Written questions by Maguire.

What steps his Department is taking to (a) increase the efficiency of and (b) reduce waiting times for the Access to Work Scheme.

Awaiting answer.

If his Department will review the Access to Work Scheme renewal process for existing claimants who have already evidenced their needs.

Awaiting answer.

What steps his Department is taking to (a) increase the efficiency of and (b) reduce waiting times for the Access to Work Scheme

It has not proved possible to respond to the hon. Member in the time available before Prorogation.

If his Department will review the Access to Work Scheme renewal process for existing claimants who have already evidenced their needs.

It has not proved possible to respond to the hon. Member in the time available before Prorogation.

If he will set out the support for disabled workers whose reconsideration Access to Work Scheme request is refused.

The support that a customer will receive from Access to Work is dependent upon their needs and circumstances at the time they make an application or award renewal. Case managers will use the current guidance to ensure Access to Work principles are considered when making a decision on support. Separate to the Access to Work scheme, we have a range of specialist initiatives to support disabled individuals, including those that join up employment and health systems. Measures include support from Work Coaches and Disability Employment Advisers in Jobcentres, as well as joining up health and employment support around the individual through Employment Advisors in NHS Talking Therapies, and WorkWell.

If he will make an assessment of the potential impact of State Pension age changes on 1950s-born women living in Epsom and Ewell constituency.

All women born since 6 April 1950 have been affected by changes to State Pension age. Estimates can be made with ONS 2022 Census Data of how many women born in the 1950s were resident in each constituency in that year.

What assessment his Department has made of the dangers to NHS staff from exposure to formaldehyde.

The Control of Substances Hazardous to Health Regulations (2002) (COSHH) (as amended) is a robust and well-established regulatory framework in place to protect workers from the health risks associated with exposure to hazardous substances in the workplace, including formaldehyde. Under COSHH, it is the responsibility of each NHS employer to assess the risk from their work activities involving formaldehyde and to ensure that the exposure of their employees to this hazardous substance is either prevented, or where this is not reasonably practicable, adequately controlled.

What assessment his Department has made of the potential merits of extending the Winter Fuel Payment to anyone with a terminal illness regardless of age.

We understand that pensioner circumstances may be complex and variable. However, Winter Fuel Payments remain a simple scheme to provide a modest lump sum payment to the majority of pensioners quickly and automatically, without the need for claim. The Department supports people nearing the end of life through the Special Rules for End of Life. These enable people who are nearing the end of their lives to get faster, easier access to certain benefits, without needing to attend a medical assessment, serve waiting periods and in most cases, receive the highest rate of benefit. For many years, in England, Wales and Northern Ireland, the Special Rules have applied to people who have six months or less to live but they have now been changed so they apply to people who have 12 months or less to live.

What assessment his Department has made of the potential merits of expanding the eligibility for the Severe Conditions Criteria in Universal Credit to include someone with a life-limiting, progressive condition who currently meets the criteria for Limited Capability for Work.

The Severe Conditions Criteria (SCC) have been in place since September 2017 to protect those who we do not expect will ever be able to work, due to a severe lifelong health condition or disability that is not expected to improve, from having to undergo reassessment which is unlikely to lead to a change in outcome. To meet the SCC, a person must demonstrate that their level of functional impairment will always meet the threshold of limited capability for work and work-related activity (LCWRA). Their condition must be a recognised medical diagnosis that is lifelong without any realistic prospect of recovery of function. When the Universal Credit Act 2025 comes into force on 6 April 2026, Universal Credit (UC) claimants who already meet SCC and those who meet SCC in the future (along with existing LCWRA claimants) will receive the higher rate of LCWRA, and will see their combined UC standard allowance and LCWRA element increase at least in line with inflation every year for the next four years. Those who meet SCC will also be exempt from reassessment. An individual who meets the Limited Capability for Work criteria, but not LCWRA, whilst not able to work currently, is considered able to take steps to prepare themselves for work in the future. It would not be appropriate for someone with SCC to be placed in this group as people with SCC are not expected to be able to work again. We believe that the SCC capture those who we want to protect, and there is no intention to widen the criteria any further.

What support is available for staff being made redundant by the closure of the Queen Elizabeth's Foundation for Disabled People.

Following notification of staff being at risk of redundancy DWP provides support to both employers and individuals through our dedicated service (the Rapid Redundancy Support). Local Employer Advisors will make contact the employers/or individuals to offer support as a matter of urgency. Support is tailored and can vary depending on the scale of the redundancy and the level of support required. This can include:Group Information sessions or 121 sessions with individualsProviding information on the local labour marketIndividual Job Search SupportLocal Skills and Training support for specific sectorsSupport with CVs and ApplicationsInformation on Support for those with Health Conditions and DisabilitiesInformation on Universal Credit and Pensions DWP were notified by the Insolvency Service on the 18th of November of impending redundancies at the Queen Elizabeth Foundation for Disabled People. DWP’s National RRS Team held a meeting with the Chief Executive on the 19th of November where RRS support was outlined. RRS factsheets were sent over for cascade to employees impacted and the National RRS team agreed to contact local jobcentres. Queen Elizabeth Foundation requested DWP support at several recruitment events previously organised at sites in Leatherhead and Carshalton. On the 27th November at the Leatherhead site, the local Employer Adviser and Disability Employer Adviser attended a recruitment event and offered further support for those impacted by the redundancies. The attendance of the Disability Employer Adviser was at the specific request of the Queen Elizabeth Foundation At the Carshalton site local DWP teams have reached out and have invited all employees to a local recruitment event being held next week.

What steps her Department is taking to ensure that all assistant dog handlers are treated consistently by (a) employers and (b) service providers regardless of how their dog was trained.

Assistance dogs are not funded or provided by the Government, and assistance dogs are not regulated or defined in law.There are well established dog training organisations which have international accreditation and are members of the umbrella coalition Assistance Dogs UK (ADUK). Following a Government initiative in 2017/18, a new charity was established - the Assistance Dogs Assessment Association (ADAA) - which offers a test and certificate for assistance dogs trained through sources without international accreditation. It is now possible for assistance dogs to be tested and certified as having reached a set standard, even where they are trained by a body without international accreditation.The Equality Act 2010 places a general duty on businesses and service providers to make reasonable adjustments to allow disabled people, including people with assistance dogs, access to goods and services so they are not placed at a substantial disadvantage compared to non-disabled people. Duties and protections under the Equality Act are ultimately enforceable through the courts, and anybody who thinks that they have been discriminated against - including where access to an assistance dog has been refused - can take legal action to seek to resolve the issue.The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act, and has published guidance on ‘Assistance Dogs: a guide for businesses and service providers’.

Whether her Department plans to establish a process for recognising assistant dogs that meet agreed national standards.

Assistance dogs are not funded or provided by the Government, and assistance dogs are not regulated or defined in law.There are well established dog training organisations which have international accreditation and are members of the umbrella coalition Assistance Dogs UK (ADUK). Following a Government initiative in 2017/18, a new charity was established - the Assistance Dogs Assessment Association (ADAA) - which offers a test and certificate for assistance dogs trained through sources without international accreditation. It is now possible for assistance dogs to be tested and certified as having reached a set standard, even where they are trained by a body without international accreditation.The Equality Act 2010 places a general duty on businesses and service providers to make reasonable adjustments to allow disabled people, including people with assistance dogs, access to goods and services so they are not placed at a substantial disadvantage compared to non-disabled people. Duties and protections under the Equality Act are ultimately enforceable through the courts, and anybody who thinks that they have been discriminated against - including where access to an assistance dog has been refused - can take legal action to seek to resolve the issue.The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act, and has published guidance on ‘Assistance Dogs: a guide for businesses and service providers’.

What plans his Department has to support the development of (a) accredited training routes and (b) apprenticeships for advice and information roles.

At present nine awarding organisations offer 18 different knowledge only qualifications at levels 2 to 5 in information, advice and guidance (IAG) and careers advice. They are listed on Ofqual’s register of regulated qualifications: Find a regulated qualification - GOV.UK Regarding apprenticeships, there are four apprenticeship standards relating to information and advice roles, including Level 3 Learning and Development Practitioner and Level 4 Employability Practitioner. Where there is a genuine occupational gap not met by an existing apprenticeship standard and there will be sufficient demand for apprentices, employers are able to work with Skills England to develop an apprenticeship standard which meets their need.

Whether careers in the armed forces will be included in the Youth Guarantee.

As set out in the Get Britain Working White Paper, we are developing a Youth Guarantee to ensure young people are either learning or earning. This includes access to high-quality training, apprenticeships, and personalised support to find work. In PQ 38965 the Department for Work and Pensions confirmed its commitment to working closely alongside the Ministry of Defence to identify and support anyone in receipt of benefits with transferable skills to move into careers within the Armed Forces, with a particular focus on younger customers.

What assessment she has made of the adequacy of workplace (a) guidance and (b) protections for employees experiencing menopausal symptoms; and if her Department will issue new guidance to (i) small and medium-sized enterprises and (ii) other employers on reasonable adjustments.

It is important that those who experience substantial and longer-term menopausal effects should be adequately protected from discrimination in the workplace, and that employers are fully aware of the issues their employees may be experiencing at work, and their current legal obligations, including under the Equality Act 2010 (the Act).Depending on circumstances, the Act provides protection from discrimination on grounds of sex and/or age and/or disability for employees experiencing the effects of the menopause. An employee may bring a discrimination claim under more than one of these grounds, which the courts can then consider sequentially, where appropriate.As part of the plan to Make Work Pay, the government has committed to publishing guidance, including for small employers, on measures to consider relating to uniform and temperature, flexible working and recording menopause-related leave and absence. Guidance can currently be found on the government’s Help to Grow Site: Menopause in the Workplace - Help to Grow. We will continue to work with stakeholders to ensure the content is relevant and to raise awareness and promote best practice amongst businesses. As part of the Employment Rights Bill, this government is taking the first steps towards requiring large employers to publish action plans alongside their gender pay gap figures; detailing the steps they are taking to narrow their gap and support employees during the menopause. These will ensure that they recognise and tackle the barriers that women still face, as well as opening up space to have broader conversations about women’s health in the workplace. Organisations will be required to detail the evidence-based steps they are taking, supported by government guidance, with the aim of speeding up progress towards workplaces that actually work for everyone.

Whether veterans have their military compensation disregarded when means testing income for benefits.

The honourable member has previously raised this broad issue and I refer her to the answer given on 8 July 63814

What support his Department provides to people with migraine in employment; whether migraine is recognised as a disabling condition where appropriate; and what steps he is taking to promote migraine-friendly workplace policies.

Employers are crucial in enhancing employment opportunities and supporting disabled people and those with health conditions, such as migraines, to thrive in the workforce. 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 is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments. Migraines may be recognised as a disability under the Equality Act 2010, where the condition has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. The Act does not list specific conditions but applies broadly to any physical or mental impairment meeting this definition. There are a range of existing initiatives that already provide support. The Disability Confident Scheme encourages employers to create disability inclusive workplaces and to support disabled people to get work and get on in work. The scheme provides resources such as the Disability Confident Manager’s Guide, which includes guidance on flexible working and workplace adjustments. The Government also offers tailored guidance to employers on supporting disabled people and people with health conditions in the workplace, through its Support with Employee Health and Disability service. This includes guidance on disclosures and having conversations about health and disabilities, plus guidance on legal obligations and making reasonable adjustments and we continue to explore ways to increase access to occupational health services. The WorkWell pilot provides low intensity integrated work and health support for people with health-related barriers to work and is live in 15 areas across England. Participants get a holistic assessment, and a tailored support plan that can include employer liaison and advice on workplace adjustments. In our Get Britain Working White Paper, published November 2024, we committed support for employers to recruit, retain and develop staff. As part of that, the Secretaries of State for Work and Pensions and Business and Trade have asked Sir Charlie Mayfield to lead ‘Keep Britain Working’, an independent review to consider how best to support and enable employers to recruit and retain more people with health conditions and disabilities, promote healthy workplaces, and support more people to stay in or return to work from periods of sickness absence. Sir Charlie Mayfield will deliver a final report with recommendations later in the autumn.

What steps his Department is taking to ensure employers provide reasonable adjustments for employees with epilepsy.

All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled employee, including employees with epilepsy, 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.

Whether he plans to review the effectiveness of the Household Support Fund in the South East, in the context of changes in food and housing costs.

In January 2025, the Department published an evaluation of the fourth Household Support Fund (HSF) scheme, running from 1 April 2023 to 31 March 2024. We will use findings from delivery of the Household Support Fund to inform policy for the new Crisis and Resilience Fund, starting from 1 April 2026.

What steps his Department is taking to increase the number of people with epilepsy in the workplace.

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. Backed by £240 million 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. Disabled people and people with health conditions, including epilepsy, are a diverse group so access to the right work and health support, in the right place, at the right time, is key. The Government is committed to supporting disabled people and people with health conditions, including epilepsy, with their employment journey. 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. It is also recognised that employers play an important role in addressing health and disability. To build on this, the DWP and DHSC Joint 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.