Written questions by McMurdock.

What assessment she has made of the health of the labour market, in light of the number of unemployed people and job vacancies.

Economic growth is a priority for this Government. Building a thriving and inclusive labour market and increasing the number of people in work is central to achieving the Government’s number one mission to grow the economy, and delivering our missions to spread opportunity and improve the health of the nation. In November 2024, we set out our plan in the Get Britain Working White Paper, with three main pillars:Reforming Jobcentre Plus into a Jobs and Careers Service which is more focused on skills and career progression, responsive to the needs and challenges of local labour markets and aligned with the needs of employers.Tackling economic inactivity due to ill health through joined up work, health and skills support and our Pathways to Work guarantee of tailored support for those with health conditionsDelivering a Youth Guarantee so that all young people have access to education, training or help to find a job or apprenticeship. Since the start of the year, over 329,000 more people have moved into employment. Rising employment and falling inactivity have also contributed to there now being a record number (34.3 million) of working-aged people who are economically active. The UK has the 3rd highest employment rate in the G7 and had the fastest growing economy in the G7 in the first half the year. Since July 2024, real wages have risen more than in the first ten years of the previous government.

What steps she is taking to address the lack of growth in the 16-64 employment rate in the past year.

Our Get Britain Working White Paper set out ambitious plans to transform employment support, tackle rising levels of health-related economic inactivity and move towards an 80% employment rate . Since publication we have made rapid progress delivering on our three key interconnected pillars which are driving change including;9 place-based economic inactivity trailblazers, with 3 areas receiving additional funding for our Health Accelerators seeking to prevent economic inactivity linked to ill-health.8 Youth Guarantee trailblazers, testing approaches before we roll out nationally and as part of our commitment to create a new Jobs and Careers Service we have launched our first Pathfinder in Wakefield to develop and test new services and different ways of supporting people.

What assessment he has made of the reasons why the youth unemployment rate in the UK was above the OECD average as of June 2025.

The number of young people not in education, employment or training (NEET) has been rising for too long, which is why we are tackling this crisis of opportunity with new energy and determination.As set out in the Get Britain Working White Paper, we are developing a Youth Guarantee. Our Youth Guarantee will ensure eligible 18-to-21-year-olds have access to education, training, an apprenticeship - or ultimately guaranteed paid work if they cannot find a job.In addition, an independent investigation has been launched to identify how we can go further to tackle the root causes of youth activity. Led by former Health Secretary Alan Milburn, the report will examine why increasing numbers of young people are falling out of work or education before their careers have begun, with a particular focus on the impact of mental health conditions and disability. The Terms of Reference can be found here.

What steps is he taking to measure progress in reducing youth unemployment relative to OECD comparators.

The number of young people not in education, employment or training (NEET) has been rising for too long, which is why we are tackling this crisis of opportunity with new energy and determination.As set out in the Get Britain Working White Paper, we are developing a Youth Guarantee. Our Youth Guarantee will ensure eligible 18-to-21-year-olds have access to education, training, an apprenticeship - or ultimately guaranteed paid work if they cannot find a job.In addition, an independent investigation has been launched to identify how we can go further to tackle the root causes of youth activity. Led by former Health Secretary Alan Milburn, the report will examine why increasing numbers of young people are falling out of work or education before their careers have begun, with a particular focus on the impact of mental health conditions and disability. The Terms of Reference can be found here.

Pursuant to Answer of 11 November 2025 to Question 87663, what first degree subjects have the lowest share of learners entering priority occupations; and what steps he is taking to improve alignment in those areas.

The proportion of first degree (level 6) higher education learners entering priority occupations by subject is published in the Accompanying tables for the Assessment of priority skills to 2030. This table is copied below. SubjectShare of employed learners entering priority occupations (%)Nursing and midwifery97Medicine and dentistry96Medical sciences81Architecture, building and planning79Pharmacology, toxicology and pharmacy78Allied health73Computing70Engineering68Economics65Physics and astronomy60Mathematical sciences57Chemistry56Business and management53Health and social care51Languages and area studies49Biosciences48Geography, earth and environmental studies48Politics48Law47Media, journalism and communications46General, applied and forensic sciences44Materials and technology44History and archaeology44Combined and general studies43Psychology42Philosophy and religious studies42English studies39Creative arts and design35Sociology, social policy and anthropology33Agriculture, food and related studies32Performing arts31Sport and exercise sciences25Education and teaching10Veterinary sciences8 The DfE and Skills England are working closely together to publish labour market information and support informed student choice, helping provision respond to economic demand and maintaining the breadth of provision needed for a strong and flexible workforce. Many jobs outside the priority occupations are highly productive and needed for the wider economy.

Pursuant to Answer of 11 November 2025 to Question 87663, what assessment he has made of whether the proportion of recent higher education leavers entering priority occupations is sufficient to meet forecast labour market needs in 2030.

Skills England analysis in the Assessment of priority skills to 2030 sets out that two thirds of the projected additional employment demand in priority occupations require workers with a qualification at level 4 or above. In England, over a quarter of a million (285,000) people enter priority occupations from the skills system each year. Around two thirds (65%) of these are learners with qualifications at level 4 and above, broadly matching the expected education requirements for the priority occupations. Skills England will continue to develop and refine this analysis further, establishing a process and methodology for assessing skills needs. We are aiming to widen the scope of the analysis, covering skills needs at a national, sectoral, and regional level.

Pursuant to the Answer of 29 October 2025 to Question 86589 on Construction: Apprentices and Training, how the Construction Support Package is being allocated by (a) region and (b) type of training.

On 23 March 2025, the Government announced a construction support package worth £625 million to tackle the acute shortage of skilled workers in the construction sector. (a) By Region Construction Skills Package funding for initiatives including Industry Placement Support, FE Teacher Industry Exchange, and capital support to Construction Technical Excellence Colleges will be devolved to Mayoral Combined Authorities where they exist. Skills Bootcamps are delivered nationally through provider contracts. (b) By Type of Training The package includes a range of interventions, including:Skills Bootcamps: short, intensive training to meet immediate skills needs.Foundation Apprenticeships: funding to encourage new industry entrants.Uplift High Value Course Premium: paid to FE providers for eligible courses/studentsFree Courses for Jobs: Additional qualifications added to the national course list.Industry Placement Support: placements in industry for learners in FE on eligible coursesConstruction Technical Excellence Colleges: 10 new CTECs and associated capital investment.Project-Based Capital: Employer-led skills provision.

What steps he is taking to align the Construction Skills Mission Board to (a) training provision and (b) (i) local and (ii) regional labour needs.

To ensure employers can work collaboratively to secure the workforce needed to meet future demand, the Government is sponsoring a new Construction Skills Mission Board (CSMB). Chaired by Mark Reynolds, Executive Chair of Mace, the Board will provide strategic leadership to the construction sector and develop an Industry led Construction Skills Action Plan. The CSMB will work closely with Government to ensure that industry is well aligned to key initiatives within the Construction Skills Package, including Skills Bootcamps, apprenticeships, and industry placement development, ensuring these programmes reflect industry needs. It will work closely with training providers to align curricula with modern construction practices and sustainability standards. The Board will work collaboratively with Mayoral Combined Authorities and local partners to support the effective use of devolved funding and ensure interventions reflect regional priorities. Skills England will take a national view of skills gaps and work with local partners including Mayoral Strategic Authorities to ensure provision meets the needs of learners and employers. This approach ensures national programmes remain responsive to local priorities while maintaining consistency in quality and outcomes.

What recent assessment his Department has made of the equitableness of the Child Maintenance Service's (a) fee structure and (b) case prioritisation (i) where a paying parent has multiple children across different claims and (ii) all other cases.

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. 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. The calculation can also take into account other aspects such as where care of the child is shared between the parents and any other children that the paying parent provides care. The CMS recognises the complexity of cases where a paying parent has multiple children across different claims and is committed to ensuring that all children receive fair and timely support. Where a paying parent has multiple children across different claims, the CMS recalculates the total maintenance liability based on the number of qualifying children across all cases, fees are based on a percentage of the total ongoing maintenance (OGM) amount, not on the number of arrangements. The calculation can also take into account any other children outside of the statutory scheme for whom the paying parent provides support. This ensures the Child Maintenance Service fulfils its responsibility to consider the welfare of all children connected to a case. A consultation on proposed CMS reforms was published by the previous Government on 8 May 2024. The consultation was extended by the Government at the end of July and ran until 30 September 2024. The Government published a response on 23 June 2025. This included plans to reform the CMS fee structure for the Collect and Pay Service, reducing fees to 2% for receiving parents, deducted from maintenance received, and 2% for compliant paying parents in addition to their calculated maintenance amount, while maintaining the 20% rate for non-compliant paying parents, in addition to their calculated maintenance amount. 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, and if made, will require amendments to legislation so would be subject to Parliamentary scrutiny.

What mechanisms are in place to allow the collection of child maintenance arrears after a qualifying child ceases to be a qualifying child; and what guidance his Department has issued to receiving parents on this matter.

If Paying Parents fail to meet their financial obligation to their children, the Child Maintenance Service (CMS) has a range of strong enforcement powers including deduction from earnings orders and bank accounts, removing a parents passport or driving license and committal to prison. These powers can be used to collect debt of any age, including after a child ceases to be a qualifying child.When ongoing maintenance ends due to there no longer being a qualifying child, the CMS will contact both parties to explain what this means. Receiving Parents are informed of any arrears outstanding and provided with guidance on whether they want the arrears collecting, and how the CMS can recover the arrears owed.

What assessment his Department has made of the proportion of paying parents who have (a) avoided and (b) reduced child maintenance payments through (i) advance benefit payments and (ii) other similar means.

The Child Maintenance Service (CMS) recognises the importance of ensuring that child maintenance payments are made fairly and consistently, and that children receive the financial support to which they are entitled.In the Autumn Budget 2024, the Chancellor announced that from 30 April 2025, the Department for Work and Pensions (DWP) would reduce the Universal Credit (UC) overall deductions cap from 25% to 15% of the standard allowance, introducing the Fair Repayment Rate (FRR). Without changes, this would reduce the number of child maintenance (CM) deductions. To prevent this, DWP implemented a temporary regulatory and policy change for one year from 30 April 2025 meaning CM deductions moved to first place in UC’s deductions priority order and deductions can exceed the 15% cap ensuring CM payments continue. Evidence gathered during the year will inform whether to make the change permanent or adopt an alternative approach. In relation to other similar means: The CMS monitors claims to ensure they are accurate and works closely with HMRC to verify income data and identify discrepancies. Where a receiving parent believes their assessment does not reflect the paying parent’s true financial position, CMS offers a variation process to challenge the assessment. The CMS continues to refine its systems to detect and prevent avoidance, including through legislative reforms and improved data sharing.

What assessment he has made of the effectiveness of the apprenticeship £2,000 employer incentive payment in supporting progression into employment.

The first seven foundation apprenticeships became available in August 2025 focussed on four industrial strategy and priority areas: construction and the built environment, engineering and manufacturing, health and social care, and digital. In line with other apprenticeships, the minimum duration is 8 months, and we expect them to last for up to 12 months, however this may be longer to accommodate individual learner needs. As such, it is too early to provide the information requested. As with all policy, the government will keep foundation apprenticeships under review to ensure it meets learner and employer needs.

What assessment he has made of regional variation in (a) participation and (b) progression rates for foundation apprenticeships.

The first seven foundation apprenticeships became available in August 2025 focussed on four industrial strategy and priority areas: construction and the built environment, engineering and manufacturing, health and social care, and digital. In line with other apprenticeships, the minimum duration is 8 months, and we expect them to last for up to 12 months, however this may be longer to accommodate individual learner needs. As such, it is too early to provide the information requested. As with all policy, the government will keep foundation apprenticeships under review to ensure it meets learner and employer needs.

What steps his Department is taking to ensure that child maintenance arrears owed under previous Child Maintenance Service schemes are recovered effectively.

The main focus of the Child Maintenance Service (CMS) is to collect money owed to children who will benefit today, thereby preventing the build-up of arrears under CMS. Arrears owed under previous Child Support schemes are at least 12 years old. It is a key principle that unpaid child maintenance should be paid immediately.Powers were introduced in 2018 that enabled the CMS to close the remaining cases on the Child Support Agency (CSA) following the collection or write-off of historic arrears.Closing the CSA was a key element of the child maintenance reforms. It means that all cases are now managed on a single, more efficient and effective system.

What proportion of eligible cases have the Child Maintenance Service used enforcement powers in including (a) liability orders, (b) bailiff action, (c) passport revocation and (d) driving licence revocation in each of the last five years; and what barriers exist to the Child Maintenance Service applying such enforcement powers in cases of persistent non-payment.

The Child Maintenance Service (CMS) is committed to ensuring that children receive the financial support to which they are entitled. Where a paying parent fails to meet their obligations under a statutory child maintenance arrangement, enforcement action is taken. The Department regularly publishes Child Maintenance Service official statistics. The Enforcement section of the latest bulletin provides details on the enforcement actions used by the CMS, and further details of these for quarter ending June 2015 to quarter ending June 2025 are available in table 6.1 and 6.2 of the accompanying National tables. Enforcement actions are used by the CMS to collect both the maintenance arranged by the CMS, and Child Support Agency arrears that have been transitioned to CMS systems. Details of the number of paying parents using the Collect and Pay service, and the compliance of those parents, for the same time period are available in the CMS Paying Parents dataset on Stat-Xplore. Users can log in or access Stat-Xplore as a guest and, if needed, can access general guidance on how to extract the information required. Enforcement can be more challenging where paying parents have irregular income, lack traceable assets, or receive benefits, as deductions may be limited or not feasible. These situations require careful consideration to ensure that enforcement remains proportionate and effective. In some instances, non-payment is used as a form of economic abuse. To support survivors, the CMS has introduced reforms, including easier access to the Collect and Pay service. While enforcement aims to be swift, paying parents have a right to appeal, which can delay proceedings. The CMS must balance timely action with procedural fairness. The Department continues to monitor the effectiveness of enforcement measures and remains committed to further reforms to ensure that child maintenance is paid promptly and in full.

What estimate he has made of the proportion of foundation apprentices who progress into (a) sustained employment and (b) higher-level apprenticeships within six months of completion.

The first seven foundation apprenticeships became available in August 2025 focussed on four industrial strategy and priority areas: construction and the built environment, engineering and manufacturing, health and social care, and digital. In line with other apprenticeships, the minimum duration is 8 months, and we expect them to last for up to 12 months, however this may be longer to accommodate individual learner needs. As such, it is too early to provide the information requested. As with all policy, the government will keep foundation apprenticeships under review to ensure it meets learner and employer needs.

Whether he plans to increase the number of (a) training and (b) apprenticeship positions in areas where construction represents a substantial share of local employment.

The Department for Work and Pensions is committed to expanding access to high-quality construction training and apprenticeship opportunities across England, particularly in areas where the sector plays a significant role in the local economy. A wide range of government-funded programmes are available to support construction employers in hiring new staff, offering work experience, and upskilling existing employees. These include Apprenticeships, including foundation apprenticeships, Skills Bootcamps, and Free Courses for Jobs. Through the Construction Support Package, the Government is investing £625 million to train up to 60,000 additional construction workers by 2029. To ensure strategic delivery and alignment with workforce needs, the Construction Skills Mission Board has been established. This coordinated approach is helping to increase the number of training and apprenticeship positions in local areas, ensuring that communities benefit from secure, well-paid jobs in construction and that the sector has the skilled workforce it needs to deliver vital infrastructure and housing projects.

What steps she is taking to support employers in closing skills gaps.

On 20th October, Government published the Post-16 Education and Skills Strategy, which sets out our vision for a world-leading skills system to break down barriers to opportunity, meet student and employers’ needs; widen access to high-quality education and training; support innovation, research, and development; and improve people’s lives.This sets out our reforms to the skills system, which will be joined up, data driven and delivered in partnership with employers and regional leaders, who know best how to support people and tackle skills gaps locally. Central to our reforms will be Skills England, with one of its key roles being to provide an authoritative voice on the country’s current and future skills needs. Skills England has already published two assessments of skills needs, Skills for growth & opportunity and the Assessment of priority skills to 2030, and it will continue to build on these. It will provide an assessment of national, regional and sectoral skills needs in the economy now and in the future, combining statistical data with insights generated from key stakeholders. This forward-looking analysis will support the development of a robust evidence base to inform policy and funding decisions, supporting employers in closing skills gaps. We are also transforming the apprenticeships offer into a new growth and skills offer, which will offer greater flexibility to employers and learners and support the industrial strategy. In August we introduced new foundation apprenticeships for young people in targeted sectors, as well as shorter duration apprenticeships. Additionally, we want employers to be able to use the levy on short, flexible training courses to meet their business needs from April 2026. These flexibilities will help more people learn new high-quality skills at work and fuel innovation in businesses across the country.

What assessment he has made of the adequacy of the alignment between employer demand for skills and qualifications within the workforce.

On 20th October, Government published the Post-16 Education and Skills Strategy, which sets out our vision for a world-leading skills system to break down barriers to opportunity, meet student and employers’ needs; widen access to high-quality education and training; support innovation, research, and development; and improve people’s lives.This sets out our reforms to the skills system, which will be joined up, data driven and delivered in partnership with employers and regional leaders, who know best how to support people and tackle skills gaps locally. Central to our reforms will be Skills England, with one of its key roles being to provide an authoritative voice on the country’s current and future skills needs. Skills England has already published two assessments of skills needs, Skills for growth & opportunity and the Assessment of priority skills to 2030, and it will continue to build on these. It will provide an assessment of national, regional and sectoral skills needs in the economy now and in the future, combining statistical data with insights generated from key stakeholders. This forward-looking analysis will support the development of a robust evidence base to inform policy and funding decisions, supporting employers in closing skills gaps. We are also transforming the apprenticeships offer into a new growth and skills offer, which will offer greater flexibility to employers and learners and support the industrial strategy. In August we introduced new foundation apprenticeships for young people in targeted sectors, as well as shorter duration apprenticeships. Additionally, we want employers to be able to use the levy on short, flexible training courses to meet their business needs from April 2026. These flexibilities will help more people learn new high-quality skills at work and fuel innovation in businesses across the country.

What steps he is taking to help ensure that foundation apprenticeship routes provide progression into (a) full apprenticeships and (b) employment.

Foundation apprenticeships are jobs with training which provide a broad grounding in an entry level occupation, leading to opportunities for progression to a more specific or higher-level apprenticeship. In addition to vocational skills, they develop common behaviours needed by those new to the workplace which include employability skills, resilience and commitment to personal development. Once someone has achieved a foundation apprenticeship, they can progress onto a more specific or higher-level apprenticeship and the learning from their foundation apprenticeship will support this transition. Each occupational standard will make possible progression routes clear. The foundation apprenticeship options published in August are underpinned by an employer incentive payment of up to £2,000 to contribute to the extra costs of supporting someone at the beginning of their career. It will be paid in three instalments the first two spread across the foundation apprenticeship, with the final payment made when an apprentice progresses onto their next apprenticeship.