Written questions by Akehurst.

What assessment he has made of the potential impact of changes to eligibility to funding for Level 7 apprenticeships from 1 January 2026 on raising the status and attractiveness of technical and vocational pathways relative to academic options.

This government has a driving mission to break down barriers to opportunity. Since January 2026, the government no longer funds level 7 apprenticeships, equivalent to master’s degree level, except for young apprentices under the age of 22, and those under 25 who are care leavers or have an Education, Health and Care Plan. This will enable apprenticeships opportunities to be rebalanced towards young people and create more opportunities for those entering the labour market, who need skills and training to get on in their careers.The government is encouraging more employers to invest in upskilling their staff aged over 22 to level 7 where it delivers a benefit to the business and the individual. It will be for employers to determine the most appropriate training. The department has published guidance on privately funded apprenticeships, which will enable employers to privately fund level 7 apprenticeships for staff aged over 22: Privately funded apprenticeships: rules and guidance - GOV.UK. There are also alternative training options available to employers at level 7 including non-apprenticeship routes. This government wants to make sure that apprenticeships offer a strong and valued alternative route to university for young people, and we are committed to supporting 50,000 more young people into apprenticeships. To help achieve this we are fully funding SME apprenticeships for eligible 16–24-year-olds from August as well as introducing a £2000 incentive payment for SMEs that take on, as new employees, apprentices aged under 25 from October this year and launching a pilot to better connect young people to local apprenticeship opportunities. In addition, our Apprenticeship Ambassador Network of around 2,500 employer and apprentice volunteers promotes apprenticeships to students in schools and colleges.

What discussions he has had with employers on the level of support for retention, succession planning and productivity for jobs affected by the potential impact of changes to eligibility to funding for Level 7 apprenticeships from 1 January 2026.

I refer the hon. Member for North Durham to the answer of 17 November 2025 to Question 88252.

What assessment she has made of the potential impact of changes to eligibility to funding for Level 7 apprenticeships from 1 January 2026 on trends in the level of social mobility for people from low-income households.

I refer the hon. Member for North Durham to the answer of 13 June 2025 to Question 57823.

What assessment she has made of the potential impact of changes to eligibility to funding for Level 7 apprenticeships from 1 January 2026 on regional inequality (a) in County Durham and (b) England.

I refer the hon. Member for North Durham to the answer of 13 June 2025 to Question 57823.

What evidence his Department used to inform its decision to amend eligibility to funding for Level 7 apprenticeships from 1 January 2026; and if she will publish that evidence.

I refer the hon. Member for North Durham to the answer of 13 June 2025 to Question 57823.

What assessment she has made of the potential impact of changes to eligibility to funding for Level 7 apprenticeships from 1 January 2026 on workforce development in public services, including the NHS.

I refer the hon. Member for North Durham to the answer of 17 November 2025 to Question 88252.

What alternative progression routes he plans to put in place for experienced staff affected by the cut to Level 7 apprenticeship funding who cannot afford postgraduate study but are expected to operate at senior professional or leadership level.

This government has a driving mission to break down barriers to opportunity and is determined to tackle the 40% fall in apprenticeship starts by young people aged under 25 that we’ve seen over the last decade. Since January 2026, the government no longer funds level 7 apprenticeships, equivalent to master’s degree level, except for young apprentices under the age of 22, and those under 25 who are care leavers or have an Education, Health and Care Plan. This will enable apprenticeships opportunities to be rebalanced towards young people and create more opportunities for those entering the labour market, who need skills and training to get on in their careers. Level 7 apprentices that started before 1 January 2026 will continue to be funded through to completion. The government is encouraging more employers to invest in upskilling their staff aged over 22 to level 7 where it delivers a benefit to the business and the individual. It will be for employers to determine the most appropriate training. The department has published guidance on privately funded apprenticeships, which will enable employers to privately fund level 7 apprenticeships for staff aged over 22: Privately funded apprenticeships: rules and guidance - GOV.UK. There are also alternative training options available to employers at level 7 including non-apprenticeship routes.

What assessment he has made of the role of the Motability Scheme in supporting service personnel and disabled veterans and to access transport solutions.

The Motability Scheme is a lifeline for many disabled people and families, supporting their independence by enabling them to lease a car, wheelchair accessible vehicle (WAV), scooter or powered wheelchair in exchange for all or part of their eligible disability benefit allowance. The Department for Work and Pensions is responsible for the disability benefits that provide a passport to the Motability Scheme. The department facilitates a direct transfer to Motability of a claimant’s mobility component of Disability Living Allowance and Personal Independence Payment. Service personnel and disabled veterans who receive Armed Forces Independence Payment or War Pensioners’ Mobility Supplement can also elect to join the Scheme.

What steps his Department is taking to protect NHS workers from occupational exposure to hazardous medicinal products.

I refer my hon. Friend to the answer I gave on 30 October 2025 to Question UIN 84144.

Whether government departments meet duties to provide reasonable adjustments for disabled staff.

All government departments are subject to the Equality Act 2010, which places a legal duty on employers to make reasonable adjustments for disabled staff and job applicants where they would otherwise be at a substantial disadvantage. Government Departments meet this duty by providing adjustments such as assistive technology, flexible working arrangements, specialist furniture, interpreters, and accessible workplaces. The Department for Work and Pensions leads the Disability Confident scheme in its capacity supporting disabled people into work, which encourages all employers, including government departments, to recruit, retain and develop disabled people and those with health conditions.

What steps he is taking to help prevent retaliatory actions against staff who have made internal disclosures about disability discrimination.

As an accredited Disability Confident Leader, the Department for Work and Pensions take seriously its responsibility to support all staff, including those with a disability, who make disclosures about discrimination and preventing any retaliation.The department has a number of mechanisms, including dedicated harassment, grievance, and HR policies and processes; regular promotion of Speak Up Safely Line and Ambassadors for Fair Treatment providing confidential, and if required anonymous support and guidance. We also provide wellbeing support (including mental health first aiders), as well as promoting a transparent and supportive approach to workplace adjustments, ensuring staff feel safe when disclosing disabilities.

Whether his Department will introduce Access to Work Adjustment Passports for all claimants.

Health Adjustment Passports are voluntary and available to everyone with a health condition or disability. The Health Adjustment Passport enables disabled people to move more easily into employment and between job roles and reduces the need to repeat personal information about their disability. The Passport supports transitions into employment by providing a tool to enable disabled people to have structured conversations with employers about disability. It acts as a transferable record of the adjustments needed, along with sign posts to available support including Access to Work (AtW). If an individual chooses to share the passport with their employer, it can help to raise the visibility of adjustments and highlight support available, including AtW. In the event the user applies for AtW support, the passport can aid an assessment by providing health and disability information beforehand, enabling support to be put in place more quickly. Further information on the Health Adjustments Passport can be found on: Health Adjustment Passport - GOV.UK

What recent assessment his Department has made of the effectiveness of the Health Adjustment Passport in supporting disabled people to (a) enter and (b) remain in employment.

Health Adjustment Passports are voluntary and available to everyone with a health condition or disability. The Health Adjustment Passport enables disabled people to move more easily into employment and between job roles and reduces the need to repeat personal information about their disability. The Passport supports transitions into employment by providing a tool to enable disabled people to have structured conversations with employers about disability. It acts as a transferable record of the adjustments needed, along with sign posts to available support including Access to Work (AtW). If a user chooses to share the passport with their employer, it can help to raise the visibility of adjustments and highlight support available, including AtW. In the event the user applies for AtW support, the passport can aid an assessment by providing health and disability information beforehand, enabling support to be put in place more quickly. Further information on the Health Adjustments Passport can be found on: Health Adjustment Passport - GOV.UK

What steps his Department is taking to improve transparency in Child Maintenance Service (a) calculations and (b) deductions (i) in general and (ii) where deductions from earnings orders are applied.

The Child Maintenance calculation is based on the paying parent’s gross income, verified through HMRC data. To improve transparency, the CMS has enhanced data sharing with HMRC to ensure accurate income assessments, including unearned income such as dividends and rental income. Whenever a calculation is made both parents are notified of the amount, the reason for the calculation and how the calculation has been made enabling parents to challenge assessments they believe do not reflect the paying parent’s true financial position. The online portal, My Child Maintenance Case, allows parents to view all prior calculations. The CMS applies general deductions through either voluntary arrangements or enforcement mechanisms. To improve transparency, the CMS has published guidance on Gov.uk detailing how these processes are applied. Deductions from earnings orders (DEO) are a key enforcement tool used when a paying parent fails to meet their obligations. To improve transparency in this area, the CMS has issued clear employer guidance on how DEOs operate, including legal obligations, calculation methods, and reporting requirements. This includes ensuring employers receive formal written instructions from the CMS before any changes to deductions are made, preventing unauthorised or unclear adjustments. The protected earnings rate ensures that short term variations in earnings do not allow deductions to reduce a paying parent’s net income below a minimum level required for essential living costs. Additionally, the CMS provide paying parents with notice of enforcement action and the opportunity to appeal or request a reconsideration of their maintenance calculation before a DEO is applied. The Department continues to review and refine CMS processes to ensure they are transparent, fair, and effective in delivering financial support to children in separated families.

What estimate his Department has made of the backlog of cases within the Child Maintenance Service; and what steps he is taking to reduce the time taken to (a) process new applications and (b) resolve disputes.

The Child Maintenance Service (CMS) have no application or Mandatory Reconsideration (dispute) backlogs. CMS is working on modernising service delivery with an aim of making services more cost efficient, effective, and timely. Both the applications and the Mandatory Reconsideration (dispute) process have been developed by improving customer communications, introducing digital options for making and progressing applications and disputes. Improved data sharing through enhanced collaboration with HM Revenue and Customs (HMRC) and improvements to DWP systems to increase accuracy and speed of service. Additionally, we are investing in improving training and guidance products and ensuring all of our services are resourced at stable levels that meet demand. The CMS continues to monitor the effectiveness of these measures and continue to build on these improvements. His Majesty's Courts and Tribunals Service have responsibility for appeals on CM decisions.

What steps his Department is taking to ensure that the Child Maintenance Service does not deduct excessive amounts from non-resident parents.

When negotiating arrears agreements and arrangements, CMS must consider all the circumstances of the non-resident parent and the case. The main aim is to get on-going maintenance payments flowing and to recover arrears as quickly and reliably as possible. The most severe measures are restricted to those parents who wilfully refuse or culpably neglect to pay their maintenance.

What training is provided to Child Maintenance Service caseworkers to ensure fair treatment of non-resident parents for (a) complex or disputed and (b) other cases.

All Child Maintenance Service Case Workers are provided with the Decision Making and Welfare of the Child topics during new entrant learning. These cover the principles of the decision-making process, gathering different types of evidence, applying the balance of probabilities, ensuring impartiality in the decision-making process in relation to resident and non-resident parents, and, where appropriate, the importance of considering the impact on any child who will be affected by the decision. These principles are reinforced throughout the learning, for example, in deciding the number of nights of care for a shared care decision. Child Maintenance Service Caseworker learning is standardised to ensure a consistent decision-making process and to allow for transparency if the decision is disputed in the future.

What assessment his Department has made of the importance of furniture provision as an element of the Crisis and Resilience Fund.

We will be working closely with local authorities and external stakeholders on the detailed design of the Crisis and Resilience Fund and we will issue further information on our planned approach in due course.

If he will make it his policy to bring forward legislative proposals to amend the Control of Substances Hazardous to Health Regulations 2002 to ensure that hazardous medicinal products with reprotoxic effects are controlled to the same standard as carcinogens and mutagens.

The Health and Safety Executive (HSE) has no current plans to amend The Control of Substances Hazardous to Health Regulations 2002 (COSHH) (as amended). These regulations place duties on all employers to assess the risk and ensure that the exposure of their employees to substances hazardous to health is either prevented or, where this is not reasonably practicable, adequately controlled. This includes any hazardous substances within hazardous medicinal products. COSHH requires employers to carry out their risk assessments to establish the hazards arising from work activities, including the products and processes being used, and for the employer to put measures in place to control those risks. The risk assessment must take into account the properties of the hazardous substance and how and when they can give rise to risks to health. If exposure cannot be prevented, employers must implement an effective programme of management procedures and put in place and maintain suitable and sufficient control measures to mitigate against the risks to health posed by any such exposure.

Whether his Department plans to (a) (i) develop and (ii) adopt a list of hazardous medicinal products and (b) require safety data sheets for finished medicines; and if he will take steps with the Health and Safety Executive to make such a list publicly available to NHS employers.

The Health and Safety Executive (HSE) has no current plans to develop or adopt a list of hazardous medicinal products. The GB Classification, Labelling and Packaging of Chemicals Regulations 2009 (GB CLP) is disapplied to medicinal products in their finished state as outlined in Article 1(5)(a) of GB CLP. Furthermore, the Registration, Evaluation, Authorisation and Restriction of Chemicals Regulations 2006 include an exemption from the need to provide a safety data sheet (SDS) for substances and mixtures intended for medicinal products. This occurs to avoid duplication when other more specific legislation exists to regulate those uses. Medicinal products for human and veterinary use, which are within the scope of the Human Medicines Regulations 2012 or the Veterinary Medicines Regulations 2013, are partially exempt from REACH for this reason. The responsibility for the REACH legislation lies with the Secretary of State for the Department for Environment, Food and Rural Affairs (DEFRA).