Written questions by Naish.

How many applications (a) by adults and (b) on behalf of children for Disability Living Allowance benefits are outstanding; and what is the average waiting time for these applications to be resolved.

New claims for Disability Living Allowance (DLA) are only open to children under the age of 16. As of August 2025, there are 39,150 new claims for child DLA that are outstanding, with an average actual outstanding time of 33 days. Points to note:- Figures above capture the number of outstanding claims that have been registered onto our systems. We do not have figures on the number of outstanding claims that are waiting to be registered.- Figure related to average actual outstanding time are median averages.- Figures are for new child DLA claims under normal rules only.

What steps her department is taking to reduce the Child Disability Living Allowance claim time.

We have seen unprecedented demand in new claims to the DLA Child service line. Additional resources have been deployed, and cases are cleared in date or to ensure fair customer service. As a result, we are seeing improvements in our processing times.

Whether the Pensions Regulator has issued guidance to trustees on the (a) financial and (b) reputational risks of holding equities in Hong Kong-listed companies named in overseas sanctions orders for human rights violations.

The Pensions Regulator does not give investment advice, including on ethical grounds. It has not published specific guidance on these matters. HMG offers Overseas Business Risk information for UK businesses on political, economic and security risks when trading overseas.

Whether the Child Poverty Taskforce has had discussions with the Department for Education on family hubs.

The Ministerial Child Poverty Taskforce is co-chaired by the Secretaries of State for Work and Pensions and Education. It has met nine times to discuss the critical issues that drive child poverty. One such meeting in January focused on the role of local services in reducing poverty, including family hubs.The Taskforce will continue to explore all available levers to drive forward short and long-term action across government to reduce child poverty, including family hubs.

How her Department plans to monitor the effectiveness of the Crisis and Resilience Fund for reducing reliance on emergency food parcels.

The new Crisis and Resilience Fund will be introduced from 1 April 2026. This represents the first ever multi-year settlement for locally delivered crisis support. This longer-term funding approach enables local authorities to provide preventative support to communities, and to support our ambition to end mass dependence on emergency food parcels. We will be working closely with local authorities and external stakeholders on the detailed design of the Crisis and Resilience Fund, including on how we monitor effectiveness of the scheme. We will issue further information on our planned approach in due course.

Whether her Department has made an assessment of the potential merits of procuring used vehicles for the Motability Scheme.

Whilst the Department for Work and Pensions works closely with Motability, the Motability Scheme is overseen by Motability Foundation (the charity) and delivered by Motability Operations. Motability is independent of Government and is wholly responsible for the terms and administration of the Scheme.

What recent assessment she has made of the potential impact of Universal Credit transitional protection rules on claimants migrating from legacy benefits.

No such assessment has been made, however we publish Move to Universal statistics quarterly, which includes a breakdown of households paid Transitional Protection.. Stat-Xplore - Home - All eligible customers who claim Universal Credit as part of managed migration will be considered for a Transitional Element, to ensure that they do not have a lower entitlement compared to their legacy benefits at the point they move to Universal Credit. The Transitional Element is not intended to permanently replicate legacy benefit awards. Over time, it will be eroded by increases in other elements, except the childcare costs element and the housing element awarded to those previously living in specified or temporary accommodation, to gradually align the award with those of new customers who are in the same circumstances.

Whether she has made an assessment of the potential merits of ensuring that the annual uprating of benefits does not result in a net loss of income for vulnerable claimants who are subject to transitional protection following migration to Universal Credit.

There has been no assessment on the rules relating to Universal Credit’s Transitional Protection. Transitional Protection protects benefit entitlement levels at the point of moving to Universal Credit. It is a temporary measure to maintain benefit entitlement levels so that customers will have time to adjust to the new benefit system. Transitional Protection is not intended to provide indefinite financial protection. The Transitional Element will erode with increases in other UC elements, except childcare costs, so to gradually align the customers UC award with those of new UC customers who were not managed migrated, in the same circumstances. This includes increases due to the annual uprating of benefits, and DWP is not seeking to change this or weaken this key principle of Transitional Protection.

Whether her Department plans to make an assessment of the potential impact of Universal Credit transitional protection rules on claimants who were previously in receipt of the severe disability premium.

The purpose of the Transitional Severe Disability Premium Element (TSDPE) is to protect certain customers entitled to a severe disability premium who moved to Universal Credit from legacy benefits following a change in their circumstances. The TSDPE is subject to erosion and termination, in line with managed migration rules. From the second assessment period onwards, the amount of the TSDPE will be reduced by the addition or increase of any Universal Credit element, other than the childcare costs element or the housing element awarded to those who have previously been entitled to Housing Benefit whilst living in specified or temporary accommodation. Customers who are moved to Universal Credit by the Department for Work and Pensions will receive an amount of transitional protection if their circumstances remain the same and their Universal Credit entitlement is less than the amount they received on their legacy benefit. The difference will be included as an award of transitional element as part of the overall Universal Credit award for the first assessment period. This transitional element will also be subject to erosion and termination as outlined above. There are no current plans to evaluate the impact of Universal Credit transitional protection rules.

What steps her Department is taking to support the Government’s Open Data Agenda; and whether she plans to expand secure access to selected datasets for the purposes of reducing financial exclusion.

DWP promotes a culture of encouraging data sharing for public good whilst ensuring this is done in a secure, legal and ethical way. DWP requires both a lawful basis and legal power to share personal data. DWP already has over 1,300 live data shares with other government departments, agencies & public bodies. DWP also shares data with private companies where there is a need in support of the department’s priorities, for example, data sharing with utility companies to support reduced rates for DWP customers. These shares support operations, fraud & error, debt recovery, research & analysis and national statistics. Demand for DWP data is high, often because eligibility for a third party’s service is dependent on a citizen’s DWP benefit circumstances, for example, Warm Home Discount Scheme.

Whether her Department has made an assessment of the potential (a) economic and (b) social impact of enabling Universal Credit recipients to share their benefit data with consent with regulated third parties.

Customers can choose to share their information with third parties, including Universal Credit statements. As a modern digital service Universal Credit is iterated all the time. We are always looking to make improvements to the design and build. Universal Credit undertake user research with customers and stakeholders to gain feedback on their experiences and suggestions for improvements. We always take into consideration the users of the service, including individual impacts as well as any wider implications which involve customers and their data.

Whether she has made an assessment of the potential merits of enabling data sharing between her Department's systems.

Whenever DWP determines to share personal data from one system to another system, several legal and ethical constraints must be considered, especially under the UK General Data Protection Regulations (UK GDPR) and Data Protection Act 2018. To comply with UK GDPR principles, data can only be reused if the new purpose is compatible with the original one, there is a lawful basis, we are transparent with individuals about the new use, we only share what is necessary and we protect the data appropriately. DWP already shares personal data between some systems and has the freedom to undertake further internal sharing where it is compliant with regulations.

If she will make an assessment of the potential merits of enabling people to verify their (a) income and (b) identity online through secure access to their benefit data.

All claimants must answer security questions to confirm they are who they say they are, to protect their information and prevent fraud. When a claimant creates a UC account, they must complete security questions. When a claimant signs into their account, they will need to complete their security questions, answering exactly as they initially entered them.If the claimant phones us, we will ask them their security questions. The UC application process is different for each claimant, including those from remote and island communities. When applying for UC, a claimant must confirm their identity by using the on-line service, as part of the claim process. Where a claimant has not attempted online verification, or has attempted and failed, then they will be asked to attend a face-to-face interview (F2F). This is to ensure the claimant is who they say they are, and to prevent fraud. If a claimant is having a problem verifying their identity online and has not been able to do this, the Jobcentre will call and book an appointment to verify the claimant’s identity. Appointments may be by phone, or face-to-face in our Jobcentres.Further information about verifying identify can be found on Understanding Universal Credit - How to claim.

What steps she is taking to ensure that autism is considered in delivery plans for the Get Britain Working White Paper, published on 26 November 2024.

A range of stakeholders have provided input and expertise to support policy development and delivery of the reforms outlined in the Get Britain Working White Paper. Our aim is to create an inclusive labour market in which everybody – including neurodivergent people – can participate and progress in work. We will do this by developing a new Jobs and Careers service, which will be accessible and inclusive for all users, and will provide personalised and tailored support to those looking to find or progress in work. It will also work in partnership with other local services, helping people to access the employment, health and skills support they need in their community. Additionally, the Keep Britain Working review is exploring how employers can support healthy and inclusive workplaces. Findings from the initial discovery phase were published in March, and now the review Chair and team are engaging with a range of stakeholders to discuss the problems and how they can be addressed. Finally, we have launched an independent panel of academics with expertise and experiences of neurodiversity to advise us on boosting neurodiversity awareness and inclusion at work. Many of the panel are diagnosed or identify as neurodivergent and/or have familial experience alongside their professional experience and expertise. Recommendations are expected to include employer actions that can support the inclusion of neurodivergent people, including in recruitment and day to day workplace practices.

What assessment she has made of the potential merits of chiropractors in supporting people in Rushcliffe constituency to return to work.

Whilst no assessment has been made on the potential merits of chiropractors in supporting people in Rushcliffe constituency to return to work, Lincolnshire, Nottinghamshire & Rutland District offers a range of employment support interventions for individuals experiencing health issues. This includes support from Disability Employment Advisors who offer a Direct Support appointment service, looking into removing barriers, identifying any reasonable adjustments and delivering individually tailored support, including in-work support.

Whether she (a) is taking and (b) plans to take steps to regulate hygiene standards within the (i) hairdresser, (ii) barber and (iii) beauty industries.

Businesses in the hair and beauty sector, which includes barber shops, hairdressers and beauty salons are required to comply with the Health and Safety at Work etc. Act 1974 and associated regulations, which place duties on businesses to assess the risk of infection for employees and others affected by their work, including members of the public.While Health and Safety Executive (HSE) has the policy lead for the hair and beauty sector, responsibility for enforcing health and safety legislation at individual businesses rests with the local authority where the premises are located.Where there is evidence that risks are not being properly managed, local authorities are able to intervene and take appropriate enforcement action to ensure that employees and customers are protected.Local authorities are also responsible for managing hygiene standards in businesses, but this is not within HSE’s remit.

What steps she is taking to help full-time carers return to work after a prolonged period of absence.

Our Get Britain Working plan aims to reduce economic inactivity levels and take the first steps to delivering our long-term ambition to achieve an 80% employment rate. We want to ensure that everyone has the opportunities they need to achieve and thrive, to succeed and flourish. This includes unpaid carers, too many of whom are excluded from the labour market because of their caring responsibilities. Support includes identifying skills gaps and referral to skills training, careers advice, job search support, volunteering opportunities and access to the Flexible Support Fund to aid job entry. Unemployed customers who require more intensive employment support can also be referred to the Restart programme. Customers providing care for fewer than 35 hours a week receive personalised support through their Jobcentre Plus work coach to help them find work and their work expectation is tailored to fit caring responsibilities. Full-time carers who also want to work who are eligible for additional financial support through the Carers Allowance will benefit from a 30 % increase to the earnings limit to 16 hours at National Living Wage from this month, allowing them to earn up to £196 per week. DWP also provides information to help carers and potential unpaid carers make informed decisions about combining work and care through their JobHelp Care choices site.

What steps her Department plans to take to help (a) deaf and (b) other disabled people to find work.

Backed by £240m investment, the Get Britain Working White Paper launched on 26 November will drive forward approaches to tackling economic inactivity and work toward the long-term ambition of an 80% employment rate. Employers play a key role in increasing employment opportunities and supporting disabled people and people with health conditions, to thrive as part of the workforce. Our support to employers includes increasing access to Occupational Health, Support with Employee Health and Disability service a digital information service for employers and the Disability Confident scheme. Appropriate 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. Disabled people and people with health conditions are a diverse group so access to the right work and health support, in the right place, at the right time, is key. We therefore have a range of specialist initiatives to support individuals, including those who are deaf, to stay in work and get back into work, including those initiatives 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 and Individual Placement and Support in Primary Care.