Informal observations during an assessment for claims to Personal Independence Payment can be a useful tool in assessing functional capability. They can reveal abilities and limitations not mentioned in the claimant questionnaire, supporting evidence or during the history-taking for the consultation. They may also show discrepancies between the reported need and the actual needs of the claimant.

Informal observations included in a health professional’s assessment report to DWP are considered alongside all other available evidence including evidence from professionals who may have observed the claimant more regularly to determine entitlement. As informal observations are a useful addition to an assessment, we have no intention to end their use, including for those people with MS or other fluctuating conditions.

The Secretary of State has complied with his duties under the Equality Act 2010 in respect of the policies announced within the PM's speech. We will continue to consider equalities impacts and take any decisions about publication as policies develop.

The Department for Work and Pensions is committed to meeting its obligations under the Equality Act 2010, and has considered equality impacts in the policies announced in the Prime Minister’s speech on welfare of 19 April 2024. This will be kept under regular review as each policy develops.

We carefully considered the Work Capability Assessment consultation responses and feedback from our public events and engagement. We received over 1,300 written responses, including from disabled people and people with health conditions, as well as the organisations that represent and support them.

We do not have an estimate of the proportion that were in favour of any of the proposals.

It is not possible to produce a robust estimate of the impact of the changes to Work Capability Assessments on levels of poverty for disabled people or people with or health conditions. The overall financial impacts of these measures on individuals have been considered in taking decisions on the Work Capability Assessment (WCA), alongside consideration of the responses to the consultation.

The Office for Budget Responsibility have published their assessment of the numbers that they expect to be affected by the changes and HMT have also published the impacts in their policy costing note that accompanies the Autumn Statement. We aim to publish an Impact Assessment in due course.

The cost of being connected online can be a barrier for low income households. DWP has worked with DCMS and Ofcom to influence broadband providers to support extending eligibility for new broadband social tariffs to low income households. As a result some broadband providers have made their new social tariffs available to all UC claimants and other means tested benefits. These social tariffs provide good speed, unlimited data and are available at a reduced price for those eligible. DWP is working with Ofcom to promote awareness of these social tariffs to our stakeholders and Work Coaches throughout our Jobcentre Plus network who can then signpost claimants to them.

Where an out of work claimant of working age is engaging with a Work Coach to gain suitable employment the Work Coach can consider using the Flexible Support Fund to address the claimants barriers to employment. This includes providing devices and connections to get online.

Jobcentre Plus Work Coaches can provide support to working age out of work claimants who are not online by procuring devices, and connections including 6 months broadband connection in the home for eligible jobseekers through the Flexible Support Fund, where the Work Coach assess that this barrier is stopping the claimant progressing in their labour market journey.

We continue to work with DCMS and Ofcom to influence the market to address barriers to digital exclusion.

The cost of being connected online can be a barrier for low income households. DWP has worked with DCMS and Ofcom to influence broadband providers to support extending eligibility for new broadband social tariffs to low income households. As a result some broadband providers have made their new social tariffs available to all UC claimants and other means tested benefits. These social tariffs provide good speed, unlimited data and are available at a reduced price for those eligible. DWP is working with Ofcom to promote awareness of these social tariffs to our stakeholders and Work Coaches throughout our Jobcentre Plus network who can then signpost claimants to them.

Where an out of work claimant of working age is engaging with a Work Coach to gain suitable employment the Work Coach can consider using the Flexible Support Fund to address the claimants barriers to employment. This includes providing devices and connections to get online.

Jobcentre Plus Work Coaches can provide support to working age out of work claimants who are not online by procuring devices, and connections including 6 months broadband connection in the home for eligible jobseekers through the Flexible Support Fund, where the Work Coach assess that this barrier is stopping the claimant progressing in their labour market journey.

We continue to work with DCMS and Ofcom to influence the market to address barriers to digital exclusion.

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

Throughout the pandemic, HSE has encouraged businesses to manage risks in order to reduce the transmission of COVID-19 in workplaces; including through the provision of detailed guidance (https://www.hse.gov.uk/coronavirus/working-safely/index.htm). This includes guidance on the importance of cleaning, hygiene and handwashing, providing adequate ventilation and social distancing (to note, measures on social distancing are subject to imminent change due to the easing of restrictions across the UK).

HSE and Local Authorities use a range of interventions to influence, encourage and advise business and, where necessary, hold to account those who fail to meet their responsibilities. Throughout the pandemic, HSE has engaged with businesses through the three stage Spot Check process which includes phone calls and, where face to face contact is necessary, site visits. Determining whether businesses have implemented the controls identified by this risk assessment is a central part of the process.

Employers’ health and safety responsibilities include taking reasonable steps to protect all workers and others from the risk of transmission of COVID-19 in connection with their work activities. As these control measures apply to all workers, regardless of their relative levels of vulnerability or the potential outcome, there are no expectations of additional control measures for Clinically Extremely Vulnerable (CEV) workers or the need for individual risk assessments.

The Health and Safety Executive (HSE) advises employers to have individual discussions with their CEV employees about any workplace concerns and understand what is in place to protect them. There is specific guidance on the HSE website to support employers to do this https://www.hse.gov.uk/coronavirus/working-safely/protect-people.htm

Throughout the pandemic, HSE has encouraged businesses to manage risks in order to reduce the transmission of COVID-19 in workplaces; including through the provision of detailed guidance (https://www.hse.gov.uk/coronavirus/working-safely/index.htm). This includes guidance on the importance of cleaning, hygiene and handwashing, providing adequate ventilation and social distancing (to note, measures on social distancing are subject to imminent change due to the easing of restrictions across the UK).

HSE and Local Authorities use a range of interventions to influence, encourage and advise business and, where necessary, hold to account those who fail to meet their responsibilities. Throughout the pandemic, HSE has engaged with businesses through the three stage Spot Check process which includes phone calls and, where face to face contact is necessary, site visits. Determining whether businesses have implemented the controls identified by this risk assessment is a central part of the process.

Employers’ health and safety responsibilities include taking reasonable steps to protect all workers and others from the risk of transmission of COVID-19 in connection with their work activities. As these control measures apply to all workers, regardless of their relative levels of vulnerability or the potential outcome, there are no expectations of additional control measures for Clinically Extremely Vulnerable (CEV) workers or the need for individual risk assessments.

The Health and Safety Executive (HSE) advises employers to have individual discussions with their CEV employees about any workplace concerns and understand what is in place to protect them. There is specific guidance on the HSE website to support employers to do this https://www.hse.gov.uk/coronavirus/working-safely/protect-people.htm

Since the start of the pandemic, the Health and Safety Executive (HSE) has carried out more than 300,000 interventions to check how businesses are implementing measures to reduce transmission of covid-19 at their sites. This includes carrying out 282,745 covid-19 spot checks, responding to 22,486 workplace covid-19 concerns and 712 covid-19 outbreaks.

Specific data relating to which of these interventions relates to the provision of Covid-secure workplaces for clinically extremely vulnerable employees, is not collated centrally. However, I can confirm that where inspectors identify that dutyholders have not provided a covid-19 secure workplace, including for clinically extremely vulnerable workers, they will take action to ensure compliance, either by providing verbal advice, issuing written correspondence or serving an enforcement notice

As at 16 July 2021, in relation to all covid-19 matters, inspectors have taken action against dutyholders in 13,483 cases, including 11,063 cases resulting in verbal advice, 2,113 in written correspondence and 307 in notices.

Note: Figures were obtained from HSE’s live operational database and are subject to change, e.g., as there can be a delay of up to ten working days before information is uploaded onto the system.

There are presently no plans to expand the Kickstart Scheme outside of the current eligibility criteria.

The Child Maintenance Service DNA testing process requires the person attending the DNA sampling to provide photographic evidence and the DNA test sampler to verify that the person attending is the person in the photo. The photos are retained in case of future challenge.

If a negative DNA test result is challenged, it is referred to the Financial Investigation Unit’s Criminal Division for investigation.

Those found to be abusing the system are subject to the full extent of our enforcement powers and the Child Maintenance Service will pursue these, where appropriate.

The purpose of the Child Maintenance Service is to facilitate the payment of child maintenance between separated parents. Paying parents are still expected to pay child maintenance. This was the case during the COVID-19 public health emergency and it remains the expectation as the UK gradually transitions into a post-COVID lockdown phase.

Where payments have been missed we have asked parents to report the changes via the self-service portal.

In order to ensure that receiving parents do not lose out in the long run, we are updating cases with notified changes. Where payments have been missed the Service is taking action to re-establish compliance and collect any unpaid amounts that may have accrued.

Those found to be abusing the system are subject to the full extent of our enforcement powers and the Child Maintenance Service will pursue these, where appropriate.

There is no plan for any such assessment. The purpose of the Child Maintenance Service is to facilitate the payment of child maintenance between separated parents.

No one should use the pandemic as an excuse to avoid their child maintenance payments. Where paying parents experience a change in income, we can review their case and check if the amount paid should change. If it does not, they should continue to make payments.

We know the majority of parents take their responsibilities extremely seriously and will do what is needed to ensure their children are supported.

The Child Maintenance Service does not record this data as there is no facility on the Child Maintenance System to record instances when a Deduction from Earning Request has been rejected by MoD or where an administrative error occurred.

As the information requested is not collated centrally it would require examination of individual cases and could only be provided at disproportionate cost.

Child Maintenance statistics are published quarterly and the latest statistics to March 2020 are available here:

https://www.gov.uk/government/collections/statistics-on-the-2012-statutory-child-maintenance-scheme

Statistics covering the second quarter of 2020 will not be published until September 2020.