Found: The Renters Rights Bill currently in parliament will abolish no fault evictions.

Found: • Strengthening rights at work through the Employment Rights Bill to create more secure jobs across

Found: the School Support Staff Negotiating Body (SSSNB) is being established through the Employment Rights Bill

Found: employer national insurance package, the national living wage, the prospect of the Employment Rights Bill

Found: What do you think will be the effects of the Employment Rights Bill on this sector?

Found: What do you think will be the effects of the Employment Rights Bill on this sector?

Found: What do you think will be the effects of the Employment Rights Bill on this sector?

Found: What do you think will be the effects of the Employment Rights Bill on this sector?

Found: Another example of how seriously we take this is the Employment Rights Bill, where the Regulatory Policy

Found: Employment Rights Bill and Make Work Pay (Q163-166) Several Members raised evidence heard by the Committee

Found: On the Employment Rights Bill, am I right in my understanding that you have not yet incorporated any

Found: Letter from the Minister for Employment Rights and Consumer Protection relating to the Employments Rights Bill

Found: complaining that this Government are adding more and more cost and regulation, including the Employment Rights Bill

Found: . 2 CBI, Employment Trends Survey, 2024. 2Similarly new measures proposed under the Employment Rights Bill

Found: Employment Rights Bill The government is delivering our plan to Make Work Pay through the Employment

Found:  Employment Rights Bill – this bill is expected to create further costs and duties for those working

Found: .  Employment Rights Bill – LIVE welcomes proposals to prohibit the use of non-disclosure and other

Found: .  Employment Rights Bill may impact casual summer staff.  Healthcare standards becoming statutory

Found: Employment changes including Employment Rights Bill: saw the increase in minimum wage which means higher

Found: be strengthened is to ensure that legislative reforms – such as Martyn’s Law and the Employment Rights Bill

Found: The Showmen’s Guild of G.B. and the ACP are concerned as to the requirements of the Employment Rights Bill

Found: . - Employment Rights Bill, clarity needed for seasonal, freelance, and volunteering roles. - Crime and

Found: Forthcoming Legislation Three legislative developments illustrate both promise and risk:  Employment Rights Bill

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

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

Found: worked on the Make Work Pay employment rights, which obviously came to us as the Employment Rights Bill

Found: reforms accompanying the Universal Credit and Personal Independence Payment Bill and the Employment Rights Bill

Found: analysis of how the availability of private rented sector homes has changed since the Renters Rights Bill

Found: A lot of employers blame that on the Employment Rights Bill that is coming through and on the increase

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, under the provisions of the Employment Rights Bill, in what circumstances will responsibility for providing guaranteed hours to an agency worker default from the end hirer to the employment agency.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The government will consult on the details of the measures to end exploitative zero hours contracts to inform regulations. Decisions on the circumstances in which regulations might place the duty to offer agency workers guaranteed hours on the agency or another intermediary in the supply chain, as opposed to the end hirer, will depend on the outcome of this consultation.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment his Department has of the potential impact of removing the waiting period for statutory sick pay on the number of claims made by agency workers; and what steps he plans to take to ensure that the removal of the waiting period does not result in fraudulent or duplicate claims from agency workers.

Answered by Diana Johnson - Minister of State (Department for Work and Pensions)

Strengthening Statutory Sick Pay (SSP) is part of the Government’s commitment to implement our Plan to Make Work Pay. The Government conducted a Regulatory Impact Assessment here on the impact of the SSP measures, including the removal of the waiting period in the Employment Rights Bill.

Whilst this is not a specific assessment on the impact on recruitment agencies or agency workers, the Government believes that the SSP measures strike the right balance between providing financial security to employees and limiting additional costs to employers, including agencies. The Bill ensures that people who work through employment agencies and employment businesses have comparable rights and protections to their counterparts who are directly employed. Employers, including those in the recruitment sector, are best placed to manage sickness absences and ensuring employees receive appropriate support. If employers have the right policies and practices in place, risks of inappropriate absenteeism can be mitigated.

The Government intends to conduct a post-implementation review (PIR) of the Employment Rights Bill within five years of implementation. The impact of the measures to strengthen Statutory Sick Pay will be monitored on employers and employees alike. This can include considering the impact on workers in the agency sector.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will make it his policy to support paid leave for fertility appointments.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

Government is committed to supporting working people to balance work with their personal lives, including those navigating fertility treatment. Whilst the government has no plans to introduce a paid leave entitlement for fertility appointments, employers should treat staff fairly and accommodate reasonable requests.

Through the Employment Rights Bill, we are making flexible working available to more people, more easily, which may help employees and employers agree arrangements that support medical appointments, including fertility appointments. Many employers already offer compassionate or flexible working arrangements voluntarily, and we encourage businesses to take supportive action.

Question to the Department for Business and Trade:

To ask His Majesty's Government whether they are considering revising the implementation timetable of the Employment Rights Bill.

Answered by Baroness Lloyd of Effra - Baroness in Waiting (HM Household) (Whip)

There will be several phases of delivery following Royal Assent of the Employment Rights Bill. For many measures, Government will consult on the detail of policy and implementation. As set out in the Implementation Roadmap, we will provide more detail on these policies and our timelines for implementation following consultation, with a clear commitment that we aim to work at pace to deliver these tangible benefits to millions of working people.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps he is taking to improve the (a) employment rights and (b) income security of self-employed workers in the healthcare sector.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government is committed to strengthening protections for the self-employed, benefitting those in healthcare, including a new right to a written contract, and extension of health and safety and blacklisting protections. The parental leave and pay review will consider whether support meets the needs of self-employed parents. The Non-Disclosure Agreements measure in the Employment Rights Bill includes a power to apply the measure beyond the standard definitions of employee and worker.

We will also take forward the most significant legislative reforms to tackle late payments in over 25 years, helping ensure that the self-employed are paid on time.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will review the dates set out in the Employment Rights Bill Implementation Roadmap to account for the time taken for the Bill's passage.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

There will be several phases of delivery following Royal Assent of the Employment Rights Bill. For many measures, Government will consult on the detail of policy and implementation. As set out in the Implementation Roadmap, we will provide more detail on these policies and our timelines for implementation following consultation, with a clear commitment that we aim to work at pace to deliver these benefits to millions of working people.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, how many consultations his Department plans to hold on the Employment Rights Bill prior to its implementation.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

Twenty-six consultations are currently planned to deliver the Employment Rights Bill and commitments made in the Implementing the Employment Rights Bill publication, across relevant Government departments. Five have already concluded and six are currently live.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what reasonable steps employers will be expected to take to comply with clause 18 of the Employment Rights Bill.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

Clause 18 of the Employment Rights Bill introduces a new right to time off following bereavement or pregnancy loss before 24 weeks. We are currently consulting on the details of this entitlement, including with employers and business representative organisations, to seek their views on the entitlement and how we can best support them on its implementation. This will be reflected within the policy design and future guidance to help employers implement the entitlement and effectively support their employees. Once published we expect employers to engage with this guidance to help guide their Bereavement Leave policies.

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 (a) safeguard and (b) improve workplace rights for women.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Plan to Make Work Pay and Employment Rights Bill illustrate the government’s commitment to supporting women at work.

Key measures include reviewing the parental leave system, making it more likely flexible working requests are accepted, ending exploitative zero hours contracts and strengthening protections against workplace sexual harassment.

The government is committed to tackling pregnancy and maternity discrimination and supporting women to stay in work. We are currently consulting on legislation which will make it unlawful to dismiss pregnant women, mothers on Maternity Leave, and mothers for at least six months after they return to work – except in specific circumstances.

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 (a) private sector employers apply their company sick pay policies consistently and transparently, and (b) workers, particularly those who are disabled or living with long-term health conditions, are fully informed of and able to access their entitlement to sick pay.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

Government sets the approach to statutory sick pay (SSP), providing a vital safety net to workers. Through the Employment Rights Bill, Government is ensuring SSP is available from the first day of sickness. It is for employers to decide if they wish to provide an occupational sick pay scheme that goes beyond these requirements.

Employers play a vital role in addressing health-related economic activity. That is why we appointed Sir Charlie Mayfield to lead the Keep Britain Working review, published 5 November. Following the review, Government has committed to testing new employer-led approaches to support individuals to remain in work.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to ensure flexibility in the workplace for people living with fluctuating conditions like multiple sclerosis (MS).

Answered by Diana Johnson - Minister of State (Department for Work and Pensions)

Employers have a duty under the Equality Act 2010 to make reasonable adjustments, including workplace flexibilities, where a disabled person or person with a long-term health condition would otherwise be put at a substantial disadvantage. This includes chronic and fluctuating health conditions and disabilities, such as multiple sclerosis (MS). The Equality and Human Rights Commission provides statutory guidance to employers covering this. DWP also provides tailored guidance through its Support with Employee Health and Disability online service and the Disability Confident Scheme encourages employers to create disability inclusive workplaces including guidance on flexible working.

All employees have the existing right to request flexible working arrangements. The Employment Rights Bill is designed to make it more likely that flexible working requests are accepted and would require employers to explain the basis for their decision where rejecting a request. The Keep Britain Working Review is currently establishing vanguards to explore innovative ways to support more disabled employees to stay in work.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what plans he has to review the (a) length of statutory paternity leave and (b) level of pay provided during this period.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

On 1 July we launched the Parental Leave and Pay Review, which is considering all existing and upcoming parental leave entitlements, including Paternity Leave and Pay. When considering calls to increase entitlements for parents, the Government will balance the needs of families, the impact on employers, and affordability for taxpayers.

We recognise that more can be done to support working families now. That is why, through the Employment Rights Bill, we are making Paternity Leave a ‘day one’ right, which will bring an extra 32,000 fathers and partners into scope of the entitlement.

Question to the Home Office:

To ask the Secretary of State for the Home Department, what steps her Department is taking to help tackle the risk of modern slavery in hand car washes.

Answered by Jess Phillips - Parliamentary Under-Secretary (Home Office)

The Government is committed to tackling modern slavery across all sectors, including hand car washes.

The Home Office funds the Gangmasters and Labour Abuse Authority (GLAA), which operates a national licensing scheme in certain high-risk sectors to protect vulnerable workers from exploitation. The GLAA has specially trained officers with police-style powers to prevent, detect, and investigate serious labour exploitation across the entire economy in England and Wales.

The Government is improving the enforcement of employment rights by establishing the Fair Work Agency (FWA) through the Employment Rights Bill. The FWA will bring together the GLAA, the Employment Agency Standards Inspectorate, and HMRC’s National Minimum Wage Team. This will ensure a more cohesive and streamlined response to exploitation.

The FWA will have strong powers to investigate and take action against a range of labour market abuses, including serious exploitation and modern slavery. This includes new powers to investigate under the Fraud Act 2006.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, which UK automotive manufacturers and tier-one suppliers Ministers and officials have met to discuss the provisions of the Employment Rights Bill since 1 July 2024; on what dates those meetings took place; and what sector-specific concerns were raised.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government is committed to engaging closely with employers throughout the development and implementation of Make Work Pay. Officials meet regularly with the Society of Motor Manufacturers and Traders to discuss the Employment Rights Bill, as well as other bodies representing automotive manufacturers and suppliers, such as Make UK, the largest representative of UK manufacturers. There is also regular engagement through the Auto Council’s Skills Working Group.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what formal consultation his Department has undertaken with (a) UK automotive manufacturers and (b) their UK-based supply-chain firms on the Employment Rights Bill; what representations his Department has received from those businesses; and how the Government has responded to those representations.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government is committed to engaging closely with employers throughout the development and implementation of Make Work Pay. Officials meet regularly with the Society of Motor Manufacturers and Traders to discuss the Employment Rights Bill, as well as other bodies representing automotive manufacturers and suppliers, such as Make UK, the largest representative of UK manufacturers. There is also regular engagement through the Auto Council’s Skills Working Group.

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 (a) planned capital investment in the UK automotive sector, (b) the economies of areas with substantial automotive manufacturing and (c) that sector’s international competitiveness relative to EU and US automotive labour markets.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

On Monday 21 October 2024, the Government published a comprehensive package of analysis on the impact of the Employment Rights Bill [Employment Rights Bill: impact assessments - GOV.UK].

The assessment provides analysis of the potential costs and benefits to business, the impacts on SMEs, potential trade implications as well as the sectoral impacts of the Bill, including the manufacturing sector.

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 support women in the workplace with flexible working.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

Flexible working can make work more inclusive for those facing barriers to staying in and getting on at work, including women navigating parenthood, caring responsibilities, health conditions, and other personal circumstances.

We are changing legislation through the Employment Rights Bill to make it more likely that flexible working requests are accepted.

Where employers do reject a request, they will be required to explain the basis for their decision.

We also intend to run a public consultation in early 2026 on a new process for employers planning to reject a request to prompt dialogue about what types of flexible working might be feasible.

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 potential impact of the Employment Rights Bill on (a) UK automotive manufacturers and (b) their domestic supply chains; and whether he has estimated the (i) additional annual recurring cost of that Bill and (ii) aggregate additional cost to that sector in each of the first five years after Royal Assent.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

On Monday 21 October 2024, the Government published a comprehensive package of analysis on the impact of the Employment Rights Bill [Employment Rights Bill: impact assessments - GOV.UK].

The assessment provides analysis of the potential costs and benefits to business, the impacts on SMEs, potential trade implications as well as the sectoral impacts of the Bill, including the manufacturing sector.

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 SME firms within UK automotive supply chains; and whether his Department has undertaken any separate modelling of the cost implications for SMEs operating as tier-two and tier-three suppliers.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

On Monday 21 October 2024, the Government published a comprehensive package of analysis on the impact of the Employment Rights Bill [Employment Rights Bill: impact assessments - GOV.UK].

The assessment provides analysis of the potential costs and benefits to business, the impacts on SMEs, potential trade implications as well as the sectoral impacts of the Bill, including the manufacturing sector.

Question

To ask the Minister for Women and Equalities, what steps the Government is taking to ensure employers are taking a proactive and preventative approach to protecting their employees from workplace sexual harassment.

Answered by Seema Malhotra - Parliamentary Under-Secretary (Foreign, Commonwealth and Development Office)

On 26 October 2024, the Worker Protection (Amendment to the Equality Act 2010) Act 2023 came into force. This inserted a new section 40A into the Equality Act 2010 which requires employers to anticipate the risk of sexual harassment occurring and take steps to prevent it. The Equality and Human Rights Commission published updated guidance to support employers with the changes.

We are also further strengthening protections against harassment by introducing three amendments to the Equality Act 2010 through the Employment Rights Bill. These will:

• require employers to take “all reasonable steps” to prevent sexual harassment of their employees;
• introduce an obligation on employers not to permit the harassment of their employees by third parties; and
• 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.

Employers will be provided with clear guidance in advance of the new legislation coming into force. This will ensure that they are fully supported in complying with the changes.

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 hospitality sector.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government is taking important steps through its Employment Rights Bill to protect workers from misconduct in the workplace, including women in the hospitality sector.

We are introducing measures that will restrict the use of non-disclosure agreements in cases of harassment and discrimination and strengthen protections for workers who ‘blow the whistle’ on sexual harassment.

The Bill will also require employers to take ‘all reasonable steps’ to prevent sexual harassment of their employees and introduce an obligation on employers not to permit the harassment of their employees by third parties.

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 protect workers’ terms and conditions including through the implementation of short-time working arrangements in the construction industry.

Answered by Chris McDonald - Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)

The Construction Industry Working Rule Agreement, collectively negotiated between employer organisations and trade unions to establish agreed terms and conditions, is a matter for the industry. This agreement provides a consistent framework for fair treatment of workers across the sector, supporting stability and clarity for both employers and employees.

Looking ahead, the Employment Rights Bill will modernise our employment rights legislation. It will provide a new baseline of security for workers including through day one protection from unfair dismissal, increasing protection from sexual harassment, strengthening Statutory Sick Pay and ending exploitative zero hours contacts and tackling fire and rehire.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what estimate his Department has made of the costs of the Employment Rights Bill to the NHS.

Answered by Karin Smyth - Minister of State (Department of Health and Social Care)

No estimate of costs has been made of the Employment Rights Bill to the National Health Service. NHS terms and conditions of service currently provide employees with entitlements above the statutory minimum requirements, reflecting the sector’s commitment to supporting its workforce and maintaining high standards of employment practice.

The changes to the Employment Rights Bill are designed to enhance protections for employees, proving greater job security and clarity around employment terms. The Government’s commitment to deliver reforms to improve working conditions and promote fair treatment in the workplace is set out by the Plan to Make Work Pay. Good, well paid work will mean a healthier and happier workforce which in turn eases pressure on the NHS.

.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will make assessment of the potential impact of companies denying employees (a) continuous service pay rises and (b) other accumulated benefits after being transferred from rolling fixed-term contracts to permanent contracts on those employees.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

There are no current plans to make such an assessment. Under the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002, employers must not treat employees less favourably because they are on fixed-term contracts than permanent employees doing the same or broadly similar work, unless justified on objective grounds.

Where transfers from one contract to another are being made through fire and rehire, the Employment Rights Bill will make it an automatic unfair dismissal if an employer dismisses an employee in order to change certain core terms in their contract such as a reduction to pay or leave, a change in overall hours or specified changes to shift patterns, unless the employer is in severe financial difficulties and could not reasonably have avoided the need to make the change.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will issue guidance on the interaction between his Department's proposed probationary period and employees’ rights to claim unfair dismissal under the Employment Rights Bill.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government’s Employment Rights Bill Implementation Roadmap, published in July 2025, reiterated our commitment to producing guidance to ensure that employers and employees understand the Plan to Make Work Pay’s changes to employment law, including unfair dismissal day one rights and the statutory probation period.

The Government will work alongside Acas and other partners to ensure the development of practical guidance. We will ensure there is time for employers to prepare and familiarise themselves with the requirements of these changes before they are implemented in 2027.

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 (a) Employment Rights Bill and (b) changes to employers' National Insurance Contributions on small and medium-sized businesses.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

My department has published a robust set of Impact Assessments that provide a comprehensive analysis on the potential impact of the Employment Rights Bill, available here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments These include assessments on the impacts to micro, small and medium businesses in line with the Better Regulation Framework.

The Government decided to protect the smallest businesses from the changes to employer NICs by increasing the Employment Allowance from £5,000 to £10,500. This means that this year, 865,000 employers will pay no NICs at all, and more than half of all employers will either gain or will see no change.

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 potential impact of the Employment Rights Bill on levels of hiring confidence among small and medium-sized enterprises.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

My department has published a robust set of Impact Assessments that provide a comprehensive analysis on the potential impact of the Employment Rights Bill, available here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

This analysis includes consideration of increases in labour costs for businesses and the subsequent effects, as well as assessments on the impacts to micro, small and medium businesses in line with the Better Regulation Framework.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps he is taking to ensure that new regulations on zero-hours contracts reflect (a) seasonal and (b) fluctuating work patterns in the (i) hospitality, (ii) agriculture and (iii) other seasonal sectors.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

We appreciate that work can fluctuate seasonally for certain sectors. The Employment Rights Bill provides powers for the zero-hours measures to cater for seasonal work through regulations. We will consult employers, trade unions, and other stakeholders to inform these regulations.

The Bill already allows businesses flexibility while abiding by the legislation. For example, businesses will still be able to use contracts which offer variable numbers of hours of work at different times of the year. It also allows guaranteed hours offers to take the form of limited-term contracts, where reasonable.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what estimate he has made of the potential cost of the requirement in the Employment Rights Bill to give facility time to trade union equality representatives to (a) public and (b) private sector employers.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Employment Rights Bill creates a new statutory right for equality representatives to take reasonable paid time off to fulfil their duties. These representatives play a key role in raising awareness and promoting equal rights, including arranging training and consulting with employers on matters such as collective policies and practices. This will enable organisations to realise the benefits of being an equal opportunities employer.

The Department published an impact assessment on the Employment Rights Bill on 21 October 2024.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether he plans to provide targeted support for small employers to help meet the cost of day-one Statutory Sick Pay.

Answered by Diana Johnson - Minister of State (Department for Work and Pensions)

Strengthening Statutory Sick Pay (SSP) is part of the Government’s Plan to Make Work Pay ensuring the safety net of sick pay is available to those who need it most. The Government believes that removing the waiting period is essential to ensure employees feel better able to take the time they need to recover from short term illness, without struggling in work and often spreading infectious diseases such as influenza.

The government conducted a Regulatory Impact Assessment on the changes to strengthen Statutory Sick Pay in the Employment Rights Bill, which was published on 21 October 2024. This includes the impacts on small businesses. The additional cost to business of the SSP reforms is around £15 per employee. The government intends to conduct a post-implementation review of the Employment Rights Bill within five years of implementation.

Previous SSP rebate schemes that were available to employers, such as the Percentage Threshold Scheme were seen as complex, expensive to administer, underused by small businesses and did not encourage employers to support their employees during sickness absence.

The Department for Business and Trade provides a range of offers that SMEs may wish to access.  They include the Business Support Service, Gov.uk, the network of 41 local Growth Hubs across England, and the Help to Grow: Management scheme to help improve leadership and management capabilities. The recently launched Business Growth Service (BGS) makes it easier for businesses across the UK to get the advice and support they need to grow and thrive.

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 merits of extending paternity leave for the residents of Newton Abbot constituency.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

We recognise that more can be done to support working families. That is why, through the Employment Rights Bill, we are making Paternity Leave a ‘day one’ right, which will bring an extra 32,000 fathers and partners into scope of the entitlement.

On 1 July we launched the Parental Leave and Pay Review, which will consider all existing and upcoming parental leave entitlements, including Paternity Leave and Pay. When considering calls to increase entitlements for parents, the Government will balance the needs of parents, the impact on employers, and affordability for taxpayers.

Found: Timeframes for repairs in the social rented sector, 27 October 2025; MCHLG, Guide to the Renters’ Rights Bill

Found: The OBR will also assess the effect of the Employment Rights Bill on its economic forecasts for the

Found: Employment Rights Bill The government has introduced an Employment Rights Bill to Parliament which it

Found: Get back on track to end homelessness and rough sleeping Introduced the Renters’ Rights Bill in Parliament

Found: Never You (Charity)

Found: Return Nil Return Nil Return Mike Katz 2025-07-10 It's Never You (Charity) To discuss the Employment Rights Bill

Found: Nautilus RMT

Found: td class="govuk-table__cell">To discuss measures on non-disclosure agreements in the Employment Rights Bill

Found: hand car wash sector Justin Madders 07/07/2025 Can't Buy My Silence To discuss the Employment Rights Bill

Found: #39;t Buy My Silence

Found: 2024, the government published the Next Steps to Make Work Pay plan and introduced the Employment Rights Bill

Found: 2024, the government published the Next Steps to Make Work Pay plan and introduced the Employment Rights Bill

Found: We are supporting flexibility for fathers in work through the Employment Rights Bill, requiring employers

Found: provider of mandatory private landlord redress during the Commons Second Reading of the Renters’ Rights Bill

Found: provider of mandatory private landlord redress during the Commons Second Reading of the Renters’ Rights Bill

Found: Update from business groups on the Employment Rights Bill

Found: Update from business groups on the Employment Rights Bill

Found: Update from business groups on the Employment Rights Bill

Found: An update on the Employment Rights Bill

Found: . • The Employment Rights Bill and our plan to Make Work Pay will modernise employment rights, expand

Found: increase to £12.71 per hour from April 2026 • strengthened rights at work through the Employment Rights Bill

Found: b) UK labour policies, including the Plan to Make Work Pay and the Employment Rights Bill The UK

Found: The Employment Rights Bill currently under consideration in Parliament has provisions to further strengthen

Found: That’s why, within our first 100 days, we delivered on our commitment to introduce the Employment Rights Bill

Found: workplace voting for trade union statutory ballots following Royal Assent of the Employment Rights Bill

Found: The duty was included in the Employment Rights Bill as part of a broader set of Trade Union legislation

Found: As part of a broad set of reforms, the Employment Rights Bill proposes a new duty on employers to give

Found: This will be enacted through the powers given in the Employment Rights Bill.

Found: The Employment Rights Bill currently under consideration in Parliament has provisions to further strengthen

Found: Members agreed to actions to address research gaps and respond to the Employment Rights Bill consultations

Found: Maximise housing options for people • Scottish ministers have committed to introducing a human rights bill

Found: well as the Equality and Fairer Scotland Budget Statement In addition, proposals for a new Human Rights Bill

Found: sector’s knowledge and awareness of the rights proposed for incorporation through a future Human Rights Bill

Found: : Human Rights Office Cc: [redacted s38] ; [redacted s38] Subject: Re: Publication of Human Rights Bill

Found: Ministers as they develop their approach to ‘equality action plans’ as described in the Employment Rights Bill

Found: It aligns with ongoing initiatives such as the ongoing development of a Human Rights Bill, improvements

Found: It aligns with ongoing initiatives such as the ongoing development of a Human Rights Bill, improvements

Found: It aligns with ongoing initiatives such as the ongoing development of a proposed Human Rights Bill,

Found: The evaluation, along with the UK Government’s imminent Employment Rights Bill[13] and the wider UK Government

Found: Fair-Work-in-Scotland-Report.pdf, Fair Work In Scotland, Fair Work Convention, December 2020, page 15 12 ibid 13 Employment Rights Bill

Found: ’ chultair agus nan gnìomhachasan cruthachail aon uair ‘s gu bheil cothrom air 12 Employment Rights Bill

Found: UK Government Employment Rights Bill: 40.

Found: The proposed Human Rights Bill would place statutory duties on devolved public service providers to

Found: welcomed Scotland’s distinct approach to realising rights, particularly through the proposed Human Rights Bill

Found: The evaluation, along with the UK Government’s forthcoming Employment Rights Bill and wider Make Work

Found: UK Government employment rights bill documentation: FOI release

Found: UK Government employment rights bill documentation: FOI release

Found: Government is proposing a Pay Negotiation Body for Social Care as part of the wider Employment Rights Bill

Found: effect to international human rights domestically, we consulted on our proposals for a new Human Rights Bill

Found: General Fair Work resources Employment Rights Bill: factsheets - GOV.UK (www.gov.uk) Description:

Found: to meet with the RRG, and presented to members on the overview of, and reasoning for, the Human Rights Bill

Found: Members sought an update on the activity of the Human Rights Bill Team.

Found: Salt Discussion Microsoft Teams 15/05/2025 Internal Meeting Meeting: DFM / Ms Stewart - Human Rights Bill

Found: A UK-wide approach would be beneficial and there might be opportunities through the Employment Rights Bill

Found: Government officials are continuing to work on the proposed Human Rights Bill the aims of which would

Found: They highlighted the recent publication of the Human Rights Bill for Scotland Discussion Paper  and provided

Found: It was also noted that the Scottish Government’s consultation on a Human Rights Bill proposes additional

Found: In addition, we continue to work with the UK Government as its Employment Rights Bill progresses, which

Found: The Scottish Government is supportive of the overall ambitions of the UK Government Employment Rights Bill

Found: The Scottish Government is supportive of the overall ambitions of the UK Government Employment Rights Bill

Found: incorporated into Scots Law, so far as possible within devolved competence, as part of the new 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: The Scottish Government should ensure, as part of the Human Rights Bill and/or National Collaborative

Found: Report 2024-25 – Appendix A 3 8 The Scottish Government should ensure, as part of the Human Rights Bill

Found: The Scottish Government has made a clear commitment to bring forward the Human Rights Bill in the next

Found: However, we welcome the UKG Employment Rights Bill (ERB), as part of its wider Make Work Pay programme

Found: Correspondence regarding the Human Rights Bill not being in the Programme for Government 2024/25: FOI

Found: Correspondence regarding the Human Rights Bill not being in the Programme for Government 2024/25: FOI

Found: Protecting the Powers of the Scottish Parliament Followed by Legislative Consent Motion: Renters’ Rights Bill

Found: Summary – A Human Rights Bill for Scotland: Discussion Paper

Found: Summary – A Human Rights Bill for Scotland: Discussion Paper

Found: (in line with eligibility considerations currently taking place with regards to the Employment Rights Bill

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

Question

To ask the Scottish Government what assessment it has made of any impact on women working in the Scottish public sector whose employers will not be covered by the UK Government’s commitment to introduce mandatory gender pay gap action plans, in light of reported concerns that they may be left behind if equivalent measures are not introduced.

Answered by Stewart, Kaukab - Minister for Equalities

While inter-governmental discussions are ongoing, and while we are developing PSED-related improvement proposals, we have not yet made an assessment of the likely impact on women of the UK Government’s commitment but we are making stringent efforts to resolve this matter and to consider how action planning could be used in a Scottish context.

As Minister for Equalities, I am still awaiting a confirmed meeting date with UK Government Ministers, following an offer via correspondence in May 2025, to discuss the Scottish Government’s concerns around provisions in the UK Government’s Employment Rights Bill and to seek a resolution in line with current timelines for the Bill’s passage. These concerns relate to powers to mandate for equality action plans and the naming of outsourcing providers for public bodies in Scotland. Currently these provisions will only come into force for public bodies in England, and so Scottish Ministers continue to seek assurances around receiving the equivalent powers to regulate as those proposed for UK Government Ministers.

Using the powers that we do have and as part of the Scottish Government’s phased approach to improving the effectiveness of the Public Sector Equality Duty (PSED) in Scotland, we continue to review the operation of the Scottish Specific Duties to support Scottish listed authorities to enable better performance of the general duty.

Found: Details Legislative Consent Memorandums 3 Employment Rights Bill; Product Regulation and Metrology Bill

Found: Planning and Infrastructure Bill (supplementary) 13 August 2025 Consent recommended Employment Rights Bill

Found: Commitment to the UK’s first Men’s Health Strategy _________________________31 Make Work Pay: Employment Rights Bill

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: WG response to HSC report on Employment Rights Bill

Found: The Welsh Government’s Legislative Consent Memorandum on the Empoyment Rights Bill - Response to the

Found: We note that the UK Employment Rights Bill includes provisions to allow for the establishment of a Social

Found: Positively, as part of the UK Government Employment Rights Bill, provisions were included to develop

Found: to it being quicker to legislate in the UK Parliament (see our reports related to the Renters Rights Bill

Found: . (…) it's not actually a human rights Bill; it's a language Bill.

Question

What assessment has the Welsh Government made of the cost of a 1 per cent average increase in the pay of the employed social care workforce?

Answered by Cabinet Secretary for Health and Social Care

Welsh Government reviews social care workers' pay each year, as part of our commitment to paying the Real Living Wage (RLW), recognising their important role supporting vulnerable people in Wales.

The RLW has increased by far more than 1% annually in recent years. This policy was developed in 2022, with funding provided through the local authority settlement to address the difference between the National Living Wage (NLW) and the RLW. Consequently, a cost assessment of a 1% increase has not been required. For example, in 2025–26, the RLW increased by 5% and this change was reflected in the settlement allocation.

Improving pay for our social care workforce is a priority for government, and whilst work is now underway to implement Fair Pay Agreements (FPAs) in Wales through the UK Government’s Employment Rights Bill, these agreements are not expected to come into force until 2028. In the interim period, particularly over the next two years, we are committed to ensuring that the RLW policy is effective and delivering its intended benefits for the workforce.

The Social Care Fair Work Forum is also conducting work on a Pay and Progression Framework for the social care sector.

Question

When will the Welsh Government respond in writing to the Local Government and Housing Committee’s reports on the LCM and SLCM for the Renters’ Rights Bill?

Answered by Cabinet Secretary for Housing and Local Government

The Local Government and Housing Committee did not request responses to the two reports. The content of both reports was however considered as part of the overall legislative consent process.

The recommendation relating to pets has been addressed in our proposed approach to people renting with pets outlined in the Summary of Responses to the White Paper on securing a path towards Adequate Housing, including Fair Rents and Affordability.