Kate Green

The Equality and Human Rights Commission (EHRC) has a budget of £20.4m for 2016-17. Budgets for the years 2017-18, 2018-19 and 2019-20 are being finalised by the Department in consultation with the EHRC, and are consistent with the spending review settlement provided to the Department. We expect to be able to confirm budgets for these years shortly.

The EHRC has received sufficient funds to enable it to fulfil its statutory functions. It will continue to do so. It is for the EHRC, as an independent body, to determine the allocation of its overall funding across specific functions.

The Equality and Human Rights Commission (EHRC) has received and will continue to receive sufficient funds to enable it to fulfil its statutory functions. It is for the EHRC, as an independent body, to determine the allocation of its funding for specific areas of work.

The Equality and Human Rights Commission is an independent body and makes its own decisions about its legal work to enforce equality law. I have therefore asked the Chief Executive of the Commission to write to the honourable member with the information requested. I will place a copy of the letter in the libraries of both Houses.

The Equality and Human Rights Commission is an independent body and makes its own decisions about staff deployment and redundancies. I have therefore asked the Chief Executive of the Commission to write to the honourable member with the information requested. I will place a copy of the letter in the libraries of both Houses.

The Government provides comprehensive guidance on statutory paternity leave and pay on the GOV.UK website.

The right to take paternity leave is now well established. The latest information from the Maternity and Paternity Rights Survey undertaken in 2009-10 suggests that 91% of fathers take some time off after their babies’ birth.

The Coalition Government undertook a campaign to raise awareness of the introduction of Shared Parental Leave, which came into force on 1 December 2014 for parents of children due (or placed for adoption) on or after 5 April 2015. Shared Parental Leave enables fathers to play a greater role in raising their child and enables mothers to return to work at a time that is right for them.

The Family Test was announced by my right hon. Friend the Prime Minister in August 2014 and introduced in October 2014.

The Department for Business, Innovation and Skills welcomed the introduction of the Family Test and has taken steps to embed it by building it into the Department’s Public Sector Equality Duty commitments. All family test assessments are documented and publication considered where significant impact is identified.

The Family Test is an integral part of the policy making process and is applied in a proportionate way in the development of all new policy in line with the Family Test guidance, published by the Department for Work and Pensions -

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/368894/family-test-guidance.pdf

As stated in the guidance, there is no requirement to publish Family Test assessments.

The Family Test was announced by my right hon. Friend the Prime Minister in August 2014 and introduced in October 2014.

The Department for Business, Innovation and Skills welcomed the introduction of the Family Test and has taken steps to embed it by building it into the Department’s Public Sector Equality Duty commitments. All family test assessments are documented and publication considered where significant impact is identified.

The Family Test is an integral part of the policy making process and is applied in a proportionate way in the development of all new policy in line with the Family Test guidance, published by the Department for Work and Pensions -

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/368894/family-test-guidance.pdf

As stated in the guidance, there is no requirement to publish Family Test assessments.

The Family Test was announced by my rt. hon. Friend the Prime Minister in August 2014, and introduced in October 2014. DWP published guidance for Departments and officials on how the test should be applied when formulating policy and the Department follows that guidance:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/368894/family-test-guidance.pdf.

The Family Test is an integral part of the policy making process and is applied in a proportionate way in the development of all new policy in line with the Family Test guidance.

The objective of the Test is to introduce a family perspective to the policy making process, specifically to make the potential impacts on family functioning and relationships explicit.

DECC has not applied the Test to date but is considering where it is appropriate to do so. In addition where relevant, DECC already publishes in Impact Assessments analysis of the impact of policies on energy bills across different types of households.

The Family Test was announced by my rt. hon. Friend the Prime Minister in August 2014, and introduced in October 2014. DWP published guidance for Departments and officials on how the test should be applied when formulating policy and the Department follows that guidance:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/368894/family-test-guidance.pdf.

The Family Test is an integral part of the policy making process and is applied in a proportionate way in the development of all new policy in line with the Family Test guidance.

The objective of the Test is to introduce a family perspective to the policy making process, specifically to make the potential impacts on family functioning and relationships explicit.

DECC has not applied the Test to date but is considering where it is appropriate to do so. In addition where relevant, DECC already publishes in Impact Assessments analysis of the impact of policies on energy bills across different types of households.

There is extensive guidance for employers on both Gov.uk and the Acas website on the statutory entitlement to maternity leave and pay. The Acas Helpline Online tool provides Q&A for employer and employee customers. The tool contains guidance on the working arrangements for people providing maternity cover and links to more detailed content on establishing fixed term contracts and the way in which employers should manage the process of an employee returning to work following maternity leave.

Acas also provides web-based guidance on maternity leave and pay, including material on arrangements for keeping in touch with parents on one form of leave or another.

In the last 12 months (September 2014 to August 2015) 1,997 customers have attended Acas training courses on issues related to working parents, including Maternity, Shared Parental Leave and operating Flexible Working.

The Acas Helpline takes in the region of 50,000 calls from employers and employees on topics related to maternity, paternity and adoption each year, providing practical guidance and support for customers, including assistance in relation to maternity cover issues.

Acas plans to review its web guidance on maternity during 2015 and the question of maternity cover will be covered in more detail in future guidance.

In addition the Equalities and Human Rights Commission (EHRC) has produced a suite of frequently asked questions for employers to assist them in understanding their legal obligations and providing suggestions of good practice in managing pregnancy, maternity leave and return to work.

EHRC has also produced a toolkit for employers, particularly aimed at smaller employers who do not have an HR function, which contains a stock of pre-prepared letters, check lists and ready-made policy templates. It also allows employers to keep on top of key dates with a date calculator.

Pregnancy and maternity discrimination is unlawful and unacceptable, which is why the Government and the Equalities and Human Rights Commission (EHRC) jointly funded independent research into the perceived problem. This is the largest research project of its kind to be undertaken in GB. The final report, when it is published, will tell us:

• What types of issues women face;

• Where the perceived discrimination is occurring;

• Who is most at risk; and

• Which employers, in terms of size and sectors, are most likely to get complaints.

Interim findings were published in July 2015 and can be found at: http://www.equalityhumanrights.com/publication/pregnancy-and-maternity-related-discrimination-and-disadvantage-first-findings-surveys-employers-and-0

The EHRC will make recommendations to Government once we have the final report and we will use their recommendations and the findings of this research to inform future policy making and to target those areas where practice falls short of expected standards and/or may be infringing the law and denying women their rights.

In the meantime the Government is supporting the wider work of the EHRC to support employers in complying with the law. This programme of work includes:

• Video case studies of good practice by employers in managing pregnancy, maternity leave and the mother’s return to work - including breastfeeding;

• An online toolkit aimed at small and medium-sized employers who may not have HR expertise in managing employees who are pregnant, on maternity leave or returning to work; and

• Online guidance on discrimination and pregnancy and maternity rights for individuals and employers.

We have made no assessment of the evidence relating to flexible working as the right to request flexible working was only extended to all employees on 30 June 2014. We plan to evaluate the policy in due course.

The data provided in this PQ are taken from a live management information system and can change over time. They are management information and are not subject to the same level of checks as official statistics. Data provided has been extracted specifically to answer this question and has not been cross referenced with case files.

22,562 women had claims accepted in the Employment Tribunals in 14/15. It is not possible to identify how many women within this number were made compulsory redundant, dismissed or were treated in a way that made them leave their job.

The Government is committed to encouraging people to resolve their disputes at the earliest point. Employment tribunals should be the last resort where earlier attempts to resolve workplace disputes have failed.

Early Conciliation was launched in April 2014 and places a requirement on anyone involved in a workplace dispute who is considering an Employment Tribunal claim to contact Acas first. This gives Acas the chance to encourage the parties to resolve their differences through conciliation without the need for an Employment Tribunal claim to be made.

Pregnancy and maternity discrimination is unlawful and unacceptable, which is why the Government and the Equalities and Human Rights Commission (EHRC) jointly funded independent research into the perceived problem. This is the largest research project of its kind to be undertaken in GB. The final report, when it is published, will tell us:

• What types of issues women face;

• Where the perceived discrimination is occurring;

• Who is most at risk; and

• Which employers, in terms of size and sectors, are most likely to get complaints.

Interim findings were published in July 2015 and can be found at: http://www.equalityhumanrights.com/publication/pregnancy-and-maternity-related-discrimination-and-disadvantage-first-findings-surveys-employers-and-0

The EHRC will make recommendations to Government once we have the final report and we will use their recommendations and the findings of this research to inform future policy making and to target those areas where practice falls short of expected standards and/or may be infringing the law and denying women their rights.

In the meantime the Government is supporting the wider work of the EHRC to support employers in complying with the law. This programme of work includes:

• Video case studies of good practice by employers in managing pregnancy, maternity leave and the mother’s return to work - including breastfeeding;

• An online toolkit aimed at small and medium-sized employers who may not have HR expertise in managing employees who are pregnant, on maternity leave or returning to work; and

• Online guidance on discrimination and pregnancy and maternity rights for individuals and employers.

We have made no assessment of the evidence relating to flexible working as the right to request flexible working was only extended to all employees on 30 June 2014. We plan to evaluate the policy in due course.

The Government commissioned an extensive research project into perceived pregnancy and maternity discrimination in Great Britain. The research was jointly managed and funded by the Department for Business, Innovation and Skills and the Equalities and Human Rights Commission, supported by the Government Equalities Office. This research is the largest ever study of pregnancy and maternity-related discrimination conducted in Great Britain. Interim results published in July 2015 reported that 18% of employers found arranging and managing maternity cover difficult to manage. Final results, including how experiences vary by employer size, are due to be published in autumn 2015. The Government will respond when the final results are available.

This Government completely opposes caste discrimination. Since coming into office, we have been considering the caste duty, particularly in the light of the Tirkey v Chandok employment appeal tribunal judgment. That suggests an existing legal remedy for claims of caste-associated discrimination under the ethnic origins element of section 9 of the Equality Act 2010. We note this potential protection and will continue to look at this issue carefully.

In common with other consumer products, the safety of tampons is covered under the General Product Safety Directive. EU-based tampon manufacturers have also agreed an industry code of practice which sets a standard for the information and warnings about toxic shock syndrome that should appear on product packaging.

There have been no recent discussions between the Department and tampon manufacturers on this topic.

The majority of the Department’s £450m savings will be delivered through known underspends and releasing unallocated funding. Officials in my department are working with the appropriate funding bodies to determine how savings can best be achieved in line with ministers’ priorities. All spending decisions for 2016-17 and beyond will be taken as part of the Spending Review, the timetable for which is yet to be finalised.

On 12 March, the Department for Work and Pensions (DWP) issued a statement setting out plans to work with deaf people and stakeholder groups to undertake a market review of British Sign Language (BSL) interpretation provision to explore long term improvements in the market. My officials are working with DWP counterparts to develop this work. We will await the outcomes of the review before deciding if a cross-departmental working group is the best way forward to consider what changes can be implemented.

I have not had the opportunity to discuss this with my right hon. Friend the Parliamentary Under-Secretary of State for Disabled People, or other Ministers, but would expect to do so in due course. I would be pleased to meet with Signature to discuss this further once the findings from the market review are known.

The majority of the Department’s £450m savings will be delivered through known underspends and releasing unallocated funding. Officials in my department are working with the appropriate funding bodies to determine how savings can best be achieved in line with ministers’ priorities. All spending decisions for 2016-17 and beyond will be taken as part of the Spending Review, the timetable for which is yet to be finalised.

On 12 March, the Department for Work and Pensions (DWP) issued a statement setting out plans to work with deaf people and stakeholder groups to undertake a market review of British Sign Language (BSL) interpretation provision to explore long term improvements in the market. My officials are working with DWP counterparts to develop this work. We will await the outcomes of the review before deciding if a cross-departmental working group is the best way forward to consider what changes can be implemented.

I have not had the opportunity to discuss this with my right hon. Friend the Parliamentary Under-Secretary of State for Disabled People, or other Ministers, but would expect to do so in due course. I would be pleased to meet with Signature to discuss this further once the findings from the market review are known.

We remain committed to ensuring the skills system operates effectively to support learners with learning difficulties and/or disabilities. The majority of the Department’s £450m savings will be delivered through known underspends and releasing unallocated funding. Officials in my department are working with the appropriate funding bodies to determine how savings can best be achieved in line with ministers’ priorities.

The evaluation of the three-year pilot will consider the extent to which the fund removed barriers to disabled people’s participation in public life. The independent Administrator of the Fund is preparing a report with data on demand, the different types of support that applicants required, and the extent to which funding helped them compete on level terms with other candidates. Applicants have been invited to complete an online survey, the results of which are being collated. The report will be completed this month, when final claims have been settled for candidates who stood in the May 2015 General Election and Local Authority elections.

The average award to applicants was £4,585; the highest award was £39,735 and the lowest award was £130.

The information can be found in the attached tables.

No decision has been made on the future of the Access to Elected Office for Disabled People Fund pilot, pending an evaluation which is currently being undertaken.

The Government has announced separate devolution agreements with the Combined Authorities in Greater Manchester and Sheffield City Region, which puts them in the driving seat in designing a local skills system that is responsive to labour market needs and economic priorities by 2017. The Combined Authorities will enable the constituent local authorities in the areas to take joint decisions on skills and key growth policies.

The Government will work with the respective Combined Authorities to reshape and restructure their FE systems so they meet their future economic requirements. The Government will devolve the Apprenticeship Grant for Employers (AGE) to the Combined Authorities, and it will work with them on how to improve the ability of the skills system to respond to local labour market needs and economic priorities.

The assessment of the fund’s effectiveness will involve users of the fund, the Independent Administrator and the Access to Elected Office for Disabled People Stakeholder Group, which includes disability organisations, political parties and the Local Government Association. We have not planned for the formal involvement of the Speaker’s Conference on Parliamentary Representation, which existed from 2008 – 2010, however I was a member of that Speaker’s Conference and I am happy to hear views from any member of the House on how the fund is working.

The Government has not published criteria for the assessment; however, it will focus on the extent to which the fund removes barriers to disabled people’s participation in public life. The assessment will draw on a range of data gathered by the independent fund administrator, including demand and the different types of support applicants require. The fund will provide support up to and including the General Election and it will be for the next Government to judge the fund’s effectiveness and whether and how it should be extended.

The assessment of the fund’s effectiveness will involve users of the fund, the Independent Administrator and the Access to Elected Office for Disabled People Stakeholder Group, which includes disability organisations, political parties and the Local Government Association. We have not planned for the formal involvement of the Speaker’s Conference on Parliamentary Representation, which existed from 2008 – 2010, however I was a member of that Speaker’s Conference and I am happy to hear views from any member of the House on how the fund is working.

The Government has not published criteria for the assessment; however, it will focus on the extent to which the fund removes barriers to disabled people’s participation in public life. The assessment will draw on a range of data gathered by the independent fund administrator, including demand and the different types of support applicants require. The fund will provide support up to and including the General Election and it will be for the next Government to judge the fund’s effectiveness and whether and how it should be extended.

The Government engaged with stakeholders extensively over the summer on the changes proposed. This included Higher Education Institutions, the National Union of Students, Universities UK, disability groups and assessment centres. We received a number of letters and evidence from stakeholders. A Written Ministerial Statement, which set out revised proposals following these discussions, was published on 12 September.

Discussions took place with disabled students and student representatives such as National Union for Students (NUS) and AMOSSHE the Student Services Organisation. Letters and evidence were received from students and other interested parties and were used to inform policy and the equality analysis.

Discussions continue on the implementation of the changes announced on 12 September.

A wide range of stakeholders – including disabled students – were consulted and helped inform the proposed changes to disabled students allowance.

The Government engaged with stakeholders extensively over the summer, including Higher Education Institutes, National Union of Students, Universities UK, disability groups and assessment centres. We also received a number of letters and evidence from stakeholders.

Higher education institutions are autonomous and independent bodies. They are responsible for meeting their legal obligation to promote disability equality and make reasonable adjustments for disabled people under the Disability Act 2010.

The Government’s funding reforms are providing significant and rising income to institutions to perform all of their duties, including those relating to disability.

The Office of the Independent Adjudicator for Higher Education does not publish this data.

Higher education institutions are autonomous and independent bodies. They are responsible for meeting their legal obligation to promote disability equality and make reasonable adjustments for disabled people under the Disability Act 2010.

The Government’s funding reforms are providing significant and rising income to institutions to perform all of their duties, including those relating to disability.

The pilot Access to Elected Office fund has approved 57 grants for 50 disabled applicants; the average value of claims from the fund has been £4,289. £88,260 was claimed in grants over 2012-14 and £156,215 has been approved for drawdown since the fund was extended from 1 July 2014. Total expenditure will depend on the number of successful applications to the fund.

An assessment of the fund’s effectiveness is planned for 2015 to inform a decision by the next Government on whether the fund should continue.

Last year, we announced a new £320m spending commitment for the Warm Home Discount in 2014/15. We intend to consult on the future operation of the scheme in due course.

Under the “broader group” schemes offered by suppliers participating within the Warm Home Discount, considerable assistance is offered to vulnerable groups such as low-income families and those with long-term illnesses and disabilities. In scheme year 3 (2013/14) all seven participating suppliers (British Gas, EDF, E.On, First Utility, N Power, Scottish Power and SSE) made broader group support open to low-income families with children aged under five years.

We expect around 600,000 broader group rebates worth £135 to have been provided in 2013/14. However, final figures for the number of such payments will be published in Ofgem's annual scheme report in the autumn.

Participating energy suppliers are not required to provide the Government with a breakdown of the payments made to different groups of customers. As a result, we cannot calculate how many low income families received the Warm Home Discount, nor how many did not.