Found: Article 2. https://rm.coe.int/1680afae3c 18 TUC’s Artificial Intelligence (Regulation and Employment Rights Bill

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

Found: There is about to be a vote, clearly, on the Employment Rights Bill.

Found: The debate on which we may be voting is on the Employment Rights Bill, which you have not yet assessed

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

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps his Department is taking to support UK festival organisers with the implementation of the Employment Rights Bill, in the context of the workforce flexibility requirements of the sector.

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

Festivals are crucial to the UK's culture, providing a platform for emerging artists, supporting local economies and creative jobs, and bringing joy to thousands.

The impact on UK festivals will depend on the regulations that we will bring forward following consultation on the measures in the Employment Rights Act 2025.

The government will ensure there is sufficient time for businesses to familiarise themselves with these new employment rights before they come into force, and we intend to provide clear guidance for employers and for workers in advance of implementation.

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 the Premier League and the Football League.

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

The Government published a comprehensive package of analysis on the impact of the Employment Rights Act and this is available here: http://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the impact of tax and regulatory changes for businesses on employment levels.

Answered by Baroness Lloyd of Effra - 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.

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

The OBR judged that none of the tax measures in this Budget will have a material impact to justify adjusting their employment forecast and have not yet made a judgement on the Employment Rights Bill given ongoing policy development.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, what assessment he has made of the effectiveness of current mechanisms for enforcing Employment Tribunal awards where employers refuse to pay compensation.

Answered by Sarah Sackman - Minister of State (Ministry of Justice)

The Government is committed to tackling the issue of unpaid employment tribunal awards. The civil courts in England and Wales offer several different enforcement methods that a judgment creditor may apply for to recover money or property owed on a court order or judgment. These processes are individually designed to address different financial circumstances; and collectively they aim to make it as difficult as possible for judgment debtors to avoid their responsibilities. This also includes the Advisory, Conciliation and Arbitration Service (Acas) and Employment Tribunal Fast Track enforcement scheme whereby a claimant can instruct a High Court Enforcement Officer (HCEO) to act on their behalf.

We recognise the challenges associated with enforcing employment awards. We are therefore strengthening enforcement options through the Employment Tribunal Penalty scheme which will move to the Fair Work Agency (FWA) once established. The proposed powers of the FWA are set out in the Employment Rights Bill and we are committed to ensuring that it has the appropriate resources to discharge its responsibilities. The FWA will work closely with HMRC, the Insolvency Service and other relevant enforcement bodies to do this as effectively as possible. This will include considering how to use existing powers to tackle misuse of phoenix companies.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he expects any shift from direct waged or salaried employment towards (a) self employment and (b) use of temp and staffing agencies as a result of measures in the Employment Rights Bill.

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

The Government published a comprehensive package of analysis on the impact of the Employment Rights Act and this is available here: http://www.gov.uk/guidance/employment-rights-bill-impact-assessments

This includes analysis on wider impacts, and considers potential employment effects.

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 effect of measures on zero hours contracts in the Employment Rights Bill on the (a) music festival and live music events, (b) theatre and (c) exhibitions, conferences and business events sectors.

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 Act, 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 how the proposed zero hour contract measures could affect different sectors. The impact on the sectors in question will depend on the regulations that we will bring forward following consultation.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has assessed the potential merits of introducing paid bereavement leave.

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

The loss of a loved one is one of the hardest things a person can experience. This is why we have introduced a new right to bereavement leave in the Employment Rights Bill which will be available to those grieving the loss of a loved one, including pregnancy loss before 24 weeks.

The Bill deals with the introduction of leave only, and we are consulting further on the detail of the entitlement to ensure it supports employees while remaining proportionate for employers. It will remain at employers' discretion to offer pay, as many already do.

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 cost to the a) private sector and b) public sector of abolishing the caps on unfair dismissal compensation claims.

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

The Government will be publishing an Enactment Impact Assessment on the impacts of the Employment Rights Act. This will include an assessment of the removal of the compensation cap for unfair dismissal on different sectors. This assessment can be found here when published: Employment Rights Bill: impact assessments - GOV.UK.

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, 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 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.

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

Found: The first publication in July 2025 – Implementing the Employment Rights Bill – sets out how the government

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

Found: Clause 73 of the Employment Rights Bill inserts section 236A into the Trade Union and Labour Relations

Found: Clause 73 of the Employment Rights Bill inserts section 236A into the Trade Union and Labour Relations

Found: parents by making Paternity Leave and Unpaid Parental Leave ‘day one’ rights through the Employment Rights Bill

Found: Alongside this, the Employment Rights Bill will strengthen the Equality Act 2010's protections against

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: 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: Pension Act (ITEPA) important update regarding tax refunds payrolling of benefits in kind Employment Rights Bill

Found: The additional powers being granted to the FWA in the Employment Rights Bill will enable the FWA to

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

Found: sharing our experience with other governments, including through collaboration on the Employment Rights Bill

Found: into practice, particularly those outlined in international treaties and Scotland’s proposed Human Rights Bill

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

Found: Detectives’ formed a Lived Experience Board to help inform the Scottish Government’s new Human Rights Bill

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

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: 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.