We are investing an additional £725 million to deliver the next phase of the growth and skills levy and meet our ambition to support 50,000 more young people into apprenticeships. We will expand foundation apprenticeships into sectors that traditionally recruit young people and launch a pilot with Mayoral Strategic Authorities to better connect young people to local apprenticeship opportunities. From April 2026, employers will also be able to access short, flexible training courses to help respond quickly to evolving skills needs. The first wave of these courses will be called apprenticeship units, and they will be available in critical skills areas such as artificial intelligence, digital and engineering. The government will fully fund apprenticeship training for non-levy paying employers (essentially SMEs) for all eligible people aged 16-24 from the next academic year, to boost small business starts and prioritise funding to young people. To support employers of all sizes to offer apprenticeships the government also pays £1,000 to both employers and providers for apprentices aged 16-18, and for apprentices aged 19-24 who have an EHCP or have been, or are, in local authority care. Additionally, employers are not required to pay anything towards employees’ National Insurance for all apprentices aged up to age 25 (when the employee’s wage is below £50,270 a year).

Whether he plans to increase financial incentives available to employers to provide apprenticeships.

The government is transforming the apprenticeships levy into a new growth and skills levy, which will deliver greater flexibility to employers, more opportunities for young people and support the industrial strategy. In August 2025, we introduced new foundation apprenticeships to give young people a route into careers in critical sectors, enabling them to earn a wage while developing vital skills. They are underpinned by additional funding for employers of up to £2,000 to contribute to the extra costs of supporting someone at the beginning of their career. We are investing an additional £725 million to deliver the next phase of the growth and skills levy and meet our ambition to support 50,000 more young people into apprenticeships. We will expand foundation apprenticeships into sectors that traditionally recruit young people and launch a pilot with Mayoral Strategic Authorities to better connect young people to local apprenticeship opportunities. From April 2026, employers will also be able to access short, flexible training courses to help respond quickly to evolving skills needs. The first wave of these courses will be called apprenticeship units, and they will be available in critical skills areas such as artificial intelligence, digital and engineering. The government will fully fund apprenticeship training for non-levy paying employers (essentially SMEs) for all eligible people aged 16-24 from the next academic year, to boost small business starts and prioritise funding to young people. To support employers of all sizes to offer apprenticeships the government also pays £1,000 to both employers and providers for apprentices aged 16-18, and for apprentices aged 19-24 who have an EHCP or have been, or are, in local authority care. Additionally, employers are not required to pay anything towards employees’ National Insurance for all apprentices aged up to age 25 (when the employee’s wage is below £50,270 a year).

Whether he plans to extend the Growth and Skills Levy to help increase flexibility for businesses seeking to offer apprenticeships.

The government is transforming the apprenticeships levy into a new growth and skills levy, which will deliver greater flexibility to employers, more opportunities for young people and support the industrial strategy. In August 2025, we introduced new foundation apprenticeships to give young people a route into careers in critical sectors, enabling them to earn a wage while developing vital skills. They are underpinned by additional funding for employers of up to £2,000 to contribute to the extra costs of supporting someone at the beginning of their career. We are investing an additional £725 million to deliver the next phase of the growth and skills levy and meet our ambition to support 50,000 more young people into apprenticeships. We will expand foundation apprenticeships into sectors that traditionally recruit young people and launch a pilot with Mayoral Strategic Authorities to better connect young people to local apprenticeship opportunities. From April 2026, employers will also be able to access short, flexible training courses to help respond quickly to evolving skills needs. The first wave of these courses will be called apprenticeship units, and they will be available in critical skills areas such as artificial intelligence, digital and engineering. The government will fully fund apprenticeship training for non-levy paying employers (essentially SMEs) for all eligible people aged 16-24 from the next academic year, to boost small business starts and prioritise funding to young people. To support employers of all sizes to offer apprenticeships the government also pays £1,000 to both employers and providers for apprentices aged 16-18, and for apprentices aged 19-24 who have an EHCP or have been, or are, in local authority care. Additionally, employers are not required to pay anything towards employees’ National Insurance for all apprentices aged up to age 25 (when the employee’s wage is below £50,270 a year).

What steps his Department is taking to reduce delays in renewals of Personal Independent Payments (PIP).

DWP continues to prioritise new claims to Personal Independence Payment (PIP) ensuring claims are processed and awarded as soon as possible. However, with limited capacity and resources, this means some customers are waiting longer than expected for their PIP review.To help address this, and to speed up the process and increase efficiency, the majority of reviews are now completed in-house. This means a DWP Case Manager can make a decision where sufficient evidence and information is provided or available. Where we cannot deal with a review in-house, and where an award may possibly end, we have robust measures in place to ensure all claims remain in payment, including those awards which rely on PIP to access Motability vehicles or automatic entitlement to a Blue Badge.

What assessment she has made of the potential impact of the minimum income floor on self-employed workers that are unable to work for brief periods due to (a) health issues and (b) care responsibilities.

No assessment has been made. The level of the MIF is equivalent to what a person in employed work in similar circumstances to the customer could expect to earn at living or minimum wage for their age. The MIF is therefore tailored to a customer’s individual circumstances; where a person has limitations on the hours they can reasonably be expected to work, for example because they have a health condition or caring responsibilities, the level of their MIF can be reduced. Short-term health conditions experienced by a customer, such as colds, flu, strains, and sprains, are regarded as part of the normal pattern of self-employment. Therefore, customers must plan for these periods as part of their ordinary business cycle.

What additional support is available for self-employed workers in receipt of Universal Credit that experience a short-term fall in their earnings.

Customers who are new to gainful self-employment are eligible for a 12-month 'start-up period’, during which the Minimum Income Floor does not apply. This means that if a customer experiences a drop in their earnings, their Universal Credit award will increase. This gives customers the opportunity to adjust to the characteristics of the sector in which they work, such as seasonal or fluctuating earnings patterns. Where a customer reports a loss from their self-employment, the value of the loss is considered when assessing earnings in future assessment periods. If the sum of any unused losses exceeds the amount of earnings in the subsequent monthly assessment period, the remaining value of the loss is carried forward to be offset against future earnings, until the loss is used up or the customer ceases self-employment. This may result in a customer receiving a higher Universal Credit award in the future. Work Coaches can signpost customers in the start-up period to national and local support where available, such as business advice, mentoring or training. This may also include connecting self-employed customers with other government support including:The Start Up Loans scheme, run by the British Business BankThe Business Support Helpline Local Growth Hubs in England, Business Wales and Find Business Support and Business Gateway in Scotland, which offer support, advice and guidance to new and existing businesses. If a self-employed customer has earnings below £2,600 (or £3,600 if in a couple) in the six months prior to an application, they may be eligible for a budgeting advance to help finance intermittent/ unforeseen expenses or expenses. This ensures low-income families that have an emergency financial need and do not have access to adequate savings or affordable loans can access funding to meet the emergency.

Whether entitlement to a defined benefit occupational pension affects entitlement to Universal Credit if that pension is not drawn.

It has been a long-standing policy of successive governments to encourage people to save for their retirement. Universal Credit is a means-tested benefit and takes occupational and personal pensions into account when the customer receives that income under the scheme rules. Where someone reaches the age where Pension Credit is payable, the pension may be treated as available under the long-standing notional income rules. This means that a notional income is taken into account which has the effect of reducing the award of Universal Credit. Means-tested benefits are paid for out of general taxation, and it is only right that a customer avails themselves of their own financial resources before relying on benefits. These rules provide a fair balance between the needs of the customer and the taxpayer who pays for the cost of means-tested benefits.