Found: to alleviate pressures on the Employment Tribunals and ensure rights granted through the Employment Rights Bill

Found: That is why, through the Employment Rights Bill, we will ensure that Paternity Leave and Unpaid Parental

Found: RMT strongly welcome the Government’s measures in the Employment Rights Bill to improve pay and working

Found: The increasing and cumulative cost of employment, together with forthcoming changes in the Employment Rights Bill

Found: The Employment Rights Bill introduces specific national bargaining bodies for support staff in schools

Found: For example, and serving as a case in point, the recent Employment Rights Bill focused on policy and

Found: Thank you for your letter of 8 September regarding the Employment Rights Bill and your warm

Found: In March 2025, the Business and Trade Committee published a report on the Employment Rights Bill, in

Found: December, 10 December, 17 December, 7 January and 14 January while attending meetings of the Employment Rights Bill

Found: There is a great opportunity with the Employment Rights Bill, which is a UK reserved matter.

Found: There is a great opportunity with the Employment Rights Bill, which is a UK reserved matter.

Found: There is a great opportunity with the Employment Rights Bill, which is a UK reserved matter.

Found: There is a great opportunity with the Employment Rights Bill, which is a UK reserved matter.

Found: The Committee asked the Government to respond to those recommendations pertaining to the Employment Rights Bill

Found: The Committee asked the Government to respond to those recommendations pertaining to the Employment Rights Bill

Found: Letter to the Secretary of State relating to the Employment Rights Bill, 8 September 2025 Correspondence

Found: establishing the adult social care Fair Pay Agreement, currently being introduced through the Employment Rights Bill

Found: Lots of assertions are made about national insurance increases or concerns about the Employment Rights Bill

Found: ferry operators) with the Seafarers Wages and Working Conditions Act (as amended by the Employment Rights Bill

Found: response to Recommendation 60 Supported Further measures will come into force in the Employment Rights Bill

Found: Resolved, That the Committee inquire into the Employment Rights Bill.

Found: to introduce statutory rights to time off for trade union equality representatives in the Employment Rights Bill

Question to the Department for Transport:

To ask His Majesty's Government whether the Strikes (Minimum Service Levels) Act 2023 applies to Transport for London, and what discussions they have had with Transport for London about the use of the powers in that Act.

Answered by Lord Hendy of Richmond Hill - Minister of State (Department for Transport)

The Strikes (Minimum Service Levels) Act 2023 would apply to Transport for London. However, the Government announced on 6 August that it will repeal the Act as part of the Employment Rights Bill which is currently at Final Stages in the Lords. The Act was unworkable for public transport when it was passed.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of labour market statistics up to July, and what plans they have to target industrial development investment in areas where employment rates are lowest.

Answered by Lord Leong - Lord in Waiting (HM Household) (Whip)

This Government assesses the labour market as resilient and strong by historic standards, with high employment and falling inactivity. However, we recognise ongoing challenges, particularly for young people and those with health conditions. The Employment Rights Bill will support improvements by enhancing protections, expanding flexible working, and tackling insecure contracts. These reforms are central to our Plan to Make Work Pay, ensuring a fairer, more inclusive labour market that supports both economic growth and individual opportunity.

The Industrial Strategy is a 10-year plan to back our strengths and realise Britain’s potential. Through the Industrial Strategy we are targeting investment towards our eight-growth driving sectors (IS-8). All regions benefit from the Industrial Strategy’s national policy offer – there are clusters of the IS-8 sectors across the whole country, and our package addresses the biggest constraints to growth highlighted by businesses in these sectors. Regions across the UK will also benefit from a targeted and ambitious place policy package, focussing our efforts on the city regions and clusters where the IS8 concentrate.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what assessment his Department has made of the potential impact of the Employment Rights Bill on industrial action in the NHS.

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

The Government is committed to reforming trade union legislation, to bring it into the 21st century. We want to create an industrial relations framework fit for a modern economy and workplaces that work for everyone.

The Department of Business and Trade has published an overarching economic analysis of the Employment Rights Bill, namely the Employment Rights Bill economic analysis, a copy of which is attached. It has also published a specific impact assessment on the repeal of the Trade Union Act 2016, the Repeal of the Trade Union Act 2016, a copy of which is also attached.

Question

To ask His Majesty's Government whether they plan to publish statutory guidance that defines what constitutes "all reasonable steps" for the purposes of clause 21 of the Employment Rights Bill; and if so, when.

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

The Government will ensure businesses have clear guidance on clause 21 (harassment by third parties) of the Employment Rights Bill in advance of the new legislation coming into force in October 2026.

Question

To ask the Minister for Women and Equalities, what steps she is taking to ensure that (a) regulations and (b) guidance for the Employment Rights Bill will require relevant employers to consider whether people with menstrual health conditions are adequately supported by workplace equality action plans.

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

We recognise the impact that many different conditions related to menstruation can have on a woman’s ability to perform at her best; introducing action plans will encourage steps that benefit women with these conditions. Crucially, we believe that plans will open up space to have broader discussions about women’s health in the workplace.

In formulating action plans, and accompanying guidance, we will recognise that there are actions that can help people in a range of circumstances. Officials have been engaging with employers as well as a range of organisations in the women’s health space, including those looking specifically at menstrual conditions, as part of policy development. They will continue to do so as the work progresses, and when devising supporting guidance.

Question to the Department for Work and Pensions:

To ask His Majesty's Government what assessment they have made of the impact of immediate sick pay entitlement on small businesses.

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

The government conducted a Regulatory Impact Assessment (which can be found in the attached document) on the changes to strengthen Statutory Sick Pay in the Employment Rights Bill, which was published on 21 October 2024. This includes the impacts on small businesses. Furthermore, the government intends to conduct a post-implementation review of the Employment Rights Bill within five years of implementation.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will bring forward legislative proposals for statutory paid bereavement leave (a) for people grieving the loss of a loved one to suicide and (b) in general.

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 to suicide.

The Bill deals with the introduction of leave only, and we will be consulting further on the detail this Autumn. However, it will be at employers' discretion to offer pay, as many already do.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, with reference to page 14 of the policy paper entitled 10 Year Health Plan for England: fit for the future, published on 3 July 2025, if he has made an assessment of the potential impact of the Employment Rights Bill on his plans for the NHS workforce.

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

The Employment Rights Bill is the first stage of Make Work Pay, which is a core part of the mission to grow the economy, raise living standards across the country and create opportunities for all. The approach is designed to help more people to stay in work, support workers’ productivity and improve living standards. Once implemented, the Bill will represent the biggest upgrade in employment rights for a generation. The measures contained in the Bill support the 10-Year Health Plan’s ambition to make the National Health Service the country’s best employer.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the potential impact of the day-one right to not be unfairly dismissed on employment tribunal caseloads.

Answered by Lord Leong - Lord in Waiting (HM Household) (Whip)

The Employment Rights Bill Impact Assessments were published in October 2024 and can be found here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments. This analysis includes an assessment of the potential impact of the day-one right to not be unfairly dismissed on employment tribunal caseloads.

Question to the Department for Business and Trade:

To ask His Majesty's Government when they expect to publish their funding plan to ensure that employment tribunals are adequately resources to manage the impact of the Employment Rights Bill.

Answered by Lord Leong - Lord in Waiting (HM Household) (Whip)

We recognise the Employment Tribunal system needs appropriate resourcing. The Lord Chancellor has a statutory duty to ensure sufficient funding for an efficient and effective Employment Tribunal. This is done via negotiation with the senior judiciary via the Concordat process.

For the financial year 2025/26, the Government has committed funding to support 33,900 sitting days for Employment Tribunals, which is at maximum judicial capacity. Funding for future years will be subject to future Concordat processes.

We are working to ensure that existing spend on Acas, tribunals, and state enforcement is used in an efficient way.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps he is taking to improve the enforcement of legal protections for women returning to work after maternity leave.

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

Women returning from maternity, adoption, or six continuous weeks of shared parental or neonatal leave are entitled to enhanced redundancy protection. However, the government is strengthening legal protections, as we know this group continues to face a particular risk to their job security.

We'll make it unlawful to dismiss pregnant women, mothers on maternity leave, and mothers returning to work for a six-month period - except in specific circumstances. This starts with the Employment Rights Bill, with protections in force from 2027. From April 2026, the Fair Work Agency will strengthen the enforcement of rights, with women expected to particularly benefit.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he plans to coordinate the new Fair Work Agency with the Health and Safety Executive to enforce better-fit PPE standards.

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

We are creating the Fair Work Agency to deliver a much-needed upgrade to enforcement of employment rights.

Its core function will be to enforce specific employment legislation, set out in Part 1 of Schedule 7 of the Employment Rights Bill.

We have taken steps to ensure the Fair Work Agency can work closely with the Health and Safety Executive, including sharing information that is relevant to the Health and Safety Executive’s statutory role. This is provided for by Schedule 9 of the Employment Rights Bill.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps he is taking with Acas under the new Resolve and Manage priorities in its 2025–30 strategy to help support victims of harassment and discrimination following the planned introduction of the ban on non-disclosure agreements.

Answered by Justin Madders

Clause 24 of the Government’s Employment Rights Bill will void any agreement, such as a contract of employment or settlement agreement, between a worker and their employer that prevents a worker from speaking out about relevant harassment or discrimination. These agreements are often referred to as non-disclosure agreements (NDAs).

The Government will work with the Advisory, Conciliation and Arbitration Service (Acas) on updates to its guidance on NDAs to ensure that workers and employers understand the changes to the law when they come into force.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps his Department is taking with Acas under the Prevent strand of its 2025–30 strategy to ensure that employers do not issue non-disclosure agreements in cases of (a) harassment and (b) discrimination.

Answered by Justin Madders

Clause 24 of the Government’s Employment Rights Bill will void any agreement, such as a contract of employment or settlement agreement, between a worker and their employer that prevents a worker from speaking out about relevant harassment or discrimination. These agreements are often referred to as non-disclosure agreements (NDAs).

The Government will work with the Advisory, Conciliation and Arbitration Service (Acas) on updates to its guidance on NDAs to ensure that workers and employers understand the changes to the law when they come into force.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps he is is taking to increase awareness among workers of their proposed new rights under Clause 22A of the Employment Rights Bill.

Answered by Justin Madders

The Government will work with organisations such as the Advisory, Conciliation and Arbitration Service on updates to their guidance on non-disclosure agreements (NDAs), also known as confidentiality clauses, to ensure that workers and employers understand the changes to the law in relation to NDAs that are introduced through the Employment Rights Bill. The Government will also liaise with employer groups, the legal industry and unions about updates to their guidance and information on NDAs.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether guidance will be issued for (a) employees and (b) legal advisers on interpreting confidentiality clauses under the new regime under Clause 22A of the Employment Rights Bill.

Answered by Justin Madders

The Government will work with organisations such as the Advisory, Conciliation and Arbitration Service on updates to their guidance on non-disclosure agreements (NDAs), also known as confidentiality clauses, to ensure that workers and employers understand the changes to the law in relation to NDAs that are introduced through the Employment Rights Bill. The Government will also liaise with employer groups, the legal industry and unions about updates to their guidance and information on NDAs.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, when she plans to respond to the open letter from Young Women's Trust entitled For the Employment Rights Bill to work for young women and their employers, the Spending Review must increase funding for enforcement of their rights, dated 22 May 2025.

Answered by James Murray - Chief Secretary to the Treasury

The Department for Business and Trade (DBT) has responded to the open letter from the Young Women’s Trust, as the department responsible for delivering the Employment Rights Bill.

At SR 2025, DBT were funded to support the establishment of the Fair Work Agency (FWA), which will tackle low pay, poor working conditions and poor job security. The government is committed to ensuring the FWA is fully resourced to deliver on its remit, with funding allocated to cover both transition and operational costs through to 2028-29. This includes the transfer of existing budgets from enforcement bodies such as the Employment Agency Standards Inspectorate, the Director of Labour Market Enforcement, and the Gangmasters and Labour Abuse Authority, as well as funding for National Minimum Wage enforcement.

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 strengthen protections for whistle-blowers.

Answered by Justin Madders

A worker who ‘blows the whistle’ (known as making a ‘protected disclosure’) on certain types of wrongdoing is entitled to protections under the Employment Rights Act 1996 from detriment or dismissal as a result of blowing the whistle, and a route to redress through Employment Tribunals if those protections are infringed.

The Government’s Employment Rights Bill will strengthen protections for whistleblowers, by making it explicit that sexual harassment can be the basis for a protected disclosure. This will mean an employee making a protected disclosure about sexual harassment will be entitled to protection from being subjected to detriment or being dismissed by their employer for speaking out.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps she is taking to support carers who are in part-time work.

Answered by Stephen Timms - Minister of State (Department for Work and Pensions)

The Government keeps all aspects of Carer’s Allowance under review to see if it is meeting its objectives. It is not means-tested but is subject to a weekly earnings limit. This was increased by a record amount in April 2025, which will benefit at least 60,000 unpaid carers between 2025/26 and 2029/30. The Government is also considering the possibility of introducing an earnings taper in the longer term.

Many carers who are receiving Carer’s Allowance and doing some work will also be receiving Universal Credit. For those receiving Universal Credit, the 55% taper rate and any applicable work allowance will help to ensure that people are better off in work.

Supporting carers who want to work alongside managing their caring responsibilities is an important element of our plans to modernise the world of work, ensuring that there are good jobs for carers, and a skilled workforce for employers.

The Carer’s Leave Act 2023, taken forward by the Department for Business and Trade, gave employees a right to time off to care for someone who is disabled or has a long-term health condition for the first time. We are reviewing implementation of Carer’s Leave and looking at where any improvements may be needed. This will include, but is not limited to, examining the benefits of paid leave, while being mindful of the impacts on businesses.

The Employment Rights Bill includes provisions which will support all employees to achieve a better work life balance, including changes that will make it more likely that flexible working requests are accepted. This stands to make a particular difference to people combining work with unpaid care.

Question to the Department for Education:

To ask the Secretary of State for Education, what discussions her Department has held with the (a) Welsh and (b) Scottish governments on the potential impact of the establishment of School Support Staff Negotiating Body on (i) recruitment and (ii) retention in border areas.

Answered by Catherine McKinnell

Education is a devolved matter, and the application of the School Support Staff Negotiating Body provisions in the Employment Rights Bill is therefore for state-funded schools in England only.

Question to the Department for Education:

To ask the Secretary of State for Education, what (a) published and (b) unpublished research her Department has considered as part of its preparation for establishing the School Support Staff Negotiating Body; and what the titles are of each piece of research.

Answered by Catherine McKinnell

This government values and recognises the professionalism of the entire school workforce, which is why the School Support Staff Negotiating Body (SSSNB) is being established through the Employment Rights Bill.

To inform the establishment and operation of the SSSNB, the department has commissioned new and detailed research into the role and value of school support staff. The research was conducted by Ipsos and findings are expected to be published by around late 2025 and early 2026. The government also included a call for evidence on pay and conditions for school support staff as part of its consultation on setting up the SSSNB, which closed on 18 July, with findings expected to be published in the autumn.

Beyond this, departmental officials regularly review published research and evidence on school support staff, including statistical publications such as the School Workforce Census, survey data, and the Education Endowment Foundation’s publications on teaching assistants.

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 improve (a) transparency and (b) awareness of health support in workplaces.

Answered by Justin Madders

To support health in the workplace, the landmark Employment Rights Bill will boost access to Statutory Sick Pay and make it more likely that flexible working requests are accepted. We have published our Plan for Small Businesses, which provides positive and practical support to small and medium size businesses and employers across the UK.

In recognition of employers’ vital role in workplace health, the Secretaries of State for Work and Pensions and Business and Trade have commissioned the Keep Britain Working independent review, led by Sir Charlie Mayfield, who is expected to produce a final report with recommendations in autumn 2025.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps he is taking to incentivise businesses to support the health of their workforce.

Answered by Justin Madders

To support health in the workplace, the landmark Employment Rights Bill will boost access to Statutory Sick Pay and make it more likely that flexible working requests are accepted. We have published our Plan for Small Businesses, which provides positive and practical support to small and medium size businesses and employers across the UK.

In recognition of employers’ vital role in workplace health, the Secretaries of State for Work and Pensions and Business and Trade have commissioned the Keep Britain Working independent review, led by Sir Charlie Mayfield, who is expected to produce a final report with recommendations in autumn 2025.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what estimate he has made of the cost to the civil service of the requirement in the Employment Rights Bill to provide (a) additional facility time to trade unions and (b) facility time for equality representatives.

Answered by Justin Madders

In October 2024 the government published impact assessments on the trade union-related measures within the Employment Rights Bill and these are available here: Employment Rights Bill: impact assessments - GOV.UK

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's publication entitled Factsheet: The Fair Work Agency, whether the agency will be specifically mandated to uphold the rights of young women in the workplace.

Answered by Justin Madders

Women and young people are less likely to get the employment rights they are entitled to than the general population. The creation of the Fair Work Agency will deliver a generational upgrade to enforcement of workers’ rights, and young women particularly stand to benefit.

Its core function will be to enforce specific employment legislation set out in Part 1 of Schedule 7 of the Employment Rights Bill. The Government has worked closely with a variety of stakeholders as it has developed the Bill, and we are committed to continuing this.

The Secretary of State has discretion to appoint individuals as independent experts to the Fair Work Agency’s Advisory Board, if the Secretary of State considers them to have relevant expertise. This could include appointing individuals with expertise in relation to young women’s experience of the labour market.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether young women will be represented on the Advisory Board for the Fair Work Agency.

Answered by Justin Madders

Women and young people are less likely to get the employment rights they are entitled to than the general population. The creation of the Fair Work Agency will deliver a generational upgrade to enforcement of workers’ rights, and young women particularly stand to benefit.

Its core function will be to enforce specific employment legislation set out in Part 1 of Schedule 7 of the Employment Rights Bill. The Government has worked closely with a variety of stakeholders as it has developed the Bill, and we are committed to continuing this.

The Secretary of State has discretion to appoint individuals as independent experts to the Fair Work Agency’s Advisory Board, if the Secretary of State considers them to have relevant expertise. This could include appointing individuals with expertise in relation to young women’s experience of the labour market.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what recent steps he has taken to support working families in (a) Newcastle-under-Lyme and (b) Staffordshire through the parental leave system.

Answered by Justin Madders

Through the Employment Rights Bill the Government will ensure that Paternity Leave and Unpaid Parental Leave are ‘day one’ rights, removing continuity of service requirements for employees.

In the Plan to Make Work Pay the Government committed to a review of the parental leave system. This review was launched on 1 July and will explore how the system can better support working families and reflect the realities of modern work and childcare. All current and upcoming parental leave and pay entitlements will be in scope.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will include further consultation on the scope of the Fair Work Agency in the roadmap for delivering the Employment Rights Bill.

Answered by Justin Madders

Women and young people are less likely to get the employment rights they are entitled to than the general population. The creation of the Fair Work Agency will deliver a generational upgrade to enforcement of workers’ rights, and young women particularly stand to benefit.

Its core function will be to enforce specific employment legislation set out in Part 1 of Schedule 7 of the Employment Rights Bill. The Government has worked closely with a variety of stakeholders as it has developed the Bill, and we are committed to continuing this.

The Secretary of State has discretion to appoint individuals as independent experts to the Fair Work Agency’s Advisory Board, if the Secretary of State considers them to have relevant expertise. This could include appointing individuals with expertise in relation to young women’s experience of the labour market.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps he is taking to ensure SMEs can access (a) robust and (b) high-quality mental health training for staff.

Answered by Justin Madders

To support health in the workplace, the landmark Employment Rights Bill will boost access to Statutory Sick Pay and make it more likely that flexible working requests are accepted. We have published our Plan for Small Businesses, which provides positive and practical support to small and medium size businesses and employers across the UK.

In recognition of employers’ vital role in workplace health, the Secretaries of State for Work and Pensions and Business and Trade have commissioned the Keep Britain Working independent review, led by Sir Charlie Mayfield, who is expected to produce a final report with recommendations in autumn 2025.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the potential impact of the Employment Rights Bill on the number of retail jobs.

Answered by Justin Madders

On Monday 21 October, the Government published a comprehensive package of analysis on the impact of the Employment Rights Bill. This is available at: http://www.gov.uk/guidance/employment-rights-bill-impact-assessments and provides analysis of the potential sectoral impacts of the Bill, including the retail sector.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps his Department is taking to (a) promote respect in workplaces across the UK and (b) support people who have been the victims of bullying at work.

Answered by Justin Madders

The Government is promoting fairness, equality and wellbeing in the workplace through a range of measures in its Employment Rights Bill. For example, the Bill would require employers to take "all reasonable steps" to prevent sexual harassment of their employees and strengthen protections for whistleblowers by making it explicit that sexual harassment can be the basis for a protected disclosure. While there is no legal definition of 'bullying' in the UK, a range of existing laws protect workers from unwanted behaviour in the workplace. The Government supports these protections by providing guidance for workers, businesses, and funding the Advisory, Conciliation, and Arbitration Service (Acas).

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the potential impact of the Employment Rights Bill on levels of regional employment.

Answered by Justin Madders

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.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the potential impact of the Employment Rights Bill on the labour market in (a) rural and (b) coastal communities.

Answered by Justin Madders

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.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what estimate he has made of the potential impact of the Employment Rights Bill on the number of young people not in education, employment or training.

Answered by Justin Madders

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.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the potential impact of the Employment Rights Bill on the caseload of Jobcentre Plus offices.

Answered by Justin Madders

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.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department has conducted a sectoral analysis of the potential impact of the Employment Rights Bill on employment levels.

Answered by Justin Madders

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.

Question

To ask the Minister for Women and Equalities, what steps she is taking to support women’s economic empowerment.

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

This government is breaking down barriers to opportunity for working people, driving up household income for everyone. A 5% increase in female employment could boost the UK economy by up to £125 billion every year; which is why women’s economic empowerment is so crucial.

Through the Employment Rights Bill, we are setting out the first steps towards requiring employers to publish action plans alongside their gender pay gap figures; detailing the steps they are taking to narrow their gap and support employees during the menopause. We have already launched practical guidance to help employers to narrow their pay gap.

A number of other measures in the Bill will also support women’s economic empowerment; by increasing access to flexible working; improving protections for pregnant women and new mothers; and, strengthening protections against workplace sexual harassment.

We understand that the barriers women may face are diverse, whether it be access to investment to start or grow a business, to being able to receive timely healthcare in order to remain in work. This government recognises the varied challenges women face, and is committed to removing them.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment she has made of the adequacy of the level of statutory sick pay.

Answered by Alison McGovern - Minister of State (Housing, Communities and Local Government)

I know that my honourable friends will welcome the changes this Government is making to Statutory Sick Pay through the Employment Rights Bill, including extending eligibility to up to 1.3 million of the lowest paid employees and removing the waiting period.

We believe the current rate achieves the right balance between providing support for employees who are unable to work due to sickness whilst limiting the cost to employers.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will bring forward legislative proposals to require that any confidentiality clause within an (a) employment and (b) settlement agreement (i) cannot be (A) requested and (B) required by an employer and (ii) may only be included at the request of the complainant.

Answered by Justin Madders

Clause 22A of the Employment Rights Bill will void any provision in an agreement, such as a contract of employment or settlement agreement, between a worker and their employer that prevents a worker from speaking out about relevant harassment or discrimination.

The Government intends to consult on the regulations that will set out the criteria for when an NDA can still be validly entered into in the case of relevant harassment and discrimination. The regulations are aimed at shifting the balance of power away from employers who misuse NDAs.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what matters he plans to consult on in relation to the regulations required under Clause 22A of the Employment Rights Bill.

Answered by Justin Madders

Under Clause 22A of the Employment Rights Bill, the Secretary of State will be able to set conditions for when an NDA can still be validly entered into in the case of relevant harassment and discrimination. ('excepted NDA'). Regulations can also be made to specify who workers with excepted NDAs can speak to, for which purposes and/or in which circumstances. Finally, they can also be made to expand the types of individuals the legislation applies to beyond the standard definitions of "employee" and "worker" in the Employment Rights Act 1996.

The Government will consult on the regulations in respect of these powers.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he plans to include non-disparagement clauses within the definition of contractual duties of confidentiality in Clause 22A of the Employment Rights Bill.

Answered by Justin Madders

Clause 22A of the Employment Rights Bill will void any provision in an agreement, such as a contract of employment or settlement agreement, between a worker and their employer that prevents a worker from speaking out about relevant harassment or discrimination.

Where an agreement includes a non-disparagement clause, this would be void in so far as it limits a worker's ability to speak out about relevant harassment, discrimination or their employer's response to it.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether the Government plans to include provisions in the forthcoming regulations under Clause 22A of the Employment Rights Bill to ensure that any confidentiality agreement includes (a) a time limit and (b) an opt-out mechanism.

Answered by Justin Madders

Clause 22A of the Employment Rights Bill will void any provision in an agreement, such as a contract of employment or settlement agreement, between a worker and their employer that prevents a worker from speaking out about relevant harassment or discrimination.

The Government intends to consult on the regulations that will set out the criteria for when an NDA can still be validly entered into in the case of relevant harassment and discrimination. The regulations are aimed at shifting the balance of power away from employers who misuse NDAs.

Question

To ask the hon. Member for Warrington North, representing the Speaker's Committee for the Independent Parliamentary Standards Authority, whether topping up statutory parental bereavement leave payment with occupational pay up to a staff member’s full pay for two weeks includes bereavement leave for pregnancy loss before 24 weeks.

Answered by Charlotte Nichols

The occupational policies funded by IPSA with regard to MPs' staff aim to align with the eligibility criteria set by the Government with respect to statutory payments, in accordance with the need for IPSA's policy to reflect the experience of other working citizens.

The eligibility criteria for statutory parental bereavement pay establishes that the payment only applies after 24 weeks gestation. IPSA is, however, monitoring the progress of the Employment Rights Bill and once enacted, will update it policies and procedures in accordance with any changes.

Within the rules of the Scheme of of MPs' Staffing and Business Costs, MPs have the discretion to provide compassionate or bereavement leave to any staff member and this is laid out on IPSA's guidance website.

Found: Employment Rights Bill 2024-25: Lords stages and amendments

Found: Employment Rights Bill COMMONS AGREEMENT AND AMENDMENTS, DISAGREEMENTS, AMENDMENTS IN LIEU AND AMENDMENT

Found: MINUTES OF PROCEEDINGS Employment Rights Bill Committee to draw up Reasons for disagreeing to

Found: MONDAY 15 SEPTEMBER 2025 EMPLOYMENT RIGHTS BILL Consideration of Lords Amendments Grouping

Found: Lords Amendments: Monday 15 September 2025 Employment Rights Bill (Motions relating to Lords Amendments

Found: Employment Rights Bill 2024-25: Lords stages and amendments

Found: Lords Amendments: Friday 12 September 2025 Employment Rights Bill (Motions relating to Lords Amendments

Found: Bill 301 - EN 59/1 EMPLOYMENT RIGHTS BILL EXP LANATORY NOTES ON LORDS AMENDMENTS 1.

Found: Lords Amendments: Wednesday 10 September 2025 Employment Rights Bill (Motions relating to Lords Amendments

Found: of Commons LONDON SW1A 0AA 4 September 2025 Dear Tom Motion on Legislative Consent: Employment Rights Bill

Found: Employment Rights Bill LORDS AMENDMENTS [The page and line references are to HL Bill 81, the Bill as

Found: Employment Rights Bill RUNNING LIST OF ALL AMENDMENTS ON THIRD READING Tabled up to and including

Found: cell">Trade Union Congress

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

Found:

Found: To discuss the Employment Rights Bill and the Fair Pay Agreement.

Found: & Traders Energy UK)

Found: British Retail Consortium, Society of Motor Manufacturers & Traders, Energy UK) To discuss the Employment Rights Bill

Found: f Within the first 100 days of the new government, we introduced the Employment Rights Bill, covering

Found: f W ithin the first 100 days of the new government, we introduced the Employment Rights Bill, covering

Found: • Within the first 100 days of the new government, we introduced the Employment Rights Bill, covering

Found: Fair Pay Agreement will be backed by law currently progressing in Parliament through the Employment Rights Bill

Found: Jobcentres, boosting the National Living Wage, and creating more secure jobs through the Employment Rights Bill

Found: The extension of the rule of law into the realm of precarious employment by the Employment Rights Bill

Found: Employment Rights Bill returns to the Commons, marking another step towards transformation of workers

Found: government must hold up to ours, and cement good, secure jobs in legislation, through the Employment Rights Bill

Found: the National Minimum Wage come as part of the plan to Make Work Pay, working alongside the Employment Rights Bill

Found: the legal definition of an employment business, so that they’ll be regulated through the Employment Rights Bill

Found: The  Employment Rights Bill will improve parity for women in the workplace, including through the introduction

Found: Through my Employment Rights Bill people across the country will receive the biggest uplift in workers

Found: Letter dated 26/09/2025 from Peter Kyle MP to Damien Hinds MP regarding the Employment Rights Bill -

Found: 2025 from Baroness Jones of Whitchurch to Lord Leigh of Hurley regarding the effects of the Employment Rights Bill

Found: Occupational Classification (SOC), as discussed during the Report stage (fourth day) of the Employment Rights Bill

Found: regarding Employment Tribunals, as discussed during the Report stage (fourth day) of the Employment Rights Bill

Found: to Lord Roborough regarding questions raised during the Report stage (second day) 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: 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

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 Social Care and Mental Wellbeing

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 Energy

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

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

Question

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

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

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

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: 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: 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: 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