Written questions by Whitby.

What assessment she has made of the potential impact of reductions to the housing benefit taper rate on the number of young people in supported accommodation entering employment.

It remains the department’s priority to ensure that those who can work are supported to enter the labour market and to sustain employment. The Department acknowledges there is a challenge presented by the interaction between Universal Credit and Housing Benefit for those living in Supported Housing and Temporary Accommodation and receiving their housing support through Housing Benefit. The department will consider the issue carefully in partnership with stakeholders.Like Universal Credit, Housing Benefit has an income taper. As Housing Benefit may be claimed by those both in work and out of work, there are no rules around the number of hours that someone may work; instead, there are income tapers which apply. The income taper in Housing Benefit ensures people in work are better off than someone wholly reliant on benefits. In addition to any financial advantage, there are important non-financial benefits of working. These benefits include learning new skills, improved confidence and independence as well as a positive effect on an individual's mental and physical health. However, the treatment of earnings in Housing Benefit is less generous than that of Universal Credit. Therefore, although customers living in Supported Housing are better off working than doing no work at all, they can be financially better off limiting the hours they work to ensure they retain a small amount of Universal Credit entitlement.Changing the current rules would require a fiscal event and funding at a Budget. As funding is required to allow a change, any future decisions will take account of the current fiscal context.

What steps her Department is taking to improve workplace health and safety protections for farm and agricultural workers.

In line with its published Strategy 2022 to 2032, the Health and Safety Executive (HSE) focuses on the most effective and efficient ways to improve the health and safety performance of all industries in Great Britain, including farming. Between 2018 and 2024, in partnership with the industry, HSE ran a campaign to offer farmers free health and safety training which was then followed up by an inspection to a selection of those farms invited to take the training. HSE will continue to visit farms where they have intelligence to suggest risk is not being managed adequately and investigate incidents in line with their published selection criteria. As well as appropriate site visits, HSE continues to engage with farming through a variety of other methods including delivering industry talks; webinars and presentations; engaging with the media and publishing targeted articles for farmers; producing industry notifications which include safety messaging; and producing awareness raising campaigns. It also produces a range of freely available guidance to enable farmers to comply with health and safety law and keep themselves and others safe. HSE’s commitment to working with the agricultural industry through stakeholders such as Britain’s Farm Safety Partnerships (FSPs) remains strong. The most recent activity includes supporting the FSPs with a campaign on safe use of quad bikes.

Whether she plans to improve employer compliance with statutory sick pay obligations.

The Government believes that enforcement of Statutory Sick Pay is vital in ensuring that employees receive the correct amount of Statutory Sick Pay they are due. Guidance to both employers and employees is provided on Gov.uk. HMRC also operates a dispute resolution process through its Statutory Payments Dispute Team for individuals who believe they have been wrongly denied Statutory Sick Pay. However, the Government wants to go further in supporting employers and improving compliance with Statutory Sick Pay obligations. That is why it will be included in the Fair Work Agency which will bring together existing state enforcement functions into one place, so employment rights, including Statutory Sick Pay, are enforced more effectively and efficiently. The Fair Work Agency will provide better support to businesses to comply with the law and will also work closely with the Advisory, Conciliation and Arbitration Service (ACAS) which already provides guidance for employers and workers.