The Work Capability Assessment has to be abolished, as service users and professionals we have also created a replacement. #newapproach

1. New approach
Social protection – not exclusion

2. Spinning people round in a circle of
statistics is no answer
DWP
Figures
2008
-­‐
2013
4.3
million
claims
made
since
Oct
2008
2.4
million
claims
ended
since
Oct
2008

3. ESA hasn’t worked
6
Million
caseload
4.1
Million
assessments
1.2
Million
appeals
1.4
Million
‘fit
for
work’
0.7
million
reclaims

4. No economic benefit
2.6
million
claimants
2008
2.45
million
claimants
2014
-­‐
150,000
ReducEon?

5. ESA related job outcomes
4,000,000
(4
Million)
Work
Capability
Assessments
10,760
job
outcomes
for
new
ESA
claimants
(0.25
%)
980
Job
outcomes
for
incapacity
/ESA
claimants
60
Job
outcomes
for
Incapacity
/ESA
claimants
with
a
mental
health
problem

6. New approach has done the sums
In
most
incapacity
benefit
/ESA
cases
the
claimant’s
doctor
was
right
2.6
million
on
incapacity
prior
to
ESA
1.22
million
tested
for
ESA
0.98
million
qualified
0.25
million
found
fit
for
work
by
DWP
0.13
million
appealed
980
job
outcomes
0.22
million
reclaimed
incapacity
benefit

7. A new approach is the only way
Abolish
the
WCA

8. Claimants need the right support
You
can’t
tell
what
a
person’s
limita>ons
are
just
by
looking
at
them
A
need
to
recognise
all
barriers
A
full
support
package
A
new
approach
to
assessment
A
new
in
and
out
of
work
credit

9. Early stage exclusion for those who
are too unwell
Certain
condiEons
are
automaEcally
excluded
The
GP
can
indicate
exclusion
on
the
‘MED
3’
fit
note
A
help
line
for
exclusion
cases
is
available
to
all
GP’s
All
exclusion
cases
receive
maximum
support

10. Four Way
Assessment
The claimant
has their say
The claimant’s
clinician
provides
their
opinion
An
independent
HCP
provides an
overview
Employability
is considered
A new four way
assessment
process

11. Claimants are assessed
flexibly
Claimants
can
apply
for
personal
limitaEon
based
credit
(LBC)
LBC
ranges
from
0%
to
100%
paid
in
or
out
of
work
On
top
of
any
basic
personal
allowance
when
out
of
work

12. Most claimants with a limitation are able to
apply for LBC
LBC can be paid to working age claimants who are seeking work
or who are unable to seek work

13. More compatible with modern labour
market challenges
Grouping and tick box
testing
doesn’t
work
Flexible
intelligent
assessment
is
the
way
forward
“The
problems
surrounding
growth
in
incapacity
for
work
claims
have
been
with
us
for
more
than
3
decades.
The
soluEon
isn’t
to
be
found
in
more
45
minute
Eck
box
tesEng;
we
need
blue
sky
thinking
revolving
around
a
completely
new
approach”

14. The
claimant
isn’t
just
a
naEonal
insurance
number
They
state
what
they
see
as
their
full
range
of
limitaEons
Where
unable
to
do
so
they
consult
a
support
assistant
within
The
advice
sector
The
claimant’s
doctor
completes
a
much
more
informaEve
fit
note
indicaEng
if
exclusion
applies
and
the
areas
where
the
claimant
is
most
likely
to
have
a
problem
The
DWP
&
Work
Programme
providers
have
to
consult
with
trained
Disability
Employment
Advisers
to
assess
how
the
claimant
will
cope
in
the
workplace
Independent
occupaEonal
healthcare
assessors
objecEvely
overview
the
evidence
(carrying
out
a
face
to
face
assessment
if
necessary)
and
jusEfy
their
recommendaEon
ImparEal
decision
–
makers
draw
up
a
statement
of
limitaEon
&
awards
limitaEon
based
credit
An assessment which looks
at the person rather than
the politics….
Jill….
“At last, they’ve really
started to show they
understand me”

15. The statement of limitation
Statement
of
LimitaEon
Dear
Jill.
You
recently
asked
us
to
consider
your
limitaEons.
We
have
carefully
considered
the
following:
• What
you
have
told
us
• What
your
doctor
advised
us
• The
advice
we
received
from
an
employment
adviser
• The
advice
of
an
independent
occupaEonal
healthcare
professional
We
have
decided
that
you
are
reduced
in
your
capability
for
work
and
can
award
you
a
Personal
LimitaEon
Based
Credit
of
75%.
This
means
you
are
enEtled
to
£30
per
week
which
is
paid
on
top
of
any
other
benefit
you
receive
and
also
in
addiEon
to
any
wages
you
are
paid
if
you
find
work.
This
is
an
important
documentaEon
which
you
should
show
your
doctor
and
(if
in
work)
your
employer.
They
may
be
required
to
make
certain
adjustments
to
improve
your
prospects
of
finding
work
or
staying
in
work.
Please
see
the
rest
of
this
lejer
for
more
informaEon.
Jill
feels
more
reassured
by
a
statement
which
recognises
her
limitaEons
Jill
know
she
can
get
her
personal
credit
both
in
and
out
of
work
The
statement
means
her
doctor
has
to
look
at
gekng
her
much
needed
help
An
employer
has
to
make
adjustments
for
Jill’s
75%
limitaEon

16. Flexible assessment
0
–
24%
may
not
result
in
payment
but
may
lead
to
non
–
financial
support-­‐
claimant
is
expected
to
seek
/
prepare
for
work
25
–
49%
results
in
payment
as
well
as
non
financial
support
–
claimant
is
expected
to
prepare
for
work
50
–
74%
results
in
payment
as
well
as
non
–
financial
support
–
claimant
is
expected
to
prepare
for
work
75
–
100%
results
in
maximum
support
–
claimant
can
chose
to
prepare
for
work
with
no
mandatory
condi>ons
aJached

17.
How it works for Jill
Jill
has
mul>ple
health
problems
including
early
age
arthri>s,
an
ea>ng
disorder
and
severe
anxiety/depression.
She
has
many
problems,
wants
to
work
but
hasn’t
been
able
to
since
leaving
school.
Jill
is
ini>ally
assessed
at
100%
and
receives
maximum
credit,
her
statement
of
limita>on
also
recommends
she
receives
a
programme
of
counselling
and
aids
to
improve
her
mobility.
With
the
appropriate
support,
Jill
starts
to
overcome
her
ea>ng
disorder,
anxiety
and
depression.
Her
progress
is
reviewed
and
her
credit
reduces
to
75%
reflec>ng
the
improvement.
She
feels
ready
to
take
on
work.
In
>me
Jill
feels
able
to
take
on
work.
She’s
reassured
because
she
knows
she
will
keep
her
credit
which
can
be
paid
on
top
of
her
wages.
She
feels
beJer
about
the
level
of
support
she
is
receiving.

18. How flexible credits work
Although
LBC
is
awarded
in
increments
of
25,
50,
75
&
100%
-­‐
it
is
‘tapered’
to
reduce
in
payment
by
units
of
10%
-­‐
providing
the
claimant
with
a
gradual
decrease.
LBC
taper
can
be
increased
as
well
as
decreased
to
provide
for
situa>ons
where
the
claimant
suffers
a
set
back.
As
the
claimant’s
LBC
reduces,
the
employer
receives
an
incen>ve
subsidy
for
employing
someone
with
reduced
limita>on.
This
is
subject
to
a
full
appraisal.
There
is
an
equal
duty
on
the
DWP,
healthcare
providers
&
employers
to
work
towards
integra>ng
claimants
in
to
work
when
possible
and
to
ensure
that
claimants
who
are
not
able
are
excluded
from
assessment
without
fear
of
sanc>on.

19. A new approach worthy of
investment
Jill
never
thought
this
was
achievable
Jill’s
employers
are
delighted
with
her

20. End
“New
Approach
is
commijed
to
working
with
the
disabled
community,
advice
sector
and
representaEve
bodies
to
find
a
viable
alternaEve
to
the
Work
Capability
Assessment.
Based
upon
a
specialist
knowledge
of
the
UK
welfare
benefits
system
we
have
provided
our
second
stage
proposals
and
now
welcome
feedback
from
interested
parEes
to
enable
us
to
take
these
forward
to
Parliament.”
Nick
Dilworth
–
co
founder
of
New
Approach
In
partnership
with
Jane
Bence,
Rick
Burgess
&
Wayne
Blackburn