Found: Overview of flexible working measures within the Employment Rights Bill, p4 4.

Found: The government’s roadmap for the implementation of the Employment Rights Bill confirms that it will only

Found: to support people in work with greater security in work, which we are doing through the Employment Rights Bill

Found: operate and pull, and we will—that is the minimum wage, the changes to universal credit, the Employment Rights Bill

Found: Today, the Government has also published the Employment Rights Bill (‘the Bill’) Implementation Roadmap

Found: One thing we have seen is the Employment Rights Bill.

Found: on the design of the FPA process, and we aim to begin the public consultation after the Employment Rights Bill

Found: We aim to begin the public consultation after the Employment Rights Bill receives Royal Assent later

Found: That is why fair pay agreements were introduced in the Employment Rights Bill in our first 100 days.

Found: a very good question, because that leads us into what our plans are for this through the Employment Rights Bill

Found: That is why fair pay agreements were introduced in the Employment Rights Bill in our first 100 days.

Found: labour in supply chains, the new proposed Fair Work Agency (FWA), as provided by the Employment Rights Bill

Found: primary focus will be on employment rights enforcement (as established through the Employment Rights Bill

Found: recommendation It was a missed opportunity not to include statutory kinship leave in the recent Employment Rights Bill

Found: Parliamentary Under Secretary of State Minister for Employment Rights Competition and Markets re, Employment Rights Bill

Found: Today, the Government has also published the Employment Rights Bill (‘the Bill’) Implementation Roadmap

Found: Our Employment Rights Bill, which has now passed the House of Lords, legislates for the first ever Fair

Submit Evidence (by 4 Sep 2025)

Organisers and facilitators of major sporting and cultural events are invited to give evidence to a new inquiry from MPs examining the challenges faced by the industry and how the sector can tap into new opportunities for growth and collaboration.

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 the Fair Work Agency has the required resource to enforce (a) the minimum wage, (b) protection from harassment and (c) protection from gender discrimination at work for young women.

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

The Fair Work Agency will deliver a much-needed upgrade to the enforcement of workers’ rights, including the rights of young women.

The specific legislation the Fair Work Agency will be responsible for enforcing is set out in Part 1 of Schedule 7 of the Employment Rights Bill.

The Government is committed to giving the Fair Work Agency the resources it needs to enforce its remit effectively. More detail around funding will be released in due course.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he made of the potential impact of delaying the implementation of the Employment Rights Bill’s provisions on unfair dismissal protections on levels of business confidence.

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

There is no delay to implementation. On 1 July the Government published “Implementing the Employment Rights Bill: Roadmap”. It provides clarity for employers and workers on when Government will consult on the implementation of Bill measures, and when measures will take effect. Feedback from businesses is that this clarity has improved confidence. The Roadmap sets out our initial view that day one unfair dismissal protections will take effect in 2027, after regulations have been made and the Advisory, Conciliation and Arbitration Service has considered to what extent , to reflect day one rights in the Code of Practice on disciplinary and grievance procedures.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has made an assessment of the potential merits of establishing a working time council to explore the wider implementation of a four-day working across the economy.

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

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

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 productivity outcomes of the latest four-day week pilot facilitated by the 4 Day Week Foundation.

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

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department plans to support a structured forum for businesses to share learning on reduced-hour models.

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

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps his Department is taking to support businesses transitioning to a four-day working week.

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

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

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

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

The Employment Rights Bill Impact Assessments were published on October 21 and can be found here. This analysis shows that the Bill is expected to benefit younger workers, typically disproportionately represented in low paid, low quality and insecure jobs.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has made an assessment of the implications for his policies of the four-day week pilot facilitated by the 4 Day Week Foundation.

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

A four-day week is an example of a flexible working arrangement. All employees have the right to request flexible working, and we are changing legislation through the Employment Rights Bill to make it more likely that feasible requests are accepted.

The government continues to monitor the impacts of flexible working. As the full results of the latest four-day week trial have not yet been published, it has not been possible to determine any implications for business productivity or government policy.

Employers considering changes in working practices can draw on flexible working guidance on gov.uk and the Help to Grow website, as well as the new Business Growth Service which will launch shortly.

As we have no plans to mandate a four-day week, government is not planning to establish a working time council or business forum focussed on this topic. Our priority is to consult with and support businesses and employees with the planned changes to the flexible working measures as part of the wider Plan to Make Work Pay.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, if he will make it his policy to require companies with Government contracts to recognise trade unions.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

This Government is committed to creating jobs that provide security, treat workers fairly, and pay a decent wage. The Government’s Social Value Model provides an opportunity to reward suppliers who provide good working conditions for staff working on public contracts. The Employment Rights Bill also supports workers’ rights to access a Trade Union.

Question

To ask the Minister for Women and Equalities, what steps she is taking to tackle the gender pay gap for young women.

Answered by Seema Malhotra - Parliamentary Under-Secretary of State (Department for Education) (Equalities)

The landmark Employment Rights Bill is set to have a transformative impact, ensuring workplace rights are fit for a modern economy and empowering working people, including young women.

As part of the Bill we are increasing the time limit within which employees are able to make an Employment Tribunal claim from 3 months to 6 months.

We are also strengthening protections against harassment; requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees; and introducing an obligation on employers not to permit the harassment of their employees by third parties. Furthermore, we have announced that we will ban non-disclosure agreements used by employers to silence employees subjected to harassment and abuse. These changes will give workers confidence that inappropriate behaviour in the workplace will be dealt with, not hidden.

Finally, the Bill will establish the Fair work agency, to enforce labour rights and promote fairness in the workplace. This will be a single place where workers and employers can turn for help.

With regard specifically to the gender pay gap, we know that ensuring every employer harnesses the talent, creativity and brilliance of women in their workforce is a crucial part of achieving economic growth. That is why, as part of the Employment Rights Bill, we are additionally taking the first steps towards requiring employers to publish action plans detailing the evidence based steps they are taking to narrow their gender gap. In requiring employers to produce a plan, this will prompt them to better understand the drivers of their gap, and the experiences of women in their workforce, including young women.

Question

To ask the Minister for Women and Equalities, what steps she is taking to ensure the effective enforcement of young women’s rights at work.

Answered by Seema Malhotra - Parliamentary Under-Secretary of State (Department for Education) (Equalities)

The landmark Employment Rights Bill is set to have a transformative impact, ensuring workplace rights are fit for a modern economy and empowering working people, including young women.

As part of the Bill we are increasing the time limit within which employees are able to make an Employment Tribunal claim from 3 months to 6 months.

We are also strengthening protections against harassment; requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees; and introducing an obligation on employers not to permit the harassment of their employees by third parties. Furthermore, we have announced that we will ban non-disclosure agreements used by employers to silence employees subjected to harassment and abuse. These changes will give workers confidence that inappropriate behaviour in the workplace will be dealt with, not hidden.

Finally, the Bill will establish the Fair work agency, to enforce labour rights and promote fairness in the workplace. This will be a single place where workers and employers can turn for help.

With regard specifically to the gender pay gap, we know that ensuring every employer harnesses the talent, creativity and brilliance of women in their workforce is a crucial part of achieving economic growth. That is why, as part of the Employment Rights Bill, we are additionally taking the first steps towards requiring employers to publish action plans detailing the evidence based steps they are taking to narrow their gender gap. In requiring employers to produce a plan, this will prompt them to better understand the drivers of their gap, and the experiences of women in their workforce, including young women.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has considered the findings of the most recent four day week pilot; and what steps his Department is taking to ensure businesses have a structured forum in which to share insights on effective implementation.

Answered by Douglas Alexander - Minister of State (Cabinet Office)

We are aware of the findings of the 4 Day Week Foundation’s recent trial.

A four-day week is an example of a flexible working arrangement. Currently, all employees have the right to request a flexible working arrangement, and we are changing legislation through the Employment Rights Bill to make it more likely that requests are accepted.

We have no plans to mandate a four-day week, or any other working arrangement. Our priority is to consult with and support businesses and employees with the delivery of these planned changes, as part of the wider Plan to Make Work Pay.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has reviewed the findings of the recent national four-day working week pilot; and whether he plans to respond to the 4 Day Week Foundation’s recommendation to establish a working time council.

Answered by Douglas Alexander - Minister of State (Cabinet Office)

We are aware of the findings of the 4 Day Week Foundation’s recent trial.

A four-day week is an example of a flexible working arrangement. Currently, all employees have the right to request a flexible working arrangement, and we are changing legislation through the Employment Rights Bill to make it more likely that requests are accepted.

We have no plans to mandate a four-day week, or any other working arrangement. Our priority is to consult with and support businesses and employees with the delivery of these planned changes, as part of the wider Plan to Make Work Pay.

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 the Chancellor of the Exchequer on ensuring employment policies reflect the needs of sectors with high levels of (a) youth and (b) seasonal employment.

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 about a range of issues including on the Plan to Make Work Pay and the Employment Rights Bill.

The Bill will deliver significant benefits to the UK, including, better working conditions, more secure work, reducing inequalities and improving industrial relations.

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 adequacy of employment protections for individuals engaged on zero-hour contracts.

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

The Government does not believe that individuals engaged on zero-hours contracts currently benefit from sufficient employment protections.

The Government is addressing this through the Employment Rights Bill, by ensuring that employers have to offer qualifying workers guaranteed hours. The Bill will also require employers to offer shifts with reasonable notice and make cancellation payments if they cancel, move or curtail shifts at short notice.

This Government is introducing other landmark reforms in the Employment Rights Bill, including day one protection from unfair dismissal, better protection from sexual harassment and improved Statutory Sick Pay.

Question to the Department for Education:

To ask the Secretary of State for Education, what steps she is taking to ensure that recommendations made by the School Support Staff Negotiating Body are implemented.

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 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.

The department’s current estimate is that once the SSSNB has been established and is operational, the earliest the body will be in a position to start making pay related recommendations is in the 2027/28 academic year, to ensure a smooth transition from the current National Joint Council process.

The SSSNB will bring together employers and employee representatives to reach agreements on pay and terms and conditions which may then be ratified by my right hon. Friend, the Secretary of State for Education. It is important that the department strikes an appropriate balance between the SSSNB having sufficient independence to reach agreements and make recommendations, whilst ensuring that any agreements in relation to remuneration, terms and conditions or advice in relation to training and career progression are practicable before being ratified or published as statutory guidance by the Secretary of State for Education. As a negotiating body, employee and employer representatives will be able to meaningfully negotiate on pay and conditions as well as advise on training and career progression, with a clear process for the Secretary of State for Education to decide on the course of action based on the agreements reached or recommendations made.

Question to the Department for Education:

To ask the Secretary of State for Education, what steps she is taking to ensure the independence of 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 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.

The department’s current estimate is that once the SSSNB has been established and is operational, the earliest the body will be in a position to start making pay related recommendations is in the 2027/28 academic year, to ensure a smooth transition from the current National Joint Council process.

The SSSNB will bring together employers and employee representatives to reach agreements on pay and terms and conditions which may then be ratified by my right hon. Friend, the Secretary of State for Education. It is important that the department strikes an appropriate balance between the SSSNB having sufficient independence to reach agreements and make recommendations, whilst ensuring that any agreements in relation to remuneration, terms and conditions or advice in relation to training and career progression are practicable before being ratified or published as statutory guidance by the Secretary of State for Education. As a negotiating body, employee and employer representatives will be able to meaningfully negotiate on pay and conditions as well as advise on training and career progression, with a clear process for the Secretary of State for Education to decide on the course of action based on the agreements reached or recommendations made.

Question to the Department for Education:

To ask the Secretary of State for Education, when the School Support Staff Negotiating Body will be operational.

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 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.

The department’s current estimate is that once the SSSNB has been established and is operational, the earliest the body will be in a position to start making pay related recommendations is in the 2027/28 academic year, to ensure a smooth transition from the current National Joint Council process.

The SSSNB will bring together employers and employee representatives to reach agreements on pay and terms and conditions which may then be ratified by my right hon. Friend, the Secretary of State for Education. It is important that the department strikes an appropriate balance between the SSSNB having sufficient independence to reach agreements and make recommendations, whilst ensuring that any agreements in relation to remuneration, terms and conditions or advice in relation to training and career progression are practicable before being ratified or published as statutory guidance by the Secretary of State for Education. As a negotiating body, employee and employer representatives will be able to meaningfully negotiate on pay and conditions as well as advise on training and career progression, with a clear process for the Secretary of State for Education to decide on the course of action based on the agreements reached or recommendations made.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the potential impact of the Employment Rights Bill on the number of working days lost to strike action in (a) Fylde constituency and (b) Lancashire.

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 and these are available here: Employment Rights Bill: impact assessments - GOV.UK

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the potential impact of the Employment Rights Bill on trends in the level of trade union membership in (a) Fylde constituency and (b) Lancashire.

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 and these are available here: Employment Rights Bill: impact assessments - GOV.UK

Question to the Department for Work and Pensions:

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

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

The Government is bringing in changes to Statutory Sick Pay through the Employment Rights Bill which will mean up to 1.3 million low-paid employees will now be entitled to SSP, and all eligible employees will be paid from the first day of sickness absence, benefitting millions of employees.

Removing the waiting period means that all employees will receive at least £60 extra at the start of their sickness absence, rising to £150 if they work two days per week, compared to the current system.

With these changes, we believe the current rate is fair and achieves the right balance between providing support for employees who are unable to work due to sickness or ill-health whilst limiting the cost to employers. We also know that many employees are eligible for more than the statutory minimum through contractual or occupational sick pay arrangements with their employer.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to paragraph 7 of the document entitled Implementing the Employment Rights Bill: Roadmap, published on 1 July 2025, what criteria his Department plans to use to determine which provisions of the Trade Union Act 2016 will be repealed (a) through secondary legislation and (b) upon Royal Assent of the Employment Rights Bill.

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

Clause 156 of the Employment Rights Bill sets out the clauses of the Bill, which repeal various provisions of the Trade Union Act 2016, that will be repealed two months following Royal Assent. Commencement dates for remaining clauses that repeal provisions of the Trade Union Act 2016 will be provided for in secondary legislation. The commencement dates for these clauses will be confirmed in due course.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will bring forward legislative proposals to ensure that public services do not use non-disclosure agreements on whistleblowers.

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

There are existing legal limitations to what NDAs can be used for, and an NDA would be unenforceable if it attempted to prevent a worker from making a protected disclosure, i.e., whistleblowing.

However, we have heard calls for change and taken action. We have tabled an amendment to the Employment Rights Bill which will further limit the use of NDAs by voiding NDAs between employers and workers that prevent a worker from speaking out about relevant harassment and discrimination in the workplace. This will give millions of workers confidence that inappropriate behaviour in the workplace will not be hidden.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to the document entitled Implementing the Employment Rights Bill: Roadmap, published on 1 July 2025, whether his Department plans to publish a cost-benefit analysis of the phased implementation approach outlined in that document.

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 is available at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

This represents the best estimate for the likely impacts, given the current stage of policy development. We already intend to publish further analysis, both in the form of an Enactment Impact Assessment when the Bill secures Royal Assent and further assessments when we consult on proposed regulations, to meet our Better Regulation requirements

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 increase the uptake of statutory paternity leave.

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

The Government is committed to making life better for families. Through the Employment Rights Bill we are making Paternity Leave a ‘day one’ right, which will bring an extra 32,000 fathers and partners into scope of the entitlement. On the first of July we launched the Parental Leave Review, which presents a much-needed opportunity to consider our approach to the system of parental leave and pay. All current and upcoming parental leave and pay entitlements, including Paternity Leave and Pay, will be in scope.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what the planned (a) commencement and (b) implementation dates are for each substantive policy provision of the Employment Rights Bill.

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

On 1 July the Government published the Employment Rights Bill Implementation Roadmap. The Roadmap provides clarity for employers and workers on how and when Government will engage and consult on the detailed implementation of Bill measures once it becomes law, and when measures will take effect.

The Roadmap outlines several phases of commencement including following Royal Assent, in April 2026, in October 2026, and in 2027. As part of our Plan for Change we are working at pace to deliver on our commitment to Make Work Pay, engaging and consulting throughout to make sure we get the detail right.

Question to the Department for Business and Trade:

To ask His Majesty's Government what business representative bodies they have met to discuss the impact of the Employment Rights Bill, and whether they will publish the minutes of those meetings.

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

The Government has engaged and consulted with many business representative bodies across a wide variety of sectors on the Employment Rights Bill. The Government continues to be committed to publishing details of meetings between Ministers and external organisations. Further details of such meetings can be found in departmental transparency returns on gov.uk.

Found: ‘Good work’ and the Employment Rights Bill

Breaks at work should be uninterrupted and fully paid in all aspects of Employment.

Found: I would like the Government to add this to the Employment Rights Bill.

Found: Alongside the Employment Rights Bill and wider pledges to strengthen offshore workers’ rights, including

Found: operators on the pier to restaurant staff serving Welsh Lamb and wines on the seafront, the Employment Rights Bill

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

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

Found: The Employment Rights Bill is there to ensure those trusted relationships are protected for both the

Found: forces across the country which supports officer wellbeing. 2.157 We are also aware of the Employment Rights Bill

Found: Following the commencement of the Employment Rights Bill (the bill), the Fair Work Agency (FWA) will

Found: The resulting Employment Rights Bill, introduced on 10 October aims to tackle low pay, poor working

Found: The Employment Rights Bill seeks to restrict working practices that some consider to be unfair such

Found: The Employment Rights Bill seeks to restrict working practices that some consider to be unfair such

Found: Following the commencement of the Employment Rights Bill (the bill), the Fair Work Agency (FWA) will

Found: The resulting Employment Rights Bill, introduced on 10 October aims to tackle low pay, poor working

Found: Policy proposals by the UK Government, in the Employment Rights Bill (2024), would require large employers

Found: and Accounts 2024-25 • Alongside the Department for Business and Trade, introduced the Employment Rights Bill

Found: • Alongside the Department for Business and Trade, introduced the Employment Rights Bill which will

Found: • Alongside the Department for Business and Trade, introduced the Employment Rights Bill which will

Found: Supporting effective delivery of the Employment Rights Bill over the coming spending review period

Found: Supporting effective delivery of the Employment Rights Bill over the coming spending review period

Found: Supporting efective delivery of the Employment Rights Bill over the coming spending review period will

Found: equality data and analysis • socio-economic opportunity • race and ethnicity policy • Employment Rights Bill

Found: ) • equality data and analysis • socio-economic opportunity • race and ethnicity policy • Employment Rights Bill

Found: The Committee also discussed director succession planning, the Employment Rights Bill and a new job

Found: We have been clear, though our Employment Rights Bill and our published next steps to Make Work Pay,

Found: businesses for Vaping Products Duty and Vaping Duty Stamps scheme implementation of the Employment Rights Bill

Found: guidance-for-public-authorities 221 DBT (2024) https://www.gov.uk/government/publications/employment-rights-bill-factsheets

Found: forces across the country which supports officer wellbeing. 2.157 We are also aware of the Employment Rights Bill

Found: Policy proposals by the UK Government, in the Employment Rights Bill (2024), would require large employers

Found: Security, Asylum and Immigration Bill • Crime and Policing Bill • Data (Use and Access) Bill • Employment Rights Bill

Found: worked with the Department for Business and Trade and the Department for Transport on the Employment Rights Bill

Found: worked with the Department for Business and Trade and the Department for Transport on the Employment Rights Bill

Found: • The Data (Use and Access) Bill, and the Employment Rights Bill, introduced.

Found: Letter dated 01/08/2025 from Baroness Jones of Whitchurch to Peers regarding the Employment Rights Bill

Found: from Baroness Jones of Whitchurch to Lord Hunt of Wirral regarding issues raised during the Employment Rights Bill

Found: employment support for unpaid carers, as discussed during the Report stage (first day) of the Employment Rights Bill

Found: of harassment and discrimination, as discussed during the Report stage (first day) of the Employment Rights Bill

Found: and trade unions regarding protection against unfair dismissal as a day one right in the Employment Rights Bill

Found: and trade unions regarding protection against unfair dismissal as a day one right in the Employment Rights Bill

Found: transition into the Fair Work Agency, as discussed during the Committee stage (tenth day)of the Employment Rights Bill

Found: transition into the Fair Work Agency, as discussed during the Committee stage (tenth day)of the Employment Rights Bill

Found: I believe the Employment Rights Bill (“the ERB”) represents a comprehensive and progressive set of policies

Found: Murray of Blidworth regarding issues raised during the Committee Stage (tenth day) of the Employment Rights Bill

Found: does not apply to all premises, as discussed during the Committee Stage (tenth day) of the Employment Rights Bill

Found: clarification on the employment figures referenced during the Committee Stage (eleventh day) of the Employment Rights Bill

Found: representatives of workers 9 10 10 11 11 1111 12 14 14 17 17 18 18 19 20 21 22 23 24 22 23 23 24 The Employment Rights Bill

Found: Employment Rights Bill The immediate challenge for the team will be in responding to the Employment Rights

Found: guidance-for-public-authorities 221 DBT (2024) https://www.gov.uk/government/publications/employment-rights-bill-factsheets

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

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

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

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

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

Found: loss (in line with eligibility considerations currently taking place with regards to the Employment Rights Bill

Found: The minister spoke about the upcoming Employment Rights Bill and its progress.

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

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

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

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

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

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

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

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

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

Question

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

Answered by Arthur, Tom - Minister for Social Care and Mental Wellbeing

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

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

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

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

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

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

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

Question

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

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

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

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

Question

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

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

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

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

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

Found: The UK Employment Rights Bill

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

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

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

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

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

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

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

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

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

Found: WG response to HSC report on Employment Rights Bill

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

Found: 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