Found: To what extent is the Employment Rights Bill [now Act, 2025] likely to make flexible working the "default

Found: 91Petition Signatures infrastructure investment Review how law handles tool theft 63 Pause Employment Rights Bill

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

Found: Since the referendum, Congress has lobbied for the introduction of an Employment Rights Bill to ensure

Found: that interests me in what you have said in the past year in Parliament is: “I think the Employment Rights Bill

Found: Trades Union Congress (2024) Artificial Intelligence (Regulation and Employment Rights) Bill.

Found: While the Government has introduced a new Employment Rights Bill (2025), this does not directly address

Found: policy, National Insurance Contributions increases, the National Minimum Wage uplift and the Employment Rights Bill

Found: The Employment Rights Bill has the potential to positively influence the future of work and skills, and

Found: The Employment Rights Bill has the potential to positively influence the future of work and skills,

Found: Society of London and UK Theatre and ALVA have done significant work in the Make Work Pay and Employment Rights’ Bill

Found: Society of London and UK Theatre and ALVA have done significant work in the Make Work Pay and Employment Rights’ Bill

Found: Correspondence with the Minister for Employment, dated 10 October 2024, regarding the Employment Rights Bill

Found: Party Manifesto 2024 (PDF), June 2024, p45 17 Business and Trade Committee, Make Work Pay: Employment Rights Bill

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

Found: This would likely require a new clause in a future Employment Rights Bill or amendment to Pt. 8A of

Found: Employment Rights Bill The Employment Rights Bill seeks to enhance worker protections, but certain provisions

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

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

Found: For example, the Employment Rights Bill is expected to cost business £4.7 billion over 10 years, with

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment his Department has made of the cumulative impact of increases in the (i) National Minimum Wage, (ii) employer National Insurance contributions, (iii) business rates, and (iv) other employment costs, on small salon businesses.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

Small salon businesses will benefit from the new permanently lower multipliers for eligible retail, hospitality and leisure (RHL) properties. These new multipliers are worth nearly £1 billion per year and benefit over 750,000 properties.

The Government has also published a range of analytical documents covering the policies referenced, which set out their likely impacts on businesses of different sizes. Each Impact Assessment covering the Employment Rights Act 2025 and The National Minimum Wage (Amendment) Regulations 2026 includes a small and micro business assessment.

A Tax Information and Impact Note (TIIN) was also published alongside the changes to employer NICs, which sets out the impacts on the Exchequer, the economy, individuals and businesses. The Government is supporting smaller employers through the increased Employment Allowance of £10,500.

Question to the Department for Work and Pensions:

To ask His Majesty's Government what assessment they have made of whether the introduction of a right to guaranteed hours could reduce access to flexible employment opportunities for young people who are not in education, employment or training.

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

With over one million young people not in education, employment and training, this Government will not leave an entire generation of young people behind. The Government is investing an additional £2.5 billion over the next three years into the Youth Guarantee and the Growth and Skills Levy.

This investment will support almost one million young people and create up to 500,000 opportunities to earn and learn, including through expanded network of Youth Hubs, earlier intensive support in Jobs Centres through a new Youth Guarantee Gateway, additional work experience and training opportunities, a £3,000 Youth Jobs Grant and £2,000 apprenticeship hiring payment for employers, and a fully funded six month job for long-term unemployed 18–24-year-olds.

We also recognise the crisis of participation that Alan Milburn has so clearly laid out in his interim report. We will use this interim report to continue to build our reforms and look forward to final recommendations in the Autumn.

The government's Employment Rights Act 2025 is tackling one-sided flexibility partly through a right to guaranteed hours, where the number of hours offered reflects a qualifying worker’s working hours during a reference period.

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025. This includes consideration of the potential impact of the right to guaranteed hours on employment for different types of roles or groups in the labour market.

The government is consulting on these measures, and will consider responses before finalising regulations and implementation.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, if the Department will publish an assessment of the potential impact of the guaranteed-hours provisions in the Employment Rights Act 2025 on (a) seasonal recruitment and (b) employment opportunities for people under 25 in the tourism and hospitality sectors.

Answered by Blair McDougall - Parliamentary Under-Secretary of State (Department for Business, Innovation, Science and Trade) (Jointly with the Department for Energy Security and Net Zero)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025. This includes consideration of impacts on young, entry-level workers and sectors where variable demand is common.

The Government is now consulting on the detailed regulations for the right to guaranteed hours, including issues relevant to seasonal recruitment such as reference periods and temporary need. We are engaging with employers, workers and representative bodies, before determining a way forward for regulations.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, what assessment his Department has of the impact of the provisions of the Employment Rights Act 2025 on the number of young people who are not in education, employment or training.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government, in consultation with experts and business, has published 29 Impact Assessments which comprehensively outline the expected impacts of the Employment Rights Act: Employment Rights Act 2025: impact assessments - GOV.UK.

Our analysis shows that the Employment Rights Act will help increase employment and benefit over 18 million workers, with young workers being some of the largest beneficiaries of the Act.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to the Young people and work: Interim report finding that 84% of NEETs do want to work, what steps is he taking to ensure that the guaranteed hours provisions do not constrain access to entry-level jobs.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025. This includes consideration of the potential impact of the right to guaranteed hours on employment for different types of roles or groups in the labour market.

These reforms do not ban zero hours and similar contracts. Workers who value this flexibility will be able to remain on their existing arrangements if they prefer.

The government is consulting on these measures, and will consider responses before finalising regulations and implementation.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, what assessment has been made of the potential impact of the guaranteed hours provisions of the Employment Rights Act 2025 on the availability of part-time and entry-level roles for people aged 16 to 24.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025. This includes consideration of the potential impact of the right to guaranteed hours on employment for different types of roles or groups in the labour market.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, whether his Department assessed the relationship between each proposed hours threshold and the earnings required to meet basic living costs.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course. This includes an assessment of the impact of the measures on low-paid workers.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what is the evidential basis for the Government's preference for an hours threshold within the range of 8 to 20 hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what is the evidential basis for the Government's preference for those with more than 20 guaranteed hours falling outside the scope of the proposed right.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what estimate his Department has made of weekly earnings associated with guaranteed-hours thresholds of (a) 8, (b) 12, (c) 16 and (d) 20 hours per week; and whether those earnings are considered adequate to provide income security.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what his Department's definition is of an adequate baseline level of security and predictability in relation to the hours threshold.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, whether the Government has conducted an assessment of the impact of an hours threshold of 8-20 hours on workers.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, whether the Government modelled the impact of a higher hours threshold than 20 hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what evidence was considered when assessing the level of guaranteed weekly hours at which workers can be considered to have a substantial degree of income security.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts on the wider jobs market.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what factors the government will consider when assessing the impact of each hours threshold option on workers with some guaranteed hours.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts on the wider jobs market.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what research papers, analytical reports and external evidence were relied upon in identifying the preferred range of 8 to 20 guaranteed hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts on the wider jobs market.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, for what reason his Department's preference is for an hours threshold within the range of 8 to 20 hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts on the wider jobs market.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what assumptions were used in modelling worker take-up of guaranteed-hours contracts under different hours thresholds.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025, which sets out the analytical approach taken to assessing these measures.

The government has published its consultation to understand further the impacts that different options could have on employers and workers, and will publish further analysis in due course as we implement the measures.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, what estimate he has made of the number of workers in Fylde who may lose access to flexible work opportunities as a consequence of the reforms.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course as we implement these measures. This includes consideration of impacts on flexibility for both employers and workers.

These reforms do not ban zero hours and similar contracts. Workers who value this flexibility will be able to remain on their existing arrangements if they prefer.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, what analysis has been undertaken regarding the potential impact of guaranteed-hours requirements on recruitment practices.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course as we implement these measures. This includes consideration of the potential impact of the right to guaranteed hours on employment.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, whether his Department has assessed the likelihood of employers restructuring contracts in order to remain below any hours threshold adopted under the proposal.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course as we implement these measures.

Our consultation on zero hours and similar contracts, published on 2 June 2026, seeks to gather further insight on potential changes in employers’ behaviour in light of the measures.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what estimate his Department has made of the compliance costs to employers arising from thresholds of (a) 8, (b) 12, (c) 16, (d) 20 and (e) more than 20 guaranteed hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course as we implement these measures.

The government has published its consultation to understand further the impacts that different options could have on employers and workers.

Question to the Northern Ireland Office:

To ask His Majesty's Government what representations they have received following the decision of the Northern Ireland Minister for the Economy to exempt businesses employing fewer than 10 workers from the provisions on trade union recognition in the 'Good Jobs' Employment Rights Bill; and what is their assessment of the impact of that decision on Northern Ireland adherence to the principles set out for trade union members across the UK.

Answered by Baroness Anderson of Stoke-on-Trent - Captain of the King's Bodyguard of the Yeomen of the Guard (HM Household) (Deputy Chief Whip, House of Lords)

Under Section 4, Paragraph 1 of the Northern Ireland Act 1998, employment law and trade union matters are transferred to the Northern Ireland Executive. Any decisions regarding employment law are therefore the responsibility of the Northern Ireland Executive.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, whether his Department has made an assessment of the cumulative potential impact of (a) changes to employer National Insurance contributions, (b) changes to the National Minimum Wage, and (c) the Employment Rights Act 2025 on the recruitment, investment, and growth plans of small and medium-sized enterprises.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government has published a range of analytical documents covering the policies referenced, which set out their likely impacts on businesses of different sizes.

As per our Better Regulation requirements, each Impact Assessment covering the Employment Rights Act 2025 and The National Minimum Wage (Amendment) Regulations 2026 includes a small and micro business assessment. These analyses also consider the economic impacts on the wider economy.

A Tax Information and Impact Note (TIIN) was also published alongside the introduction of the Bill containing the changes to employer NICs. The TIIN sets out the impact of the policy on the exchequer, the economic impacts of the policy, and the impacts on individuals, businesses, and civil society organisations, as well as an overview of the equality impacts.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, what estimate his Department has made of the average annual cost per business of complying with the provisions of the Employment Rights Act 2025 by (a) business size and (b) sector.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government has published 29 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Act: Employment Rights Act 2025: impact assessments - GOV.UK.

Each Impact Assessment considers the cost of the policy, as well as how impacts may vary depending on business size and by sector. The assessment shows that those in low-paid, low quality and insecure work will amongst the largest beneficiaries of the Act.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, whether his Department has made a quantitative assessment of the potential impact of the Employment Rights Act 2025 on recruitment intentions among (a) micro businesses and (b) small businesses.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government has published 29 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Act. The analysis shows that the Act could have small, positive effects on the level of employment: Employment Rights Act 2025: impact assessments - GOV.UK. Each Impact Assessment considers how impacts may vary depending on business size.

Question to the Department for Business, Innovation, Science 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 Act 2025 on administrative and compliance costs for (a) micro businesses employing fewer than 10 people, (b) small businesses employing between 10 and 49 people, and (c) medium-sized businesses employing between 50 and 249 people.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government has published 29 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Act: Employment Rights Act 2025: impact assessments - GOV.UK. Each Impact Assessment considers the cost of the policy, as well as how impacts may vary depending on business size.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, what estimate his Department has made of the annual cost to businesses of complying with changes introduced in the Employment Rights Act.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government has published 29 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Act: Employment Rights Act 2025: impact assessments - GOV.UK. Each Impact Assessment considers how impacts businesses including an estimation of the potential compliance costs. The analysis shows that the Employment Rights Act could increase employment costs by 0.1% annually.

Question to the Department for Business, Innovation, Science and Trade:

To ask the Secretary of State for Business and Trade, what assessment has been made of how different low hours thresholds and different reference period lengths in respect of guaranteed hours provisions may impact workforce flexibility.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Department has published a comprehensive assessment of the potential impacts of the zero hours contract measures and will publish further analysis in due course as we implement these measures.

The consultation includes specific questions on the potential effects of different hours threshold options to inform policy decisions.

Found: The impact assessments completed for the Employment Rights Bill, introduced to Parliament on 10th October

Found: employment tribunal system and existing regulators. 81 In its report of 3 March 2025 on the Employment Rights Bill

Found: Implementing the Employment Rights Bill. Our roadmap for delivering change. July 2025.

Found: moved or curtailed at short notice, building on the impact assessment1 published when the Employment Rights Bill

Found: on the right to guaranteed hours, building on the impact assessment1 published when the Employment Rights Bill

Found: right to reasonable notice of shifts, building on the impact assessment1 published when the Employment Rights Bill

Found: 1 https://www.gov.uk/government/publications/employment-rights-bill-factsheets 2Implementing the Plan

Found: - Our roadmap for delivering change 37 Employment Rights Bill: impact assessments - GOV.UK 38

Found: The government previously tabled amendments to the fire and rehire protections in the Employment Rights Bill

Found: Starting with the Employment Rights Bill, we are fulfilling our commitment to strengthen protections

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

Found: The Employment Rights Bill will introduce a new duty on employers to give a written statement to their

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

Found: On 10 October 2024, as part of a broader set of Trade Union legislation reforms in the Employment Rights Bill

Found: The Employment Rights Bill will introduce a new duty on employers to give a written statement to their

Found: The Employment Rights Bill introduces a new statutory right to Bereavement Leave, establishing clear

Found: The Employment Rights Bill introduced a new day-one right to unpaid bereavement leave for employees who

Found: The Employment Rights Bill introduces a new statutory right to Bereavement Leave, establishing clear

Found: The Employment Rights Bill introduced a new day-one right to unpaid bereavement leave for employees

Found: The Employment Rights Bill introduced a new day-one right to unpaid bereavement leave for employees who

Found: Social Research (NIESR), 2018 6 DBT internal analysis of CIPD – Flexible Working 2025 7 Employment Rights Bill

Found: Social Research (NIESR), 2018 6 DBT internal analysis of CIPD – Flexible Working 2025 7 Employment Rights Bill

Found: As set out in our Implementing the Employment Rights Bill publication (published 1 July 2025), we are

Found: respondents suggested additional bodies to be added to the SSSNB 83 Next steps The Employment Rights Bill

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

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

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

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

Found: Resolution FoundationExecutive Summary The Employment Rights Bill (ERB) currently making its way through

Found: policy development in areas affecting the business environment, including progression of the Employment Rights Bill

Found: policy development in areas affecting the business environment, including progression of the Employment Rights Bill

Found: government policy to strengthen and improve working conditions, including the forthcoming Employment Rights Bill

Found: The survey was conducted in the summer of 2025 to support the development of the Employment Rights Bill

Found: • Employment Rights Bill – this Bill will deliver the key legislative reforms set out in the Government

Found: • The Employment Rights Bill: This Bill is the first phase of delivering the Government’s Plan to

Found: The Good Job Employment Rights Bill The Good Job Employment Rights Bill is being led by the Department

Found: f The Employment Rights Bill gained Royal Assent on 18 December 2025.

Found: f The Employment Rights Bill gained Royal Assent on 18 December 2025.

Found: The Employment Rights Bill received Royal Assent on 18 December 2025 and is now the Employment Rights

Found: Ratios; Making the Mental Capacity Act Better for Children and Young People; NI and GB Employment Rights Bill

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

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

Found: We have written some rules called the Employment Rights Bill.

Found: Implementing the Employment Rights Bill. Our roadmap for delivering change. July 2025.

Found: On 10 October 2024, as part of a broader set of Trade Union legislation reforms in the Employment Rights Bill

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

Found: The Employment Rights Bill introduces a new statutory right to Bereavement Leave, establishing clear

Found: Social Research (NIESR), 2018 6 DBT internal analysis of CIPD – Flexible Working 2025 7 Employment Rights Bill

Found: As set out in our Implementing the Employment Rights Bill publication (published 1 July 2025), we are

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

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

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

Found: Maggie Jones 01/05/2025 GMB Union To discuss the Employment Rights Bill Maggie Jones 01/05/2025

Found: cell">Trade Union Congress

Found: To align with new statutory legislation following the publication of the Employment Rights Bill in October

Found: 2025 to 2026 87 To align with new statutory legislation following the publication of the Employment Rights Bill

Found: 2025 to 2026 87 To align with new statutory legislation following the publication of the Employment Rights Bill

Found: f The Employment Rights Bill gained Royal Assent on 18 December 2025.

Found: f The Employment Rights Bill gained Royal Assent on 18 December 2025.

Found: Nominee11 Government Legal Department Annual Report and Accounts 2025-26 Case Study: The Employment Rights Bill

Found: policy development in areas affecting the business environment, including progression of the Employment Rights Bill

Found: policy development in areas affecting the business environment, including progression of the Employment Rights Bill

Found: government policy to strengthen and improve working conditions, including the forthcoming Employment Rights Bill

Found: The survey was conducted in the summer of 2025 to support the development of the Employment Rights Bill

Found: 1 https://www.gov.uk/government/publications/employment-rights-bill-factsheets 2Implementing the Plan

Found: moved or curtailed at short notice, building on the impact assessment1 published when the Employment Rights Bill

Found: on the right to guaranteed hours, building on the impact assessment1 published when the Employment Rights Bill

Found: right to reasonable notice of shifts, building on the impact assessment1 published when the Employment Rights Bill

Found: extract he provided from a House of Lords debate on proposed amendments to what was then the Employment Rights Bill

Found: The impact assessments completed for the Employment Rights Bill, introduced to Parliament on 10th October

Found: CAC has been busy preparing for legislative changes arising from the Royal Assent of the Employment Rights Bill

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

Found: • Renters Rights Bill • Product Regulation and Metrology Bill • Tobacco and Vapes Bill • Employment Rights Bill

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

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

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

Found: Legislative Consent Memorandum: delegated powers relevant to Scotland in the Employment Rights Bill A

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

Found: Scottish Care’s published paper from November 2024 – the Potential Implications of the UK Employment Rights Bill

Found: Through the Employment Rights Bill, the UK Government is legislating to avoid the creation of two-tier

Found: Bill no. 173. 46 UK Parliament (2025) Border Security, Asylum and Immigration Bill. 47 Employment Rights Bill

Found: Employment Rights Bill (UK Parliament legislation) 3. Subordinate legislation 4.

Found: labour market strategy, and I know that your Department has been leading on progressing the Employment Rights Bill

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

Found: Ministers as they develop their approach to ‘equality action plans’ as described in the Employment 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: roinn a’ 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 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: The UK Government is proposing a Pay Negotiation Body for Social Care as part of the wider Employment Rights Bill

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

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

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

Found: loss (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: Bill no. 173. 46 UK Parliament (2025) Border Security, Asylum and Immigration Bill. 47 Employment Rights Bill

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

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

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

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

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

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

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

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

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

Found: We look forward to engaging on the proposed UK Bills, including the Employment Rights Bill and the Equality

Found: Work principles and the UK legal employment framework, for example the recently announced Employment Rights Bill

Found: Employment Rights Bill: Letter to UK Government

Found: co-chairs to ask them to consider the challenges and opportunities linked to upcoming UK Employment Rights Bill

Question

To ask the Scottish Government what recent discussions it has had with the UK Government regarding seafarers’ employment rights on any new roll-on, roll-off ferry services between Rosyth and Dunkirk.

Answered by Fairlie, Jim - Minister for Agriculture, Marine and the Islands

The Scottish Government has not had recent discussions with the UK Government regarding seafarers’ employment rights on the prospective Rosyth-Dunkirk ferry service.

The UK Government Employment Rights Bill received Royal Assent on 18 December 2025 and includes provisions to create a statutory framework for a mandatory seafarers charter and builds on the Seafarers’ Wages Act 2023 to extend protections beyond pay to include other employment rights. Transport Scotland officials liaised with their UK Government counterparts on this legislation.

The Scottish Government welcomed the additional proposals which aim to strengthen the Seafarers Wage Act by applying new duties in respect of remuneration and safe working.

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.

Question

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

Answered by Arthur, Tom - Minister for Business and Fair Work

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

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

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

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

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

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

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

Question

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

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

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

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

Question

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

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

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

Question

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

Answered by Arthur, Tom - Minister for Business and Fair Work

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

Question

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

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

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

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

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

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

Found: recommended 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: during Q2 2025 Bill title Date memorandum lodged Consent recommendation by Scottish Government Employment Rights Bill

Found: Error and Recovery) Bill Partial consent recommended 25 June 2025 Partial consent grantedxx Employment Rights Bill

Found: The UK Employment Rights Bill

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Found: WG response to HSC report on Employment Rights Bill

Found: Health and Social Care Committee Report 1 Summary The Employment Rights Bill

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Found: In addition, in the third memorandum on the Employment Rights Bill, Jack Sargeant MS, the Minister for

Found: Following the P&O Ferries scandal, the UK Government’s Employment Rights Bill introduced powers to create

Found: Employment Rights Act (2026) Last year the Forum welcomed the announcement of a new UK Government Employment Rights Bill

Found: The Forum is also supporting Welsh Government on the work with UK Government through the Employment Rights Bill

Found: During consideration of trade union access by the group the (then) Employment Rights Bill was strengthened

Found: Meeting 5: 5 December 2024 Agenda item 2: Employment Rights Bill SPC Secretariat to ensure regular updates

Found: forward work to develop Fair Pay Agreements for social care in Wales through the UK Government Employment Rights Bill

Found: We support the Employment Rights Bill and its policy intention to strengthen employment rights and their

Found: The 2024 UK Employment Rights Bill (UK Parliament), which is expected to receive Royal Assent in late

Found: Agenda item 2: Employment Rights Bill SPC Secretariat to ensure regular updates are provided to the SPC

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

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

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

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

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

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

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

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

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

Answered by Minister for Children and Social Care

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

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

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

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

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

Question

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

Answered by Minister for Culture, Skills and Social Partnership

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

Question

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

Answered by Minister for Social Partnership

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