Found: to decline a remote working request for one of the eight business reasons set out in the Employment Rights Bill

Found: The Employment Rights Bill is the first step in this plan, marking the biggest upgrade of employments

Found: Working Families is supportive of the provisions within the Employment Rights Bill and believe that

Found: empowering by: o Flexible Working Rights from Day One, where reasonable: Once the passage of the Employment Rights Bill

Found: We welcome the changes in the Employment Rights Bill which will mean employers can only refuse a flexible

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

Found: the changes to the legislative framework for statutory flexible working requests in the Employment Rights Bill

Found: the changes to the legislative framework for statutory flexible working requests in the Employment Rights Bill

Found: supporting and evaluating the strategic opportunities that hybrid working affords in its new Employment Rights Bill

Found: would be particularly helpful for SMEs that don’t have HR or L&D teams in the run-up to the Employment Rights Bill

Found: Linked to the Acas project (2) Parry, J. and Veliziotis, M. (13 Feb 2025) Employment Rights Bill: how

Found: poll-reveals. 49 https://bills.parliament.uk/bills/3018. which seemingly is not part of the Employment Rights Bill

Found: For example:  The government’s Employment Rights Bill (ERB) will not bring any meaningful change for

Found: There has to be that consideration as well through things like the Employment Rights Bill of making

Found: I am mindful that we have the Employment Rights Bill going through this place at the moment.

Found: It drew attention to the Employment Rights Bill, saying that it would establish a framework for the

Found: and Trade, and Minister for Women and Equalities, regarding Clauses 19, 20 and 21 of the Employment Rights Bill

Found: EVIDENCE SUBMITTED BY DEPARTMENT FOR ENERGY SECUIRTY AND NET ZERO (FLS0062) 4 Make Work Pay: Employment Rights Bill

Found: Timeframe: The Employment Rights Bill (which will create the FWA in law) is expected to be passed in

Found: regulatory costs and an estimated £300-800m of extra costs from the implementation of the Employment Rights Bill

Found: The Employment Rights Bill potentially serves to implement further protections against forced labour

Found: introduced the Seafarers Wages Act and those improvements are coming through, as well as the Employment Rights Bill

Found: timing of Bidfood’s action is especially troubling, as it coincides with the progress of the Employment Rights Bill

Found: Clause 18 of the Employment Rights Bill should explicitly include Islamophobic abuse within the scope

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will make an assessment of the potential impact of the Employment Rights Bill on the vehicle manufacturing industry.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

On Monday 21 October, the Government published a comprehensive package of analysis on the impact of the Employment Rights Bill. This package provides analysis of the potential sectoral impacts of the Bill.

It shows the majority of employees will benefit from new protections in the Bill and our assessment finds that workers in low-paying sectors, including social care, hospitality, retail, transport, and some manufacturing sectors will benefit the most.

The Bill will also deliver wider benefits for the business environment by improving wellbeing, incentivising higher productivity, and creating a more level playing field for good employers. This could have a positive knock-on impact on productivity and growth.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, following the publication of polling data on 11 April by Christians Against Poverty, The inequality of poverty, what steps they are taking to address the higher incidence of deficit household budgets among adults of ethnic minorities compared to white adults.

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

This government is committed to tackling poverty and supporting people into good work will be the foundation of our approach. We are committed to creating a more equal society and supporting economic growth. Talent is widely distributed, and opportunity is not. We are tackling this through our Growth and Opportunity Missions and our £240 million Get Britan Working package to improve support for people who are economically inactive, unemployed or want to develop their careers. The Get Britain Working White Paper sets out details of reforms to employment support to create an inclusive labour market in which everybody, regardless of their background, can participate and progress in work. Further measures addressing inequality are included within the Equality (Race and Disability) Bill, and the Employment Rights Bill.

Alongside this, the Child Poverty Taskforce is continuing its urgent work and is exploring all available levers, including considering social security reforms, to drive forward short and long-term actions across government to reduce child poverty. Tackling poverty means helping those that need help most and these are often those with protected characteristics. In developing individual policies that contribute to the Strategy, departments do have regard to equalities impacts.

Our plan to Make Work Pay, including increases to the National Living Wage benefiting over three million workers, will help more people stay in work, make work more secure and family-friendly, and put more money in working people's pockets. Women, younger and older workers, workers with a disability, and workers from ethnic minority backgrounds are expected to benefit the most from the April 2025 increases to the National Minimum Wage and National Living Wage in April 2025.

The Fair Repayment Rate will mean more than a million households retain more of their award to meet essential living costs. We will also improve the adequacy of the standard allowance with the first sustained above inflation rise in the basic rate of Universal Credit since it was introduced. This increase, announced in the Pathways to Work Green Paper, will be for new and existing customers and will benefit millions of people.

To further support struggling households, we have provided funding of £742 million to extend the Household Support Fund from 1 April 2025 to 31 March 2026 in England, plus additional funding for the Devolved Governments.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, following the publication of polling data on 11 April by Christians Against Poverty, Employment and financial difficulty, what steps they are taking to address the impact of rising costs of essentials on working households.

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

This government is committed to tackling poverty and supporting people into good work will be the foundation of our approach. We are committed to creating a more equal society and supporting economic growth. Talent is widely distributed, and opportunity is not. We are tackling this through our Growth and Opportunity Missions and our £240 million Get Britan Working package to improve support for people who are economically inactive, unemployed or want to develop their careers. The Get Britain Working White Paper sets out details of reforms to employment support to create an inclusive labour market in which everybody, regardless of their background, can participate and progress in work. Further measures addressing inequality are included within the Equality (Race and Disability) Bill, and the Employment Rights Bill.

Alongside this, the Child Poverty Taskforce is continuing its urgent work and is exploring all available levers, including considering social security reforms, to drive forward short and long-term actions across government to reduce child poverty. Tackling poverty means helping those that need help most and these are often those with protected characteristics. In developing individual policies that contribute to the Strategy, departments do have regard to equalities impacts.

Our plan to Make Work Pay, including increases to the National Living Wage benefiting over three million workers, will help more people stay in work, make work more secure and family-friendly, and put more money in working people's pockets. Women, younger and older workers, workers with a disability, and workers from ethnic minority backgrounds are expected to benefit the most from the April 2025 increases to the National Minimum Wage and National Living Wage in April 2025.

The Fair Repayment Rate will mean more than a million households retain more of their award to meet essential living costs. We will also improve the adequacy of the standard allowance with the first sustained above inflation rise in the basic rate of Universal Credit since it was introduced. This increase, announced in the Pathways to Work Green Paper, will be for new and existing customers and will benefit millions of people.

To further support struggling households, we have provided funding of £742 million to extend the Household Support Fund from 1 April 2025 to 31 March 2026 in England, plus additional funding for the Devolved Governments.

Question to the Department for Work and Pensions:

To ask His Majesty's Government, following the publication of polling data on 11 April by Christians Against Poverty, Child poverty in the UK, what action they are taking to support parents and carers experiencing financial distress.

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

This government is committed to tackling poverty and supporting people into good work will be the foundation of our approach. We are committed to creating a more equal society and supporting economic growth. Talent is widely distributed, and opportunity is not. We are tackling this through our Growth and Opportunity Missions and our £240 million Get Britan Working package to improve support for people who are economically inactive, unemployed or want to develop their careers. The Get Britain Working White Paper sets out details of reforms to employment support to create an inclusive labour market in which everybody, regardless of their background, can participate and progress in work. Further measures addressing inequality are included within the Equality (Race and Disability) Bill, and the Employment Rights Bill.

Alongside this, the Child Poverty Taskforce is continuing its urgent work and is exploring all available levers, including considering social security reforms, to drive forward short and long-term actions across government to reduce child poverty. Tackling poverty means helping those that need help most and these are often those with protected characteristics. In developing individual policies that contribute to the Strategy, departments do have regard to equalities impacts.

Our plan to Make Work Pay, including increases to the National Living Wage benefiting over three million workers, will help more people stay in work, make work more secure and family-friendly, and put more money in working people's pockets. Women, younger and older workers, workers with a disability, and workers from ethnic minority backgrounds are expected to benefit the most from the April 2025 increases to the National Minimum Wage and National Living Wage in April 2025.

The Fair Repayment Rate will mean more than a million households retain more of their award to meet essential living costs. We will also improve the adequacy of the standard allowance with the first sustained above inflation rise in the basic rate of Universal Credit since it was introduced. This increase, announced in the Pathways to Work Green Paper, will be for new and existing customers and will benefit millions of people.

To further support struggling households, we have provided funding of £742 million to extend the Household Support Fund from 1 April 2025 to 31 March 2026 in England, plus additional funding for the Devolved Governments.

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

To ask the Secretary of State for Housing, Communities and Local Government, whether the guidance entitled Taxpayer funding of trade unions: Delivering sensible savings in local government, published in March 2013, remains extant guidance.

Answered by Jim McMahon - Minister of State (Housing, Communities and Local Government)

This government recognises the vital role that trade unions have in delivering a strong economy and improved living standards. The 2013 document was produced by a previous administration. Some of its measures were then included in the 2016 Trade Union Act, which the government is repealing through the Employment Rights Bill.

Question to the Department for Education:

To ask the Secretary of State for Education, what her planned timeline is for reinstating the School Support Staff Negotiating Body.

Answered by Catherine McKinnell - Minister of State (Education)

The School Support Staff Negotiating Body (SSSNB) is being established in primary legislation through the Employment Rights Bill, which was introduced in Parliament within the first 100 days of government on 10 October 2024. The Bill is currently at committee stage in the House of Lords. Due to the uncertainties of Parliamentary business and scheduling, we cannot confirm at this stage when the Bill will receive Royal Assent. After Royal Assent, secondary legislation will be required to constitute the body.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the survey by the British Retail Consortium on 29 April, particularly the finding that 52 per cent of human resources directors surveyed suggested the Employment Rights Bill would reduce staffing levels.

Answered by Baroness Jones of Whitchurch - 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.

The Government has consulted with stakeholders extensively. We have collaborated directly with over 170 stakeholders, working in partnership to deliver on our Plan to Make Work Pay. Many of these conversations touch on research undertaken by external organisations.

My department has published a set of Impact Assessments that provide a comprehensive analysis on the potential impact of the Employment Rights Bill. This initial analysis includes consideration of the potential effects on employment; the risk is currently deemed low. This analysis is available at: Employment Rights Bill: impact assessments - GOV.UK. This represents the best estimate for the likely impacts given the current stage of policy development. We plan to refine our analysis as policy development continues, working closely with external experts, businesses and trade unions.

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

To ask the Secretary of State for Housing, Communities and Local Government, what assessment he has made of the potential impact of the Employment Rights Bill on facility time processes in her Department.

Answered by Alex Norris - Parliamentary Under-Secretary (Housing, Communities and Local Government)

As with any changes to employment legislation, the department will review the position on facility time as appropriate and in line with the Employment Rights Bill 2024 and any applicable Cabinet Office guidance.

As the Impact Assessment accompanying the Employment Rights Bill highlighted, facility time provides significant benefits to employers and employees.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, pursuant to the Answer of 31 October 2024 to Question 10990 on Civil Servants: Trade Union Officials, whether he plans to increase the amount of facility time to recognised trade unions in his Department following the passage of the Employment Rights Bill.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The Government is committed to ensuring there is sufficient facility time for all trade union representatives in the public sector. Existing guidance remains in place and no decisions have been made about changes to Facility Time in the civil service.

Question

To ask the Minister for Women and Equalities, what steps the Government is taking to ensure that the (a) rights and (b) needs of older women are taken into account in policy decisions.

Answered by Nia Griffith - Parliamentary Under-Secretary (Wales Office)

The Government is clear that equality and opportunity for all are at the heart of our programme of national renewal and every Mission. This includes actively considering the needs of older women and ensuring that they are not discriminated against. The Equality Act 2010 contains strong protections for older women in a variety of settings, including work and the provision of services. The Act prohibits discrimination because of age and harassment related to age. In addition, the Employment Rights Bill will introduce robust measures to further safeguard working women, including gender pay gap and menopause action plans.

The Government recognises the challenges some older women can face and is committed to ensuring that support systems are in place These include improving older people’s participation online through the new Digital Inclusion Action plan, employment support through Jobcentres, and addressing healthcare inequality in the 10 Year Health Plan, to ensure the NHS is there for anyone who needs it, whenever they need it.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department has received recent representations from trade unions on the six person limit on pickets; and whether he has considered amending this limit.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Department has not received recent representations from trade unions on the six person limit on pickets. The six person limit is a recommendation contained in a Code of Practice on Picketing; any consequential changes to the Code will be considered following Royal Assent 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 his Department is taking to ensure that public sector employers provide adequate support to employees returning from maternity leave.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

Starting with the Employment Rights Bill, we will put in place legislation that makes it unlawful to dismiss pregnant women, mothers on maternity leave, and mothers who return to work for a six-month period after they return - except in specific circumstances. The Government will also make flexible working the default, except where it is not reasonably feasible. This will benefit employees returning to work from maternity leave by making it easier to balance work and childcare needs.

These changes will apply to eligible employees, regardless of whether they work in the public sector or elsewhere.

Question

To ask the Minister for Women and Equalities, what discussions she has had with Cabinet colleagues on ensuring that the specific needs of older women are recognised in policy making.

Answered by Nia Griffith - Parliamentary Under-Secretary (Wales Office)

The Government is committed to ensuring that equality and opportunity for all are central to our policymaking and every Mission. This includes actively considering the needs of older women and preventing discrimination against them.

The Equality Act 2010 contains strong protections for older women in a variety of settings, including work and the provision of services. The Act prohibits discrimination because of age and harassment related to age. In addition, the Employment Rights Bill will introduce robust measures to further safeguard working women, including gender pay gap and menopause action plans.

The Government recognises the challenges some older women can face and is committed to ensuring that support systems are in place. These include improving older people’s participation online through the new Digital Inclusion Action plan, employment support through Jobcentres, and addressing healthcare inequality in the 10 Year Health Plan, to ensure the NHS is there for anyone who needs it, whenever they need it.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what steps his Department is taking to help ensure that social care providers recruiting (a) internationally and (b) within the UK comply with British (i) legal obligations and (ii) ethical standards towards their staff.

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

The Department of Health and Social Care works closely with regulators, local authorities, other departments, and enforcement bodies to share concerns and intelligence about illegal or unethical practices in adult social care. The Gangmasters and Labour Abuse Authority investigates reports of worker exploitation and illegal activity, such as human trafficking, modern slavery, forced labour, and other labour market offences.

The Government is delivering legislation to improve employment rights, and the Fair Work Agency in the Employment Rights Bill will bring together existing state enforcement functions which, over time, will take on enforcement of a wider range of employment rights.

We are also committed to ensuring ethical and sustainable approaches to international recruitment. All providers should be meeting the clear ethical standards laid out in the Code of Practice for International Recruitment. The Code of Practice sets stringent ethical standards for recruiters and employers to follow to ensure that people coming from overseas are treated fairly and provided with the appropriate support. Any accusations of illegal employment practices will be fully investigated by the relevant authorities. Any business found guilty of serious employment law breaches will have action taken against them by the Home Office, up to and including having their visa sponsorship licences revoked. The Department of Health and Social Care is providing up to £12.5 million to 15 regional partnerships this financial year to support them to prevent and respond to unethical international recruitment practices in the sector. This includes support for international recruits to understand their employment rights to switch employers, to remain working in the care sector when they have been impacted by their sponsor’s license being revoked.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what his planned timetable is for publishing a consultation on lowering the proportional threshold for trade union recognition.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Employment Rights Bill has a power that enables Ministers to bring forward secondary legislation to vary the trade union recognition application threshold from 10% to 2% trade union membership of the bargaining unit.

No decision has yet been made by the Government as to whether or when to exercise this power. Therefore, there is no planned timetable for consulting on it at present.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department has made an assessment of the potential impact of the Employment Rights Bill on (a) the trade union action in Birmingham and (b) industrial action in general.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

In October 2024 the government published impact assessments on the trade union-related measures within the Employment Rights Bill. The impact assessments covering the Bill’s repeal of the Trade Union Act 2016 and the Strikes (Minimum Service Levels) Act 2023 included an assessment of the expected impact on industrial action.

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 enforce compliance among social care providers based (a) in the UK and (b) abroad that fail to pay (i) wages and (ii) pension contributions.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The law is clear: if you are a UK-based worker, you are entitled to rights under UK employment law, regardless of where your employer is based.

HMRC enforces the minimum wage on behalf of DBT. It considers all complaints from workers and where it finds underpayment orders employers to pay workers their money back, and a penalty to government. Since the minimum wage was introduced, the Government has overseen the repayment of over £186 million to 1.5 million workers, issued over £100 million in financial penalties and completed over 90,000 investigations.

The Pensions Regulator (TPR) has powers to take compliance action against employers who are found not to be paying employer pensions contributions, including, where necessary, through court action. The Pensions Ombudsman will consider complaints from individuals and award compensation when appropriate.

The Employment Rights Bill will create the Fair Work Agency to bring together employment rights enforcement. This body will provide better support for employers to comply with the law and will have powers to take tough action against the minority who flout it.

The Government has committed to establishing a new Fair Pay Agreement in the adult social care sector, empowering worker representatives and employer representatives to negotiate fair pay and terms and conditions in a regulated and responsible manner.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he plans to amend the code of practice on picketing, updated on 11 March 2024.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

Subject to Parliamentary approval of the Employment Rights Bill, the Government intends to amend the Code of Practice on Picketing to reflect legislative changes made by the Bill.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the impact of the provisions proposed in the Employment Rights Bill on the proportion of apprenticeships offered by employers to (1) existing employees, (2) new hires, and (3) 16–24 year olds; and what evidence regarding employers' decisions to award apprenticeship contracts they have used in this assessment.

Answered by Baroness Jones of Whitchurch - Baroness in Waiting (HM Household) (Whip)

In October, Government published 24 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Bill. This analysis shows that the Bill is expected to benefit younger workers, typically disproportionately represented in low paid, low quality, insecure jobs.

Question to the Department for Environment, Food and Rural Affairs:

To ask His Majesty's Government, further to the Written Answer by Baroness Anderson of Stoke-on-Trent on 19 March (HL5463), how many people the Department for Environment, Food and Rural Affairs employs on zero-hour contracts.

Answered by Baroness Hayman of Ullock - Parliamentary Under-Secretary (Department for Environment, Food and Rural Affairs)

This department does not offer any zero-hour contracts. The number of staff in the department on zero-hour contracts is 0.

Zero hours contracts are not the normal practice or a recommended approach within the Civil Service. Departments may use them in very limited circumstances to help meet exceptional or fluctuating demands on the business.

The flexibility offered by zero hours contracts can benefit both workers and employers, but without proper safeguards this flexibility can become one-sided, with workers bearing all the financial risk. The Government’s Employment Rights Bill will end exploitative zero hours contracts, ensuring that all jobs provide a baseline of security and predictability so workers can better plan their lives and finances.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, with reference to Chapter 9 of the final stage impact assessment entitled Improve access to Statutory Sick Pay by removing the Lower Earnings Limit and removing the waiting period, if she will make it her policy publish an assessment of the impact of that policy on behaviour in each of the first five years after it is implemented.

Answered by Alison McGovern - Minister of State (Department for Work and Pensions)

The Government intends to conduct a post-implementation review (PIR) of the Employment Rights Bill within five years of implementation. The impact of the measures to strengthen Statutory Sick Pay will be monitored, including how Statutory Sick Pay is used by employers and how effectively it supports employees.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, what steps her Department is taking to help ensure that umbrella companies in the temporary labour market comply with tax legislation on (a) the proper (i) deduction and (ii) reporting of (A) income tax and (B) National Insurance contributions for temporary workers and (b) other matters.

Answered by James Murray - Exchequer Secretary (HM Treasury)

The Government is committed to closing the tax gap and making the tax system fairer by ensuring temporary workers are protected from large, unexpected tax bills caused by unscrupulous behaviour from non-compliant umbrella companies. That is why the Chancellor announced in her Autumn Budget that the Government will introduce legislation to make recruitment agencies using umbrella companies legally responsible for accounting for Pay As You Earn on workers’ pay.

The Government set out the expected Exchequer impacts of this measure at the Budget. The Government will publish a full Tax Impact and Information Note later this year.

HMRC recently launched a comprehensive guidance tool, ‘work out pay from an umbrella company’, that agencies and umbrella company workers can use to better understand umbrella company pay and ensure tax compliance. The tool automatically flags discrepancies between submitted payslip information and calculated estimates that could indicate hidden deductions or tax avoidance.

Earlier this month, HMRC published guidance with examples of how umbrella companies can demonstrate good practice. This guidance aims to raise standards across the umbrella company sector, creating a fairer market and helping workers and businesses understand what good practice looks like. This guidance can be found online at www.gov.uk/guidance/examples-of-good-practice-for-umbrella-companies-in-the-temporary-labour-market.

The measures in the Employment Rights Bill will bring the activities of umbrella companies in scope for future regulation to ensure individuals working through them can access the rights they are legally entitled to and can receive greater transparency in the terms of their employment.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, whether her Department plans to take steps to help (a) improve transparency within the umbrella company sector and (b) ensure workers are not subject to (i) excessive fees and (ii) improper tax arrangements.

Answered by James Murray - Exchequer Secretary (HM Treasury)

The Government is committed to closing the tax gap and making the tax system fairer by ensuring temporary workers are protected from large, unexpected tax bills caused by unscrupulous behaviour from non-compliant umbrella companies. That is why the Chancellor announced in her Autumn Budget that the Government will introduce legislation to make recruitment agencies using umbrella companies legally responsible for accounting for Pay As You Earn on workers’ pay.

The Government set out the expected Exchequer impacts of this measure at the Budget. The Government will publish a full Tax Impact and Information Note later this year.

HMRC recently launched a comprehensive guidance tool, ‘work out pay from an umbrella company’, that agencies and umbrella company workers can use to better understand umbrella company pay and ensure tax compliance. The tool automatically flags discrepancies between submitted payslip information and calculated estimates that could indicate hidden deductions or tax avoidance.

Earlier this month, HMRC published guidance with examples of how umbrella companies can demonstrate good practice. This guidance aims to raise standards across the umbrella company sector, creating a fairer market and helping workers and businesses understand what good practice looks like. This guidance can be found online at www.gov.uk/guidance/examples-of-good-practice-for-umbrella-companies-in-the-temporary-labour-market.

The measures in the Employment Rights Bill will bring the activities of umbrella companies in scope for future regulation to ensure individuals working through them can access the rights they are legally entitled to and can receive greater transparency in the terms of their employment.

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 potential implications for her policies of her Department’s estimate that the lost output due to working age carers caring for working age sick is £37 billion.

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

This Government recognises and values the vital contribution made by carers every day in providing significant care and continuity of support to sick and disabled family and friends. Without the support they provide there would be more pressure on formal social care services, whether provided by local authorities or through other routes.

The Casey Commission, announced recently by this government, will start a national conversation about what care and support working age adults, older people, and their families should expect from adult social care, including exploring the needs of unpaid carers. Furthermore, the Government’s plans to reform and modernise the NHS will see reduced waiting times and improved care, helping people to remain in work and economically active. And the Government is reviewing the implementation of the Carer’s Leave Act, which gave employed carers a right to time off work for the first time. We will also explore the benefits of paid leave, while being mindful of the impact of any changes on small employers. Through the Employment Rights Bill, we will make sure that flexible working – which can play such an important role in helping carers balance their work and caring responsibilities - is available to all workers except where it is genuinely not feasible.

With respect to support from DWP, unpaid carers on low incomes can receive support through Universal Credit. This can respond flexibly to variations in earnings and caring responsibilities and includes a carer element worth £2,400 a year for those providing unpaid care of 35 hours a week or more. Full-time carers are also exempt from requirements to seek or prepare for paid work, although they can request employment support if they wish to do so. For those providing unpaid care of less than 35 hours a week, Universal Credit seeks to balance paid work and unpaid care by tailoring the number of hours people are expected to work or search for work to take account of their caring responsibilities. Part-time unpaid carers receive personalised employment support through their Jobcentre Plus work coach. This can include access to skills provision, referral to an employment support programme such as Restart, careers advice, job search support, volunteering opportunities, and access to the Flexible Support Fund to aid job entry.

For those in England and Wales who are providing care of 35 hours or more a week to a disabled or elderly person with care needs, Carer’s Allowance is available. This is subject to a weekly earnings limit, which since 7 April 2025 has been linked to 16 hours work at National Living Wage (NLW) levels. This government has increased the threshold by the biggest amount ever, meaning it is currently £196 a week of net earnings (after allowable costs, including costs related to care), compared to £151 in 2024/25. The increase means that over 60,000 additional people will be able to receive Carer’s Allowance between 2025/26 and 2029/30. This is the largest ever increase in the earnings limit since Carer’s Allowance was introduced in 1976 and is the highest percentage increase since 2001.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what discussions he has had with the Chancellor of the Exchequer on the potential impact of the Employment Rights Bill on economic growth.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Secretary of State, responsible Ministers and policy officials meet regularly with their counterparts in HM Treasury. This includes on discussions related to delivering the biggest upgrade to workers' rights in a generation through the Employment Rights Bill. Our analysis shows the package could have “a positive but small direct impact on economic growth” and will “help to raise living standards across the country and create opportunities for all.”

This represents the best estimate for the likely impacts given the current stage of policy development. We plan to refine our analysis as policy development continues, working closely with external experts, businesses and trade unions.

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 business confidence and growth.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Department for Business and Trade has published a set of Impact Assessments that provide a comprehensive analysis on the potential impact of the Employment Rights Bill. This analysis includes con-sideration of impacts on businesses and economic growth and concludes the package could have “a positive but small direct impact on economic growth” and will “help to raise living standards across the country and create opportunities for all.”

This represents the best estimate for the likely impacts given the current stage of policy development. We plan to refine our analysis as policy development continues, working closely with external experts, businesses and trade unions.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the potential impact on apprenticeship numbers of the measures included in the Employment Rights Bill, including the proposed extension of protections against unfair dismissal to day one of employment.

Answered by Baroness Jones of Whitchurch - Baroness in Waiting (HM Household) (Whip)

In October, Government published 24 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Bill. This analysis shows that the Bill is expected to benefit younger workers, typically disproportionately represented in low paid, low quality, insecure jobs.

The Employment Rights Bill will make basic protection against unfair dismissal a day one right for all employees. The new statutory probation period will provide lighter-touch standards for employers to dismiss an employee who is not suitable. These standards will also apply to apprenticeships and training contracts, requiring adequate evidence to justify dismissal on conduct or capability.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the impact of the implementation of the Employment Rights Bill on the success of British farming.

Answered by Baroness Jones of Whitchurch - Baroness in Waiting (HM Household) (Whip)

On Monday 21 October, the Government published 24 Impact Assessments, providing a comprehensive analysis on the potential impact of the Employment Rights Bill. This analysis includes an assessment of impacts on sectors, including agriculture, manufacturing and construction. Our Impact Assessments provide initial analysis of the impacts that could follow, and we will continue to refine that as policy development progresses. Final impacts will depend on further policy decisions that are for secondary legislation. We have committed to full consultation on the implementation of this legislation, and expect this to begin this year, ensuring reforms work for employers and workers alike.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the impact of the implementation of the Employment Rights Bill on the success of the UK manufacturing sector.

Answered by Baroness Jones of Whitchurch - Baroness in Waiting (HM Household) (Whip)

On Monday 21 October, the Government published 24 Impact Assessments, providing a comprehensive analysis on the potential impact of the Employment Rights Bill. This analysis includes an assessment of impacts on sectors, including agriculture, manufacturing and construction. Our Impact Assessments provide initial analysis of the impacts that could follow, and we will continue to refine that as policy development progresses. Final impacts will depend on further policy decisions that are for secondary legislation. We have committed to full consultation on the implementation of this legislation, and expect this to begin this year, ensuring reforms work for employers and workers alike.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the impact of the implementation of the Employment Rights Bill on the success of the UK construction sector.

Answered by Baroness Jones of Whitchurch - Baroness in Waiting (HM Household) (Whip)

On Monday 21 October, the Government published 24 Impact Assessments, providing a comprehensive analysis on the potential impact of the Employment Rights Bill. This analysis includes an assessment of impacts on sectors, including agriculture, manufacturing and construction. Our Impact Assessments provide initial analysis of the impacts that could follow, and we will continue to refine that as policy development progresses. Final impacts will depend on further policy decisions that are for secondary legislation. We have committed to full consultation on the implementation of this legislation, and expect this to begin this year, ensuring reforms work for employers and workers alike.

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 help protect workers on sponsored visas from mistreatment by unscrupulous employers.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government is committed to tackling serious labour abuse and exploitation. Workers on sponsored visas have the same protections and rights under employment law as British and settled workers. All employers are expected to comply with UK employment law.

The Gangmasters and Labour Abuse Authority (GLAA), Employment Agency Standards Inspectorate and HM Revenue and Custom’s National Minimum Wage enforcement team work together to ensure that workers are aware of their rights. If anyone thinks they are not getting their employment rights, they should contact Acas on 0300 123 1100 for advice on next steps.

Through the Employment Rights Bill and the Fair Work Agency we are delivering a much-needed upgrade to employment rights enforcement, including for workers on sponsored visas.

Question

To ask the Minister for Women and Equalities, what steps she is taking to protect the rights of older women.

Answered by Nia Griffith - Parliamentary Under-Secretary (Wales Office)

The Equality Act 2010 contains strong protections for older women in a variety of settings, including work and the provision of services. The Act prohibits discrimination because of age and harassment related to age. In addition, the Employment Rights Bill will introduce robust measures to further safeguard working women, including gender and menopause action plans.

The Government recognises the challenges some older women can face and is committed to ensuring that support systems are in place These include improving older people’s participation online through the new Digital Inclusion Action plan, employment support through Jobcentres, and addressing healthcare inequality in the 10 Year Health Plan, to ensure the NHS is there for anyone who needs it, whenever they need it.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, pursuant to the Answer of 10 April 2025 to Question 44224 on Employment Rights Bill: Local Government Services, if he will consult each (a) local authority and (b)town and parish council.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

We will continue to undertake comprehensive engagement and consultation on the implementation of the Plan to Make Work Pay and the Employment Rights Bill, and we will be engaging closely with employers, including local authorities as the policy develops. We will consult extensively on the implementation of the legislation, to ensure it works for workers and employers alike.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether the trade union recognition provisions in the Employment Rights Bill will apply to town and parish councils.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

Guidance on the trade union recognition scheme is at Gov.uk. This sets out that the scheme is available to unions where the workplace has 21 or more workers. Therefore the smallest workplaces that have 20 or less workers not in scope of the scheme. There are no specific exemptions for town and parish councils.

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 trade union recognition provisions in the Employment Rights Bill on SMEs.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government has published a final stage impact assessment on strengthening workers’ rights to access, recognition and representation (see paragraphs 61 to 66 in relation to trade union recognition in particular). This is available at: Impact assessment: Strengthening workers’ rights to trade union access, recognition and representation.

The statutory trade union recognition scheme is available to unions where the workplace has 21 or more workers. Therefore the smallest workplaces that have 20 or less workers are not in scope of the scheme.

Found: Employment Rights Bill CORRECTED FOURTH MARSHALLED LIST OF AMENDMENTS TO BE MOVED IN COMMITTEE OF

Found: Employment Rights Bill FOURTH MARSHALLED LIST OF AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE

Found: Employment Rights Bill AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE [Supplementary to the

Found: New legislation such as the Employment Rights Bill has the potential to create even more cost and limit

Found: Employment Rights Bill THIRD MARSHALLED LIST OF AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE

Found: Employment Rights Bill AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE [Supplementary to the

Found: Employment Rights Bill SECOND MARSHALLED LIST OF AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE

Found: Employment Rights Bill AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE [Supplementary to the

Found: Employment Rights Bill AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE [Supplementary to the

Found: Employment Rights Bill - new obligations for firms to protect staff from third-party harassment 19

Found: Employment Rights Bill AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE [Supplementary to the

Found: Employment Rights Bill MARSHALLED LIST OF AMENDMENTS TO BE MOVED IN COMMITTEE OF THE WHOLE HOUSE

Found: Employment Rights Bill RUNNING LIST OF ALL AMENDMENTS IN COMMITTEE OF THE WHOLE HOUSE Tabled up to

Found: Powers and Regulatory Reform Committee HL Paper 111 20th Report of Session 2024–25 Employment Rights Bill

Found: Employment Rights Bill RUNNING LIST OF ALL AMENDMENTS IN COMMITTEE OF THE WHOLE HOUSE Tabled up to

Found: and I want to exemplify this by taking as my central theme our current efforts to bring the Employment Rights Bill

Found: government is also boosting the National Living Wage and creating more secure jobs through the Employment Rights Bill

Found: The launch of the group comes as the government steers its flagship Employment Rights Bill through Parliament

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

Found: bringing claims to Employment Tribunals will be added via amendment during passage of the Employment Rights Bill

Found: bringing claims to Employment Tribunals will be added via amendment during passage of the Employment Rights Bill

Found: bringing claims to Employment Tribunals will be added via amendment during passage of the Employment Rights Bill

Found: The government is also taking action through the Employment Rights Bill to bring umbrella companies within

Found: an English Devolution Bill (Ministry of Housing, Communities and Local Government) • the Employment Rights Bill

Found: Noakes regarding analysis of small and micro businesses population estimates, as raised in the Employment Rights Bill

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

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

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

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

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

Question

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

Answered by Arthur, Tom - Minister for Employment and Investment

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

Question

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

Answered by Martin, Gillian - Acting Cabinet Secretary for Net Zero and Energy

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

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

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

Found: The UK Employment Rights Bill

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Question

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

Answered by Minister for Children and Social Care

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

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

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

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

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

Question

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

Answered by Minister for Culture, Skills and Social Partnership

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

Question

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

Answered by Minister for Social Partnership

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