Every parliamentary written question tabled by Matt Vickers this session, with the full answer and department. Back to the MP page.
Showing 21–40 of 58 · Department for Work and Pensions
What estimate his Department has made of the proportion of Universal Credit advances that remain outstanding beyond 12 months.
Most UC advances (new claims, benefit transfer and Budgeting Advances) have a maximum repayment period of 24 months except change of circumstances advances which have a maximum of 6 months.
What steps his Department is taking to increase take-up of Carer’s Allowance among eligible carers.
Carer’s Allowance (CA) offers financial support and recognition to unpaid carers in England and Wales who are unable to work full-time due to their caring responsibilities.Information and guidance on CA entitlement is available through multiple channels, including Jobcentre Plus offices, gov.uk, and third-party organisations such as Citizens Advice, Carers UK and Carers Trust.
What recent estimate his Department has made of the average processing time for Personal Independence Payment claims in the latest three-month period.
The most recent available data on the average actual clearance times for Personal Independence Payment (PIP) claims can be found in Tables 1 and 2 of the latest release of the Personal Independence Payment: Clearance/outstanding times and customer journey statistics for England and Wales. The collection can be found here: Personal Independence Payment statistics - GOV.UK. Then navigate to the latest release.
What steps his Department is taking to reduce average waiting times for Access to Work applications and renewals.
We are committed to reducing waiting times for Access to Work. We have increased the number of staff processing Access to Work claims by 27% and applications from customers who are about to start a job or who are renewing are prioritised. The Green Paper launched a consultation on the future of Access to Work which has now concluded. We are considering responses to the consultation and will set out our plans in due course.
What estimate his Department has made of the number of Universal Credit claimants awaiting mandatory reconsideration decisions as of the most recent month for which information is available.
As at end of October 2025, there were 61,000 outstanding mandatory reconsiderations (MR) for Universal Credit (UC). Notes: Each UC claim can have more than one reconsideration registered against it. The above includes all MRs.The data supplied is based on bespoke analysis of departmental datasets, and has not been certified as National Statistics or Official Statistics.
What assessment the Department has made of the impact of recent policy changes on the proportion of disability benefit decisions overturned at appeal.
The Department is committed to monitoring the impacts of its policies. Information about disability benefit appeal overturns can be retrieved from StatXplore, HMCTS’ quarterly statistics, or the Department’s quarterly PIP statistics. The latter includes information about clearances and volumes at all stages of PIP decision making.https://stat-xplore.dwp.gov.uk/Tribunals statistics quarterly: July to September 2025 - GOV.UKPersonal Independence Payment statistics to July 2025 - GOV.UK
What recent assessment his Department has made of the availability of specialist disability employment advisers within Jobcentres.
Every Jobcentre has access to a Disability Employment Adviser (DEA). We have over 700 FTE DEAs across our Jobcentre network. We regularly monitor the number of staff allocated to this role. DEAs are trained as Work Coaches, followed by additional role specific learning designed to support their role. This learning enables DEAs to treat each claimant as an individual, understand the impact of different disabilities and health conditions, and provide tailored support to help overcome barriers to employment. Our other Jobcentre staff will make referrals to our DEAs for this specialist support where appropriate. We have a range of specialist support to help individuals to stay in work and get back into work, including those that join up employment and health systems. DEAs work with the local community to advocate for customers, collaborate with local partners such as employers, voluntary organisations, the NHS and local government services to facilitate support that meets local needs and promote other programmes such as Disability Confident and Work Well.
What assessment his Department has made of the impact of the cost of living on the adequacy of benefit levels in the most recent review period.
The Social Security Administration Act 1992 requires the Secretary of State for Work and Pensions to review State Pension and benefit rates each year to see if they have retained their value in relation to the general level of prices or earnings. Where the relevant State Pension or benefit rates have not retained their value, legislation provides that the Secretary of State is required to, or in some instances may, up-rate their value. Following this review, State Pension and benefit rates are increased in line with statutory minimum amounts and others are increased subject to Secretary of State’s discretion. This statutory annual review has now concluded, and a Written Statement was published on the 26 November setting out the proposed new State Pension and benefit rates for 2026-27. As we have set out, we will be uprating most working age benefits across Great Britain in 2026/27, subject to parliamentary approval, in line with the Consumer Prices Index in the year to September 2025 – an increase of 3.8%.
What his Department’s current forecast is for its staffing requirements in benefit processing centres for the next financial year.
The Department continually impacts and assesses the service being offered to customers. Staff numbers are reviewed on an ongoing basis, in line with the latest economic and benefit forecasts.
What steps she is taking to encourage retraining into hospitality careers for older workers.
We know that work helps everyone, including older people, play active and fulfilling roles in society while building financial security for retirement. DWP delivers Sector-based Work Academy Programmes (SWAPs), which are fully funded by government and offer training, work experience and a guaranteed job interview to those ready to start a job, as well as those who are seeking to retrain and change career. DWP’s Strategic Relationship Team (SRT) and the local Employment Advisers (EAs) based in jobcentres work together to engage with employers to support these SWAPs. Building on our relationships with national employers, SRT continues to expand its current network to more employers in key sectors such as hospitality where there is a critical demand for workers.EAs can help employers write job descriptions, promote vacancies in job centres, help select and interview priority candidates, invite employers to local recruitment events to promote their vacancies, and help plan recruitment campaigns. DWP are focusing on the hospitality sector by delivering a hospitality SWAP pilot, launched in partnership with the trade body UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity, including 13 coastal towns such as Scarborough and Blackpool. As part of the pilot, participants are supported to gain accreditation for a digital Hospitality Skills Passport, which is designed to provide proof that they are qualified to perform their job effectively and safely, giving them a universal entry standard into the sector. In the last financial year, there were 5,620 SWAP starts in hospitality, which have helped people of all ages gain the relevant skills to move into work. Research has found that all demographics considered benefitted from taking part in a SWAP and that SWAPs had a greater impact improving employment outcomes for some of the most disadvantaged groups, including older claimants. Employers and training providers in the hospitality sector who are interested in offering SWAP opportunities can contact their local Jobcentre Plus Group Partnership Manager. A contact list is available on GOV.UK at:https://www.gov.uk/government/publications/dwp-partnerships/national-partnership-teams.
What estimate he has made of skills shortages in the hospitality sector.
The Employer Skills Survey provides robust estimates of skills shortages. In 2024, the Hotels and Restaurants sector in England had over 15,000 vacancies that were hard to fill due to a lack of skills, qualifications or experience. This was a decrease from 43,000 in 2022. 21% of all vacancies in this sector were due to a skill shortage, which is lower than the average of 27% across all sectors. The 2024 Employer Skills Survey can be found at: Employer Skills Survey , Calendar year 2024 - Explore education statistics - GOV.UK
What discussions he has had with industry representatives on ensuring qualifications meet the needs of hospitality businesses.
Skills England, as the national body for skills in England, meets regularly with representatives across sectors. Ministers and officials regularly meet with a range of stakeholders. In addition, within the last two months representatives from Skills England have met with the Association of Employer and Learning Providers Hospitality and Catering Sector Forum, the Dorset and Somerset Training Providers Network and a regional Tourism and Hospitality Initiative in the North East to discuss the skills needs of hospitality businesses.
What steps he is taking to increase apprenticeship opportunities in the hospitality sector.
There are a number of apprenticeships available to support employers of all sizes in the hospitality sector to benefit from and develop the skilled workforces they need. The government has reduced the apprenticeship minimum duration to 8 months so that shorter apprenticeships are possible from August 2025. Employers in the hospitality sector will be able to make use of this flexibility where this is appropriate for the role or the apprentice. To support apprenticeships in small and medium-sized enterprises the government pays full training costs for young apprentices aged 16 to 21, and for apprentices aged 22 to 24 who have an education, health and care (EHC) plan or have been, or are, in local authority care. In addition, the government is delivering a hospitality Sector-based Work Academy Programme (SWAP) pilot, launched in partnership with UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity. These SWAPs support participants to gain accreditation for a digital Hospitality Skills Passport which is designed to provide proof that a person is qualified to perform their job effectively and safely, giving them a universal entry standard into the sector. Apprenticeship starts within the Hospitality and Catering sector can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/649e785b-9332-4f3c-f886-08de0724494a
What assessment he has made of the potential impact of government-funded skills programmes on staffing levels in hospitality.
The hospitality industry has a need for skilled workers to support growth in the economy and opportunity for all, as we have identified through IfATE’s (Institute for Apprenticeships and Technical Education) 2024 report into the future of skills training for the catering and hospitality sectors.We have a comprehensive skills programme to support employers in growing their business, and to support learners to develop better skills for better jobs. Training products are based on the skills, knowledge and behaviours that employers themselves have identified. These programmes, covering technical qualifications and apprenticeships, will support the industry to access the skills they need. Skills England meets regularly with representatives of the hospitality industry to understand skills challenges in that sector and how current technical qualifications and apprenticeships are meeting their needs.The government is funding a number of Sector-based Work Academy Programmes – or SWAPs. These are short-term training programmes designed to support jobseekers to get back into work. SWAPs bring together employers, Jobcentre Plus, and training providers, matching people to jobs and providing job-specific training, preparation and support. In May of this year the Department for Work and Pensions announced a partnership with UKHospitality to rollout hospitality SWAPs to 26 new areas providing real opportunities for individuals and employers.
What recent assessment he has made of trends in the level of uptake of hospitality-related apprenticeships.
There are a number of apprenticeships available to support employers of all sizes in the hospitality sector to benefit from and develop the skilled workforces they need. The government has reduced the apprenticeship minimum duration to 8 months so that shorter apprenticeships are possible from August 2025. Employers in the hospitality sector will be able to make use of this flexibility where this is appropriate for the role or the apprentice. To support apprenticeships in small and medium-sized enterprises the government pays full training costs for young apprentices aged 16 to 21, and for apprentices aged 22 to 24 who have an education, health and care (EHC) plan or have been, or are, in local authority care. In addition, the government is delivering a hospitality Sector-based Work Academy Programme (SWAP) pilot, launched in partnership with UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity. These SWAPs support participants to gain accreditation for a digital Hospitality Skills Passport which is designed to provide proof that a person is qualified to perform their job effectively and safely, giving them a universal entry standard into the sector. Apprenticeship starts within the Hospitality and Catering sector can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/649e785b-9332-4f3c-f886-08de0724494a
What support is available to help small hospitality businesses engage with (a) apprenticeship and (b) training schemes.
There are a number of apprenticeships available to support employers of all sizes in the hospitality sector to benefit from and develop the skilled workforces they need. The government has reduced the apprenticeship minimum duration to 8 months so that shorter apprenticeships are possible from August 2025. Employers in the hospitality sector will be able to make use of this flexibility where this is appropriate for the role or the apprentice. To support apprenticeships in small and medium-sized enterprises the government pays full training costs for young apprentices aged 16 to 21, and for apprentices aged 22 to 24 who have an education, health and care (EHC) plan or have been, or are, in local authority care. In addition, the government is delivering a hospitality Sector-based Work Academy Programme (SWAP) pilot, launched in partnership with UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity. These SWAPs support participants to gain accreditation for a digital Hospitality Skills Passport which is designed to provide proof that a person is qualified to perform their job effectively and safely, giving them a universal entry standard into the sector. Apprenticeship starts within the Hospitality and Catering sector can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/649e785b-9332-4f3c-f886-08de0724494a
What recent estimate she has made of the levels of (a) fraud and (b) error in the welfare system in the North East.
Estimates of the levels of fraud and error in the benefit system for the financial year 2024-25 can be found at: Fraud and error in the benefit system: financial year 2024 to 2025 estimates - GOV.UKWe do not provide sub-national estimates of fraud and error as we are unable to break the statistics down to this level.
What support is available to help people with long-term health conditions return to work in high-deprivation areas.
Good work is generally good for health and wellbeing, so we want everyone to get work and get on in work, whoever they are and wherever they live. Backed by £240 million investment, the Get Britain Working White Paper launched last November will drive forward approaches to tackling economic inactivity and work toward the long-term ambition of an 80% employment rate. To achieve an 80% employment rate, it is key that we have an employment support system that is tailored to local labour markets, with high quality vacancies available in all areas of the country matched by employment and skills support tailored for the needs of the local population in each area Disabled people and people with health conditions are a diverse group so access to the right work and health support, in the right place, at the right time, is key. We therefore have a range of specialist initiatives to support individuals to stay in work and get back into work, including those that join up employment and health systems. Measures include support from Work Coaches and Disability Employment Advisers in Jobcentres and Access to Work grants, as well as joining up health and employment support around the individual through Employment Advisors in NHS Talking Therapies, Individual Placement and Support in Primary Care and WorkWell. It is also recognised that employers play an important role in addressing health and disability. To build on this, the DWP and DHSC Joint Work & Health Directorate (JWHD) is facilitating “Keep Britain Working”, an independent review of the role of UK employers in reducing health-related inactivity and to promote healthy and inclusive workplaces. The lead reviewer, Sir Charlie Mayfield, is expected to bring forward recommendations in Autumn 2025. In our March Green Paper, we set-out our Pathways to Work Guarantee, backed by £1 billion a year of new, additional funding by 2030 and a total of £2.2 billion by over four years. Our £2.2 billion Pathways to Work investment brings our total investment in employment support for disabled people and those with health conditions to £3.8 billion over this Parliament. We will build towards a guaranteed offer of personalised work, health and skills support for all disabled people and those with health conditions on out of work benefits. In addition, the Department for Work and Pensions and the Department of Health and Social Care worked together on the 10 Year Health Plan. The Plan will break down barriers to opportunity by delivering the holistic support that people need to access and thrive in employment by ensuring a better health service for everyone, regardless of condition or service area. The Plan sets out the vision for what good joined-up care looks like for people with a combination of health and care needs, including for disabled people. Furthermore, it outlines how the neighbourhood health service will join up support from across the work, health and skills systems to help address the multiple complex challenges that often stop people finding and staying in work.
What assessment she has made of the potential impact of the Restart Scheme in regions with persistently high unemployment.
The Department is currently undertaking a quantitative impact evaluation of the Restart Scheme. This evaluation will assess the overall effectiveness of the scheme nationally, including areas of high unemployment, but will not necessarily be able to draw conclusions about these areas in isolation, we aim to publish the findings by the end of this year. In addition, the Restart Scheme Evaluation, published in May 2024 The Evaluation of the Restart Scheme – May 2024, provides analysis of delivery across different Contract Package Areas.
What progress she has made on integrating (a) employment and (b) health services for people out of work long-term.
Good work is generally good for health and wellbeing, so we want everyone to get work and get on in work, whoever they are and wherever they live. Disabled people and people with health conditions are a diverse group so access to the right work and health support, in the right place, at the right time, is key. We therefore have a range of specialist initiatives to support individuals to stay in work and get back into work, including those that join up employment and health systems. Measures include support from Work Coaches and Disability Employment Advisers in Jobcentres and Access to Work grants, as well as joining up health and employment support around the individual through Employment Advisors in NHS Talking Therapies, Individual Placement and Support in Primary Care and WorkWell. The Department also provides a range of support to help individuals to access, retain, and thrive in employment. This includes referrals to financial assistance, workplace adaptations, and personalised guidance. Our teams support customers with Access to Work to ensure customers have reasonable adjustment, specialist equipment, support workers and more to ensure that customers have all the necessary tools to get into and maintain work. It is also recognised that employers play an important role in addressing health and disability. To build on this, the DWP and DHSC Joint Work & Health Directorate (JWHD) is facilitating “Keep Britain Working”, an independent review of the role of UK employers in reducing health-related inactivity and to promote healthy and inclusive workplaces. The lead reviewer, Sir Charlie Mayfield, is expected to bring forward recommendations in Autumn 2025. Additionally, the JWHD has developed a digital information service for employers, continues to oversee the Disability Confident Scheme, and continues to increase access to Occupational Health. Backed by £240m investment, the Get Britain Working White Paper launched last November will drive forward approaches to tackling economic inactivity and work toward the long-term ambition of an 80% employment rate. In our March Green Paper, we set-out our Pathways to Work Guarantee, backed by £1 billion a year of new, additional funding by 2030 and a total of £2.2 billion by over four years. Our £2.2bn Pathways to Work investment brings our total investment in employment support for disabled people and those with health conditions to £3.8 billion over this Parliament. We will build towards a guaranteed offer of personalised work, health and skills support for all disabled people and those with health conditions on out of work benefits. We will further pilot the integration of employment advisers and work coaches into the neighbourhood health service, so that working age people with long term health conditions have an integrated public service offer. A patient’s employment goals will be part of care plans, to support more joined up service provision. The Department for Work and Pensions and the Department of Health and Social Care have worked together on the 10 Year Health Plan. The 10 Year Health Plan will ensure a better health service for everyone, regardless of condition or service area. The Plan sets out the vision for what good joined-up care looks like for people with a combination of health and care needs, including for disabled people.