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Use this template if all the following apply

• Your client receives universal credit (UC) as a lone parent or couple
• Your client has a baby aged under one year included in their UC award
• Your client is being required by their claimant commitment to undertake work-related activity
• Your client has asked the DWP to change their claimant commitment to include work-focused interviews only and the DWP has refused

This letter assumes that (so can be changed)

• Your client has, on several occasions, contacted the DWP to request changes to their conditionality
• Your client has been sanctioned

When not to use

Do not use this letter if:

• your client has not already asked for their claimant commitment to be changed

The main legal arguments in this template are:

• A 'responsible carer' as defined by s.19 (6) of the Welfare Reform Act 2012 ('WRA 2012') is a person responsible for a child, either as a single individual or as part of a couple where one member is nominated as responsible.
• Your client's child is/was under 1 year old - and was so at the time your client claimed UC and/or was required to sign their current claimant commitment.
• DWP are aware of your client's baby given that the baby is included in their universal credit award. By imposing work-related requirements and refusing to amend your client's claimant commitment, the Secretary of State is unlawfully in breach of s.19 WRA 2012 and indirectly discriminating against them on the grounds of sex (if they are a woman) contrary to the Equality Act 2010.

Information about your client

• name
• address
• national insurance number (NINO)
• date of birth

Background facts

Such as:

• when your client started receiving UC and their reasons for applying
• whether they receive UC as a lone parent or couple (include their partner’s date of birth and NINO)
• names and dates of birth of children included in their award
• any disability or additional needs your client has
• any childcare problems your client has and if they have already notified the DWP
• details of your client's current UC conditionality
• whether your client has been able to comply with their current claimant commitment and any difficulties they have experienced in doing so
• consequential losses (financial and emotional distress) arising from inappropriate conditionality and sanctions

Information relating to the decision

• the date and details of your client's request(s) to amend their claimant commitment to include no work-related requirements
• the date and details of how the DWP has responded to your client's request to amend their claimant commitment
• whether your client has been sanctioned, and if so, dates and details
• whether your client has appealed any sanctions imposed as result of non-compliance with their claimant commitment, dates and details

We've created this guide to help you successfully use our judicial review pre-action letter templates: Guide to using CPAG's judicial review pre-action letter templates

Once you've finished your letter, please email it to us at: [email protected] before you send it to the lawyers acting for DWP/HMRC/your local authority. We'll try to reply as quickly as possible and will do so within 7 days.

Before using this letter

Your client should 'ask for a second opinion and ask for their claimant commitment to be reviewed' via their UC journal. The DWP stated in correspondence to CPAG (05.05.22):

"the procedure which applies when a claimant does not agree with work-related requirements imposed on them in their claimant commitment is to request a second opinion and ask for their claimant commitment to be reviewed. If the second opinion agrees that the requirements are unreasonable the claimant will be offered a new claimant commitment and asked to accept it. If the second opinion agrees that the original requirements are reasonable, the claimant can accept the commitment or refuse to accept it. In the latter case, the award would be terminated, and the claimant notified of that decision and their rights to a mandatory reconsideration and appeal."

DWP Guidance 'Claimant commitment not accepted (V5)' suggests that "If the second opinion is requested within the cooling-off period, the cooling-off period ends." Though there is no obvious legal basis for this.

CPAG are interested to know if:

1. claimants are told they have the right to a second opinion, and
2. claimant commitments are changed following second opinions in practice

Where a claimant has not accepted a revised claimant commitment (ie, not in respect of a new claim) the consequence of failure to accept is a sanction, as confirmed by the DWP's representative in FO v SSWP (UC) [2022] UKUT 56 (AAC) at para 14. The ADM limits this to where a claimant has not attended a commitments meeting, and does not include that the seeking of a second opinion will end the cooling-off period:

J1036... "Only if the claimant attends the interview as required but refuses or fails to accept the new commitments can the DM consider terminating the award of UC after a cooling off period."

CPAG are interested to know:

1. if claimants are advised that seeking a second opinion will end their cooling off period and that if the second opinion upholds the first opinion, if they do not accept the new commitments, their award will be terminated, and
2. whether seeking a second opinion within the ‘cooling-off period’ in practice ends the ‘cooling -off period’

Face-to-face appointments

If your client is waiting for a work capability assessment and being called into the Jobcentre in person every week and this is inappropriate due to disability, DWP also stated (05.05.22):

"I can confirm that claimants awaiting a work capability assessment should have their claimant commitment tailored to their individual needs including the frequency, length and method of interventions."

As above, ask for second opinion and let CPAG know how DWP respond. A part of this, request reasonable adjustments if it is inappropriate to require your client to attend Jobcentre in person due to their disability. You can use our template: Reasonable adjustments request example re face-to-face JC+ appointments. If DWP say no, please seek advice [email protected].

Administrative Earnings Threshold

The Administrative Earnings Threshold increased on 26/09/22 - ie, the amount a claimant has to earn such that they are not expected to look for additional or higher paid work. DWP newsletter Touchbase stated on 23/09/22:

"It is important to understand that most claimants affected by the AET rise will already be in work and some may already be working as much as they can, depending on their individual circumstances. Initial meetings with work coaches will be to discuss what is reasonable and may include work preparation, to support claimants in preparing to increase their earnings when they are able to. Claimants will be able to agree an individual claimant commitment which reflects their circumstances."

Please contact [email protected] if your client is already working as many hours as they can, yet is being required to look for more.

Use this template if all the following apply

• Your client receives universal credit (UC) as a lone parent or couple
• Your client has a one-year-old baby included in their UC award
• Your client is being required by their claimant commitment to undertake work-related activity beyond the work-focused interview requirement
• Your client has asked the DWP to change their claimant commitment to include work-focused interviews only and the DWP has refused

This letter assumes that (so can be changed)

• Your client has, on several occasions, contacted the DWP to request changes to their conditionality
• Your client has been sanctioned

When not to use

Do not use this letter if:

• your client has not already asked for their claimant commitment to be changed

The main legal arguments in this template are:

1. A 'responsible carer' as defined by s. 19 (6) of the Welfare Reform Act 2012 (“WRA 2012”) is a person responsible for a child, either as a single individual or as part of a couple where one member is nominated as responsible.
2. Your client's child is/was one year old - and was so at the time they claimed UC and/or were required to sign their current claimant commitment.
3. The DWP is aware of your client's baby given that the baby is included in their UC award. By imposing on them work-related requirements other than a work-focused interview requirement and refusing to amend their claimant commitment, the Secretary of State is unlawfully in breach of s. 20 WRA 2012 and indirectly discriminating against them on the grounds of sex (if they are a woman) contrary to the Equality Act 2010.

Information about your client

• name
• address
• national insurance number (NINO)
• date of birth

Background facts

Such as:

• when your client started receiving UC and their reasons for applying
• whether they receive UC as a lone parent or couple (include their partner’s date of birth and NINO)
• names and dates of birth of children included in their award
• any disability or additional needs your client has
• any childcare problems your client has and if they have already notified the DWP
• details of your client's current UC conditionality
• whether your client has been able to comply with their current claimant commitment and any difficulties they have experienced in doing so
• consequential losses (financial and emotional distress) arising from inappropriate conditionality and sanctions

Information relating to the decision

• the date and details of your client's request(s) to amend their claimant commitment to include a work-focused interview requirement only
• the date and details of how the DWP has responded to your client's request to amend their claimant commitment
• whether your client has been sanctioned, and if so, dates and details
• whether your client has appealed any sanctions imposed as result of non-compliance with their claimant commitment, dates and details

We've created this guide to help you successfully use our judicial review pre-action letter templates: Guide to using CPAG's judicial review pre-action letter templates

Once you've finished your letter, please email it to us at: [email protected] before you send it to the lawyers acting for DWP/HMRC/your local authority. We'll try to reply as quickly as possible and will do so within 7 days.

Before using this letter

Your client should 'ask for a second opinion and ask for their claimant commitment to be reviewed' via their UC journal. The DWP stated in correspondence to CPAG (05.05.22):

"the procedure which applies when a claimant does not agree with work-related requirements imposed on them in their claimant commitment is to request a second opinion and ask for their claimant commitment to be reviewed. If the second opinion agrees that the requirements are unreasonable the claimant will be offered a new claimant commitment and asked to accept it. If the second opinion agrees that the original requirements are reasonable, the claimant can accept the commitment or refuse to accept it. In the latter case, the award would be terminated, and the claimant notified of that decision and their rights to a mandatory reconsideration and appeal."

DWP Guidance 'Claimant commitment not accepted (V5)' suggests that "If the second opinion is requested within the cooling-off period, the cooling-off period ends." Though there is no obvious legal basis for this.

CPAG are interested to know if:

1. claimants are told they have the right to a second opinion, and
2. claimant commitments are changed following second opinions in practice

Where a claimant has not accepted a revised claimant commitment (ie, not in respect of a new claim) the consequence of failure to accept is a sanction, as confirmed by the DWP's representative in FO v SSWP (UC) [2022] UKUT 56 (AAC) at para 14. The ADM limits this to where a claimant has not attended a commitments meeting, and does not include that the seeking of a second opinion will end the cooling-off period:

J1036... "Only if the claimant attends the interview as required but refuses or fails to accept the new commitments can the DM consider terminating the award of UC after a cooling off period."

CPAG are interested to know:

1. if claimants are advised that seeking a second opinion will end their cooling off period and that if the second opinion upholds the first opinion, if they do not accept the new commitments, their award will be terminated, and
2. whether seeking a second opinion within the ‘cooling-off period’ in practice ends the ‘cooling -off period’

Face-to-face appointments

If your client is waiting for a work capability assessment and being called into the Jobcentre in person every week and this is inappropriate due to disability, DWP also stated (05.05.22):

"I can confirm that claimants awaiting a work capability assessment should have their claimant commitment tailored to their individual needs including the frequency, length and method of interventions."

As above, ask for second opinion and let CPAG know how DWP respond. A part of this, request reasonable adjustments if it is inappropriate to require your client to attend Jobcentre in person due to their disability. You can use our template: Reasonable adjustments request example re face-to-face JC+ appointments. If DWP say no, please seek advice [email protected].

Administrative Earnings Threshold

The Administrative Earnings Threshold increased on 26/09/22 - ie, the amount a claimant has to earn such that they are not expected to look for additional or higher paid work. DWP newsletter Touchbase stated on 23/09/22:

"It is important to understand that most claimants affected by the AET rise will already be in work and some may already be working as much as they can, depending on their individual circumstances. Initial meetings with work coaches will be to discuss what is reasonable and may include work preparation, to support claimants in preparing to increase their earnings when they are able to. Claimants will be able to agree an individual claimant commitment which reflects their circumstances."

Please contact [email protected] if your client is already working as many hours as they can, yet is being required to look for more.

Use this template if all the following apply

• Your client receives universal credit (UC)
• Your client is a full time carer for a severely disabled person
• Your client is/was being required by their claimant commitment to undertake any work-related activity
• Your client has asked the DWP to change their claimant commitment to remove all work-related activity and the DWP has refused

This letter assumes that (so can be changed)

• Your client is a full time carer for their partner, and they claim UC as a couple
• Your client does not receive carers allowance
• Your client has, on several occasions, contacted the DWP to request changes to their conditionality
• Your client's UC entitlement has been refused or stopped due to failure to accept a claimant commitment 

When not to use

Do not use this letter if:

• Your client has not already asked for their claimant commitment to be changed
• You client has received a mandatory reconsideration notice of the decision to refuse or end their UC entitlement and has put in an appeal. See instead Request for an appeal to be dealt with urgently

The main legal arguments in this template are:

• The claimant is a 'relevant carer' as defined by reg 85 Universal Credit Regulations 2013 (UC Regs).
• Reg 88 UC Regs provides that the expected hours where the claimant is a relevant carer is “the number of hours that the Secretary of State considers is compatible with those caring responsibilities”.
• Under Regulation 97, a claimant who is a relevant carer must have their work search and work availability requirements limited to their expected number of hours.
• Under DWP ADM guidance paras J2051 and J2053, compatible hours for relevant carers are zero; the Secretary of State must not impose any work-related requirements on relevant carers.

Information about your client

• name
• address
• national insurance number (NINo)
• date of birth (DoB)

Background facts

Such as:

• the details of the person they care for (name, NINo, DoB)
• when your client started receiving UC and their reasons for applying
• whether they receive UC as a single person or couple (include their partner’s date of birth and NINO)
• names and dates of birth of children included in their award
• any disability or additional needs your client has
• any childcare problems your client has and if they have already notified the DWP
• details of your client's current UC conditionality (or conditionality before their award ended)
• whether your client has been able to comply with their current claimant commitment and any difficulties they have experienced in doing so
• consequential losses (financial and emotional distress) arising from inappropriate conditionality and sanctions (if any)

Information relating to the decision

• the date and details of your client's request(s) to amend their claimant commitment to include no work-related requirements
• the date and details of how the DWP has responded to your client's request to amend their claimant commitment
• details of any sanctions
• the date the DWP decided your client is not entitled to UC
• the date your client requested a mandatory reconsideration of this decision and the details

We've created this guide is to help you successfully use our judicial review pre-action letter templates: Guide to using CPAG's judicial review pre-action letter templates

Once you've finished your letter, please email it to us at: [email protected] before you send it to the lawyers acting for DWP/HMRC/your local authority. We'll try to reply as quickly as possible and will do so within 7 days.

Before using this letter

Your client should 'ask for a second opinion and ask for their claimant commitment to be reviewed' via their UC journal. The DWP stated in correspondence to CPAG (05.05.22):

"the procedure which applies when a claimant does not agree with work-related requirements imposed on them in their claimant commitment is to request a second opinion and ask for their claimant commitment to be reviewed. If the second opinion agrees that the requirements are unreasonable the claimant will be offered a new claimant commitment and asked to accept it. If the second opinion agrees that the original requirements are reasonable, the claimant can accept the commitment or refuse to accept it. In the latter case, the award would be terminated, and the claimant notified of that decision and their rights to a mandatory reconsideration and appeal."

DWP Guidance 'Claimant commitment not accepted (V5)' suggests that "If the second opinion is requested within the cooling-off period, the cooling-off period ends." Though there is no obvious legal basis for this.

CPAG are interested to know if:

1. claimants are told they have the right to a second opinion, and
2. claimant commitments are changed following second opinions in practice

Where a claimant has not accepted a revised claimant commitment (ie, not in respect of a new claim) the consequence of failure to accept is a sanction, as confirmed by the DWP's representative in FO v SSWP (UC) [2022] UKUT 56 (AAC) at para 14. The ADM limits this to where a claimant has not attended a commitments meeting, and does not include that the seeking of a second opinion will end the cooling-off period:

J1036... "Only if the claimant attends the interview as required but refuses or fails to accept the new commitments can the DM consider terminating the award of UC after a cooling off period."

CPAG are interested to know:

1. if claimants are advised that seeking a second opinion will end their cooling off period and that if the second opinion upholds the first opinion, if they do not accept the new commitments, their award will be terminated, and
2. whether seeking a second opinion within the ‘cooling-off period’ in practice ends the ‘cooling -off period’

Face-to-face appointments

If your client is waiting for a work capability assessment and being called into the Jobcentre in person every week and this is inappropriate due to disability, DWP also stated (05.05.22):

"I can confirm that claimants awaiting a work capability assessment should have their claimant commitment tailored to their individual needs including the frequency, length and method of interventions."

As above, ask for second opinion and let CPAG know how DWP respond. A part of this, request reasonable adjustments if it is inappropriate to require your client to attend Jobcentre in person due to their disability. You can use our template: Reasonable adjustments request example re face-to-face JC+ appointments. If DWP say no, please seek advice [email protected].

Administrative Earnings Threshold

The Administrative Earnings Threshold increased on 26/09/22 - ie, the amount a claimant has to earn such that they are not expected to look for additional or higher paid work. DWP newsletter Touchbase stated on 23/09/22:

"It is important to understand that most claimants affected by the AET rise will already be in work and some may already be working as much as they can, depending on their individual circumstances. Initial meetings with work coaches will be to discuss what is reasonable and may include work preparation, to support claimants in preparing to increase their earnings when they are able to. Claimants will be able to agree an individual claimant commitment which reflects their circumstances."

Please contact [email protected] if your client is already working as many hours as they can, yet is being required to look for more.

You can use this template if all of the following apply:

• Your client receives universal credit
• Your client is employed and their earnings are reported via the Real Time Information (RTI) system
• The RTI report is wrong (not due to earnings received early due to a non-banking day)
• Your client has been unsuccessful in challenging DWP's calculation of their earnings

When not to use

Do not use this template if:

• Your client is self employed or not paid through PAYE
• Your client has not provided strong evidence of their actual earnings
• Your client has not already asked DWP to revise their award without success

Under reg 61(2) Universal Credit  Regulations 2013 (UC Regs) the amount of a claimant's earnings is to be based on the information which is reported to HMRC under the PAYE Regulations (the RTI), except under reg 61(3)(b) where it appears  that the amount of a payment reported to HMRC is incorrect, or fails to reflect the definition of employed earnings in reg 55 UC Regs in which case under reg 61(4) such information or evidence as the Secretary of State thinks fit must be used instead. DWP guidance 'Real Time Information' lists under 'disputed earnings' wage slips or bank statements as appropriate supporting  evidence.

Information about your client

• name
• address
• national insurance number (NINO)
• date of birth

Background facts

Such as:

• family situation
• housing details
• any health difficulties or disabilities your client has
• details of your client's job, hours worked, how paid and if pay varies, how and why
• what financial hardship your client is experiencing as a result of the underpayment
• any risk that your client will be unable to afford to pay for their housing, heating or food, any need to use food banks
• any detriment to your client's health and welfare or to any of their family members' health and welfare

Information about the decision

• the reason for your client's request, including the relevant law
• the evidence your client has provided to the DWP to support their request and how DWP responded, including dates
• dates of all relevant contacts and decisions
• whether and when your client notified the DWP of their hardship, and how and when the DWP responded, including dates

We've created this guide to help you successfully use our judicial review pre-action letter templates: Guide to using CPAG's judicial review pre-action letter templates

Once you've finished your letter, please email it to us at: [email protected] before you send it to the lawyers acting for DWP/HMRC/your local authority. We'll try to reply as quickly as possible and will do so within 7 days.

Earnings

Johnson (non-banking day shift) DWP advice: Claimants should post something on their UC journal asking for an RTI dispute to be raised and for the RTI dispute team to apply reg 61(6) UC Regs 2013 so that one monthly wage is assigned to a different assessment period. While it is not an RTI dispute it appears to be the RTI dispute team who will deal with re-assignment. If having posted on their journal, the payment is not reassigned within a reasonable period (not defined) please contact [email protected]

Use this template if all the following apply

• Your client receives universal credit (UC)
• Your client is responsible for a child with a physical or mental impairment aged 13+
• Your client's expected hours of work search and work availability are 35 hours per week under their claimant commitment
• Your client has asked the DWP to change their claimant commitment to reduce their expected hours and DWP has refused

This letter assumes that (so can be changed)

• Your client's child does not receive DLA and your client does not receive carer's allowance
• Your client has, on several occasions, contacted the DWP to request changes to their conditionality
• Your client's UC entitlement has been refused or stopped due to failure to accept a claimant commitment

When not to use

Do not use this letter if:

• Your client has not already asked for their claimant commitment to be changed
• You client has received a mandatory reconsideration notice of the decision to refuse or end their UC entitlement and has put in an appeal. See instead Request for an appeal to be dealt with urgently

The main legal arguments in this template are:

• A 'responsible carer' as defined by s19 (6) of the Welfare Reform Act 2012 (“WRA 2012”) is a person responsible for a child, either as a single individual or as part of a couple where one member is nominated as responsible.
• A relevant carer is defined by reg 85 Universal Credit Regulations 2013 ("UC Regs") and includes “a person who has caring responsibilities for a person who has a physical or mental impairment”.
• Your client's child is/was 13+ years old - and was so at the time your client claimed UC and/or was required to sign their current claimant commitment, and has a physical or mental impairment.
• The DWP is aware of your client's child given that a child element is included in their UC award and is aware of their child's physical or mental impairment. By imposing on your client full work search and work availability conditionality and refusing to amend their claimant commitment, the Secretary of State is unlawfully in breach of regs 97(2) and 88(2) UC Regs, under which a claimant's 'expected hours' must be compatible with their caring responsibilities, and indirectly discriminating against your client (if your client is female) on the grounds of sex contrary to the Equality Act 2010.

Information about your client

• name
• address
• national insurance number (NINo)
• date of birth (DoB)

Background facts

Such as:

• when your client started receiving UC and their reasons for applying
• whether they receive UC as a lone parent or couple (include their partner’s date of birth and NINO)
• names and dates of birth of children included in their award
• any disability or additional needs your client has
• the disability or additional needs your client's child has
• any childcare problems your client has and if they have already notified the DWP
• details of your client's current UC conditionality (or conditionality before their award ended)
• whether your client has been able to comply with their current claimant commitment and any difficulties they have experienced in doing so
• consequential losses (financial and emotional distress) arising from inappropriate conditionality and sanctions (if any)

Information relating to the decision

• the date and details of your client's request(s) to amend their claimant commitment to include no work-related requirements
• the date and details of how the DWP has responded to your client's request to amend their claimant commitment
• whether your client has been sanctioned, and if so, dates and details
• whether your client has appealed any sanctions imposed as result of non-compliance with their claimant commitment, dates and details

We've created this guide is to help you successfully use our judicial review pre-action letter templates: Guide to using CPAG's judicial review pre-action letter templates

Once you've finished your letter, please email it to us at: [email protected] before you send it to the lawyers acting for DWP/HMRC/your local authority. We'll try to reply as quickly as possible and will do so within 7 days.

Before using this letter

Your client should 'ask for a second opinion and ask for their claimant commitment to be reviewed' via their UC journal. The DWP stated in correspondence to CPAG (05.05.22):

"the procedure which applies when a claimant does not agree with work-related requirements imposed on them in their claimant commitment is to request a second opinion and ask for their claimant commitment to be reviewed. If the second opinion agrees that the requirements are unreasonable the claimant will be offered a new claimant commitment and asked to accept it. If the second opinion agrees that the original requirements are reasonable, the claimant can accept the commitment or refuse to accept it. In the latter case, the award would be terminated, and the claimant notified of that decision and their rights to a mandatory reconsideration and appeal."

DWP Guidance 'Claimant commitment not accepted (V5)' suggests that "If the second opinion is requested within the cooling-off period, the cooling-off period ends." Though there is no obvious legal basis for this.

CPAG are interested to know if:

1. claimants are told they have the right to a second opinion, and
2. claimant commitments are changed following second opinions in practice

Where a claimant has not accepted a revised claimant commitment (ie, not in respect of a new claim) the consequence of failure to accept is a sanction, as confirmed by the DWP's representative in FO v SSWP (UC) [2022] UKUT 56 (AAC) at para 14. The ADM limits this to where a claimant has not attended a commitments meeting, and does not include that the seeking of a second opinion will end the cooling-off period:

J1036... "Only if the claimant attends the interview as required but refuses or fails to accept the new commitments can the DM consider terminating the award of UC after a cooling off period."

CPAG are interested to know:

1. if claimants are advised that seeking a second opinion will end their cooling off period and that if the second opinion upholds the first opinion, if they do not accept the new commitments, their award will be terminated, and
2. whether seeking a second opinion within the ‘cooling-off period’ in practice ends the ‘cooling -off period’

Face-to-face appointments

If your client is waiting for a work capability assessment and being called into the Jobcentre in person every week and this is inappropriate due to disability, DWP also stated (05.05.22):

"I can confirm that claimants awaiting a work capability assessment should have their claimant commitment tailored to their individual needs including the frequency, length and method of interventions."

As above, ask for second opinion and let CPAG know how DWP respond. A part of this, request reasonable adjustments if it is inappropriate to require your client to attend Jobcentre in person due to their disability. You can use our template: Reasonable adjustments request example re face-to-face JC+ appointments. If DWP say no, please seek advice [email protected].

Administrative Earnings Threshold

The Administrative Earnings Threshold increased on 26/09/22 - ie, the amount a claimant has to earn such that they are not expected to look for additional or higher paid work. DWP newsletter Touchbase stated on 23/09/22:

"It is important to understand that most claimants affected by the AET rise will already be in work and some may already be working as much as they can, depending on their individual circumstances. Initial meetings with work coaches will be to discuss what is reasonable and may include work preparation, to support claimants in preparing to increase their earnings when they are able to. Claimants will be able to agree an individual claimant commitment which reflects their circumstances."

Please contact [email protected] if your client is already working as many hours as they can, yet is being required to look for more.

Use this template if all the following apply

• Your client receives universal credit (UC) as a lone parent or couple
• Your client has a child aged 3-12 years included in their UC award
• Your client is being required by their claimant commitment to undertake work or look for work for more than 30 hours per week
• Your client has asked the DWP to change their claimant commitment to to limit their expected hours to 30 hours per week and DWP have refused

This letter assumes that (so can be changed)

• Your client has, on several occasions, contacted the DWP to request changes to their conditionality
• Your client has been sanctioned

When not to use

Do not use this letter if:

• your client has not already asked for their claimant commitment to be changed

The main legal arguments in this template are:

• A 'responsible carer' as defined by s.19 (6) of the Welfare Reform Act 2012 ('WRA 2012') is a person responsible for a child, either as a single individual or as part of a couple where one member is nominated as responsible.
• A claimant who is responsible for a child aged 3-12 is subject to 'all work-related requirements' under s.22 of the Welfare Reform Act 2012 (WRA)). These requirements are summarised in the DWP's Advice for Decision-Makers (ADM) at J3003, and include:
  • Work-focused interview requirement (J3030 et seq)
  • Work preparation requirement (J3040 et seq)
  • Work search requirement (J3050 et seq)
  • Work availability requirement (J3110 et seq).
• The default expectation under reg. 88(1) Universal Credit Regulations 2013 (UC Regs) is 35 hours per week for claimants subject to all work-related requirements. However, for those caring for a school-aged child under 13 years, the 'expected hours' are reduced pursuant to regs. 88(2) and 97(2) UC Regs to 30 hours per week, DWP regards this as compatible with school hours and travel time.
• Applying the blanket provision of 35 hours per week to those caring for school-aged children (the majority of whom are women) would be indirectly discriminatory, contrary to the Equality Act 2010.
• By refusing to reduce the number of hours your client has to work or look for work, the Secretary of State is in breach of both ss.97(2) and 88(2)(aa) UC Regs and DWP guidance (ADM guidance, paragraph J3058) and is acting unlawfully.

Information about your client

• name
• address
• national insurance number (NINO)
• date of birth

Background facts

Such as:

• when your client started receiving UC and their reasons for applying
• whether they receive UC as a lone parent or couple (include their partner’s date of birth and NINO)
• names and dates of birth of children included in their award
• any disability or additional needs your client has or their child(ren) have
• any childcare problems your client has and if they have already notified the DWP
• details of your client's current UC conditionality
• whether your client has been able to comply with their current claimant commitment and any difficulties they have experienced in doing so
• consequential losses (financial and emotional distress) arising from inappropriate conditionality and sanctions

Information relating to the decision

• the date and details of your client's request(s) to amend their claimant commitment to reduce the expected hours
• the date and details of how the DWP has responded to your client's requests to amend their claimant commitment
• whether your client has been sanctioned, and if so, dates and details
• whether your client has appealed any sanctions imposed as result of non-compliance with their claimant commitment, dates and details

We've created this guide to help you successfully use our judicial review pre-action letter templates: Guide to using CPAG's judicial review pre-action letter templates

Once you've finished your letter, please email it to us at: [email protected] before you send it to the lawyers acting for DWP/HMRC/your local authority. We'll try to reply as quickly as possible and will do so within 7 days.

Before using this letter

Your client should 'ask for a second opinion and ask for their claimant commitment to be reviewed' via their UC journal. The DWP stated in correspondence to CPAG (05.05.22):

"the procedure which applies when a claimant does not agree with work-related requirements imposed on them in their claimant commitment is to request a second opinion and ask for their claimant commitment to be reviewed. If the second opinion agrees that the requirements are unreasonable the claimant will be offered a new claimant commitment and asked to accept it. If the second opinion agrees that the original requirements are reasonable, the claimant can accept the commitment or refuse to accept it. In the latter case, the award would be terminated, and the claimant notified of that decision and their rights to a mandatory reconsideration and appeal."

DWP Guidance 'Claimant commitment not accepted (V5)' suggests that "If the second opinion is requested within the cooling-off period, the cooling-off period ends." Though there is no obvious legal basis for this.

CPAG are interested to know if:

1. claimants are told they have the right to a second opinion, and
2. claimant commitments are changed following second opinions in practice

Where a claimant has not accepted a revised claimant commitment (ie, not in respect of a new claim) the consequence of failure to accept is a sanction, as confirmed by the DWP's representative in FO v SSWP (UC) [2022] UKUT 56 (AAC) at para 14. The ADM limits this to where a claimant has not attended a commitments meeting, and does not include that the seeking of a second opinion will end the cooling-off period:

J1036... "Only if the claimant attends the interview as required but refuses or fails to accept the new commitments can the DM consider terminating the award of UC after a cooling off period."

CPAG are interested to know:

1. if claimants are advised that seeking a second opinion will end their cooling off period and that if the second opinion upholds the first opinion, if they do not accept the new commitments, their award will be terminated, and
2. whether seeking a second opinion within the ‘cooling-off period’ in practice ends the ‘cooling -off period’

Face-to-face appointments

If your client is waiting for a work capability assessment and being called into the Jobcentre in person every week and this is inappropriate due to disability, DWP also stated (05.05.22):

"I can confirm that claimants awaiting a work capability assessment should have their claimant commitment tailored to their individual needs including the frequency, length and method of interventions."

As above, ask for second opinion and let CPAG know how DWP respond. A part of this, request reasonable adjustments if it is inappropriate to require your client to attend Jobcentre in person due to their disability. You can use our template: Reasonable adjustments request example re face-to-face JC+ appointments. If DWP say no, please seek advice [email protected].

Administrative Earnings Threshold

The Administrative Earnings Threshold increased on 26/09/22 - ie, the amount a claimant has to earn such that they are not expected to look for additional or higher paid work. DWP newsletter Touchbase stated on 23/09/22:

"It is important to understand that most claimants affected by the AET rise will already be in work and some may already be working as much as they can, depending on their individual circumstances. Initial meetings with work coaches will be to discuss what is reasonable and may include work preparation, to support claimants in preparing to increase their earnings when they are able to. Claimants will be able to agree an individual claimant commitment which reflects their circumstances."

Please contact [email protected] if your client is already working as many hours as they can, yet is being required to look for more.

Use this template if all the following apply

• Your client was in receipt of old style contribution based ESA and this ended after 365 days
  • before your client's capability for work has been assessed assessed and once assessed, your client would have had LCWRA (been in the support group), and/or  
  • your client has no/low income such that income related ESA should have continued when contribution based ESA stopped.
• Your client is in urgent need. 

When not to use

Do not use this template if

• your client is not in urgent need; if your client is not in urgent need they should request a mandatory reconsideration of the decision to stop their ESA and then appeal, or
• your client has lodged an appeal of the decision to end their ESA entitlement. See instead Request for an appeal to be dealt with urgently if your client is in urgent need.

The main legal arguments in this template are:

• under s1A Welfare Reform Act 2007 an award of contributon based ESA ends after 365 days unless the claimant is in the support group (ie, has LCWRA)
• In R (Smith) v SSWP JR/1249/18 SSWP accepted that old style ESA is one benefit with two elements and no separate claim for income based ESA is required.
• In R(IS)10/05 the Commissioner held that before terminating an award where the claimant no longer met the criteria on which it was originally awarded, the DWP must consider whether the claimant was entitled under any other head of entitlement. 

This letter argues that entitlement due to having LCWRA and/or to income related ESA should have been determined before ESA was ended.  

Information about your client

• name
• national insurance number (NINO)
• address
• date of birth

Background facts relating to your client

• details of your client's ESA award including the date it started
• whether and if so when your client was sent and returned an ESA50
• your client's income and capital now and at the time they claimed ESA and whether this information has been requested by DWP, and/or provided by your client to DWP
• your client's medical condition(s) relating to mental and/or physical health or disability and why they would have been found to have LCWRA if their capability for work had been assessed
• the impact on your client of their ESA ending

Information relating to the decision(s)

• date ESA ended
• date of the decision notifying your client their ESA would end and the reason provided by DWP
• whether and if so the date on which your client sought a mandatory reconsideration of the decision to end their ESA
• details including dates of relevant communications with DWP

We've created this guide to help you successfully use our judicial review pre-action letter templates: Guide to using CPAG's judicial review pre-action letter templates

Once you've finished your letter, please email it to us at: [email protected] before you send it to the lawyers acting for DWP/HMRC/your local authority. We'll try to reply as quickly as possible and will do so within 7 days.