Written questions by Bedford.

What assessment she has made of the potential impact of mandating 60 per cent office-working by departmental staff by September 2025 on productivity within her Department.

Civil Service Heads of Departments across government have agreed that the Civil Service is best able to deliver for the people it serves by taking a consistent approach to in office working. Heads of Departments agreed that 60% minimum office attendance for most staff continues to be the best balance of working for the Civil Service.The approach allows teams and departments to maximise the benefits of hybrid working and to get the best from being together. This also reflects the view of Civil Service leaders that there remain clear benefits to spending time working together face-to-face as the government delivers on the Missions commitments. The Civil Service approach is comparable to other large private and public sector employers.Whilst this decision was not directly linked to productivity, the Department closely monitors performance and will continue to do so following implementation of the change. In DWP, around 35% of colleagues spend 100% of their time working in the office, delivering face-to-face services to customers. Other colleagues are able to work in a hybrid way, spending part of their time in the office and part of their time working from home.Senior Civil Service colleagues are expected to work from the office (which includes face to face time with colleagues or partners on official business elsewhere) for more than 60% of their contracted hours, and the Department has now announced that colleagues at all other grades will be expected to spend a minimum of 60% of their contracted hours in the office from 1 September 2025.

What assessment she has made of the potential impact of the forthcoming Pensions Schemes Bill on the ability of Pension Scheme Administrators to support the the transfer of defined benefit pension schemes to insurance providers.

An Impact Assessment will be published alongside the Pension Schemes Bill.

Whether her Department is taking steps to amend regulations on mechanisms for transferring pensions between scheme providers.

Following commitments made in response to the review, DWP has conducted extensive work with the FCA, HMT, The Pensions Regulator and the pensions industry to consider if the practical application of the transfer regulations could be improved, whilst retaining appropriate levels of protection for pension scheme members. DWP Officials continue to develop this work and we will look to formally share the outcome as soon as is practical.

What assessment her Department has made of the adequacy of mechanisms for transferring pensions.

The Occupational and Personal Pension Schemes (Conditions for Transfers) Regulations 2021 were introduced to protect pension savers against the threat of scams by enabling trustees to pause or halt a transfer in certain circumstances. DWP conducted a year long review of the regulations in 2022, as agreed with the Work and Pensions Select Committee.The review concluded that the measures had been largely successful in delivering the policy intent, approximately 2000 potentially fraudulent transfers were blocked during the period considered and industry participants confirmed that there remained an ongoing need for the enhanced protection the regulations provide.However, whilst feedback concerning the protections was positive, findings of the review also suggested that the practical application of some parts of the regulations may have caused administrative issues in certain areas. DWP officials are conducting work with other government departments and industry representatives to consider if changes could be made to improve the transfer process whilst ensuring that appropriate protections remain in place.

Whether she has made an assessment of the potential impact of the proposed increase to employers National Insurance contributions on trends in the levels of unemployment benefit claims.

The potential impacts of the changes to employers National Insurance Contributions, have been assessed by the independent Office for Budget Responsibility. This assessment is publicly available and can be found here: Economic and fiscal outlook – March 2025 - Office for Budget Responsibility

With reference to the Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper, published on 18 March 2025, what criteria she plans to use to assess the effectiveness of a reformed Access to Work scheme.

As set out in the Pathways to Work Green Paper published on 18 March 2025, we want to improve accessibility and support more disabled people into work. This includes helping employers increase productivity by supporting their employees with disabilities and health conditions. We want to do this through, in part, a reformed Access to Work. We are keen to ensure that, through future evaluation, we can demonstrate the value for money delivered through a new model as well as the positive impact it is having.We will determine the nature of the evaluation as part of further policy development, reflecting on consultation responses.

If she will make a comparative assessment of the Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper, published on 18 March 2025, and the Chance to Work Guarantee.

Information on the impacts of the Pathways to Work Green Paper will be published in due course, with some information published alongside the Spring Statement. A further programme of analysis to support development of the proposals in the Green Paper will be developed and undertaken in the coming months alongside the consultation.

With reference to the Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper, published on 18 March 2025, what estimate she has made of number of claimants receiving contributory Employment and Support Allowance who will be affected by the proposed replacement with Unemployment Insurance.

Information on the impacts of the Pathways to Work Green Paper will be published in due course, with some information published here alongside the Spring Statement. A further programme of analysis to support development of the proposals in the Green Paper will be developed and undertaken in the coming months.

With reference to the Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper, published on 18 March 2025, what discussions she has had with employers on mandatory reporting of the disability pay gap.

On 18 March 2025, the Government launched a consultation on mandatory pay gap reporting for both disability and ethnicity. Responses to the consultation will help to shape proposals which will be included in the upcoming Equality (Race and Disability) Bill, which was announced in the King’s Speech in July 2024.Our engagement with stakeholders has included discussions with employers and employer representative bodies, for example the CBI and the Institute of Directors. We will continue to engage with a wide range of stakeholders including businesses as we develop the legislation.

With reference to the Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper, published on 18 March 2025, whether her Department plans to publish statistics on the number of claimants who lose their (a) Personal Independence Payment and b) Universal Credit health entitlement following these reforms.

Information on the impacts of the Pathways to Work Green Paper will be published in due course, with some information published here alongside the Spring Statement.A further programme of analysis to support development of the proposals in the Green Paper will be developed and undertaken in the coming months.

What assessment her Department has made of the adequacy of the Pension Protection Fund levy.

The Board of the Pension Protection Fund is responsible for setting the levy and consults on its levy rules annually. In view of the Pension Protection Fund’s strong financial position, the Board has announced that it expects to be able to significantly reduce the pension protection levy it charges in the coming years without risking its ability to pay its members’ compensation. The Government has announced that it will consider giving the Board of the Pension Protection Fund greater flexibility to adjust the annual pension protection levy it collects from private sector occupational DB pension schemes, when it is not required. We will set out more detail in due course.

What assessment her Department has made of the potential impact of Virgin Media v NTL Pension Trustees Ltd on the pension market.

While we recognise that the judgment could result in uncertainty for schemes and members, the impact on individual schemes and their members will vary. We are actively considering our next steps.

What assessment she has made of the potential merits of a pensions adequacy review.

The Government remains committed to shaping the pensions system to serve the interests of savers and pensioners to provide security in retirement. The State Pension is at the heart of that commitment, and it provides a sustainable foundation to support people’s individual savings for retirement. The Government has made a commitment to the Triple Lock for the entirety of this Parliament which means spending on people’s State Pensions is forecast to rise by over £31 billion, this will see pensioners’ yearly incomes being up to £1900 higher. Also crucially, Automatic Enrolment (AE) has succeeded in transforming retirement saving with over 11 million employees having been automatically enrolled into a workplace pension since 2012. However, we know we need to do even more to build on the success of AE in getting people in to saving by ensuring security in retirement for all. This is a key focus of our landmark pensions review. We must first start by boosting the returns members can get from their savings. The first phase of our review is focused on investment and growth with the twin objectives of increasing investment in the UK and delivering improved returns for savers. In November 2024 we published the interim report of this review with consultations on unlocking the UK pensions market for growth and reforming the Local Government Pension Scheme. These consultations closed in January, and we expect to provide our response in Spring 2025. We also acknowledge the importance of addressing the broader question of adequacy and how to build on the success of AE to ensure that people are saving enough for retirement. Therefore, the second phase of the review will in due course look at further steps to improve pension outcomes, and pension adequacy for all.

Whether her Department plans to reform the Pension Protection Fund through the Pension Schemes Bill.

The Pension Protection Fund provides a safety net to members of eligible private sector defined benefit schemes in the event of their employer’s insolvency. The Government plans to introduce measures in the Pension Schemes Bill that amend the Special Rules for End of Life in the Pension Protection Fund and Financial Assistance Scheme. These measures will extend the definition of terminal illness within both schemes, allowing eligible members to access payments sooner in their illness. We will continue to consider whether there are further opportunities for change in the pensions compensation system.

Whether she plans a review into pension adequacy.

The Government remains committed to shaping the pensions system to serve the interests of savers and pensioners to provide security in retirement. The State Pension is at the heart of that commitment, and it provides a sustainable foundation to support people’s individual savings for retirement. The Government has made a commitment to the Triple Lock for the entirety of this Parliament which means spending on people’s State Pensions is forecast to rise by over £31 billion, this will see pensioners’ yearly incomes being up to £1900 higher. Also crucially, Automatic Enrolment (AE) has succeeded in transforming retirement saving with over 11 million employees having been automatically enrolled into a workplace pension since 2012. However, we know we need to do even more to build on the success of AE in getting people in to saving by ensuring security in retirement for all. This is a key focus of our landmark pensions review. We must first start by boosting the returns members can get from their savings. The first phase of our review is focused on investment and growth with the twin objectives of increasing investment in the UK and delivering improved returns for savers. In November 2024 we published the interim report of this review with consultations on unlocking the UK pensions market for growth and reforming the Local Government Pension Scheme. These consultations closed in January, and we expect to provide our response in Spring 2025. We also acknowledge the importance of addressing the broader question of adequacy and how to build on the success of AE to ensure that people are saving enough for retirement. Therefore, the second phase of the review will in due course look at further steps to improve pension outcomes, and pension adequacy for all.

What estimate her Department has made of the potential cost to the public purse of overlap between the Motability scheme and claimants entitled to free school transport provided by local authorities.

The Department for Work and Pensions is responsible for the disability benefits that act as a gateway to the Motability Scheme and facilitates the transfer of eligible benefits to Motability. Whilst an eligible benefit allowance provides access to the Scheme, the recipient can also choose not to join the Scheme, and to spend the allowance however they see fit for their individual circumstances.We do not hold information that could identify those who may qualify for the Motability Scheme and who are also entitled to free school transport provided by local authorities.

Whether they have made an estimate of the potential impact of abolishing diversity, equity and inclusion roles in their Department on annual staffing costs.

The delivery of Equality, Diversity and Inclusion (EDI) activity and staffing requirements is decided by departments as the employer. DWP is committed to being an inclusive employer and is committed to creating an environment where everyone belongs and can be at their best, and our workforce is representative of the customers and communities that we serve.DWP has not made an estimate of the potential impact of abolishing diversity, equity and inclusion roles on annual staffing costs. The Civil Service Diversity and Inclusion Strategy 2022-2025 (as well as the 2025-2030 strategy under development) underscores the importance of EDI in supporting the delivery of the Government’s Plan for Change. The strategy highlights the need for a diverse workforce to drive performance and innovation.The Civil Service Equality, Diversity & Inclusion Expenditure guidance, published in May 2024 under the previous government, states:Internal Efficiency Measures18. Internal measures are important to promote efficient and effective EDI practice, which aligns to Government priorities. To ensure EDI spend in the Civil Service is commensurate with agreed organisational priorities the following measures must be considered:c. Incorporate standalone EDI staffing roles into broader HR: The responsibility for EDI delivery should be embedded into HR professionals’ broader accountabilities. The CS D&I Strategy frames an approach where diversity and inclusion is not an end in itself, but an integral means of delivering better outcomes for our citizens. To deliver this, and move away from tokenistic, albeit well-intentioned actions, to produce truly transformative delivery our HR professionals are required to take ownership of EDI and focus the approach against the key areas of an employee lifecycle that make the biggest impact for all our people: recruitment, talent management, learning & development, leadership, culture and tackling bullying harassment and discrimination when it occurs.

Whether her Department is using AI software in responding to written parliamentary questions.

DWP has access to AI software tools to support day-to-day workings such as the drafting process for responding to written parliamentary questions. The terms of use are clear that the license holder must review the content provided by the tool. All responses are drafted and reviewed by policy officials to ensure accuracy and consistency with government policy, and are signed off by Ministers.

What information her Department holds on the level of expenditure on young people who were not in education, employment or training in (a) the United Kingdom, (b) Leicestershire and (c) Mid Leicestershire constituency in the latest period for which data is available.

The information is not collated centrally and could only be provided at a disproportionate cost. As part of the Great Britain Working plan, we will launch a new Youth Guarantee for all young people aged 18-21 in England to ensure that they can access quality training opportunities, an apprenticeship or help to find work. The Youth Guarantee will build upon and enhance existing entitlements and provisions with the aim of tackling the rising number of young people who are not participating in education, employment or training. The East Midlands Combined Authority, which Leicestershire is a part of, is one of the eight Mayoral Strategic Authorities in England set to receive grant funding to deliver the Youth Guarantee Trailblazers announced in the Get Britain Working White Paper from Spring 2025.We will use the learning from the Trailblazers to inform the future design and development of the Youth Guarantee as it rolls-out across the rest of England.

How many pensioners are considered to be in poverty in Mid Leicestershire constituency.

Statistics on the number of pensioners living in relative and absolute poverty are not available at a constituency level. Statistics on the number of pensioners living in relative and absolute poverty are published annually in the Households Below Average Income statistics: Households below average income: for financial years ending 1995 to 2023 - GOV.UK. These statistics include regional breakdowns.