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

Found: We also think that taking advantage of some of the positive measures within the Employment Rights Bill

Found: have flagged our views (with the OBR) around their potential economic interpretation of the Employment Rights Bill

Found: IPPR’s analysis of the Employment Rights Bill highlights that government assessments can underplay benefits

Found: (0)20 7219 4432 Social: @houseofcommons parliament.uk non-disclosure agreements in the Employment Rights Bill

Found: delighted to see the inclusion of a ban on the misuse of non-disclosure agreements (NDAs) in the Employment Rights Bill

Found: As set out in our Implementing the Employment Rights Bill publication, we are taking a phased approach

Found: Rt Hon Liam Byrne MP Chair of the Business and Trade Committee 1 Implementing the Employment Rights Bill

Found: Notably, the Trade Union Congress has proposed an Artificial Intelligence (Regulation and Employment Rights) Bill

Found: During our inquiry into the Employment Rights Bill, we were warned that delays in reforms to employment

Found: Against Women and Girls campaign £0.200m £0.200m Department for Business and Trade Employment Rights Bill

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: that, but when you look at the legislation in the Victims and Prisoners Act 2024 and the Employment Rights Bill

Found: addition, minimum wages have risen, new EU trade measures on imports are costlier, and the Employment Rights Bill

Found: company, stated: [T]he ongoing uncertainty surrounding several of the provisions within the Employment Rights Bill

Found: Through the Employment Rights Bill we have made a start on improving our offer to working families by

Found: Through the Employment Rights Bill we have made a start on improving our offer to working families by

Found: fair-pay-agreement-process-in-adult-social-care-consultation-document> accessed 28 November 2025. 32 ibid. 33 UK Government, ‘Implementing the Employment Rights Bill

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

Found: We are concerned with the Employment Rights Bill, that introducing multiple changes to employment law

Found: Data (Use and Access) Act ○ UK DMCC (Digital Markets, Competition and Consumers Act) ○ UK Employment Rights Bill

Found: Despite this, we remain concerned that the Employment Rights Bill in its current form – including the

Found: inappropriate algorithmic management, as set out in the TUC’s Artificial Intelligence (Regulation and Employment Rights) Bill

Found: That is why we welcome many of the measures within the Employment Rights Bill which support good working

Found: Wages/NICs/Employment Rights Bill: Whilst general employment changes that are not in the WSTA’s direct

Found: Insight from our members suggests that heightened concerns over the Employment Rights Bill also contributed

Found: The Employment Rights Bill – which the Government’s own impact assessment suggests could add £5 billion

Found: already acting to support people in these areas and across the ‘everyday economy’ through the Employment Rights Bill

Found: already acting to support people in these areas and across the ‘everyday economy’ through the Employment Rights Bill

Found: The Employment Rights Bill – which the Government’s own impact assessment suggests could add £5 billion

Found: for passengers and businesses across Britain. 14.Beyond the railways the delivery of the Employment Rights Bill

Found: regulations impact companies' decisions to invest in the UK, including in West Yorkshire. o Employment Rights Bill

Found: Looking ahead, businesses are preparing for the implementation of the Employment Rights Bill across

Found:  Many businesses are also extremely concerned about the impact of the Employment Rights Bill when

Found: The impact of the Employment Rights Bill We remain deeply concerned that, despite a concession from the

Found: Concerns over the impact of the Employment Rights Bill, particularly the cost and administrative burdens

Found: Indeed welcomes the provisions in the Employment Rights Bill that strengthen individual rights to request

Found: We particularly welcomed the Committee’s report on the scrutiny of the Employment Rights Bill and recommendation

Found: Government has launched consultations in relation to the Equality (Race and Disability) Bill and Employment Rights Bill

Found: Employers are clear that rising costs, uncertainty around the Employment Rights Bill, and successive

Found: There remains some uncertainty from businesses about how they will manage the Employment Rights Bill

Found: in employer NICs; and the potential additional burden on business from the changes in the Employment Rights Bill

Found: It is for this reason that ADCU is pushing for amendments to the Employment Rights Bill, to urgently

Found: The UK took a really important step forward with the passing of the Employment Rights Bill at the end

Found: Employment Rights Bill and Make Work Pay ‘Disguised’ or ‘bogus’ self-employment occurs when workers

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

Question to the Home Office:

To ask the Secretary of State for the Home Department, what assessment she has made of the adequacy of employment protections for special constables undertaking mandatory training or deployment; and whether she plans to introduce statutory employment rights comparable to those available to Reserve Forces personnel.

Answered by Sarah Jones - Minister of State (Home Office)

Special constables are not employees of police forces and therefore do not fall within the scope of employment legislation in the same way as paid staff. There is currently no statutory requirement on employers to provide paid or unpaid leave for employees undertaking special constable duties, including mandatory training or deployment. However, many employers choose to support special constables voluntarily, including through the Employer Supported Policing scheme.

As part of the Employment Rights Bill, the Government has committed to undertake a statutory review of the civic roles covered by section 50 of the Employment Rights Act 1996, including whether special constables should be included. This review will consider the existing arrangements and the case for additional statutory protections.

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 proposed reforms to zero-hours contracts on businesses whose sales are significantly affected by (a) the weather and (b) other unpredictable factors.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business 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. These assessments include consideration of increases in labour costs and the subsequent effects, as well as setting out the sectors most likely to be impacted by the measures.

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 Act 2025 on hospitality franchise businesses; and whether he plans to provide support for employers to manage costs.

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

The Government has published a comprehensive assessment on the impact of the Act, which includes analysis of the potential sectoral impacts.

The Government recognises the vital contribution of the hospitality sector to the UK, supporting local employment, sustaining high streets and communities, and playing an important role in our cultural and social fabric.

We are delivering long overdue reform to rebalance business rates system. Over 750,000 retail, hospitality and leisure properties will benefit from permanently lower tax rates. This is a permanent tax cut worth nearly £900 million with no cash cap, benefitting all qualifying properties on high streets across England.

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 Act 2025 on the ability of small and medium-sized businesses, including franchises, to re-invest and create jobs.

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

The Government has published a comprehensive assessment on the impact of the Act. As per our Better Regulation requirements, each Impact Assessment includes a small, medium and micro business assessment.

The Small Business Plan also outlines how we will support small and medium sized businesses to grow and thrive across the UK through the most significant package of legislative reforms in 25 years to tackle late payments; unlock billions of pounds in finance to support start-ups and scale ups; remove unnecessary red tape; revitalise the High Street as a place to do business; and deliver growth boosting support for Digital and AI Adoption.

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 guaranteed hours requirements in the Employment Rights Act 2025 on a) employees seeking flexibility, including those seeking to match schools terms, and b) employers with seasonal demand changes.

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 2025, available here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

The Employment Rights Act is intended to improve security of income and work, while maintaining flexibility. Workers will be able to decline an offer of guaranteed hours if they wish. Employers with seasonal working patterns will continue to have a range of options, including the use of fixed term contracts where appropriate. The government will consult further before making regulations, including on how the right could apply in relation to annualised hours arrangements.

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 Act 2025 on employment opportunities for young people in the hospitality sector; and how he plans to ensure that restrictions on zero-hours contracts and flexible working do not lead to reduced staffing levels and fewer entry-level roles in pubs and similar businesses.

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

The Government published a comprehensive assessment that shows young workers, typically disproportionately represented in low-paid, low quality and insecure jobs will be amongst the largest beneficiaries of the Act.

We are changing legislation through the Act to make it more likely that flexible working requests are accepted where they are reasonable and feasible.

The Act does not prevent employers from hiring workers on zero hours contracts and workers will be able to remain on them if it suits their needs. We are committed to consulting fully with stakeholders, including within the hospitality sector, to determine the next level of policy detail, to be set in regulations.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, when he plans to hold the consultation on proposed changes to NDAs under the Employment Rights Bill; and what is the planned timeline for implementation.

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

The Employment Rights Act 2025 will address the misuse of non-disclosure agreements (NDAs) by employers who want to silence workers about harassment and discrimination in the workplace.

The Government will consult on the conditions under which NDAs can still be validly made (known in the legislation as ‘excepted agreement’). We will also consult on the individuals that a worker with an excepted agreement can speak to (e.g. the police, or medical professionals).

We will bring forward the consultation shortly. The consultation will inform the policy detail in order to draft the regulations and commence this measure in due course.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, how many workers in Glasgow are estimated to benefit from day-one rights when the Employment Rights Act comes into force on 1 April 2026.

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

Across the UK from 6 April 2026, new day one rights will now allow 32,000 more dads and partners each year to take paternity leave and 1.5m more parents to take unpaid parental leave. This will support working families to juggle the modern demands of work with raising children. The government is also bringing in changes that will mean up to 1.3 million more employees, particularly in lower-paid or part-time roles are able to access Statutory Sick Pay (SSP) through the removal of the Lower Earnings Limit and ensuring all employees can access SSP from the first day of sickness absence.

Analysis also shows Scotland is expected to disproportionately benefit from the Employment Rights Act. Further detail on this analysis can be found here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

Question to the Department for Business and Trade:

To ask His Majesty's Government what estimate they have made of the total regulatory cost to businesses resulting from the Employment Rights Act 2025, broken down by business size and measured in compliance hours per year.

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

The Government has published 29 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Act: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments. Each Impact Assessment considers how impacts may vary depending on business size and includes an estimation of the potential compliance costs.

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 implications for his policies on trends in the level of employment costs for businesses in Surrey.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business 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. This includes an assessment of regional impacts. An impact assessment on the 2026 National Minimum Wage and National Living Wage rates will be published shortly, including an assessment of regional impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what representations did he receive from women with (a) endometriosis and (b) adenomyosis on provisions within the Employment Rights Bill to support employees with these conditions.

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

The Government is committed to improving women’s health and supporting employees through the Employment Rights Act (ERA). Officials have engaged with women’s health organisations, including endometriosis groups, informing voluntary Employer Action Plans on menopause from April 2026. We’re helping people with health conditions stay and thrive at work through programmes such as Keep Britain Working and greater access to flexible working. Statutory Sick Pay may also apply which, from April, becomes payable from day one of sickness absence. Beyond the ERA, endometriosis and adenomyosis may be considered disabilities, and if so, employers must offer reasonable adjustments under the Equality Act 2010.

Question to the Department for Business and Trade:

To ask His Majesty's Government, further to the Written Answer by Baroness Lloyd of Effra on 2 January (HL13041), when they will publish the enactment impact assessment for the Employment Rights Act 2025; and whether that assessment will include breakdowns by sector of the impact on (1) small businesses with fewer than 50 employees, and (2) micro-businesses with fewer than 10 employees.

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

On Wednesday 7 January, the Government published the Enactment Summary Impact Assessment for the Employment Rights Act 2025. This forms part of a comprehensive package of 29 Impact Assessments analysing the impact of the Act: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments. As per our Better Regulation requirements, each Impact Assessment includes a small and micro business assessment.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the number of businesses with fewer than 50 employees that will (1) reduce hiring, (2) reduce wages, or (3) cease trading, as a result of the Employment Rights Act 2025.

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

The Government has published 29 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Act: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments. As per our Better Regulation requirements, each Impact Assessment includes a small and micro business assessment.

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

To ask the Secretary of State for Housing, Communities and Local Government, with reference to the publication entitled MHCLG: spending over £25,000, November 2025, of 31 December 2025, what the topic and terms of reference were for the Employment Rights Bill Research by Verian Group UK Limited with reference 5105606902; and what the timetable is for the publication of that research.

Answered by Samantha Dixon - Parliamentary Under-Secretary (Housing, Communities and Local Government)

The government’s Plan to Make Work Pay will improve living standards, support economic growth, and provide more security for people in work.

The research, developed with Department for Business and Trade (DBT), was a survey of precariously employed people, such as those on zero hours contracts. The survey aimed to understand the hidden, out-of-pocket costs faced by those with uncertain working hours, such as paying for last minute childcare or travel changes. The work has been shared with DBT to support the government’s ongoing work and will be published in line with Government Social Research protocols.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, with reference to the document entitled Fair pay agreement consultation impact assessment, published in October 2025, if he will award an interim uplift to the pay of frontline care workers in the 2026-27 and 2027-28 financial years to address the immediate workforce recruitment and retention challenges before a negotiated fair pay agreement is implemented in the 2028-29 financial year.

Answered by Stephen Kinnock - Minister of State (Department of Health and Social Care)

Under the Employment Rights Bill, the Government will set up the Fair Pay Agreement, establishing a form of sectoral collective bargaining which will empower employers, worker representatives, and others in partnership to negotiate fair pay, and terms and conditions.

The Government is taking steps to establish Fair Pay Agreements. These steps are essential to getting this right and ensuring meaningful reform for the adult social care sector. This includes our public consultation, which closes on 16 January.

This will support the delivery of our Plan to Make Work Pay, which is already delivering for care workers through changes to the minimum wage, putting more money into their pockets. The Employment Rights Bill will also end exploitative zero-hours contracts, with one in five carers on a zero-hour contract, and give workers rights to statutory sick pay from day one of absence due to illness.

Currently, most workers are employed by private sector providers who set their pay and terms and conditions, independent of the Government.

We know this is an issue now, and in the meantime the Government is making available approximately £4.6 billion of funding for adult social care in 2028/29 compared to 2025/26, to support the sector in making improvements. This includes £500 million for the Fair Pay Agreement, the most significant investment in improving pay and conditions for adult social care staff to date.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the estimated total cost of scrapping compensation caps for unfair dismissal for businesses in the UK.

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

The Government will be publishing an Enactment Impact Assessment on the impacts of the Employment Rights Act. This assessment can be found here when published: https://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 ending certain zero-hours contracts on the employment rates of younger people, such as students.

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

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 groups in the labour market. The impact on younger people and students will depend on the regulations following consultation, however it is important to note the measures will focus on exploitative zero hours contracts to ensure people are able to access guaranteed hours. For those who want to remain on a zero hours contract, for example many students, they will still be able to.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the impact of awarding unlimited compensation for unfair dismissal on employment rates.

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

The Government will be publishing an Enactment Impact Assessment on the impacts of the Employment Rights Act. This assessment can be found here when published: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

Question to the Department for Business and Trade:

To ask His Majesty's Government when they plan to publish the consultation on the legal status of workers who are not included in any of the Employment Rights Bill consultations.

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

The Government is committed to consulting on employment status as soon as possible. The consultation will seek to address issues with the framework which can enable worker exploitation and leave vulnerable workers without core employment protections, as well as strengthening protections for the self-employed including the right to a written contract and blacklisting protections.

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 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 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 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.

Found: Pensions at Caxton House, Tothill Street, London, SW1H 9NA, or online: www.gov.uk/guidance/employment-rights-bill-impact-assessments

Found: The impact assessments for the Employment Rights Bill, introduced to Parliament on 10th October 2024,

Found: The impact assessments for the Employment Rights Bill, introduced to Parliament on 10th October 2024,

Found: services “back on track” as Strikes Act to be repealed”, Press release 6 August 2024 39 Employment Rights Bill

Found: Artificial Intelligence (Regulation and Employment Rights) Bill. 222. Tim Hickman et al. (2024).

Found: for employers associated with the Right to Guaranteed Hours policy within the forthcoming Employment Rights Bill

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

Found: for menopause symptoms Menopause Café members reviewing the draft action plan ahead of 2027 Employment Rights Bill

Found: • The Employment Rights Bill adds a new requirement that employers can only reject a request for

Found: • The Employment Rights Bill adds a new requirement that employers can only reject a request for

Found: Job security The Employment Rights Bill will end exploitative zero hours contracts by legislating for

Found: Job security The Employment Rights Bill will end exploitative zero hours contracts by legislating for

Found: Job security The Employment Rights Bill will end exploitative zero hours contracts by legislating for

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: Programme. 200,000 (Section A) Transfer from Department for Business and Trade for Employment Rights Bill

Found: Programme. 200,000 (Section A) Transfer from Department for Business and Trade for Employment Rights Bill

Found: time limit for bringing claims to Employment Tribunals are being delivered through the Employment Rights Bill

Found: time limit for bringing claims to Employment Tribunals are being delivered through the Employment Rights Bill

Found: time limit for bringing claims to Employment Tribunals are being delivered through the Employment Rights Bill

Found: #39;s 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: As set out in our Implementing the Employment Rights Bill publication (published 1 July 2025), we are

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

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

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

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 impact assessments for the Employment Rights Bill, introduced to Parliament on 10th October 2024,

Found: The impact assessments for the Employment Rights Bill, introduced to Parliament on 10th October 2024,

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

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

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 and Connectivity

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.

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

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.