扒哥吃瓜

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First published听May听2026.听

ISBN听978-1-78659-991-9听

Views expressed in this report are not necessarily those of the Department for Work听and Pensions or any other government department.

Author Details听

This report has been written by Ian听Briedis听(DWP),听Dan Ward听(DWP), Sophie Rugg (DWP)听and听Janet Allaker (DWP)

Executive summary

Background 听

DWP provides a range of policies that deliver鈥痚nhanced support to jobseekers over 50鈥痽ears old. The 鈥�50PLUS鈥� package鈥痠ncludes鈥痑ccess to鈥痑dditional鈥痺ork coach appointment time, access to free training鈥痵uch as Skills Bootcamps, careers advice, Sector-based Work Academy Programme (SWAP); local and national skills offers and access to鈥痶he DWP Midlife MOT鈥痝roup sessions and the on-line DWP Midlife MOT website, both of which鈥痯rovide help with鈥痠ssues around health,鈥痜inances, work鈥痑nd pensions. 50PLUS Champions鈥痑re also embedded within Jobcentres to strengthen the support available for older claimants.

DWP officials have undertaken evaluation work to assess the delivery and impact of some of the aged 50 or over (50+) policies. Three elements of this evaluation activity have already been published, namely the Evaluation of the Private Sector Midlife MOT^{[footnote 1]}; the Evaluation of the Midlife MOT group sessions^{[footnote 2]} and the JCP Midlife MOT group sessions MI report^{[footnote 3]}.听 This new report provides a synthesis of the evaluation findings from three other 50+ policies, namely the Additional Work Coach Time 50PLUS, 50PLUS Champions and the Digital Midlife MOT website.

Evaluation of听Additional Work Coach Time听听

Additional Work Coach Time听50PLUS听(AWCT听50PLUS)听provides听additional听work coach (WC) time for听Universal听Credit听(UC)听claimants听aged 50 and over听in the Intensive Work Search听(IWS) conditionality听group.听The AWCT听appointments are听provided at three points in the听UC听IWS claim, as set out below. This time is听additional听to the regular Work Search Review (WSR)听appointments for UC IWS claimants.听

• week 13听after start of claim听- 20 extra WC minutes听

• week 26听after start of claim听- 10 extra WC minutes听

• week 39听after start of claim -听10 extra WC minutes听

Findings from the AWCT听50PLUS听impact assessment have found that attending AWCT听50PLUS appointments does not have a听statistically significant听impact听on the referral to employment related support options^{[footnote 4]}听or movement into work in the first 12 months after听the听week 13 appointment.听

A staff survey found that DWP staff听were听generally positive听about AWCT听50PLUS听and provided researchers with a list of听benefits听associated with the policy听including:听

• time to record a detailed history听of claimants听on their UC account听

• more time to discuss听different subjects听with claimants听and听find out their needs听

• more time to reflect and formulate听next steps for the claimant听

• more time to refer to other听sources of support听听

Feedback from the听staff after听research听observations of AWCT appointments was consistent with positive feedback from the staff听survey.听听Staff noted that听extra appointment time helped staff cover a range of听claimant issues听including benefit听queries, pension issues and work barriers.

Evaluation of 50PLUS Champions

50PLUS Champions undertake a wide variety of activities including staff training, staff information sessions, case conferences, job fairs, employer engagement and well-being events.听 50PLUS Champions made some suggestions in developing their role, such as greater engagement with employers and external organisations; greater engagement with JCP Plus staff and an increase in current provision tailored to older claimants.

Around three quarters (76%) of JCP staff surveyed reported that the 50PLUS Champion role is effective in assisting their work with 50+ customers.听 Around three-quarters (77%) of JCP staff reported that engagement with 50PLUS Champions had increased their knowledge of support that can be offered to 50+ claimants.

Evaluation of the DWP Digital Midlife MOT website 听

The DWP Midlife MOT website has been accessed by users a total of 59,968 times between November 2023 and March 2026, with a monthly average of 2,018 sessions. Months with higher-than-average numbers of sessions include January 2024 to March 2024, which is likely to be linked to DWP marketing activity of the website during that time period.听听

A DWP commissioned survey conducted in 2024, entitled Preparing for Later Life (PPLL) ^{[footnote 5]}, found that two per cent of 40 to 75 year olds surveyed had heard of, or used, a Midlife MOT service (on-line or face to face). The majority (81%) of survey respondents said that a Midlife MOT website should continue to be provided. The survey also asked about willingness to pay for access to a Midlife MOT website. The 鈥渃entral estimate鈥� for willingness to pay was estimated at 拢14.60.

Chapter 1: Evaluation of Additional Work Coach Time听

1.1 Introduction

Additional Work Coach Time 50PLUS (AWCT 50PLUS) provides claimants aged 50 and over who are in the Intensive Work Search^{[footnote 6]} conditionality group with extra work coach appointment time throughout the first 39 weeks of a new claim for Universal Credit (UC). Claimants are eligible for AWCT if when they start a new claim for UC; are aged over 50; are not gainfully self-employed and are in the Intensive Work Search (IWS) conditionality group. If a claimant moves out of the IWS group, they will no longer receive AWCT appointments.听

The AWCT is provided at three points in the IWS claim, as set out below. This time is additional to Work Coach time allocated for the regular Work Search Review (WSR) appointments.

• week 13 after start of claim: 20 extra WC minutes

• week 26 after start of claim: 10 extra WC minutes

• week 39 after start of claim: 10 extra WC minutes

The support within the AWCT appointments is tailored to individual claimants鈥� needs and can be used to discuss a range of issues including:

• reviewing claimants鈥� progress to work听听

• discussing any barriers claimants face in getting back to work

• supporting claimants to balance work and health/caring responsibilities

• discussing pension options and arrangements听

• assessing suitability for other support options beyond the Jobcentre

AWCT was rolled out from May 2022 across all Jobcentre sites over four phases as set out below:

Phase	Date	Number of Jobcentres
1	25th May 2022	11
2	28th Sept 2022	205
3	23rd Nov 2022	219
4	8th Feb 2023	235

The evaluation of the AWCT for 50PLUS claimants consisted of two strands of activity, namely a quantitative impact assessment and in-house research described in the following pages.

1.2听AWCT听50PLUS听impact assessment听听听

The AWCT impact assessment aimed to measure the impact of the policy on referral to听employment related provision^{[footnote 7]}听or direct movement into听paid work.听The impact assessment compared the outcomes听of听claimants who were eligible for the AWCT policy (known as the 鈥渢reatment group鈥�)听with a similar group of claimants who were not eligible (known as the 鈥渃ontrol group鈥�).听听听

A听selection听of claimants听aged听50 to 66 years old,听registered in the 235 Jobcentres associated with听the听Phase 4听roll out schedule听were used to construct the听treatment and control groups. The听claimants听who听had听started their claims before听the听8th听Feb 2023听go live date听for AWCT听were used to construct听the听鈥榗ontrol group鈥�,听as they were not eligible for the policy. A second cohort of claimants听registered in Phase 4 Jobcentres听who started their claim after the听8th听Feb 2023听go-live date听were selected to construct the 鈥榯reatment鈥� group. The impact assessment analysis听tracked outcomes for听12 months after the 13 week point in the UC claim for both听groups.^{[footnote 8]}听听听

Some eligible听claimants听in the treatment group did not receive an AWCT appointment at week 13;听reasons for this include听movement out of听geographical听area, claim closed, failure to attend the appointment.听The impact assessment used an听鈥榠ntention to treat鈥� design approach where听all听claimants in the treatment group were tracked including those who did not receive AWCT appointments.听However, claimants who were marked as ineligible for AWCT week 13 appointment were excluded from the analysis.听The analysis did not听exclude听those who have moved out of听the听IWS听group听after the week 13 point in their claim.

Controlling for other variables听

There听are a range of factors听that could influence if a听50+ UC IWS听claimant will be referred to an employment听support听programme听or move into work. These factors include age, gender, motivation to work, engagement with JCP and geographical location.听The impact assessment听analysis听controlled for age,听gender听and geography so that any observed differences in outcomes between the treatment group and the control group听is unlikely to be due to these factors. However, data听was not available听to be able to control for motivation or level of engagement.听This means that听differences in outcomes听between treatment and control claimants could, in part, be influenced by differences in levels of motivation and engagement between the two groups.听

AWCT impact assessment results听

There is a small听positive听difference听in the referral rate to an听employment related provision or movement into work after attending a week 13 appointment between the treatment and comparison group听during the听12-month听tracking period.听However, these differences are听not statistically significant听within a听12-month听tracking period.听It is therefore concluded that, on average,听attending a 50PLUS AWCT appointment does not increase the likelihood of referral to听employment related听provision or movement into work.

1.3听AWCT In-house research听

Methodology听

Staff research was carried out with JCP staff between 27th February and 17th March 2023鈥�.听An on-line survey questionnaire was听sent听to JCP staff via听Microsoft听Teams and manager-led Teams meetings.听Completed questionnaires were received from 219 staff representing 155 jobcentres throughout England,听Wales听and Scotland.听Responses include those from Work Coaches,听Work Coach Team Leaders听and other听roles听including Disability Employment Advisers and听administrative roles.听

Research findings听

The majority (79%)听of听staff听surveyed听said they were confident听in听delivering the AWCT policy, with 33%听stating听they were very or extremely confident.听听The minority of staff who were not confident in delivering AWCT reported the following as reasons for their lack of confidence:听

• limited opportunities to learn and put听the guidance听into practice听听

• not receiving training / insufficient training听

• lack of time to complete training听

• limited interaction with 50+ claimants听

• process is too long and complicated 听

• low confidence in what to talk about听during AWCT appointments

Feedback on guidance on AWCT听

Just over half (55%) of Work Coaches reported that听they had read all the intranet guidance on AWCT and the same percentage reported that the听guidance was easy to understand. Some听Work Coaches听had听suggestions for improvements to the guidance which included the following:听

• a slide pack covering听suggested content of the AWCT appointment听so that the Work听Coach听has a听clear听expectation of conversation to be held with the claimant听

• a听flow chart听showing clear steps in delivering the AWCT policy听

• desk aid,听perhaps including听prompts for the AWCT discussion

Feedback on impact of听AWCT appointments听

In general, Work Coaches were positive about the impact of the AWCT appointments and listed听a number of听advantages from this policy, including the听following: 听

• more time to discuss听different subjects in more depth听

• more time for a听Work听Coach to probe into claimant needs听

• more time to reflect and form next steps for the claimant听

• more time to refer to provision or other channels of support听听

• time to record a detailed history on their UC account

In addition to checking the activities the claimant has agreed to undertake in their search for work it provides and an opportunity to look at and reflect on other areas

鈥� Work Coach Team Leader听

You have a far more in-depth conversation and have the time to refer to provision or other channels of support during the AWCT appointment听

鈥� Work Coach听

The longer appointment really offers the opportunity to coach the claimant and have a conversation鈥痑bout the direction of their job search, particularly if looking at transferrable skills听听

鈥� Work Coach

1.4听AWCT appointment observations听

Researchers undertook on-site observations of 39 AWCT appointments. Researchers took notes during the observations and gathered feedback from staff and claimants after the AWCT appointment. The table below shows the number of appointments observed under each category. Of the 39 appointments, 27 consisted of the 50 to 59 age group, 11 was of the 60 plus age group, and 1 did not听disclose听an age category.

Appointment type	Number of observations
Week听13	25
Week听26	9
Week听39	5
Total	39

Staff feedback听on the usefulness of AWCT was broadly positive,听which is听consistent with the JCP听staff survey听findings described earlier in this report.听Many听Work Coaches reflected on how the extra appointment time听helped听them听cover a range of issues that needed addressing including benefit claim issues, pension issues听(including pension shortfalls)听and work barriers.听听

We get the time to treat them as people, to hear them, to actually listen and talk about the major areas

鈥� Work Coach

Work Coaches were asked about feedback on the challenges of delivering AWCT 50PLUS appointments. Various issues were raised in response:听

• two of the observed appointments were听impacted听by听English as a Second Language (ESOL)听needs for the claimants,听which meant less was covered in the appointment听

• some听Work Coaches听noted that an increase in the听allocated听AWCT听time听would be useful for those claimants who struggle to navigate websites and find information by themselves. Additional听time could also be useful for claimants with complex support needs听

• one听Work Coach听questioned听the need for AWCT appointments beyond week 26, they felt that by week 26 鈥渆verything would have been discussed鈥� and availability of Restart at week 26 meant that week 39 appointments were not needed听

• if staff resource required a听change in听Work Coach听between appointments this could听create issues with rapport听

• the range of topics covered in the appointments varied but in some cases was听limited by issues such as lack of English, claimant lack of engagement or claimant focus on benefit claim issues only

Claimant reflections on AWCT听

The majority of听claimants receiving AWCT who shared feedback after their appointments regarded it as useful and covered the right things听in the听right amount of time.听听

Claimants aged 50 to 59听

Generally, this听age group saw the听AWCT听50PLUS听appointments as being useful and lasting the right length of time, with most claimants clear on any next steps. Some claimants felt that the extra time was beneficial for their听specific age group, with one remarking that 鈥渢his age is a new chapter鈥�.听One type of support听identified听by several claimants as being听particularly听useful was听receiving pension information.听听

Claimants aged 60 plus听

Limited insight was collected overall from this age group; however, the听week 39 appointment was seen as听useful听and being the听right length of time.听There were mentions of being referred to events and/or sessions (such as an 鈥榦nline鈥� course), some of which were seen as helpful.听Observations of appointments and feedback from Work Coaches and claimants听from this age group听suggest that conversations taking place are generally positive and useful but听do听not necessarily lead to a referral to a provision, despite these conversations taking place.

Chapter 2 Evaluation of 50PLUS Champions

2.1听Introduction听听

Research听was undertaken听to understand the effects that听50PLUS听Champions are having in听Jobcentres,听identify听lessons learnt and any areas for improvement.听The research into 50PLUS Champions consisted of 2 surveys:

50PLUS听Champions survey:听Survey emailed directly to all 77听50PLUS听Champions to their work email address. The survey was open for responses for three weeks, with a reminder email being sent to听50PLUS听Champions after one week. There were 61 responses from 50PLUS听Champions to the survey.听

Wider staff Survey^{[footnote 9]}:听Aimed听at any staff members who may engage with 50PLUS Champions. This survey was open for three weeks, with an email reminder to Team Leads sent after two weeks, and a repost in听an internal newsletter听to remind staff about the survey.听There were 248 responses to the听other staff听survey:听180 Work Coaches;听47 members of the Employer and Partnership Teams;听17 Disability Employment Advisers;听4 鈥榦ther鈥� roles.听

The surveys were analysed using descriptive analysis for closed questions and thematic analysis for free text responses.听Given the smaller sample size of听the听50PLUS Champions survey, findings are presented in terms of number of responses rather than percentages for this group.

2.2听Research听findings听

Activities undertaken by听50PLUS听Champions听

50PLUS听champions were asked about听how often they undertook a听range of activities associated with their听role.听Of the provided list听in the survey question,听job fairs was the most commonly undertaken; this听was followed by听identifying听volunteering opportunities and arranging bespoke awareness sessions for 50+ customers. Other activities commonly reported by 50PLUS听Champions听included:听

• customer sessions and events: for example,听pension听awareness听sessions, 50+ employability courses,听50+ 鈥楯ob Clubs鈥櫶�

• staff training听via 1-2-1 and group sessions听including听pension听issues,听age-friendly employers and a wide range of听topics relevant to the 50+ cohort听

• general support听and upskilling for staff including sharing best practice, case conferences, support in delivering the Midlife听MOT听sessions and the Additional Work Coach Time appointments听

• use of the Dynamic Purchasing System to听procure听the bespoke courses and sessions such as confidence building courses and digital skills training听

• engagement with external stakeholders: such as employers, community groups, charities, sports organisations,听local听authorities, media organisations. With an aim to engage听on 50+ issues or events and to听identify听opportunities for 50+ customers听

• upskilling and training products produced for staff: for听example听鈥�1-page desk aid鈥�,听a 50+ customer journey听flow chart听for Work coaches to follow, and a 鈥�50+ 罢辞辞濒办颈迟鈥�

When asked how they have innovated in their role, many听50PLUS听Champions mentioned organising听or听procuring听bespoke sessions, events, and programmes specifically听for 50+ customers听covering听topics听such as听health and wellbeing, women returners, menopause, digital support, pensions, finding work after 50听and skills training.听听听听

50PLUS听Champions听reported that they听engage听frequently听with the network of other 50PLUS Champions to听share best practice,听knowledge听and training;听share听useful contacts; and听help with events and troubleshooting.

50PLUS听champions鈥櫶齠eedback on role听

Over half of听50PLUS听Champions (35听of the 61听Champions surveyed) reported feeling 鈥榗ompletely confident鈥� in delivering their job role, and a further 22 reported feeling 鈥榝airly confident鈥�. When asked which factors enable them to fulfil their role effectively, the听most commonly reported听factor was 鈥楶ositive engagement with staff鈥� (57 responses), followed by 鈥楶ositive engagement with management鈥� (56听responses) and 鈥楽upport from other听50PLUS听Champions鈥� (55听responses).听The majority听(50 responses) of 50PLUS Champions reported听a听perception听that听their role makes 鈥榓 lot of听difference鈥� to the outcomes for 50+ customers听and a further 10 said their role made听鈥榮ome difference鈥�.听听

The majority of听50PLUS听Champions听reported听that they have the necessary tools to complete their role effectively.听However, around听half of听50PLUS听Champions听听听reported experiencing听some challenges in performing听their jobs,听the听most commonly reported barrier was insufficient buy-in from Work Coaches to the 50+ agenda, followed by lack of management support听听

Of the provided list of activities that 50PLUS Champions undertake with JCP staff, 鈥楽upporting the Midlife MOT鈥� was believed to have the most positive impact, with 41 Champions saying听it听had a 鈥榲ery positive impact鈥� and further 20听Champions听saying it had either a 鈥榩ositive impact鈥� or a 鈥榮lightly positive impact鈥�.听鈥婽his was followed by 鈥楤uilding Work Coach capability鈥� and 鈥楽upporting 50+ Additional Work Coach Time鈥�.鈥嬏�听鈥楽upporting engagement with local employers鈥� and 鈥楨ngaging with JCP leadership team鈥� were rated as the least impactful, although听the majority of听Champions still rated these as having a positive impact.鈥�

Wider听staff feedback on听50PLUS听claimants听

Of the JCP staff who responded to the survey, 82% said they see 50+ customers either very听frequently听or听frequently听and听72% said听they had contact with 50PLUS Champions at least once a month.听The majority of JCP staff who responded听said听that they听were听happy with their current level of engagement with their听50PLUS听Champion.听听听听

The majority of听respondents (76%) reported that the听50PLUS听Champion role was either 鈥榲ery effective鈥� (40%) or 鈥榮omewhat effective鈥� (36%) in听assisting听them with the delivery of their role in relation to 50+ customers.听The majority of staff (77%) said engagement with 50PLUS听Champions had increased their knowledge of support that can be offered to people aged 50+,听with听over half saying they had increased their confidence in their ability to support people aged 50+ looking for employment (61%), and their knowledge of the potential barriers to employment that are specific to this age group (57%).听听

Around two in five respondents (43%) said that their attitude towards the 50+ agenda had changed due to the work of their 50PLUS Champion. Of those who reported that their attitude had changed, 99% said that their attitude was either more positive (66%) or much more positive (33%).听听听

Almost all respondents (99%) hold the opinion that the impact of the 50PLUS Champion role on moving customers closer to the labour market is either 鈥榤uch more positive鈥� or 鈥榤ore positive鈥�.听听听听

50PLUS听Champions suggested other activities that they believed听could be done in their role to improve the service for 50+ customers听which are summarised in the list below:听

• greater engagement with employers: - to听identify听age-friendly employers, joint events, recruitment incentives for employers, and voluntary opportunities

• greater engagement with other staff members: for听example听meetings with employer partnership teams

• greater engagement with other external organisations: such as age-related charities and听50PLUS听recruitment agencies, and local authority partnerships听听

• more pension advice:听 including links with Pension听Service colleagues was suggested

• additional听support for customers not attending JCP听听听

Some staff noted a need for increased knowledge and visibility of the 50PLUS Champions role, for example via听increased attendance at events, sites or meetings听and more training and information sessions for WCs.

Chapter 3 - Evaluation of the DWP Digital Midlife MOT website

3.1听Introduction听

The DWP Midlife MOT policies are for people听50PLUS听to help them think about their future听in regard to听retirement, their听health听and their education/skills.听There听have been听3 types of DWP-funded Midlife MOT policies:听

• JCP ML MOT group sessions听

• Private Sector ML MOT (discontinued due to lack of take up)听

• Digital ML MOT website听听听听

The evaluation of the Midlife MOT website consists of analysis of Google Analytics data and elements of the Preparing for Later Life Survey.听

3.2听Analysis of Google Analytics data听

鈥淕oogle Analytics鈥� data tracks the performance of websites via a range of metrics such as number of viewing sessions, number of users,听and听time spent on the website.听The DWP Midlife听MOT听website was launched in launch July 2023, but Google Analytics data is only available听from听November听2023.听There are limitations to Google Analytics data. The number of users data will be dependent on听website visitors accepting website analytics tracking through cookies.听Google听Analytics听does not听tell us why users interact with the website content in the ways they do.听The听Google Analytics听data听doesn鈥檛听tell us whether the digital ML MOT has an impact on users鈥� behaviour, job听outcomes听or financial resilience听

The DWP Midlife听MOT听website听has been accessed by users听a total of听59,968 times between November 2023听and听March听2026, with a monthly average of听2,018听sessions.听 Months with听higher-than-average听numbers听of听sessions听include听January听2024 to听March 2024, which is likely to听be linked to DWP marketing activity听of the website听during that time period.听The table below provides more information on Google Analytics data for November 2023 to听March 2026.

Summary data for the DWP Midlife听MOT听website Nov 2023 to听March 2026听

Measure	Definition	Total
Sessions	Number of times the website is accessed by users. Provides a measure of the website鈥檚 overall level of interest and popularity among users	59,968
Total Users	Number of unique individuals accessing the website. This听number is smaller than number of sessions as one user may visit听the website multiple times in given听time period.	38,554
Views	The number of pages visited by users. The number of views is larger than the number of sessions as a user may move from the home/landing page to other sub-pages within the same website	162,950
Views per session	The number of pages visited by users within one session of accessing the website.	2.72
Bounce rate	Rate at which users navigate away from the landing page without further interaction, the bounce rate听reveals听the landing page鈥檚听ability to听retain听visitors.	25.30%
Engagement rate	The engagement rate measures the percentage of sessions that are considered听鈥榚ngaged鈥�,听that is sessions that last longer than 10 seconds; or include 2 or more pageviews; or that include the user opening a link	74.70%

The evaluation did not collect any听data on whether visits to the DWP Midlife MOT website influenced users鈥� behaviour听or usability of the website.

3.3听Preparing for Later Life Survey听findings听

Introduction听

The Preparing for Later Life survey听provides survey feedback from听a sample of听40 to 75 year olds听in Great Britain.听The听respondents were asked听about听their awareness of sources of information and guidance on planning for retirement, including if they were aware of a 鈥淢idlife听MOT鈥� service.听听The听survey听fieldwork took place between 30th October 2024 and 7th听December 2024. Data were collected via a 45 minute online self-completion survey (with the听option听to complete via the telephone on request).听The survey听received responses from听4,036听individuals听(29% of issued sample).听Data听is听weighted to be representative of听the听population.听Further information on the Preparing for Later Life Survey is provided in the published report听Planning and Preparing for Later Life 2024 - 扒哥吃瓜听

Research findings听

Overall, 1 to 2%听of survey respondents had听heard of or used a听midlife听MOT听service (either face to face or on-line^{[footnote 10]}).听It听is听important to note that the survey questions听referred to 鈥渁听Midlife听MOT鈥� but did not directly reference DWP,听so respondents may have been referring to a听midlife听MOT听service听from听a听different provider.听Around half听(55%)听of respondents said they would be interested听in听utilising a Midlife听MOT听tool in the future. The majority (81%) of survey respondents said that a Midlife MOT website should continue to be provided. This听was听in response to a question that referred to 鈥渢he Midlife MOT website鈥� but did not reference DWP explicitly, hence responses may relate to views about a Midlife MOT听website from another provider.听

The survey also gathered feedback on whether individuals would be willing to pay for a Midlife听MOT听website.听听The听survey听used a 鈥渄ichotomous choice鈥� approach to measure willingness to pay, which involved asking people if they would be willing to pay a specified amount for a product or service to continue to be provided.听听If the respondent said yes to the first amount, they are then asked whether they would be willing to pay the original amount plus an increment. If they said no to the first amount, they were asked whether they would be willing to pay the original amount less an increment.听听

The responses to these two questions provide information on the distribution of people鈥檚 willingness to pay听relative听to the starting value which can then be modelled to produce a 鈥渃entral estimate^{[footnote 11]}鈥� of respondents鈥� overall willingness to pay.听听The central estimate of willingness to pay听was听拢14.60.听听Those with a higher financial literacy score and those with a Defined Contribution pension听had听a higher willingness to pay

Annex A听听

List of employment听support options included听in the AWCT impact assessment analysis听

Contracted provision听

Work and Health Programme (WHP)听听听

Sector-based Work Academy Programme (SWAP)听听听

Job Entry Targeted听Support听(JETS)听

Non-contracted听provision听

Basic English training听

Basic Maths training听

Basic IT training听

Careers Advice听

Employability fund听

Employability skills training听

English as a听Second Language (ESOL)听听

Health and well-being support听

Mentoring circle听

Midlife听MOT听

Pre-employment training听

Traineeship听

Wales Skills Employment Pathways听

Work Club听

Work Experience听

Work Trial听

Other