Written questions by Dillon.

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.

Awaiting answer.

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

Awaiting answer.

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.

What steps he is taking to ensure that the Access to Work scheme supports people with multiple sclerosis to remain in employment.

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. When assessing customer needs, Case Managers will consider the barriers the customer experiences in the workplace. This will include consideration of how a customer’s disability, or health condition, such as Multiple Sclerosis, may impact their ability to get into, and stay in work. Case managers will use the current guidance to ensure Access to Work principles are considered when making a decision on support.

What steps he is considering to mitigate the impact of increases in the State Pension age on people with long-term health conditions.

I refer the Hon. member to the answer I gave to PQ 116522.

What assessment his Department has made of the potential impact of Local Housing Allowance levels on (a) Personal Independence Payment claimants, (b) Universal Credit claimants and (c) households placed in temporary accommodation.

Local Housing Allowance (LHA) sets the maximum level of support for people living in the private rented sector and is administered through Universal Credit Housing Element or Housing Benefit. The current LHA rate does not apply to households living in temporary accommodation. Their housing costs are covered in full by their local authority, and DWP then subsidises the local authority through Housing Benefit. At Autumn Budget, the Secretary of State reviewed LHA and decided not to increase rates for 2026/27. A range of factors were considered, including cross-government impacts on homelessness and impacts on protected characteristics, such as disability, in line with equality duties. This Government has taken important steps to support people with their living costs such as the Universal Credit Act, which legislates to rebalance Universal Credit by bringing in, for the first time ever, a sustained above inflation increase to the standard allowance for all claimants. Renters facing a shortfall in meeting their housing costs can apply for discretionary housing support from local authorities.

What steps his Department is taking to support apprenticeship programmes and technical training in the vehicle repair and salvage sector, in the context of the skills gap in the industry.

Several apprenticeships, including Level 2 Autocare Technician, Level 3 Accident Repair technician and Level 4 Vehicle Damage Assessor, are available to support employers and learners in the vehicle repair and salvage sector to develop the skills they need. To support apprenticeship opportunities in all sectors, this government is investing an additional £725 million to deliver the next phase of the growth and skills levy and meet our ambition to support 50,000 more young people into apprenticeships. We will launch a pilot with Mayoral Strategic Authorities to better connect young people to local apprenticeship opportunities and fully fund SME apprenticeships for eligible 16–24-year-olds from the next academic year. For 16-19-year-olds, the T Level in Engineering and Manufacturing for Maintenance, Installation and Repair includes a specialism in service maintenance and repair activities for light and electric vehicles, helping to equip students with the skills needed for these in-demand sectors. We have recently closed the consultation seeking views on our proposals on the Post-16 Level 3 and Below Pathways. We will be publishing the government’s response to the consultation in due course, which will set out our plans for V Levels, T Levels and qualifications at Level 2.

What assessment his Department has made of the potential impact of the requiring claimants to score four points in a single daily living activity to be eligible for the Personal Independence Payment on people with learning disabilities.

As I set out to the House on 1 July 2025, the Government listened to concerns and withdrew its proposal to introduce an additional requirement to score a minimum of 4 points in a single activity to be eligible for the daily living element of PIP. Instead, we launched the Timms Review, the first full review of PIP since its introduction in 2013. The Review is being co-produced with disabled people, the organisations that represent them, and other experts, and aims to ensure that PIP is fair and fit for the future.

What assessment he has made of the potential impact of delays in Access to Work decision-making on the ability of people with learning disabilities to enter and remain in employment.

We are committed to reducing waiting times in Access to Work so that people can access the support they need. We have increased the number of staff processing Access to Work applications and prioritise cases where someone is about to start a job or needs to renew existing support. Through the Pathways to Work Green Paper, we have consulted on how to improve Access to Work so it can support more disabled people. All elements of the scheme are now being reviewed as we develop plans for future reform.

Whether he plans to assess the impact of changes to the State Pension age on women born in the 1950s living in Newbury 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 correspondence his Department has received from the WASPI campaign since 1 September 2025.

The Department for Work and Pensions receives a large volume of correspondence on a range of issues and we attach great importance to providing prompt and accurate replies.

What assessment he has made of trends in the level of employer investment in skills training since 2017.

According to the Employer Skills Survey, a biennial site level survey of tens of thousands of employers across the UK, total employer expenditure on training fell by 17% in the UK between 2017 and 2024. The apprenticeship levy was introduced in 2017 to support employers to invest in high-quality apprenticeships training and to ensure sustainable funding for all employers of all sizes. We continue to engage with industry to support the upskilling and training of employees. The reforms set out in the Post-16 Education and Skills White Paper support adult skills training for industries across our economy through the Growth and Skills Levy (which received an additional £725m of investment at Budget 2025), the Adult Skills Fund, and the Lifelong Learning Entitlement (LLE), which will be available from academic year 2026/27. We will work with business and employers over the coming months to ensure that the Growth and Skills Levy offer is developed to help meet their needs and incentivise employer investment in training.

When he plans to publish further details of apprenticeship units funded under the Growth and Skills Levy.

The department will publish this information shortly.

What steps he will take to ensure that apprenticeship opportunities for young people are protected under the Growth and Skills Levy.

This government is transforming the apprenticeships levy into a new growth and skills levy that will give greater flexibility to employers and support young people at the beginning of their careers. In August 2025, we introduced new foundation apprenticeships to give young people a route into careers in critical sectors, enabling them to earn a wage while developing vital skills. They are underpinned by additional funding for employers of up to £2,000 to contribute to the extra costs of supporting someone at the beginning of their career. We are investing an additional £725 million to deliver the next phase of the growth and skills levy and meet our ambition to support 50,000 more young people into apprenticeships. We will expand foundation apprenticeships into sectors that traditionally recruit young people, launch a pilot with Mayoral Strategic Authorities to better connect young people to local apprenticeship opportunities, and fully fund SME apprenticeships for eligible 16–24-year-olds from the next academic year. The government also facilitates the Apprenticeship Ambassador Network (AAN), comprising around 2,500 employer and apprentice volunteers who go into schools and colleges to share their compelling stories and experiences of what apprenticeships can do for young people.

What safeguards he plans to include in the Growth and Skills Levy to protect funding for small and medium-sized enterprises.

This government recognises the importance of small and medium-sized enterprises who are responsible for around 40% of apprenticeship starts and provide valuable opportunities for young people. That is why we have said that we will fully fund apprenticeship training for non-levy paying employers (essentially SMEs) for all eligible people aged under 25 from the start of the next academic year. This change will make it easier for those employers to engage with apprenticeships across the country by cutting costs and reducing bureaucracy for both them and their training providers. At the moment, this only happens for apprentices aged 16 to 21 and apprentices aged 22-24 who have an Education, Health and Care Plan (EHCP) or have been, or are, in local authority care. Small and medium-sized enterprises also benefit from a £1,000 payment when they take on apprentices aged under 19, or 19-to-24-year-old apprentices who have an EHCP or have been, or are, in care. The government also facilitates and funds the Apprenticeship Ambassador Network (AAN) which comprises 2,500 employers and apprentices who volunteer to promote the benefits of apprenticeships. It operates across all parts of England through nine regional networks. These networks provide buddying and mentoring support to small businesses to help them recruit and retain apprentices.

What evaluation has been carried out of the potential impact of fully funding apprenticeship training for under-22s in small and medium-sized enterprises on apprenticeship starts, prior to the announcement of an expansion to under-25s.

I refer the hon. Member to the answer of 13 January 2026 to Question 101450.