Written questions by McMurdock.

What proportion of eligible cases have the Child Maintenance Service used enforcement powers in including (a) liability orders, (b) bailiff action, (c) passport revocation and (d) driving licence revocation in each of the last five years; and what barriers exist to the Child Maintenance Service applying such enforcement powers in cases of persistent non-payment.

The Child Maintenance Service (CMS) is committed to ensuring that children receive the financial support to which they are entitled. Where a paying parent fails to meet their obligations under a statutory child maintenance arrangement, enforcement action is taken. The Department regularly publishes Child Maintenance Service official statistics. The Enforcement section of the latest bulletin provides details on the enforcement actions used by the CMS, and further details of these for quarter ending June 2015 to quarter ending June 2025 are available in table 6.1 and 6.2 of the accompanying National tables. Enforcement actions are used by the CMS to collect both the maintenance arranged by the CMS, and Child Support Agency arrears that have been transitioned to CMS systems. Details of the number of paying parents using the Collect and Pay service, and the compliance of those parents, for the same time period are available in the CMS Paying Parents dataset on Stat-Xplore. Users can log in or access Stat-Xplore as a guest and, if needed, can access general guidance on how to extract the information required. Enforcement can be more challenging where paying parents have irregular income, lack traceable assets, or receive benefits, as deductions may be limited or not feasible. These situations require careful consideration to ensure that enforcement remains proportionate and effective. In some instances, non-payment is used as a form of economic abuse. To support survivors, the CMS has introduced reforms, including easier access to the Collect and Pay service. While enforcement aims to be swift, paying parents have a right to appeal, which can delay proceedings. The CMS must balance timely action with procedural fairness. The Department continues to monitor the effectiveness of enforcement measures and remains committed to further reforms to ensure that child maintenance is paid promptly and in full.

What assessment he has made of the effectiveness of the apprenticeship £2,000 employer incentive payment in supporting progression into employment.

The first seven foundation apprenticeships became available in August 2025 focussed on four industrial strategy and priority areas: construction and the built environment, engineering and manufacturing, health and social care, and digital. In line with other apprenticeships, the minimum duration is 8 months, and we expect them to last for up to 12 months, however this may be longer to accommodate individual learner needs. As such, it is too early to provide the information requested. As with all policy, the government will keep foundation apprenticeships under review to ensure it meets learner and employer needs.

Whether he plans to increase the number of (a) training and (b) apprenticeship positions in areas where construction represents a substantial share of local employment.

The Department for Work and Pensions is committed to expanding access to high-quality construction training and apprenticeship opportunities across England, particularly in areas where the sector plays a significant role in the local economy. A wide range of government-funded programmes are available to support construction employers in hiring new staff, offering work experience, and upskilling existing employees. These include Apprenticeships, including foundation apprenticeships, Skills Bootcamps, and Free Courses for Jobs. Through the Construction Support Package, the Government is investing £625 million to train up to 60,000 additional construction workers by 2029. To ensure strategic delivery and alignment with workforce needs, the Construction Skills Mission Board has been established. This coordinated approach is helping to increase the number of training and apprenticeship positions in local areas, ensuring that communities benefit from secure, well-paid jobs in construction and that the sector has the skilled workforce it needs to deliver vital infrastructure and housing projects.

What steps he is taking to help ensure that foundation apprenticeship routes provide progression into (a) full apprenticeships and (b) employment.

Foundation apprenticeships are jobs with training which provide a broad grounding in an entry level occupation, leading to opportunities for progression to a more specific or higher-level apprenticeship. In addition to vocational skills, they develop common behaviours needed by those new to the workplace which include employability skills, resilience and commitment to personal development. Once someone has achieved a foundation apprenticeship, they can progress onto a more specific or higher-level apprenticeship and the learning from their foundation apprenticeship will support this transition. Each occupational standard will make possible progression routes clear. The foundation apprenticeship options published in August are underpinned by an employer incentive payment of up to £2,000 to contribute to the extra costs of supporting someone at the beginning of their career. It will be paid in three instalments the first two spread across the foundation apprenticeship, with the final payment made when an apprentice progresses onto their next apprenticeship.

What steps she is taking to support employers in closing skills gaps.

On 20th October, Government published the Post-16 Education and Skills Strategy, which sets out our vision for a world-leading skills system to break down barriers to opportunity, meet student and employers’ needs; widen access to high-quality education and training; support innovation, research, and development; and improve people’s lives.This sets out our reforms to the skills system, which will be joined up, data driven and delivered in partnership with employers and regional leaders, who know best how to support people and tackle skills gaps locally. Central to our reforms will be Skills England, with one of its key roles being to provide an authoritative voice on the country’s current and future skills needs. Skills England has already published two assessments of skills needs, Skills for growth & opportunity and the Assessment of priority skills to 2030, and it will continue to build on these. It will provide an assessment of national, regional and sectoral skills needs in the economy now and in the future, combining statistical data with insights generated from key stakeholders. This forward-looking analysis will support the development of a robust evidence base to inform policy and funding decisions, supporting employers in closing skills gaps. We are also transforming the apprenticeships offer into a new growth and skills offer, which will offer greater flexibility to employers and learners and support the industrial strategy. In August we introduced new foundation apprenticeships for young people in targeted sectors, as well as shorter duration apprenticeships. Additionally, we want employers to be able to use the levy on short, flexible training courses to meet their business needs from April 2026. These flexibilities will help more people learn new high-quality skills at work and fuel innovation in businesses across the country.

What assessment he has made of the adequacy of the alignment between employer demand for skills and qualifications within the workforce.

On 20th October, Government published the Post-16 Education and Skills Strategy, which sets out our vision for a world-leading skills system to break down barriers to opportunity, meet student and employers’ needs; widen access to high-quality education and training; support innovation, research, and development; and improve people’s lives.This sets out our reforms to the skills system, which will be joined up, data driven and delivered in partnership with employers and regional leaders, who know best how to support people and tackle skills gaps locally. Central to our reforms will be Skills England, with one of its key roles being to provide an authoritative voice on the country’s current and future skills needs. Skills England has already published two assessments of skills needs, Skills for growth & opportunity and the Assessment of priority skills to 2030, and it will continue to build on these. It will provide an assessment of national, regional and sectoral skills needs in the economy now and in the future, combining statistical data with insights generated from key stakeholders. This forward-looking analysis will support the development of a robust evidence base to inform policy and funding decisions, supporting employers in closing skills gaps. We are also transforming the apprenticeships offer into a new growth and skills offer, which will offer greater flexibility to employers and learners and support the industrial strategy. In August we introduced new foundation apprenticeships for young people in targeted sectors, as well as shorter duration apprenticeships. Additionally, we want employers to be able to use the levy on short, flexible training courses to meet their business needs from April 2026. These flexibilities will help more people learn new high-quality skills at work and fuel innovation in businesses across the country.

What recent assessment he has made of the potential impact of maintaining two different types of state pension on the economy.

No recent assessment has been made. State Pensions are paid in accordance with the rules in place at the point the person reaches State Pension age. This Government is committed to supporting both current pensioners and future retirees and ensuring a decent standard of living for all. That is why the Government have recently launched the Pensions Commission to ensure our pensions system delivers this in the decades ahead. The Pensions Commission will consider what is required in the long term to deliver a pensions framework that is stronger, fairer and more sustainable.

Whether he plans to review the uprating mechanism for the pre-2016 State Pension.

There are no current plans to review the uprating mechanism for the pre-2016 State Pension.

What comparative assessment his Department has made of rates of pensioner poverty between people receiving the (a) pre-2016 and (b) new state pension.

Estimates of the rates of pensioner poverty categorised by people receiving the pre-2016 State Pension or new State Pension are not available, as this categorisation is not recorded in the Family Resources Survey. Statistics on the number of individuals living in families where at least one member is in receipt of State Pension that are in Absolute and/or Relative Poverty in 2023/24 are published on Stat-Xplore (https://stat-xplore.dwp.gov.uk/) in the Households Below Average Income dataset.

What steps his Department is taking to ensure that pensioners who retired before April 2016 do not fall into poverty.

The Government is committed to supporting pensioners and ensuring they have financial security and dignity in retirement. The State Pension remains the foundation of our support for pensioners. In April this year, both the basic and new State Pensions increased by 4.1%, benefitting over 12 million pensioners by up to £470. And our commitment to maintain the Triple Lock – helping to protect the value of the State Pension – for the entirety of this Parliament will see pensioners’ yearly incomes rise significantly. Pensioners who reached State Pension age before April 2016, and therefore receive the basic State Pension, may also receive an earnings-related additional State Pension (also known as the State Earnings-Related Pension Scheme (SERPS) or from April 2002 the State Second Pension) and Graduated Retirement Benefit. This means that although the rate of the basic State Pension is set below the rate of the new State Pension, a person who retired before April 2016 may be receiving a larger amount of pension than just the basic rate – and in many cases above the level of the new State Pension. Pension Credit continues to provide vital financial support for pensioners who, for whatever reason, have been unable to save for or contribute towards their retirement and find themselves on a low income. It was introduced by the last Labour Government specifically to help prevent pensioners falling into poverty and it does this by guaranteeing a minimum level of income, currently £227.10 week for a single pensioner or £346.40 week for a couple. For pensioners who reached State Pension age before April 2016, the Savings Credit element of Pension Credit also provides a tapered award for those with other income such as a modest private or occupational pension. Receipt of Pension Credit opens the door to other financial support, including Housing Benefit, Council Tax support and help with NHS costs as well as help with fuel bills and a free TV licence for those over 75. That is why we continue to promote Pension Credit to eligible pensioners and their family and friends, with our ongoing campaign featuring adverts on television and radio; on social media and on digital screens in GP surgeries and Post Offices, as well as in the press.

What steps his Department is taking to improve the enforcement of child maintenance payments.

The Child Maintenance Service (CMS) is committed to making the most effective use of its strong enforcement powers and have made a number of improvements to its processes to drive case compliance and challenge non-compliant behaviours. The Department publishes quarterly statistics for the Child Maintenance Service (CMS) and the latest statistics are currently available to June 2025. Table 6 in the latest National tables provides information on all enforcement actions used by the CMS from quarter ending June 2015 to quarter ending June 2025 to collect both the maintenance arranged by the CMS, and Child Support Agency arrears that have been transitioned to CMS systems. This may include actions taken against parents for whom no ongoing maintenance has been arranged under the CMS. The table shows that between April 2017 and June 2025, the CMS has collected a total of £95.9m from Paying Parents via civil enforcement actions.

What recent assessment his Department has made of the potential impact of unreliable child maintenance payments on child poverty.

We know that children in separated families are poorer and more likely to live in poverty than those in non-separated families. Child maintenance payment through both statutory and non-statutory arrangements keep approximately 120,000 children out of poverty each year. DWP estimates that streamlining the CMS into a single maintenance collection and transfer service in line with our current proposals for change could result in around 20,000 fewer children in poverty. The Child Maintenance Service (CMS) will work hard to make sure parents pay in full and on time. Where parents fail to take responsibility for paying for their children, the CMS will not hesitate to use the range enforcement powers available. The CMS is committed to using these powers fairly and in the best interests of children and separated families. Our current proposals should result in securing money for children more quickly in many of these cases.

What recent assessment he has made of the accessibility of graduate employment opportunities in each (a) region and b) subject.

The Department for Education publishes employment and earnings outcomes of graduates and postgraduates each year, based on data collected by the Higher Education Statistics Authority, His Majesty’s Revenue and Customs, and the Department of Work and Pensions. The publication includes breakdowns by region, with data on graduate movement between regions before, during, and after study, as well as by subject studied, including detailed information on the industries graduates enter. The publication can be found here: LEO Graduate and Postgraduate Outcomes, Tax year 2022-23 - Explore education statistics - GOV.UK. This data has been available since 26th June 2025.

What steps he is taking to ensure that jobseekers receive prompt CV support.

I refer the hon. Member to the answer I gave on 10 September to PQ 73218

What steps he is taking to monitor the effectiveness of employment support programmes for young people.

I refer the Hon. member to the answer I gave 16 September to PQ 75889, referencing DWP evaluations which demonstrate the effectiveness of support programmes for young people. The department will continue to build on the existing evidence base as we test, learn and improve the support available to help young people to find, stay in, and progress in work. Our current evaluation plans include a dedicated evaluation of the Youth Guarantee Trailblazers. Preparatory research is already underway to map activities, identify outcome pathways, and understand the supporting systems. As part of this research, we will also assess the feasibility of different methods to evaluate the impact of the Youth Guarantee Trailblazers. A process and theory-based evaluation will also be commissioned as part of a wider Get Britain Working Trailblazer evaluation, scheduled to begin in early 2026.

What assessment he has made of the effectiveness of employment support programmes in reducing youth unemployment.

Extended periods of unemployment at a young age can lead to poorer health outcomes and reduced lifetime earnings, making early intervention critical. The DWP Youth Offer provides intensive, tailored support to 16 – 24-year-olds claiming Universal Credit (UC), with the aim of maximising employment outcomes. The Youth Offer comprises three main elements: the Youth Employment Programme, Youth Hubs and Youth Employability Coaches (YECs). Each element is designed to support young people based on their proximity to the labour market. The Youth Employment Programme is designed to support those who are work ready. Youth Hubs support those with moderate barriers to work, offering a blend of Jobcentre Plus support and place-based services through local partnerships. For Young People with more complex needs, YECs provide intensive, tailored support for up to six months, helping them to build confidence, skills and readiness for work, where employment is a longer-term goal. Our Youth Offer Process Evaluation, Youth Offer process evaluation - GOV.UK published October last year, found that the majority of customers felt the support was useful, confidence-building, and tailored to their individual circumstances. Youth Hub customers were particularly likely to report that the support met their needs. In addition to those moving into employment, customers had achieved a variety of different interim outcomes including gaining skills, confidence and work experience. Where possible, the Department evaluates the impact of its programmes or schemes on employment and other relevant outcomes. Recent evaluations of the Job Entry Targeted Support scheme, Sector-based Work Academy Programme, the Kickstart scheme and the Youth Employment Initiative all demonstrate the effectiveness of these approaches to supporting additional young people into employment and are published on GOV.UK. Research and statistics - GOV.UK

What assessment has she made of the (a) quality and (b) security of employment among young people aged 16 to 24.

The employment rate among young people aged 16 to 24 has increased by 1.0%pts on the year to 51.8%. This could indicate that the quality and job security has increased. The Department understands the negative effects of unemployment can be particularly pronounced for young people and can have longstanding implications on their future earnings potential and life chances. This is why DWP have a particular focus on ensuring young people are supported into employment, whilst also recognising their needs will vary depending on where they live and their own individual circumstances. 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.

What recent assessment she has made of the potential reasons for the increase in the number of unemployed 16 to 24 year olds in the last year.

The Department understands the negative effects of unemployment can be particularly pronounced for young people and can have longstanding implications on their future earnings potential and life chances. A range of factors influence employment opportunities for this age group, including low skills levels, disadvantage linked to socio-economic background, care experience, health issues (in particular, worsening mental health) and higher prevalence of Special Educational Needs and Disabilities (SEND). This is why despite Youth Employment increasing by 39,000 since publication of the governments White Paper Get Britain Working - GOV.UK DWP have a focus on ensuring young people are supported into employment, whilst also recognising their needs will vary depending on where they live and their own individual circumstances DWP already 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.

What assessment she has made of the need to clarify trustee fiduciary duties regarding inflation protection.

I understand the concerns that have been raised over the issue of inflation protection for defined benefit pensions (indexation). Discretionary indexation is over and above statutory and scheme requirements. Trustees can already award discretionary increases where scheme rules allow. Decisions on discretionary benefits are usually exercised by the trustees with the agreement of the sponsoring employer. The Pension Schemes Bill makes changes so that more trustees of well-funded schemes have the flexibility to share their scheme surplus with employers, subject to strict funding safeguards for members. Scheme trustees are required to act in the interests of scheme beneficiaries, and can agree with employers how members can benefit from the release of any surplus which may include discretionary indexation. The Pensions Regulator (TPR) has expressed that trustees should consider the situation of those members who would benefit from a discretionary increase and whether the scheme has a history of making such awards. TPR will be producing further guidance on surplus sharing once the legislation is in place.

What steps she is taking to reduce the time taken for job seekers to receive appointments for improving CVs.

Customers have regular appointments with their Work Coach. For those in the Intensive Work Search regime, who are the most likely to be seeking work, these are usually weekly in the first 13 weeks of their claim. Where it is identified or requested that there is a need to create or improve their CV, their Work Coach is equipped to coach the customer to create or improve their CV which can be undertaken in these regular appointments. Where the customer requires additional support to this coaching, the work coach may refer the customer to other appropriate support or provision.