Department for Work and Pensions

The feasibility of a paper-based assessment will always be considered in the first instance. Only where a paper-based review is not possible, will the claimant then be invited to an assessment.

The contracts between Department for Work and Pensions (DWP) and its assessment suppliers’ state that 80% of assessments should be carried out remotely (via telephone or video) and 20% carried out face-to-face, including home visits.

DWP remains committed to enabling a multi-channel assessment approach. Any future decisions will be evidence-based and to ensure this we will draw on existing evidence, as well as continuing to build our understanding via research and analysis.

This Government recognises and values the vital contribution made by carers in supporting some of the most vulnerable in society, including pensioners and disabled people. We are determined to provide unpaid carers with the support they need and deserve. From April 2025, the Government is boosting the Carer’s Allowance earnings threshold by £45 a week to £196, benefitting more than 60,000 carers by 2029/30. This is the biggest ever cash increase in the earnings threshold for Carer’s Allowance.

Claimants have a responsibility to ensure they are entitled to benefits they claim and to inform the DWP of any changes in their circumstances that could impact their award.

We understand that providing care can be a demanding role, which is why we are trialling new ways of communicating with customers to support them in fully understanding their responsibilities to report changes in their circumstances, such as employment, including through a trial of text message reminders.

An independent review into the issue of overpayments of Carer’s Allowance in cases where earnings have exceeded the entitlement threshold has begun. The review will investigate how overpayments of Carer’s Allowance related to earnings have occurred, how we can best support those who have accrued them, and how to reduce the risk of these problems occurring in future. Timelines and terms of reference were published on Gov.uk on 9 December for reference. We expect review findings and recommendations to be submitted to the Department in early summer 2025. Liz Sayce OBE, the Independent Reviewer, is keen to hear from interested parties.

Where overpayments do occur, the Department has a duty to the taxpayer to protect public funds and to ask for money to be paid back. We remain committed to working with anyone who is struggling with their repayment terms and will always look to negotiate sustainable and affordable repayment plans.

Information on the volume of customers with an outstanding Carers Allowance debt and the volume of customers with a Carer’s Allowance overpayment debt as a result of breaching the earnings limit is provided below. This will include people who are no longer receiving Carers Allowance, people who are no longer carers and people who made fraudulent claims and were never entitled to carers allowance.

The data has been sourced from internal DWP management information, which is intended only to help the Department to manage its business. It is not intended for publication and has not been subject to the same quality assurance checks applied to our published official statistics.

This Government recognises and values the vital contribution made by carers in supporting some of the most vulnerable in society, including pensioners and disabled people. We are determined to provide unpaid carers with the support they need and deserve. From April 2025, the Government is boosting the Carer’s Allowance earnings threshold by £45 a week to £196, benefitting more than 60,000 carers by 2029/30. This is the biggest ever cash increase in the earnings threshold for Carer’s Allowance.

Claimants have a responsibility to ensure they are entitled to benefits they claim and to inform the DWP of any changes in their circumstances that could impact their award.

We understand that providing care can be a demanding role, which is why we are trialling new ways of communicating with customers to support them in fully understanding their responsibilities to report changes in their circumstances, such as employment, including through a trial of text message reminders.

An independent review into the issue of overpayments of Carer’s Allowance in cases where earnings have exceeded the entitlement threshold has begun. The review will investigate how overpayments of Carer’s Allowance related to earnings have occurred, how we can best support those who have accrued them, and how to reduce the risk of these problems occurring in future. Timelines and terms of reference were published on Gov.uk on 9 December for reference. We expect review findings and recommendations to be submitted to the Department in early summer 2025. Liz Sayce OBE, the Independent Reviewer, is keen to hear from interested parties.

Where overpayments do occur, the Department has a duty to the taxpayer to protect public funds and to ask for money to be paid back. We remain committed to working with anyone who is struggling with their repayment terms and will always look to negotiate sustainable and affordable repayment plans.

Information on the volume of customers with an outstanding Carers Allowance debt and the volume of customers with a Carer’s Allowance overpayment debt as a result of breaching the earnings limit is provided below. This will include people who are no longer receiving Carers Allowance, people who are no longer carers and people who made fraudulent claims and were never entitled to carers allowance.

The data has been sourced from internal DWP management information, which is intended only to help the Department to manage its business. It is not intended for publication and has not been subject to the same quality assurance checks applied to our published official statistics.

The information requested is not readily available and to provide it would incur disproportionate cost.

I refer the honourable member to the answer given on 5 December 2024 to question UIN 16635.

The information requested is not readily available and to provide it would incur disproportionate cost.

Artificial Intelligence (AI) is at the heart of the Government’s plan to kickstart an era of economic growth, transform how we deliver public services, and boost living standards for working people across the country.

Over the last 12 months ONR has explored the use of artificial intelligence (AI) tools to support its efficiency and productivity. ONR’s use of AI has been exploratory and is subject to robust oversight from an internal AI governance group.

Uses include:

• Drafting press releases and communications updates; and,

• Testing the capability of AI to clarify and simplify guidance documents.

ONR’s exploration of AI is continuing and includes national and international collaboration on regulating AI. This is in addition to working with the wider nuclear industry to assess potential opportunities.

Public Sector Equality Duty (PSED) is mandatory learning completed by all staff as part of their induction into the department and can then be revisited at any time. Within the learning there is a scenario-based activity around deaf awareness.

In addition, all staff new to DWP complete customer service delivery learning which includes a module for deaf or hearing loss and the support DWP offers, including when and how to use interpreters for interviews. The learning explains the definition of disability under the Equality Act 2010 and how it relates to customers who are deaf or have hearing loss, which can also be revisited at any time.

The information requested is not readily available and to provide it would incur disproportionate cost. The Department is exploring the feasibility of developing suitable official statistics related to the immigration status of non-UK / Irish Universal Credit customers.

As explained in the Answer of 9 January 2025, details of disciplinary investigations are maintained locally. Investigations and informal sanctions are not centrally recorded.

We have been made aware of specific allegations made in relation to employee actions during the Rochdale by-election in February and March 2024, and stated at the time that these would be investigated. The DWP will not comment further on matters pertaining to individual members of staff.

Given the way information is recorded, it is not possible to confirm all investigations that may have taken place or be on-going relating to this, or any by-election, without contacting all line managers to confirm locally held information.

The spend on interpretation for people contacting her department excluding (a) British Sign Language and (b) all native languages in 2024 was £6,345,260.60

For clarity and transparency of spend:

Spoken Face to Face interpretation in 2024 = £393,690.08

For additional information

Total British Sign Language Interpreting costs Face to Face = £1,505,061.80

Total Additional costs for native UK language interpretation (e.g., Welsh or UK dialect) = £14.40

The Department has not assessed the potential impact of levels of workplace sickness on productivity.

The Department published an estimate of the overall cost to the economy due to sickness absence in 2016 Work, Health and Disability Green Paper. The analyses do not estimate the impact of health on productivity at work but considers the economic output lost as a result of sickness absence. This found that lost output due to sickness absence cost the economy between £15 billion to £20 billion.

The Health and Safety Executive (HSE) is Great Britain’s national regulator for workplace health and safety; this includes workplace health and safety risks created in agriculture, including poultry farming.

The Control of Substances Hazardous to Health Regulations 2002 (COSHH) is the main piece of health and safety legislation that sets out what dutyholders must do to control exposure to substances in the workplace that can cause ill health; including zoonotic diseases such as avian flu. General guidance on how to comply with legal duties under COSHH is freely available on HSE’s website at https://www.hse.gov.uk/coshh/.

More specific guidance for dutyholders, specifically on measures that they should consider when deciding how to best control workplace risk from avian flu, is also freely available on HSE’s website. The guidance (below) covers information on avian flu, how it is transmitted, the precautions to keep people safe and well, as well as links to information and guidance from other organisations such as the UK Health Security Agency and the National Health Service:

• https://www.hse.gov.uk/agriculture/zoonoses-data-sheets/avian-influenza.htm
• https://www.hse.gov.uk/biosafety/diseases/avianflu.htm
• https://www.hse.gov.uk/biosafety/assets/docs/aisuspected.pdf

HSE also produce guidance which sets out biosecurity measures to be taken by its staff who may in the course of their work be required to visit farms, including poultry farms. The guidance is also freely available from HSE’s website:

• https://www.hse.gov.uk/foi/internalops/sims/ag_food/1_10_02/index.htm.

Prior to January 2025, wait times on the Personal Independence Payment (PIP) enquiry lines were stable and consistent.

• During November the average wait time for customers making an enquiry about their new claim was less than 7 minutes, and for customers making a general enquiry, wait times were consistently below 22 minutes.
• During December the average wait time for customers making an enquiry about their new claim was less than 4 minutes, and for customers making a general enquiry, again consistently below 22 minutes.

We have seen some disruption impacting the PIP telephony service during January 2025, due to technical issues, and whilst customers calling the new claims enquiry line will have seen calls continue to be answered in an average time of 5 minutes, call wait times on the general PIP enquiry line increased to just over 36 minutes.

To address the issue, which has also resulted in a high volume of repeat calls, additional resource has been deployed to the PIP general enquiry line, and we are now starting to see some recovery. Wait times last week had reduced to an average of 28 minutes, and we expect this to improve further over the next couple of weeks.

ONS population estimates suggest that in 2021 there were 6,495 females born in the 1950s resident in the South Ribble constituency, who are impacted by the equalisation of the State Pension age.

We do not know how many of these women were impacted by maladministration in the communication of state pension age changes.

We are committed to supporting pensioners – with millions set to see their yearly basic State Pension rise by around £1,500, or their new State Pension rise by around £1,900, over this parliament, through our commitment to the Triple Lock.

Pension Credit provides vital financial support for pensioners, including women. It tops up state and private pensions to a guaranteed weekly minimum - the Standard Minimum Guarantee, which, for single pensioners, is set to increase from £218.15 to £227.10 in April 2025.

In order to maximise take-up, we have been running the biggest ever Pension Credit campaign because we want all eligible pensioners to claim what they are entitled to.

The Government offers further direct financial help to low-income pensioners through the Warm Home Discount – and the Department for Work and Pensions provides Cold Weather Payments (in England & Wales), and discretionary support through the Household Support Fund in England to support those most in need.

For those people who are unable to work but who are not yet eligible for pensioner benefits because of their age, financial support is available through the welfare system.

The Government appreciates the vital contribution made by carers every day in providing significant care and continuity of support to family and friends. We recognise the challenges they face and we are determined to provide unpaid carers with the help and support they need and deserve.

Pensioners who are entitled to Carer's Allowance – or in Scotland, Carer Support Payment – can also qualify for the additional amount for carers in their Pension Credit award in recognition of their caring responsibilities. The overlapping benefit rules generally mean that Carer’s Allowance at the full rate cannot normally be paid with the State Pension. However, where Carer’s Allowance cannot be paid or is not paid in full, the person will keep underlying entitlement to the benefit, which still gives access to the additional amount for carers in Pension Credit of £45.60 a week.

Unpaid carers go through the same claim process as any other claimant for Pension Credit. However, where they haven’t already claimed Carer’s Allowance, there is a requirement for them to make a claim for it. This is because it is a legal requirement for entitlement to Carer’s Allowance to be established before the additional amount for carers can form part of the Pension Credit award.

Estimated numbers of unpaid carers are provided by survey data such as the Family Resources survey. The sample size for unpaid carers over State Pension Age is too small to estimate the number that have an entitlement but are not claiming Carer’s Addition and Pension Credit, and therefore the department does not hold this information.

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.

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.

Ensuring a decent foundation State Pension for pensioners is a priority for this Government. That is why we have set out our commitment to the Triple Lock throughout this Parliament. As a result, spending on people’s State Pensions is forecast to rise by over £31 billion.

Through our commitment to the Triple Lock, from April the basic and new State Pensions will increase by 4.1%. This means that over 12 million pensioners will benefit from an increase of up to £470 to their State Pension from April this year. That’s up to £275 more than if pensions had been uprated in line with inflation.

Backed by £240m investment, the Get Britain Working White Paper launched on 26 November will drive forward approaches to tackling economic inactivity and work toward the long-term ambition of an 80% employment rate.

We are committed to reforming the system of health and disability benefits so that it promotes and enables employment among as many people as possible. The system must also support disabled people to live independently. It is also vital to ensure that the system is financially sustainable in the long term. We are working to develop proposals for reform in the months ahead and will set them out in a Green Paper ahead of the Spring Statement later this year.

Appropriate 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 those with Long Covid and/or ME, 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.

Employers play a key role in increasing employment opportunities and supporting disabled people and people with health conditions, to thrive as part of the workforce. Our support to employers includes increasing access to Occupational Health, a digital information service for employers and the Disability Confident scheme.

We recognise that neurodivergent people face particular barriers to employment, which is reflected in a poor overall employment rate. In our plan to Make Work Pay, we committed to raising awareness of neurodiversity in the workplace and across wider society.

Our specialist initiatives to support neurodivergent people and other disabled people into work include support from Work Coaches and Disability Employment Advisers in Jobcentres and Access to Work grants. £12.3 million has also been invested into 23 lead Local Authority areas to provide support to autistic people and people with learning disabilities, under the Local Supported Employment Programme.

Under the Government’s new Get Britain Working Strategy, the forthcoming voluntary, locally led Supported Employment programme ‘Connect to Work’ will support disabled people, those with health conditions and other complex barriers including neurodivergent people, to get into and on in work.

Employers have a key role to play in inclusion for neurodiverse people. Our support to employers includes the online Support with Employee Health and Disability service, to support employers managing health and disability in the workplace. This includes questions of disclosure and equipping employers to feel confident having conversations about health and disability. The Disability Confident scheme also signposts employers to expert resources which support the employment of disabled people.

We have recently launched an independent panel of academics with expertise in neurodiversity to advise ministers and employers on neurodiversity and inclusion at work.

This Government is committed to addressing poverty and reducing mass dependence on emergency food parcels, which is why we published official estimates of foodbank use.

We know that good work can significantly reduce the chances of people falling into poverty, so this will be the foundation of our approach. Backed by £240 million investment, the Get Britain Working White Paper launched on 26 November, will target and tackle economic inactivity and unemployment and join up employment, health and skills support to meet the needs of local communities.

We are not considering rolling out Universal Basic Income pilots.

We continue to keep the subsidy paid to local authorities under review and appreciate that local authorities are subject to many funding pressures. However, any increases to the subsidy paid to local authorities would require a Budget (rather than as part of a Spending Review) and would need to be taken in the context of the government’s missions, goals on housing and the broader fiscal position.

There are no plans to change the way savings held in a Lifetime ISA are treated in the assessment of means-tested benefits including Universal Credit. The value of the pension fund that someone and their employer pays into protects that person for retirement, and it is right whilst they remain below state pension credit age, that the value of that fund is disregarded when assessing entitlement to means-tested benefits.

This Government is committed to putting the views and voices of disabled people at the heart of all that we do.

We are committed to reforming the system of health and disability benefits so that it promotes and enables employment among as many people as possible. The system must also work to support disabled people to live independently. It is also vital to ensure that the system is financially sustainable in the long term.

We are working to develop proposals for reform in the months ahead and will set them out in a Green Paper ahead of the Spring Statement later this year.

This Government is committed to putting the views and voices of disabled people at the heart of all that we do.

We are committed to reforming the system of health and disability benefits so that it promotes and enables employment among as many people as possible. The system must also work to support disabled people to live independently. It is also vital to ensure that the system is financially sustainable in the long term.

We are working to develop proposals for reform in the months ahead and will set them out in a Green Paper ahead of the Spring Statement later this year.

This Government is committed to putting the views and voices of disabled people at the heart of all that we do.

We are committed to reforming the system of health and disability benefits so that it promotes and enables employment among as many people as possible. The system must also work to support disabled people to live independently. It is also vital to ensure that the system is financially sustainable in the long term.

We are working to develop proposals for reform in the months ahead and will set them out in a Green Paper ahead of the Spring Statement later this year.

This Government is committed to putting the views and voices of disabled people at the heart of all that we do.

We are committed to reforming the system of health and disability benefits so that it promotes and enables employment among as many people as possible. The system must also work to support disabled people to live independently. It is also vital to ensure that the system is financially sustainable in the long term.

We are working to develop proposals for reform in the months ahead and will set them out in a Green Paper ahead of the Spring Statement later this year.

The primary way the Department supports people nearing the end of life is through special benefit rules which are known as the Special Rules for End of Life (SREL). These enable people who are nearing the end of their lives to get faster, easier access to certain benefits, without needing to attend a medical assessment or serve waiting periods and in most cases, receive the highest rate of benefit.

For many years, the Special Rules applied to people who have 6 months or less to live, they have now been changed so they apply to people who have 12 months or less to live. Changes to the Special Rules mean that thousands of people nearing the end of life are now able to claim fast-tracked financial support from the benefits system six months earlier than they were able to previously.

The Department is committed to processing all benefit claims as quickly as possible. For PIP, Special Rules claims in England and Wales currently take 3 working days to clear for new claims and 2 working days for a reassessment on average – this compares to the current average end-to-end claim process for new normal rules PIP claims of 14 weeks.

Managing customer journey times for PIP claimants is a priority for the department and we are working constantly to improve our service.

Our aim is to make an award decision as quickly as possible, taking into account the need to review all the available evidence including that from the claimant.

However, we have been seeing continuing high levels of new claims which has impacted our capacity to carry out award reviews as quickly as we would like.

In order to deal with this demand, we have been prioritising new claims, to ensure new claimants are paid as soon as possible whilst safeguarding claimants awaiting award reviews, who have returned their information as required, to ensure their payments continue until their review can be completed.

Guidance on how the law is interpreted for DWP decision makers is contained in the Decision Makers' Guide (DMG). The DMG is also published on GOV.UK.

In December 2024, the DMG - Volume 11, Chapter 67 - was updated to remove references to ‘urgent processing criteria’ for some Industrial Injuries Disablement Benefit (IIDB) prescribed diseases. This included: D1 (pneumoconiosis), D9 (unilateral or bilateral diffuse pleural thickening) and D12 (Chronic Obstructive Pulmonary Disease – COPD). This is because ‘urgent processing criteria’ is not set out in IIDB legislation for these conditions. Urgent processing for these conditions is an internal operational procedure only, therefore these references should not have been included in the DMG.

Removing references to urgent processing in the DMG has had no impact on IIDB processing instructions. Claims for D1, D9 and D12 continue to be processed urgently and there are no plans for any future changes to this process. IIDB operational guidance continues to specify that:

• Claims for PD D1 Pneumoconiosis are treated as urgent cases if the claimant mentions exposure to asbestos.
• Claims for PD D9 are treated as urgent cases if the claimant is 'Nearing End of Life' due to their pleural thickening or any other illness the customer has.
• Claims for PD D12 Chronic Obstructive Pulmonary Disease are treated as urgent cases if the claimant is known to be 'Nearing End of Life'.

We are working to develop proposals for health and disability reform in the months ahead and will set them out in a Green Paper ahead of the Spring Statement later this year. This will launch a public consultation on the proposals. 

This Government is committed to putting the views and voices of disabled people at the heart of all that we do, so we will consult on these proposals, with disabled people and representative organisations.

Ahead of the formal consultation for the Green Paper, we have already started to explore ways of engaging with disabled people and their representatives, including through stakeholder roundtables and public visits. We look forward to progressing these initiatives over the coming months.

Backed by £240m investment, the Get Britain Working White Paper launched on 26 November will drive forward approaches to tackling economic inactivity and work toward the long-term ambition of an 80% employment rate.

We are committed to reforming the system of health and disability benefits so that it promotes and enables employment among as many people as possible. The system must also support disabled people to live independently. It is also vital to ensure that the system is financially sustainable in the long term. We are working to develop proposals for reform in the months ahead and will set them out in a Green Paper ahead of the Spring Statement later this year.

Appropriate 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 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.

Employers play a key role in increasing employment opportunities and supporting disabled people and people with health conditions, to thrive as part of the workforce. Our support to employers includes increasing access to Occupational Health, a digital information service for employers and the Disability Confident scheme.

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.

The findings of an evaluation of the fourth iteration of the Household Support Fund that ran from April 2023 to March 2024 are published here: Evaluation of the Household Support Fund 4 - GOV.UK.

The evaluation ran from September 2023 to August 2024 and assessed the effectiveness of delivery by Local Authorities and the benefits of the scheme for award recipients.

In addition, management Information from the first to fourth iteration of the Household Support Fun can be found here- Household Support Fund management information - GOV.UK.

Delivering our manifesto commitment to tackle child poverty is an urgent priority for this Government, and the Ministerial Taskforce is working to publish a Child Poverty Strategy which will deliver lasting change.

The Strategy will look at all available levers across four key themes of increasing incomes, including considering social security reforms, reducing essential costs, increasing financial resilience; and better local support especially in the early years. This will build on the reform plans underway across Government and work underway in Devolved Governments.

The Work Capability Assessment is not working and needs to be reformed or replaced. We are committed to reforming the system of health and disability benefits so that it promotes and enables employment among as many people as possible. The system must also work to support disabled people to live independently. It is also vital to ensure that the system is financially sustainable in the long term.

We are working to develop proposals for reform in the months ahead and will set them out in a Green Paper ahead of the Spring Statement later this year.

Delivering our manifesto commitment to tackle child poverty is an urgent priority for this Government, and the Ministerial Taskforce is working to publish a Child Poverty Strategy which will deliver lasting change.

The Strategy will look at all available levers across four key themes of increasing incomes, reducing essential costs, increasing financial resilience; and better local support especially in the early years. This will build on the reform plans underway across Government and work underway in Devolved Governments.

As part of the “Get Britain Working” White Paper the government announced that we will launch a new Youth Guarantee for all young people in England aged 18-21 to ensure that they have access to further learning, help to get a job or an apprenticeship. As a first step from spring 2025, the government will launch Youth Guarantee Trailblazers in eight mayoral authorities across England. We will work closely with mayoral authorities to support the design of the Trailblazers, including engagement with local employers. We will use the learning from these Trailblazers to inform the future design and development of the Youth Guarantee as it rolls-out across the rest of England.

The Youth Guarantee is part of the UK Government’s Back to Work Plan alongside a new national jobs and careers service to help get more people into work, work, health and skills plans for the economically inactive, and the launch of Skills England to open new opportunities for young people. We will work in partnership with organisations and businesses at the national and local level to offer exciting and engaging opportunities to young people. This could include apprenticeships, work experience, training courses or employability programmes.

The Government is also reforming the apprenticeships offer into a more flexible growth and skills offer, aligned to the industrial strategy. The Department for Education is working to introduce new foundation apprenticeships for young people, as well as shorter duration apprenticeships, in targeted sectors. These will help more people learn new high-quality skills at work, fuel innovation in businesses across the country, and provide high-quality entry pathways for young people.

As the HR department for the Government’s growth mission, the Department for Work and Pensions job is to work with businesses to meet their recruitment needs. The Ministerial team and officials work closely with colleagues across government to help employers, including those in sectors crucial to growth, address their staffing needs and break down barriers to opportunity across the country.

The Secretary of State recently announced that the department is transforming its service for employers by hosting summits with employers and stakeholder representatives across sectors crucial to growth; boosting the number of training programmes in crucial sectors on offer at Jobcentres; serving employers through a dedicated team with highly experienced experts to provide recruitment support; providing an account manager for employers to get more information about how Job Centres Plus can help; and commissioning Sir Charlie Mayfield to lead an independent review into the role of employers in reducing health-related inactivity and promoting healthy and inclusive workplaces – which is already underway.

The latest 16-24 UK unemployment level is published and available at: A01: Summary of labour market statistics - Office for National Statistics

OECD youth unemployment rate data is available at: OECD Data Explorer • Infra-annual labour statistics

As part of our plan to Get Britain Working, 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 Department for Work and Pensions and the Department for Education are working closely with 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 these Trailblazers to inform the future design and development of the Youth Guarantee as it rolls-out across the rest of England.

DWP currently provides young people aged 16-24 with labour market support through an extensive range of interventions at a national and local level. This includes flexible provision driven by local need, nationwide employment programmes and support delivered by work coaches based in our Jobcentres and in local communities working alongside partners.