The Department for Work and Pensions has published management information on the number of claimants referred to and who attended the Jobcentre Plus Midlife MoT group sessions since the launch of the policy in January 2023 to June 2025. See “Jobcentre Plus Midlife MOT Group Sessions, January 2023 to June 2025”. Table 1 below provides a yearly breakdown of these figures. Providing data beyond June 2025 would exceed the cost limits in answering Parliamentary Questions.

Table 1 – Number of referrals and attendees to JCP Midlife MoT group sessions

Table 2 below shows an age breakdown of the volumes of individuals referred to and who attended a JCP Midlife MOT group session during January 2023 to June 2025. Providing data beyond June 2025 and by individual year would exceed the cost limits in answering Parliamentary Questions.

Table 2 Age group breakdown of referrals and starts to JCP Midlife MoT group sessions, January 2023 to June 25

The DWP Midlife MOT website and the JCP Midlife MOT group sessions cover similar topics but are not directly comparable in terms of content. Figures for the two policies are as follows. From January 2024 to June 2025 there have been 85,142 individuals referred to and 64,105 individuals who have attended a Jobcentre Plus Midlife MoT group session.

Figures for the number of visitors to the DWP Midlife MoT website have been published as part of the evaluation of the DWP Midlife MoT website, see “Evaluation evidence from policies aimed at claimants aged 50 plus”. This report provides figures from Nov 2023 to March 2026. During this period the website was accessed by users 59,968 times by a total of 38,554 individuals. The evaluation did not collect any data on whether visits to the DWP Midlife MOT website influenced users’ behaviour. Providing further data on the JCP Midlife MoT group sessions and the DWP Midlife MoT website would exceed the costs limits for answering Parliamentary Questions.

DWP has published an evaluation of the Private Sector Midlife MOT scheme. See “Private Sector Midlife MOT Pilots qualitative research interim findings”. Low employer and participant uptake resulted in the pilots concluding early.

The Department for Work and Pensions has published management information on the number of claimants referred to and who attended the Jobcentre Plus Midlife MoT group sessions since the launch of the policy in January 2023 to June 2025. See “Jobcentre Plus Midlife MOT Group Sessions, January 2023 to June 2025”. Table 1 below provides a yearly breakdown of these figures. Providing data beyond June 2025 would exceed the cost limits in answering Parliamentary Questions.

Table 1 – Number of referrals and attendees to JCP Midlife MoT group sessions

Table 2 below shows an age breakdown of the volumes of individuals referred to and who attended a JCP Midlife MOT group session during January 2023 to June 2025. Providing data beyond June 2025 and by individual year would exceed the cost limits in answering Parliamentary Questions.

Table 2 Age group breakdown of referrals and starts to JCP Midlife MoT group sessions, January 2023 to June 25

The DWP Midlife MOT website and the JCP Midlife MOT group sessions cover similar topics but are not directly comparable in terms of content. Figures for the two policies are as follows. From January 2024 to June 2025 there have been 85,142 individuals referred to and 64,105 individuals who have attended a Jobcentre Plus Midlife MoT group session.

Figures for the number of visitors to the DWP Midlife MoT website have been published as part of the evaluation of the DWP Midlife MoT website, see “Evaluation evidence from policies aimed at claimants aged 50 plus”. This report provides figures from Nov 2023 to March 2026. During this period the website was accessed by users 59,968 times by a total of 38,554 individuals. The evaluation did not collect any data on whether visits to the DWP Midlife MOT website influenced users’ behaviour. Providing further data on the JCP Midlife MoT group sessions and the DWP Midlife MoT website would exceed the costs limits for answering Parliamentary Questions.

DWP has published an evaluation of the Private Sector Midlife MOT scheme. See “Private Sector Midlife MOT Pilots qualitative research interim findings”. Low employer and participant uptake resulted in the pilots concluding early.

The Department for Work and Pensions has published management information on the number of claimants referred to and who attended the Jobcentre Plus Midlife MoT group sessions since the launch of the policy in January 2023 to June 2025. See “Jobcentre Plus Midlife MOT Group Sessions, January 2023 to June 2025”. Table 1 below provides a yearly breakdown of these figures. Providing data beyond June 2025 would exceed the cost limits in answering Parliamentary Questions.

Table 1 – Number of referrals and attendees to JCP Midlife MoT group sessions

Table 2 below shows an age breakdown of the volumes of individuals referred to and who attended a JCP Midlife MOT group session during January 2023 to June 2025. Providing data beyond June 2025 and by individual year would exceed the cost limits in answering Parliamentary Questions.

Table 2 Age group breakdown of referrals and starts to JCP Midlife MoT group sessions, January 2023 to June 25

The DWP Midlife MOT website and the JCP Midlife MOT group sessions cover similar topics but are not directly comparable in terms of content. Figures for the two policies are as follows. From January 2024 to June 2025 there have been 85,142 individuals referred to and 64,105 individuals who have attended a Jobcentre Plus Midlife MoT group session.

Figures for the number of visitors to the DWP Midlife MoT website have been published as part of the evaluation of the DWP Midlife MoT website, see “Evaluation evidence from policies aimed at claimants aged 50 plus”. This report provides figures from Nov 2023 to March 2026. During this period the website was accessed by users 59,968 times by a total of 38,554 individuals. The evaluation did not collect any data on whether visits to the DWP Midlife MOT website influenced users’ behaviour. Providing further data on the JCP Midlife MoT group sessions and the DWP Midlife MoT website would exceed the costs limits for answering Parliamentary Questions.

DWP has published an evaluation of the Private Sector Midlife MOT scheme. See “Private Sector Midlife MOT Pilots qualitative research interim findings”. Low employer and participant uptake resulted in the pilots concluding early.

The Department for Work and Pensions has published management information on the number of claimants referred to and who attended the Jobcentre Plus Midlife MoT group sessions since the launch of the policy in January 2023 to June 2025. See “Jobcentre Plus Midlife MOT Group Sessions, January 2023 to June 2025”. Table 1 below provides a yearly breakdown of these figures. Providing data beyond June 2025 would exceed the cost limits in answering Parliamentary Questions.

Table 1 – Number of referrals and attendees to JCP Midlife MoT group sessions

Table 2 below shows an age breakdown of the volumes of individuals referred to and who attended a JCP Midlife MOT group session during January 2023 to June 2025. Providing data beyond June 2025 and by individual year would exceed the cost limits in answering Parliamentary Questions.

Table 2 Age group breakdown of referrals and starts to JCP Midlife MoT group sessions, January 2023 to June 25

The DWP Midlife MOT website and the JCP Midlife MOT group sessions cover similar topics but are not directly comparable in terms of content. Figures for the two policies are as follows. From January 2024 to June 2025 there have been 85,142 individuals referred to and 64,105 individuals who have attended a Jobcentre Plus Midlife MoT group session.

Figures for the number of visitors to the DWP Midlife MoT website have been published as part of the evaluation of the DWP Midlife MoT website, see “Evaluation evidence from policies aimed at claimants aged 50 plus”. This report provides figures from Nov 2023 to March 2026. During this period the website was accessed by users 59,968 times by a total of 38,554 individuals. The evaluation did not collect any data on whether visits to the DWP Midlife MOT website influenced users’ behaviour. Providing further data on the JCP Midlife MoT group sessions and the DWP Midlife MoT website would exceed the costs limits for answering Parliamentary Questions.

DWP has published an evaluation of the Private Sector Midlife MOT scheme. See “Private Sector Midlife MOT Pilots qualitative research interim findings”. Low employer and participant uptake resulted in the pilots concluding early.

The Department for Work and Pensions has published management information on the number of claimants referred to and who attended the Jobcentre Plus Midlife MoT group sessions since the launch of the policy in January 2023 to June 2025. See “Jobcentre Plus Midlife MOT Group Sessions, January 2023 to June 2025”. Table 1 below provides a yearly breakdown of these figures. Providing data beyond June 2025 would exceed the cost limits in answering Parliamentary Questions.

Table 1 – Number of referrals and attendees to JCP Midlife MoT group sessions

Table 2 below shows an age breakdown of the volumes of individuals referred to and who attended a JCP Midlife MOT group session during January 2023 to June 2025. Providing data beyond June 2025 and by individual year would exceed the cost limits in answering Parliamentary Questions.

Table 2 Age group breakdown of referrals and starts to JCP Midlife MoT group sessions, January 2023 to June 25

The DWP Midlife MOT website and the JCP Midlife MOT group sessions cover similar topics but are not directly comparable in terms of content. Figures for the two policies are as follows. From January 2024 to June 2025 there have been 85,142 individuals referred to and 64,105 individuals who have attended a Jobcentre Plus Midlife MoT group session.

Figures for the number of visitors to the DWP Midlife MoT website have been published as part of the evaluation of the DWP Midlife MoT website, see “Evaluation evidence from policies aimed at claimants aged 50 plus”. This report provides figures from Nov 2023 to March 2026. During this period the website was accessed by users 59,968 times by a total of 38,554 individuals. The evaluation did not collect any data on whether visits to the DWP Midlife MOT website influenced users’ behaviour. Providing further data on the JCP Midlife MoT group sessions and the DWP Midlife MoT website would exceed the costs limits for answering Parliamentary Questions.

DWP has published an evaluation of the Private Sector Midlife MOT scheme. See “Private Sector Midlife MOT Pilots qualitative research interim findings”. Low employer and participant uptake resulted in the pilots concluding early.

The department recognises the challenges that women over 60 can face when seeking to access employment after leaving long-term professional roles and in securing roles that reflect their skills and experience. We value the wealth of skills and experience that midlife workers bring to the workplace and the economy and are committed to supporting them to find work through a wide-ranging strategy that promotes inclusion, flexibility and progression.

For those aged 50 and over, and in receipt of benefits, we provide additional dedicated support in Jobcentres, including through our 50PLUS Champions, who ensure that the specific needs of midlife workers are recognised and met. This includes facilitating engagement with local employers, promoting age inclusive policies, and supporting work coaches to deliver activity locally. We also work closely with local employers and partners to expand the opportunities, training and employment support available to customers aged 50 and over.

We also offer the Midlife MOT to help individuals assess their health, skills and finances, and direct them to guidance to support their return to work. There is also a digital version available to everyone. The National Careers Service also provides free impartial advice on careers, skills and the labour market in England, accessible to everyone. Alongside this, the department works with employers to promote age-inclusive recruitment and retention, including through the Age Friendly Employer Pledge.

As part of our wider plans to Get Britain Working, we are creating a Jobs and Careers Service, with an enhanced focus on skills and careers, available to all. Support will be more inclusive and better tailored to individual’s needs, including those over 60, to help them move back into good, meaningful work and progress in work.

The government’s Plan to Make Work Pay will strengthen employment rights for people, at all stages of their working lives, boosting fairness and equality in the workplace. Measures in the Employment Right’s Bill to make it easier to access flexible working may help older workers balance their work with changes in their personal circumstances. The existing right to one week of unpaid carer’s leave from day one may help older workers manage work and care commitments. The government is currently reviewing the implementation of unpaid Carer’s Leave, including examining the potential benefits of introducing paid Carer’s Leave, while being mindful of the cost and impact on small employers.

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.

The Government knows that work helps everyone play active and fulfilling roles in society while building financial security for retirement. The Department for Work and Pensions is therefore committed to supporting older people through a wide-ranging strategy that promotes inclusion, flexibility, and progression. This includes promoting age-inclusive practices, supporting workplace health, policy and service reform and removing age related barriers to employment. The Department has also signed up to and actively promotes the Age-Friendly Employer Pledge, encouraging employers to adopt flexible working, age-positive hiring, and career development.

Our Jobs and Careers service will enable everyone to access support to find good, meaningful work, and help them progress in work or increase their earnings. The Jobs and Careers Service will incorporate principles of accessibility and inclusivity, acknowledging diverse support needs, including those of older individuals.

We are taking a test and learn approach to developing the new service, working in an agile and flexible way. This will allow us to hear from a range of organisations and perspectives, as we develop the new service.

The DWP’s Strategic Relationship Team is actively engaging trade bodies and strategic employers across priority sectors, such as clean energy, digital, hospitality and construction, through innovation workshops, tailored recruitment pilots, and sector-led initiatives to promote DWP as the recruitment partner of choice and expand inclusive employment opportunities.

Now that the default retirement age has been abolished, most people can work for as long as they want to and are able. Our concept of ageing in the workforce and retirement must move with the times as the population demographics change and we have an increasingly older workforce. We know that work helps people to play active and fulfilling roles in society while building financial security for retirement. The Department is committed to supporting older workers through a wide-ranging strategy that promotes inclusion, flexibility, and progression. This includes promoting age-inclusive practices, supporting workplace health, policy and service reform and removing age related barriers to employment. The Department has also signed up to and actively promotes the Age-Friendly Employer Pledge, encouraging employers to adopt flexible working, age-positive hiring, and career development.

Most people do not pay National Insurance contributions once they reach State Pension age, even if they continue working and individuals can continue to receive their State Pension in full, regardless of how much they earn from employment or self-employment. This can make employment more financially attractive for older workers.

By removing financial disincentives and promoting flexible working opportunities, the Government aims to ensure that those who wish to work longer can do so in a way that suits their circumstances.

The Department for Work and Pensions currently offers support for those out of work, including older jobseekers, through its network of Jobcentres and through contracted employment programmes.

Where a work coach becomes aware that a customer lacks digital skills, they can refer them to suitable provision for example, Foundation Digital Skills, and then onto Essential Digital Skills. In addition, work coaches and employers are supported by 50PLUS Champions working across all 37 Jobcentre Districts. 50PLUS Champions act as enablers, working collaboratively to strengthen the support available to customers over the age of 50. Examples of personalised activities that Champions organise for older jobseekers include digital awareness sessions and confidence building. Through Midlife MOT reviews, delivered in Jobcentres across the UK and the digital MOT online, we also support older people to review their health, finances and skills.

The Government is reforming Jobcentre Plus and creating a new Jobs and Careers Service that will enable everyone, including the over 50s, to access support to find good, meaningful work, and support to help them progress in their careers. This includes an enhanced focus on skills and careers advice. The new service across Great Britain will be universal and

available to anyone who wants to look for work, increase their earnings, re-train, upskill, or change their career.

I recognise that people can face challenges as they age, and so I welcome the University of Stirling Research on the Intersectional Stigma of Place-based Ageing and look forward to seeing it's report in due course.

This research is exploring how interventions such as home and environmental modifications can help people to age well within their homes and communities.

This government recognises how important home adaptations are in enabling older and disabled people to live as independently as possible in a safe and suitable environment. This is why government has boosted funding for the Disabled Facilities Grant (DFG), which can contribute to the cost of adaptations for eligible people of all ages and tenures, to £711 million for 2024-2025 and 2025-2026.

DFG funding helps adapt over 55,000 homes annually, helping disabled people and their families to live independently and well in their own homes and communities for longer.