Written questions by Dillon.

What processes are in place to ensure refunds are made promptly where deductions have been taken in error following a tribunal decision.

Awaiting answer.

What his Department's target timescale is for updating Debt Management records following a (a) first-tier tribunal decision and (b) revised Universal Credit overpayment decision.

Awaiting answer.

What steps his department is taking to ensure deductions from earnings cease promptly after a Universal Credit overpayment decision has been overturned.

Awaiting answer.

What mechanisms are in place to ensure debt management teams are informed promptly when tribunal decisions change a claimant's benefit liability.

Awaiting answer.

When he last assessed the impact of the removal of the spare room subsidy on a) carers, b) disabled people and c) tenants with long-term health conditions; and whether he plans to bring forward proposal

We continue to keep all policies under review, considering them against a range of factors, including the wider fiscal situation and government priorities.The Removal of the Spare Room Subsidy, applies to working-age claims for housing support, either Hou...

What assessment he has made of the adequacy of financial support available to households experiencing financial hardship as a result of the removal of the spare room subsidy.

We continue to keep all policies under review, considering them against a range of factors, including the wider fiscal situation and government priorities.The Removal of the Spare Room Subsidy, applies to working-age claims for housing support, either Hou...

What assessment he has made of the challenges faced by women over 60 in accessing suitable employment after leaving long-term professional roles.

The department recognises the challenges that women over 60 can face when seeking to access employment after leaving long-term professional roles and in securing roles that reflect their skills and experience. We value the wealth of skills and experience ...

What assessment he has made of the barriers faced by women over 60 in securing employment that reflects their skills and experience.

The department recognises the challenges that women over 60 can face when seeking to access employment after leaving long-term professional roles and in securing roles that reflect their skills and experience. We value the wealth of skills and experience ...

What strategies his Department has in place to tackle unemployment among people aged over 50.

I refer the hon. Member to the answer I gave on 17 March 2026 to Question UIN 119633.

What assessment he has made of trends in the level of long-term unemployment among people aged over 50.

DWP published information on the economic labour market status of individuals aged 50 and over in September 2025. That can be found here: Economic labour market status of individuals aged 50 and over, trends over time: September 2025 - GOV.UK . More recen...

What assessment he has made of the adequacy of employment support available to jobseekers aged over 50, including access to tailored guidance and skills programmes.

DWP provides a range of policies that deliver enhanced support to jobseekers over 50 years old. The “50PLUS” package includes access to additional work coach appointment time, access to free training such as Skills Bootcamps, careers advice, Sector-based ...

What steps he is taking to enable data sharing between Government departments and the Child Maintenance Service for the purposes of locating a non-resident parent.

The Child Maintenance Service (CMS) have access to a wide range of information providers including HM Revenue and Customs, local authorities and the Driver and Vehicle Licensing Agency, which will help establish the correct last known or notified address ...

Whether his Department has made an assessment of the potential impact of funding apprenticeship training for under-22s in SMEs on apprenticeship starts prior to announcing an expansion to under-25s.

Employers who do not pay the levy, typically SMEs, are vital to the economy and to apprenticeships; they provide valuable opportunities for younger apprentices and apprentices from disadvantaged areas. That is why from the next academic year, we will full...

What assessment he has made of the potential impact of the Personal Independence Payment assessment process on the mental health of people with multiple sclerosis.

The Department for Work and Pensions (DWP) and its assessment suppliers are committed to providing a quality, sensitive and respectful service by conducting accurate and objective assessments. We expect the highest professional standards from our supplier...

What guidance his Department has issued to Personal Independence Payment assessors on assessing claimants with multiple sclerosis.

All health professionals (HPs) carrying out Personal Independence Payment assessments receive comprehensive training in disability analysis, with a clear focus on understanding the functional effects of a claimant’s condition rather than the diagnosis its...

What guidance his Department provides to Personal Independence Payment assessors on assessing people with cystic fibrosis, including the range of symptoms associated with the condition.

The department is committed to ensuring that individuals with cystic fibrosis receive high-quality and accurate Personal Independence Payment (PIP) assessments. All health professionals (HPs) carrying out PIP assessments receive comprehensive training in disability analysis, with a clear focus on understanding the functional effects of a claimant’s condition rather than the diagnosis itself. To support this approach, the department provides assessment suppliers with core training and guidance materials on the varying symptoms of cystic fibrosis. These materials include clinical background information and detail the potential functional impacts of the condition, enabling HPs to deliver informed, consistent and accurate assessments. In addition, all training and guidance materials are currently subject to a comprehensive review and update programme. A dedicated team is overseeing this work to ensure alignment with national best practice helping to ensure that guidance remains accurate, relevant and up to date.

What assessment he has made of the impact of the Personal Independence Payment assessment process on the mental health of people with cystic fibrosis.

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

What assessment his Department has made of the potential benefits of introducing training programmes to improve awareness and understanding of neurodiversity in the workplace.

I refer the Hon. Member to the answer I gave on 23 April to PQ 127771.

What assessment he has made of the potential merits of introducing mandatory training programmes for employers and staff to improve awareness and understanding of neurodiversity in the workplace.

In 2025 DWP launched an Expert Academic Panel on Neurodiversity. Bringing together multidisciplinary experts, the Panel examined why neurodivergent people often experience poor outcomes at work and lower employment rates. We have received the Panel’s report and are carefully considering its recommendations, including those around what further actions employers can take. Research by the Arbitration, Conciliation and Advisory Service (ACAS) highlights that managers are key to supporting neurodivergent employees but often lack the necessary training and confidence to do so effectively. Consequently, earlier this year DWP funded ACAS to deliver free of charge masterclasses to small and medium size employers on recruiting and supporting neurodivergent talent in the workplace. Over 1800 representatives of small and medium sized employers attended these masterclasses. DWP's offer to employers also includes a digital information service, www.support-with-employee-health-and-disability.dwp.gov.uk/ which provides tailored guidance to employers to support employees to remain in work. This includes guidance on disclosures and having conversations about health and disability, plus guidance on legal obligations, including making reasonable adjustments.

What discussions he has had with Cabinet colleagues regarding expanding work-based training capacity for sustainable built environment careers.

We are working closely with the Department for Energy Security and Net Zero (DESNZ) on a range of sustainable built environment careers to ensure that the move to a clean economy benefits us all. We are contributing labour market insight and employer engagement expertise to DESNZ’s work on the Clean Jobs Employer Handbook, which is being developed to help employers recruit into green and net zero roles. We have also established support for our customers to apply for clean energy jobs. Our Strategic Relationship Team (SRT) has utilised employer and partner expertise to create digital resources for work coaches and employer advisors, so they are aware of the clean energy job opportunities available to our customers. In late 2025, SRT partnered with Energy and Utility Skills to develop a ‘sector-entry’ pilot. This commenced in early 2026 and supports entrants into the sector.