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

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

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

Found: —about the new Employment Rights Bill.

Found: Whilst we welcome the introduction of the Employment Rights Bill, we are disappointed that it is silent

Found: Correspondence from the Committee to the Secretary of State for Business and Trade regarding Employment Rights Bill

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

Found: the Government plan to estimate and meet social care costs arising from provisions in the Employment Rights Bill

Found: practices (will incorporate the Gangmasters & Labour Abuse Authority and other bodies) Employment Rights Bill

Found: It is also why we introduced the Employment Rights Bill, to ensure that security and dignity always

Found: Dr Tidball: Ironically, it was in the Employment Rights Bill debate.

Found: Dr Tidball: Ironically, it was in the Employment Rights Bill debate.

Found: Our overall view is that given the many provisions that are coming through in the Employment Rights Bill

Found: catastrophic, particularly given that recruits go live after seven or eight weeks, coupled with the Employment Rights Bill

Found: should-be-made-a-legal-right-in-the-post-pandemic-world/ In 2025: https://www.forbes.com/sites/thomasroulet/2024/10/05/labours-employment-rights-bill-and-the

Found: entered the House, so I am not quite sure what the distinction is if you compare that with the Employment Rights Bill

Found: I am pleased to see what the Government are doing with the Employment Rights Bill, but there is always

Found: Conservative Government took us to the right to request flexibility from day one, and the Employment Rights Bill

Found: Alice Arkwright: We welcome the changes suggested through the Employment Rights Bill in connection with

Found: Q34 Lord Hampton: Going back slightly, on current affairs, we have the new Employment Rights Bill going

Found: Streamlining regulations and reducing unnecessary bureaucracy (e.g. eliminating the GDPR and the Employment Rights Bill

Found: Q68 Rosie Duffield: What impact will the Employment Rights Bill have on the union’s ability to negotiate

Found: employer National Insurance Contributions (NICs), and anticipated reforms under the forthcoming Employment Rights Bill

Found: Session 2024–25 Number Title Reference 3rd Make Work Pay: Employment Rights Bill HC 370 2nd Priorities

Found: inquiry included examining the case for extending the bereavement leave measures in the Employment Rights Bill

Found: Since coming into power, the Government has made progress in bringing forward the Employment Rights Bill

Found: We are also currently engaging with the Employment Rights Bill and are broadly supportive of the provisions

Found: from Domestic Angels Franchising Limited relating to the Committee’s third report in to the Employment Rights Bill

Found: and Trade Committee By email 5 March 2025 Dear Mr Byrne Make Work Pay: Employment Rights Bill

Found: The Employment Rights Bill does not include any measures to strengthen employment rights for kinship

Question to the Department for Business and Trade:

To ask His Majesty's Government which status of public body they expect the new Fair Pay Agency to have.

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

Through the Employment Rights Bill, the Government is creating Fair Pay Agreements in the social care sector, and the Fair Work Agency to upgrade enforcement of employment rights.

The Fair Work Agency will be an executive agency of the Department for Business and Trade. This and further information on both the Fair Work Agency and Fair Pay Agreements is set out in the Employment Rights Bill factsheets available on gov.uk: https://www.gov.uk/government/publications/employment-rights-bill-factsheets.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, pursuant to the Answer of 31 March 2025 to Question 40580 on Trade Union Officials: Facilities Agreements, whether he plans to revoke the The Trade Union (Facility Time Publication Requirements) Regulations 2017 following the passage of the Employment Rights Bill.

Answered by Gareth Thomas - Parliamentary Under Secretary of State (Department for Business and Trade)

The Trade Union Facility Time Publication Requirements Regulations 2017 will be automatically revoked when section 13 of the Trade Union Act 2016 is repealed pursuant to clause 63 of the Government’s Employment Rights Bill, as they were made under powers included in that section.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will make an assessment of the potential impact of the Employment Rights Bill on the ability of councils to provide (a) regular refuse collections and (b) other core services.

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

The delivery of the Plan to Make Work Pay is a manifesto commitment. We will be engaging closely with local authorities as the policy develops and further detail on funding models will be provided in due course. We will consult extensively on the implementation of the legislation to ensure it works for workers and employers alike.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department plans to publish a timeline for the Fair Work Agency becoming fully operational.

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.

Implementation will occur in phases following Royal Assent to ensure a smooth and effective transition. We will provide more information on timings in due course.

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, if she will bring forward proposals for a furlough scheme for parents of chronically ill children.

Answered by James Murray - Exchequer Secretary (HM Treasury)

The Government recognises the important role parents and carers play in looking after disabled people and people with health conditions, including chronically ill children. Significant support is available to support disabled people and their families and carers, such as Disability Living Allowance for children worth up to £184.30 per week, and Carer’s Allowance worth up to £81.90 per week.

This Government is going further to give carers greater flexibility to work and increase their financial security by raising the Carer’s Allowance Weekly Earnings Limit to the equivalent of 16 hours at the National Living Wage from 6^th April 2025. This will be the largest increase to the earnings limit since Carer’s Allowance was introduced in 1976.

We are also strengthening the right to request flexible working arrangements through the Employment Rights Bill, enabling parents and carers to better balance work around their caring commitments.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, whether his Department assessed the reinstatement of the School Support Staff Negotiating Body against the requirement set out in the Approvals Process for the Creation of New Arm’s-Length Bodies that the creation of a new arms length body should only be considered as a last resort.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The Department for Education is currently working through the approval process to establish the School Support Staff Negotiating Body as an Arm’s Length Body, in parallel to the passage of the Employment Rights Bill. The completion of business cases as part of this process considers other viable delivery mechanisms and ensures there is a clear rationale for its creation.

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

To ask the Secretary of State for Housing, Communities and Local Government, pursuant to the Answer of 14 March 2025 to Question 36096 on MHCLG: Trade Union Officials, whether she plans to continue publishing this data following the passage of the Employment Rights Bill.

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

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

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 (a) business groups and (b) employer organisations on the potential impact of the level of efficiency of employment tribunals on SMEs.

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

We are committed to ensuring that Employment Tribunals operate effectively, ensuring workers have access to justice while minimising burdens on the majority of businesses which play by the rules.

As part of the development of the Employment Rights Bill, the Government has consulted with businesses extensively and further engagements (including on this topic) are planned.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what recent estimate his Department has made of the financial impact of Employment Tribunal delays on UK businesses.

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

We are committed to ensuring that Employment Tribunals operate effectively, ensuring workers have access to justice while minimising burdens on the majority of businesses which play by the rules.

As part of the development of the Employment Rights Bill, the Government has consulted with businesses extensively and further engagements (including on this topic) are planned.

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 (a) drivers employed by app companies, (b) couriers employed by app companies and (c) gig economy workers.

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

The impact of the Employment Rights Bill on those individuals will depend largely on their employment status. Individuals in the platform economy can be any status: employee, limb (b) worker, or self-employed, depending on the reality of the relationship between them and their employer.

The Employment Rights Bill, once implemented, will represent the biggest upgrade of workers’ rights in a generation. It will raise the minimum floor of employment rights, raise living standards across the country and level the playing field for those businesses who are engaged in good practices.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment his Department has made of the potential merits of four-day working weeks.

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

While the government continues to monitor the impact of flexible working, it has made no assessment of the four-day week specifically. Additionally, the government has no plans to mandate a four-day week, however, through the Employment Rights Bill we are giving employees better access to flexible working arrangements, where reasonably feasible. Not all businesses will be able to offer all forms of flexible working, and not all arrangements will suit all employees equally. We want to create a framework that encourages employers and employees to explore options for flexible working arrangements that suit both parties.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment his Department has made of the potential impact of companies closing and subsequently setting up a new similar company, with the result of (a) job losses, (b) workplace bullying and (c) changes to working conditions on employees’ rights.

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

The Economic Crime and Corporate Transparency Act 2023 introduced new measures to help combat ‘phoenixing’ - when a director dissolves a company to avoid debts or other responsibilities, to then set up another similar company. The accompanying impact assessment provides the government’s assessment of the evidence relating to this practice. Alongside this, the Employment Rights Bill is delivering the biggest upgrade to workers rights and protections in a generation, including strengthening collective redundancy rights and ending unscrupulous practices of fire and rehire.

Question to the Department for Transport:

To ask the Secretary of State for Transport, what assessment she has made of the adequacy of seafarers' welfare, in the context of roster patterns.

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

The Government is committed to strengthening workers’ rights at sea, which is why as part of the Employment Rights Bill we are introducing powers for Ministers to create a legally-binding Seafarers’ Charter. This will protect and improve seafarer working conditions, including by addressing seafarer fatigue.

We will continue to work with like-minded states and through international forums to raise international standards for seafarer welfare.

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

To ask the Secretary of State for Environment, Food and Rural Affairs, whether their Department offers its staff shared parental leave from their first working day.

Answered by Daniel Zeichner - Minister of State (Department for Environment, Food and Rural Affairs)

No. The Civil Service Management Code sets out 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 Cabinet Office:

To ask the Minister for the Cabinet Office, pursuant to the Answer of 11 February 2025 to Question 29005 on Risk Assessment, whether the National Security Risk Assessment on industrial action has changed in light of the expected (a) repeal of the Trade Union Act 2016 and (b) the passage of the Employment Rights Bill.

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

All risks in 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 and to reflect the risk landscape. The National Risk Register, which reflects the NSRA, was last updated in January 2025 and will be updated regularly to reflect changes to the risk landscape.

Question to the Department for Business and Trade:

To ask His Majesty's Government what responses they received to questions on transparency and large employers publishing their family-related leave and pay policies following their consultation on the ‘Good Work Plan: Proposals to support families’; and how have they responded to the outcomes of the consultation regarding these questions.

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

The consultation on publication of parental leave and pay policies was undertaken by the previous government.

This government is committed to supporting working families. The Employment Rights Bill will make the right to request flexible working the default, make Paternity and Parental Leave Day one rights, and will require large employers to produce equality action plans, amongst other measures.

As a result, we do not believe that requiring businesses to publish their family-related leave and pay policies is necessary at this time.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, if he will take steps to introduce a feedback mechanism for small-to-medium sized businesses to report issues relating to the (a) National Procurement Policy Statement procurement criteria and (b) obligations for employers in the Employment Rights Bill.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The National Procurement Policy Statement supports Small and Medium-sized Enterprises (SMEs) and Voluntary, Community and Social Enterprise (VCSEs), giving them greater opportunities to win public contracts by instructing contracting authorities to maximise their spend with these organisations.

We are clear that we want public contracts to deliver value for money in procurement through stronger expectations around commercial capability and contract management. The NPPS asks contracting authorities to ensure they have the appropriate procurement and contract management skills and capability necessary to deliver public contracts and encourages the use of collaborative procurement frameworks, where appropriate, to deliver value for money. To support this, a new online register of commercial agreements will increase visibility of frameworks and fees, curbing excessive profits.

The Cabinet Office undertook a programme of stakeholder engagement to inform the development of the NPPS. This included an online survey which received over 436 responses and a series of roundtables with key stakeholders from contracting authorities, businesses and civil society. I have met with the Federation of Small Businesses, Enterprise Nation and a large number of SMEs across various sectors to discuss how the government can continue to break down barriers to procurement opportunities through the new procurement regime, supporting jobs and growth across the country.

To support implementation of the Procurement Act, the Government has provided a programme of free training to procurement teams on its provisions and flexibilities. Additionally, the Government hosted a series of supplier webinars and published instructional videos and user-manuals, aimed specifically for suppliers, to help them understand the key changes including how to use the new central digital platform - working with trade associations and other business representative organisations to help distribute the materials.

The Department for Business and Trade leads on the Employment Rights Bill. Impact assessments undertaken for the Employment Rights Bill can be found at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, what assessment he has made with Cabinet colleagues on the potential impact of the (a) updated National Procurement Policy Statement and (b) Employment Rights Bill on the capacity of small and medium enterprises to (i) bid for and (ii) undertake public contracts.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The National Procurement Policy Statement supports Small and Medium-sized Enterprises (SMEs) and Voluntary, Community and Social Enterprise (VCSEs), giving them greater opportunities to win public contracts by instructing contracting authorities to maximise their spend with these organisations.

We are clear that we want public contracts to deliver value for money in procurement through stronger expectations around commercial capability and contract management. The NPPS asks contracting authorities to ensure they have the appropriate procurement and contract management skills and capability necessary to deliver public contracts and encourages the use of collaborative procurement frameworks, where appropriate, to deliver value for money. To support this, a new online register of commercial agreements will increase visibility of frameworks and fees, curbing excessive profits.

The Cabinet Office undertook a programme of stakeholder engagement to inform the development of the NPPS. This included an online survey which received over 436 responses and a series of roundtables with key stakeholders from contracting authorities, businesses and civil society. I have met with the Federation of Small Businesses, Enterprise Nation and a large number of SMEs across various sectors to discuss how the government can continue to break down barriers to procurement opportunities through the new procurement regime, supporting jobs and growth across the country.

To support implementation of the Procurement Act, the Government has provided a programme of free training to procurement teams on its provisions and flexibilities. Additionally, the Government hosted a series of supplier webinars and published instructional videos and user-manuals, aimed specifically for suppliers, to help them understand the key changes including how to use the new central digital platform - working with trade associations and other business representative organisations to help distribute the materials.

The Department for Business and Trade leads on the Employment Rights Bill. Impact assessments undertaken for the Employment Rights Bill can be found at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to the National Procurement Policy Statement on 13 February 2025, what discussions his Department has had with representatives of small-to-medium sized enterprises on the potential impact of the (a) National Procurement Policy Statement and (b) Employment Rights Bill on the administration of businesses.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The National Procurement Policy Statement supports Small and Medium-sized Enterprises (SMEs) and Voluntary, Community and Social Enterprise (VCSEs), giving them greater opportunities to win public contracts by instructing contracting authorities to maximise their spend with these organisations.

We are clear that we want public contracts to deliver value for money in procurement through stronger expectations around commercial capability and contract management. The NPPS asks contracting authorities to ensure they have the appropriate procurement and contract management skills and capability necessary to deliver public contracts and encourages the use of collaborative procurement frameworks, where appropriate, to deliver value for money. To support this, a new online register of commercial agreements will increase visibility of frameworks and fees, curbing excessive profits.

The Cabinet Office undertook a programme of stakeholder engagement to inform the development of the NPPS. This included an online survey which received over 436 responses and a series of roundtables with key stakeholders from contracting authorities, businesses and civil society. I have met with the Federation of Small Businesses, Enterprise Nation and a large number of SMEs across various sectors to discuss how the government can continue to break down barriers to procurement opportunities through the new procurement regime, supporting jobs and growth across the country.

To support implementation of the Procurement Act, the Government has provided a programme of free training to procurement teams on its provisions and flexibilities. Additionally, the Government hosted a series of supplier webinars and published instructional videos and user-manuals, aimed specifically for suppliers, to help them understand the key changes including how to use the new central digital platform - working with trade associations and other business representative organisations to help distribute the materials.

The Department for Business and Trade leads on the Employment Rights Bill. Impact assessments undertaken for the Employment Rights Bill can be found at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to the National Procurement Policy Statement, published on 13 February 2025, what estimate he has made of the cost for contracting authorities of implementing (a) that Statement and (b) the Employment Rights Bill.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The National Procurement Policy Statement (NPPS) sets out our vision for public procurement unlocking the full potential of the £400 billion spent annually on public procurement to drive sustainable economic growth and maximise social value to support mission delivery. We are clear that we want public contracts to deliver value for money in procurement through stronger expectations around commercial capability and contract management. The NPPS asks contracting authorities to ensure they have the appropriate procurement and contract management skills and capability necessary to deliver public contracts and encourages the use of collaborative procurement frameworks, where appropriate, to deliver value for money. To support this, a new online register of commercial agreements will increase visibility of frameworks and fees, curbing excessive profits.

The Cabinet Office undertook a programme of stakeholder engagement to inform the development of the NPPS. This included an online survey which received over 436 responses and a series of roundtables with key stakeholders from contracting authorities, small businesses and civil society. We have also met with the Federation of Small Businesses, Enterprise Nation and a large number of SMEs across various sectors to discuss how the government can continue to break down barriers to procurement opportunities through the new procurement regime, supporting jobs and growth across the country. Contracting authorities are best placed to determine how the strategic priorities set out in the NPPS can be incorporated into their overall procurement strategies and individual public contracts.

An Impact Assessment in relation to the Procurement Act was published in May 2022 and can be found at: https://bills.parliament.uk/publications/46429/documents/1767.

The Department for Business and Trade leads on the Employment Rights Bill. Guidance will be issued as appropriate in due course. Impact assessments undertaken for the Employment Rights Bill can be found at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to the National Procurement Policy Statement, published on 13 February 2025, what assessment he has made of the potential impact of (a) that Statement and (b) the Employment Rights Bill on public sector procurement timelines.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The National Procurement Policy Statement (NPPS) sets out our vision for public procurement unlocking the full potential of the £400 billion spent annually on public procurement to drive sustainable economic growth and maximise social value to support mission delivery. We are clear that we want public contracts to deliver value for money in procurement through stronger expectations around commercial capability and contract management. The NPPS asks contracting authorities to ensure they have the appropriate procurement and contract management skills and capability necessary to deliver public contracts and encourages the use of collaborative procurement frameworks, where appropriate, to deliver value for money. To support this, a new online register of commercial agreements will increase visibility of frameworks and fees, curbing excessive profits.

The Cabinet Office undertook a programme of stakeholder engagement to inform the development of the NPPS. This included an online survey which received over 436 responses and a series of roundtables with key stakeholders from contracting authorities, small businesses and civil society. We have also met with the Federation of Small Businesses, Enterprise Nation and a large number of SMEs across various sectors to discuss how the government can continue to break down barriers to procurement opportunities through the new procurement regime, supporting jobs and growth across the country. Contracting authorities are best placed to determine how the strategic priorities set out in the NPPS can be incorporated into their overall procurement strategies and individual public contracts.

An Impact Assessment in relation to the Procurement Act was published in May 2022 and can be found at: https://bills.parliament.uk/publications/46429/documents/1767.

The Department for Business and Trade leads on the Employment Rights Bill. Guidance will be issued as appropriate in due course. Impact assessments undertaken for the Employment Rights Bill can be found at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to the National Procurement Policy Statement, published on 13 February 2025, what guidance he has issued to contracting authorities on the (a) National Procurement Policy Statement’s procurement priorities and (b) Employment Rights Bill's mandate for statutory probation periods.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The National Procurement Policy Statement (NPPS) sets out our vision for public procurement unlocking the full potential of the £400 billion spent annually on public procurement to drive sustainable economic growth and maximise social value to support mission delivery. We are clear that we want public contracts to deliver value for money in procurement through stronger expectations around commercial capability and contract management. The NPPS asks contracting authorities to ensure they have the appropriate procurement and contract management skills and capability necessary to deliver public contracts and encourages the use of collaborative procurement frameworks, where appropriate, to deliver value for money. To support this, a new online register of commercial agreements will increase visibility of frameworks and fees, curbing excessive profits.

The Cabinet Office undertook a programme of stakeholder engagement to inform the development of the NPPS. This included an online survey which received over 436 responses and a series of roundtables with key stakeholders from contracting authorities, small businesses and civil society. We have also met with the Federation of Small Businesses, Enterprise Nation and a large number of SMEs across various sectors to discuss how the government can continue to break down barriers to procurement opportunities through the new procurement regime, supporting jobs and growth across the country. Contracting authorities are best placed to determine how the strategic priorities set out in the NPPS can be incorporated into their overall procurement strategies and individual public contracts.

An Impact Assessment in relation to the Procurement Act was published in May 2022 and can be found at: https://bills.parliament.uk/publications/46429/documents/1767.

The Department for Business and Trade leads on the Employment Rights Bill. Guidance will be issued as appropriate in due course. Impact assessments undertaken for the Employment Rights Bill can be found at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to the National Procurement Policy Statement, published on 13 February 2025, what steps he is taking to ensure that enhanced procurement obligations do not increase public spending.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The National Procurement Policy Statement (NPPS) sets out our vision for public procurement unlocking the full potential of the £400 billion spent annually on public procurement to drive sustainable economic growth and maximise social value to support mission delivery. We are clear that we want public contracts to deliver value for money in procurement through stronger expectations around commercial capability and contract management. The NPPS asks contracting authorities to ensure they have the appropriate procurement and contract management skills and capability necessary to deliver public contracts and encourages the use of collaborative procurement frameworks, where appropriate, to deliver value for money. To support this, a new online register of commercial agreements will increase visibility of frameworks and fees, curbing excessive profits.

The Cabinet Office undertook a programme of stakeholder engagement to inform the development of the NPPS. This included an online survey which received over 436 responses and a series of roundtables with key stakeholders from contracting authorities, small businesses and civil society. We have also met with the Federation of Small Businesses, Enterprise Nation and a large number of SMEs across various sectors to discuss how the government can continue to break down barriers to procurement opportunities through the new procurement regime, supporting jobs and growth across the country. Contracting authorities are best placed to determine how the strategic priorities set out in the NPPS can be incorporated into their overall procurement strategies and individual public contracts.

An Impact Assessment in relation to the Procurement Act was published in May 2022 and can be found at: https://bills.parliament.uk/publications/46429/documents/1767.

The Department for Business and Trade leads on the Employment Rights Bill. Guidance will be issued as appropriate in due course. Impact assessments undertaken for the Employment Rights Bill can be found at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to the National Procurement Policy Statement, published on 13 February 2025, what steps he is taking to monitor the potential impact of the (a) National Procurement Policy Statement and (b) Employment Rights Bill on small-to-medium-sized business participation in public procurement.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The National Procurement Policy Statement supports Small and Medium-sized Enterprises (SMEs) and Voluntary, Community and Social Enterprise (VCSEs), giving them greater opportunities to win public contracts by instructing contracting authorities to maximise their spend with these organisations. As part of this I have met with the Federation of Small Businesses, Enterprise Nation and a large number of SMEs across various sectors to discuss how the government can continue to break down barriers to procurement opportunities through the new procurement regime, supporting jobs and growth across the country.

To support implementation of the NPPS in central government, we have announced new rules requiring all government departments and their executive agencies and non-departmental public bodies to set three-year targets for direct spend with SMEs from 1 April 2025, and from 1 April 2026 for VCSEs, and publish progress annually. This will drive greater transparency and accountability for increasing numbers of SMEs and VCSEs delivering public contracts, supporting local economic growth and innovation and creating jobs in local communities up and down the country.

To support implementation of the Procurement Act, the Government has provided a programme of free training to procurement teams on its provisions and flexibilities. Additionally, the Government hosted a series of supplier webinars and published instructional videos and user-manuals, aimed specifically for suppliers, to help them understand the key changes including how to use the new central digital platform - working with trade associations and other business representative organisations to help distribute the materials.

The Department for Business and Trade leads on the Employment Rights Bill. Impact assessments undertaken for the Employment Rights Bill can be found at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to the National Procurement Policy Statement published on 13 February 2025, what steps the Government has taken to support small-to-medium-sized businesses to adapt to new procurement processes.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

The National Procurement Policy Statement supports Small and Medium-sized Enterprises (SMEs) and Voluntary, Community and Social Enterprise (VCSEs), giving them greater opportunities to win public contracts by instructing contracting authorities to maximise their spend with these organisations. As part of this I have met with the Federation of Small Businesses, Enterprise Nation and a large number of SMEs across various sectors to discuss how the government can continue to break down barriers to procurement opportunities through the new procurement regime, supporting jobs and growth across the country.

To support implementation of the NPPS in central government, we have announced new rules requiring all government departments and their executive agencies and non-departmental public bodies to set three-year targets for direct spend with SMEs from 1 April 2025, and from 1 April 2026 for VCSEs, and publish progress annually. This will drive greater transparency and accountability for increasing numbers of SMEs and VCSEs delivering public contracts, supporting local economic growth and innovation and creating jobs in local communities up and down the country.

To support implementation of the Procurement Act, the Government has provided a programme of free training to procurement teams on its provisions and flexibilities. Additionally, the Government hosted a series of supplier webinars and published instructional videos and user-manuals, aimed specifically for suppliers, to help them understand the key changes including how to use the new central digital platform - working with trade associations and other business representative organisations to help distribute the materials.

The Department for Business and Trade leads on the Employment Rights Bill. Impact assessments undertaken for the Employment Rights Bill can be found at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

Question to the Department for Education:

To ask the Secretary of State for Education, what recent assessment she has made of the adequacy of the (a) pay and (b) other conditions of teaching assistants in schools.

Answered by Catherine McKinnell - Minister of State (Education)

Teaching assistants play a vital role in children’s education.

Most school support staff, including teaching assistants, are currently employed on National Joint Council (NJC) for local government services pay and conditions. The NJC is a negotiating body made up of representatives from trade unions and local government employers. Local government employees covered by the NJC for local government services pay and conditions were offered a flat cash uplift of £1,290 from 1 April 2024. In October 2024 an agreement was reached on the 2024/25 pay award for these employees, which covers the period 1 April 2024 to 31 March 2025.

This government values and recognises the professionalism of the entire school workforce, which is why the department is reinstating the School Support Staff Negotiating Body (SSSNB) through the Employment Rights Bill, introduced in Parliament on 10 October 2024.

The SSSNB will mean that employers and employee representatives come together to negotiate terms and conditions, and pay for school support staff, to ensure that support staff are properly recognised and rewarded for the work they do. The SSSNB will also be tasked with establishing a national terms and conditions handbook and advising on suitable training and career progression routes that recognise the varied and vital roles support staff undertake.

The SSSNB will give a voice to support staff, who make up roughly half of the school workforce, but are currently employed on terms and conditions negotiated by a wider framework for local government employees rather than a school specific body.

It will help address the recruitment and retention challenges state-funded schools are facing for support staff. This in turn will support work to drive high and rising standards in schools and ensure we give children the best possible life chances.

Question to the Department for Education:

To ask the Secretary of State for Education, what steps her Department plans to take to increase (a) salaries for and (b) retention of teaching assistants in Devon.

Answered by Catherine McKinnell - Minister of State (Education)

This government values and recognises the professionalism of the entire school workforce, which is why we are reinstating the School Support Staff Negotiating Body (SSSNB) through the Employment Rights Bill, introduced in Parliament on 10 October 2024.

The SSSNB will mean that employers and employee representatives come together to negotiate terms and conditions and pay for school support staff, to ensure that support staff are properly recognised and rewarded for the work they do. The SSSNB will also be tasked with establishing a national terms and conditions handbook and advising on suitable training and career progression routes that recognise the varied and vital roles support staff undertake.

The SSSNB will help address the recruitment and retention challenges state-funded schools are facing for support staff. This in turn will support work to drive high and rising standards in schools and ensure we give children the best possible life chances.

To support schools with overall costs, this government committed to providing almost £1.1 billion in additional funding in the 2024/25 financial year. Further to this, at the Autumn Budget 2024 the government announced an additional £2.3 billion for mainstream schools and children and young people with high needs for 2025/26, compared to 2024/25.

Most school support staff, including teaching assistants, are currently employed on National Joint Council (NJC) for local government services pay and conditions. The NJC is a negotiating body made up of representatives from trade unions and local government employers. Local government employees covered by the NJC for local government services pay and conditions were offered a flat cash uplift of £1,290 from 1 April 2024. In October 2024 an agreement was reached on the 2024/25 pay award for these employees, which covers the period 1 April 2024 to 31 March 2025.

Teaching assistants (TAs) play a vital role in children’s education. There are 282,925 full-time equivalent TAs in state-funded schools in England – up by approximately 1,800 since last year. The number of TAs has increased year on year since 2017/18.

Question to the Department for Education:

To ask the Secretary of State for Education, if she will provide wage support to the lowest paid teaching (a) staff and (b) assistants in SEND schools in Devon.

Answered by Catherine McKinnell - Minister of State (Education)

This government values and recognises the professionalism of the entire school workforce, which is why we are reinstating the School Support Staff Negotiating Body (SSSNB) through the Employment Rights Bill, introduced in Parliament on 10 October 2024.

The SSSNB will mean that employers and employee representatives come together to negotiate terms and conditions and pay for school support staff, to ensure that support staff are properly recognised and rewarded for the work they do. The SSSNB will also be tasked with establishing a national terms and conditions handbook and advising on suitable training and career progression routes that recognise the varied and vital roles support staff undertake.

The SSSNB will help address the recruitment and retention challenges state-funded schools are facing for support staff. This in turn will support work to drive high and rising standards in schools and ensure we give children the best possible life chances.

To support schools with overall costs, this government committed to providing almost £1.1 billion in additional funding in the 2024/25 financial year. Further to this, at the Autumn Budget 2024 the government announced an additional £2.3 billion for mainstream schools and children and young people with high needs for 2025/26, compared to 2024/25.

Most school support staff, including teaching assistants, are currently employed on National Joint Council (NJC) for local government services pay and conditions. The NJC is a negotiating body made up of representatives from trade unions and local government employers. Local government employees covered by the NJC for local government services pay and conditions were offered a flat cash uplift of £1,290 from 1 April 2024. In October 2024 an agreement was reached on the 2024/25 pay award for these employees, which covers the period 1 April 2024 to 31 March 2025.

Teaching assistants (TAs) play a vital role in children’s education. There are 282,925 full-time equivalent TAs in state-funded schools in England – up by approximately 1,800 since last year. The number of TAs has increased year on year since 2017/18.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to the planned Right to Switch Off, what plans he has for the application of this policy (a) on fallow days for employees, (b) during office hours on Mondays to Fridays for people who work (i) standard working patterns, (ii) part-time and (iii) compressed hours and (c) for people who work four-day weeks on full-pay.

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

In “Next Steps to Make Work Pay” the Government said it would deliver the right to switch off through a Statutory Code of Practice, rather than through the Employment Rights Bill.

A Code of Practice sets out guidelines for employers to follow. A failure to comply with a code of practice can be taken into account by an Employment Tribunal. We are developing the content of a draft Code with key stakeholders including both business representative groups and trade unions. In due course, that draft Code will be subject to a full formal consultation process.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what estimate he has made of the potential cost to the public purse for establishing the Fair Work Agency.

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

The Employment Rights Bill is the first phase of delivering our plan to Make Work Pay, supporting employers, workers, and unions to get Britain moving forward.

Establishing the Fair Work Agency will create a strong, recognisable single brand so individuals know where to go for help and lead to a more effective use of resources

We are committed to ensuring that the Fair Work Agency is established on a sound financial footing and operates effectively in fulfilling its mandate. We will set out details about the approach we will take to implementation and annual costs in due course.

Question

To ask the Minister for Women and Equalities, what steps she is taking with Cabinet colleagues to help women re-enter the workforce.

Answered by Bridget Phillipson - Minister for Women and Equalities

The Government is committed to tackling the challenges women face in the labour market, whether they want to find a job, return to work, or progress in-work. We are driving this forward through the support measures in the Employment Rights Bill, Make Work Pay and the Get Britain Working White Paper. We are making flexible learning a Day One right, opening up access to childcare with £8 billion investment to roll out further free hours, and tackling the gender pay gap to ensure women are paid fairly.

Question to the Cabinet Office:

To ask His Majesty's Government which government departments currently employ people on zero-hour contracts.

Answered by Baroness Anderson of Stoke-on-Trent - Baroness in Waiting (HM Household) (Whip)

The number of (a) civil servants and (b) contractors employed on zero hour contracts is not held centrally by the Cabinet Office.

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

The flexibility offered by zero hours contracts, zero hour arrangements and low hour contracts can benefit both workers and employers, but without proper safeguards this flexibility can become one-sided, with workers bearing all the financial risk. The Government’s Employment Rights Bill will end one-sided flexibility, ensuring that jobs provide a baseline of security and predictability so workers can better plan their lives and finances. We will consult extensively on the implementation of the legislation to ensure it works for workers and employers alike, and anticipate this meaning the majority of reforms will take effect no earlier than 2026. Government understands that adjusting to these new reforms will take time and is committed to ensuring that all stakeholders receive appropriate time to prepare for these changes ahead of their commencement.

Found: Employment Rights Bill: Bill 81 of 2024-25

Found: The 2024 King’s Speech and accompanying memorandum included 40 new bills, including the Employment Rights Bill

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

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

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

Found: The Government’s Employment Rights Bill, which is currently making its way through Parliament, was introduced

Found: On top of this the Employment Rights Bill, a key pillar in the Plan to Make Work Pay, will release an

Found: The uplift sits alongside the Employment Rights Bill, the most significant upgrade to workers’ rights

Found: On top of this the Employment Rights Bill, a key pillar in the Plan to Make Work Pay, will release an

Found: This includes through the Employment Rights Bill which will strengthen workers’ rights protections, including

Found: Directors, Chartered Institute of Personnel and Development To discuss unfair dismissal and the Employment Rights Bill

Found: • Making work pay – increasing the National Living Wage and introducing our Employment Rights Bill

Found: • Making work pay – increasing the National Living Wage and introducing our Employment Rights Bill

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

Found: We have written some rules called the Employment Rights Bill.

Found: Other measures to strengthen equality protections and requirements are included in the Employment Rights Bill

Found: Law Other measures to strengthen equality protections and requirements are included in the Employment Rights Bill

Found: Bill which prepared the way for the first commercial spaceflight from UK soil Supporting the Employment Rights Bill

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

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

Question

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

Answered by Arthur, Tom - Minister for Employment and Investment

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

Question

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Question

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

Answered by Minister for Children and Social Care

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

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

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

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

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

Question

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

Answered by Minister for Culture, Skills and Social Partnership

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

Question

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

Answered by Minister for Social Partnership

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