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Labour Statistics

Volume 447: debated on Monday 5 June 2006

To ask the Secretary of State for Work and Pensions how many job vacancies were on the register on average at job centres in Tamworth constituency in each year between 2001 and 2005; and if he will make a statement. (71229)

Jobcentre Plus vacancy data by parliamentary constituency is only available from April 2004 and is set out in the table.

Tamworth Parliamentary Constituency

Average number of 'live' unfilled vacancies on the register on any given day





Source: Jobcentre Plus Labour Market System

To ask the Secretary of State for Work and Pensions what action his Department is taking to increase the numbers of people in work aged 50 years and over in Hartlepool constituency. (72614)

Like all other customers, people aged 50 and over can benefit from the range of services provided by Jobcentre Plus, including access to jobs and help and support to find work.

Additional help is provided to older people who do not find work quickly. New Deal 50 plus is a voluntary programme that provides people with advice and guidance from personal advisers, and access to in-work financial help through the 50 plus element of the working tax credit. Since April 2000, the programme has been successful in helping more than 150,000 older workers into employment, including 320 people in Hartlepool. Once in work, New Deal 50 plus customers can claim a training grant of up to £1,500 for training of which up to £300 can be used for life-long learning.

People aged 50 and over, including those in Hartlepool, are also eligible for help from New Deal 25 plus. People who have been claiming jobseeker's allowance (JSA) for 18 months and who have not previously participated in New Deal 25 plus are already required to attend the Gateway stage of the New Deal 25 plus programme. This is a period of up to four months of intensive job search and specialist help and support to improve job prospects. This is followed by the intensive activity period (IAP) which is currently voluntary for people aged 50 and over. The IAP provides further support and pre-work training to help people return to work.

Since April 2004, we have been piloting mandatory participation in the New Deal 25 plus IAP for people aged 50 to 59 who have been claiming JSA for 18 months. The pilot has offered people in this age group more extensive help back to work. Hartlepool was not part of the pilot. However, interim pilot data has yielded positive results and, as announced in our Welfare Reform Green Paper, we will be commencing a phased national rollout.

New Deal 50 plus is a voluntary programme for those who have been claiming benefits, including those claiming the pension credit, for six months. However, our Green Paper also announced our intention to pilot mandatory participation in New Deal 50 plus activities for people aged 50 to 59 who have been claiming JSA for six months. This will involve attendance at work-focused interviews and the development of action plans to help participants move into employment. Pilot locations have not yet been confirmed.

In spring 2005 there were 3 million people claiming incapacity benefits in Great Britain, of whom 1.3 million were aged 50 or over. As nearly half of all benefit claimants aged 50 or over are on IB, they will be able to benefit from the rollout of the successful Pathways to Work service across the whole country which will be completed by 2008. Pathways offers new IB customers early support from skilled personal advisers and direct access to a “Choices Package” of employment programmes and clear financial incentives to make work pay. Any IB customer will be able to access the support and help available on a voluntary basis. Pathways has already begun helping people in the Hartlepool area, having rolled out there last year.

Our Age Positive campaign works with employers and others to promote the business benefits of an age diverse workforce and best practice on age in recruitment, training and promotion. In May 2005 we launched the 'Be Ready' national information campaign to raise employer awareness of, and ability to adopt, flexible employment and retirement opportunities to support the recruitment and retention of older workers in advance of age legislation due in October 2006.