Found: to Jess Asato MP for taking up this recommendation and proposing an amendment to the Employment Rights Bill

Found: challenging their hiring intentions.19 This includes measures announced through the employment rights bill

Found: horizon that could shape employer behaviour and young people’s access to work: ● The Employment Rights Bill

Found: Previous consideration of the British Bill of Rights Bill proposals by the Joint Parliamentary Committee

Found: One thing that we are very pleased that the Employment Rights Bill currently with you in the House of

Found: 1st Special Report - Make Work Pay: Employment Rights Bill: Government response HC 932 Special Report

Found: Just in relation to the Renters’ Rights Bill, the digital side of access to justice is through the court

Found: pay and the introduction of right to time off for trade union equality reps in the Employment Rights Bill

Found: right and this legislation will be further strengthened through the provisions in the Employment Rights Bill

Found: The forthcoming Employment Rights Bill includes provisions to allow employees to request flexible working

Found: , we conclude that there is a strong case in support of the proposed change in the Employment Rights Bill

Found: National Minimum Wage and increased National Insurance Contributions, as well as the Employment Rights Bill

Found: We therefore welcome measures in the Employment Rights Bill to introduce Fair Pay Agreements in social

Found: (and administrative burden) in relation to the changes being legislated for in the Employment Rights Bill

Found: available in the industry across the UK o Ensuring the effective implementation of the Employment Rights Bill

Found: The Employment Rights Bill is introducing a range of measures, such as statutory sick pay from day one

Found: For example, a poll conducted in March 15 For example, the Bill of Rights Bill consultation, which received

Found: decline a remote working request for one of the eight business reasons set out in the Employment Rights Bill

Found: The Employment Rights Bill is the first step in this plan, marking the biggest upgrade of employments

Found: Working Families is supportive of the provisions within the Employment Rights Bill and believe that

Found: o Flexible Working Rights from Day One, where reasonable: Once the passage of the Employment Rights Bill

Found: We welcome the changes in the Employment Rights Bill which will mean employers can only refuse a flexible

Found: You have the Department for Business and Trade doing the Employment Rights Bill and apprenticeships.

Found: scandal redress: Unfinished business: Government response HC 778 3rd Make Work Pay: Employment Rights Bill

Found: Most notably this included the Safety of Rwanda Act and Bill of Rights Bill, both of which featured

Found: Just in relation to the Renters’ Rights Bill, the digital side of access to justice is through the court

Found: https://doi.org/10.37829/HF-2024-RC01  Shelter (2025) The Renters’ Rights Bill.

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 help support (a) fathers and (b) partners take (i) paternity leave and (ii) unpaid parental leave in Broxtowe constituency.

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

Through the Employment Rights Bill, the government will make Paternity Leave and Unpaid Parental Leave 'day one' rights. This will bring an extra 32,000 fathers and partners into scope of Paternity Leave and an extra 1.5 million parents into scope of Unpaid Parental Leave. We will also remove the requirement that Paternity Leave and Pay must be taken before Shared Parental Leave and Pay.

The parental leave system needs improvement and we have committed to conduct a review to ensure that it best supports working families. Work is already underway on planning for its delivery.

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

To ask the Secretary of State for Housing, Communities and Local Government, whether she has made an assessment of the potential impact of the proposed Ground 4A in the Renters’ Rights Bill on landlords who rent (a) one and (b) two-bedroom properties to students.

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

The proposed new ground for possession (Ground 4A) in the Renters’ Rights Bill is intended to facilitate the maintenance of the annual cycle of student letting for most typical students, namely groups of full-time students living together in Houses in Multiple Occupancy.

Less typical students who may require greater security of tenure, for example postgraduate couples who have put down roots in their area, will be able to enjoy the benefits of the new tenancy system the Bill introduces.

The Renters’ Rights Bill Impact Assessment looked across the package of reforms and received a ‘green’ rating from the Regulatory Policy Committee, meaning it is ‘fit for purpose’.

Question to the Home Office:

To ask the Secretary of State for the Home Department, if she will make an assessment of the potential impact of (a) section 21 and (b) other provisions within the Renters' Rights Bill on fixed-term asylum accommodation procured by her Department.

Answered by Angela Eagle - Minister of State (Home Office)

The Home Office keeps all aspects of the immigration system under regular review, in consultation with a wide range of experts and stakeholders.

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

To ask His Majesty's Government what assessment they have made of the impact of the Renters’ Rights Bill on the capacity, resourcing and caseload of the courts and tribunals system.

Answered by Baroness Taylor of Stevenage - Baroness in Waiting (HM Household) (Whip)

We continue to work closely with the Ministry of Justice to agree how the Renter’s’ Rights Bill will be implemented so that the justice system has the resources needed to adjust to any changes in caseload.

Work is also progressing on updating Court and Tribunal rules and procedures in readiness for the implementation of the new legislation.

We are committed to digitising the court process to make it more efficient and easier to understand for landlords and tenants.

In the longer term we expect our reforms to reduce the volume of court possession claims, as only those cases where there is a clear, well-evidenced ground for possession will be able to proceed. This will help to offset any increased pressure on the courts resulting from our reforms.

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

To ask His Majesty's Government, further to the remarks by Baroness Taylor of Stevenage on 28 April (HL Deb cols 1007–14), what steps they are taking to ensure that the courts are “ready” to implement the changes proposed in the Renters’ Rights Bill.

Answered by Baroness Taylor of Stevenage - Baroness in Waiting (HM Household) (Whip)

We continue to work closely with the Ministry of Justice to agree how the Renter’s’ Rights Bill will be implemented so that the justice system has the resources needed to adjust to any changes in caseload.

Work is also progressing on updating Court and Tribunal rules and procedures in readiness for the implementation of the new legislation.

We are committed to digitising the court process to make it more efficient and easier to understand for landlords and tenants.

In the longer term we expect our reforms to reduce the volume of court possession claims, as only those cases where there is a clear, well-evidenced ground for possession will be able to proceed. This will help to offset any increased pressure on the courts resulting from our reforms.

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

To ask the Secretary of State for Housing, Communities and Local Government, what steps she is taking to protect private landlords from repeat non-paying tenants.

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

The Renters’ Rights Bill will introduce new protections for tenants and landlords when rent is not paid. When tenants temporarily fall into rent arrears, we will support both parties by preventing tenancies which are otherwise viable from ending. We will increase the notice period for an arrears eviction to four weeks and increase the threshold for mandatory eviction to three months’ rent arrears.

Landlords will still have access to robust grounds for possession for rent arrears, including the mandatory ground for three months arrears, and discretionary grounds which could be used for cases involving repeat non or late payment of rent that does not meet the mandatory threshold.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will make an assessment of the potential impact of the Employment Rights Bill on the number of public houses.

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

On Monday 21 October, the Government published a comprehensive package of analysis on the impact of the Employment Rights Bill [Employment Rights Bill: impact assessments - GOV.UK].

The majority of employees will benefit from new protections in the Bill. However, our assessment finds that workers in the low-paying sectors like hospitality, including public houses, will benefit the most from the Bill.

The Bill will also deliver wider benefits for the business environment by improving wellbeing, incentivising higher productivity, and creating a more level playing field for good employers. This could have a positive knock-on impact on productivity and growth.

Question

To ask the Minister for Women and Equalities, what steps she is taking to ensure employers proactively protect employees from workplace sexual harassment.

Answered by Nia Griffith - Parliamentary Under-Secretary (Wales Office)

Equality is at the heart of this Government’s missions, which is why our Employment Rights Bill is introducing robust measures to safeguard working people, including protections from sexual harassment.

We are supporting the effective implementation of the new duty on employers to take ‘reasonable steps’ to prevent sexual harassment of their employees, which came into force on 26 October 2024. We are also working to strengthen this duty through the Employment Rights Bill to require employers to take “all reasonable steps” to prevent sexual harassment of their employees. The Bill additionally introduces an obligation on employers not to permit the harassment of their employees by third parties, including third-party sexual harassment.

We will also introduce a power to enable regulations to specify steps that are to be regarded as “reasonable”, to determine whether an employer has taken all reasonable steps to prevent sexual harassment. The Government will only set out steps in regulations where these are proportionate and there is a clear evidence base supporting their efficacy in preventing workplace sexual harassment. We have recently launched a call for evidence on equality law, which will help build on our existing research into the most effective steps to combat sexual harassment in the workplace.

Question

To ask the Minister for Women and Equalities, what steps she is taking to ensure employers are proactive in preventing workplace sexual harassment.

Answered by Nia Griffith - Parliamentary Under-Secretary (Wales Office)

Equality is at the heart of this Government’s missions, which is why our Employment Rights Bill is introducing robust measures to safeguard working people, including protections from sexual harassment.

We are supporting the effective implementation of the new duty on employers to take ‘reasonable steps’ to prevent sexual harassment of their employees, which came into force on 26 October 2024. We are also working to strengthen this duty through the Employment Rights Bill to require employers to take “all reasonable steps” to prevent sexual harassment of their employees. The Bill additionally introduces an obligation on employers not to permit the harassment of their employees by third parties, including third-party sexual harassment.

We will also introduce a power to enable regulations to specify steps that are to be regarded as “reasonable”, to determine whether an employer has taken all reasonable steps to prevent sexual harassment. The Government will only set out steps in regulations where these are proportionate and there is a clear evidence base supporting their efficacy in preventing workplace sexual harassment. We have recently launched a call for evidence on equality law, which will help build on our existing research into the most effective steps to combat sexual harassment in the workplace.

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

To ask His Majesty's Government what steps they are taking to ensure that registered providers communicate any new guidance affecting shared owners subletting as a result of the building safety problems arising following the Grenfell Tower fire proactively and in a timely manner.

Answered by Baroness Taylor of Stevenage - Baroness in Waiting (HM Household) (Whip)

The Government has considered the impact of the Renters’ Rights Bill on affected housing sectors. The Bill contains measures to ensure the shared ownership model can continue to function, by excluding it from the assured tenancy regime to prevent shared owners from losing possession for rent arrears.

Regarding subletting requests, the Government’s guidance is clear. For properties affected by building safety issues, requests from shared owners to sub-let, including up to a market rent, should always be accepted by registered providers of social housing in England. Where required, the shared owner may also need permission from the mortgage lender and/or the building’s freeholder.

We are discussing with stakeholders their concerns about situations where shared owners are unable to sell their property due to building safety issues and are subletting. We will ensure that the implications of the Renters’ Rights Bill for shared owners, who are subletting properties affected by building safety issues, are communicated clearly through guidance.

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

To ask His Majesty's Government whether they have made an assessment of the impact of the Renters’ Rights Bill on shared owners who have become landlords because they are unable to sell their share in their property and sublet at a loss.

Answered by Baroness Taylor of Stevenage - Baroness in Waiting (HM Household) (Whip)

The Government has considered the impact of the Renters’ Rights Bill on affected housing sectors. The Bill contains measures to ensure the shared ownership model can continue to function, by excluding it from the assured tenancy regime to prevent shared owners from losing possession for rent arrears.

Regarding subletting requests, the Government’s guidance is clear. For properties affected by building safety issues, requests from shared owners to sub-let, including up to a market rent, should always be accepted by registered providers of social housing in England. Where required, the shared owner may also need permission from the mortgage lender and/or the building’s freeholder.

We are discussing with stakeholders their concerns about situations where shared owners are unable to sell their property due to building safety issues and are subletting. We will ensure that the implications of the Renters’ Rights Bill for shared owners, who are subletting properties affected by building safety issues, are communicated clearly through guidance.

Question

To ask His Majesty's Government whether clause 20 of the Employment Rights Bill will mean the House of Commons and the House of Lords will be liable in their capacity as employers for the harassment of their employees by members of both Houses, and will therefore have to take all reasonable steps to prevent it.

Answered by Lord Collins of Highbury - Lord in Waiting (HM Household) (Whip)

Clause 20 in the Employment Rights Bill will amend the Equality Act 2010 to introduce an obligation on employers not to permit the harassment of their employees by third parties. Employers will be in breach of this obligation if they fail to take all reasonable steps to prevent the harassment of their staff, in the course of their employment, by third parties.

‘Employment’ as defined by the Equality Act 2010 includes relevant staff employed by the UK Parliament, including the administrations of both houses, and the obligation would also include those employed by individual MPs or by any political party.

A “third party” is a person other than the employer or a fellow employee. Therefore, as MPs and Peers are not considered employees for the purposes of the Equality Act 2010, if they are not the employer of the member of staff, they would be a third party.

If they are the employer of the member of staff, they are prohibited from harassing their staff by existing provisions in the Equality Act.

Question to the HM Treasury:

To ask His Majesty's Government what assessment they have made of the decline in business confidence reported by the IoD Directors’ Economic Confidence Index and the Business Confidence Monitor of the Institute of Chartered Accountants in England and Wales; and to what extent this decline has been influenced by (1) the Employment Rights Bill, (2) rises in employer National Insurance contributions, and (3) rises in business rates.

Answered by Lord Livermore - Financial Secretary (HM Treasury)

The Government monitors a wide range of indicators to assess the UK’s economic performance. Multiple surveys and indicators are released by different data providers every month. Many of these are volatile and can move materially from month to month.

Official economic forecasts and assessments of policy impacts are set out in the Office for Budget Responsibility’s Economic and Fiscal Outlook documents, the most recent of which was published in March 2025.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps the Government is taking to ensure that employers are providing support for women in the workplace with flexible working.

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

The Government knows how important flexible working can be to help women with caring responsibilities manage their work and personal commitments. It can also be equally important for carers of vulnerable adults as well as employees with long-term physical or mental health conditions.

That is why the Government, through the Employment Rights Bill, is increasing access to flexible working by making it the default except where not reasonably feasible. These measures will support all employees, including women, to access flexible working. The changes in the Bill will require employers to accept flexible working requests where it is reasonably feasible to do so.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps he is taking to support women in the workplace with flexible working.

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

The Government knows how important flexible working can be to help women with caring responsibilities manage their work and personal commitments. It can also be equally important for carers of vulnerable adults as well as employees with long-term physical or mental health conditions.

That is why the Government, through the Employment Rights Bill, is increasing access to flexible working by making it the default except where not reasonably feasible. These measures will support all employees, including women, to access flexible working. The changes in the Bill will require employers to accept flexible working requests where it is reasonably feasible to do so.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps he is taking to support women in the workplace with flexible working.

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

The Government knows how important flexible working can be to help women with caring responsibilities manage their work and personal commitments. It can also be equally important for carers of vulnerable adults as well as employees with long-term physical or mental health conditions.

That is why the Government, through the Employment Rights Bill, is increasing access to flexible working by making it the default except where not reasonably feasible. These measures will support all employees, including women, to access flexible working. The changes in the Bill will require employers to accept flexible working requests where it is reasonably feasible to do so.

Question to the Department for Education:

To ask the Secretary of State for Education, what discussions she has had with (a) school support workers and (b) other relevant stakeholders in the drafting of the Employment Rights Bill.

Answered by Catherine McKinnell - Minister of State (Education)

Clauses to establish the School Support Staff Negotiating Body (SSSNB) were introduced in Parliament as part of the Employment Rights Bill on 10 October 2024.

The department has policy responsibility for school support staff and the SSSNB. The department worked closely with stakeholders on the drafting of SSSNB clauses prior to introduction, including the recognised trade unions representing school support staff and employer representative organisations.

Departmental officials have established a regular working group with these organisations to provide a forum for stakeholders to give views on the design of the body.

We also engage with wider stakeholders who can share knowledge and expertise on the school support staff sector.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps she is taking to ensure that employers are supporting women managing menopause in the workplace.

Answered by Alison McGovern - Minister of State (Department for Work and Pensions)

On 18th October 2024 the Secretary of State for DWP appointed Mariella Frostrup as the new Menopause Employment Ambassador. The Menopause Employment Ambassador will work closely with employers across the country to improve workplace support for women experiencing menopause and wider women’s health issues. The Menopause Employment Ambassador launched her Menopause Advisory Group on 24^th April who will provide her with expert knowledge from a wide range of sectors on how businesses can better support women experiencing menopause in the workplace by creating a more supportive environment that helps women to stay in work and progress.

The government has also proposed a wide-ranging set of generational reforms to boost protections for workers, including women experiencing menopause symptoms at work. The policy proposals in the Employment Rights Bill would require large employers with more than 250 employees to produce Menopause Action Plans on how they will support employees through the menopause. Alongside this the government has also committed to publishing guidance, including for small employers, on measures to consider relating to uniform and temperature, flexible working and recording menopause-related leave and absence.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps the Government is taking to ensure that employers are supporting women managing menopause in the workplace.

Answered by Alison McGovern - Minister of State (Department for Work and Pensions)

On 18th October 2024 the Secretary of State for DWP appointed Mariella Frostrup as the new Menopause Employment Ambassador. The Menopause Employment Ambassador will work closely with employers across the country to improve workplace support for women experiencing menopause and wider women’s health issues. The Menopause Employment Ambassador launched her Menopause Advisory Group on 24^th April who will provide her with expert knowledge from a wide range of sectors on how businesses can better support women experiencing menopause in the workplace by creating a more supportive environment that helps women to stay in work and progress.

The government has also proposed a wide-ranging set of generational reforms to boost protections for workers, including women experiencing menopause symptoms at work. The policy proposals in the Employment Rights Bill would require large employers with more than 250 employees to produce Menopause Action Plans on how they will support employees through the menopause. Alongside this the government has also committed to publishing guidance, including for small employers, on measures to consider relating to uniform and temperature, flexible working and recording menopause-related leave and absence.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps she is taking to ensure that employers support women managing menopause in the workplace.

Answered by Alison McGovern - Minister of State (Department for Work and Pensions)

On 18th October 2024 the Secretary of State for DWP appointed Mariella Frostrup as the new Menopause Employment Ambassador. The Menopause Employment Ambassador will work closely with employers across the country to improve workplace support for women experiencing menopause and wider women’s health issues. The Menopause Employment Ambassador launched her Menopause Advisory Group on 24^th April who will provide her with expert knowledge from a wide range of sectors on how businesses can better support women experiencing menopause in the workplace by creating a more supportive environment that helps women to stay in work and progress.

The government has also proposed a wide-ranging set of generational reforms to boost protections for workers, including women experiencing menopause symptoms at work. The policy proposals in the Employment Rights Bill would require large employers with more than 250 employees to produce Menopause Action Plans on how they will support employees through the menopause. Alongside this the government has also committed to publishing guidance, including for small employers, on measures to consider relating to uniform and temperature, flexible working and recording menopause-related leave and absence.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, what plans her Department has to strengthen the protection of people with spent convictions, in the context of technological advancements in data sharing.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

The Rehabilitation of Offenders Act 1974 (the ROA) sets out when an offender is considered to be ‘rehabilitated’ for the purposes of the Act and sets out the relevant rehabilitation periods for cautions and convictions, i.e. when a caution or conviction becomes ‘spent’. Where an offender is rehabilitated for the purposes of the ROA, the ROA provides that they are entitled to withhold the fact of, or information about their spent cautions or convictions. The Rehabilitation of Offenders Act 1974 (exceptions) order 1975 creates exceptions with the effect that in some circumstances, spent as well as unspent cautions and convictions must be disclosed and may be taken into account when assessing a person’s suitability for certain positions. This balances the protection of the public with allowing ex-offenders to move on with their lives. We are carefully assessing the evidence in this space before considering whether adjustments to the regime are necessary.

An individual can check if a conviction or caution is spent or unspent via the GOV.UK Disclosure Checker: Check if you need to tell someone about your criminal record: Check if your conviction or caution is spent - GOV.UK. We provide information, advice and guidance for employers, landlords and other entities on how they should implement the Rehabilitation of Offenders Act (ROA). This can be found on The GOV.UK guidance on the ROA. The guidance is clear that balanced judgements should be made and factors such as the person’s age at the time of the offence, the nature of the offence, how long ago the offence was committed, its relevance to the application or post in question, and what else is known about the persons conduct should be considered. We also provide good practice resources on hiring prison leavers via the New Futures Network. If an employer is unsure what check can be requested, they can contact the Disclosure and Barring Service.

As part of the Government's plan to Make Work Pay, the Employment Rights Bill is repealing the two-year qualifying period for unfair dismissal protection. By making this a ‘day one’ right, millions of employees will have protection against being arbitrarily fired by their employer. The Government is taking steps to support those with criminal convictions. Employees with spent convictions will be able claim unfair dismissal from day one (excluding those roles covered by the Exceptions Order). Reforms of unfair dismissal will take effect no sooner than autumn 2026.

Organisations in the UK that process personal data must comply with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018 (DPA). Oversight and enforcement of these data protection laws are carried out independently of the government by the Information Commissioner’s Office (ICO). Under these laws, individuals have several rights concerning their personal data, including the right to request its erasure - commonly referred to as the ‘right to be forgotten’. The ICO, as the UK’s independent data protection regulator, provides comprehensive guidance on its website.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, what guidance her Department provides to (a) employers, (b) landlords and (c) other entities to ensure they properly understand and respect the rights of people with spent convictions.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

The Rehabilitation of Offenders Act 1974 (the ROA) sets out when an offender is considered to be ‘rehabilitated’ for the purposes of the Act and sets out the relevant rehabilitation periods for cautions and convictions, i.e. when a caution or conviction becomes ‘spent’. Where an offender is rehabilitated for the purposes of the ROA, the ROA provides that they are entitled to withhold the fact of, or information about their spent cautions or convictions. The Rehabilitation of Offenders Act 1974 (exceptions) order 1975 creates exceptions with the effect that in some circumstances, spent as well as unspent cautions and convictions must be disclosed and may be taken into account when assessing a person’s suitability for certain positions. This balances the protection of the public with allowing ex-offenders to move on with their lives. We are carefully assessing the evidence in this space before considering whether adjustments to the regime are necessary.

An individual can check if a conviction or caution is spent or unspent via the GOV.UK Disclosure Checker: Check if you need to tell someone about your criminal record: Check if your conviction or caution is spent - GOV.UK. We provide information, advice and guidance for employers, landlords and other entities on how they should implement the Rehabilitation of Offenders Act (ROA). This can be found on The GOV.UK guidance on the ROA. The guidance is clear that balanced judgements should be made and factors such as the person’s age at the time of the offence, the nature of the offence, how long ago the offence was committed, its relevance to the application or post in question, and what else is known about the persons conduct should be considered. We also provide good practice resources on hiring prison leavers via the New Futures Network. If an employer is unsure what check can be requested, they can contact the Disclosure and Barring Service.

As part of the Government's plan to Make Work Pay, the Employment Rights Bill is repealing the two-year qualifying period for unfair dismissal protection. By making this a ‘day one’ right, millions of employees will have protection against being arbitrarily fired by their employer. The Government is taking steps to support those with criminal convictions. Employees with spent convictions will be able claim unfair dismissal from day one (excluding those roles covered by the Exceptions Order). Reforms of unfair dismissal will take effect no sooner than autumn 2026.

Organisations in the UK that process personal data must comply with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018 (DPA). Oversight and enforcement of these data protection laws are carried out independently of the government by the Information Commissioner’s Office (ICO). Under these laws, individuals have several rights concerning their personal data, including the right to request its erasure - commonly referred to as the ‘right to be forgotten’. The ICO, as the UK’s independent data protection regulator, provides comprehensive guidance on its website.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, whether she has made an assessment of the effectiveness of the Rehabilitation of Offenders Act 1974.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

The Rehabilitation of Offenders Act 1974 (the ROA) sets out when an offender is considered to be ‘rehabilitated’ for the purposes of the Act and sets out the relevant rehabilitation periods for cautions and convictions, i.e. when a caution or conviction becomes ‘spent’. Where an offender is rehabilitated for the purposes of the ROA, the ROA provides that they are entitled to withhold the fact of, or information about their spent cautions or convictions. The Rehabilitation of Offenders Act 1974 (exceptions) order 1975 creates exceptions with the effect that in some circumstances, spent as well as unspent cautions and convictions must be disclosed and may be taken into account when assessing a person’s suitability for certain positions. This balances the protection of the public with allowing ex-offenders to move on with their lives. We are carefully assessing the evidence in this space before considering whether adjustments to the regime are necessary.

An individual can check if a conviction or caution is spent or unspent via the GOV.UK Disclosure Checker: Check if you need to tell someone about your criminal record: Check if your conviction or caution is spent - GOV.UK. We provide information, advice and guidance for employers, landlords and other entities on how they should implement the Rehabilitation of Offenders Act (ROA). This can be found on The GOV.UK guidance on the ROA. The guidance is clear that balanced judgements should be made and factors such as the person’s age at the time of the offence, the nature of the offence, how long ago the offence was committed, its relevance to the application or post in question, and what else is known about the persons conduct should be considered. We also provide good practice resources on hiring prison leavers via the New Futures Network. If an employer is unsure what check can be requested, they can contact the Disclosure and Barring Service.

As part of the Government's plan to Make Work Pay, the Employment Rights Bill is repealing the two-year qualifying period for unfair dismissal protection. By making this a ‘day one’ right, millions of employees will have protection against being arbitrarily fired by their employer. The Government is taking steps to support those with criminal convictions. Employees with spent convictions will be able claim unfair dismissal from day one (excluding those roles covered by the Exceptions Order). Reforms of unfair dismissal will take effect no sooner than autumn 2026.

Organisations in the UK that process personal data must comply with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018 (DPA). Oversight and enforcement of these data protection laws are carried out independently of the government by the Information Commissioner’s Office (ICO). Under these laws, individuals have several rights concerning their personal data, including the right to request its erasure - commonly referred to as the ‘right to be forgotten’. The ICO, as the UK’s independent data protection regulator, provides comprehensive guidance on its website.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, what steps her Department is taking to ensure that organisations do not discriminate against people with spent convictions.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

The Rehabilitation of Offenders Act 1974 (the ROA) sets out when an offender is considered to be ‘rehabilitated’ for the purposes of the Act and sets out the relevant rehabilitation periods for cautions and convictions, i.e. when a caution or conviction becomes ‘spent’. Where an offender is rehabilitated for the purposes of the ROA, the ROA provides that they are entitled to withhold the fact of, or information about their spent cautions or convictions. The Rehabilitation of Offenders Act 1974 (exceptions) order 1975 creates exceptions with the effect that in some circumstances, spent as well as unspent cautions and convictions must be disclosed and may be taken into account when assessing a person’s suitability for certain positions. This balances the protection of the public with allowing ex-offenders to move on with their lives. We are carefully assessing the evidence in this space before considering whether adjustments to the regime are necessary.

An individual can check if a conviction or caution is spent or unspent via the GOV.UK Disclosure Checker: Check if you need to tell someone about your criminal record: Check if your conviction or caution is spent - GOV.UK. We provide information, advice and guidance for employers, landlords and other entities on how they should implement the Rehabilitation of Offenders Act (ROA). This can be found on The GOV.UK guidance on the ROA. The guidance is clear that balanced judgements should be made and factors such as the person’s age at the time of the offence, the nature of the offence, how long ago the offence was committed, its relevance to the application or post in question, and what else is known about the persons conduct should be considered. We also provide good practice resources on hiring prison leavers via the New Futures Network. If an employer is unsure what check can be requested, they can contact the Disclosure and Barring Service.

As part of the Government's plan to Make Work Pay, the Employment Rights Bill is repealing the two-year qualifying period for unfair dismissal protection. By making this a ‘day one’ right, millions of employees will have protection against being arbitrarily fired by their employer. The Government is taking steps to support those with criminal convictions. Employees with spent convictions will be able claim unfair dismissal from day one (excluding those roles covered by the Exceptions Order). Reforms of unfair dismissal will take effect no sooner than autumn 2026.

Organisations in the UK that process personal data must comply with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018 (DPA). Oversight and enforcement of these data protection laws are carried out independently of the government by the Information Commissioner’s Office (ICO). Under these laws, individuals have several rights concerning their personal data, including the right to request its erasure - commonly referred to as the ‘right to be forgotten’. The ICO, as the UK’s independent data protection regulator, provides comprehensive guidance on its website.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, what steps her Department is taking to ensure that spent convictions are not considered once spent.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

The Rehabilitation of Offenders Act 1974 (the ROA) sets out when an offender is considered to be ‘rehabilitated’ for the purposes of the Act and sets out the relevant rehabilitation periods for cautions and convictions, i.e. when a caution or conviction becomes ‘spent’. Where an offender is rehabilitated for the purposes of the ROA, the ROA provides that they are entitled to withhold the fact of, or information about their spent cautions or convictions. The Rehabilitation of Offenders Act 1974 (exceptions) order 1975 creates exceptions with the effect that in some circumstances, spent as well as unspent cautions and convictions must be disclosed and may be taken into account when assessing a person’s suitability for certain positions. This balances the protection of the public with allowing ex-offenders to move on with their lives. We are carefully assessing the evidence in this space before considering whether adjustments to the regime are necessary.

An individual can check if a conviction or caution is spent or unspent via the GOV.UK Disclosure Checker: Check if you need to tell someone about your criminal record: Check if your conviction or caution is spent - GOV.UK. We provide information, advice and guidance for employers, landlords and other entities on how they should implement the Rehabilitation of Offenders Act (ROA). This can be found on The GOV.UK guidance on the ROA. The guidance is clear that balanced judgements should be made and factors such as the person’s age at the time of the offence, the nature of the offence, how long ago the offence was committed, its relevance to the application or post in question, and what else is known about the persons conduct should be considered. We also provide good practice resources on hiring prison leavers via the New Futures Network. If an employer is unsure what check can be requested, they can contact the Disclosure and Barring Service.

As part of the Government's plan to Make Work Pay, the Employment Rights Bill is repealing the two-year qualifying period for unfair dismissal protection. By making this a ‘day one’ right, millions of employees will have protection against being arbitrarily fired by their employer. The Government is taking steps to support those with criminal convictions. Employees with spent convictions will be able claim unfair dismissal from day one (excluding those roles covered by the Exceptions Order). Reforms of unfair dismissal will take effect no sooner than autumn 2026.

Organisations in the UK that process personal data must comply with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018 (DPA). Oversight and enforcement of these data protection laws are carried out independently of the government by the Information Commissioner’s Office (ICO). Under these laws, individuals have several rights concerning their personal data, including the right to request its erasure - commonly referred to as the ‘right to be forgotten’. The ICO, as the UK’s independent data protection regulator, provides comprehensive guidance on its website.

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

To ask the Secretary of State for Housing, Communities and Local Government, whether she plans to conduct a post-implementation review of The Assured Shorthold Tenancy Notices and Prescribed Requirements (England) Regulations 2015.

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

The government has considered the wider assured tenancy system in the process of preparing the Renters’ Rights Bill.

The Assured Shorthold Tenancy Notices and Prescribed Requirements (England) Regulations 2015 refer only to assured shorthold tenancies, which will cease to exist after the implementation of the Renters’ Rights Bill.

The regulations will therefore cease to have any effect after implementation of the Bill, so we intend to repeal them by regulation.

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

To ask the Secretary of State for Housing, Communities and Local Government, whether she has made an assessment made of the potential impact of the Renters’ Rights Bills on employment levels in the estate agency sector.

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

My Department published the Renters’ Rights Bill Impact Assessment (IA) on 22 November 2024. It received a ‘Green’ rating from the Regulatory Policy Committee, indicating that it is ‘fit for purpose’.

In the IA, the government estimates there are 22,900 letting agents in England in 2023 and 64% of landlords use their services (sources: ONS and English Private Landlord Survey).

The IA does not assess employment levels in the sector but does monetise the familiarisation costs of understanding and adjusting to new regulations for lettings agents. The IA also monetises the commensurate loss of income for lettings agents and other related business of reduced churn in the private rented sector as a result of more stable tenancies. Landlords will benefit from the equivalent saving in letting agent fees.

There are also benefits that the Department has not been able to monetise, for example letting agents are expected to benefit from the Private Rented Sector Database because they will be able to register on behalf of landlords – generating income from this new service.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will make an assessment of the potential impact of the Employment Rights Bill on the vehicle manufacturing industry.

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

On Monday 21 October, the Government published a comprehensive package of analysis on the impact of the Employment Rights Bill. This package provides analysis of the potential sectoral impacts of the Bill.

It shows the majority of employees will benefit from new protections in the Bill and our assessment finds that workers in low-paying sectors, including social care, hospitality, retail, transport, and some manufacturing sectors will benefit the most.

The Bill will also deliver wider benefits for the business environment by improving wellbeing, incentivising higher productivity, and creating a more level playing field for good employers. This could have a positive knock-on impact on productivity and growth.

Question to the Department for Education:

To ask the Secretary of State for Education, what her planned timeline is for reinstating 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 at committee stage 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.

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

To ask the Secretary of State for Housing, Communities and Local Government, whether the guidance entitled Taxpayer funding of trade unions: Delivering sensible savings in local government, published in March 2013, remains extant guidance.

Answered by Jim McMahon - Minister of State (Housing, Communities and Local Government)

This government recognises the vital role that trade unions have in delivering a strong economy and improved living standards. The 2013 document was produced by a previous administration. Some of its measures were then included in the 2016 Trade Union Act, which the government is repealing through the Employment Rights Bill.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, following the publication of polling data on 11 April by Christians Against Poverty, The inequality of poverty, what steps they are taking to address the higher incidence of deficit household budgets among adults of ethnic minorities compared to white adults.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

This government is committed to tackling poverty and supporting people into good work will be the foundation of our approach. We are committed to creating a more equal society and supporting economic growth. Talent is widely distributed, and opportunity is not. We are tackling this through our Growth and Opportunity Missions and our £240 million Get Britan Working package to improve support for people who are economically inactive, unemployed or want to develop their careers. The Get Britain Working White Paper sets out details of reforms to employment support to create an inclusive labour market in which everybody, regardless of their background, can participate and progress in work. Further measures addressing inequality are included within the Equality (Race and Disability) Bill, and the Employment Rights Bill.

Alongside this, the Child Poverty Taskforce is continuing its urgent work and is exploring all available levers, including considering social security reforms, to drive forward short and long-term actions across government to reduce child poverty. Tackling poverty means helping those that need help most and these are often those with protected characteristics. In developing individual policies that contribute to the Strategy, departments do have regard to equalities impacts.

Our plan to Make Work Pay, including increases to the National Living Wage benefiting over three million workers, will help more people stay in work, make work more secure and family-friendly, and put more money in working people's pockets. Women, younger and older workers, workers with a disability, and workers from ethnic minority backgrounds are expected to benefit the most from the April 2025 increases to the National Minimum Wage and National Living Wage in April 2025.

The Fair Repayment Rate will mean more than a million households retain more of their award to meet essential living costs. We will also improve the adequacy of the standard allowance with the first sustained above inflation rise in the basic rate of Universal Credit since it was introduced. This increase, announced in the Pathways to Work Green Paper, will be for new and existing customers and will benefit millions of people.

To further support struggling households, we have provided funding of £742 million to extend the Household Support Fund from 1 April 2025 to 31 March 2026 in England, plus additional funding for the Devolved Governments.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, following the publication of polling data on 11 April by Christians Against Poverty, Child poverty in the UK, what action they are taking to support parents and carers experiencing financial distress.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

This government is committed to tackling poverty and supporting people into good work will be the foundation of our approach. We are committed to creating a more equal society and supporting economic growth. Talent is widely distributed, and opportunity is not. We are tackling this through our Growth and Opportunity Missions and our £240 million Get Britan Working package to improve support for people who are economically inactive, unemployed or want to develop their careers. The Get Britain Working White Paper sets out details of reforms to employment support to create an inclusive labour market in which everybody, regardless of their background, can participate and progress in work. Further measures addressing inequality are included within the Equality (Race and Disability) Bill, and the Employment Rights Bill.

Alongside this, the Child Poverty Taskforce is continuing its urgent work and is exploring all available levers, including considering social security reforms, to drive forward short and long-term actions across government to reduce child poverty. Tackling poverty means helping those that need help most and these are often those with protected characteristics. In developing individual policies that contribute to the Strategy, departments do have regard to equalities impacts.

Our plan to Make Work Pay, including increases to the National Living Wage benefiting over three million workers, will help more people stay in work, make work more secure and family-friendly, and put more money in working people's pockets. Women, younger and older workers, workers with a disability, and workers from ethnic minority backgrounds are expected to benefit the most from the April 2025 increases to the National Minimum Wage and National Living Wage in April 2025.

The Fair Repayment Rate will mean more than a million households retain more of their award to meet essential living costs. We will also improve the adequacy of the standard allowance with the first sustained above inflation rise in the basic rate of Universal Credit since it was introduced. This increase, announced in the Pathways to Work Green Paper, will be for new and existing customers and will benefit millions of people.

To further support struggling households, we have provided funding of £742 million to extend the Household Support Fund from 1 April 2025 to 31 March 2026 in England, plus additional funding for the Devolved Governments.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, following the publication of polling data on 11 April by Christians Against Poverty, Employment and financial difficulty, what steps they are taking to address the impact of rising costs of essentials on working households.

Answered by Baroness Sherlock - Minister of State (Department for Work and Pensions)

This government is committed to tackling poverty and supporting people into good work will be the foundation of our approach. We are committed to creating a more equal society and supporting economic growth. Talent is widely distributed, and opportunity is not. We are tackling this through our Growth and Opportunity Missions and our £240 million Get Britan Working package to improve support for people who are economically inactive, unemployed or want to develop their careers. The Get Britain Working White Paper sets out details of reforms to employment support to create an inclusive labour market in which everybody, regardless of their background, can participate and progress in work. Further measures addressing inequality are included within the Equality (Race and Disability) Bill, and the Employment Rights Bill.

Alongside this, the Child Poverty Taskforce is continuing its urgent work and is exploring all available levers, including considering social security reforms, to drive forward short and long-term actions across government to reduce child poverty. Tackling poverty means helping those that need help most and these are often those with protected characteristics. In developing individual policies that contribute to the Strategy, departments do have regard to equalities impacts.

Our plan to Make Work Pay, including increases to the National Living Wage benefiting over three million workers, will help more people stay in work, make work more secure and family-friendly, and put more money in working people's pockets. Women, younger and older workers, workers with a disability, and workers from ethnic minority backgrounds are expected to benefit the most from the April 2025 increases to the National Minimum Wage and National Living Wage in April 2025.

The Fair Repayment Rate will mean more than a million households retain more of their award to meet essential living costs. We will also improve the adequacy of the standard allowance with the first sustained above inflation rise in the basic rate of Universal Credit since it was introduced. This increase, announced in the Pathways to Work Green Paper, will be for new and existing customers and will benefit millions of people.

To further support struggling households, we have provided funding of £742 million to extend the Household Support Fund from 1 April 2025 to 31 March 2026 in England, plus additional funding for the Devolved Governments.

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

To ask the Secretary of State for Housing, Communities and Local Government, what assessment he has made of the potential impact of the Employment Rights Bill on facility time processes in her Department.

Answered by Alex Norris - Parliamentary Under-Secretary (Housing, Communities and Local Government)

As with any changes to employment legislation, the department will review the position on facility time as appropriate and in line with the Employment Rights Bill 2024 and any applicable Cabinet Office guidance.

As the Impact Assessment accompanying the Employment Rights Bill highlighted, facility time provides significant benefits to employers and employees.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the survey by the British Retail Consortium on 29 April, particularly the finding that 52 per cent of human resources directors surveyed suggested the Employment Rights Bill would reduce staffing levels.

Answered by Baroness Jones of Whitchurch - Baroness in Waiting (HM Household) (Whip)

Delivering on our plan to Make Work Pay is a core part of the mission to grow the economy, raise living standards and create opportunities for all. We are committed to working in partnership with businesses to realise that ambition, enabling businesses and workers to thrive.

The Government has consulted with stakeholders extensively. We have collaborated directly with over 170 stakeholders, working in partnership to deliver on our Plan to Make Work Pay. Many of these conversations touch on research undertaken by external organisations.

My department has published a set of Impact Assessments that provide a comprehensive analysis on the potential impact of the Employment Rights Bill. This initial analysis includes consideration of the potential effects on employment; the risk is currently deemed low. This analysis is available at: Employment Rights Bill: impact assessments - GOV.UK. This represents the best estimate for the likely impacts given the current stage of policy development. We plan to refine our analysis as policy development continues, working closely with external experts, businesses and trade unions.

Real Living Wage Campaign

Found: Employment Rights Bill SIXTH MARSHALLED LIST OF AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE

Found: Renters' Rights Bill RUNNING LIST OF ALL AMENDMENTS ON REPORT Tabled up to and including 30 May 2025

Found: Renters' Rights Bill RUNNING LIST OF ALL AMENDMENTS ON REPORT Tabled up to and including 29 May 2025

Found: Employment Rights Bill AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE [Supplementary to the

Found: Renters' Rights Bill RUNNING LIST OF ALL AMENDMENTS ON REPORT Tabled up to and including 27 May 2025

Found: Employment Rights Bill AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE [Supplementary to the

Found: Through an amendment to the Renters’ Rights Bill in the House of Lords, Openreach sought to enable tenants

Found: Renters' Rights Bill RUNNING LIST OF ALL AMENDMENTS ON REPORT Tabled up to and including 22 May 2025

Found: Renters' Rights Bill RUNNING LIST OF ALL AMENDMENTS ON REPORT Tabled up to and including 21 May 2025

Found: Employment Rights Bill AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE [Supplementary to the

Found: Employment Rights Bill FIFTH MARSHALLED LIST OF AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE

Found: Employment Rights Bill AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE [Supplementary to the

Found: Employment Rights Bill CORRECTED FOURTH MARSHALLED LIST OF AMENDMENTS TO BE MOVED IN COMMITTEE OF

Found: Employment Rights Bill FOURTH MARSHALLED LIST OF AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE

Found: Renters' Rights Bill [AS AMENDED IN COMMITTEE] CONTENTS PART 1 TENANCY REFORM CHAPTER 1 ASSURED

Found: country - as well as the biggest upgrade to workers’ rights in a generation under the Employment Rights Bill

Found: boosting the National Living Wage, we are also creating more secure jobs through the Employment Rights Bill

Found: We are improving the quality of work and making work pay, with our landmark Employment Rights Bill.

Found: Our landmark Renters’ Rights Bill was introduced within our first four months.

Found: Employment Rights Bill 2024-25 - House of Commons Library briefing 14.

Found: evidence to the Business and Trade Select Committee Inquiry session: Make Work Pay: Employment Rights Bill

Found: evidence to the Business and Trade Select Committee Inquiry session: Make Work Pay: Employment Rights Bill

Found: evidence to the Business and Trade Select Committee Inquiry session: Make Work Pay: Employment Rights Bill

Found: higher Stamp Duty on additional dwellings from 3% to 5% to benefit first-time buyers • Renters' Rights Bill

Found: country - as well as the biggest upgrade to workers’ rights in a generation under the Employment Rights Bill

Found: Employment Rights Bill 2024-25 - House of Commons Library briefing 14.

Found: We use the impact assessment for the Renter’s Rights Bill 31 as a precedent, where all landlords are

Found: We use the impact assessment for the Renter’s Rights Bill 15 as a precedent, where all landlords are

Found: The government is also taking action through the Employment Rights Bill to bring umbrella companies within

Found: Other measures to strengthen equality protections and requirements are included in the Employment Rights Bill

Found: Other measures to strengthen equality protections and requirements are included in the Employment Rights Bill

Found: Baroness Jones of Whitchurch to Baroness Neville-Rolfe regarding an issue raised during the 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: Legislative Consent Memorandum: delegated powers relevant to Scotland in the Employment Rights Bill A

Found: considered powers to make subordinate legislation within devolved competence in 2 LCMs— • Renters' Rights Bill

Found: • The campaign urged for rehabilitation access to be incorporated into a forthcoming Human Rights Bill

Found: Human Rights Emma Barron Enable’s Human Rights Lead talked to the CPG members about the Human Rights Bill

Found: take several years and needs to be tied in with the development of other things e.g. the 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

Found: REDACTED], Ending Conversion Practices Bill Team • [REDACTED], Incorporation Policy Manager (Human Rights Bill

Found: 00:00MeetingHousing 2040 Board MeetingHousing2024-10-30 00:00:00Meeting / Video ConferenceHuman Rights Bill

Found: Government’s progress on Fair Work being outstripped by upcoming legislation in the UK Employment Rights Bill

Found: monitored and the provisions will be reflected upon as part of the development of the forthcoming Human Rights Bill

Found: Living Policy OfficerHousing and Social Security Policy OfficerHousing to 2040 Policy OfficerHuman Rights Bill

Found: Human Rights Bill: Implementation Working Group - October 2024

Found: Scotland2023-08-15 00:00:00240unknown -[REDACTED] [REDACTED]-Disability Equality Scotland Invoice -Human Rights Bill

Found: Scottish Human Rights Bill ..........................................................................

Found: • We had originally intended to introduce a Human Rights Bill in this Parliamentary session.

Found: conversion practices bill and non- legislative measures, followed by a discussion on the Human Rights Bill

Found: , 2024 12:53 PM To: Cabinet Secretary for Social Justice Subject: A Human Rights Bill

Found: Persons with Disabilities (CRPD) into Scots law via the Scottish Government's proposed Human Rights Bill

Found: ..1..Hub Triage Manager.....1.Human RIghts Policy Lead (Treaties and International)..11111Human Rights Bill

Found: Human Rights Strategy and Legislation [Redacted – s38(1)(b)] [Redacted – s38(1)(b)] Human Rights Bill

Found: Human Rights Bill: Core Implementation Working Group - May 2024

Found: Human Rights Bill: Wider Implementation Working Group Minutes - April 2024

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 - Acting Cabinet Secretary for Net Zero 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 - Acting Cabinet Secretary for Net Zero 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 Employment and Investment

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

Question

To ask the Scottish Government what discussions it is having with the UK Government regarding (a) trade union recognition and (b) the application of the national minimum wage in the maritime supply chain for the Inch Cape Offshore Wind Farm.

Answered by Martin, Gillian - Acting Cabinet Secretary for Net Zero and Energy

Employment and industrial relations legislation is reserved to the UK Parliament. While this remains the case, the Scottish Government will continue to use our Fair Work policy to drive up labour market standards for workers across the Scottish labour market.

Ministers are clear that the best way to protect Scotland’s workers is by devolving employment law. However, Ministers welcome the UK Government’s Employment Rights Bill and continue to work with them to ensure it has a positive impact across Scotland.

There have been no discussions with the UK Government specifically regarding trade union recognition or the application of the national minimum wage in the maritime supply chain for the Inch Cape Offshore Wind Farm.

Found: The UK Employment Rights Bill

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

Found: It goes on to state that "Once the proposed Scottish Human Rights Bill becomes law these internationally

Found: Consent recommended Data (Use and Access) Bill 22 November 2024 Consent recommended 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

Found: Martin Griffiths and Mrs Justice Nerys Jefford 2022-01-27 00:00:00 cyfarfod/meeting British Bill of Rights - Bill

Found: collaborative approach with partners across Wales and we welcome the UK Government’s Employment Rights Bill

Found: In 2023, the Scottish Government undertook a consultation36 on a Human Rights Bill for Scotland that

Found: Government and ESJ Committee updates CW provided an update on the LOWG’s progress: Scottish Human Rights Bill

Found: governments-draft-budget-2023-24/ [accessed November 2023] George, J. (2023) The ‘Modern’ Bill of Rights Bill

Found: Consider the case for a Welsh Human Rights Bill.

Found: considering both taking these forward separately or a more holistic approach, such as a Welsh Human Rights Bill

Found: This year has seen human rights in the headlines – the UK Government’s Bill of Rights Bill was thankfully

Found: Update UK Government Bill of Rights Bill and Illegal Migration Act 2023 MSJCW re-iterated the news the

Found: with Ireland through energy collaboration,the potential negative impact of the proposed UK Bill of Rights Bill

Found: UK Government Bill of Rights Bill (BoRB): update and discussion MSJ provided an update on the December

Found: UK Government Bill of Rights Bill (BoRB): update and discussion CGMC summarised the recent developments

Found: table B.1 need to be checked to be consistent with those in schedule 2 of the Clean Air Human Rights Bill

Found: December 2021 Law Commission report on devolved tribunals) consider the case for a Welsh Human Rights Bill

Found: Bill of Rights Bill of Rights The Bill is likely to include proposals to revoke and replace aspects of

Found: conventions into Welsh law and whether there may be a need for fresh legislation, such as a Human Rights Bill

Found: The Consumer Rights Bill, currently passing through the UK Parliament, makes provision for all alternative

Found: Regeneration, Rebecca Evans, said: “I am delighted the Abolition of the Right to Buy and Associated Rights Bill

Question

Why did the Welsh Government and relevant stakeholders decide to make the Social Care Workforce Partnership something employers voluntarily adopt, rather than something compulsory across the independent social care sector?

Answered by Minister for Children and Social Care

The partnership aims, through the development of the announced HR policies, to set expectations and bring consistency to the sector by developing national approaches to these issues.

We are committed to raising the profile and status of the social care workforce through registration, improved pay and better terms and conditions. The Social Care Workforce Partnership will support to embed the principles of Fair Work helping us to build a more resilient and sustainable workforce.

The Partnership has consulted with social care employers and the workforce in deciding on these initial priorities based on what the sector said was important to them. This ongoing dialogue will continue and is crucial for developing trusted relationships that promote cooperation, respect, trust, and increased participation, ultimately delivering mutual gains and benefits.

Welsh Government working in partnership with trade unions and social care employers demonstrates our collective commitment to creating a fairer and more supportive work environment for social care workers in Wales.

Employment law is non devolved and therefore, Welsh Government have minimal scope in enforcing providers to adopt employment policies. However, my officials are working closely with the UK Government to explore how the UK Government Employment Rights Bill, can also benefit Wales.

Question

When will the provisions for keeping pets from the UK Government Renters' Rights Bill be implemented in Wales?

Answered by Cabinet Secretary for Housing and Local Government

The provisions relating to pets in the UK Government Renters’ Rights Bill will not apply to Wales.

Welsh Government will set out proposals relating to renting with pets in our White Paper on Adequate Housing, Fair Rents, and Affordability, which is due to be published in the next few days.

Question

What provisions in relation to pets in the UK Government Renters' Rights Bill does the Cabinet Secretary intend to make applicable to Wales?

Answered by Cabinet Secretary for Housing and Local Government

The provisions relating to pets in the UK Government Renters’ Rights Bill will not apply to Wales.

Welsh Government will set out proposals relating to renting with pets in our White Paper on Adequate Housing, Fair Rents, and Affordability, which is due to be published in the next few days.

Question

Further to WQ94034, when does the Cabinet Secretary foresee a transformative new deal for working people will make work fairer, safer and more secure for all workers?

Answered by Minister for Culture, Skills and Social Partnership

I expect the Employment Rights Bill to have its first reading in the UK Parliament in October this year. I look forward to meeting with the UK Minister for Employment Rights later this autumn to discuss the Bill and the wider implementation of the Plan to Make Work Pay.

Question

What steps has the Government taken and what progress has the Government made in aiming to secure the devolution of the Health and Safety Executive to Wales?

Answered by Minister for Social Partnership

The UK Government has committed to reviewing health and safety guidance and regulations as part of its Plan to Make Work Pay.  Our priority is to work with the UK Government on this agenda and to deliver its new Employment Rights Bill which will strengthen workers’ protections, enhance trade union rights, and improve enforcement.   I will be raising the remit and resourcing of the HSE in my discussions with UK Ministers on these issues. 

Question

What discussions has the Counsel General had with the new Secretary of State for Wales regarding the defence of the European Convention on Human Rights?

Answered by Counsel General and Minister for the Constitution

I and the Minister for Social Justice have had meetings with UK Government Ministers, as well as with Welsh Stakeholders, since the consultation on replacing the Human Rights Act 1998 (HRA) with a Bill of Rights was launched in December 2021, including a meeting with the Deputy Prime Minister in February.    The Welsh Government submitted a response to this consultation in March, which set out how human rights, the HRA and the European Convention on Human Rights (ECHR) have been “at the heart of devolution in Wales”. The Minister for Social Justice and I also issued a Written Statement when the Bill of Rights was introduced in the House of Commons on 22 June.

I also attended a meeting of the Cross-Party Group on Human Rights on 30 June and met the Council of Europe Commissioner for Human Rights, Dunja Mijatović on 13 July.  The Bill of Rights Bill and the ECHR were the main topics of discussion at both meetings.

I have not yet had a meeting with the new Secretary of State for Wales, Robert Buckland MP, since he was appointed on 7 July.  When we meet, I intend to highlight again the Welsh Government’s substantial concerns about the Bill of Rights Bill.  Although the Deputy Prime Minister has recently confirmed that the UK will remain signatory to the ECHR, our concerns remain that the Bill could lead to regression on human rights in Wales and the UK.

Found: On 25 November 2014, the Assembly agreed a Legislative Consent Motion on the Consumer Rights Bill (

Found: On 25 November 2014, the Assembly agreed a Legislative Consent Motion on the Consumer Rights Bill (

Found: ............................................................................ 1 British Bill of Rights Bill

Found: ............................................................................ 2 British Bill of Rights Bill

Found: Consumer Rights Bill ......................................................................... 13 3.3

Found: Subjects (Registration) Bill Bus Services Bill Care of Older and Incapacitated People (Human Rights) Bill

Found: Financial Services (Land Transactions) Bill, the work and families Bill and the childcare and parental rights Bill

Found: Caravan Sites (Security of Tenure) Bill: Bill dropped Care of Older and Incapacitated People (Human Rights) Bill

Found: Subjects (Registration) Bill Bus Services Bill Care of Older and Incapacitated People (Human Rights) Bill

Found: Subjects (Registration) Bill Bus Services Bill Care of Older and Incapacitated People (Human Rights) Bill

Found: Services (Land Transactions) Bill 27 Consumer Credit Bill 28 Company Law Reform Bill 28 Parental Rights Bill

Found: Subjects (Registration) Bill • Bus Services Bill • Care of Older and Incapacitated People (Human Rights) Bill

Found: Subjects (Registration) Bill • Bus Services Bill • Care of Older and Incapacitated People (Human Rights) Bill