Found: funded by the Ministry of Housing, Communities and Local Government in the context of the Renters’ Rights Bill

Found: The government’s roadmap for the implementation of the Employment Rights Bill confirms that it will only

Found: support people in work with greater security in work, which we are doing through the Employment Rights Bill

Found: and pull, and we will—that is the minimum wage, the changes to universal credit, the Employment Rights Bill

Found: Q85 66 Q46 67 Crime and Policing, Bill 187 of 2024–25 [as brought from the Commons] 68 Renters’ Rights, Bill

Found: findings-on-demographics-and-household-resilience/introduction-and-key-findings 9 https://www.gov.uk/government/publications/renters-rights-bill-impact-assessment

Found: Ending Section 21 no-fault evictions through the Renters’ Rights Bill would help make renting more secure

Found: We have also introduced the Renters’ Rights Bill on private rented accommodation.

Found: Today, the Government has also published the Employment Rights Bill (‘the Bill’) Implementation Roadmap

Found: One thing we have seen is the Employment Rights Bill.

Found: the design of the FPA process, and we aim to begin the public consultation after the Employment Rights Bill

Found: We aim to begin the public consultation after the Employment Rights Bill receives Royal Assent later

Found: That is why fair pay agreements were introduced in the Employment Rights Bill in our first 100 days.

Found: very good question, because that leads us into what our plans are for this through the Employment Rights Bill

Found: That is why fair pay agreements were introduced in the Employment Rights Bill in our first 100 days.

Submit Evidence (by 4 Sep 2025)

Organisers and facilitators of major sporting and cultural events are invited to give evidence to a new inquiry from MPs examining the challenges faced by the industry and how the sector can tap into new opportunities for growth and collaboration.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps his Department is taking to ensure the Fair Work Agency has the required resource to enforce (a) the minimum wage, (b) protection from harassment and (c) protection from gender discrimination at work for young women.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Fair Work Agency will deliver a much-needed upgrade to the enforcement of workers’ rights, including the rights of young women.

The specific legislation the Fair Work Agency will be responsible for enforcing is set out in Part 1 of Schedule 7 of the Employment Rights Bill.

The Government is committed to giving the Fair Work Agency the resources it needs to enforce its remit effectively. More detail around funding will be released in due course.

Question to the Ministry of Housing, Communities and Local Government:

To ask the Secretary of State for Housing, Communities and Local Government, with reference to the contribution by the Parliamentary Under-Secretary of State at the Ministry of Housing, Communities and Local Government of 7 July 2025, Official Report, column 1125, which (a) representatives of the insurance sector and (b) other stakeholders her Department held discussions with prior to the introduction of the amendments.

Answered by Matthew Pennycook - Minister of State (Housing, Communities and Local Government)

The government has engaged with a wide range of stakeholders during the passage of the Renters’ Rights Bill, including the Association of British Insurers and the British Insurance Brokers Association.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he made of the potential impact of delaying the implementation of the Employment Rights Bill’s provisions on unfair dismissal protections on levels of business confidence.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

There is no delay to implementation. On 1 July the Government published “Implementing the Employment Rights Bill: Roadmap”. It provides clarity for employers and workers on when Government will consult on the implementation of Bill measures, and when measures will take effect. Feedback from businesses is that this clarity has improved confidence. The Roadmap sets out our initial view that day one unfair dismissal protections will take effect in 2027, after regulations have been made and the Advisory, Conciliation and Arbitration Service has considered to what extent , to reflect day one rights in the Code of Practice on disciplinary and grievance procedures.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has made an assessment of the potential merits of establishing a working time council to explore the wider implementation of a four-day working across the economy.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the productivity outcomes of the latest four-day week pilot facilitated by the 4 Day Week Foundation.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department plans to support a structured forum for businesses to share learning on reduced-hour models.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps his Department is taking to support businesses transitioning to a four-day working week.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the potential impact of the Employment Rights Bill on youth unemployment.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Employment Rights Bill Impact Assessments were published on October 21 and can be found here. This analysis shows that the Bill is expected to benefit younger workers, typically disproportionately represented in low paid, low quality and insecure jobs.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has made an assessment of the implications for his policies of the four-day week pilot facilitated by the 4 Day Week Foundation.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, if he will make it his policy to require companies with Government contracts to recognise trade unions.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

This Government is committed to creating jobs that provide security, treat workers fairly, and pay a decent wage. The Government’s Social Value Model provides an opportunity to reward suppliers who provide good working conditions for staff working on public contracts. The Employment Rights Bill also supports workers’ rights to access a Trade Union.

Question to the Ministry of Housing, Communities and Local Government:

To ask the Secretary of State for Housing, Communities and Local Government, what her planned timetable is for the (a) completion of the remaining stages and (b) implementation of the provisions of the Renters Rights Bill.

Answered by Matthew Pennycook - Minister of State (Housing, Communities and Local Government)

The Renters’ Rights Bill is currently progressing through the House of Lords. Report stage concluded on 15 July. Third Reading is scheduled for 21 July and the dates for the remaining stages of the Bill will be announced in due course.

Upon the commencement date, the new tenancy system provided for by the Bill will apply to all private tenancies - existing tenancies will become periodic, and any new tenancies will be governed by the new rules.

We will provide sufficient notice and will work closely with tenants groups and the landlord and lettings sector ahead of implementation.

Question to the Ministry of Housing, Communities and Local Government:

To ask the Secretary of State for Housing, Communities and Local Government, what steps her Department plans to take to improve the quality of private rented accommodation.

Answered by Matthew Pennycook - Minister of State (Housing, Communities and Local Government)

The Renters’ Rights Bill enables the Decent Homes Standard to be applied to the private rented sector for the first time and provides local authorities with effective and proportionate powers to enforce it.

The Bill will allow ‘Awaab’s Law’ to be applied to the private rented sector. It will enable timeframes to be set out in regulations within which private rented sector landlords and licensors must make homes safe where they contain serious hazards.

Question

To ask the Minister for Women and Equalities, what steps she is taking to tackle the gender pay gap for young women.

Answered by Seema Malhotra - Parliamentary Under-Secretary of State (Department for Education) (Equalities)

The landmark Employment Rights Bill is set to have a transformative impact, ensuring workplace rights are fit for a modern economy and empowering working people, including young women.

As part of the Bill we are increasing the time limit within which employees are able to make an Employment Tribunal claim from 3 months to 6 months.

We are also strengthening protections against harassment; requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees; and introducing an obligation on employers not to permit the harassment of their employees by third parties. Furthermore, we have announced that we will ban non-disclosure agreements used by employers to silence employees subjected to harassment and abuse. These changes will give workers confidence that inappropriate behaviour in the workplace will be dealt with, not hidden.

Finally, the Bill will establish the Fair work agency, to enforce labour rights and promote fairness in the workplace. This will be a single place where workers and employers can turn for help.

With regard specifically to the gender pay gap, we know that ensuring every employer harnesses the talent, creativity and brilliance of women in their workforce is a crucial part of achieving economic growth. That is why, as part of the Employment Rights Bill, we are additionally taking the first steps towards requiring employers to publish action plans detailing the evidence based steps they are taking to narrow their gender gap. In requiring employers to produce a plan, this will prompt them to better understand the drivers of their gap, and the experiences of women in their workforce, including young women.

Question

To ask the Minister for Women and Equalities, what steps she is taking to ensure the effective enforcement of young women’s rights at work.

Answered by Seema Malhotra - Parliamentary Under-Secretary of State (Department for Education) (Equalities)

The landmark Employment Rights Bill is set to have a transformative impact, ensuring workplace rights are fit for a modern economy and empowering working people, including young women.

As part of the Bill we are increasing the time limit within which employees are able to make an Employment Tribunal claim from 3 months to 6 months.

We are also strengthening protections against harassment; requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees; and introducing an obligation on employers not to permit the harassment of their employees by third parties. Furthermore, we have announced that we will ban non-disclosure agreements used by employers to silence employees subjected to harassment and abuse. These changes will give workers confidence that inappropriate behaviour in the workplace will be dealt with, not hidden.

Finally, the Bill will establish the Fair work agency, to enforce labour rights and promote fairness in the workplace. This will be a single place where workers and employers can turn for help.

With regard specifically to the gender pay gap, we know that ensuring every employer harnesses the talent, creativity and brilliance of women in their workforce is a crucial part of achieving economic growth. That is why, as part of the Employment Rights Bill, we are additionally taking the first steps towards requiring employers to publish action plans detailing the evidence based steps they are taking to narrow their gender gap. In requiring employers to produce a plan, this will prompt them to better understand the drivers of their gap, and the experiences of women in their workforce, including young women.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has considered the findings of the most recent four day week pilot; and what steps his Department is taking to ensure businesses have a structured forum in which to share insights on effective implementation.

Answered by Douglas Alexander - Minister of State (Cabinet Office)

We are aware of the findings of the 4 Day Week Foundation’s recent trial.

A four-day week is an example of a flexible working arrangement. Currently, all employees have the right to request a flexible working arrangement, and we are changing legislation through the Employment Rights Bill to make it more likely that requests are accepted.

We have no plans to mandate a four-day week, or any other working arrangement. Our priority is to consult with and support businesses and employees with the delivery of these planned changes, as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has reviewed the findings of the recent national four-day working week pilot; and whether he plans to respond to the 4 Day Week Foundation’s recommendation to establish a working time council.

Answered by Douglas Alexander - Minister of State (Cabinet Office)

We are aware of the findings of the 4 Day Week Foundation’s recent trial.

A four-day week is an example of a flexible working arrangement. Currently, all employees have the right to request a flexible working arrangement, and we are changing legislation through the Employment Rights Bill to make it more likely that requests are accepted.

We have no plans to mandate a four-day week, or any other working arrangement. Our priority is to consult with and support businesses and employees with the delivery of these planned changes, as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what recent discussions he has had with the Chancellor of the Exchequer on ensuring employment policies reflect the needs of sectors with high levels of (a) youth and (b) seasonal employment.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Secretary of State, responsible Ministers and policy officials meet regularly with their counterparts in HM Treasury about a range of issues including on the Plan to Make Work Pay and the Employment Rights Bill.

The Bill will deliver significant benefits to the UK, including, better working conditions, more secure work, reducing inequalities and improving industrial relations.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment his Department has made of the adequacy of employment protections for individuals engaged on zero-hour contracts.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government does not believe that individuals engaged on zero-hours contracts currently benefit from sufficient employment protections.

The Government is addressing this through the Employment Rights Bill, by ensuring that employers have to offer qualifying workers guaranteed hours. The Bill will also require employers to offer shifts with reasonable notice and make cancellation payments if they cancel, move or curtail shifts at short notice.

This Government is introducing other landmark reforms in the Employment Rights Bill, including day one protection from unfair dismissal, better protection from sexual harassment and improved Statutory Sick Pay.

Question to the Department for Education:

To ask the Secretary of State for Education, what steps she is taking to ensure that recommendations made by the School Support Staff Negotiating Body are implemented.

Answered by Catherine McKinnell - Minister of State (Education)

The School Support Staff Negotiating Body (SSSNB) is being established in primary legislation through the Employment Rights Bill, which was introduced in Parliament within the first 100 days of government on 10 October 2024. The Bill is currently in the House of Lords. Due to the uncertainties of Parliamentary business and scheduling, we cannot confirm at this stage when the Bill will receive Royal Assent. After Royal Assent, secondary legislation will be required to constitute the body.

The department’s current estimate is that once the SSSNB has been established and is operational, the earliest the body will be in a position to start making pay related recommendations is in the 2027/28 academic year, to ensure a smooth transition from the current National Joint Council process.

The SSSNB will bring together employers and employee representatives to reach agreements on pay and terms and conditions which may then be ratified by my right hon. Friend, the Secretary of State for Education. It is important that the department strikes an appropriate balance between the SSSNB having sufficient independence to reach agreements and make recommendations, whilst ensuring that any agreements in relation to remuneration, terms and conditions or advice in relation to training and career progression are practicable before being ratified or published as statutory guidance by the Secretary of State for Education. As a negotiating body, employee and employer representatives will be able to meaningfully negotiate on pay and conditions as well as advise on training and career progression, with a clear process for the Secretary of State for Education to decide on the course of action based on the agreements reached or recommendations made.

Question to the Department for Education:

To ask the Secretary of State for Education, what steps she is taking to ensure the independence of the School Support Staff Negotiating Body.

Answered by Catherine McKinnell - Minister of State (Education)

The School Support Staff Negotiating Body (SSSNB) is being established in primary legislation through the Employment Rights Bill, which was introduced in Parliament within the first 100 days of government on 10 October 2024. The Bill is currently in the House of Lords. Due to the uncertainties of Parliamentary business and scheduling, we cannot confirm at this stage when the Bill will receive Royal Assent. After Royal Assent, secondary legislation will be required to constitute the body.

The department’s current estimate is that once the SSSNB has been established and is operational, the earliest the body will be in a position to start making pay related recommendations is in the 2027/28 academic year, to ensure a smooth transition from the current National Joint Council process.

The SSSNB will bring together employers and employee representatives to reach agreements on pay and terms and conditions which may then be ratified by my right hon. Friend, the Secretary of State for Education. It is important that the department strikes an appropriate balance between the SSSNB having sufficient independence to reach agreements and make recommendations, whilst ensuring that any agreements in relation to remuneration, terms and conditions or advice in relation to training and career progression are practicable before being ratified or published as statutory guidance by the Secretary of State for Education. As a negotiating body, employee and employer representatives will be able to meaningfully negotiate on pay and conditions as well as advise on training and career progression, with a clear process for the Secretary of State for Education to decide on the course of action based on the agreements reached or recommendations made.

Question to the Department for Education:

To ask the Secretary of State for Education, when the School Support Staff Negotiating Body will be operational.

Answered by Catherine McKinnell - Minister of State (Education)

The School Support Staff Negotiating Body (SSSNB) is being established in primary legislation through the Employment Rights Bill, which was introduced in Parliament within the first 100 days of government on 10 October 2024. The Bill is currently in the House of Lords. Due to the uncertainties of Parliamentary business and scheduling, we cannot confirm at this stage when the Bill will receive Royal Assent. After Royal Assent, secondary legislation will be required to constitute the body.

The department’s current estimate is that once the SSSNB has been established and is operational, the earliest the body will be in a position to start making pay related recommendations is in the 2027/28 academic year, to ensure a smooth transition from the current National Joint Council process.

The SSSNB will bring together employers and employee representatives to reach agreements on pay and terms and conditions which may then be ratified by my right hon. Friend, the Secretary of State for Education. It is important that the department strikes an appropriate balance between the SSSNB having sufficient independence to reach agreements and make recommendations, whilst ensuring that any agreements in relation to remuneration, terms and conditions or advice in relation to training and career progression are practicable before being ratified or published as statutory guidance by the Secretary of State for Education. As a negotiating body, employee and employer representatives will be able to meaningfully negotiate on pay and conditions as well as advise on training and career progression, with a clear process for the Secretary of State for Education to decide on the course of action based on the agreements reached or recommendations made.

Found: ‘Good work’ and the Employment Rights Bill

Found: Employment Rights Bill MANUSCRIPT AMENDMENT TO BE MOVED ON REPORT [Supplementary to the Fourth Marshalled

Found: Employment Rights Bill [AS AMENDED ON REPORT] CONTENTS PART 1 EMPLOYMENT RIGHTS Zero hours workers

Found: Renters' Rights Bill LORDS AMENDMENTS [The page and line references are to HL Bill 60, the Bill as

Found: Employment Rights Bill FOURTH MARSHALLED LIST OF AMENDMENTS TO BE MOVED ON REPORT The amendments

Found: Employment Rights Bill AMENDMENT TO BE MOVED ON REPORT [Supplementary to the Fourth Marshalled List

Found: Employment Rights Bill AMENDMENTS TO BE MOVED ON REPORT [Supplementary to the Third Marshalled List

Found: Renters' Rights Bill MARSHALLED LIST OF AMENDMENTS TO BE MOVED ON THIRD READING [Amendments marked

Found: Employment Rights Bill THIRD MARSHALLED LIST OF AMENDMENTS TO BE MOVED ON REPORT The amendments

Found: Renters' Rights Bill RUNNING LIST OF ALL AMENDMENTS ON THIRD READING Tabled up to and including 17

Found: Employment Rights Bill SECOND MARSHALLED LIST OF AMENDMENTS TO BE MOVED ON REPORT The amendments

Found: Employment Rights Bill AMENDMENTS TO BE MOVED ON REPORT [Supplementary to the Second Marshalled List

Found: 17 July 2025 The Employment Rights Bill – Legislative Consent Dear Simon and Tom, I am

Found: Renters' Rights Bill [AS AMENDED ON REPORT] CONTENTS PART 1 TENANCY REFORM CHAPTER 1 ASSURED TENANCIES

Found: across the country which supports officer wellbeing. 2.157 We are also aware of the Employment Rights Bill

Found: Following the commencement of the Employment Rights Bill (the bill), the Fair Work Agency (FWA) will

Found: The resulting Employment Rights Bill, introduced on 10 October aims to tackle low pay, poor working

Found: The Employment Rights Bill seeks to restrict working practices that some consider to be unfair such

Found: The Employment Rights Bill seeks to restrict working practices that some consider to be unfair such

Found: Following the commencement of the Employment Rights Bill (the bill), the Fair Work Agency (FWA) will

Found: The resulting Employment Rights Bill, introduced on 10 October aims to tackle low pay, poor working

Found: Policy proposals by the UK Government, in the Employment Rights Bill (2024), would require large employers

Found: The Employment Rights Bill is there to ensure those trusted relationships are protected for both the

Found: And the Renters’ Rights Bill – the most transformative private rented sector legislation in a generation

Found: And the Renters’ Rights Bill – the most transformative private rented sector legislation in a generation

Found: And the Renters’ Rights Bill – the most transformative private rented sector legislation in a generation

Found: Supporting effective delivery of the Employment Rights Bill over the coming spending review period

Found: Supporting effective delivery of the Employment Rights Bill over the coming spending review period

Found: Supporting efective delivery of the Employment Rights Bill over the coming spending review period will

Found: equality data and analysis • socio-economic opportunity • race and ethnicity policy • Employment Rights Bill

Found: equality data and analysis • socio-economic opportunity • race and ethnicity policy • Employment Rights Bill

Found: The Committee also discussed director succession planning, the Employment Rights Bill and a new job

Found: We have been clear, though our Employment Rights Bill and our published next steps to Make Work Pay,

Found: across the country which supports officer wellbeing. 2.157 We are also aware of the Employment Rights Bill

Found: Policy proposals by the UK Government, in the Employment Rights Bill (2024), would require large employers

Found: Asylum and Immigration Bill • Crime and Policing Bill • Data (Use and Access) Bill • Employment Rights Bill

Found: with the Department for Business and Trade and the Department for Transport on the Employment Rights Bill

Found: with the Department for Business and Trade and the Department for Transport on the Employment Rights Bill

Found: employment support for unpaid carers, as discussed during the Report stage (first day) of the Employment Rights Bill

Found: harassment and discrimination, as discussed during the Report stage (first day) of the Employment Rights Bill

Found: with specific references to the importance of implementing fee increases alongside the Renters’ Rights Bill

Found: trade unions regarding protection against unfair dismissal as a day one right in the Employment Rights Bill

Found: trade unions regarding protection against unfair dismissal as a day one right in the Employment Rights Bill

Found: into the Fair Work Agency, as discussed during the Committee stage (tenth day)of the Employment Rights Bill

Found: into the Fair Work Agency, as discussed during the Committee stage (tenth day)of the Employment Rights Bill

Found: legislation within devolved competence in four LCMs— • The Tobacco and Vapes Bill • Employment Rights Bill

Found: _____________5 Pre-Budget Scrutiny 2024-2025____________________________________________5 Human Rights Bill

Found: Session 6) 4Legislative Consent Memorandum Legislative Consent Memorandum (LCM) for the Renters’ Rights Bill

Found: A breakdown is provided below: LCMs • Renters Rights Bill • Product Regulation and Metrology Bill • Tobacco

Found: considered three Legislative Consent Memorandums (LCMs)— • Data (Use and Access) Bill • Employment Rights Bill

Found: Report on the Legislative Consent Memorandum for the Employment Rights Bill A report on the Economy and

Found: Legislative Consent Memorandum: delegated powers exercisable within devolved competence in the Employment Rights Bill

Found: . • Ask Minister to come to CPG and talk about the groups concerns on LDAN, Human Rights Bill and

Found: The minister spoke about the upcoming Employment Rights Bill and its progress.

Found: convention into Scots law within the limits of devolved competence by bringing forward a Human Rights Bill

Found: • As SG have delayed the Human Rights bill and Stigma Action Plan, I’m not sure this would be seen

Found: • As SG have delayed the Human Rights bill and Stigma Action Plan, I’m not sure this would be seen

Found: • Implementation of Sectoral bargaining as laid out in Scotland (not as per the Employee rights Bill

Found: Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 • Equality Impact Assessment • Human Rights Bill

Found: Human Rights 14/05/2025 Meeting/Video Conference Cabinet Secretary for Transport and Human Rights Bill

Found: which includes plans to publish a Bill Policy Product consolidating current proposals on the Human Rights Bill

Found: Human Rights Bill for Scotland documents that relate to the right for food: FOI release

Found: Human Rights Bill for Scotland documents that relate to the right for food: FOI release

Found: Human Rights Bill for Scotland documents that relate to the right for food: FOI release

Found: Human Rights Bill for Scotland documents that relate to the right for food: FOI release

Found: collaboratively with the UK Government on its Make Work Pay agenda, including the Employment Rights Bill

Found: ◼ The right to a healthy environment has been included in the development of a Scottish Human Rights Bill

Found: .39 The right to a healthy environment has been included in the development of a Scottish Human Rights Bill

Found: vision, some respondents emphasised their support for the Scottish Government’s planned Human Rights Bill

Found: A Human Rights Bill for Scotland: Discussion Paper

Found: A report about the Scottish Government's plans for the Human Rights Bill: Easy Read version

Found: A Human Rights Bill for Scotland: Discussion Paper

Found: A report about the Scottish Government's plans for the Human Rights Bill: Easy Read version

Found: Outcome 5 Outcome 6 Equality, opportunity, community: New leadership - A fresh start A Human Rights Bill

Found: It was outlined that by March 2026, we aim to have further developed the proposed Human Rights Bill with

Found: proposals to strengthen the role of the Scottish Human Rights Commission through a future Human Rights Bill

Found: Planned engagement on Scotland’s future Human Rights Bill will ensure that intersectional experiences

Found: Statement on Gender Policy Coherence 41 In October 2024 the UK Government introduced the UK Employment Rights Bill

Found: UK Government in relation to its plans for a New Deal for Working People through the Employment Rights Bill

Found: However, we welcome the UK Government’s Employment Rights Bill and the positive step that the UK Government

Found: Taskforce, and early actions including the Fair Repayment Rate in Universal Credit and Employment Rights Bill

Found: Quarters’ offices to help monitor the policy. 4 As at April 2025, The UK Government’s Employment Rights Bill

Found: activities the Scottish Government is undertaking to advance development of the proposed Human Rights Bill

Found: practice to advance human rights now, laying the groundwork for new duties in the future via a Human Rights Bill

Found: Rights: Summary Delivery Plan Descriptor Engage with stakeholders on ongoing development of Human Rights Bill

Found: make via the Human Rights Bill.The first two amendments that we are planning to make via the Human Rights Bill

Found: However, we welcome the UK Government’s Employment Rights Bill and the positive step that the UK Government

Found: A Human Rights Bill for Scotland: Consultation 10.

Found: commitments include legislating to criminalise misogynistic conduct and the introduction of a Human Rights Bill

Found: rally behind at this Congress, and it's why my government welcomes the UK government's employment rights bill

Found: and develop human rights protections in Scotland, including a commitment to introduce a Human Rights Bill

Found: housing • Affordable Homes Programme • Housing quality • Private rented sector and Renters’ Rights Bill

Found: Speaking note Separate Event Programme 4 Biographies 6 Key issues 7 Annex A – Human Rights Bill

Found: for DFM speech Hi [redacted – s38(1)(b) personal information], Please find attached Human Rights Bill

Question

To ask the Scottish Government how it plans to support any social care workers on low pay, in light of reported evidence stating that there is a link between the level of pay for people working in social care and child poverty.

Answered by Arthur, Tom - Minister for Social Care and Mental Wellbeing

The Scottish Government has a long-standing commitment to support social care workers rates of pay. For the 2025-26 financial year, the Scottish Government are investing £125 million to enable adult social care workers, delivering direct care in the third and private sectors, to be paid at least the Real Living Wage. This takes the estimated total investment to deliver this policy up to £950 million this financial year.

This policy is to enable the Real Living Wage to be paid to these workers as a minimum, and employers and commissioners have the locus to set rates in excess of this where local circumstances allow.

In addition, the Scottish Government is committed to establish voluntary sectoral bargaining arrangements for the commissioned adult social care sector in Scotland and we have been working with stakeholder partners, through the Fair Work in Social Care Group, to progress this. We have also been engaging with the UK Government on their Employment Rights Bill, which we hope will extend the scope for the option of a regulatory Social Care Negotiating Body, and associated Fair Pay Agreements, to Scotland.

Once developed and introduced, sectoral bargaining arrangements will encourage improvements in pay, and terms and conditions for the social care workforce.

We know that there are a number of factors which can compound the relationship between work and poverty, including in sectors such as social care. That is why we are taking action to tackle child poverty and make a real difference to families. On average, households with children in the poorest 10% of households are estimated to be £2,600 a year better off in 2025-26 as a result of Scottish Government policies like the Scottish Child Payment. This value is projected to grow to an average of £3,700 a year by 2029-30.

We are also taking decisive action to end the impact of the two-child limit in Scotland. Subject to Parliamentary approval of the necessary legislation, the new Two Child Limit Payment will open for applications on 2 March 2026, with payments beginning as soon as possible thereafter. Worth up to more than £3,500 a year for each eligible child, these payments will make a significant difference to larger families who are currently denied support, and Scottish Government modelling published in March estimates this will result in 20,000 fewer children living in relative poverty in 2026-27.

While the Joseph Rowntree Foundation predict child poverty will rise in other parts of the UK by 2029, they highlight that policies such as our Scottish Child Payment, and our commitment to mitigate the two-child limit, are behind Scotland bucking the trend.

Question

To ask the Scottish Government, further to the answer to question S6W-35303 by Gillian Martin on 12 March 2025, what consideration it has given to the (a) application and (b) enforcement of the national minimum wage on (i) Inch Cape and (ii) other offshore wind farms leased by Crown Estate Scotland with the UK Government.

Answered by Martin, Gillian - Cabinet Secretary for Climate Action and Energy

As stated in the answer to S6W-35303, employment legislation is reserved to the UK Parliament and there have been no discussions to date specifically on enforcement of the national minimum wage for Inch Cape or other offshore wind farms. As long as employment legislation remains reserved, the Scottish Government will continue to use our Fair Work policy to drive up labour market standards for workers across the Scottish labour market, including in the offshore wind sector. We welcome the UK Government’s Employment Rights Bill and continue to work closely with them to ensure its positive application, whilst being clear that the best way to protect Scotland’s workers is to devolve employment law.

All answers to written Parliamentary Questions are available on the Parliament’s website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/written-questions-and-answers

Question

To ask the Scottish Government, further to the answer to question S6W-35303 by Gillian Martin on 12 March 2025, what assessment it has made of the current provisions in the UK Government’s Employment Rights Bill and the employment rights of (a) offshore energy workers and (b) seafarers in Scotland.

Answered by Martin, Gillian - Cabinet Secretary for Climate Action and Energy

The Scottish Government has no duty to conduct an assessment of the impact of the UK Government’s Employment Rights Bill with regard to offshore energy workers or seafarers or any other sector, but we welcome the Bill and continue to work with the UK Government to ensure it has a positive impact across Scotland. The Scottish Government supports the strengthening of fair work and workers’ rights and will continue to use our Fair Work policy to drive up labour market standards for workers across the Scottish labour market, whilst advocating for devolution of employment law to best protect Scotland’s workers.

Question

To ask the Scottish Government on what dates the Cabinet Secretary for Justice and Home Affairs has met the (a) chief executive of the Scottish Prisons Service, (b) chief Social Work Advisor, (c) chief executive of the Scottish Courts and Tribunals Service and (d) Lord President of the Court of Session since 29 March 2023, and what subjects were discussed.

Answered by Constance, Angela - Cabinet Secretary for Justice and Home Affairs

I have met the Chief Executive of the Scottish Prisons Service, the Chief Social Work Advisor, Chief Executive of the Scottish Courts and Tribunals Service and Lord President of the Court of Session on a number of occasions since 29 March 2023.

Information is set out in the following tables on meetings with each individual and a small number of ad hoc additional meetings.

Meetings with Chief Executive the Scottish Prison Service

Question

To ask the Scottish Government what its position is on the use of so-called "fire-and-rehire" practices in the public sector in Scotland, in light of the proposed Employment Rights Bill by the UK Government.

Answered by Arthur, Tom - Minister for Social Care and Mental Wellbeing

The Scottish Government has been consistently clear that it opposes fire and rehire practices.

Found: 2025 Bill title Date memorandum lodged Consent recommendation by Scottish Government Employment Rights Bill

Found: Railway Services (Public Ownership) Bill Consent recommended 31 October 2024 Consent granted Renters' Rights Bill

Found: with the National Care Service (Scotland) Bill (now the Care Reform (Scotland) Bill) and Human Rights Bill

Found: The UK Employment Rights Bill

Found: Energy Bill (original and first supplementary memorandum) 6 February 2025 Consent granted Renters’ Rights Bill

Found: Constitution Committee The Welsh Government’s Legislative Consent Memoranda on the Employment Rights Bill

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Employment Rights Bill

Found: 1 LEGISLATIVE CONSENT MEMORANDUM THE EMPLOYMENT RIGHTS BILL 1.

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Employment Rights Bill

Found: The Employment Rights Bill (the Bill) was introduced in the House of Commons on 10 October 2024.

Found: provisions which currently appear within UK Government legislation, such as within the Renters’ Rights Bill

Found: provisions which currently appear within UK Government legislation, such as within the Renters’ Rights Bill

Found: Government’s Supplementary Legislative Consent Memorandum (Memorandum No. 2) on the Renters’ Rights Bill

Found: 1 SUPPLEMENTARY LEGISLATIVE CONSENT MEMORANDUM (MEMORANDUM NO 2) RENTERS’ RIGHTS BILL 1.

Found: The Renters’ Rights Bill (“the Bill”) was introduced in the House of Commons on 11 September 2024.

Found: consider and report on the Supplementary Legislative Consent Memorandum (No.2) on the Renters’ Rights Bill

Found: The Welsh Government’s Legislative Consent Memorandum on the Renters’ Rights Bill Welsh Government

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Renters’ Rights Bill

Found: The Renters’ Rights Bill (“the Bill”) was introduced in the House of Commons on 11 September 2024.

Found: 1 LEGISLATIVE CONSENT MEMORANDUM RENTERS’ RIGHTS BILL 1) This legislative consent memorandum

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Renters’ Rights Bill

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Renters’ Rights Bill

Found: January 2025 The Welsh Government’s Legislative Consent Memorandum on the Renters’ Rights Bill

Found: sunset mechanism” and that existing requirements to mitigate this would be removed by the Bill of Rights Bill

Found: a "hard Brexit", accompanied by a legislative agenda to that end, including: • the Bill of Rights Bill

Found: concern around divergence in the field of human rights relating to inter alia, the UK Bill of Rights Bill

Found: This is very similar to the proposal being brought forward by the UK Government in the Renters Rights Bill

Found: We note that the UK Government’s Renters’ Rights Bill, introduced on 11 September 2024, proposes to

Found: It is, however, positive that the Employment Rights Bill which has been recently announced by the UK

Found: It is, however, positive that the Employment Rights Bill which has been recently announced by the UK

Found: partnership networks and the work that we, perhaps, do with the UK Government and their Employment Rights Bill

Found: 1 SUPPLEMENTARY LEGISLATIVE CONSENT MEMORANDUM (MEMORANDUM NO 3) EMPLOYMENT RIGHTS BILL 1.

Found: 1 SUPPLEMENTARY LEGISLATIVE CONSENT MEMORANDUM (No 2) EMPLOYMENT RIGHTS BILL 1.

Found: consider and report on the Supplementary Legislative Consent Memorandum (No.2) on the Employment Rights Bill

Found: Constitution Committee, The Welsh Government’s Legislative Consent Memorandum on the Renters’ Rights Bill

Found: 1(the LCM) and the Supplementary Legislative Consent Memorandum 2(the SLCM) on the Employment Rights Bill

Found: In addition, the UK Government has introduced the Employment Rights Bill, which the Welsh Government

Found: The Welsh Government’s Supplementary Legislative Consent Memorandum on the Renters’ Rights Bill

Found: consider and report on the Supplementary Legislative Consent Memorandum (No.3) on the Employment Rights Bill

Found: The Welsh Government’s Legislative Consent Memorandum on the Employment Rights Bill Welsh Government

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Employment Rights Bill

Found: 1 SUPPLEMENTARY LEGISLATIVE CONSENT MEMORANDUM (MEMORANDUM NO 4) EMPLOYMENT RIGHTS BILL 1.

Found: consider and report on the Supplementary Legislative Consent Memorandum (No.4) on the Employment Rights Bill

Found: example, our reports on: The Welsh Government’s Legislative Consent Memoranda on the Employment Rights Bill

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Employment Rights Bill

Found: Government’s Supplementary Legislative Consent Memorandum (Memorandum No. 3) on the Employment Rights Bill

Found: Government’s Supplementary Legislative Consent Memorandum (Memorandum No. 3) on the Employment Rights Bill

Found: Government’s Supplementary Legislative Consent Memorandum (Memorandum No. 3) on the Employment Rights Bill

Found: Government’s Supplementary Legislative Consent Memorandum (Memorandum No. 4) on the Employment Rights Bill

Found: and Social Care Committee Report on Legislative Consent Memorandum No. 3 for the Employment Rights Bill

Found: Wage, increased the National Minimum Wage and is creating more secure jobs through the Employment Rights Bill

Found: Completed: The Secretariat emailed members with the summary on 19 February Agenda item 2:  Employment Rights Bill

Found: Agenda item 1: welcome/opening remarks Agenda item 2: Employment Rights Bill Action: Welsh Government

Found: The contents of this paper and the Welsh Government’s stance on the Employment Rights Bill. ii.    

Found: The SPC have also discussed the impact of the UK Employment Rights Bill currently making its way through

Found: Employment Rights Bill update – Head of Modern Slavery and Workers’ Rights, Welsh Government 4.1

Found: Employment Rights Bill Presentation to the Gender Equality Forum December 2024Context • Key part of

Question

What is the Cabinet Secretary's latest assessment of the possible impact of the UK Government's Renters' Rights Bill on governance and individual rights in Wales?

Answered by Cabinet Secretary for Housing and Local Government

The few provisions in the Bill which directly affect Wales remain those to which the Senedd agreed to give legislative consent on 20 May 2025.

The anti-discrimination provisions will greatly enhance the rights of all tenants in receipt of benefits and those with children.