Charlotte Nichols

We know that support in the workplace during the menopause can be crucial. That is why we will require large employers to detail the steps they are taking to support their staff during the menopause as part of an action plan. These will be introduced on a voluntary basis from April 2026, before becoming mandatory in spring 2027.

Furthermore, we will publish guidance for small and medium employers on the measures they should consider to enable women to better manage their symptoms, including: uniform and temperature; flexible working; and, recording menopause-related leave and absence.

On 26 October 2024, the Worker Protection (Amendment to the Equality Act 2010) Act 2023 came into force. This inserted a new section 40A into the Equality Act 2010 which requires employers to anticipate the risk of sexual harassment occurring and take steps to prevent it. The Equality and Human Rights Commission published updated guidance to support employers with the changes.

We are also further strengthening protections against harassment by introducing three amendments to the Equality Act 2010 through the Employment Rights Bill. These will:

• require employers to take “all reasonable steps” to prevent sexual harassment of their employees;
• introduce an obligation on employers not to permit the harassment of their employees by third parties; and
• introduce a power to enable regulations to specify steps that are to be regarded as “reasonable”, to determine whether an employer has taken all reasonable steps to prevent sexual harassment.

Employers will be provided with clear guidance in advance of the new legislation coming into force. This will ensure that they are fully supported in complying with the changes.

Decisions on pay below Senior Civil Service are delegated to Departments. Cabinet Office does not have sight of Departments’ budgetary decisions.

The information requested falls under the remit of the UK Statistics Authority.

A response to the Hon lady’s Parliamentary Question of 13th January is attached.

This Government is committed to ensuring public procurement supports British jobs and industry. Under the exclusion regime in the Procurement Act 2023, contracting authorities may exclude suppliers for blacklisting offences. The exclusion regime came into force in February this year and can be applied, for example, on the grounds of professional misconduct.

Those suppliers may also be added to a central debarment list by the Cabinet Office. This Government will not hesitate to make use of the full range of powers it has where there is evidence of wrongdoing having taken place.

The Cabinet Office recognises the valuable role that the voluntary and community sector can play in all aspects of resilience. The Civil Contingencies Act 2004 requires those responders most likely to be involved in emergencies (Category 1 responders) ‘to have regard’ to the activities of voluntary organisations in the course of carrying out their duties. This is further reinforced in guidance and standards highlighting the benefits which the voluntary and community sector can bring to local partners and Local Resilience Forums.

The voluntary sector is also being included in the reinvigorated National Exercising Programme (NEP) to test our readiness to respond to risks set out in the National Security Risk Assessment (NSRA) through the participation of Local Resilience Forums. This programme complements existing emergency response exercises being led by and involving Government Departments, Local Government, the Devolved Administrations and industry organisations.

To further develop and support engagement, the Head of Resilience in the Cabinet Office chairs the Voluntary and Community Sector Strategic Discussion Forum every six months, with key voluntary sector organisations. Cabinet Office will continue to explore opportunities to further strengthen voluntary sector engagement to build national resilience.

It is unacceptable for delivery companies to leave parcels unattended on doorsteps where that has not been requested by a customer.

The government wants to see all operators provide a good level of service, including incorporating customers’ preferences on deliveries. However, Evri and other delivery companies are independent businesses, and the government has no role in their operational decisions.

Ofcom is the independent regulator for the postal sector with the responsibility and powers to regulate postal services.

Ofcom engages regularly with all parcel operators to understand their approach to implementation of, and compliance with, its consumer protection measures.

The government is looking into the matters in relation to Rockstar North. Section 152 of the Trade Union Labour Relations (Consolidation) Act 1992 protects employees from dismissal for being or seeking to be a member of a trade union. An employee who considers they were unfairly dismissed can bring a claim to an employment tribunal.

It is a fundamental part of our employment framework that workers have a voice in the workplace and can utilise their right to organise via trade unions. Indeed, the government is strengthening protections for trade union membership and activities through the Employment Rights Act.

The government is always willing to engage with employers, including Rockstar North, to ensure that they comply with their obligations.

The passing of the Employment Rights Act, and measures such as the creation of the Fair Work Agency, will create an economy that balances flexibility and security. In doing so, we will ensure an environment where working people and businesses can succeed together. We are committed to strengthening rights and protections to help the self-employed thrive in good quality self-employment.

We have already announced a package of measures to tackle late payments for small businesses and the self-employed, including a new Fair Payment Code. Self-employed individuals are not entitled to the minimum wage and Evri couriers are self-employed. As such, no discussions have taken place with Evri specifically on the issue of the minimum wage.

Flexible working can make work more inclusive for those facing barriers to staying in and getting on at work, including women navigating parenthood, caring responsibilities, health conditions, and other personal circumstances.

We are changing legislation through the Employment Rights Bill to make it more likely that flexible working requests are accepted.

Where employers do reject a request, they will be required to explain the basis for their decision.

We also intend to run a public consultation in early 2026 on a new process for employers planning to reject a request to prompt dialogue about what types of flexible working might be feasible.

Through the recently introduced Employment Rights Bill, we are amending existing legislation to ensure employers accept flexible working requests, except where they are not reasonably feasible. These changes will support employees to access flexible working, including women. We know flexible working is particularly important supporting women who combine work with caring responsibilities.

Large-scale nuclear power stations, including Hinkley Point C and Sizewell C, will continue to make a vital contribution to our homegrown clean and secure energy mix, complementing small modular reactors.

To pursue the option of further potential large-scale nuclear, the government has tasked Great British Energy - Nuclear (GBE-N) with identifying other suitable sites that could potentially host such a project. GBE-N will report back to Ministers by Autumn 2026 on potential sites to inform future decisions in the next Spending Review and beyond.

To pursue the option of further potential large-scale nuclear beyond Hinkley Point C and Sizewell C, the government has tasked Great British Energy - Nuclear (GBE-N) with identifying other suitable sites that could potentially host such a project.

GBE-N will report back to Ministers by Autumn 2026 on potential sites to inform future decisions in the next Spending Review and beyond.

Currently, nuclear generation provides around 15% of total electricity. The four Advanced Gas-cooled Reactor (AGR) stations at these locations are operating beyond their original forecasts, with current expected closures being planned well in advance by the operator (EDF). In September 2025, EDF announced Heysham 1 and Hartlepool power stations are now scheduled to generate until March 2028, an extension of 12 months. Heysham 2 and Torness are both scheduled to generate until March 2030. EDF’s ambition is to continue electricity production at its four generating AGR stations for as long as it is safe and commercially viable to do so and will keep station lifetimes under review.

Energy security is a priority for the government, and we work closely with the National Energy System Operator (NESO), Ofgem and key industry stakeholders to constantly monitor electricity supply against forecast demand to ensure electricity operators have the right tools to respond to market signals.

To pursue the option of further potential large-scale nuclear beyond Hinkley Point C and Sizewell C, the government has tasked Great British Energy - Nuclear (GBE-N) with identifying other suitable sites that could potentially host such a project.

GBE-N will report back to Ministers by Autumn 2026 on potential sites to inform future decisions in the next Spending Review and beyond.

The Nuclear Decommissioning Authority (NDA) remains focused on delivering its statutory mission to keep former nuclear sites safe and secure while progressing decommissioning and managing waste. To achieve this efficiently, the NDA has introduced voluntary exit schemes as part of wider organisational restructuring and cost management measures. These schemes are designed to ensure resources are directed to front-line hazard reduction and decommissioning, while maintaining safe operations at all sites, including Trawsfynydd.

The NDA continues to monitor delivery against objectives and operating costs as part of its normal governance processes, alongside its commitment to supporting people and communities through investment in skills and economic diversification.

The Government keeps the impacts of data protection legislation under review. As set out in the answer of 20 March 2026 to Question 120026, there is currently no definitive empirical study that isolates the specific, UK‑wide impact of the UK GDPR on productivity since its adoption.

The UK’s data protection framework has been updated through the Data (Use and Access) Act, which makes targeted changes to the UK GDPR and related legislation to make the regime clearer, more proportionate and better suited to supporting responsible data‑driven innovation, while maintaining high standards of protection for individuals. In this context, the Government’s focus is on evaluating the impacts of the UK’s data protection framework as it now operates, including the reforms introduced by the Data (Use and Access) Act.

We are committed to building the evidence base on how our data protection and wider data legislation affects businesses, consumers and the economy, including productivity, as part of our ongoing programme of monitoring and evaluation.

There is currently no definitive empirical study specifying UK-wide GDPR impact on productivity since adoption in 2018.

However, UK GDPR strengthened individuals’ rights and trust in digital services, supporting long-term economic growth. The Data (Use and Access) Act is designed to maintain high standards of data protection while reducing unnecessary compliance burdens. Reforms expect to support UK productivity growth by lowering administrative costs for routine data processing, improving regulatory certainty, and enabling responsible data driven innovation. DSIT estimates net impacts of £1.2 billion over ten years from data protection and privacy reforms, including around £300 million in productivity-related gains.

The Government is committed to removing barriers to AI adoption, unlocking new opportunities, and ensuring that equality is embedded at the heart of every mission. We want AI to work for everyone, and that means supporting innovation while ensuring technologies are fair, inclusive and accessible.

We have published Responsible AI in Recruitment guidance which sets out good practice procuring and deploying AI systems for HR and recruitment. This guidance highlights the mechanisms that can be used to ensure the safe and trustworthy use of AI in recruitment.

As highlighted in the AI Opportunities Action Plan: One Year On, we have taken steps to build the AI assurance ecosystem that underpins safe and responsible use of AI. This includes establishing a new Centre for AI Measurement at the National Physical Laboratory, designed to accelerate the development of secure, transparent and trustworthy AI.

The Digital Inclusion Action Plan sets out the first five actions we are taking over the next year to boost digital inclusion in every corner of the UK. These first actions will widen access to devices, drive digital upskilling, break down barriers to participation and get support to people in their own communities.

We are committed to ensuring that government online and digital services are as accessible as possible and are exploring how to extend the scope of the standards beyond central government into the wider public sector and looking at revising them to include inclusive service design.

It is crucial that AI systems are developed and deployed in a fair, inclusive and responsible way. That is why we have designated AI assurance as a key pillar of support for meeting the commitments made in government’s response to the AI Opportunities Action Plan.

As part of our work on AI assurance, we recently concluded our Fairness Innovation Challenge, which provided over £465,000 to fund the development of novel solutions to address bias and discrimination – including gender bias – in AI systems across four different sectors.

The Secretary of State and his department will continue to engage with AI developers on a range of matters related to model development and deployment.