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: 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

Found: This preventative duty also looks likely to be strengthened by the Employment Rights Bill, which asks

Found: Jess Asato MP has taken up this suggestion and tabled an amendment to the Employment Rights Bill.

Found: This could be achieved through an amendment to the Employment Rights Bill, requiring employers to: 

Found: current Parliamentary consideration of the employers’ statutory obligations, i.e., debates on Employment Rights Bill

Found: Public Bill Committee Resolved, That the Committee appoint Members to the Employment Rights Bill Committee

Found: strengthen SSP, and we are delivering important changes to the SSP system as part of the Employment Rights Bill

Found: increases in National Insurance contributions, the introduction of Fair Pay Agreements, and the Employment Rights Bill

Found: However, we feel that these days a lot of the talk is around the Employment Rights Bill rather than

Found: strengthen SSP, and we are delivering important changes to the SSP system as part of the Employment Rights Bill

Found: It is really important and maybe something to be thinking about in terms of the Employment Rights Bill

Found: You will have seen reports that the right to disconnect is possibly being dropped from the Employment Rights Bill

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.

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

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

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

All staff working for the department and its arm’s length bodies are entitled to paternity leave, subject to qualifying service, which varies between organisations.

Some staff could qualify for statutory paternity leave on their first day of service with their department because they already have qualifying service with another Civil Service organisation, or because their organisation offers it on day 1.

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

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether she has had discussions with the Secretary of State for Business and Trade on the potential impact of the Employment Rights Bill on employment rates in (a) Fylde and (b) Lancashire.

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

As part of the Government’s ambition to achieve an 80% employment rate, the Employment Rights Bill will make work more secure, boost wages, and help working people thrive.

In Fylde, our Jobcentre Employer and Partnership Teams work with a range of employers and partners to enhance the skills and employment support available locally. An example of this includes working closely with local employers, partners and providers to hold job fairs and events to support recruitments and supporting customers into sustainable employment.

The Jobcentre also collaborates with the Local Authority, as well as other government departments and further education providers to improve employment opportunities for the people of Lancashire.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the statement by the British Retail Consortium that 160,000 part-time retail jobs may be at risk as a result of regulatory changes and increased employer costs.

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

The Government is creating a fairer business rate system and transforming the apprenticeship levy to support business and boost opportunities.

Delivering on our plan to Make Work Pay is a core part of the Government's Plan for Change, supporting the mission to grow the economy, raise living standards and create opportunities for all. The Department has published a set of Impact Assessments that provide a comprehensive analysis on the potential impact of the Employment Rights Bill. This analysis includes consideration of increases in labour costs for businesses and the subsequent effects. This analysis is available at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

Question to the Department for Science, Innovation & Technology:

To ask the Secretary of State for Science, Innovation and Technology, what steps he is taking to support the technology industry in adopting data-led practices to improve diversity in the sector; and whether the Department plans to support an industry diversity accreditation scheme.

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

The Government is committed to promoting diversity in the tech sector and is doing so in a number of ways. DSIT is supporting the Tech Future Taskforce on Social Mobility, which includes helping companies to collect and act upon data to promote tech workforce diversity. As committed in the AI Opportunities Action Plan, DfE and DSIT will collaborate with industry to publish a plan to improve the diversity of the AI talent pool.

More widely, the Employment Rights Bill and Equality (Race and Disability) Bill will strengthen reporting and action on gender, race and disability by large companies, which includes tech companies.

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 prevalence of the use of fire and rehire practices in higher education in England; and what steps he plans to take to address it.

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

The Government has published a comprehensive package of analysis on the impact of the Employment Rights Bill including an impact assessment of the Bill’s measure to end the unscrupulous use of fire and rehire. The evidence on the prevalence of the practice of fire and rehire is limited, however. Department for Business and Trade analysis suggests that <1% of employers might engage in the practice each year.

We are strengthening the law in this area to make it clear that the unscrupulous use of fire and rehire and fire and replace are not acceptable and will be an automatically unfair dismissal.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what assessment she has made of the potential impact of changing the replacement rate to the Statutory Sick Pay lower earnings limit on people on this limit.

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

The Department undertook a Regulatory Impact Assessment covering the measures in the Employment Rights Bill to strengthen Statutory Sick Pay: removing the Lower Earnings Limit and the waiting period. This can be found here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, if she will make an assessment of the potential impact of increasing the rate of statutory sick pay on financial costs for small businesses.

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

The Department undertook a Regulatory Impact Assessment covering the measures in the Employment Rights Bill to strengthen Statutory Sick Pay: removing the Lower Earnings Limit and the waiting period. This can be found here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments. The Regulatory Impact Assessment estimates that small and micro businesses pay around 60% of the annual SSP cost to employer.

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 regulatory requirements for small and medium-sized enterprises.

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

On Monday 21 October, the Government published 24 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Bill. These Impact Assessments are available at the following link: http://www.gov.uk/guidance/employment-rights-bill-impact-assessments. As per our Better Regulation requirements, each Impact Assessment includes a small, medium and micro business assessment, which discuss the potential impacts of the Employment Rights Bill.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he plans to allow businesses to retain the ability to offer zero-hours contracts where that is in the interests of employees.

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

The Employment Rights Bill seeks to end exploitative zero hours contracts, ensuring that all jobs provide a baseline of security and predictability so workers can better plan their lives and finances. We recognise that some workers need and value the flexibility that a zero hours contract can provide.

Under the Bill, those who are offered guaranteed hours will be able to turn these down and remain on their current contract or arrangement if they wish.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he is taking steps to (a) strengthen the right to flexible working for people with neuro-disabilities and (b) make it the default position for all employers to offer reasonable adjustments for people with (i) cerebral palsy and (ii) other neuro-disabilities.

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

The Employment Rights Bill contains measures to make flexible working the default for all employees, except where it is not reasonably feasible.

A job applicant or employee with cerebral palsy will almost certainly meet the Equality Act 2010's definition of disability, which is a physical or mental impairment that has a substantial and long-term adverse effect on the person's ability to carry out normal day-to-day activities. As such, the law will already have the "default" position that an employer must make reasonable adjustments for that person, provided that they are aware that the person has the condition, in the case of job applicants. In the case of neuro-diverse people, it is appropriate for employers to use the definition set out above, to make decisions on the need for reasonable adjustments.

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 implications for his policies on workers rights of the British Hair Consortium’s report entitled Securing the future of UK hairdressing and beauty: The economic, fiscal & societal case for VAT reform, published in February 2025.

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

The industry plays an important economic and social role across the UK, which is why we are creating a fairer business rates system, increasing the Employment Allowance and transforming the apprenticeship levy.

We are committed to tackling false self-employment and will investigate evidence suggesting businesses have misclassified individuals for tax purposes. The Employment Rights Bill will make widescale changes to employment law that will support growth in the UK, bringing greater security at work, greater pay, better staff retention, making jobs more secure and supporting women in work in every stage of life.

Question to the Department for Work and Pensions:

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

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

No one should be forced to choose between their health and financial hardship. Through the Employment Rights Bill we are strengthening Statutory Sick Pay. Up to 1.3 million low-paid employees will now be entitled to Statutory Sick Pay and all eligible employees will be paid from the first day of sickness absence irrespective of their income, benefiting millions of employees.

While the Department has not assessed the adequacy of the rate of Statutory Sick Pay, a Regulatory Impact Assessment and an Equality Impact Assessment of the Statutory Sick Pay measures in the Employment Rights Bill have been undertaken.

The existing rate of Statutory Sick Pay is designed to balance providing support for employees, whilst helping to manage the costs to employers.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, whether he plans to establish a full investigation into exploitation within social care.

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

We have seen unacceptable increases in unethical practices and exploitation in the adult social care sector. The Government is delivering legislation to improve employment rights, and the Fair Work Agency in the Employment Rights Bill will bring together existing state enforcement functions and, over time, take on enforcement of a wider range of employment rights.

The Department also continues to work closely with regulators, local authorities, other departments, and enforcement bodies to share concerns and intelligence about illegal or unethical practices in adult social care. The Gangmasters and Labour Abuse Authority investigates reports of worker exploitation and illegal activity, such as human trafficking, modern slavery, forced labour, as well as offences under the National Minimum Wage Act, working with HM Revenue and Customs, and the Employment Agencies Acts, working with the Employment Agency Standards Inspectorate. The Home Office has also begun delivery of new measures, meaning that any business employing overseas workers found guilty of serious employment law breaches, such as failing to comply with National Minimum Wage, will have action taken against them, up to and including having their visa sponsorship licences refused or revoked.

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps she is taking with Cabinet colleagues to help support working age non-graduates find permanent employment.

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

The Get Britain Working White Paper set out Governments ambition to reduce economic inactivity and increase the number of people in work.

Key proposals include:

• Creating a new jobs and careers service to support more people into work and help them progress in their careers.
• Introducing a Youth Guarantee for all 18-21 year olds in England, ensuring they have access to education, training, or help to find work.
• Developing local Get Britain Working plans to tackle economic inactivity at a local level, led by Mayors and local areas.
• Launching the Keep Britain Working review, an independent review into the role of UK employers in reducing health-related inactivity and promoting healthy and inclusive workplaces.
• Reforming health and disability benefits to support people who can work to remain in or start employment.

In addition, more pre-employment training courses are being made available to benefit claimants through an expansion of DWP’s Sector-based Work Academy Programmes (SWAPs). (Up from 80,000 a year in 2021/22 to 2024/25, to 100,000 a year from 2025/26.)

SWAPs offer certain participants in England and Scotland the opportunity of training towards a job in a particular industry, alongside a work placement and a guaranteed interview.

We have set out plans to overhaul our support for employers by hosting summits with representatives across sectors crucial to growth, serving employers through a dedicated team, providing an account manager for employers and commissioning Sir Charlie Mayfield to lead an independent review into the role of employers in reducing health-related inactivity and promoting healthy and inclusive workplaces.

In addition, the Department for Business and Trade (DBT) is tasked with making work pay through upgrading workers' rights and engaging businesses, with a focus on key sectors to take advantage of new opportunities and promote growth. The DBT's Employment Rights Bill and Industrial Strategy Council aim to make work more secure, boost wages, and help working people thrive.

Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, with reference to his Department's National Procurement Policy Statement published on 13 February 2025, whether he has made an estimate of compliance costs for contracting authorities in implementing the (a) updated statement and (b) the Employment Rights Bill.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

Contracting authorities must have regard to the NPPS when undertaking their procurement activities, as set out in the Procurement Act 2023. 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. Impact assessments for the Employment Rights Bill led by the Department for Business and Trade 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) the updated statement and (b) the Employment Rights Bill on public sector procurement timelines.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

Contracting authorities must have regard to the NPPS when undertaking their procurement activities, as set out in the Procurement Act 2023. 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. Impact assessments for the Employment Rights Bill led by the Department for Business and Trade 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 training programmes his Department has put in place to help procurement officials navigate the (a) recently updated National Procurement Policy Statement and the (b) Employment Rights Bill.

Answered by Georgia Gould - Parliamentary Secretary (Cabinet Office)

Contracting authorities must have regard to the NPPS when undertaking their procurement activities, as set out in the Procurement Act 2023. 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. Impact assessments for the Employment Rights Bill led by the Department for Business and Trade can be found at https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

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: 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: that this approach is reflected across the board including finding a landing zone for the Employment Rights Bill

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: Through our landmark Employment Rights Bill, we are taking the first steps towards requiring employers

Found: The Government is legislating for this change through 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