Found: Impact of the Autumn Budget and Employment Rights Bill 39.

Found: The announcement of the Employment Rights Bill could have a positive impact on extending family-friendly

Found: Online: www.gov.uk/paternity-pay-leave 9 See Elgot, J. (2024) ‘Labour’s employment rights bill’.

Found: The Employment Rights Bill proposes to remove this qualification and make paternity leave and shared

Found: enacting a bespoke right to Kinship Care Leave, as proposed in amendments to the current Employment Rights Bill

Found: A new day one right to paternity leave will be introduced via the Employment Rights Bill partially ending

Found: While the Employment Rights Bill will remove the qualifying period for paternity leave and unpaid parental

Found:  The 26-week eligibility criteria for Statutory Paternity and SPL, which the Employment Rights Bill

Found: Partner leave amendment tabled for the Employment Bill (available here: Amendment NC7 to Employment Rights Bill

Found: takes a holistic review of the parental leave and pay system in the next steps beyond the Employment Rights Bill

Found: The government’s Employment Rights Bill does not include provisions for kinship care leave; an amendment

Found: You specifically asked how we might improve the Employment Rights Bill.

Found: Q42 Antonia Bance: In the course of this inquiry and our parallel inquiry into the Employment Rights Bill

Found: the NI Executive was considering the inclusion of provisions on this in a forthcoming NI Employment Rights Bill

Found: We welcome the government’s Employment Rights Bill, which will be a major step forward in this area.

Found: The flexible working rights coming through the Employment Rights Bill are very important.

Found: of Commons London SW1A 0AA [By email] 23 January 2025 Dear Chair Make Work Pay: Employment Rights Bill

Found: Officer, Uniqlo [By email] 21 January 2024 Dear Alessandro Dudech Make Work Pay: Employment Rights Bill

Found: Letter from the Minister for Employment Rights, Competition and Markets relating to the Employment Rights Bill

Found: threshold, the rise in the National Minimum Wage (NMW), and the introduction of the new Employment Rights Bill

Found: This compares to 3.4% in the wider economy.14 The TUC welcomes measures in the Employment Rights Bill

Found: sorted out third-party harassment and, at the moment, what has been drafted within the Employment Rights Bill

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 merits of extending Paid Parental Bereavement Pay and Leave to those who experience a miscarriage before 24 weeks.

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

The loss of a child at any age is incredibly difficult. Parental Bereavement Leave is available to parents who suffer a bereavement from 24 weeks of completed pregnancy up to the age of 18.

Under existing laws, women are protected against any discrimination regarding pregnancy, including miscarriage. We expect employers to treat their employees experiencing miscarriage with compassion, and we encourage them to where possible go further to support their employees. More broadly, the Employment Rights Bill will strengthen protection for new mothers and establish a new right to Bereavement Leave for other loved ones.

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 recent trends in economic growth.

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

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 includes consideration of impacts on economic growth. This analysis is available at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

This represents the best estimate for the likely impacts, including on economic growth, given the current stage of policy development. We expect that the majority of reforms will take effect no earlier than 2026. We plan to refine our analysis as policy development continues, working closely with external experts, businesses and trade unions.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what recent steps he has taken to tackle health inequalities affecting women.

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

We have committed to develop a 10-year plan to deliver a National Health Service fit for the future. We will carefully be considering policies, including those that impact women’s health, as we develop the plan.

We want to ensure that the 10-Year Health Plan reflects the diversity of the people who use the NHS every day, and it is important that everyone can have their say as we develop it. The Department has held ministerial roundtables on women’s health as well as maternity and neonatal care, attended by service users, senior clinicians, and a range of charity partners.

We are committed to the Women’s Health Strategy and are continuing work to deliver it. For example, the strategy had an ambition to improve workplace support for menopause, and through the Employment Rights Bill we are making this a reality, by requiring large employers to publish gender equality action plans, including how they are supporting employees through the menopause. Women’s health hubs provide integrated women’s health services in the community, and have a key role tackling health inequalities faced by women. As of December 2024, 39 out of 42 integrated care boards (ICBs) reported to NHS England that they had at least one operational women’s health hub. We continue to engage with and encourage ICBs to use the learning from the women’s health hubs pilots to improve local delivery of services to women.

We are also working with NHS England on how to take forward the Women’s Health Strategy, by aligning it to the Government’s Missions and 10-Year Health Plan.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to page 176 of the National Risk Register 2025 and page 180 of the National Risk Register 2023, whether his Department has made an assessment of the potential impact of the (a) repeal of the Trade Union Act 2016 and (b) Employment Rights Bill on the risk metrics for the National Risk Register 2025 edition.

Answered by Abena Oppong-Asare - Parliamentary Secretary (Cabinet Office)

All risks in the National Risk Register, which is the public-facing version of the internal, classified National Security Risk Assessment (NSRA) are kept under review to ensure that they are the most appropriate scenarios to inform emergency preparedness and resilience activity.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department plans to bring forward legislative proposals to increase the amount of bereavement leave.

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

The Employment Rights Bill establishes a new day one statutory right to bereavement leave for employees who have experienced the loss of a loved one. The measures in the bill set a framework for the entitlement, including providing for a minimum of one week leave, with details to be set out in secondary legislation.

Due to the sensitive and personal nature of bereavement, we will be consulting stakeholders on the specifics of the entitlement to ensure that Bereavement Leave properly reflects the needs of employees and employers.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of (a) the adequacy of uptake of Shared Parental Leave and (b) how this will inform future policies to support fathers in taking early parental leave.

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

Information provided by employers to HMRC shows that in 2023/24 (the latest year for which full year data is available), 17,200 individuals were in receipt of Statutory Shared Parental Pay.

The government is committed to supporting working families. The Employment Rights Bill will make Paternity Leave and Unpaid Parental Leave ‘day one’ rights. We have committed to review the parental leave system, ensuring it offers the best possible support to working families. Planning work is already underway.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department plans to bring forward legislative proposals to increase access to bereavement leave.

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

The Employment Rights Bill establishes a new day one statutory right to bereavement leave for employees who have experienced the loss of a loved one. The measures in the bill set a framework for the entitlement, including providing for a minimum of one week leave, with details to be set out in secondary legislation.

Due to the sensitive and personal nature of bereavement, we will be consulting stakeholders on the specifics of the entitlement to ensure that Bereavement Leave properly reflects the needs of employees and employers.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the productivity of businesses where employees work a permanent four-day working week.

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

While the government routinely monitors the impact of flexible working, it has made no specific assessment of the four-day week. Additionally, the government has no plans to mandate a four-day week for five-days’ pay. However, we are, through the Employment Rights Bill, giving employees better access to flexible working arrangements, where feasible. Not all businesses will be able to accommodate all forms of flexible working. We want to create a framework that will encourage employers and employees to explore suitable options for flexible working arrangements that suit both parties.

Question to the Department for Transport:

To ask the Secretary of State for Transport, what steps she is taking with her international counterparts to help improve (a) pay and (b) conditions for seafarers operating in UK waters.

Answered by Mike Kane - Parliamentary Under-Secretary (Department for Transport)

Improving the pay and working conditions of seafarers is a priority for this government. We are committed to working with our international partners to improve standards.

We have worked closely with the French government to create a minimum wage corridor across the Channel, by bringing the Seafarers’ Wages Act 2023 into force alongside equivalent French legislation. Through the Employment Rights Bill, we are amending the Seafarers’ Wages Act to allow us to impose further requirements relating to safety and pay, including tours of duty, and we will be working with our international partners to agree such standards.

We are also taking steps, through the Employment Rights Bill, to ensure that post EU Exit, we have the powers to implement future amendments to the Maritime Labour Convention, 2006, as amended and the Work in Fishing Convention, 2007.

The UK has signed Memoranda of Understanding with Spain, Greece and Cyprus agreeing to coordinate on matters relating to the conditions of seafarers. We continue to engage with our international partners on matters relating to seafarer employment on international routes.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the risk that increased labour costs could cause firms (1) to hire fewer workers, and (2) to replace jobs with robots and artificial intelligence technologies.

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.

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 includes consideration of increases in labour costs for businesses and the subsequent effects. 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, if he will take steps to increase statutory parental leave.

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

The Government is aware that the parental leave system requires improvement and action to deliver this has already begun. The Employment Rights Bill will make Paternity Leave and Unpaid Parental Leave ‘day one’ rights, increasing the flexibility of parental leave and helping parents to better balance work and family responsibilities.

The Government has also committed to conduct a review of the parental leave system. This will focus on ensuring that parental leave offers the best possible support to working families. Work is already underway on planning for its delivery.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he sought external legal advice when drafting the Employment Rights Bill.

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

With respect to the Employment Rights Bill, the Department has been supported by legal advice from the Government Legal Department and, where appropriate, external legal advice. Legal advice provided to the Government is privileged.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has carried out a proportionality assessment on clause 16 of the Employment Rights Bill.

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

The Employment Rights Bill establishes a new day one statutory right for all employees who have experienced the loss of a loved one. The measures in the bill set a framework for the entitlement, and the details will be set out in secondary legislation.

The Government has published an Impact Assessment, which covers the impacts on businesses and workers. Due to the sensitive and personal nature of bereavement, we will be consulting stakeholders on the specifics of the entitlement to ensure that Bereavement Leave is sculpted by the needs of employees and employers.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, when he plans to create a single enforcement body to ensure employment rights are upheld.

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

Creating the Fair Work Agency (FWA) is a complex process that requires primary legislation. The Employment Rights Bill is the first phase of delivering the FWA and implementation will occur in phases following Royal Assent. We will set out more detail on this in due course.

Question to the Department for Education:

To ask the Secretary of State for Education, whether their Department offers its staff shared parental leave from their first working day.

Answered by Janet Daby - Parliamentary Under-Secretary (Department for Education)

To qualify for shared parental leave, an employee must have been in continuous employment with the Civil Service for 26 weeks up to and including the fifteenth week before the week in which their baby is due to be born.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

The Civil Service management code states that, departments and agencies may only grant shared parental leave in accordance with the statutory requirements governing eligibility for this category of leave. However, some staff could qualify for statutory shared parental leave on their first day of service with a department because they already have qualifying service with another department.

Question to the Department for Business and Trade:

To ask His Majesty's Government when they intend to consult with relevant parties and stakeholders to define a "guaranteed hours contract" as set out in the Consultation on the application of zero-hours contracts measures to agency workers, updated on 31 October 2024.

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

The Government consulted on how to apply the zero hours contracts measures in the Employment Rights Bill to agency workers, because of the intricacies of the tripartite employment model between agencies, agency workers and hirers.

We will respond to that consultation in due course, and we will subsequently consult on the details of zero hours contracts measures - including reference periods and hours thresholds - to inform their implementation. The measures are expected to be implemented no sooner than 2026.

Question to the Department for Business and Trade:

To ask His Majesty's Government when they intend to consult relevant parties and stakeholders to define a "reference period" as set out in the Consultation on the application of zero-hours contracts measures to agency workers, updated on 31 October 2024.

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

The Government consulted on how to apply the zero hours contracts measures in the Employment Rights Bill to agency workers, because of the intricacies of the tripartite employment model between agencies, agency workers and hirers.

We will respond to that consultation in due course, and we will subsequently consult on the details of zero hours contracts measures - including reference periods and hours thresholds - to inform their implementation. The measures are expected to be implemented no sooner than 2026.

Question

To ask the Minister for Women and Equalities, what steps she is taking with Cabinet colleagues to tackle workplace sexual harassment.

Answered by Anneliese Dodds - Minister of State (Foreign, Commonwealth and Development Office)

The Office for Equality and Opportunity is working closely with the Home Office to deliver on our landmark mission to halve violence against women and girls in a decade.

We are also working with the Department for Business and Trade to progress the Employment Rights Bill. As part of this, we will strengthen protections against harassment and sexual harassment in the course of employment, by introducing three amendments to the Equality Act 2010.

Question to the Department for Business and Trade:

To ask His Majesty's Government when they intend to consult with relevant parties and stakeholders and define a "low hours contract" as set out in the Consultation on the application of zero-hours contracts measures to agency workers, updated on 31 October 2024.

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

The Government consulted on how to apply the zero hours contracts measures in the Employment Rights Bill to agency workers, because of the intricacies of the tripartite employment model between agencies, agency workers and hirers.

We will respond to that consultation in due course, and we will subsequently consult on the details of zero hours contracts measures - including reference periods and hours thresholds - to inform their implementation. The measures are expected to be implemented no sooner than 2026.

Question to the Department for Education:

To ask the Secretary of State for Education, whether her Department offers protection to staff from unfair dismissal from their first working day.

Answered by Janet Daby - Parliamentary Under-Secretary (Department for Education)

The department has appropriate policies and processes in place to ensure employees are treated fairly from day one of their employment.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.

Where an employee is unable to solve a problem internally, they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.

This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Question to the Department for Education:

To ask the Secretary of State for Education, whether her Department offers paternity leave to its staff from their first working day.

Answered by Janet Daby - Parliamentary Under-Secretary (Department for Education)

Employees must have at least 26 continuous weeks employment in the Civil Service up to any day in the ‘qualifying week’ to be eligible for paternity leave. The ‘qualifying week’ is the fifteenth week before the baby is due.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Some employees may qualify for statutory paternity leave on their first day of service with the department because they have qualifying service with another Civil Service department.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what recent discussions he has had with representatives of Oscar Mayer Limited on its employment practices.

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

Ministers meet regularly with business organisations and trade associations. Details of ministerial meetings with external organisations and individuals are published quarterly on GOV.UK.

This Government has introduced the Employment Rights Bill, representing the biggest upgrade to workers’ rights in a generation. This includes day one protections from unfair dismissal, banning exploitative zero hours contracts and ending fire and rehire.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has had recent discussions with Oscar Mayer on their employment practices.

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

Ministers meet regularly with business organisations and trade associations. Details of ministerial meetings with external organisations and individuals are published quarterly on GOV.UK.

This Government has introduced the Employment Rights Bill, representing the biggest upgrade to workers’ rights in a generation. This includes day one protections from unfair dismissal, banning exploitative zero hours contracts and ending fire and rehire.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, whether her Department offers its staff shared parental leave from their first working day.

Answered by James Murray - Exchequer Secretary (HM Treasury)

HMT staff must have worked continuously for the Civil Service for at least 26 weeks to be eligible for shared parental leave and pay. Staff can also take unpaid parental leave in addition to shared parental leave if they meet the eligibility criteria.

The Employment Rights Bill will remove this eligibility requirement and staff will be entitled to unpaid parental leave from their first working day. HMT will implement this legislative change when it comes into force.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, whether her Department offers paternity leave to its staff from their first working day.

Answered by James Murray - Exchequer Secretary (HM Treasury)

HMT staff must have worked continuously for the Civil Service for at least 26 weeks to be eligible for paternity leave.

The Employment Rights Bill will remove this requirement and staff will be entitled to paternity leave from their first working day. HMT will implement this legislative change when it comes into force.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, whether his Department offers protection to staff from unfair dismissal from their first working day.

Answered by James Murray - Exchequer Secretary (HM Treasury)

HMT staff must have completed 2 years’ service to be protected against unfair dismissal.

The new Employment Rights Bill will amend the law on unfair dismissal to protect staff from their first working day.

HMT will implement this legislative change when it comes into force.

Question to the Northern Ireland Office:

To ask the Secretary of State for Northern Ireland, whether his Department offers paternity leave to its staff from their first working day.

Answered by Hilary Benn - Secretary of State for Northern Ireland

The Northern Ireland Office offers paternity leave to its staff from their first working day if the employee has worked continuously for the Civil Service for at least 26 weeks by the 15th week before their baby is due.

To be eligible for occupational paternity pay, staff must be in paid service at the time the paternity leave starts and have completed at least one year’s paid service in the Civil Service at the expected week of childbirth (EWC).

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Department for Energy Security & Net Zero:

To ask the Secretary of State for Energy Security and Net Zero, whether his Department offers paternity leave to its staff from their first working day.

Answered by Michael Shanks - Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)

To be eligible for 2 weeks paid paternity leave in the Department for Energy Security and Net Zero, an employee must have worked continuously for the Civil Service for at least 26 weeks by the 15th week before the baby is due, or for at least 26 weeks up to the week their spouse, civil partner or partner was matched with a child for adoption. Employees who have already completed continuous service in another Civil Service organisation at the point of joining the Department could qualify for paternity leave on their first day of service.

In addition to paternity leave, fathers, civil partners or partners have a statutory right to time off to attend up to two ante-natal or pre-adoption appointments from their first day of employment.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill comes into effect.

Question to the Department for Energy Security & Net Zero:

To ask the Secretary of State for Energy Security and Net Zero, whether their Department offers its staff shared parental leave from their first working day.

Answered by Michael Shanks - Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)

To be eligible for shared parental leave in the Department for Energy Security and Net Zero, each parent must have at least 26 weeks continuous employment with their respective employer by the end of the 15th week before the expected week of childbirth or adoption matching date. They must also still be working for the same respective employer (for Civil Servants continuous service applies to other Civil Service employers) when they intend to take the leave.

Some employees could qualify for shared parental leave on their first day of service where they have built up qualifying service in another Civil Service organisation.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill comes into effect.

Question to the Northern Ireland Office:

To ask the Secretary of State for Northern Ireland, whether their Department offers its staff shared parental leave from their first working day.

Answered by Hilary Benn - Secretary of State for Northern Ireland

No. The Civil Service Management Code states that, ‘Departments and agencies may only grant shared parental leave in accordance with the statutory requirements governing eligibility for this category of leave.’ However, some staff could qualify for statutory shared parental leave on their first day of service with a particular department because they already have service with another department.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Department for Energy Security & Net Zero:

To ask the Secretary of State for Energy Security and Net Zero, whether his Department offers protection to staff from unfair dismissal from their first working day.

Answered by Michael Shanks - Parliamentary Under Secretary of State (Department for Energy Security and Net Zero)

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.

Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.

This position will be reviewed when unfair dismissal rights are updated in line with the Employment Rights Bill when this comes into effect.

Question to the Department for Science, Innovation & Technology:

To ask the Secretary of State for Science, Innovation and Technology, whether their Department offers its staff shared parental leave from their first working day.

Answered by Feryal Clark - Parliamentary Under Secretary of State (Department for Science, Innovation and Technology)

To be eligible for shared parental leave in the Department for Science, Innovation and Technology, each parent must have at least 26 weeks continuous employment with their respective employer by the end of the 15th week before the expected week of childbirth or adoption matching date. They must also still be working for the same respective employer (for Civil Servants continuous service applies to other Civil Service employers) when they intend to take the leave.

Some employees could qualify for shared parental leave on their first day of service where they have built up qualifying service in another Civil Service organisation.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question

To ask the Minister for Women and Equalities, what steps she is taking with Cabinet colleagues to help (a) support women in the workplace and (b) help tackle (i) pregnancy and (ii) maternity discrimination.

Answered by Anneliese Dodds - Minister of State (Foreign, Commonwealth and Development Office)

Women’s equality is at the core of this Government's missions. As part of the Employment Rights Bill, we are introducing robust measures to support and safeguard working women. This includes strengthening protections against workplace sexual harassment and requiring employers to develop gender pay gap and menopause action plans.

The Employment Rights Bill will also make 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 Bill will also make Paternity Leave and Unpaid Parental Leave ‘day one’ rights and ensure flexible working is the default, except where it is not reasonably feasible. These changes will provide further support for both men and women balancing work and care.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether her Department offers paternity leave to its staff from their first working day.

Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)

The Department for Work and Pensions does offer paternity leave to its staff from their first working day.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Home Office:

To ask the Secretary of State for the Home Department, whether their Department offers its staff shared parental leave from their first working day.

Answered by Diana Johnson - Minister of State (Home Office)

The Home Office applies the statutory eligibility criteria for shared parental leave. Some employees may qualify for statutory shared parental leave from their first day of service with the Home Office because they already have service with another Government department.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Department for Transport:

To ask the Secretary of State for Transport, whether their Department offers its staff shared parental leave from their first working day.

Answered by Mike Kane - Parliamentary Under-Secretary (Department for Transport)

The Department for Transport follows the legislation on Shared Parental Leave, which requires employees to have at least 26 weeks’ qualifying service to be entitled to such leave. The Department exceeds statutory requirements by providing enhanced pay for such leave.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Department for Transport:

To ask the Secretary of State for Transport, whether her Department offers paternity leave to its staff from their first working day.

Answered by Mike Kane - Parliamentary Under-Secretary (Department for Transport)

The Department for Transport follows the legislation on Statutory Ordinary Paternity/Partner Support Leave, which requires employees to have at least 26 weeks’ qualifying service to be entitled to such leave. The Department exceeds statutory requirements by providing full pay for such leave.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Home Office:

To ask the Secretary of State for the Home Department, whether her Department offers paternity leave to its staff from their first working day.

Answered by Diana Johnson - Minister of State (Home Office)

Yes, subject to certain eligibility criteria, including having at least 26 weeks’ continuous service ending with the ‘qualifying week’ as set out in the legislation; and continuing to work in the department from the qualifying week until the date the baby is born or is placed for adoption. Some Home Office employees could qualify from their first day of service because they already have qualifying service with another Civil Service organisation.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Department for Digital, Culture, Media & Sport:

To ask the Secretary of State for Culture, Media and Sport, whether her Department offers protection to staff from unfair dismissal from their first working day.

Answered by Stephanie Peacock - Parliamentary Under Secretary of State (Department for Culture, Media and Sport)

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.

Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation. This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill 2024-25.

Question to the Department for Digital, Culture, Media & Sport:

To ask the Secretary of State for Culture, Media and Sport, whether their Department offers its staff shared parental leave from their first working day.

Answered by Stephanie Peacock - Parliamentary Under Secretary of State (Department for Culture, Media and Sport)

DCMS offers shared parental leave in line with legislation: to access statutory shared parental leave and pay, both parents must have worked for their employer for at least 26 weeks up to the 15th week before their baby is due. However, some staff could qualify for statutory shared parental leave on their first day of service with a particular department, because they already have service with another department.

To access our occupational shared parental leave pay, employees must have at least one year’s continuous service in the Civil Service.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024-25 comes into effect.

Question to the Department for Digital, Culture, Media & Sport:

To ask the Secretary of State for Culture, Media and Sport, whether her Department offers paternity leave to its staff from their first working day.

Answered by Stephanie Peacock - Parliamentary Under Secretary of State (Department for Culture, Media and Sport)

DCMS offers paternity leave in line with legislation: to access statutory paternity leave and pay, an employee must have worked for their employer for at least 26 weeks up to the 15th week before their baby is due. However, some staff could qualify for statutory shared parental leave on their first day of service with a particular department, because they already have service with another department.

To access DCMS’s occupational paternity leave and pay offer, an employee must have at least one year's continuous service in the Civil Service.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024-25 comes into effect.

Question to the Northern Ireland Office:

To ask the Secretary of State for Northern Ireland, whether his Department offers protection to staff from unfair dismissal from their first working day.

Answered by Hilary Benn - Secretary of State for Northern Ireland

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.

Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.

This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Question to the Department for Science, Innovation & Technology:

To ask the Secretary of State for Science, Innovation and Technology, whether his Department offers paternity leave to its staff from their first working day.

Answered by Feryal Clark - Parliamentary Under Secretary of State (Department for Science, Innovation and Technology)

To be eligible for 3 weeks paid paternity leave in the Department for Science, Innovation and Technology, an employee must have worked continuously for the Civil Service for at least 26 weeks by the 15th week before the baby is due, or for at least 26 weeks up to the week their spouse, civil partner or partner was matched with a child for adoption. Employees who have already completed continuous service in another Civil Service organisation at the point of joining the Department could qualify for paternity leave on their first day of service.

In addition to paternity leave, fathers, civil partners or partners have a statutory right to time off to attend up to two ante-natal or pre-adoption appointments from their first day of employment.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Department for Science, Innovation & Technology:

To ask the Secretary of State for Science, Innovation and Technology, whether his Department offers protection to staff from unfair dismissal from their first working day.

Answered by Feryal Clark - Parliamentary Under Secretary of State (Department for Science, Innovation and Technology)

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.

Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.

This position will be reviewed when unfair dismissal rights are updated in line with the Employment Rights Bill 2024 when this comes into effect.

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

To ask the Secretary of State for Housing, Communities and Local Government, whether their Department offers its staff shared parental leave from their first working day.

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

No. The Civil Service Management Code states that, ‘Departments and agencies may only grant shared parental leave in accordance with the statutory requirements governing eligibility for this category of leave.’ Some staff may qualify for statutory shared parental leave of their first day of service qualifying service includes employment with another civil service organisation.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

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

To ask the Secretary of State for Housing, Communities and Local Government, whether her Department offers protection to staff from unfair dismissal from their first working day.

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

All dismissals are handled in line with current legislation and appropriate Codes of Practice.

Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated. Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.

This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

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

To ask the Secretary of State for Housing, Communities and Local Government, whether her Department offers paternity leave to its staff from their first working day.

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

Paternity Leave entitlement is based on 26 weeks of continuous service ending with the 15th week before the baby is due. Qualifying service includes employment with another civil service organisation.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, whether her Department offers protection to staff from unfair dismissal from their first working day.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

The Ministry of Justice has comprehensive people policies in place to protect staff from unfair dismissal. These policies set out a clear, fair and legally compliant process for dealing with conduct, attendance, performance and failed probation related dismissals. These policies are applicable to Ministry of Justice staff from day one of employment.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated. Where an employee is unable to solve a problem internally, they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.

This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, whether her Department offers its staff shared parental leave from their first working day.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

The Ministry of Justice does not offer employees shared parental leave from their first day of employment.

The Department’s shared parental leave policy aligns with the statutory provisions. To be eligible for leave, employees must meet the continuity of employment test, and the employment and earnings test set out in the Shared Parental Leave Regulations 2014.

For the continuity of employment test, an employee must have worked for the same employer for at least 26 weeks by the end of the 15th week before their baby is due or their adoption match date.

For the employment and earnings test, an employee and their partner must have worked for at least 26 of 66 weeks before the expected birth date or adoption match date.

There are other criteria an employee must meet relating to sharing the caring responsibilities for a child.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, whether her Department offers paternity leave to its staff from their first working day.

Answered by Nicholas Dakin - Government Whip, Lord Commissioner of HM Treasury

The Ministry of Justice does not offer employees paternity leave from their first day of employment. The Department’s policy on paternity leave aligns with statutory entitlements. To qualify for paternity leave, employees must have worked continuously for the Civil Service for at least 26 weeks up to the 'qualifying week'. The qualifying week is set out in the Paternity and Adoption Leave Regulations 2002 and is different depending on whether an employee is adopting, is the partner of a birth parent, or is having a child through surrogacy.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

Question to the Scotland Office:

To ask the Secretary of State for Scotland, whether their Department offers its staff shared parental leave from their first working day.

Answered by Kirsty McNeill - Parliamentary Under-Secretary (Scotland Office)

No. The Civil Service Management Code states that, ‘Departments and agencies may only grant shared parental leave in accordance with the statutory requirements governing eligibility for this category of leave.’ However, some staff could qualify for statutory shared parental leave on their first day of service with a particular department because they already have service with another department.

As with any changes to employment legislation, internal policies and processes will be updated as appropriate in preparation for when the Employment Rights Bill 2024 comes into effect.

It may be helpful to explain that the Scotland Office does not employ staff directly. All staff that join do so on an assignment, loan or secondment from other Government bodies, principally the Scottish Government and the Ministry of Justice, who remain the employers and determine the terms and conditions for their employees.

Question to the Scotland Office:

To ask the Secretary of State for Scotland, whether his Department offers protection to staff from unfair dismissal from their first working day.

Answered by Kirsty McNeill - Parliamentary Under-Secretary (Scotland Office)

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.

Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.

This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

It may be helpful to explain that the Scotland Office does not employ staff directly. All staff that join do so on an assignment, loan or secondment from other Government bodies, principally the Scottish Government and the Ministry of Justice, who remain the employers and determine the terms and conditions for their employees.

Found: Employment Rights Bill 2024-25: Progress of the bill

Found: Report Stage: Friday 14 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This document

Found: Report Stage: Thursday 13 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This

Found: Report Stage: Wednesday 12 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This

Found: Report Stage: Tuesday 11 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This document

Found: Report Stage: Monday 10 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This document

Found: Report Stage: Friday 7 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This document

Found: Report Stage: Thursday 6 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This document

Found: Report Stage: Wednesday 5 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This

Found: Report Stage: Tuesday 4 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This document

Found: The National Education Union (NEU) welcomes the opportunity to submit evidence on the Employment Rights Bill

Found: Report Stage: Monday 3 February 2025 Employment Rights Bill, As Amended (Amendment Paper) This document

Found: Report Stage: Friday 31 January 2025 Employment Rights Bill, As Amended (Amendment Paper) This document

Found: Report Stage: Thursday 30 January 2025 Employment Rights Bill, As Amended (Amendment Paper) This document

Found: Report Stage: Wednesday 29 January 2025 Employment Rights Bill, As Amended (Amendment Paper) This

Found: I’m proud of the reforms that we’ve set out in the Employment Rights Bill - of the opportunities they

Found: set to boost the pockets of some the lowest paid workers by up to £600 a year through the Employment Rights Bill

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Found: set to boost the pockets of some the lowest paid workers by up to £600 a year through the Employment Rights Bill

Found: on IAs for urgent legislation, and in particular for its fast turnaround on the IA for the Employment Rights Bill

Found: dated 31/01/2025 from Justin Madders MP to Greg Smith MP regarding an issue raised during the Employment Rights Bill

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

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

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

Found: Employment Rights Bill: Letter to UK Government

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

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