The working day turnaround for Maternity Allowance claims averaged 55 working days up to the end of September 2019 and increased to 60 days by 15 October 2019.

Statistics on average weekly earnings growth are published by the independent Office for National Statistics.

In August 2010, real (total) pay fell by 0.5%. In August 2019 the real (total) pay growth was 1.9% - an increase in the rate of real wage growth of 2.4 percentage points.

The highest real (total) pay growth, between Aug 10 – Aug 19, was in Aug 15 (2.6%).

Under the Triple Lock the basic State Pension and the full rate of the new State Pension will be raised the highest of: the rise in prices, the rise in earnings or 2.5%. The relevant measure for earnings is the year-on-year change in Average Weekly Earnings (AWE) from May to July published by the ONS in October, standing at 3.9%

The number of passports revoked by Child maintenance Service is 4. This is clerically derived data, and therefore as with all clerically derived data, is subject to caveat.

Service transformation is one of the Department for Work and Pensions’ strategic objectives. Accountability is shared between the Director General for Digital and the Director General for Service Excellence. It is coordinated through the Service Transformation Board which provides governance for service improvements as well as the strategic approach to the digitalisation of the Department’s services. The work is championed across the Department, including via Transformation Portfolio Managers and Digital product owners.

The Government is committed to ensuring that the honours system is fully representative of UK society. The proportion of women and people from ethnic minorities receiving recognition on each honours list is available on GOV.UK, as is a breakdown of ethnicities of recipients, published on the Ethnicity Facts and Figures website at https://www.gov.uk/government/statistics/honours-recipients-by-ethnicity. Information on ages is not correlated with other diversity factors. We also publish the proportion of honours by independent committee on GOV.UK. The numbers of honours recipients in the Department for Work and Pensions are small and vary from year to year.

No one should suffer unfair treatment because of their gender. Every year International Men’s Day offers an opportunity to highlight how outcomes for men and boys can be improved and to talk about some of the important work going on every day across Government to do this.

The work ranges from the introduction of shared parental leave, which allows men to take time away from the workplace and bond with their new children, benefitting that crucial long-term relationship for both parent and child, to our programme tackling LGBT bullying in schools which seeks to protect those who may be victimised by outdated and stereotypical ideas of what it means to be a ‘real man’.

Government is also working with local authorities to ensure their suicide prevention plans support more men, and in the Domestic Abuse Bill we propose to create a statutory definition of domestic abuse that makes clear men also can be victims of this abhorrent crime.

In DWP we have a series of national events taking place over the coming weeks to mark International Men’s Day. DWP have partnered with external organisations (The Good Lad initiative and Springboard Consultancy) to give a platform to raise awareness of the challenges that men face in life and raising awareness of men’s wellbeing. We have also invited DWP senior positive role models to talk about their journey, DWP User Researchers to talk about the issues that impact on men at work and the DWP Women’s Network to lead a session on allies and how allies benefit us all.

The recovery plan is to return to the aim of clearing Maternity Allowance claims within 24 working days.

In this case emergency cases are considered to be:

• Victims of Domestic Violence
• Homelessness
• Risk of eviction.

However, each case is considered on it’s own merit, taking into account an individual’s circumstances, age of claim etc.

The 52-week In-Work Progression Trial Impact Analysis was published on 12^th September 2018 on GOV.UK. In the trial, the Frequent support group had Work Coach appointments every fortnight, while the Minimal support group only ever had two appointments in total.

i) Gender

The 52-week point-in-time progression measure for males was an additional £4.21 per week for the Frequent support group relative to the Minimal support group. For females, the point-in-time progression measure was an additional £5.99 per week for the Frequent support group relative to the Minimal support group. These progression estimates were calculated from samples and the difference of £1.78 is not statistically significant. The conclusion is that there does not appear to be evidence of a difference in progression between genders.

The 78-week point-in-time progression measure for males was an additional £1.34 per week for the Frequent support group relative to the Minimal support group. For females, the point-in-time progression measure was an additional £6.14 per week for the Frequent support group relative to the Minimal support group. Again, these estimates are based on samples and the difference of £4.80 is not statistically significant. The conclusion is that there does not appear to be evidence of a difference in progression between genders.

ii) Ethnicity

The Department holds some data about ethnicity. Of the self-reported ethnic backgrounds, 82% of trial participants were of a White background; 6% of participants were of a Black/African/Caribbean background; 5% were of an Asian background and 7% were made up of other ethnic backgrounds.

The Department has not calculated ethnicity sub-group progression measures. The small sample sizes in all other ethnicity groups, with the exception of the White background group, means that any comparisons of progression would not lead to statistically robust conclusions.

The independent Office for National Statistics (ONS) use the Labour Force Survey (LFS) to provide estimates for the number of people in employment on contracts that do not guarantee minimum hours (known as ‘zero hours’ contracts’). This data is available for the Oct-Dec quarter only for each year from 2010 to 2018 and is set out in the table below.

Table: Level and rate of people aged 16 and over on zero-hours contracts October to December each year

ONS advise that the increased media coverage of zero-hours’ contracts arrangements in the latter half of 2013 may have affected the response to this question by raising awareness of this existing type of contractual arrangement. The ONS therefore advise not to compare pre- and post-2013 data.

Data for England, Northern Ireland, Scotland and Wales and the English regions has been published every six months by ONS for since 2016. However, because the data is drawn from a survey, many of these sub-UK breakdowns are considered too unreliable for practical purposes. Regional data and guidance on its reliability can be found in tab 4 of table EMP17 published here:

https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/datasets/emp17peopleinemploymentonzerohourscontracts/current

The Secretary of State has not had any recent discussions on this matter. The Health and Safety Executive is currently investigating the reasons for the evacuation of the Thistle oil platform. While the investigation is on-going it would be inappropriate to comment further.

The Health and Safety Executive is currently investigating the reasons for the evacuation of the Thistle oil platform. While the investigation is on-going it would be inappropriate to comment further.

The offshore regulatory regime does not place duties on the Health and Safety Executive (HSE) to carry out mandatory inspections. HSE inspects duty holders’ arrangements for managing major accident risks. HSE carried out an inspection of EnQuest’s management of the structural integrity of its Thistle installation in December 2018. Based on the results of the inspection, HSE had planned a follow-up inspection for November 2019. This follow up has been postponed because of the need to investigate the structural integrity issues that led to the evacuation of the workers on 21 October 2019.

The Health and Safety Executive’s (HSE) last planned inspection of EnQuest’s management of the safety of its subsea structures was in December 2018. Following that inspection, HSE had planned an inspection in November 2019 to evaluate the progress EnQuest had made with its subsea structural analyses and monitoring arrangements. However, this has been postponed as HSE is currently investigating the reasons for the evacuation of EnQuest’s Thistle installation. The investigation findings will inform HSE’s future inspections with EnQuest.

The Health and Safety Executive’s (HSE) investigations into both incidents are on-going and have included mobilisation of multi-discipline investigation teams to each installation. The investigations have already required HSE to serve enforcement notices on each of the installations’ respective duty holders. Enforcement notices are published on HSE’s website nine weeks after they are served, unless the duty holder appeals the notices at an Employment Tribunal.

The Health and Safety Executive (HSE) and trade unions are members of Step Change in Safety (SCiS) which meets regularly to discuss the safety of the workforce in the offshore sector. In September 2019, an event was organised by SCiS to recognise the influence of the elected safety representatives on offshore safety in the 30 years since legislation was enacted mandating their appointment at all installations in the UKCS. HSE provided speakers and logistical support for this event. The event was attended by over 300 people. It was also live broadcasted worldwide, enabling workers on offshore installations and regulators from other countries to participate.

HSE officials engage with industry leaders through its membership of Oil and Gas UK (OGUK). At OGUK’s annual safety conference in November 2019, industry leaders will be making a formal commitment to improve their Process Safety Leadership. HSE’s Chair will be speaking at that conference, setting out his expectations for industry leaders, including the need to improve their Process Safety Leadership for the management of major hazard risks.

I refer the Hon Member to the answer given to PQ 4936 in which I give details, published by the Office for National Statistics (ONS), of the number of people whose usual weekly hours are less than six hours, and between 6 and 15 hours. Details are not available for the number of people working less than 16 hours who wanted to work more in each of the last 10 years.

ONS does publish some related data: 1) the number of people in employment who want to work more hours, are available for work and are currently working below the hours threshold (40 hours a week for those under 18, 48 hours a week for those aged 18 or over), and 2) people working part-time who gave the reason as “could not find full-time job” as reason for working part-time. The tables below give extracts from the ONS published data, however, both these data series will include both those working less than, and more than, 16 hours a week.

Table 1: The number of people in employment who want to work more hours, are available for work and are currently working below the hours threshold

Source: Table EMP16, ONS, Labour Force Survey

Table 2: Part-time workers who gave the reason as “could not find full-time job” as reason for working part-time

Source: Table EMP01NSA, ONS, Labour Force Survey

At UK level people in full-time work have made up over three quarters of the overall increase in employment since 2010.

We have not had any discussions with representatives from the Local Government Association on the adequacy of health and safety registration procedures in relation to hair salons.

All clients, regardless of their role within the scheme, have the right to request a decision be reconsidered by the Child Maintenance Service (CMS). Mandatory reconsideration rights only apply to decisions relating to child maintenance liability. The standard timescale in which a revision may be requested is within 30 days of the date of notification of the decision. Our policy is that a mandatory reconsideration will only happen once in respect of any particular decision, after which a client accrues the right to appeal to an independent tribunal.

If a client requests a mandatory reconsideration, their child maintenance liability will remain in place as usual until a decision is made. Where a mandatory reconsideration or appeal is ongoing, the Service will continue to attempt collection of any debt that is not covered by the appeal. The CMS may make a decision to suspend enforcement action on debt which is subject to an appeal, as this may result in reimbursement for the amount collected.

Prior to April 2018 Maternity Allowance was processed at Wrexham Benefit Centre and Chesterfield Benefit Centre.