Written questions by Heylings.

What assessment he has made of the potential merits of using HMRC’s coding‑out powers for the collection of debts owed to the Child Maintenance Service.

Awaiting answer.

What assessment he has made of the potential merits of changing tax codes through coding out procedures to collect child maintenance arrears.

Awaiting answer.

What discussions his Department has had with HMRC on the potential use of coding‑out powers to support the collection of debts owed to the Child Maintenance Service.

Awaiting answer.

Whether apprenticeships have been created through unspent Growth and Skills Levy funds.

The Department for Work and Pensions has responsibility for apprenticeships in England only. The English apprenticeships budget is set by HM Treasury and although closely linked, is distinct from the income collected from the Growth and Skills Levy. The apprenticeships budget pays for apprenticeship training costs at both levy-paying and non-levy paying employers, as well as the costs of English and maths tuition for apprentices and additional payments to employers, training providers and apprentices. The funds available to levy-paying employers, through their apprenticeship service accounts, are not the same as the annual apprenticeships budget, and while levy-paying employers can use all their levy funds, the majority do not. This allows the government to fund apprenticeship training for non-levy paying employers from the apprenticeship budget. As a result, over the last four years, on average, 98% of the English apprenticeships budget has been spent.

What steps his Department is taking to help reduce waiting times for Access to Work Applications; and what plans his Department has to introduce new measures to reduce waiting times for Access to Work Applications in 2026.

We are committed to reducing waiting times in Access to Work so that people can access the support they need. We have increased the number of staff processing Access to Work applications and prioritise cases where someone has a job starting in the next four weeks or who are renewing existing support. The Pathways to Work Green Paper launched a consultation on the future of Access to Work which has now concluded. Following over 47,500 responses from individuals, charities and other stakeholders, as well as 18 consultation events, we published our summary of the responses to the Pathways to Work Green Paper consultation on 30 October 2025. We are now considering the responses, and will bring forward our proposals for reforming Access to Work as soon as we are able to.

What estimated waiting times his Department is communicating to applicants to the Access to Work Programme.

The Department is currently advising applicants submitting a new Access to Work grant that the estimated waiting time for their application to be reviewed is up to 30 weeks.Applications from individuals who have a job starting in the next four weeks, or who are renewing existing support, are prioritised.

Pursuant to the Answer of 3 July 2025 to Question 63906, what recent estimate he has made of the waiting times for Access to Work Applications.

We have interpreted this question as referring to the average processing time from the date an application is submitted to the date a decision is made. The current average processing time for access to work is 100.5 days from April 2025 to January 2026. We are committed to reducing processing times. We also prioritise applications from customers who are due to start work within the next four weeks, as well as renewals for existing grants, to minimise disruption to employment. In March 2025, the Department published the Pathways to Work Green Paper, launching a consultation on the future of Access to Work and how the scheme can better support disabled people in employment. We are reviewing all aspects of the programme as we develop plans for reform following the conclusion of the consultation. Please note that the data supplied is derived from unpublished management information, which was collected for internal Departmental use only, and have not been quality assured to National Statistics or Official Statistics publication standard.

Whether he plans to bring forward proposals to improve the Access to Work scheme.

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 reviewing all aspects of Access to Work as we develop plans for reform following the conclusion of the consultation.

Whether his Department has made an assessment of the potential impact of the Access to Work scheme on the economy and society.

Access to Work (AtW) is a demand-led, personalised discretionary grant which supports the recruitment and retention of disabled people in employment. The Scheme has been providing support for over 30 years. In 2024-2025, 74,190 people received a payment for an Access to Work provision. This is around a 10% increase when compared to 2023/24. Expenditure on Access to Work provision was around £320.7 million. We recognise that Access to Work is providing a poor experience for some applicants with processing delays affecting employees’ ability to start or continue in employment, and employers’ ability to support them. That is why 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 reviewing all aspects of Access to Work as we develop plans for reform following the conclusion of the consultation.

Whether he plans to provide targeted support for small employers to help meet the cost of day-one Statutory Sick Pay.

Strengthening Statutory Sick Pay (SSP) is part of the Government’s Plan to Make Work Pay ensuring the safety net of sick pay is available to those who need it most. The Government believes that removing the waiting period is essential to ensure employees feel better able to take the time they need to recover from short term illness, without struggling in work and often spreading infectious diseases such as influenza. The government conducted a Regulatory Impact Assessment on the changes to strengthen Statutory Sick Pay in the Employment Rights Bill, which was published on 21 October 2024. This includes the impacts on small businesses. The additional cost to business of the SSP reforms is around £15 per employee. The government intends to conduct a post-implementation review of the Employment Rights Bill within five years of implementation. Previous SSP rebate schemes that were available to employers, such as the Percentage Threshold Scheme were seen as complex, expensive to administer, underused by small businesses and did not encourage employers to support their employees during sickness absence. The Department for Business and Trade provides a range of offers that SMEs may wish to access.  They include the Business Support Service, Gov.uk, the network of 41 local Growth Hubs across England, and the Help to Grow: Management scheme to help improve leadership and management capabilities. The recently launched Business Growth Service (BGS) makes it easier for businesses across the UK to get the advice and support they need to grow and thrive.

Whether she has considered the risks posed by (a) climate change and (b) nature destruction as factors for the Pensions Commission to take into account.

The Climate Change Governance and Reporting Regulations in the UK already require trustees of larger occupational pension schemes to identify, assess, and manage climate-related risks and opportunities, and to report on these actions in a manner aligned with the Task Force Climate Related Disclosures TCFD recommendations. Regulations do not currently cover nature risks, but in line with guidance from the Pensions Regulator pension schemes should be placing greater consideration on nature-related risks, including familiarisation with the Taskforce on Nature-related Financial Disclosures framework. My department is legislating through the Pensions Scheme Bill for a larger, more consolidated pensions system, which will be better equipped to manage systemic risks such as those posed by climate change and biodiversity loss, and to invest in projects and businesses that contribute to climate solutions and environmental resilience. Separately, the Government is currently consulting on UK Sustainability Reporting Standards aligned with international sustainability standards, and Climate Transition Plans. Together these initiatives will support the UK’s net-zero goals and broader green agenda and are expected to influence the investment landscape in which pension schemes operate. The Government has asked the Pensions Commission to examine the pensions system as a whole and look at what is required to build a future-proof pensions system that is strong, fair and sustainable.

What steps she is taking to prevent business owners from closing their business following serious workplace safety incidents.

The Health and Safety Executive (HSE) is the enforcing authority for workplace health and safety. HSE has no powers to compel businesses to continue to operate following serious workplace safety incidents.

What assessment she has made of the potential merits of enabling local authorities access to up-to-date Universal Credit claimant data for all claimants in their area.

The Department for Work and Pensions (DWP) recognises the benefits of further Universal Credit data sharing with Local Authorities to support vulnerable citizens.DWP is working on a project to do exactly this, and aims to have delivered a test version to a small group of LAs by Spring 2026. Subject to this test being successful, we will roll this out to all LAs during the rest of 2026.

What assessment she has made of trends in the level of claims made to the Health and Safety Executive that are subsequently referred by the HSE to local authorities for resolution.

The Health and Safety at Work Act establishes a co-regulatory partnership between the Health and Safety Executive (HSE) and local authorities (LAs). This co-regulatory partnership sees HSE and LAs working closely to ensure consistent enforcement of health and safety legislation. The Enforcing Authority Regulations (EA Regulations) 1989 determine allocation of enforcement responsibility. LAs are responsible for enforcing health and safety requirements at 65% of business premises in Great Britain, which employ 46% of the national workforce. In general, LAs are the enforcing authority for retail, wholesale distribution and warehousing, hotel and catering premises, offices, and the consumer/leisure industries. HSE has the policy lead for all other sectors, and enforcement responsibilities for those sectors that traditionally have higher hazards/risks, e.g. factories, construction, agriculture, and off-shore industries. Regulation 5 of the EA Regulations allows enforcement responsibility for any premises or any activity carried on there, to be transferred from HSE to the LA or vice versa. A transfer may be made only by agreement between the two enforcing authorities involved. The number of transfers under Regulation 5 from HSE to LAs show no discernible trend.

If she will ensure that Mandatory Reconsiderations relating to decisions on Child Disability Living Allowance claims are dealt with within 28 days.

In law there is no time limit within which a Mandatory Reconsideration (MR) decision must be made. This reflects the overarching policy that the focus should be on making the right decision and not the speed of clearance. Decisions should be made without delay, but if the decision maker considers that more time is needed to gather or consider evidence, they must give themselves that time to ensure they are confident that the decision made is correct. The department is also recruiting decision makers to increase the resources available for DLA-C MR cases.

If she will publish information on success rates for (a) Mandatory Reconsideration of decisions on Child Disability Living Allowance (DLA) applications and (b) Tribunals relating to decisions on Child DLA applications.

The Department for Work and Pensions (DWP) is unable to provide the specific information requested on Mandatory Reconsiderations for Child Disability Living Allowance (DLA) applications. We hold data on Mandatory Reconsiderations, but only for the combined elements of those undertaken on "applications" (new claims) and those undertaken on changes in circumstance. The data does not split out the two to enable us to report to you the applications element only. In regards to Tribunal outcomes, His Majesty’s Courts and Tribunals Service are responsible for publication of statistics.

What guidance her Department has issued to staff on (a) contacting and (b) assessing benefits claims for (i) victims and (ii) survivors of domestic violence and economic abuse.

All staff have access to regularly reviewed guidance products which includes information on contacting and assessing benefit claims for victims and survivors of domestic and economic abuse. For broader support, we will signpost claimants to gov.uk to enable them to get the help and advice they need. The most relevant UC Guidance is attached (059. Domestic abuse-Guidance V28.0) The relevant Working Age Operational Instructions are also attached (Domestic Abuse and Victims of domestic abuse).

What proportion of claims for Child Disability Living Allowance were decided within the target timeframe of 45 working days in (a) 2024 and (b) so far in 2025.

The most recent information on processing times for Disability Living Allowance for children was published in the DWP annual report and accounts 2023 to 2024 - GOV.UK (ARA) on 22nd July 2024. This shows that in 2023/24 DWP cleared 3.5% of Disability Living Allowance for children claims within the planned 40 working day timescale. The next publication of the ARA will include the percentage of claims processed in the Financial Year 2024 to 2025, which is due for publication in the summer.Although, DWP has seen improvements in processing times across many service lines during 2023-24, continued high demand has meant that the Department’s ability to process claims consistently in a timely manner across all its services has come under considerable pressure, with performance remaining below standard in some areas including in Child DLA where demand has increased in recent years and is significantly higher than pre-pandemic volumes. During 2020-21 DWP deferred reviewing existing cases to focus on processing new claims. Since then, the high volumes of both new claims and the deferred renewal work has resulted in longer processing times. Additional resources have been deployed and cases are being cleared in date order to ensure fair customer service.

What steps she plans to take to ensure that reform of regulations for accessing surplus in defined benefit pension schemes help improve economic growth.

Trustees will continue to be at the heart of decision making. Working with employers, they will consider how best to use DB scheme surplus to benefit members and employers. More flexibility can fuel growth, provide benefits for the economy and ensure members remain protected. The Government will set out further details in its response to the Options for Defined Benefit schemes consultation this Spring.

What steps she is taking to help ensure that people in (a) low-paid and (b) insecure work receive an adequate income in retirement.

The new State Pension has been designed to provide a foundation for private saving, supported through Automatic Enrolment (AE). The new State Pension improves State Pension outcomes for those who often did less well under the previous system, including those on low incomes. Alongside qualifying through work or self-employment, there is also a wide range of National Insurance credits available, ensuring people can achieve the best possible State Pension outcome.We have made a commitment to the Triple Lock throughout this Parliament which will mean spending on people’s State Pensions is forecast to rise by over £31 billion. As a result, over 12 million pensioners will receive up to £1,900 a year more by the end of the Parliament. Pension Credit also provides a means-tested safety-net for those on low-incomes in retirement.AE has succeeded in transforming retirement saving with over 11 million employees having been automatically enrolled into a workplace pension since 2012. AE has been a particular success for lower earners with participation for eligible employees earning between £10,000 and £20,000 in the private sector, increasing from 17% in 2012 to 75% in 2023. However, we know we need to do even more to build on the success of AE in getting people into saving by ensuring security in retirement for all.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.However, it is also important that we then consider 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.