Mims Davies

The Department believes a well-regulated gambling sector is essential if customers are going to gamble with licensed operators and not unregulated ones, where appropriate protections are not present.

Sussex is home to a range of retail gambling operators, as well as online operators, and horse and greyhound racing venues. These provide many specialised jobs and play an important role in local communities. While most gambling policies are not place-specific, the Department recognises that there are regional differences across the gambling landscape and we believe that the people closest to where impacts are experienced can be best-placed to make decisions. In the summer the Prime Minister announced plans to give local authorities more powers over individual licensing decisions by revoking the ‘aim to permit’ principle, and DCMS will publish a consultation in this area in due course. We also recognise the importance of amusement piers and arcades in providing low-risk leisure venues for families, and in supporting the local economies of seaside towns such as those found in Sussex. To support the Family Entertainment sector, DCMS has consulted on the stakes and prizes for the Category D gaming machines found in these venues. A response to the consultation will be published in due course.

The Department believes a well-regulated gambling sector is essential if customers are going to gamble with licensed operators and not unregulated ones, where appropriate protections are not present.

Sussex is home to a range of retail gambling operators, as well as online operators, and horse and greyhound racing venues. These provide many specialised jobs and play an important role in local communities. While most gambling policies are not place-specific, the Department recognises that there are regional differences across the gambling landscape and we believe that the people closest to where impacts are experienced can be best-placed to make decisions. In the summer the Prime Minister announced plans to give local authorities more powers over individual licensing decisions by revoking the ‘aim to permit’ principle, and DCMS will publish a consultation in this area in due course. We also recognise the importance of amusement piers and arcades in providing low-risk leisure venues for families, and in supporting the local economies of seaside towns such as those found in Sussex. To support the Family Entertainment sector, DCMS has consulted on the stakes and prizes for the Category D gaming machines found in these venues. A response to the consultation will be published in due course.

The Department believes a well-regulated gambling sector is essential if customers are going to gamble with licensed operators and not unregulated ones, where appropriate protections are not present.

Sussex is home to a range of retail gambling operators, as well as online operators, and horse and greyhound racing venues. These provide many specialised jobs and play an important role in local communities. While most gambling policies are not place-specific, the Department recognises that there are regional differences across the gambling landscape and we believe that the people closest to where impacts are experienced can be best-placed to make decisions. In the summer the Prime Minister announced plans to give local authorities more powers over individual licensing decisions by revoking the ‘aim to permit’ principle, and DCMS will publish a consultation in this area in due course. We also recognise the importance of amusement piers and arcades in providing low-risk leisure venues for families, and in supporting the local economies of seaside towns such as those found in Sussex. To support the Family Entertainment sector, DCMS has consulted on the stakes and prizes for the Category D gaming machines found in these venues. A response to the consultation will be published in due course.

Support for historic preservation across England is primarily delivered through Historic England, funded by DCMS, and the National Lottery Heritage Fund.

In East Grinstead and Uckfield, Historic England has focused preservation efforts on advisory casework, local listing recommendations, and monitoring five sites currently on the Heritage at Risk Register. The National Lottery Heritage Fund has awarded over £8 million to 45 projects in the constituency since 1994, including more than £5.6 million across eight awards for the Bluebell Railway.

East Sussex has received direct investment through the High Street Heritage Action Zone in Hastings (now completed), supported by £1,625,000 from Historic England alongside £7,514,000 in match funding to facilitate projects like the repair and reuse of the Observer Building. Furthermore, grant funding has recently been awarded to support major conservation and regeneration efforts at Brighton Pavilion Gardens and Madeira Terrace in Brighton and Hove, as well as repair work at the Grade II* listed Mint House in Pevensey. Since 1994, the National Lottery Heritage Fund has awarded more than £138 million to 749 projects in East Sussex, including a 2023 grant of over £5.3 million supporting the restoration of the gardens of Brighton's Royal Pavilion.

Support in West Sussex from Historic England is primarily delivered through targeted specialist advice, council partnerships, and risk monitoring. Historic England tracks 43 heritage assets currently listed on the region's Heritage at Risk Register, while dedicating strategic support to key preservation initiatives, such as advising the Blake Cottage Trust on thatch conservation and partnering with local authorities on heritage-led regeneration in Worthing. The National Lottery Heritage Fund has awarded over £76 million to 524 projects across West Sussex since 1994, including a 2022 grant of more than £2 million supporting the Woodland Trust's Lost Woods of the Low Weald and Downs project.

Support for historic preservation across England is primarily delivered through Historic England, funded by DCMS, and the National Lottery Heritage Fund.

In East Grinstead and Uckfield, Historic England has focused preservation efforts on advisory casework, local listing recommendations, and monitoring five sites currently on the Heritage at Risk Register. The National Lottery Heritage Fund has awarded over £8 million to 45 projects in the constituency since 1994, including more than £5.6 million across eight awards for the Bluebell Railway.

East Sussex has received direct investment through the High Street Heritage Action Zone in Hastings (now completed), supported by £1,625,000 from Historic England alongside £7,514,000 in match funding to facilitate projects like the repair and reuse of the Observer Building. Furthermore, grant funding has recently been awarded to support major conservation and regeneration efforts at Brighton Pavilion Gardens and Madeira Terrace in Brighton and Hove, as well as repair work at the Grade II* listed Mint House in Pevensey. Since 1994, the National Lottery Heritage Fund has awarded more than £138 million to 749 projects in East Sussex, including a 2023 grant of over £5.3 million supporting the restoration of the gardens of Brighton's Royal Pavilion.

Support in West Sussex from Historic England is primarily delivered through targeted specialist advice, council partnerships, and risk monitoring. Historic England tracks 43 heritage assets currently listed on the region's Heritage at Risk Register, while dedicating strategic support to key preservation initiatives, such as advising the Blake Cottage Trust on thatch conservation and partnering with local authorities on heritage-led regeneration in Worthing. The National Lottery Heritage Fund has awarded over £76 million to 524 projects across West Sussex since 1994, including a 2022 grant of more than £2 million supporting the Woodland Trust's Lost Woods of the Low Weald and Downs project.

Support for historic preservation across England is primarily delivered through Historic England, funded by DCMS, and the National Lottery Heritage Fund.

In East Grinstead and Uckfield, Historic England has focused preservation efforts on advisory casework, local listing recommendations, and monitoring five sites currently on the Heritage at Risk Register. The National Lottery Heritage Fund has awarded over £8 million to 45 projects in the constituency since 1994, including more than £5.6 million across eight awards for the Bluebell Railway.

East Sussex has received direct investment through the High Street Heritage Action Zone in Hastings (now completed), supported by £1,625,000 from Historic England alongside £7,514,000 in match funding to facilitate projects like the repair and reuse of the Observer Building. Furthermore, grant funding has recently been awarded to support major conservation and regeneration efforts at Brighton Pavilion Gardens and Madeira Terrace in Brighton and Hove, as well as repair work at the Grade II* listed Mint House in Pevensey. Since 1994, the National Lottery Heritage Fund has awarded more than £138 million to 749 projects in East Sussex, including a 2023 grant of over £5.3 million supporting the restoration of the gardens of Brighton's Royal Pavilion.

Support in West Sussex from Historic England is primarily delivered through targeted specialist advice, council partnerships, and risk monitoring. Historic England tracks 43 heritage assets currently listed on the region's Heritage at Risk Register, while dedicating strategic support to key preservation initiatives, such as advising the Blake Cottage Trust on thatch conservation and partnering with local authorities on heritage-led regeneration in Worthing. The National Lottery Heritage Fund has awarded over £76 million to 524 projects across West Sussex since 1994, including a 2022 grant of more than £2 million supporting the Woodland Trust's Lost Woods of the Low Weald and Downs project.

Ministers within the Equalities portfolio regularly engage with their counterparts in other Government Departments on a range of matters.

This is in addition to officials within the Office for Equality and Opportunity working closely with those in the Ministry of Defence to ensure that the differing experiences and needs of women and LGBT+ personnel are reflected across their work, including ex-service personnel and veterans.

For example, women are a crucial part of this Government’s new Veterans’ Strategy with commitments including the establishment of a new women veterans’ forum, and an oral history project. Additionally, last year the Government launched the £50 million VALOUR programme, which will make it easier for all veterans to access the care and support they deserve wherever they live in the UK.

The Government has also been clear that historic treatment of LGBT+ veterans was a moral stain on our nation. The Ministry of Defence has already made substantial progress in delivering the Financial Recognition Scheme for veterans who served under, and were impacted by, the Ban on LGBT personnel in the Armed Forces. Decisions have been made on 78% of cases and over £54.6m paid out. We continue to take a proactive approach to ensure all affected veterans are made aware of the Schemes; working with local councils, the NHS, community groups, Veterans’ Commissioners, charities and an external communications specialist.

Ministers within the Equalities portfolio regularly engage with their counterparts in other Government Departments on a range of matters.

This is in addition to officials within the Office for Equality and Opportunity working closely with those in the Ministry of Defence to ensure that the differing experiences and needs of women and LGBT+ personnel are reflected across their work, including ex-service personnel and veterans.

For example, women are a crucial part of this Government’s new Veterans’ Strategy with commitments including the establishment of a new women veterans’ forum, and an oral history project. Additionally, last year the Government launched the £50 million VALOUR programme, which will make it easier for all veterans to access the care and support they deserve wherever they live in the UK.

The Government has also been clear that historic treatment of LGBT+ veterans was a moral stain on our nation. The Ministry of Defence has already made substantial progress in delivering the Financial Recognition Scheme for veterans who served under, and were impacted by, the Ban on LGBT personnel in the Armed Forces. Decisions have been made on 78% of cases and over £54.6m paid out. We continue to take a proactive approach to ensure all affected veterans are made aware of the Schemes; working with local councils, the NHS, community groups, Veterans’ Commissioners, charities and an external communications specialist.

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.

The Government is committed to commencing the socio-economic duty in the Equality Act 2010. We will give careful consideration to the impact of commencement on the public sector, business and charities or voluntary bodies, as well as undertaking an equality impact assessment.

The Civil Service is committed to being an inclusive employer. The adoption for British Standard BS 30416, is delegated to departments as individual employers.

The Government Car Service (GCS) provides Departmental Pool Cars (DPC) to the following Government departments:

• Attorney General’s Office

• Cabinet Office

• Department for Business and Trade

• Department for Culture, Media and Sport

• Department for Education

• Department for Energy Security and Net Zero

• Department for Environment, Food and Rural Affairs

• Department for Health and Social Care

• Department for Science, Innovation and Technology

• Department for Transport

• Department for Work and Pensions

• HM Treasury

• Home Office

• Ministry for Housing, Communities and Local Government

• Ministry of Justice

• Scotland Office

Business, Innovation, Science and Trade Ministers meet regularly with Members of Parliament to discuss a wide range of issues relating to their departmental responsibilities and matters of interest to constituents. Information on individual meetings is not held centrally.

DBT is supporting the creation of well-paid jobs in East Grimsby by supporting businesses to start, scale, export and attract investment, leading to higher-skilled roles.

The Greater Lincolnshire Combined County Authority utilising new devolved funding helps local businesses invest in growth and infrastructure, exploiting major assets such as the Humber Freeport and offshore wind cluster.

By developing high-value sectors, strengthening skills and supporting local regeneration, it ensures higher productivity and better-paid employment for residents.

The Business Lincolnshire Growth Hub offers SMEs specialist advice on scaling up, accessing new markets and alternative funding options through the British Business Bank.

The Government recognises the pressures facing pubs and the important role they play in communities across the UK. That is why we have introduced targeted support, including a 15% reduction in business rates bills for pubs from April 2026, followed by a two-year real-terms freeze, alongside permanently lower business rates for retail, hospitality and leisure properties. We have also increased the Hospitality Support Fund to £10 million over three years to help pubs diversify and remain financially sustainable.

In addition, the Great British Summer Savings scheme is reducing VAT from 20% to 5% on selected hospitality, leisure and visitor economy activities between 25 June and 1 September 2026, helping to drive customer demand and support hospitality businesses during the busy summer period.

BS 30480 Suicide and the Workplace is a voluntary British Standard published by the British Standards Institution (BSI), the UK's National Standards Body. The standard is available as a free download through BSI's website. As with other voluntary British Standards, decisions on whether and how to adopt the standard are a matter for individual organisations.

The National Crime Agency estimates that at least £1 billion is being laundered through rogue shops operating on UK high streets. Addressing this threat is a priority for the Government, and on 19 May, the government announced a £30 million crackdown targeting cash intensive business such as barber shops, vape stores, mini-marts and sweet shops operating on our high streets, over three years.

Consumers who have concerns about the conduct or legitimacy of a business can contact the Citizens Advice consumer service. The helpline can refer issues to local trading standards officers for them to act upon. The information shared is also used by enforcement teams and regulators nationwide to identify wider market issues and allow for more serious action to be taken against the most egregious breaches of consumer law.

Trading Standards are provided by local authorities who operate independently from central government, so local authorities make decisions according to their individual needs.

The final 2026-27 Local Government Finance Settlement makes available £78 billion in Core Spending Power for local authorities in England in 2026-27, a 6.1% increase on 2025-26. Much of this funding is not ringfenced, recognising that local leaders are best placed to identify local priorities.

My officials are undertaking a review of Trading Standards duties, to ensure that consumers remain protected from harm and that local enforcement teams are able to focus on the issues that have the most impact on citizens and communities.

Details of the meetings held by Ministers of the Department for Business and Trade are available on transparency pages of gov.uk and are released as part of the Government's transparency agenda.

The Government is committed to ensuring that every adult worker benefits from a genuine living wage, and we will remove the discriminatory age bands for adults.

From April 2025, we are boosting the National Minimum Wage for 18–20-year-olds by 16.3% or £1.40 to £10.00 per hour, a record increase and a significant step towards our commitment.

Creating the Fair Work Agency (FWA) is a complex process that requires primary legislation. The Employment Rights Bill is the first phase of delivering the FWA and implementation will occur in phases following Royal Assent. We will set out more detail on this in due course.

The Employment Rights Bill establishes a new day one statutory right for all employees who have experienced the loss of a loved one. The measures in the bill set a framework for the entitlement, and the details will be set out in secondary legislation.

The Government has published an Impact Assessment, which covers the impacts on businesses and workers. Due to the sensitive and personal nature of bereavement, we will be consulting stakeholders on the specifics of the entitlement to ensure that Bereavement Leave is sculpted by the needs of employees and employers.

With respect to the Employment Rights Bill, the Department has been supported by legal advice from the Government Legal Department and, where appropriate, external legal advice. Legal advice provided to the Government is privileged.

We are creating the Fair Work Agency to deliver a much-needed upgrade to enforcement of workers’ rights.

The Fair Work Agency will work closely with the Advisory, Conciliation and Arbitration Service (ACAS), which already provides guidance for both employers and workers in these specific areas, to deliver appropriate support to the majority of businesses who want to comply with the law.

We are creating the Fair Work Agency to deliver a much-needed upgrade to enforcement of workers’ rights.

The Fair Work Agency will work closely with the Advisory, Conciliation and Arbitration Service (ACAS), which already provides guidance for both employers and workers in these specific areas, to deliver appropriate support to the majority of businesses who want to comply with the law.