Written questions by Braverman.

What steps he is taking to ensure the continuity of Adult Skills Fund allocations to further education colleges in Hampshire during the transition to the devolved skills settlement.

We are committed to investing in education and skills training for adults and are investing over £1.4 billion in the Adult Skills Fund (ASF) this academic year. The principal purpose of the ASF is to engage adults and provide the skills and learning they need to equip them for work, an apprenticeship or further learning. As of August 2025, approximately 68% of the ASF has been devolved to 12 Strategic Authorities and the Greater London Authority. These authorities are responsible for the provision of ASF-funded adult education for their residents and allocation of the ASF to learning providers. The Department for Work and Pensions provides the remaining funding for learners who live in non-devolved areas. Hampshire is currently a non-devolved area, meaning the Department funds the providers including further education colleges who decide what provision to offer. Until powers are transferred, the Department will continue to fund providers in Hampshire directly. We believe that local areas should have more of a say and control over adult education in their areas. As such Government agreed a devolution deal with Hampshire and the Solent including, from academic year 27/28, the devolution of the ASF. This will provide the area with the ability to commission adult education for Hampshire and the Solent residents. Under the arrangements set out in devolution deals, local areas assume the duties set out in statute around providing free courses for adults. These national statutory entitlements ensure a level of consistency across the country. By honouring our commitments to combine and further devolve adult skills funding, we give those with local knowledge the power they need to make decisions that are best for their areas and their residents.

What assessment his Department has made of the potential impact of PIP reassessments on (a) teenagers with Type 1 diabetes and (b) their carers.

Other than for claims made under the special rules for people nearing the end of their life, all claims to PIP are treated in the same way. Entitlement to PIP is assessed on the basis of the needs arising from a health condition or disability, rather than the health condition or disability itself. Individuals can be affected in different ways by the same condition and so the outcome of a PIP claim depends very much on individual circumstances, including age and the ability to manage a condition without supervision or assistance. I have launched the Timms Review with the aim of ensuring we have a system that supports disabled people to achieve better health, higher living standards and greater independence, including through employment. The Review will be co-produced with disabled people, the organisations that represent them, and other experts. This means the Government will share ownership and responsibility for how the Review runs and what it recommends. The Timms Review will report to my right hon. Friend the Secretary of State for Work and Pensions by autumn 2026, with an interim update expected ahead of that.

Whether his Department plans to reform the Personal Independence Payment reassessment process for people with (a) Type 1 diabetes and (b) other lifelong conditions.

Other than for claims made under the special rules for people nearing the end of their life, all claims to PIP are treated in the same way. Entitlement to PIP is assessed on the basis of the needs arising from a health condition or disability, rather than the health condition or disability itself. Individuals can be affected in different ways by the same condition and so the outcome of a PIP claim depends very much on individual circumstances, including age and the ability to manage a condition without supervision or assistance. I have launched the Timms Review with the aim of ensuring we have a system that supports disabled people to achieve better health, higher living standards and greater independence, including through employment. The Review will be co-produced with disabled people, the organisations that represent them, and other experts. This means the Government will share ownership and responsibility for how the Review runs and what it recommends. The Timms Review will report to my right hon. Friend the Secretary of State for Work and Pensions by autumn 2026, with an interim update expected ahead of that.

What steps his Department is taking to help reduce the potential impact of PIP reassessments for chronic conditions on the mental health of families affected.

Other than for claims made under the special rules for people nearing the end of their life, all claims to PIP are treated in the same way. Entitlement to PIP is assessed on the basis of the needs arising from a health condition or disability, rather than the health condition or disability itself. Individuals can be affected in different ways by the same condition and so the outcome of a PIP claim depends very much on individual circumstances, including age and the ability to manage a condition without supervision or assistance. I have launched the Timms Review with the aim of ensuring we have a system that supports disabled people to achieve better health, higher living standards and greater independence, including through employment. The Review will be co-produced with disabled people, the organisations that represent them, and other experts. This means the Government will share ownership and responsibility for how the Review runs and what it recommends. The Timms Review will report to my right hon. Friend the Secretary of State for Work and Pensions by autumn 2026, with an interim update expected ahead of that.

Whether his Department has considered exemptions or streamlined processes for PIP claimants with (a) Type 1 diabetes and (b) other lifelong and progressively complex conditions.

Other than for claims made under the special rules for people nearing the end of their life, all claims to PIP are treated in the same way. Entitlement to PIP is assessed on the basis of the needs arising from a health condition or disability, rather than the health condition or disability itself. Individuals can be affected in different ways by the same condition and so the outcome of a PIP claim depends very much on individual circumstances, including age and the ability to manage a condition without supervision or assistance. I have launched the Timms Review with the aim of ensuring we have a system that supports disabled people to achieve better health, higher living standards and greater independence, including through employment. The Review will be co-produced with disabled people, the organisations that represent them, and other experts. This means the Government will share ownership and responsibility for how the Review runs and what it recommends. The Timms Review will report to my right hon. Friend the Secretary of State for Work and Pensions by autumn 2026, with an interim update expected ahead of that.

If his Department will review eligibility criteria for Carer’s Allowance in cases where unpaid carers support individuals with severe epilepsy.

The government keeps eligibility criteria under review to ensure they are meeting the needs of carers. Entitlement to Carer's Allowance depends on certain conditions relating to the circumstances of both the disabled person and the carer being satisfied. A carer must care for a severely disabled person for a minimum of 35 hours per week. The disabled person (including those with severe epilepsy) must be in receipt of a gateway benefit:Attendance Allowance.The middle or highest rate care component of Disability Living Allowance.The middle or highest rate care component of Child Disability Payment.The daily living component of Personal Independence Payment.The daily living component of Adult Disability Payment.The equivalent rate of a Constant Attendance Allowance.Armed Forces Independence Payment.Pension Age Disability Payment.Scottish Adult Disability Living Allowance.

What guidance his Department provides to PIP assessors on the (a) risks and (b) limitations for people with uncontrolled seizures.

The Department for Work and Pensions (DWP) ensures that all health professionals (HPs) receive comprehensive training in disability analysis, including how to assess the impacts of medical conditions on people’s day-to-day activities, as well as awareness training on epilepsy and uncontrolled seizures.Assessment quality is assured by suppliers and through DWP’s independent audit function, which checks assessments against a set of guidelines to ensure the criteria is applied appropriately and consistently in all cases, including those involving epilepsy and uncontrolled seizures.The Personal Independence Payment Assessment Guide (PIPAG) provides detailed instructions for HPs, with Part 2, Section 2.3 covering guidance for HPs on applying the criteria for the daily living component. HPs also have access to Condition Insight Reports and Continuing Professional Development materials on epilepsy, offering clinical and functional information to support HP’s in delivering informed assessments.Furthermore, if during the course of the assessment a HP identifies a deterioration in symptoms, or new symptoms that their usual health care professional is not aware of, DWP has a robust process in place to ensure this information is passed to the NHS, or if the individual if acutely unwell, they are transferred to an NHS service on the same day.

What steps his Department is taking to ensure that people with uncontrolled epilepsy are adequately assessed for the daily living component of Personal Independence Payment.

The Department for Work and Pensions (DWP) ensures that all health professionals (HPs) receive comprehensive training in disability analysis, including how to assess the impacts of medical conditions on people’s day-to-day activities, as well as awareness training on epilepsy and uncontrolled seizures.Assessment quality is assured by suppliers and through DWP’s independent audit function, which checks assessments against a set of guidelines to ensure the criteria is applied appropriately and consistently in all cases, including those involving epilepsy and uncontrolled seizures.The Personal Independence Payment Assessment Guide (PIPAG) provides detailed instructions for HPs, with Part 2, Section 2.3 covering guidance for HPs on applying the criteria for the daily living component. HPs also have access to Condition Insight Reports and Continuing Professional Development materials on epilepsy, offering clinical and functional information to support HP’s in delivering informed assessments.Furthermore, if during the course of the assessment a HP identifies a deterioration in symptoms, or new symptoms that their usual health care professional is not aware of, DWP has a robust process in place to ensure this information is passed to the NHS, or if the individual if acutely unwell, they are transferred to an NHS service on the same day.

Whether her Department is taking steps to (a) simplify and (b) clarify health and safety guidance for firms wishing to employ apprentices under the age of 18.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

Whether her Department plans to make an assessment of the (a) adequacy and (b) potential impact of the regulatory framework for health and safety on the ability of firms to offer entry-level apprenticeships to young people.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

What steps the Health and Safety Executive is taking to ensure that health and safety requirements for young apprentices (a) are proportionate and (b) do not deter employers from offering placements.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

What assessment her Department has made of the potential impact of health and safety regulations on the ability of small and medium-sized enterprises to take on apprentices aged between 16 and 18.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

What steps her Department is taking to issue guidance to employers on allowing apprentices aged under 18 to access industrial and commercial worksites.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

What guidance the Health and Safety Executive has provided to employers on managing risk for apprentices aged 16 to 18; and whether the Health and Safety Executive plans to review this guidance.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

Whether her Department has received representations from (a) employers and (b) industry bodies on barriers to hiring young apprentices due to health and safety regulations.

Under health and safety law, employers must ensure, so far as is reasonably practical, the health and safety of all employees, of any age. As part of this, there are certain considerations that should be made for young people, including apprentices. Regulation 19 of The Management of Health and Safety at Work Regulations 1999, deals specifically with employers' responsibilities to protect the health and safety of young people at work. The Health and Safety Executive (HSE) provides extensive guidance on its website, to help employers support the important contribution that apprentices make to the world of work, whilst ensuring that risks to their health and safety are properly assessed and controlled. The guidance was last updated in 2022 under the previous administration.

What steps her Department taking to ensure that retail employers comply with health and safety regulations in relation to lone working.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

Whether she has considered commissioning a review into the (a) prevalence and (b) potential risks of lone working in the retail sector.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

If she will make an assessment of the adequacy of existing guidance issued to retailers on lone working.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

Whether her Department is taking steps to support retail workers who report abuse while working alone.

The Health and Safety Executive (HSE) has the policy lead for workplace health and safety in Great Britain. However, the primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity and to take appropriate action if employees report any health and safety concerns. Local authorities are responsible for the regulation of health and safety in most retail businesses. They can use criteria such as injury rates, trends, numbers and demographics of people at risk and implementation of effective control measures to inform their interventions, and ensure compliance with regulations. HSE does not collect this data centrally. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them. HSE provide guidance on lone working: Lone working: Protect those working alone - HSE which includes advice on violence in the workplace. This guidance was updated in 2022 and remains fit for purpose. HSE has no plans to commission a review or discuss with retailers the safety of lone workers in stores.

Whether her Department has made a recent assessment of the effectiveness of the Age Addition paid to pensioners over the age of 80.

The Department has not conducted any recent assessments and there are no plans to review the current arrangements. However, a number of Members of Parliament have written to me about the 25 pence Age Addition The 25 pence a week Age Addition is part of the old State Pension, for those who reached State Pension age before 6 April 2016. It is paid with the basic State Pension when somebody reaches the age of 80. The 25 pence Age Addition is not part of the new State Pension, but for those people who reached State Pension age before 6 April 2016, the 25 pence Age Addition under the existing rules will continue.