Paul Blomfield

The United Kingdom has a proud record of promoting equality and some of the strongest laws in the world to prevent and tackle discrimination. We will continue to make sure that these rights are protected.

The Government Equalities Office (GEO) is aware of, and is looking into, the reports of discrimination against non-UK EU nationals seeking employment which the hon Member has recently forwarded to the Secretary of State for Exiting the EU. The GEO sponsors the Equality and Human Rights Commission, which has powers to enforce the Equality Act 2010 in cases where it suspects unlawful discrimination in employment may have occurred.

Anyone who believes that they have experienced unlawful discrimination when seeking employment or when receiving goods or services, should seek advice and support from the Advisory, Conciliation and Arbitration Service: http://www.acas.org.uk/index.aspx?articleid=1461.

Additionally, they can also contact the Equality Advisory and Support Service: https://www.equalityadvisoryservice.com.

It is for each public authority and private sector service provider to ensure that it acts in compliance with the Equality Act 2010. For the public sector this includes fulfilling the public sector equality duty, which requires public sector bodies to have due regard to the need to:

a) Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act;

b) Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; and

c) Foster good relations between persons who share a relevant protected characteristic and persons who do not share it

If individuals feel that they have experienced discrimination, for example through the failure to make reasonable adjustments such as provision of information in a specific format, they may bring an action themselves either through the courts or through the Employment Tribunal Service.

The Equality and Human Rights Commission (EHRC) is an independent statutory body which has specific legislative powers to monitor and enforce the Equality Act 2010. For example, it can issue an unlawful act notice against an employer or service provider if it is satisfied that they have breached the Act; or assist an individual who is or may become party to legal proceedings where that individual alleges he or she is the victim of a breach of the Act.

Public authorities must have due regard to the Public Sector Equality Duty, which ensures that equality issues are proactively considered with the intention of meeting the needs and encouraging greater participation in public life by those with protected characteristics (such as a disability).

Private sector organisations, including utility companies and banks, have a duty under the Equality Act 2010 to make reasonable adjustments so as to ensure that a person with disabilities is not put at a substantial disadvantage when accessing or using public services. This may include actions such as accommodating requests for communication to be conducted in a particular format.

Guidance is already available to service providers, including public sector bodies, on how to meet these duties and is available on the gov.uk website.

The Office for Disability Issues are currently reviewing and updating the guidance to all Government communicators on accessible formats, to help ensure that all Departments have the latest information to support their internal and external communications.

Eligibility criteria and specific rules of the scheme will be set out as part of the consultation.

The consultation will be launched in the new year.

This will be a new product, which is likely to differ from previous packages for part time students. It is therefore difficult to accurately assess its potential impact at this stage. The figures given are an initial central estimate of the number of students who could benefit from the new scheme consisting of the current numbers of students together with an element of modest growth. We have announced we will consult on the detail of the package and this will enable respondents to submit evidence on the potential numbers of students benefiting from the proposals.

Decisions on whether to close and re-locate local collection offices have always been operational matters for Royal Mail. The Government played no role in such decisions prior to the sale of Royal Mail.

Regardless of ownership, Royal Mail, as the United Kingdom’s designated universal service provider, is required to provide a universal postal service that meets the minimum requirements as set out under the Postal Services Act 2011.

It is the responsibility of the postal regulator, Ofcom, to ensure that Royal Mail provides sufficient access points to meet its universal postal service obligations.

Decisions on whether to close and re-locate local collection offices have always been operational matters for Royal Mail. The Government played no role in such decisions prior to the sale of Royal Mail.

Regardless of ownership, Royal Mail, as the United Kingdom’s designated universal service provider, is required to provide a universal postal service that meets the minimum requirements as set out under the Postal Services Act 2011.

It is the responsibility of the postal regulator, Ofcom, to ensure that Royal Mail provides sufficient access points to meet its universal postal service obligations.

The Government proposed changes to the feed-in tariff scheme (FITs) as part of the FIT review, on which we consulted widely between 27^th August and 23^rd October.

We are currently analysing feedback submitted during the consultation and intend to publish a Government response as soon as possible.

The budget for the Employment Agency Standards inspectorate for 2011-12 was £776,643.

From 1 April 2015, the ACAS Helpline is, in addition to its usual services, answering queries previously handled by the Pay and Work rights Helpline. This provides a one stop shop for those seeking advice and guidance on employment rights. Where appropriate, ACAS passes on callers through a real time transfer of the call to the relevant enforcement body for them to take any further follow up action, including any specific complaints.

No formal assessment has been made at this time of the outcomes for workers. ACAS continues to work closely with the four enforcement bodies to ensure the service is bedding in effectively and delivering the right outcomes for the public.

While information is already shared between labour market enforcement bodies, the existing information sharing gateways in numerous Acts of Parliament are limited as regards with whom information can be shared and for what purpose. Legislative changes may be required to allow greater information sharing between enforcement bodies. For example we want to ensure that HMRC National Minimum Wage enforcement officers are able to share information effectively with the Health and Safety Executive and local authorities.

We are also engaging with the relevant enforcement bodies to identify possible non-legislative barriers to information sharing.

A consultation on the proposed postgraduate Master’s loan scheme was held earlier in the year. The consultation covered proposed terms and conditions, including an age eligibility criterion and the eligibility of distance learning. Consultation responses are currently being analysed and the Department will respond in the autumn.

A consultation on the proposed postgraduate Master’s loan scheme was held earlier in the year. The consultation covered proposed terms and conditions, including an age eligibility criterion and the eligibility of distance learning. Consultation responses are currently being analysed and the Department will respond in the autumn.

A consultation on the proposed postgraduate Master’s loan scheme was held earlier in the year. The consultation covered proposed terms and conditions, including an age eligibility criterion and the eligibility of distance learning. Consultation responses are currently being analysed and the Department will respond in the autumn.

The consultation response is currently being analysed and the Department expects to respond in the Autumn.

HMRC operate a risk based approach using a range of sources to monitor self-corrections in the national minimum wage campaign, this ‎includes contacting workers to ensure they have received the reported arrears.

The National Minimum Wage campaign launched on 29 July 2015. Information on the number of employers, workers covered and total arrears identified through the campaign will be made available when details for each voluntary disclosure have been finalised.

The Department published an assessment of the impact of the Regulations on employers and workers in December 2014. This can be found at this link

http://www.legislation.gov.uk/uksi/2014/3322/impacts

The UKTI Strategic Relationship Management Team is made up of a mixture of Civil Servants and Private Sector staff, managing around 80 companies. The companies are listed in the table.

I refer the hon. Member to the answer provided by my hon. Friend the Treasury Minister (David Gauke) on 3 November 2014, Question 211605.

Where consistent with our naming policy the Government has made public the names of employers who have failed to pay their employees the National Minimum Wage, including the value of the arrears. Details of the most recent naming and shaming announcement in July 2015 are available here - https://www.gov.uk/government/news/national-minimum-wage-offenders-named-and-shamed.

I refer the hon. Member to the answer provided by my hon. Friend the Treasury Minister (David Gauke) on 3 November 2014, Question 211605.

Where consistent with our naming policy the Government has made public the names of employers who have failed to pay their employees the National Minimum Wage, including the value of the arrears. Details of the most recent naming and shaming announcement in July 2015 are available here - https://www.gov.uk/government/news/national-minimum-wage-offenders-named-and-shamed.

Since 7 March 2014, the Government has recovered arrears of almost £5.9 million and issued penalties of almost £1.4m. Where consistent with our naming policy the Government has made public the names of employers who have failed to pay their employees the National Minimum Wage, including the value of the arrears. Details of the latest naming and shaming announcement are available here - https://www.gov.uk/government/news/national-minimum-wage-offenders-named-and-shamed

Evidence from other HMRC campaigns suggests those who voluntarily change behaviour can remain compliant for longer. Under the operation of the NMW Campaign launched in July, employers who are in breach of NMW regulations must formally notify HMRC of their participation in the campaign and then complete a full disclosure within two months. Employers must declare details of the arrears to allow HMRC to check and accept that pay has been corrected. HMRC is using a range of information sources to monitor whether the reported self-correction matches the details submitted by the employer. Where appropriate, HMRC will investigate and challenge employer action.

Since 7 March 2014, the Government has recovered arrears of almost £5.9 million and issued penalties of almost £1.4m. Where consistent with our naming policy the Government has made public the names of employers who have failed to pay their employees the National Minimum Wage, including the value of the arrears. Details of the latest naming and shaming announcement are available here - https://www.gov.uk/government/news/national-minimum-wage-offenders-named-and-shamed

Evidence from other HMRC campaigns suggests those who voluntarily change behaviour can remain compliant for longer. Under the operation of the NMW Campaign launched in July, employers who are in breach of NMW regulations must formally notify HMRC of their participation in the campaign and then complete a full disclosure within two months. Employers must declare details of the arrears to allow HMRC to check and accept that pay has been corrected. HMRC is using a range of information sources to monitor whether the reported self-correction matches the details submitted by the employer. Where appropriate, HMRC will investigate and challenge employer action.

Since 7 March 2014, the Government has recovered arrears of almost £5.9 million and issued penalties of almost £1.4m. Where consistent with our naming policy the Government has made public the names of employers who have failed to pay their employees the National Minimum Wage, including the value of the arrears. Details of the latest naming and shaming announcement are available here - https://www.gov.uk/government/news/national-minimum-wage-offenders-named-and-shamed

Evidence from other HMRC campaigns suggests those who voluntarily change behaviour can remain compliant for longer. Under the operation of the NMW Campaign launched in July, employers who are in breach of NMW regulations must formally notify HMRC of their participation in the campaign and then complete a full disclosure within two months. Employers must declare details of the arrears to allow HMRC to check and accept that pay has been corrected. HMRC is using a range of information sources to monitor whether the reported self-correction matches the details submitted by the employer. Where appropriate, HMRC will investigate and challenge employer action.

I have recently met with my Rt hon Friend the Minister of State for Care and Support (Alistair Burt) to discuss enforcement of the minimum wage in the care sector.

The Government is taking action to improve compliance with the National Minimum Wage in the social care sector. We are working closely with the Department of Health, and HM Revenue and Customs (HMRC).

Over the period 1 April 2011 to 31 March 2013, HMRC have made enquiries into 224 employers in the social care sector. Over half of these were paying less than the minimum wage- between them owing £1,347,150 arrears of pay to 6959 workers, with penalties issued with a total value of £158,239.

HMRC also opened 225 investigations in the period 1 April 2013 to 31 March 2015. 113 cases are closed with £110,943 arrears identified for 368 workers. Currently, there are 142 investigations open in social care.

The Department of Health has published statutory guidance for local authorities as part of the package of secondary legislation to accompany the Care Act. The chapter of statutory guidance on commissioning and market shaping explicitly states that local authorities should have evidence that contract terms, conditions and fee levels will not compromise care providers’ ability to pay at least minimum wages.

The Department of Health is asking all Local Authorities to sign up to the Social Care Commitment which incorporates a statement about employer compliance with minimum wage legislation. The Association of Directors of Adult Social Services has written out to all its members encouraging them to support the Commitment as a way of raising standards in adult social care.

The Department of Health is also working with the Association of Directors of Adult Social Services (ADASS), the Local Government Association (LGA) and the Health Services Management Centre at Birmingham University to develop a set of Commissioning Standards. Local authorities will be encouraged to use these as a benchmark to support them to improve commissioning practices, including those which have an impact on the social care workforce such as employer compliance with National Minimum Wage.

In addition to the actions we are currently taking to reduce non-compliance in the social care sector, we will also be:

· issuing guidance to employers so that they understand the NMW law, including tips to avoid common mistakes and the records that they should be keeping to prove that they are paying their workers correctly.

· encouraging care sector workers who have been underpaid to make a complaint- making sure that they understand their entitlement.

Any worker who is concerned that they have not received what they are entitled to should call the Acas helpline on 0300 123 1100 for confidential advice. HMRC follow up every complaint.

There are currently nine Employment Agency Standards Inspectorate permanent warranted officers, who are supported by one administrative officer.

There are no current plans to change staffing levels but they will be considered in the context of the Prime Minister’s announcement on 21^st May 2015 that the Government will create a new labour market enforcement agency.

Widening participation in higher education remains a priority for this Government. The Prime Minister has committed to doubling the proportion of people from disadvantaged backgrounds entering higher education by the end of this Parliament from 2009 levels.

We are reviewing all areas of the Department’s expenditure as part of our preparations for the spending review and no decisions have yet been taken on any funding streams beyond 2015-16.

All of the increased resources in the Employment Agency Standards (EAS) Inspectorate have been allocated to front line posts

We have recruited two additional EAS Inspectors and an Operations and Prosecutions Manager, all of whom carry warrant cards and carry out both complaint investigation and targeted enforcement operations in high risk areas.

Across the agencies visited in Sheffield in February, the following potential breaches of the Conduct Regulations were found:

Regulation 5 – Cannot make the provision of work-finding conditionally upon buying goods or services supplied by the agency

Regulation 10 – Transfer fees for a temporary worker moving to a permanent position with a hirer or third party

Regulation 13 – Information to be given in writing about goods or services provided by the agency

Regulation 14 – Terms to be agreed with a work-seeker

Regulation 15 – Specific information to be contained in the terms agreed under Regulation 14

Regulation 17 – Terms to be agreed with the hirer

Regulation 18 – Information to be obtained from the hirer in relation to the work to be undertaken

Regulation 19 – Confirmation to be obtained about a work seeker

Regulation 21 – Confirmation of information to be passed to both the work-seeker and hirer about each other

Regulation 24 – Covers where a work seeker is required to travel and/or live away from home to undertake an assignment, and loans

Regulation 28 – Confidentiality and use of the information provided to the agency by the work-seeker

Regulation 29 – Maintenance of records to show compliance with these Regulations

Regulation 32 – Changes that need to be made to terms to reflect the fact that the work-seeker is incorporated

There was also one potential instance of charging for work finding services which is a breach of Section 6 (1) of the Employment Agencies Act 1973.

The resources in EAS have doubled this year and will increase again in the next financial year. Since November 2014, three staff who were on loan to HMRC have returned to EAS.

We are currently undertaking a recruitment exercise to further increase EAS resources and the remaining EAS staff on loan may apply to return if they choose.

The most common breaches of the obligations under the Conduct Regulations are:

Regulation 12 - Withholding payment for work undertaken

Regulation 13 – Information to be given in writing about goods or services provided by the agency

Regulation 14 – Terms to be agreed with a work-seeker

Regulation 15 – Specific information to be contained in the terms agreed under Regulation 14

The most common breach of the obligations under the Employment Agencies Act is charging for work finding services which is a breach of Section 6 (1) of the Employment Agencies Act 1973.

The resources in Employment Agency Standards (EAS) have doubled this year and will increase again in the next financial year.

All of the staff in the EAS Inspectorate carry out both complaint investigation and targeted enforcement operations in high risk areas.

The Employment Agency Standards Inspectorate (EAS) enforce the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (both as amended).

We have doubled EAS resource this financial year and will increase resource again for the financial year 2015/16. This additional resource is being used for targeted enforcement in high risk areas in order to protect the most vulnerable agency workers.

In February, EAS inspectors led a targeted enforcement operation in the Sheffield area. They were accompanied by officers from Her Majesty’s Revenue and Customs (HMRC’s) National Minimum Wage (NMW) team and, on some visits, by the Pensions Regulator.

During the inspections of 15 employment businesses, EAS identified 32 potential breaches of the Conduct Regulations, as well as a potential breach of the Employment Agencies Act. Where breaches were identified, warning letters were issued and the agencies were required to change practices and demonstrate compliance or face further enforcement action.

The Notice of Underpayment issued to an employer by HMRC following the identification of underpayments of the National Minimum Wage does not differentiate between underpayments to workers and apprentices. Non-compliance involving apprentices is not restricted to the Apprentice National Minimum Wage; some non-compliance will occur where an apprentice is entitled to the relevant age rate (where they are aged over 19 and have completed their first year).

It is therefore not possible to provide information on the number of employers who have faced a penalty for non-payment of the apprentice National Minimum Wage since March 2014, as HMRC do not hold this information. Nor is it possible to provide details of the number of naming cases involving underpayments to apprentices. We can confirm that every employer that has been named has faced a financial penalty. These penalties will have related to pay reference periods falling before and after 7 March 2014 and so will have been calculated at the previous and current rates.

In 2014/15, the National Minimum Wage enforcement budget was increased by £1.2m from £8m to £9.2m. There are currently 189 staff across HMRC contributing to enforcing NMW, including people who work in legal advice, debt management, technical support and criminal investigation, amongst others. This includes an additional 26 inspectors recently recruited following the in-year 14/15 funding increase. Within this overall resource, we do not specify an amount that should be allocated to enforcing the apprentice National Minimum Wage. HMRC are required to respond to every complaint made to the Pay and Work Rights Helpline. In addition to this, complaints from apprentices are prioritised and fast-tracked.

Anyone who is concerned that they have been underpaid the National Minimum Wage should call the Pay and Work Rights Helpline for free and confidential advice on 0800 917 2368.

The Notice of Underpayment issued to an employer by HMRC following the identification of underpayments of the National Minimum Wage does not differentiate between underpayments to workers and apprentices. Non-compliance involving apprentices is not restricted to the Apprentice National Minimum Wage; some non-compliance will occur where an apprentice is entitled to the relevant age rate (where they are aged over 19 and have completed their first year).

It is therefore not possible to provide information on the number of employers who have faced a penalty for non-payment of the apprentice National Minimum Wage since March 2014, as HMRC do not hold this information. Nor is it possible to provide details of the number of naming cases involving underpayments to apprentices. We can confirm that every employer that has been named has faced a financial penalty. These penalties will have related to pay reference periods falling before and after 7 March 2014 and so will have been calculated at the previous and current rates.

In 2014/15, the National Minimum Wage enforcement budget was increased by £1.2m from £8m to £9.2m. There are currently 189 staff across HMRC contributing to enforcing NMW, including people who work in legal advice, debt management, technical support and criminal investigation, amongst others. This includes an additional 26 inspectors recently recruited following the in-year 14/15 funding increase. Within this overall resource, we do not specify an amount that should be allocated to enforcing the apprentice National Minimum Wage. HMRC are required to respond to every complaint made to the Pay and Work Rights Helpline. In addition to this, complaints from apprentices are prioritised and fast-tracked.

Anyone who is concerned that they have been underpaid the National Minimum Wage should call the Pay and Work Rights Helpline for free and confidential advice on 0800 917 2368.

The Notice of Underpayment issued to an employer by HMRC following the identification of underpayments of the National Minimum Wage does not differentiate between underpayments to workers and apprentices. Non-compliance involving apprentices is not restricted to the Apprentice National Minimum Wage; some non-compliance will occur where an apprentice is entitled to the relevant age rate (where they are aged over 19 and have completed their first year).

It is therefore not possible to provide information on the number of employers who have faced a penalty for non-payment of the apprentice National Minimum Wage since March 2014, as HMRC do not hold this information. Nor is it possible to provide details of the number of naming cases involving underpayments to apprentices. We can confirm that every employer that has been named has faced a financial penalty. These penalties will have related to pay reference periods falling before and after 7 March 2014 and so will have been calculated at the previous and current rates.

In 2014/15, the National Minimum Wage enforcement budget was increased by £1.2m from £8m to £9.2m. There are currently 189 staff across HMRC contributing to enforcing NMW, including people who work in legal advice, debt management, technical support and criminal investigation, amongst others. This includes an additional 26 inspectors recently recruited following the in-year 14/15 funding increase. Within this overall resource, we do not specify an amount that should be allocated to enforcing the apprentice National Minimum Wage. HMRC are required to respond to every complaint made to the Pay and Work Rights Helpline. In addition to this, complaints from apprentices are prioritised and fast-tracked.

Anyone who is concerned that they have been underpaid the National Minimum Wage should call the Pay and Work Rights Helpline for free and confidential advice on 0800 917 2368.

A letter is issued to all new level 2 and 3 apprentices in England on Government-funded apprenticeships, setting out what they can expect from their apprenticeship. This includes information on their national minimum wage entitlement.

The Government is committed to the National Minimum Wage and is absolutely clear that everyone who is entitled to it should receive it. Any worker who thinks they have been underpaid should call the Pay and Work Rights Helpline on 0800 917 2368. HMRC investigates every complaint made to the helpline and calls from apprentices are prioritised for consideration.

The Government is aware that non-compliance involving apprentices is an issue and we are taking action. We are:

· Ensuring that all training providers [in England] deliver on existing obligations to inform employers and apprentices of their NMW requirements.

· Improving guidance and information more generally, to ensure we have clear and comprehensive information on the minimum wage rules. In England the National Apprenticeship Service includes information on the NMW in its information pack for employers taking on an apprentice.

· Encouraging workers to call the Pay and Work Rights Helpline if they think they are not getting what they are legally entitled to through our communication campaign which began in Sept 2014.

· Writing to level 2 & 3 apprentices in England informing them of their NMW entitlement.

We have also asked the Low Pay Commission (LPC) to consider whether we can simplify the apprentice rate structure so that it is as clear and simple as possible, in order to support those employers who take on apprentices. The LPC will report back with their recommendations in February 2015.

We are continuing to take a tough approach towards all employers that do not comply with the National Minimum Wage (NMW) law, including through making their non-compliance public. 55 employers, including some who underpaid apprentices, have been named so far and between them they owed workers a total of over £139,000 in arrears.

The Government has also increased the financial penalty percentage that employers pay for breaking minimum wage law from 50 per cent to 100 per cent of the unpaid arrears owed to workers and the maximum penalty from £5,000 to £20,000. This came into effect on 7 March 2014. We are introducing primary legislation so that the penalty can be calculated on a per worker basis which will substantially increase the penalty for some employers.

There have been no prosecutions since 2010 involving apprentices. Prosecution is reserved for the most serious cases. The Government usually pursues other means, which are more effective, to achieve the key goals of getting workers paid their arrears of wages and deter employers from being non-compliant. For example, the Government policy on the naming scheme and the increase in the NMW civil penalty will have considerable reputational and financial consequences for employers who are non-compliant with the NMW. However, HMRC will refer suitable cases to prosecutors.

The Government is committed to the National Minimum Wage and is absolutely clear that everyone who is entitled to it should receive it. Any worker who thinks they have been underpaid should call the Pay and Work Rights Helpline on 0800 917 2368. HMRC investigates every complaint made to the helpline and calls from apprentices are prioritised for consideration.

The Government is aware that non-compliance involving apprentices is an issue and we are taking action. We are:

· Ensuring that all training providers [in England] deliver on existing obligations to inform employers and apprentices of their NMW requirements.

· Improving guidance and information more generally, to ensure we have clear and comprehensive information on the minimum wage rules. In England the National Apprenticeship Service includes information on the NMW in its information pack for employers taking on an apprentice.

· Encouraging workers to call the Pay and Work Rights Helpline if they think they are not getting what they are legally entitled to through our communication campaign which began in Sept 2014.

· Writing to level 2 & 3 apprentices in England informing them of their NMW entitlement.

We have also asked the Low Pay Commission (LPC) to consider whether we can simplify the apprentice rate structure so that it is as clear and simple as possible, in order to support those employers who take on apprentices. The LPC will report back with their recommendations in February 2015.

We are continuing to take a tough approach towards all employers that do not comply with the National Minimum Wage (NMW) law, including through making their non-compliance public. 55 employers, including some who underpaid apprentices, have been named so far and between them they owed workers a total of over £139,000 in arrears.

The Government has also increased the financial penalty percentage that employers pay for breaking minimum wage law from 50 per cent to 100 per cent of the unpaid arrears owed to workers and the maximum penalty from £5,000 to £20,000. This came into effect on 7 March 2014. We are introducing primary legislation so that the penalty can be calculated on a per worker basis which will substantially increase the penalty for some employers.

There have been no prosecutions since 2010 involving apprentices. Prosecution is reserved for the most serious cases. The Government usually pursues other means, which are more effective, to achieve the key goals of getting workers paid their arrears of wages and deter employers from being non-compliant. For example, the Government policy on the naming scheme and the increase in the NMW civil penalty will have considerable reputational and financial consequences for employers who are non-compliant with the NMW. However, HMRC will refer suitable cases to prosecutors.

The Government is committed to the National Minimum Wage and is absolutely clear that everyone who is entitled to it should receive it. Any worker who thinks they have been underpaid should call the Pay and Work Rights Helpline on 0800 917 2368. HMRC investigates every complaint made to the helpline and calls from apprentices are prioritised for consideration.

The Government is aware that non-compliance involving apprentices is an issue and we are taking action. We are:

· Ensuring that all training providers [in England] deliver on existing obligations to inform employers and apprentices of their NMW requirements.

· Improving guidance and information more generally, to ensure we have clear and comprehensive information on the minimum wage rules. In England the National Apprenticeship Service includes information on the NMW in its information pack for employers taking on an apprentice.

· Encouraging workers to call the Pay and Work Rights Helpline if they think they are not getting what they are legally entitled to through our communication campaign which began in Sept 2014.

· Writing to level 2 & 3 apprentices in England informing them of their NMW entitlement.

We have also asked the Low Pay Commission (LPC) to consider whether we can simplify the apprentice rate structure so that it is as clear and simple as possible, in order to support those employers who take on apprentices. The LPC will report back with their recommendations in February 2015.

We are continuing to take a tough approach towards all employers that do not comply with the National Minimum Wage (NMW) law, including through making their non-compliance public. 55 employers, including some who underpaid apprentices, have been named so far and between them they owed workers a total of over £139,000 in arrears.

The Government has also increased the financial penalty percentage that employers pay for breaking minimum wage law from 50 per cent to 100 per cent of the unpaid arrears owed to workers and the maximum penalty from £5,000 to £20,000. This came into effect on 7 March 2014. We are introducing primary legislation so that the penalty can be calculated on a per worker basis which will substantially increase the penalty for some employers.

There have been no prosecutions since 2010 involving apprentices. Prosecution is reserved for the most serious cases. The Government usually pursues other means, which are more effective, to achieve the key goals of getting workers paid their arrears of wages and deter employers from being non-compliant. For example, the Government policy on the naming scheme and the increase in the NMW civil penalty will have considerable reputational and financial consequences for employers who are non-compliant with the NMW. However, HMRC will refer suitable cases to prosecutors.

The Government will set out our priorities for higher education for 2015-16 in the annual Grant Letter to the Funding Council.

The proportion of young people from disadvantaged backgrounds entering higher education this year is at record levels.

Widening participation in higher education remains a priority for this Government. We will announce the funding we will make available for higher education in 2015/16, in the usual way in our grant letter to the Higher Education Funding Council for England (HEFCE), which is due for publication in early 2015. HEFCE is responsible for deciding the detail of allocations to institutions.

The Higher Education Funding Council for England (HEFCE) provides funding to higher education institutions (HEI) for postgraduate study: £240m to support the costs of postgraduate research supervision; and £120m to contribute to the costs of providing postgraduate taught programmes. Postgraduate taught funding is based on a calculation of full-time and part-time student numbers.

HEFCE allocations to HEIs are subject to the conditions of the grant set out in its Memorandum of Assurance and Accountability, which requires that HEIs should, as a minimum, comply with the requirements of the Equality Act 2010. HEFCE monitors HEIs’ progress with regard to equality and diversity.

Research Council funding for postgraduate research training is through research organisations, who undertake the selection and recruitment of students. The Research Council UK (RCUK) terms and conditions for training grants require that research organisations should meet the RCUK Expectations for Equality and Diversity in all aspects of the recruitment and career management of students. Students may be full-time or part-time.

Research Councils collect and analyse data on the gender, ethnic origin and age of supported students to monitor the effectiveness of their policies and initiatives.