Written questions by Bedford.

How many civil servants in their Department were found to have broken the Civil Service Code in (a) 2024 and (b) 2025.

The department’s disciplinary report only shows current live, on-going disciplinary cases and those closed within the past 12 months. There is also no detail on the disciplinary report that specifically states breaches of Civil Service Code as the reason for disciplinary. This information would only be available at disproportionate cost. Civil Servants are appointed on merit on the basis of fair and open competition and are expected to carry out their role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality.

How many departmental employees were on performance management plans in (a) 2023, (b) 2024 and (c) 2025.

The Department for Work and Pensions is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner. To this end, there have been: 406 employees have been placed on Performance Action Logs in 2024/25, and 410 in 2025/26. We do not hold data for the financial year 2023-2024 Those who cannot improve their performance, despite this additional support, may be dismissed.

What was the total value of non-contractual severance payments across the department in 2023, 2024 and 2025.

The total value of severance payments is set out in the department’s Annual Report and Accounts, which are available for the last three years.

How many apprentices the Department recruited in 2025, compared with the figures for i. 2022, ii. 2023 and iii. 2024.

As the policy holder for apprenticeships and skills, the Department for Work and Pensions (DWP) recognises the value of apprenticeships in building skills and kickstarting careers. We are committed to creating meaningful apprenticeship opportunities within our department and are proud to be 6th in the Top 100 Apprenticeship Employers ranking. Since 2022, we have created opportunities for over 500 Universal Credit claimants to start a Level 2 or 3 apprenticeship with entry-level work experience within the department through our Social Mobility Apprenticeship scheme, with many apprentices securing permanent employment in DWP. We have also created apprenticeship opportunities for young people who would have otherwise been at risk of becoming not in education, employment or training (NEET) through our School Leaver SMA scheme. In 2025, the Department for Work and Pensions had 907 apprenticeship starts, compared with 1824 in 2022, 1348 in 2023 and 1142 in 2024. Numbers have been limited in recent years by headcount restrictions in the Civil Service. At the same time, we have diversified our entry routeways including an increased focus on our other life chances schemes such as Movement to Work, in addition to apprenticeship opportunities. We have also focussed on improving the overall quality and relevance of our apprenticeship programmes to ensure that they support colleagues to develop the right skills and capabilities for DWP roles, particularly in priority areas such as Digital and Counter Fraud.

On how many occasions in the last five years Work Capability Assessors have exceeded minimum daily assessment requirements.

The Department for Work and Pensions has not set a specified number of Work Capability Assessments that health professionals (HP) are expected to complete per day. The number of assessments completed can vary depending on the type of assessment (telephone, video, or face‑to‑face), the claimant’s condition, and any additional evidence required, as these appointments have fixed time slots and are delivered through different channels. While we do have expectations for the total number of assessments conducted by Functional Assessment Service (FAS) suppliers, these would be aggregate monthly numbers across their entire workforce, not individual targets for specific HPs.

How many Work Capability Assessments received Limited Capability for Work and Work-Related Activity, Limited Capability for Work and Fit for Work awards in the last five years.

The department regularly publishes Universal Credit Work Capability Assessment (UC WCA) statistics, with monthly UC WCA decision outcomes, currently available from April 2019 to August 2025, shown in Table 6 of the latest data tables and on Stat-Xplore in the UC WCA Decision Outcomes dataset. The next release, covering decision outcomes to November 2025, is scheduled for 09:30am on 12 March 2026. The published UC WCA statistics include claimants who have been moved from Employment and Support Allowance (ESA) under the Move to UC programme, although such claimants would not have had a new assessment and their previous status under ESA will have been carried over. Consequently, the Stat-Xplore statistics overstate the number of health-related claimants with new Limited Capability for Work and Work-Related Activity and Limited Capability for Work decisions but ESA transitions have been separated out in Table 6 of the data tables. Users can log in or access Stat-Xplore as a guest and, if needed, can access guidance on how to extract information.

How many Work Capability Assessments were (a) curtailed and (b) closed early in the last year for which data is available.

The Department for Work and Pensions does not hold or publish statistics on the number of Work Capability Assessments (WCAs) that have been curtailed or closed early, either over the last five years or in the most recent year for which data is available. Published statistical releases on Employment and Support Allowance and Universal Credit WCAs report only on completed assessments and do not include information on curtailed or discontinued assessments.

What discussions he has had with the Chancellor of the Exchequer in respect to trends in unemployment since July 2024.

Since November 2024, employment is up by over 454,000, youth employment by 126,000, and the ethnic minority employment rate has risen to 69.9%. The UK’s employment rate has remained stable at 75% over the past year and we’ve seen other positive labour market trends. While unemployment has risen slightly to 5.2%, this is still below the average unemployment rate seen under the last government. Crucially, part of the rise in unemployment is driven by the fall in inactivity as more people are actively seeking work.

What discussions he has had with the Chancellor about the trends in youth unemployment since July 2024.

This Government will not leave an entire generation of young people behind. For many years our young people have not had the opportunity and support they deserve. Under the last government, between 2021 and 2024, the number of young people not in education, employment or training increased by 250,000.This Government’s ambition is to transform young people’s prospects, by ensuring every one of them has the chance to earn or learn through the Youth Guarantee. That is why the Government is investing £2.5 billion over the next three years into the Youth Guarantee and additional investment to the Growth and Skills Levy to back young people. This investment will support almost one million young people and create up to 500,000 opportunities to earn and learn.This includes the delivery of eight Youth Guarantee Trailblazers in England, expansion of Youth Hubs to more than 360 areas across Great Britain and introduction of a new Youth Guarantee Gateway in Jobcentres. The Gateway will provide 16-24-year-olds on Universal Credit a dedicated session and follow-up support to help them move into work, training or education.This investment will also create around 300,000 more opportunities to gain workplace experience and training, including up to 150,000 work experience placements and up to 145,000 employer-designed training opportunities, such as Sector-based Work Academy Programmes, which offer participants a guaranteed job interview at the end.In addition, the Government is taking action to support employers to recruit and train young people, helping to unlock up to 200,000 more employment and apprenticeship opportunities. This includes a new £3,000 Youth Jobs Grant for employers who hire 18–24-year-olds who have been on Universal Credit for over six months, a new £2,000 apprenticeship incentive for small and medium sized employers hiring 16–24-year-old, and the Jobs Guarantee scheme, providing long-term unemployed 18–24-year-olds with a fully funded six month job.The Government will also prioritise prevention, building on measures announced in the Skills White Paper. The Government will improve support in schools, monitor attendance, increase access to work experience and work with local authorities to pilot auto-enrolling young people in further education, if needed.Finally, the Government is considering how we might go further. The Right Honourable Alan Milburn is leading on an investigation of the rise in youth inactivity with a particular focus on the impact of mental health conditions and disability and expected to report in Summer 2026.

How many unannounced visits his Department conducted to PIP face-to-face assessment centres in (a) 2024 and (b) 2025.

The department undertakes visits to Personal Independence Payment assessment centres for a range of reasons, including performance and operational oversight, contractual assurance activity, and estates‑related checks.The department does not centrally record whether such visits are announced or unannounced. Therefore, the information requested on the number of unannounced visits undertaken in 2024 or 2025 is not available.

What key performance indicators are used to monitor private contractors providing PIP assessments.

Department for Work and Pensions (DWP) hold Personal Independence Payment assessment suppliers to a robust set of contractual performance measures to ensure that assessments are delivered to a high standard. Under the Functional Assessment Services (FAS) contract, suppliers are required to meet or exceed a series of Target Performance Levels (TPLs), which collectively determine overall contractual performance. In addition to TPLs, suppliers are also expected to meet a number of contractual obligations. The TPLs and obligations that all assessment suppliers must adhere to can be found in part 1 of the FAS Contract available on contract finder.GOV.UK.

How his Department incentivises private contractors to increase face-to-face assessments.

Functional Assessment Service (FAS) contracts set clear targets that incentivise delivery of all assessments. Contracts also include a requirement for the delivery of face to face assessments.

When are the private contracts for PIP assessments reviewed; and what ongoing scrutiny does his Department carry out on these contractors.

The Functional Assessment Service (FAS) contracts (which include the PIP assessment service) are reviewed on an ongoing basis as part of comprehensive contract and performance management undertaken by the Department, ensuring contractors are held to account in fulfilling their contractual obligations.

If his Department will make an assessment of the potential merits of stopping out of work benefits for foreign nationals in the UK.

On 20 November the Home Secretary launched a consultation on proposals for a fairer pathway to settlement, the point at which foreign nationals generally gain access to public funds. These plans include doubling the standard qualifying period for settlement from 5 to 10 years, with the opportunity to reduce this period based on their contributions to the UK economy and society and longer periods for those who contribute less. The consultation also covers proposals that benefits might not be available to those who have settled status, reserving them, instead, for those who have earned British citizenship. You can find more details in here: “Restoring Order and Control: A statement on the government’s asylum and returns policy" and in “Open consultation: Earned settlement”. In conjunction with these reforms, my Department will consult in due course on a change to taxpayer-funded benefits to prioritise access for those who are making an economic contribution to the UK.

What estimate his Department has made of (a) the number of foreign-born families who will claim universal credit or tax credits for more than 2 children and (b) the total cost of this.

No such estimate has been made. Universal Credit is primarily reserved for people settled in the UK, and overall, the proportion of claimants in this country who are foreign nationals has fallen since October 2024. But we want to go further which is why we have announced plans to double the standard time most migrants have to wait before they can access benefits to 10 years, reducing the burden on the taxpayer and making sure settlement rights are earned.

What steps his Department is taking to reduce waiting times for Access to Work applications; and if he will make an assessment of the potential impact of the time taken for those applications on applicants whose ability to work is dependent on timely support, such as community-based NHS staff.

We recognise the importance of clearing the backlog, which is why last year we increased the number of staff working in this area by 27% and we have continued to streamline delivery practices. To protect employment opportunities, case managers prioritise Access to Work applications where the customer is due to start a job within four weeks, or cases that are up for renewal. In the Pathways to Work Green Paper, we consulted on the future of Access to Work and how to improve the scheme so that it helps more disabled people in work. We are considering all aspects of the scheme as we develop plans for reform following the conclusion of the consultation.

What discussions his Department has had with Motability on the (a) adequacy of its protections for disabled consumers in cases when vehicles provided under that scheme exhibit mechanical faults and (b) effectiveness of recourse available when Motability customers cannot use their vehicles due to unresolved safety concerns.

DWP is responsible for the disability benefits which passport people to the Motability scheme. Claimants who receive the higher rate mobility component for Disability Living Allowance (DLA), the enhanced rate of the mobility component for Personal Independence Payment, Armed Forces Independence Payment or War Pensioners Mobility Supplement can exchange part or all of their mobility component for a leased car, wheelchair or powered chair/scooter through the Motability Scheme. The Department directly transfers the mobility allowance to Motability on behalf of the eligible claimant once they elect to join the Scheme. Motability Foundation is independent of government and regulated by the Charity Commission so is wholly responsible for the terms and the administration of the Scheme.

What assessment he has made of the potential impact of the time taken to (a) obtain and (b) renew black powder licenses.

Under the Explosives Regulations 2014, the Health and Safety Executive (HSE) sets the legal framework for the safe acquisition and possession of explosives, including black powder. However, the responsibility for issuing and renewing explosives certificates rests with individual police forces, who act as licensing authorities under those Regulations.

How many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

We have provided the information requested in the table below Financial YearCount of Permanent Civil Servants dismissed for Unsatisfactory Performance /Unsatisfactory Work Performance2022-23172023-24222024-2537

Pursuant to Answer of 31 March 2025 to Question 40979 on Employment: Disability, when will further analysis be published.

Information on the impacts of the Pathways to Work Green Paper has been published in the impacts analysis and equality analysis on 26 March 2025 and the evidence pack on 2 May 2025 at:[https://www.gov.uk/government/consultations/pathways-to-work-reforming-benefits-and-support-to-get-britain-working-green-paper]