Sarah Russell

The Office for Equality and Opportunity is working closely with the Home Office to deliver on our landmark mission to halve violence against women and girls in a decade.

We are also working with the Department for Business and Trade to progress the Employment Rights Bill. As part of this, we will strengthen protections against harassment and sexual harassment in the course of employment, by introducing three amendments to the Equality Act 2010.

Through the Employment Rights Act, we are making Paternity Leave a ‘day one’ right from 6 April this year. This will bring an extra 32,000 fathers and partners into scope of the entitlement.

The Government also launched the Parental Leave and Pay Review on 1 July 2025, which will consider all existing and upcoming parental leave entitlements, including Paternity Leave and Pay. The Review will conclude in early 2027 with a set of findings in which the Government will outline next steps for taking any reforms forward to implementation.

This Government is dedicated to improving rights for working parents. In April, we are making Unpaid Parental Leave and Paternity Leave day-one rights, as well as introducing Bereaved Partners Paternity Leave.

In 2027, we will further improve protections for pregnant women and those returning from Maternity Leave. These reforms will benefit millions of employees across the country.

We also know that more can be done to support working parents. The ongoing Parental Leave and Pay Review is looking at all parental leave entitlements and will conclude next year, informing our next steps.

The Government is committed to implementing the provisions of the Neonatal Care (Leave and Pay) Act 2023 as soon as possible. Once in place, up to 12 weeks of paid leave will be available to all eligible parents of babies who are admitted into neonatal care.

The Department for Science, Innovation and Technology recognises the importance of supporting women working in the UK science, technology, engineering and mathematic sectors.

In December 2025, DSIT launched the Women in Tech Taskforce to address the systemic barriers that prevent women from entering, progressing, and leading in the tech sector. In March 2026 DSIT launched a package to get more women into tech, including 300 paid tech placements and support for those returning after a career break. DSIT also announced a TechFirst Girls Competitition and the Women in Tech Taskforce launched a call for evidence on building a more diverse tech sector.

This is on top of major programmes that DSIT supports such as the £187 million TechFirst initiative to support entry into the sector, the CyberFirst Girls annual tech competition, and Innovate UK’s Women in Innovation programme.

Alongside this, DSIT and UKRI are working to improve retention and career outcomes for women in research. On 11^th March, DSIT Secretary of State called on research institutions and funders to do more to support women in research and back a voluntary charter to raise standards and drive culture change. The charter, which will be shaped with employers and funders of researchers, will set a firm expectation that all PhD funders commit to meeting or exceeding UK Research and Innovation’s parental leave offer for doctoral students. It will also agree clear, tangible commitments on other issues like support for those returning to work with caring responsibilities, greater job flexibility and addressing sexual discrimination and harassment.

DSIT have also doubled the government’s support for the Daphne Jackson Trust, who support researchers who have taken a career break, to £4m per year.

There is no plan to assess the potential impact of the Minimum Income Floor specifically for self-employed childminders on Universal Credit.

The department does not systematically collect data about the sector self-employed customers work in. Universal Credit treats all forms and sectors of self-employment in the same way, focusing on the level of the customer’s earnings rather than the sector. There is no link between the sector that a customer works in and the level of their Minimum Income Floor.

Baroness Amos has advised that the independent National Maternity and Neonatal Investigation will publish its final report and recommendations in June.

The Healthy Start scheme helps to encourage a healthy diet for pregnant women, babies, and young children under four years old from low-income households. The NHS Business Services Authority (NHSBSA) operates the Healthy Start scheme on behalf of the Department. The NHSBSA does not hold data relating to children aged four years old and over.

Monthly figures for the number of people on the digital Healthy Start scheme are published on the NHS Healthy Start website, which is available at the following link:

https://www.healthystart.nhs.uk/healthcare-professionals/

Healthy Start is a demand led scheme, and therefore, the cost of the scheme differs from year to year. The NHS Business Services Authority (NHSBSA) delivers the Healthy Start scheme on behalf of the Department. In the financial year 2023/24, the cost to the public purse for the NHSBSA to administer the scheme was £9,620,000.

In the same financial year, the cost to the public purse for payments made to families in receipt of Healthy Start was £86,382,173.

The NHS Business Services Authority (NHSBSA) operates the Healthy Start scheme on behalf of the Department. Monthly figures for the number of people on the digital Healthy Start scheme are published on the NHS Healthy Start website, which is available at the following link:

https://www.healthystart.nhs.uk/healthcare-professionals/

In April 2025 there were 361,122 people on the digital scheme, and of these there were 328,798 claims supporting children under four years old.

The NHSBSA does not currently hold data on the number of children living in families that are eligible for Healthy Start.

The information requested is not held.