Written questions by Glover.

What assessment he has made of the potential merits of establishing a process to allow Atomic Energy Authority Technology pension scheme closed section members to leave the Pension Protection Fund and re-join a public sector pension scheme, including the UK Atomic Energy Authority scheme.

The Pension Protection Fund is a compensation scheme, and its operating structure reflects this. The Pension Protection Fund does not operate as a segregated fund, where individual schemes contributions are ringfenced. Once a scheme transfers to the Pension Protection Fund, the scheme does not exist anymore. Through the Pension Schemes Act, we have taken action by introducing legislation to provide annual increases on compensation payments from the Pension Protection Fund on pensions built up before 6 April 1997, where schemes provided for this. We are now focusing on the implementation of this change, and I can confirm that AEAT members with pre-97 accrual will benefit.

What discussions he has had with Ministerial colleagues on AEAT pension arrangements.

This matter was discussed with parliamentarians during the passage of the Pension Schemes Act.

What guidance his Department provides to Government departments on responding to recommendations by the Parliamentary and Health Service Ombudsman involving financial redress.

Awaiting answer.

What steps he is taking to support employers in reducing stigma around menopause in the workplace.

Awaiting answer.

What steps he is taking to help ensure that menopause-related workplace adjustments are consistently available across different sectors and roles, including non-desk-based occupations.

Awaiting answer.

Whether he has considered requesting that the Government Actuary’s Department publish the calculations behind the sum transferred to the AEAT pension scheme at the time of privatisation.

The Department for Work and Pensions was not involved in the privatisation of Atomic Energy Authority Technology in 1996.

What estimate her Department has made of the cost of providing compensation at Level 4 of the Parliamentary and Health Service Ombudsman scale in the last 12 months.

Awaiting answer.

What discussions he has had with Ministerial colleagues on AEAT pension arrangements.

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

What assessment he has made of the potential merits of establishing a process to allow Atomic Energy Authority Technology pension scheme closed section members to leave the Pension Protection Fund and re-join a public sector pension scheme, including the UK Atomic Energy Authority scheme.

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

Whether he has considered requesting that the Government Actuary’s Department publish the calculations behind the sum transferred to the AEAT pension scheme at the time of privatisation.

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

With reference to the Parliamentary and Health Service Ombudsman report on changes to women's State Pension age, published on 21 March 2024, if he will make an estimate of the potential (a) cost; and (b) mechanisms available to provide compensation to impacted women in Didcot and Wantage.

The Government has made its decision on this case based on due process and careful consideration of the body of evidence. The detailed reasons for this decision have been placed in the House library.

For what reason The Pensions Ombudsman and The Parliamentary and Health Service Ombudsman were unable to investigate the information on pension options provided by the Government and its agents to AEA Technology pension scheme members in 1996.

The Pensions Ombudsman and the Parliamentary and Health Service Ombudsman may only investigate matters within the statutory jurisdictions set by Parliament. Decisions on which bodies may investigate pension matters reflect deliberate Parliamentary choices to ensure clear roles and an effective system of redress. In the case of the AEA Technology pension scheme, specific issues have been considered by both Ombudsmen.

With reference to the Fifty-seventh Report of the Committee of Public Accounts of Session 2022-23 on AEA Technology Pension Case, HC 1005, published on 14 June 2023, and the Third Report of the Work and Pensions Committee of 2023-24 on Defined benefit pension schemes, HC 144, published on 26 March 2024, whether he plans to provide redress for AEA Technology pension scheme members.

The issues raised by the AEA Technology pension case have been extensively considered, including by Parliamentary committees, in debates in Parliament, and by Government.AEAT members receive compensation through the Pension Protection Fund, which provides a statutory safety net for members of eligible private sector defined benefit schemes following employer insolvency.The Government is also introducing prospective increases on compensation payments from the Pension Protection Fund and Financial Assistance Scheme on pensions built up before 6 April 1997. These will be Consumer Price Index-linked (capped at 2.5%) and apply prospectively (i.e. to payments going forward) for members whose former schemes provided for these increases. AEAT members with pre‑1997 accrual will benefit from these increases.

When he plans to respond to the correspondence of 11 November 2025 from the hon. Member for Didcot and Wantage on a request for a meeting on AEAT pensions.

A response to this correspondence was sent to the hon. Member on the 22 December 2025.

What steps she is taking through the Get Britain Working White Paper to support people with multiple sclerosis (a) into and (b) to stay in work.

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, including multiple sclerosis, 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 and Individual Placement and Support in Primary Care. Building on our WorkWell, Employment Advisers in Talking Therapies and Connect to Work programmes, we will ensure people with a health condition have access to the holistic support they need. In the Government’s Pathways to Work Green Paper, we further committed to developing a support guarantee, so that disabled people and those with a health condition get the work, health and skills support they need to access and thrive in employment. And we are delivering the biggest investment in support for disabled people and people with health conditions in at least a generation. Our support guarantee announced as part of the Green Paper is backed up by £2.2bn over four years, including £200m in 2026/27 when our benefit changes begin to take effect and, as announced in the statement on Welfare Reform (30 June) by the Secretary of State for Work and Pensions, an additional £300m over the next 3 years. This brings our total investment in employment support for disabled people and those with health conditions to £3.8 billion over this Parliament. 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. Backed by £240m investment, the Get Britain Working White Paper launched in November 2024, will drive forward approaches to tackling economic inactivity and work toward the long-term ambition of an 80% employment rate. In recognition of the key role employers play a key role in increasing employment opportunities and supporting disabled people and people with health conditions, the Secretaries of State for Work and Pensions and Business and Trade asked Sir Charlie Mayfield to lead an independent review, considering how best to support and enable employers to recruit and retain more people with health conditions and disabilities, promote healthy workplaces, and support more people to stay in or return to work from periods of sickness absence. Sir Charlie will deliver his final report in the autumn. Employers are crucial in enhancing employment opportunities and supporting disabled people and those with health conditions to thrive in the workforce. Our support to employers includes increasing access to Occupational Health, a digital information service for employers and the Disability Confident scheme. Guidance for businesses on supporting employee work-life balance through measures such as flexible working and parental leave can be found on gov.uk and the Help to Grow website.

What steps she has taken with Cabinet colleagues to help ensure that people with multiple sclerosis are supported to remain in employment through (a) flexible working arrangements and (b) effective symptom management closer to home.

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, including multiple sclerosis, 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 and Individual Placement and Support in Primary Care. Building on our WorkWell, Employment Advisers in Talking Therapies and Connect to Work programmes, we will ensure people with a health condition have access to the holistic support they need. In the Government’s Pathways to Work Green Paper, we further committed to developing a support guarantee, so that disabled people and those with a health condition get the work, health and skills support they need to access and thrive in employment. And we are delivering the biggest investment in support for disabled people and people with health conditions in at least a generation. Our support guarantee announced as part of the Green Paper is backed up by £2.2bn over four years, including £200m in 2026/27 when our benefit changes begin to take effect and, as announced in the statement on Welfare Reform (30 June) by the Secretary of State for Work and Pensions, an additional £300m over the next 3 years. This brings our total investment in employment support for disabled people and those with health conditions to £3.8 billion over this Parliament. 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. Backed by £240m investment, the Get Britain Working White Paper launched in November 2024, will drive forward approaches to tackling economic inactivity and work toward the long-term ambition of an 80% employment rate. In recognition of the key role employers play a key role in increasing employment opportunities and supporting disabled people and people with health conditions, the Secretaries of State for Work and Pensions and Business and Trade asked Sir Charlie Mayfield to lead an independent review, considering how best to support and enable employers to recruit and retain more people with health conditions and disabilities, promote healthy workplaces, and support more people to stay in or return to work from periods of sickness absence. Sir Charlie will deliver his final report in the autumn. Employers are crucial in enhancing employment opportunities and supporting disabled people and those with health conditions to thrive in the workforce. Our support to employers includes increasing access to Occupational Health, a digital information service for employers and the Disability Confident scheme. Guidance for businesses on supporting employee work-life balance through measures such as flexible working and parental leave can be found on gov.uk and the Help to Grow website.

If she will publish an equalities impact assessment of the proposed Personal Independence Payment reforms with specific reference to people with progressive neurological conditions.

As I set out in the House of Commons on 1 July 2025, the Government has listened to the concerns raised by Members from across the House about the proposed changes to Personal Independence Payment (PIP). Clause 5 of the Universal Credit and Personal Independence Payment Bill would have amended the legal framework underpinning PIP assessments, specifically by implementing a new requirement that claimants must score a minimum of four points in at least one daily living activity to be eligible for the daily living component of PIP. In light of the concerns raised, I confirmed during the debate that clause 5 would be removed from the Bill in Committee.(Hansard, 1 July, col 219) Any changes to PIP eligibility will come after a comprehensive review of the benefit which I shall lead, co-produced with disabled people, the organisations that represent them, clinicians, experts, MPs and other stakeholders, so a wide range of views and voices are heard. This review aims to ensure that the PIP assessment is fair and fit for the future.

What assessment her Department has made of the potential impact of proposed welfare reforms on people with (a) multiple sclerosis and (b) other fluctuating conditions.

As I set out in the House of Commons on 1 July 2025, the Government has listened to the concerns raised by Members from across the House about the proposed changes to Personal Independence Payment (PIP). Clause 5 of the Universal Credit and Personal Independence Payment Bill would have amended the legal framework underpinning PIP assessments, specifically by implementing a new requirement that claimants must score a minimum of four points in at least one daily living activity to be eligible for the daily living component of PIP. In light of the concerns raised, I confirmed during the debate that clause 5 would be removed from the Bill in Committee.(Hansard, 1 July, col 219) Any changes to PIP eligibility will come after a comprehensive review of the benefit which I shall lead, co-produced with disabled people, the organisations that represent them, clinicians, experts, MPs and other stakeholders, so a wide range of views and voices are heard. This review aims to ensure that the PIP assessment is fair and fit for the future.

What discussions her Department has had with app-based delivery companies on ensuring that health and safety protections in their workers' contracts are not undermined by the use of (a) substitution clauses and (b) accounts sublet by workers with no (i) formal agreement with and (ii) training from that company.

Health and safety law provides comprehensive protection to all workers. Gig economy workers should be treated no differently to other workers, irrespective of their employment contract. An employer must assess the risks created by the work activity and put measures in place to eliminate or control the risks. Under health and safety law, employers must give their workers clear instructions and information, as well as adequate training and supervision. Employers and those who have control over work equipment (e.g. those hiring out work equipment) have responsibilities for equipment provided for use at work. Health and safety legislation does not separately cover the specific issues of road and fire risk, nor the contractual arrangements for workers.

Whether the Department has made an assessment of the potential impact of the contractual right to substitution in gig economy delivery work on the Health and Safety Executive’s ability to monitor and enforce safe working conditions.

Health and safety law provides comprehensive protection to all workers. Gig economy workers should be treated no differently to other workers, irrespective of their employment contract. An employer must assess the risks created by the work activity and put measures in place to eliminate or control the risks. Under health and safety law, employers must give their workers clear instructions and information, as well as adequate training and supervision. Employers and those who have control over work equipment (e.g. those hiring out work equipment) have responsibilities for equipment provided for use at work. Health and safety legislation does not separately cover the specific issues of road and fire risk, nor the contractual arrangements for workers.