Written questions by Jarvis.

What assessment her Department has made of the potential impact of the requirement that both members of a couple must have reached State Pension age in order to be eligible for Pension Credit and pension-age Housing Benefit on levels of pensioner poverty among mixed-age couples in Eastleigh constituency in the next three years.

Awaiting answer.

What assessment his Department has made of the availability and effectiveness of local youth hubs, employment support services and community-based provision for young people not in education, employment

Awaiting answer.

What analysis his Department has undertaken on factors contributing to the number of people aged 16 to 24 not in education, employment or training; and what steps he is taking with the Secretary of State for Education to help tackle barriers to employment and training for young people, including (a) mental health, (b) bullying and adverse experiences in school, (c) lack of access to work experience and vocational pathways, (d) social isolation and (e) unstable housing and caring responsibilities.

Awaiting answer.

What assessment his Department has made of the adequacy of current measures to increase the number of young people taking up carpentry and joinery apprenticeships; what targets he has set for increasing participation in onsite construction trades; what assessment he has made of the potential impact of foundation apprenticeships and Homebuilding Skills Hubs on recruitment into carpentry and joinery roles; and what steps he is taking with Cabinet colleagues and industry partners to increase participation among under-represented groups in construction apprenticeships.

Awaiting answer.

What assessment his Department has made of the adequacy of legal oversight and procedural safeguards in the enforcement processes used by the Child Maintenance Service; and if he will review (a) the process by which liability orders and summonses are issued, (b) the accuracy and treatment of historic arrears inherited from the Child Support Agency, and (c) the availability of data on outcomes for paying parents, including mortality rates.

The Child Maintenance Service (CMS) exists to ensure that children receive the financial support they are entitled to. When parents fail to financially support their children CMS have a range of enforcement powers that are provided for in the 1991 Child Support Act and the Collection and Enforcement regulations 1992. These include applying to the magistrates’ court for a Liability Order which gives formal recognition of debt a paying parent legally owes. Decisions surrounding which enforcement method to proceed with are carefully considered by caseworkers based on the case circumstances and the welfare of any qualifying children involved. Parents have a right to challenge the decisions taken by the CMS through established dispute and appeal routes. In 2018 an exercise to close all CSA cases with live liabilities was completed. As part of that, both parents were given the opportunity to challenge case information, including arrears balances, or decide whether the arrears should move to the CMS to be pursued. The annual Separated Families statistics, in particular section 6, report the estimated financial impact of child maintenance on non-resident parent households, including both Child Maintenance Service (statutory) arrangements and private (non-statutory) arrangements. The quarterly Child Maintenance Service statistics, particularly sections 6 to 9, contain information on the compliance and enforcement of arrangements made via the service. The Department has no plans to publish mortality data or other additional data relating to Paying Parents.

What assessment his Department has made of the adequacy of Bereavement Support Payment for widows and widowers raising dependent children; and what steps he is taking to provide longer-term support for widows and widowers who are raising bereaved children following the end of Bereavement Support Payment.

Bereavement Support Payment (BSP) aims to provide support during the acute period following a bereavement by way of an initial lump sum followed by up to 18 monthly instalments with a higher amount paid for those with children. Where longer-term financial support is needed, benefits such as Universal Credit have been specifically designed to provide assistance with ongoing living costs. The Government keeps the eligibility of all benefits under review.

What assessment his Department has made of the adequacy of regulatory protections against occupational exposure to respirable crystalline silica; whether he plans to review workplace exposure limits and enforcement arrangements in high-risk sectors including construction, stone working and manufacturing; what guidance has been issued to the Health and Safety Executive on inspections of workplaces where engineered stone or other high-silica materials are processed; what arrangements are in place to monitor the respiratory health of workers in occupations with elevated exposure risks; what support is available through Government schemes for workers diagnosed with silicosis linked to workplace exposure; and what further steps he will take to restrict or regulate engineered stone products with high crystalline silica content.

Great Britain has a well-established regulatory framework under the Control of Substances Hazardous to Health Regulations 2002 (as amended) (COSHH) that requires employers to control exposure to substances that can cause ill health, such as respirable crystalline silica (RCS). Under this framework the risk of exposure to RCS can be properly managed using recognised control measures meeting well established standards. This framework also requires the effectiveness of controls to be maintained and workers trained to use such controls. Employers must also ensure that employees who are, or are liable to be, exposed to RCS are under suitable health surveillance. The current workplace exposure limit (WEL) for RCS has been in place in Great Britain since 1st October 2006. It provides a long-term exposure limit of 0.1 mg/m3. In 2020, the EU adopted the same limit as Great Britain. COSHH also requires that, regardless of any limit set for RCS, dutyholders must continuously strive to control exposure in line with the principles of good practice, as defined in Schedule 2A of the regulations. The Health and Safety Executive (HSE) has no plans to review the WEL for RCS. HSE is taking a multi-phase approach to address the risk of silicosis from working with engineered stone. This includes inspection and enforcement activity combined with targeted research, the publication of guidance, and engagement with suppliers, trade associations, and other representative bodies. HSE inspectors make proportionate enforcement decisions that can include provision of advice, service of enforcement notices and prosecution, in line with HSE’s Enforcement Policy Statement and Enforcement Management Model. In January 2025, HSE published guidance for installers of stone worktops and anyone who cuts or works with stone, outlining the steps necessary to control exposure risks. This guidance emphasises the importance of competent, trained staff and safe processes. Multi-lingual guidance has also been published for workers exposed to RCS. (https://workright.campaign.gov.uk/artificial-stone/). The COSHH regulations require employers to ensure that employees who are, or are liable to be, exposed to RCS are under suitable health surveillance. The current health surveillance guidance states that if there is a risk of developing conditions, such as accelerated silicosis, the timing and performance of health surveillance should be adapted with suitable timescales if there is history of significant over-exposure to RCS. HSE has not proposed restriction on the use of engineered stone as silica is a naturally occurring material and natural stone can have similar RCS content to engineered stone, as such restricting the use of engineered stone does not remove the risk to stoneworkers. HSE has undertaken research to investigate the use of lower silica products and is confident that lower silica products are as useable as high silica content products and pose a lower risk for workers. The range of lower silica products on the market has continued to increase and the take up of these low alternatives is growing reinforced by the wider sharing and promotion of HSE ’s research results and regulatory expectations for exposure control with trade associations, suppliers and employers. People diagnosed with silicosis may be eligible to claim Industrial Injuries Disablement Benefit (IIDB). Silicosis is recognised as an industrial disease, and the level of benefit awarded is based on an assessment of the individual's degree of disablement by an independent medical professional. In some cases, additional allowances may also be available depending on individual circumstances. Where the entitlement criteria are met, individuals may also be eligible for a lump‑sum payment under the Pneumoconiosis etc. (Workers’ Compensation) Act 1979, which provides further financial support for people with certain dust‑related diseases, including silicosis.

What assessment his Department has made of the effectiveness of the Child Maintenance Service in (a) recognising and applying court-ordered shared care arrangements when determining maintenance liability, (b) ensuring that submitted evidence of changes in care arrangements is reviewed and acted upon within reasonable timeframes, (c) reviewing continued collection of maintenance payments where administrative error has been identified, (d) supporting service users experiencing prolonged disputes or repeated reassessments and, (f) resolving complaints in a timely manner.

Where the Child Maintenance Service (CMS) is satisfied that both parents have equal day-to-day care for the child, in addition to sharing overnight care, there is no requirement for either parent to pay child maintenance. There is no statutory definition of day-to-day care; the CMS’ definition is broadly aligned with that of Child Benefit, where an ‘overall care test’ is used. This provides consistency across government and receipt of Child Benefit is regarded as a good indicator of who is entitled to child maintenance payments. Where shared care exists for at least 52 night per week, the CMS will reduce liability. If a dispute on the amount of care provided by each parent does arises, the CMS will seek to collect evidence from parents, allowing both a reasonable time to submit the evidence before we review. It will give greatest weight to evidence of a formal agreement or court order directing shared care arrangements. When CMS backdates a change of circumstances, it will increase or decrease liability depending on the outcome of the decision. The CMS works to ensure that liability adjustments following changes in care arrangements are processed as quickly and accurately as possible. These changes can vary in complexity, and the time taken depends on factors such as the availability of corroborating information from both parents and whether there is agreement on the new arrangements. Where there is disagreement or insufficient evidence, additional checks are required, which can extend the timescale. Through its Service Modernisation Programme CMS is expanding digital channels and self-service options to provide greater choice and flexibility to allow parents to submit information more quickly, helping reduce delays. CMS has enhanced customer communications by increasing the use of SMS text and email and simplifying letters to make them clearer and easier to understand. Online services, including Get Help Arranging Child Maintenance and My Child Maintenance Case (MCMC), allow parents to access advice and manage their case 24 hours a day, seven days a week. It has also introduced online messaging for certain processes, enabling customers to respond to requests for information at a time that suits them, with plans to extend this functionality further. By promoting self-service, CMS frees up resources to support customers who need to speak to it by telephone. Recent improvements to call routing ensure more calls go directly to case-owning teams, providing a faster and more responsive service. The DWP aims to contact a customer within 15 working days to tell them of the outcome of their complaint or when they can expect a response if it will take longer.

What steps his Department is taking to support tailored, small-cohort employability programmes for care-experienced young people that include one-to-one career coaching, work experience opportunities and in-work mentoring.

The Department is committed to improving employment outcomes for care‑experienced young people and ensuring they can access the personalised support they need to move into and stay in work. Our new programme, Connect to Work is a £1 billion voluntary, locally commissioned, Supported Employment programme for anyone who is disabled, has a health condition or is experiencing complex non-health related barriers to work which includes care experienced young people. The programme will support around 300,000 people across England and Wales by the end of the decade.Robust international evidence shows that Supported Employment, which provides a holistic approach to supporting individuals with more complex barriers to employment, can be effective in helping these people into sustained employment.Participants are given a dedicated, specialist employment support adviser who works alongside them to understand their career goals and help them to address any specific barriers to employment. The adviser seeks good labour market matches for the participant. Participants are supported to have conversations with prospective employers, removing the need to go through complex application processes. The employment adviser works with both the employer and the participant to ensure that the transition into work is smooth and that the workplace is inclusive.Out of Work participants receive one-to-one support from Connect to Work for up to 12 months to help identify and fulfil employment goals that are suitable for their circumstances. In work participants who are at risk of falling out of employment or self-employment due to their disability or complex barriers can receive up to 4 months support.

What steps his Department is taking to ensure that the Crisis and Resilience Fund is fully operational by April 2026.

My Department has worked closely with local authorities and other stakeholders on the detailed design of the Fund. We published scheme guidance in January, and final allocations have been confirmed to enable local authorities to prepare for delivery. We are collaborating with local authorities through ongoing implementation activity to support readiness and effective delivery ahead of the Fund going live in April 2026.

What assessment his Department has made of (a) trends in the level of household financial hardship and (b) the potential impact of those trends on the design and funding of the Crisis and Resilience Fund.

Trends in the percentage of individuals in relative and absolute low income both before and after housing costs can be found in the Households Below Average Income Official Statistics: Households below average income: for financial years ending 1995 to 2024 - GOV.UK Between the 2022/23 and 2023/24 financial years, there was an increase in the number of people in relative low income before housing costs and a decrease in the number of people in relative low income after housing costs. Over the same time period there was an increase in the number of people in absolute low income. These trends informed the decision to launch the Crisis and Resilience Fund and for funding levels to be in line with the Household Support Fund and Discretionary Housing Payments. Local Authority allocations for the Crisis and Resilience Fund are determined by deprivation and population size as well as shortfalls and deductions due to the Benefit Cap, Local Housing Allowance and Removal of the Spare Room Subsidy to ensure that funding levels reflect local need and financial hardship in an area.

Whether his Department has made an assessment of the potential merits of mitigating the impact of the Guarantee Credit element of Pension Credit for pensioners with incomes just above the Standard Minimum Guarantee level.

Pension Credit provides direct financial support to pensioner households on the lowest incomes, ensuring that they receive a guaranteed minimum level of income – the Standard Minimum Guarantee (SMG). The Standard Minimum Guarantee is subject to the Secretary of State’s annual statutory review of State Pension and benefit rates, and it will increase by 4.8% from April. Pensioners with incomes just above their Pension Credit level may still benefit from a range of wider support, depending on their circumstances, including help with housing costs, Council Tax, health related support, and other means tested assistance available across the welfare system.

What steps his Department is taking to improve collaboration between Jobcentre Plus, local employers and community organisations in supporting young people into sustained employment.

The Department is strengthening collaboration between Jobcentre Plus, local employers and community organisations to support young people into sustained employment. Through the development of the new Jobs and Careers Service, we are embedding a more locally responsive model of employment support. This includes working in partnership with Mayoral Combined Authorities, Local Authorities, employers and the voluntary and community sector to design and test different elements of the service that reflect local labour markets. We are also undertaking a structured programme of engagement with 8,000 employers to better meet their recruitment needs, ensuring that support is tailored to local employers and local labour markets. This includes growing the Sector-based Work Academy Programmes (SWAPs) in priority sectors, where Jobcentres are working with local training providers to deliver employer-led placements combining sector-focused employability training, a work experience placement and guaranteed job interview. We are also exploring how we can bring our services into the heart of communities to reach more people, including through our mobile Jobcentre services, where support is being provided in local community settings such as leisure centres and supermarkets. In addition, for young people the government’s Youth Guarantee aims to ensure every young person has the opportunity to earn or learn, including those outside of the benefits system. As part of this we are expanding our network of Youth Hubs to over 360 locations across Great Britain, so that all young people can access high-quality, holistic support in their local area. Youth Hubs strengthen collaboration between Jobcentre Plus, local employers and community organisations by bringing partners together in local areas to deliver joined up support. Hubs align employment support with mental health, housing, skills provision and local employer links to help young people access co-ordinated support into sustained employment. We have also launched eight Youth Guarantee Trailblazers, backed by £90 million of funding, to test innovative, locally led approaches to supporting young people, particularly those outside of the benefits system. The Trailblazers are bringing together national entitlements with locally tailored provision, strengthening local leadership and coordination, and working with partners including the voluntary sector, employers and colleges to reach and support young people who need additional help. Learning from these Trailblazers will inform the future design and development of the Youth Guarantee as it rolls out across the rest of Great Britain. Taken together, these steps are improving collaboration at local level by aligning employment support more closely with employers and community partners, and by delivering joined‑up, place‑based support to help young people move into sustained employment.

What assessment his Department has made of the adequacy of access to employability programmes for neurodivergent young people; and whether he has considered further adjustments to support their participation.

The Government’s ambition is to transform young people’s prospects, by ensuring every one of them has the chance to earn or learn through a Youth Guarantee, as we announced in the Get Britain Working White Paper. Specific additional support for young disabled people and young people with health conditions will be available through Pathways to Work. We have already launched 8 Youth Guarantee Trailblazers in England which are testing innovative approaches to identify and deliver localised support to young people who are NEET or at risk of becoming NEET. As part of their place-based approach, MSAs have developed their approaches with consideration to young people in their locality who need more support and several are offering targeted support for young people with Special Educational Needs or Disabilities. We have also launched an Independent Report into Young People and Work, to identify potential areas for reform to better support young people with health conditions and disabilities. As part of the Youth Guarantee, we are breaking the cycle of unemployment by guaranteeing paid work for every eligible 18–21-year-old who has been on Universal Credit and looking for work for 18 months. The Jobs Guarantee scheme will provide six months of paid employment, for 25 hours a week, at the relevant minimum wage, with the government covering 100% of employment costs. It will also provide wraparound support for young people to further develop the required skills and experience needed for the move into sustained employment. Appropriate safeguards will be built into the scheme to ensure that opportunities are high quality, fair and deliver the intended outcomes for young people. Alongside this, in Pathways to Work we are building towards a guaranteed offer of personalised work, health and skills support for all disabled people and those with health conditions, regardless of age, on out of work benefits. This guarantee will be backed by £1 billion a year of funding by the end of the decade.

What assessment his Department has made of the potential impact of minimum qualification requirements on access to apprenticeships for young people not in education, employment or training; and what steps she is taking to ensure that access to apprenticeships is expanded to young people (a) with barriers to attainment and (b) who have not met minimum qualification requirements.

Young people are not required to hold GCSE qualifications in English and/or maths before starting an apprenticeship. Apprentices under the age of 19 are funded to achieve up to a level 2 qualification in English and/or maths (where they do not already hold one) before the end of their apprenticeship, putting them in the best position to progress in their life and career. This can be a GCSE or functional skills qualification. Further flexibility is in place for apprentices with a learning difficulty and/or disability, where there is evidence this is likely to be a barrier to them completing their apprenticeship. In these cases, they are able to achieve an entry level 3 functional skills qualification to complete. Since August 2024, this flexibility has been available to apprentices with a learning difficulty and/or disability but without an Education Health and Care Plan. Although apprenticeships are jobs with training, and employers set their own entry requirements, we encourage them to consider a wide group of applicants. To support removing barriers to entry for young people, we are clear to employers that we will fund apprentices without English and maths GCSEs to achieve these qualifications.

What plans he has for the continuation or expansion of the WorkWell programme beyond the current three-year funding period; whether he plans to expand the programme to support more than 250,000 people; whether he plans to expand eligibility for the programme; and what criteria his Department is using to determine whether the programme will be expanded beyond its current rollout.

WorkWell is a health and employment support service providing integrated holistic early help for people with disabilities and/or health conditions to address their health-related barriers to work. The WorkWell pilot phase launched in October 2024 in 15 areas in England and so far has supported approximately 25,000 people to stay in and re-enter work. In January 2026 we announced that following the pilot, WorkWell will continue to be delivered in existing sites and expand across all of England. The expansion is backed by up to £259 million investment over three years and could support up to 250,000 people. WorkWell is a voluntary service with broad eligibility criteria; participants do not need to be claiming any Government benefits to be eligible and can access WorkWell through multiple routes including employer referrals, GP referrals, Jobcentre Plus, local services, or self-referral.An evaluation of the pilot is underway to measure the ongoing effectiveness of WorkWell and will include an independent consortium of evaluators using surveys, interviews and econometric measures of success. The evaluation will consider several variables, including reported health conditions (both physical and mental health) and earnings. Outcomes for participants are monitored across the length of the pilot, and for a further 2 years. A final report in Autumn 2028 will aim to give full assessment of impact of the pilot, including potential sustainment of employment impacts. A similar evaluation will be commissioned for the national rollout of WorkWell. The learnings from these evaluations will inform any future expansion decisions.

What steps his Department is taking to prevent economic abuse of women occurring through child maintenance; what safeguards the Child Maintenance Service has in place to identify and respond to such cases; whether he plans to introduce further measures; and what the timetable is for implementing measures to strengthen protections for affected women and children.

The CMS has access to resources which help caseworkers provide signposting to supporting organisations that support victims and survivors of domestic abuse. All CMS caseworkers receive extensive training and follow a well-managed process and domestic abuse plan which includes steps to support and recognise domestic abuse, including economic abuse and coercive and controlling behaviour. The Government’s focus is to deliver a policy that meaningfully protects parents who are victims of domestic abuse. We believe the best way to achieve that is through the removal of the Direct Pay service. Under the reformed service, all cases will be managed in a single service where the CMS monitors and transfers all payments. Reforms to the CMS will provide a safer service for victims and survivors by preventing unwanted contact with the other parent and removing opportunities for abuse that currently exist in Direct Pay, including the need for receiving parents to report non-compliance. Our intention remains to remove Direct Pay, and we will do so as soon as parliamentary time allows. In the meantime, we are strengthening our support for victims/survivors, for example by making it easier for parents to switch to the Collect and Pay service and being clearer in our communication about what support is available for victims and survivors of domestic abuse and how to access it.

What assessment she has made of the potential impact of proposed changes to funding for leadership and management apprenticeships on progression opportunities in the retail sector.

The Government is transforming the apprenticeships levy into a new growth and skills levy, backed by an additional £725 million of investment, which will deliver greater flexibility to employers, more opportunities for young people and support the industrial strategy. We have been working intensively with business on the next stages of reform and will announce plans for the development of the Growth and Skills Levy soon.

What assessment her Department has made of the potential impact on levels of pensioner poverty among mixed-age couples of the requirement that both members of a couple must have reached State Pension age in order to be eligible for Pension Credit or pension-age Housing Benefit.

Ensuring that individuals can get into, progress and stay in work is important in helping them to continue saving for their own retirement and contribute to the wider economy. The requirement for mixed age couples to seek financial support from the working-age social security system until both members of the couple reach State Pension Age ensures that, once in receipt of Universal Credit, the younger partner can access the same employment support that is available for customers below State Pension Age including dedicated employment support for customers over the age of 50. The pension-age partner is placed in the no-work related requirements group. The Government recognises the critical role Universal Credit has to play in tackling poverty and making work pay and is taking important steps to support people with their living costs. For the first time ever, we have introduced a sustained above inflation increase to the Universal Credit standard allowance for all claimants. From April 2026, this will see the standard allowance uprated by 3.8%, followed by a further 2.3%.

If he will consider establishing small neighbourhood hubs to provide skills and training support to residents to strengthen their foundational skills.

Foundation skills including English, maths, and digital skills are fundamental for full participation in work, education and society. The Jobcentre Plus’s network of over 600 local centres offers tailored, flexible support for UC claimants to build foundational skills through its Work Coaches and a broad range of local skills provision. Across Great Britain, we are also testing delivery of services and support in communities through mobile vehicles and outreach. Responsibility for adult skills has moved to the Department for Work and Pensions, enabling a clearer focus on adult skills and career outcomes. This work is supported by the Adult Skills Fund (ASF), which helps adults aged 19+ to improve their skills and progress in work. In addition, devolved ASF funding will give local leaders the flexibility to align adult skills provision with regional economic and employment priorities.