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Welfare Conditionality in the Isle of Man Welfare Conditionality Symposium University of York January 2019 Victoria McLauchlan –Deputy Director, Social Security. The Isle of Man “A special p lace to live and work”. 221 square miles Population of 84,599 (2016) 49% of residents Manx born
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Welfare Conditionality in the Isle of ManWelfare Conditionality Symposium University of YorkJanuary 2019Victoria McLauchlan –Deputy Director, Social Security
The Isle of Man “A special place to live and work” • 221 square miles • Population of 84,599 (2016) • 49% of residents Manx born • Control of Employment Act 2014 • Competitive Tax Regime
VAT Bombshell • Changes to revenue sharing agreement • Annual reductions of £75 million by 13/14 • Savings needed across government • Friction between social conscience and need to balance the budget • Targeting
Social Security in IOM Universal benefits Disability Benefits, Child Benefit, Nursing Care Contribution c.£30m p/a c. £300,000,000 per annum Means tested benefits Income Support, Jobseeker’s Allowance, Employed Person’s Allowance c.£80m p/a Contribution based benefits Retirement Pension Incapacity Benefit, Jobseeker’s Allowance (conts.) Maternity, Paternity, Adoption Allowance c.£200m p/a
Ci65 Report • Ci65 report recommended: • New Manx Pension • New Manx Benefit • Better of in work guarantee • Benefit Cap • Increased use of conditionality
Personal Capability Assessments • 2 attempts to introduce assessments • Public able to leverage political power • Independent review into suitability of test • Recommendation of holistic, OH model of support • Challenge
Conditionality • No ESA, PIP Tax Credits, or Universal Credit • No Work Capability Assessment • Work Focused Interviews • Free, easy access to Employment Support • Employer Incentive Schemes • Income Support for lone parents • JSA incremental reductions • Personalised Jobseeker’s Agreement • No targets
The Future • Commitment to “improve the way we help people get back to work by establishing clearer support pathways” • Pilot of increasing work focused conversations with sick and disabled persons • Further employer demand side initiatives • GP engagement • Monitoring research findings and taking action