Written questions by Vickers.

What recent estimate his Department has made of the average processing time for Personal Independence Payment claims in the latest three-month period.

The most recent available data on the average actual clearance times for Personal Independence Payment (PIP) claims can be found in Tables 1 and 2 of the latest release of the Personal Independence Payment: Clearance/outstanding times and customer journey statistics for England and Wales. The collection can be found here: Personal Independence Payment statistics - GOV.UK. Then navigate to the latest release.

What estimate his Department has made of the current clearance times for Industrial Injuries Disablement Benefit claims.

Monthly statistics on Industrial Injuries Disablement Benefit (IIDB) assessments, by assessment month and decision time, are published on Stat-Xplore . They are available for claim starts to March 2025. Users can log in or access Stat-Xplore as a guest user and, if needed, can access guidance on how to extract the information required.

What steps his Department is taking to reduce average waiting times for Access to Work applications and renewals.

We are committed to reducing waiting times for Access to Work. We have increased the number of staff processing Access to Work claims by 27% and applications from customers who are about to start a job or who are renewing are prioritised. The Green Paper launched a consultation on the future of Access to Work which has now concluded. We are considering responses to the consultation and will set out our plans in due course.

What steps his Department is taking to increase take-up of Carer’s Allowance among eligible carers.

Carer’s Allowance (CA) offers financial support and recognition to unpaid carers in England and Wales who are unable to work full-time due to their caring responsibilities.Information and guidance on CA entitlement is available through multiple channels, including Jobcentre Plus offices, gov.uk, and third-party organisations such as Citizens Advice, Carers UK and Carers Trust.

What steps the Department is taking to reduce the backlog of Work Capability Assessments and improve the speed of decision making.

The Department for Work and Pensions prioritises assessments for new claims to minimise waiting times and ensure claimants receive the right benefit entitlement as soon as possible. However, due to unforeseen high levels of Work Capability Assessments (WCA) required in late 2024, a backlog of reassessment cases built up from individuals reporting a change in their condition before May 2025. We are working with suppliers to increase capacity for clearing this backlog, including by accelerating the recruitment of assessors.

What steps his Department is taking to reduce waiting times for child maintenance enforcement actions.

The Child Maintenance Service (CMS) will do everything it can to address the non-payment of child maintenance and ensure appropriate enforcement action is taken in a timely manner.Enforcement action can include deductions from earnings orders, or from bank accounts. Where that is not effective, CMS can apply to Court for a liability order, which legally recognises the debt. That is currently required before other enforcement action can be taken, including removal of driving licenses, disqualification from holding a passport, and committal to prison. We are working to introduce administrative liability orders (ALO) which will replace the current requirement for the CMS to apply to the court for a liability order. Introducing a simpler administrative process will enable the CMS to take faster action against those paying parents who actively avoid their responsibilities and will get money to children more quickly. Once it is introduced, we expect the new liability order process in the majority of cases to take around 6 weeks. Changes will mean the CMS can use its strong enforcement powers more quickly to go after those who wilfully avoid their financial obligations to their children. We are working with His Majesty’s Courts and Tribunals Service and the Scottish Government to establish a process for implementing ALOs and plan to introduce regulations to Parliament as soon as possible

What estimate his Department has made of the number of Universal Credit claimants awaiting mandatory reconsideration decisions as of the most recent month for which information is available.

As at end of October 2025, there were 61,000 outstanding mandatory reconsiderations (MR) for Universal Credit (UC). Notes: Each UC claim can have more than one reconsideration registered against it. The above includes all MRs.The data supplied is based on bespoke analysis of departmental datasets, and has not been certified as National Statistics or Official Statistics.

What recent assessment his Department has made of the availability of specialist disability employment advisers within Jobcentres.

Every Jobcentre has access to a Disability Employment Adviser (DEA). We have over 700 FTE DEAs across our Jobcentre network. We regularly monitor the number of staff allocated to this role. DEAs are trained as Work Coaches, followed by additional role specific learning designed to support their role. This learning enables DEAs to treat each claimant as an individual, understand the impact of different disabilities and health conditions, and provide tailored support to help overcome barriers to employment. Our other Jobcentre staff will make referrals to our DEAs for this specialist support where appropriate. We have a range of specialist support to help individuals to stay in work and get back into work, including those that join up employment and health systems. DEAs work with the local community to advocate for customers, collaborate with local partners such as employers, voluntary organisations, the NHS and local government services to facilitate support that meets local needs and promote other programmes such as Disability Confident and Work Well.

What assessment the Department has made of the impact of recent policy changes on the proportion of disability benefit decisions overturned at appeal.

The Department is committed to monitoring the impacts of its policies. Information about disability benefit appeal overturns can be retrieved from StatXplore, HMCTS’ quarterly statistics, or the Department’s quarterly PIP statistics. The latter includes information about clearances and volumes at all stages of PIP decision making.https://stat-xplore.dwp.gov.uk/Tribunals statistics quarterly: July to September 2025 - GOV.UKPersonal Independence Payment statistics to July 2025 - GOV.UK

What assessment his Department has made of the impact of the cost of living on the adequacy of benefit levels in the most recent review period.

The Social Security Administration Act 1992 requires the Secretary of State for Work and Pensions to review State Pension and benefit rates each year to see if they have retained their value in relation to the general level of prices or earnings. Where the relevant State Pension or benefit rates have not retained their value, legislation provides that the Secretary of State is required to, or in some instances may, up-rate their value. Following this review, State Pension and benefit rates are increased in line with statutory minimum amounts and others are increased subject to Secretary of State’s discretion. This statutory annual review has now concluded, and a Written Statement was published on the 26 November setting out the proposed new State Pension and benefit rates for 2026-27. As we have set out, we will be uprating most working age benefits across Great Britain in 2026/27, subject to parliamentary approval, in line with the Consumer Prices Index in the year to September 2025 – an increase of 3.8%.

What his Department’s current forecast is for its staffing requirements in benefit processing centres for the next financial year.

The Department continually impacts and assesses the service being offered to customers. Staff numbers are reviewed on an ongoing basis, in line with the latest economic and benefit forecasts.

What steps she is taking to encourage retraining into hospitality careers for older workers.

We know that work helps everyone, including older people, play active and fulfilling roles in society while building financial security for retirement. DWP delivers Sector-based Work Academy Programmes (SWAPs), which are fully funded by government and offer training, work experience and a guaranteed job interview to those ready to start a job, as well as those who are seeking to retrain and change career. DWP’s Strategic Relationship Team (SRT) and the local Employment Advisers (EAs) based in jobcentres work together to engage with employers to support these SWAPs. Building on our relationships with national employers, SRT continues to expand its current network to more employers in key sectors such as hospitality where there is a critical demand for workers.EAs can help employers write job descriptions, promote vacancies in job centres, help select and interview priority candidates, invite employers to local recruitment events to promote their vacancies, and help plan recruitment campaigns. DWP are focusing on the hospitality sector by delivering a hospitality SWAP pilot, launched in partnership with the trade body UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity, including 13 coastal towns such as Scarborough and Blackpool. As part of the pilot, participants are supported to gain accreditation for a digital Hospitality Skills Passport, which is designed to provide proof that they are qualified to perform their job effectively and safely, giving them a universal entry standard into the sector. In the last financial year, there were 5,620 SWAP starts in hospitality, which have helped people of all ages gain the relevant skills to move into work. Research has found that all demographics considered benefitted from taking part in a SWAP and that SWAPs had a greater impact improving employment outcomes for some of the most disadvantaged groups, including older claimants. Employers and training providers in the hospitality sector who are interested in offering SWAP opportunities can contact their local Jobcentre Plus Group Partnership Manager. A contact list is available on GOV.UK at:https://www.gov.uk/government/publications/dwp-partnerships/national-partnership-teams.

What estimate he has made of skills shortages in the hospitality sector.

The Employer Skills Survey provides robust estimates of skills shortages. In 2024, the Hotels and Restaurants sector in England had over 15,000 vacancies that were hard to fill due to a lack of skills, qualifications or experience. This was a decrease from 43,000 in 2022. 21% of all vacancies in this sector were due to a skill shortage, which is lower than the average of 27% across all sectors. The 2024 Employer Skills Survey can be found at: Employer Skills Survey , Calendar year 2024 - Explore education statistics - GOV.UK

What discussions he has had with industry representatives on ensuring qualifications meet the needs of hospitality businesses.

Skills England, as the national body for skills in England, meets regularly with representatives across sectors. Ministers and officials regularly meet with a range of stakeholders. In addition, within the last two months representatives from Skills England have met with the Association of Employer and Learning Providers Hospitality and Catering Sector Forum, the Dorset and Somerset Training Providers Network and a regional Tourism and Hospitality Initiative in the North East to discuss the skills needs of hospitality businesses.

What assessment he has made of the potential impact of government-funded skills programmes on staffing levels in hospitality.

The hospitality industry has a need for skilled workers to support growth in the economy and opportunity for all, as we have identified through IfATE’s (Institute for Apprenticeships and Technical Education) 2024 report into the future of skills training for the catering and hospitality sectors.We have a comprehensive skills programme to support employers in growing their business, and to support learners to develop better skills for better jobs. Training products are based on the skills, knowledge and behaviours that employers themselves have identified. These programmes, covering technical qualifications and apprenticeships, will support the industry to access the skills they need. Skills England meets regularly with representatives of the hospitality industry to understand skills challenges in that sector and how current technical qualifications and apprenticeships are meeting their needs.The government is funding a number of Sector-based Work Academy Programmes – or SWAPs. These are short-term training programmes designed to support jobseekers to get back into work. SWAPs bring together employers, Jobcentre Plus, and training providers, matching people to jobs and providing job-specific training, preparation and support. In May of this year the Department for Work and Pensions announced a partnership with UKHospitality to rollout hospitality SWAPs to 26 new areas providing real opportunities for individuals and employers.

What steps he is taking to increase apprenticeship opportunities in the hospitality sector.

There are a number of apprenticeships available to support employers of all sizes in the hospitality sector to benefit from and develop the skilled workforces they need. The government has reduced the apprenticeship minimum duration to 8 months so that shorter apprenticeships are possible from August 2025. Employers in the hospitality sector will be able to make use of this flexibility where this is appropriate for the role or the apprentice. To support apprenticeships in small and medium-sized enterprises the government pays full training costs for young apprentices aged 16 to 21, and for apprentices aged 22 to 24 who have an education, health and care (EHC) plan or have been, or are, in local authority care. In addition, the government is delivering a hospitality Sector-based Work Academy Programme (SWAP) pilot, launched in partnership with UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity. These SWAPs support participants to gain accreditation for a digital Hospitality Skills Passport which is designed to provide proof that a person is qualified to perform their job effectively and safely, giving them a universal entry standard into the sector. Apprenticeship starts within the Hospitality and Catering sector can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/649e785b-9332-4f3c-f886-08de0724494a

What recent assessment he has made of trends in the level of uptake of hospitality-related apprenticeships.

There are a number of apprenticeships available to support employers of all sizes in the hospitality sector to benefit from and develop the skilled workforces they need. The government has reduced the apprenticeship minimum duration to 8 months so that shorter apprenticeships are possible from August 2025. Employers in the hospitality sector will be able to make use of this flexibility where this is appropriate for the role or the apprentice. To support apprenticeships in small and medium-sized enterprises the government pays full training costs for young apprentices aged 16 to 21, and for apprentices aged 22 to 24 who have an education, health and care (EHC) plan or have been, or are, in local authority care. In addition, the government is delivering a hospitality Sector-based Work Academy Programme (SWAP) pilot, launched in partnership with UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity. These SWAPs support participants to gain accreditation for a digital Hospitality Skills Passport which is designed to provide proof that a person is qualified to perform their job effectively and safely, giving them a universal entry standard into the sector. Apprenticeship starts within the Hospitality and Catering sector can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/649e785b-9332-4f3c-f886-08de0724494a

What support is available to help small hospitality businesses engage with (a) apprenticeship and (b) training schemes.

There are a number of apprenticeships available to support employers of all sizes in the hospitality sector to benefit from and develop the skilled workforces they need. The government has reduced the apprenticeship minimum duration to 8 months so that shorter apprenticeships are possible from August 2025. Employers in the hospitality sector will be able to make use of this flexibility where this is appropriate for the role or the apprentice. To support apprenticeships in small and medium-sized enterprises the government pays full training costs for young apprentices aged 16 to 21, and for apprentices aged 22 to 24 who have an education, health and care (EHC) plan or have been, or are, in local authority care. In addition, the government is delivering a hospitality Sector-based Work Academy Programme (SWAP) pilot, launched in partnership with UKHospitality. This pilot is being rolled out to 26 new areas in need of jobs and opportunity. These SWAPs support participants to gain accreditation for a digital Hospitality Skills Passport which is designed to provide proof that a person is qualified to perform their job effectively and safely, giving them a universal entry standard into the sector. Apprenticeship starts within the Hospitality and Catering sector can be found here: https://explore-education-statistics.service.gov.uk/data-tables/permalink/649e785b-9332-4f3c-f886-08de0724494a

What recent estimate she has made of the levels of (a) fraud and (b) error in the welfare system in the North East.

Estimates of the levels of fraud and error in the benefit system for the financial year 2024-25 can be found at: Fraud and error in the benefit system: financial year 2024 to 2025 estimates - GOV.UKWe do not provide sub-national estimates of fraud and error as we are unable to break the statistics down to this level.

What assessment she has made of the potential impact of the Restart Scheme in regions with persistently high unemployment.

The Department is currently undertaking a quantitative impact evaluation of the Restart Scheme. This evaluation will assess the overall effectiveness of the scheme nationally, including areas of high unemployment, but will not necessarily be able to draw conclusions about these areas in isolation, we aim to publish the findings by the end of this year. In addition, the Restart Scheme Evaluation, published in May 2024 The Evaluation of the Restart Scheme – May 2024, provides analysis of delivery across different Contract Package Areas.