Tag: Department for Work and Pensions

The press release issued by the Department for Work and Pensions on 9 February 2026.

Welfare reforms designed to rebalance the benefits system and support more people into work move forward today, as Universal Credit legislation is laid in Parliament (Monday 9 February).

The system inherited from the previous Government means people receiving Universal Credit for health reasons are paid more than twice as much as a single person looking for work and aren’t given the support to move closer to – or into – jobs.

The reforms – coming into force in April – will tackle these perverse incentives by introducing a lower Universal Credit health element rate of £217.26 per month for new claimants, compared to the higher rate of £429.80.

Those with the most severe, lifelong conditions, those nearing end of life, and all existing Universal Credit health claimants will continue to receive the higher rate.

To give people the support they’ve long been denied, this Government is investing over £3.5 billion in employment support by the end of the decade, ensuring everyone affected by the changes to Universal Credit will be offered personalised help to access the skills they need to progress, move into good, secure jobs, and boost their living standards – building a growing workforce and a growing economy for the future.

And as part of the Government’s focus on tackling the cost of living, the changes will also see almost four million households on the standard rate of Universal Credit receive the first sustained above-inflation increase to the benefit .

The boost is worth around £295 extra this year in cash terms for a single person aged 25 or over, rising to £760 by the end of the decade, and means those who are searching for and in work will have more money in their pocket as they look to get into and on at work.

Work and Pensions Secretary Pat McFadden said:

The benefits system we inherited was rigged with the wrong incentives and wrote people off instead of backing them. We are changing this.

These reforms put more money in the pockets of working people on Universal Credit, while ensuring those who can work get the support they need to do so.

By boosting the standard allowance and investing in proper employment support, we’re building a welfare system that rewards work and offers people a route to a better future.

Over 1,000 Pathways to Work advisers are now based in Jobcentres across England, Wales and Scotland, offering personalised help to people on health-related benefits with no requirement to work – many of whom had no support before.

Tens of thousands have already taken up this support, with 65,000 people expected to benefit this financial year, and the Government is on track to meet its promise that everyone affected by these Universal Credit reforms will be offered personalised help.

Among those who have benefitted is Hayden, who has severe nerve damage in his legs following an accident, and spends hours each morning building up strength just to walk. He had always dreamed of becoming a personal trainer but couldn’t afford the course. With support from his Pathways to Work adviser — including help finding a suitable course and funding for equipment- Hayden begins his PT qualification at the start of February.

Hayden said:

My Pathways to Work adviser saw my potential, not my limitations.

They found me the right course, and made sure I had everything I needed to succeed. I’m now training to become a Personal Trainer – something I never thought possible.

This support has genuinely transformed my future.

It comes alongside a wider support offer that meets sick or disabled people where they are. WorkWell is now rolling out across England supporting up to 250,000 more people, while Connect to Work will provide personalised help for 300,000 people over the next five years.

With 2.8 million people currently out of work due to long-term sickness, these measures are central to the government’s Plan for Change to break down barriers to opportunity and get Britain working.

By supporting more people into work and reducing the health element for new claimants, the reforms are set to save taxpayers £950 million by 2030/31 – delivering fairness for working people and taxpayers alike.

Additional information:

• The Regulations implement provisions set out in the Universal Credit Act 2025.
• Existing claimants will continue to receive the higher LCWRA rate, as well as those meeting the Severe Conditions Criteria or subject to Special Rules for End of Life, no matter when they claim.
• The higher LCWRA rate is set to increase from £423.27 in 2025/56 to £429.80 in 2026/27.
• The boost is worth around £295 extra this year in cash terms or around £110 above inflation for a single person aged 25 or over, rising to £760 in cash terms by the end of the decade or around £250 above inflation.
• A customer currently receiving the LCWRA rate receives more than double the amount of a single customer receiving just the Universal Credit Standard Allowance.

The press release issued by the Department for Work and Pensions on 8 February 2026.

Young people across the country are to benefit from a clearer path into apprenticeships, as the Prime Minister vows to “unlock opportunities for young people across the country” ahead of National Apprenticeship Week.

• New pilots to match ‘near miss’ applicants with similar apprenticeship opportunities in their area set to be rolled out later this year.
• Comes alongside new online platform to give young people clear, accessible information about apprenticeships and career outcomes.
• Overhaul to skills system comes as Government looks to put apprenticeships on a level footing with university degrees.

Young people across the country are to benefit from a clearer path into apprenticeships, as the Prime Minister vows to “unlock opportunities for young people across the country” ahead of National Apprenticeship Week.

The government is set to pilot a university clearance-style system where ‘near miss’ applicants who don’t secure their top choice apprenticeship will be re-directed to similar opportunities in their area.

Delivered in partnership with employers and Mayoral Strategic Authorities who know their skills needs best, this pilot will test how we can re-direct young people to other suitable employers and apprenticeships on their doorstep if they were unsuccessful in their initial applications.

An online platform will bring together information on apprenticeships in one place for young people, many of whom are keen to explore the apprenticeship route but don’t know where to start.

The platform will include new data showing actual earnings and how apprentices have progressed after completing their training, helping young people compare options and understand which apprenticeships lead to lasting careers.

This will mean employers – particularly small and medium-sized businesses – gain access to a stronger pipeline of motivated young talent, helping to close skills gaps

Backed by the Growth and Skills Levy, these measures will help deliver 50,000 more apprenticeships for young people, forming a key step toward the Government’s ambition for two thirds of young people to reach higher-level learning or take up a high-quality apprenticeship.

The government has already made progress in getting more people into apprenticeships with 353,500 apprenticeship starts in the first year of this government – 13,920 more than the year before (2023/24).

Prime Minister Keir Starmer said:

Apprenticeships give young people real experience, real prospects, and a real route into good careers.

But for too long young people have been held back from the opportunities they need to get on in life because of outdated assumptions about how to make it into a successful career.

We’re unlocking opportunities for young people across the country by making it easier and faster to get the skills that matter, so more young people can build a secure life for themselves.

This sits alongside plans announced yesterday to fast‑track apprenticeships, which will dramatically speed up how new courses are created, to keep pace with the industries powering the UK’s growth — from clean energy and advanced manufacturing to digital tech and modern construction.

It also comes as Centrica today announces 500 new apprenticeships in 2026, helping to equip Britain’s next generation of engineers with the skills needed to drive the energy transition.

As part of the two-year programme, apprentices at Centrica will benefit from hands-on training in the latest low-carbon technologies—including heat pumps, EV chargers, solar panels and battery storage.

With access to four of Centrica’s existing award-winning academies plus the new state of the art £35 million Net Zero Training Academy in Lutterworth, Leicestershire, opening in May, they’ll gain real-world experience in full-size eco houses and advanced research labs—learning the skills needed to deliver the homes of tomorrow.

Work and Pensions Secretary Pat McFadden said:

Apprenticeships offer young people the opportunity to earn and learn and are a proven route into good jobs, but too many young people don’t know enough about them.

We’re changing that. Clearer information, better support, and real opportunities to help more young people get into jobs of the future and for those who miss out and will help employers find the talent they need.

And we’re giving those who miss out on their top choice apprenticeship a second chance by matching them with another opportunity in their area – this is good for them and good for businesses.

The Mayor of London Sadiq Khan said:

It’s vital that we provide opportunities for people to develop the skills employers need, helping them into good jobs and in turn growing the economy. Apprenticeships are a key part of this, providing routes into a wide range of sectors and enabling people to learn on the job while earning money.

This new clearing-style service will give young people all the information they need on how to apply for apprenticeships and offer pathways into other opportunities if they miss out on their top choice. With this improved support, more young people will be able to access high quality apprenticeships and in turn lasting careers, helping to close skills gaps and boost our economy.

This week, ministers across government are expected go on visits across the country to champion reforms to boost apprenticeships, back British industry and equip young people with the skills needed to seize the opportunities created by the government’s unprecedented investment in transport, energy, and housing infrastructure projects.

On Monday, the Work and Pensions Secretary will join apprentices and employers at the TfL Apprenticeships Fair, ahead of the first under‑20 train drivers beginning training this spring.

In Bristol, the Employment Minister Diana Johnson will meet young jobseekers and providers at a regional jobs fair, showcasing the growing opportunities across the West of England.

Later in the week, the Minister for Climate will meet apprentices at the Nuclear Skills Academy in Derby, while clean energy careers will be highlighted at the Clean Energy Jobs Fair at Barnsley College, where employers including Octopus and ITM Power will demonstrate new pathways into the energy workforce of the future.

The Department for Work an Pensions and Ministry of Defence are also expected to announce a first of its kind partnership to create direct routes from Jobcentre Plus into Armed Forces careers.

The partnership will highlight the transferable skills the Armed Forces provide, from engineering, cyber and logistics— bringing the MoD and DWP closer together in supporting young people into high‑skill, high‑paying careers.

Too many people currently lack the skills to get into work or progress once in it. With the jobs market evolving faster than ever, the Government is determined to put that right — building a skills and apprenticeship system that supports young people and employers.

The government has already launched a wider drive to boost the opportunities available to young people across the country, including an £820 million investment in the Youth Guarantee and creating 350,000 new training and workplaces and over 360 youth hubs across Great Britain.

By working with businesses, colleges, universities and local leaders — and guided by the Industrial Strategy — the Government will deliver the step‑change needed to prepare the workforce for the future and unlock opportunity across every region.

Yiannis Koursis OBE, CEO, The Bedford College Group, said:

The world of apprenticeships is indeed complex. It requires the individual to have received effective and impartial Careers Education, Information, Advice and Guidance, to know what is on offer, what the differences are between going to College and/or University or undertaking an apprenticeship, what the pay is and how it works, and where to go to access it. The changes will help simplify the system, increase access, and, more importantly, offer chances to more young and adult people to gain meaningful employment in key sectors by matching them with local opportunities. The result will be people not missing out, businesses will get a more organised pipeline of productive candidates, and we get closer to the Government target of 10% of people undertaking higher technical courses or apprenticeships by 2040”.

David Hughes, Chief Executive, Association of Colleges, said:

Apprenticeships are a fantastic route to the world of work for our young people, and colleges across the country work hand-in-hand with employers to design and run courses which are exciting and purposeful for learners. We know that there are far more young people who want to start an apprenticeship than jobs available, so we welcome any activity that makes it easier to join up that demand from young people with employers wanting to offer apprenticeships.

Linda Dean, Chief Commercial and People Officer at Blackpool and The Fylde College, said:

Apprenticeships are a critical and fast-growing route into skilled employment, but the system has not always been easy for young people or business to navigate.

A clearer, more joined-up approach – with better online information on pay, progression and outcomes, and a clearing style route for near-miss applicants – should remove significant barriers. Anything that will help more young people to secure the right opportunity for them, and more businesses to access a wider pool of talent is to be supported and celebrated.

Cllr Tom Hunt, Chair of the LGA’s Inclusive Growth Committee, said:

With their unique connection to local employers and residents, councils will be crucial partners with mayoral strategic authorities in the successful delivery of this new apprenticeship pilot initiative, which will enable areas to better target support.

This unique connection exists in all councils across England, and we are keen to work with Government to ensure this is extended quickly to all areas across the country.

Richard Parker, Mayor of the West Midlands, said:

Apprenticeships change lives. They give young people a route into good jobs, real skills and they build confidence – without having to choose between learning and earning.

This reform is about opening doors that too often stay shut. If a young person is good enough, motivated enough and just misses out first time, the system should help them find another opportunity nearby – not leave them stuck or starting again.

Breaking down these barriers and bringing local leaders into the process puts apprenticeships where they belong – on a par with university and at the heart of opportunity in our region and beyond. I want every young person to be able to live, learn and earn here in the West Midlands.

The press release issued by the Department for Work and Pensions on 7 February 2026.

Young people will be given a quicker route into high-quality jobs on major projects as the Government slashes red tape to fast-track the process.

• Faster approval process to update apprenticeships and develop short courses to address urgent skills needs in major projects
• Reforms come ahead of National Apprenticeship Week to help young people move into high-quality jobs faster while turbocharging growth 
• Bureaucracy tackled to cut apprenticeship approval times from 18 months to as little as three months as government continues drive to help more young people onto apprenticeships   

Young people will be given a quicker route into high-quality jobs on major projects as the Government slashes red tape to fast-track the process.  

As industries evolve, so must the training that prepares people to work in them. Whether it’s new safety standards on building sites or the skills needed to construct and operate the latest offshore wind turbines, apprenticeships need to keep pace.

A new accelerated approach will mean updates to training or development of new short courses can be completed in as little as three months, ensuring the workforce is ready to deliver the major projects that will drive growth.

This forms as part of the Growth and Skills Levy reforms, delivering 50,000 more apprenticeships for young people backed by £725 million funding. These measures will play an integral role towards the Government’s ambition to get two-thirds of young people into higher-level learning or apprenticeships.

The offer will help companies meet their business needs more quickly, while reflecting the Government’s consultation on ensuring companies bidding for major infrastructure contracts contributes to high-quality jobs, skills and apprenticeships. It reinforces the Government’s expectation that investment in workforce development should go hand in hand with delivering major projects and driving growth.

To mark the start of National Apprenticeship Week, Work and Pensions Secretary Pat McFadden visited Cammell Laird shipyard in Birkenhead, to see first-hand how apprenticeships are delivering skilled jobs in advanced manufacturing and engineering. 

Work and Pensions Secretary Pat McFadden said: 

“Britain’s future depends on getting more young people into good jobs with real prospects. These reforms will slash bureaucracy so we can train people faster in the industries where they’re needed most.

“At Cammell Laird, I’ve seen how apprenticeships are delivering the skilled workforce our country needs — from shipbuilding to advanced manufacturing. We’re building on that success with our additional £725 million Growth and Skills Levy investment to create 50,000 new apprenticeships. 

 ”We need to give more young people a faster route into secure, well-paid work by ensuring British businesses have the talent they need to grow.” 

The latest reforms come as the government ramps up support for young people to take up apprenticeships, including through a recent major £725 million investment to pivot the system towards the workforce of the future. They will make the process more agile and responsive to employers’ needs and allow training to be delivered more quickly where employers need skills most. 

As part of the new Major Investment and Infrastructure Service, this will support the delivery of major infrastructure and private investment projects from Northern Powerhouse Rail to new energetic materials factories for UK defence and ensure local people have pathways into new jobs. 

The system will use occupational experts to meet specific needs and will focus on making quick revisions to existing standards, for example updating construction standards in the light of regulatory changes following Grenfell. 

During the visit, the Secretary of State met apprentices working on one of the largest apprenticeship programmes in the UK maritime industry, and visited the local Engineering College, which trains over 100 apprentices a year in partnership with Cammel Laird.  

Cammell Laird is a major UK shipbuilder employing hundreds of apprentices across Merseyside, working closely with local education providers to train the next generation of engineers, welders and project managers. 

David McGinley, Chief Executive Officer of APCL Group said: 

“APCL Cammell Laird was delighted to welcome the Secretary of State for Work and Pensions, Pat McFadden to its facility ahead of National Apprenticeship Week. The Secretary of State’s visit provided APCL with the platform to demonstrate the importance of our award-winning apprenticeship programme to the UK’s industrial capability.

“Our Group is currently supporting over 270 young people in their training across the UK.  APCL Cammell Laird and the wider APCL Group’s shipbuilding and ship repair capability is underpinned by our apprenticeship programme which continues to deliver the next generations of shipbuilders and engineers.

“The ongoing success of our apprenticeship programme is vital if we are to ensure that the UK retains its shipbuilding strength. APCL remains deeply committed to this scheme.”

The new accelerated approach will allow government to move faster where demand is highest, delivering priority updates to apprenticeships more quickly,  while maintaining quality standards — supporting sectors critical to growth, productivity and national infrastructure. 

The announcement comes ahead of the 19th annual National Apprenticeship Week, which focuses on Skills for life. 

Recent reforms to the Growth and Skills Levy will deliver more apprenticeships for young people and help match skills training with local job opportunities. The reforms will support 50,000 new apprenticeships, helping more young people move quickly into secure, well-paid work while supporting employers to grow.  

Employers and training providers are encouraged to engage with Skills England and the Department for Work and Pensions to help shape accelerated apprenticeships, and to make use of the Growth and Skills Levy to invest in their future workforce. 

Nigel Cann, CEO of Sizewell C, said:

“Apprentices are the lifeblood of a project like ours. We’ll be recruiting 1,500 over the course of construction, with 540 of those coming from our host county of Suffolk, and they’ll work across a huge range of roles here.

“Apprenticeships not only help deliver nationally significant projects like Sizewell C, they help meet the skills demand for our industries and offer a vital engine for social mobility in the UK, offering young people opportunities regardless of their background.

“Accelerating routes into apprenticeships means accelerating opportunity, social mobility, and growth here in the UK. So we absolutely welcome the measures announced today by the Work and Pensions Secretary.”

Tania Gandamihardja, Group HR Director at BAE Systems, said:

“We currently have a record 5,100 apprentices in learning and they are critical to our skills pipeline. They enable us to deliver programmes of national importance such as the Global Combat Air Programme, the UK’s next-generation SSN-AUKUS submarines and Type-26 frigates alongside disruptive technologies such as cyber, space and drone capabilities.
“This announcement will accelerate our ability to offer new and updated apprenticeships keeping our people at the forefront of cutting-edge defence technologies. Incorporating the most advanced innovations in apprenticeships will also help us attract the 1,100 apprentices we need to join our company this year. We will work closely with the UK Government to create the new apprenticeship standards to meet the skills needs of the defence sector.”

Becki Robertson, Vice President of Human Resources for Agratas, said:

“Battery manufacturing in the UK is advancing rapidly, and to deliver projects of great scale and ambition like ours, we need people with the right skills, at the right time. 
“This accelerated approach to apprenticeship and short course delivery will make a real difference to our business and the battery sector, providing agility and flexibility to respond to industry developments, and delivering the vital skills we need now and in the future. 
“It will help us maximise apprenticeship pathways for our evolving requirements, develop a talent pipeline and upskill our workforce, supporting us to deliver this critical project at pace.” 

Philippa Burt, HR Director for Hinkley Point C, said:

“We welcome these apprenticeships reforms as they will help boost opportunities for young people at the same time as delivering more effectively the skills needed by major infrastructure projects. 1,700 apprentices have already been trained at Hinkley Point C, helping overcome nationally significant skills gaps in key trades and high growth sectors.

We’ve seen the huge difference apprenticeships make to the lives of young people on our project, growing their careers and confidence. Accelerating access will see many more lives transformed and help build on the skills legacy large projects offer for future growth and industrial capacity.”

Julia Pyke, Clean Power Commissioner and Managing Director of Sizewell C said: 

“Slashing red tape so that more apprenticeships can be created in clean energy companies is great news for communities hosting the infrastructure, and for growing the skilled workforce the country needs for a just transition”

The press release issued by the Department for Work and Pensions on 3 February 2026.

Historic legislation to end the two-child limit and lift hundreds and thousands of children out of poverty has moved a step closer to reality today.

• Legislation to end the two-child limit which would deliver the biggest reduction in child poverty in a single parliament on record, has second reading today.
• Comes as Local Authorities receive £1 billion Crisis and Resilience funds which will prevent families from falling into poverty and crisis.
• All part of the landmark Child Poverty Strategy set to tackle the root causes of poverty and deliver security, opportunity, and respect for families across the UK.

Historic legislation to end the two-child limit and lift hundreds and thousands of children out of poverty has moved a step closer to reality today.

As the bill to scrap the two-child limit reaches second reading stage in Parliament, Local Authorities are preparing to deliver the new £1 billion Crisis and Resilience Fund (CRF) – the most significant investment in local crisis support in a generation, giving families a genuine safety net to help families with the cost of living.

Launching in April and split across Local Authorities throughout England, the Crisis and Resilience Fund is the first time a multi-year settlement will be in place for crisis support, replacing the annual cliff-edge funding cycle with the long-term certainty councils need to plan ahead and deliver lasting change.

The £1 billion Crisis and Resilience Fund will replace the Household Support Fund and brings together Discretionary Housing Payments into a single, streamlined grant. This simplified approach will reduce administrative burden on councils while ensuring families can access the support they need when they need it.

This will allow the fund to act as a genuine safety net to prevent families from falling into poverty by giving Local Authorities the certainty they need to run long-lasting initiatives targeted at the needs of their local area.

Both measures form part of the government’s Child Poverty Strategy, the most ambitious plan to tackle child poverty in a generation. The two-child limit is the biggest single driver of growth in child poverty levels, removing it is the quickest and most cost-effective way to lift 450,000 children out of poverty in the final year of this parliament.

Including measures such as expanded free school meals and free childcare hours, the strategy aims to break the cycle of children growing up in poverty facing worse outcomes in health, education and employment, in turn building a stronger Britain for the future.

Minister for Employment Dame Diana Johnson, said:

“Families deserve support before a crisis hits, not after. By scrapping the two-child limit and launching a £1 billion Crisis and Resilience Fund, we’re giving councils the tools to help families build real financial security.

“Growing up in poverty has a significant impact on health, education and employment and lifting 550,000 children out of these circumstances isn’t just about fairness today, it’s about building a stronger Britain for the future.”

Co-designed with Councils and charities, the Government has released guidance on how the funding could be spent including initiatives to join up local services like debt advice and help to access financial support, helping those who face a shortfall in meeting their housing costs and programmes to ensure children do not go hungry during school holidays.

The Minister for Employment will today (3 February) visit Hope4All in Sunderland, where a community-led food club and advice service has cut local food bank reliance by 40% – demonstrating the importance of local initiatives, run by those who understand the needs of their communities.

Sabine Goodwin, Director of the Independent Food Aid Network, said:

“The eagerly awaited Crisis and Resilience Fund is set to be groundbreaking for households living on low incomes in English local authorities. Its newly published guidance outlines the delivery of effective crisis support via prioritised cash payments enabling choice and dignity as well as the need to help residents build financial resilience through bolstered community support.

“Taking a cash-first approach to poverty, this multi-year funding pot has the capacity to reduce the number of people having to turn to charitable food providers and to help fulfil the Government’s commitment to end mass dependence on emergency food parcels.”

Funding for the CRF has been confirmed until 31 March 2029, a significant shift from short-term emergency pots that limited Councils ability to plan ahead and build joined-up services that that would have a meaningful impact on their local community and result in genuine poverty prevention. The £1 billion package replaces the Household Support Fund and incorporates Discretionary Housing Payments, streamlining support into a single grant. Alongside the guidance, provisional allocations have already been shared with all councils.

Emma Revie, co-chief executive at Trussell, said:

We are delighted to see the Crisis and Resilience Fund launched this year, and to have been able to work with the government and our partners to ensure it is designed to provide effective support for people at risk of needing a food bank. Every day, food banks see how people living on the lowest incomes can be quickly tipped into crisis by an unexpected cost or financial shock such as illness or a job loss. Effective crisis support is crucial to prevent people from falling into severe hardship, so they can still afford the essentials we all need.

The new Crisis and Resilience Fund is a vital step towards ensuring no-one is forced to turn to a food bank to get by, and represents important progress on the government’s manifesto commitment to ending the need for emergency food. We welcome its development, which is based on the evidence and insights from our community of food banks and other experts in the Crisis Support Working Group and we look forward to continuing this work in partnership to help end the need for food banks for good.

The government is also taking wider action to help families by driving down the cost of living with measures including increasing the National Living Wage, cutting an average £150 from household energy bills and freezing rail and prescription charges.

The press release issued by the Department for Work and Pensions on 3 February 2026.

Disabled people are set to benefit from the expertise of some of the world’s tech giants to help make the workplace more accessible to them.

• Government brings together tech giants and disability charities to improve workplace accessibility.
• Discussions explored how emerging technologies can create new job opportunities for disabled people.
• Initiative supports the government’s mission to help people into good jobs.

Disabled people are set to benefit from the expertise of some of the world’s tech giants to help make the workplace more accessible to them.

The Department for Work and Pensions hosted a meeting with big tech companies Google, Meta, Microsoft and Amazon, alongside leading UK disability charities to identify practical ways that cutting-edge technology can remove barriers preventing disabled people from finding and keeping jobs.

Technologies such as screen readers, real-time captioning, and AI-powered visual description tools are already helping disabled employees perform tasks.

It marked the first step in a larger conversation the government wants to see take place around assistive technology breaking down barriers to work and complements wider action to help disabled people into work.

This includes the Connect to Work programme which will help 300,000 sick or disabled people into work by the end of this Parliament, and the government’s engagement with employers following Sir Charlie Mayfield’s Keep Britain Working Review.

Work and Pensions Secretary Pat McFadden said:

We must harness the power of technology to open more opportunities for disabled people to work.

By bringing together the biggest names in tech with those who understand the barriers disabled people face, we can identify the tools and approaches that will help build workplaces that truly support everyone.

This is part of our wider mission to Get Britain Working – investing in employment support and working with employers to create genuinely inclusive workplaces.

Vice President Accessibility and Engagement at Meta Maxine Williams said:

Technology has the power to unlock opportunities for everyone, and we’re committed to building tools that help people live, work, and connect on their own terms.

Our AI-powered wearables are transforming accessibility by providing real-time support that helps people with disabilities navigate work and public spaces independently, unlocking new possibilities for employment and connection.

Chief Executive at Scope Mark Hodgkinson said:

There are a million disabled people who want to work, but many face barriers such as inflexible workplaces, negative attitudes and outdated systems.

We need government, employers, and others to come together to tackle these barriers. To make it easier for disabled people to get in work and stay in work.

The current pace of technological development and growth in the availability of accessibility features is an opportunity which cannot be missed.

The Work and Pensions Secretary brought the groups together to explore how existing accessibility innovations can be more widely adopted in workplaces, and to encourage further collaboration on tools designed specifically for employment settings.

Many common workplace technologies now include effective assistive features, and new tools – such as AI-powered glasses that describe surroundings for visually impaired users – are coming onto the market. However, awareness of these tools varies, and many workplaces may not yet be fully set up to use them.

The discussion was about moving beyond tick boxes to explore practical integration of assistive technology in everyday work.

Director of Workforce Staffing at Amazon Jaqui Sampson said:

At Amazon, creating an accessible workplace goes far beyond simply doing the right thing. It’s about unlocking talent. When barriers are removed and technology is designed inclusively, people are better able to thrive at work.

By working with government and disability organisations, we’re helping to ensure innovations are meaningfully embedded in everyday workplaces. This approach strengthens our teams, broadens opportunity and helps build a more inclusive and resilient workforce across the UK.

Head of Accessibility, Diversity, Equity and Inclusion at Guide Dogs UK Alex Pepper said:

It’s encouraging to see major technology companies coming together to open opportunities in the workplace. Assistive technology can remove barriers at work, but it is not a solution on its own. Without accessible recruitment, the right training and affordability, it risks creating new exclusions. At Guide Dogs, we see technology, human expertise and guide dogs as a blended solution – and the same joined-up approach is essential if workplaces are serious about inclusion.

CEO at Lightyear Foundation Jeff Banks said:

Today’s roundtable was an incredibly valuable opportunity to move beyond broad commitments and focus on how AI and assistive and accessible technologies can be embedded into real working environments.

For deaf, disabled and neurodivergent people, the issue is not whether the technology exists, but whether employers understand it, adopt it well, and involve disabled people in shaping how it is used. Collaboration between government, tech companies and disabled-led organisations will be essential if we are serious about turning innovation into more inclusive employment opportunities in the future.

Director of Policy, Policy Connect, Robert McLaren said:

We know Assistive and Accessible Technology is vital to the success of disabled people – I certainly wouldn’t be able to do my job without these tools. That makes the adoption of this technology, in business and the public sector, one of the great challenges and opportunities for our economy.

CEO at Ability Net Amy Low said:

At AbilityNet we have seen tech advancements in the past 5 years alone blow the doors off the art of the possible when it comes to disability inclusion in the workplace.

This gathering was exciting as in the room we had all the right people – big tech, government departments and third sector representatives, many of us with lived experience of disability and neurodivergence – to mount a collaborative campaign to drive this awareness at every level in an organisation.

CEO at Business Disability Forum Diane Lightfoot said:

Technology is moving at pace. Disabled people need to be involved in the design of AI-powered tools from the very beginning to ensure they are designed inclusively.

Employers must also be at the heart of these conversations to make sure solutions are practical, scalable and meet wider business security and compatibility requirements. By coming together, we can harness the potential of technology to remove barriers in the workplace and beyond.

Additional information:

• Attendees included representatives from Meta UK, Google, Microsoft, Amazon, Lightyear Foundation, Business Disability Forum, AbilityNet, Disability Rights UK, Regional Stakeholder Network, Scope, Guide Dogs, RNID, Global Disability Innovation Hub, Atech Policy Lab.
• A £1 billion government investment has already been announced to help disabled people into employment by the end of the decade. This includes the Connect to Work programme which will help 300,000 sick or disabled people into work by the end of this Parliament.
• The Disability Confident scheme is being overhauled with tougher standards and tailored support for smaller businesses, with 19,000 employers have already signed up.
• A number of early employer adopters will address issues highlighted in the Keep Britain Working Review have also been launched, and the government announced the national expansion of WorkWell across England, which will support up to 250,000 more people with health conditions.
• Nine inactivity trailblazers backed by £125 million are also launching across England and Wales. These bring together health, skills and employment support to help people back into work.

The press release issued by the Department for Work and Pensions on 3 February 2026.

Twelve experts appointed to the steering group for the Timms Review of Personal Independence Payment (PIP).

• Group will work alongside three co-chairs to look at the role of PIP, ensuring it is fair and fit for the future.
• First ever full review of PIP since its introduction will report to Secretary of State in autumn 2026.

Disabled people will have their voices at the centre of the first ever comprehensive review of Personal Independence Payment (PIP) with the appointment of twelve members to its steering group.

The group of appointed members will bring lived experience of disability or long-term health conditions as well as direct experience of working within Disabled People’s Organisations (DPOs).

Their experience spans welfare policy, accessibility and advocacy, and there are members with a background in co-production, governance, and leadership.

The group will provide strategic direction and help set priorities and a work plan for the Timms Review, alongside the Review’s three co-chairs, Minister Sir Stephen Timms, Sharon Brennan and Dr Clenton Farquharson CBE.

Together, they will look at the role of PIP in allowing disabled people to achieve better health and live independent lives; the PIP assessment criteria; and how the assessment could provide access to the right support across the benefits system.

The Timms Review will report to the Secretary of State for Work and Pensions by autumn 2026, with an interim update expected ahead of that.

Minister for Social Security and Disability Sir Stephen Timms said:

Disabled people deserve a system that truly supports them to live with independence and dignity, and that fairly reflects the reality of their lives today.

That’s why we’re putting disabled people at the heart of this Review – ensuring their voices shape the changes that will help them achieve better health, greater independence, and access to the right support when they need it.

We’re delighted to announce the appointment of the steering group members, who alongside myself and the Review’s co-chairs will report back to the Secretary of State in the autumn.

Co-chair Sharon Brennan said:

The group we have chosen shows our commitment to ensuring this review is co produced with people from a diversity of backgrounds including lived and living experience, protected characteristics, geographies and professions.

But 15 people can’t represent everyone, which is why our work will be part of a wider engagement process to ensure we hear from many more voices throughout the review.

Co-chair Dr Clenton Farquharson CBE said:

Personal Independence Payment plays a vital role in enabling disabled people to live independent lives.

This Review will listen closely to lived experience, test whether the system is fair, and ensure PIP reflects the realities of disability in the modern world.

The steering group members are:

• Dr Mark Brookes MBE, Advocacy Lead, Dimensions UK
• George Fielding, Disability rights advocate and Non-Executive Advisor
• Tara Flood, Head of Co-production, London Borough of Hammersmith and Fulham
• Mark Fosbrook, Disability Inclusion Manager, West Midlands Combined Authority
• Ben Geiger, Professor of Social Science and Health, King’s College London
• Katrina Gilman, National Officer for Disability Equality, UNISON
• Jean-André Prager, Senior Fellow, Policy Exchange and Director, Flint Global
• Dr Lucy Reynolds, Chair of Board of Trustees, Disability North, and Founder, We Are All Disabled CIC
• Dr Felix Shi, Lecturer in Management, Bangor University
• Dr Dharshana Sridhar, Head of Public Affairs, Spinal Injuries Association
• Phil Stevens, CEO, Disability Action Haringey, and Chair of the Board of Trustees, Disability Action in Islington
• Leila Talmadge, Founder and former Director, Autistic Knowledge Development CIC

The goal of the Review is to ensure that PIP is fair and fit for the future – reflecting the reality of people’s conditions and their goals and ambitions, and taking account of changes in society since it was first devised and introduced. Since PIP was introduced in 2013, there have been shifting trends in long-term health conditions and disability. More people are living with a disability, but the increase in the number in receipt of disability benefits is double the rate of increasing prevalence among working-age adults in England and Wales.

PIP claims have grown considerably in recent years. In 2019, there were two million working-age people in receipt of PIP. This number grew by 50 percent in the following five years and is set to more than double from two to over four million people by the end of the decade.

The press release issued by the Department for Work and Pensions on 2 February 2026.

Millions of working women will be better off with new measures being introduced to tackle historic gender pension gap.

Millions of women working in local government will see their pensions improve under new reforms coming into force in April, as the government takes action to close the gender pension gap.

These steps will directly benefit working people on the front line, serving school lunches, cleaning buildings, managing libraries, and cleaning streets. 

Measures include making gender pension gap data reporting statutory and making unpaid additional maternity, shared parental and adoption leave automatically pensionable.  

Around three-quarters of the scheme’s near seven million members are women and one of the most significant causes of the gender pension gap is due to maternity leave.  

Making unpaid additional maternity leave automatically pensionable is a critical step that will help close the gender pension gap.   

Minister for Local Government and Homelessness, Alison McGovern said 

It is shocking that this gender imbalance in our pension system has persisted so long, and I am proud that these reforms will help correct this historic inequality.  

These crucial changes will give hard working cleaners, librarians, school cooks and other public servants the security in retirement they deserve.

Minister for Pensions Torsten Bell said:  

For too long, women have been penalised in retirement simply for having children.

These reforms mean that for millions of women working in local government, taking time out to care for a new baby will no longer cost them their pension security.

This is about a pension system that works for modern families and properly values the vital contribution of working women across our public services.

TUC general secretary Paul Nowak said:

Everyone deserves a decent quality of life in retirement, but the gender pension gap means that too many women are pushed into hardship. 

It’s not right. That’s why these measures are an important step forward – they will make a meaningful difference for millions of women working in local government, helping them to build up a decent pension.

It’s now vital we see more action to close the gender pensions pay gap across the whole workforce, including by extending this approach to the rest of the public sector.

Other measures include backdated payments and increased future pension payments to ensure that all surviving partners of eligible members are given the same pension as other survivors regardless of the type of relationship they were in.   

Due to issues with the existing regulations, there have been instances where people in same-sex marriages and civil partnerships have received a more generous pension entitlement than those in opposite-sex marriages and partnerships.  

Under these new reforms, all discrimination on the basis of the sex of those affected will be removed.      

Another reform will remove an age cap currently in place that requires an LGPS member to have died before the age of 75 for their survivor to receive a lump sum payment. 

The government is also taking steps to keep people in the scheme by enhancing data collection on why people opt out, in a bid to ensure as many people as possible benefit.

The press release issued by the Department for Work and Pensions on 14 January 2026.

Sick and disabled people will have more opportunities to move into work following the overhaul of a scheme that will boost living standards and workplace inclusion.

Scheme to help employers recruit and retain disabled people to be reformed – boosting workplace inclusion and living standards as part of Plan for Change.
Reforms to previous Government’s Disability Confident scheme include tailored support for SMEs and greater peer-to-peer support for employers.
New standards to improve scheme for employer and employees will be shaped by the voices of disabled people.
Sick and disabled people will have more opportunities to move into work following the overhaul of a scheme that will boost living standards and workplace inclusion.

The Disability Confident scheme – launched by the previous government in 2016 – has delivered huge variations of support across different UK regions, often overlooking specific local needs and priorities.

While around two thirds of employers agree that joining the scheme had a positive impact on their organisation, the landmark Keep Britain Working review by Sir Charlie Mayfield concluded that while it has many positive aspects it “lacks teeth”.

In response to the review, the Government is taking action to prevent ill-health, support people to stay in work, and help employers build healthier, more resilient workplaces. Overhauling the Disability Confident scheme is a key part of this.

This will involve trialling reforms through employers, alongside the work taking place in the Keep Britain Working Review Vanguards, such as:

The Disability Confident scheme has three levels of commitment – we are reducing the time employers can remain at the entry level from three years to two, and removing the option for them to renew at this level to encourage employers to progress up the scheme.
Tailoring support for SMEs to their needs and capabilities, so that businesses of all sizes can benefit.
Connecting employers together so that they can access peer-to-peer support and share good practice, with practical resources so that they can tap into the scheme’s full potential.
Reflecting the views and voices of disabled people throughout the scheme so that guidance reflects real experiences.
The reforms are aimed at making employers’ experience on the scheme more meaningful and more impactful on their organisations, incentivising them to progress their Disability Confident status and make their workplaces inclusive of disabled talent. This will improve the employment outcomes of disabled people across the country, boosting living standards and helping to get the more than 2.8 million people signed off long-term sick in the UK into secure employment.

Around 19,000 employers are signed up to the current Disability Confident scheme, benefitting an estimated 11 million paid employees in their organisations. By improving the offer to employers, the reformed scheme has the potential to benefit even more employees.

Minister for Social Security and Disability Sir Stephen Timms said:
Disability Confident – with around 19,000 employers signed up – has enormous potential. For too long, though, it has not delivered enough support for disabled people, or for employers who want to recruit, retain and develop disabled people.

That’s why we are improving the scheme, through robust reforms to ensure a better service for all, including through greater support for SMEs and improving access to resources for employers.

This comes alongside our investment of £1 billion a year in employment support by the end of the decade, and our Connect to Work programme which will help 300,000 sick or disabled people into work by the end of the parliament.

Sally Gardner, Business Solutions Manager at Tees Valley Mayoral Combined Authority, welcomed the changes, saying:
Tees Valley Combined Authority supports the proposed reforms to the Disability Confident scheme and welcomes the opportunity to test new approaches that will strengthen the scheme’s impact.

These changes, including tailored support for SMEs and enhanced verification, will help ensure the scheme continues to drive meaningful progress and promote greater inclusivity for businesses in our region.

Tina McKenzie, Policy Chair, Federation of Small Businesses (FSB) said:
Adding a small business-focused track to Disability Confident is a good move, delivering on something that FSB proposed in our 2022 Business Without Barriers report.

Ensuring that the great work done by countless small businesses to support disabled employees can be captured and recognised is an important step, and we look forward to seeing how Disability Confident can be shaped in other ways to make it as relevant and useful to small firms as possible.

The Government will be engaging closely with current Disability Confident scheme members, SMEs, and larger businesses such as The Gym Group who are Disability Confident leaders, as well as the recently announced Independent Disability Advisory Panel to ensure that reforms are both impactful and realistic.

The changes build on the work the Government is doing to unlock work for sick or disabled people including the £1 billion investment in employment support by the end of the decade, and the Connect to Work programme that will support 300,000 into work, alongside the launch of employer-led Vanguards to address issues highlighted in the Keep Britain Working Review.

The press release issued by the Department for Work and Pensions on 14 January 2026.

The Social Security Advisory Committee welcomes 2 new members.

The Department for Work and Pensions (DWP) has appointed the following new members to the Social Security Advisory Committee (SSAC):

Richard Machin
Owen McCloskey

Both have been appointed to serve a five-year term, starting on 1 January 2026.

Confirming the appointments, DWP Minister of Lords, Baroness Sherlock OBE, said:

Richard and Owen bring a wealth of expertise and fresh perspectives that will strengthen the Committee’s ability to provide insightful and balanced advice. Their experience will be invaluable as we continue to shape policies that make a real difference to people’s lives.

Dr Stephen Brien, Chair of SSAC, added:

I am delighted to welcome Richard and Owen to the Committee. Their impressive skills and diverse viewpoints will enrich our discussions and help us tackle the complex issues that affect so many in society. I look forward to working closely with them as we continue our important work.

About the Committee

Established in 1980, the Social Security Advisory Committee is an independent statutory body. It provides advice to the Secretary of State for Work and Pensions on proposals for the amendment of secondary legislation and on general social security matters.

The Commissioner for Public Appointments regulates all appointments made to SSAC by the Secretary of State. All such appointments are made in accordance with the Governance Code for Public Appointments.

SSAC members receive a daily fee of £256.80, for a time commitment of 2 to 3 days a month.

About the appointees

Richard Machin

Richard is an experienced social policy academic and Associate Professor at Nottingham Trent University, with a background in welfare rights, social security, and policy research. He has extensive expertise in social welfare law, poverty, and the impact of social security reforms. His recent research has focused on the effects of COVID-19 on low-income households, leading to his appointment as an expert witness at the COVID-19 Inquiry.

Richard has worked in local government, the voluntary and advice sectors. He is a Trustee for the Church Action on Poverty and actively contributes to national policy debates on social security and poverty combining academic insight with practical experience in welfare rights and money advice.

Richard has been appointed from 1 January 2026 to 31 December 2030.

Owen McCloskey

Owen is a practicing solicitor who specialises in social security and is currently serving as the Head of Social Security at Law Centre NI. In this role Owen supervises a team that provides advice and representation in complex matters that help provide a wider understanding of the law. With extensive experience, including test case litigation, Owen has a background in the development of accessible training materials and supervising volunteer representatives in Social Security appeals.

His academic qualifications include a law degree and a Master’s degree in criminology, and he has contributed to various forums and publications aimed at improving social security and benefits decision-making.

Owen is a Justice First Fellow who is committed to using legal education to promote access to justice. He provides teaching at both universities in Northern Ireland supporting the clinical legal experience of law students. Owen is also an independent member of the Social Security Standards Committee in Northern Ireland.

Owen has been appointed from 1 January 2026 to 31 December 2030.

The press release issued by the Department for Work and Pensions on 12 January 2026.

An expert adviser has been appointed to support the government’s mission to unlock opportunities and drive economic growth through adult skills policy.

An expert adviser has been appointed to support the government’s mission to unlock opportunities and drive economic growth through adult skills policy.

The Secretary of State for Work and Pensions has appointed Praful Nargund as a skills policy adviser. He will help the government maximise the impact of adult skills policy in England following its transfer to the Department for Work and Pensions.

The part-time unpaid appointment starts in January 2026 and will last for 6 months, with the option to extend.

Praful is the founder and director of the Good Growth Foundation, a think tank focused on inclusive economic policies. Previously, he sat on Labour’s Council of Skills Advisors, which worked to better prepare individuals for the workforce.

Established processes for the declaration and management of interests have been followed.

Additional information

Terms of Reference: Praful Nargund

1. Role: Praful Nargund is appointed as the DWP Secretary of State’s Skills Adviser.
2. Duration: The appointment will begin on 12 January 2025 and will conclude on 10 July 2025, with the possibility of extension.
3. Role specification: The postholder will work with civil servants and Special Advisers on the policy underpinning DWP’s Skills agenda, with a particular focus on growth. This will include supporting the Secretary of State to make best use of the transfer of adult skills policy for England into DWP in relation to unlocking opportunities that support the Government’s goal to increase opportunity and drive economic growth. Working with academics, economists and other expert stakeholders on how to maximise growth, economic investment and returns. They will also consider how to ensure the skills agenda supports our labour market objectives of creating opportunities for participation, progression, and productivity. The postholder will also work with Ministers, Special Advisers and officials to strengthen stakeholder relationships and with other government departments with an interest in adult skills.
4. Resources: The postholder is unpaid and will work in the department a minimum of 2 days a week. They will work closely with civil servants across the relevant parts of the department.
5. Governance and ways of working: The postholder will work closely with officials on a confidential basis, having access to relevant official and Ministerial papers. The postholder will update the Secretary of State as required.
6. Conflicts of interest: A full declaration of interest process has been conducted in the usual way for direct ministerial appointments. appointments and mitigations have been agreed to minimise any potential, actual or perceived conflicts. The postholder will comply with the measures and mitigations set out by DWP’s Permanent Secretary, with support from the Propriety and Ethics Team if required.

Job Description

The postholder will seek to:

• Ensure DWP Secretary of State has access to high quality advice on growth, which to inform and embed the new policy area of adult skills and to use this to inform and complement the wider context of DWP’s work on the labour market.
• Enhance DWP’s skills engagement with academics, economists and other expert stakeholders.
• Drive and support innovative thinking in terms of how adult skills can help the government to increase opportunity and drive economic growth.