Asked by: Damian Hinds (Conservative - East Hampshire)
Question to the HM Treasury:
To ask the Chancellor of the Exchequer, what estimate she has made of the average net effect on overall tax receipts when an individual moves from direct waged employment to (a) self employment or (b) contracting with a temp or staffing agency, all other things being equal.
Answered by Dan Tomlinson - Exchequer Secretary (HM Treasury)
In July 2025, in its Fiscal Risks and Sustainability assessment, the independent Office for Budget Responsibility assessed there was a low risk to the public finances of increasing self-employment. The risk was assessed to have decreased since the last assessment in July 2023.
Whether someone is employed or self-employed depends upon the terms and conditions of the relevant engagement.
The manner in which a worker is engaged will have consequences for the tax that they, and their engagers, have to pay. Most agency workers must be treated as employees for income tax and National Insurance contributions (NICs) purposes by the agencies that pay them.
These agencies are required to make deductions of income tax and employee NICs, where these are due, from the workers’ pay in the same way and at the same level as with direct employees. The agencies will also be liable to pay employer NICs, where these are due, in respect of payments to the workers.
HMRC publish guidance on determining employment status: https://www.gov.uk/hmrc-internal-manuals/employment-status-manual/esm0500.
HMRC have also published guidance on agency rules and examples of where the rules apply: https://www.gov.uk/hmrc-internal-manuals/employment-status-manual/esm2000.
Asked by: Damian Hinds (Conservative - East Hampshire)
Question to the HM Treasury:
To ask the Chancellor of the Exchequer, what estimate she has made of the average effect on take-home pay for an individual if they move from direct waged employment to contracting with a temp or staffing agency, all other things being equal.
Answered by Dan Tomlinson - Exchequer Secretary (HM Treasury)
In July 2025, in its Fiscal Risks and Sustainability assessment, the independent Office for Budget Responsibility assessed there was a low risk to the public finances of increasing self-employment. The risk was assessed to have decreased since the last assessment in July 2023.
Whether someone is employed or self-employed depends upon the terms and conditions of the relevant engagement.
The manner in which a worker is engaged will have consequences for the tax that they, and their engagers, have to pay. Most agency workers must be treated as employees for income tax and National Insurance contributions (NICs) purposes by the agencies that pay them.
These agencies are required to make deductions of income tax and employee NICs, where these are due, from the workers’ pay in the same way and at the same level as with direct employees. The agencies will also be liable to pay employer NICs, where these are due, in respect of payments to the workers.
HMRC publish guidance on determining employment status: https://www.gov.uk/hmrc-internal-manuals/employment-status-manual/esm0500.
HMRC have also published guidance on agency rules and examples of where the rules apply: https://www.gov.uk/hmrc-internal-manuals/employment-status-manual/esm2000.
Asked by: Tanmanjeet Singh Dhesi (Labour - Slough)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what recent steps his Department has taken alongside local stakeholders to increase the number of (a) employment and (b) training opportunities in Slough.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
Local agencies and local government are well placed to understand their local labour market, build connections with employers and coordinate services to increase employment and training opportunities. That is why we have asked all areas across England, including Berkshire, to develop local Get Britain Working plans in partnership with local stakeholders.
Local areas are also delivering Connect to Work, a Supported Employment programme aimed at disabled people and people with health conditions. Berkshire have had their plan approved and are due to go live in January.
Additionally, our Jobcentre teams in Slough work with local employers to help generate opportunities for customers. They also work with local and national providers to understand the needs of local areas and the skills gaps of UC customers related to the local area’s job market, and then request and develop suitable training.
To deliver local training opportunities, we are also spending £1.4 billion this academic year through the Adult Skills Fund, and we are also transforming the apprenticeships offer into a new growth and skills offer, including introducing new foundation apprenticeships.
Asked by: Andrew Rosindell (Reform UK - Romford)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what steps she has taken to reduce the commission of crime in English prisons.
Answered by Jake Richards - Assistant Whip
His Majesty’s Prison and Probation service (HMPPS) has a layered approach to tackling criminality that emanates from within prisons. It deploys countermeasures such as X-ray body and baggage scanners, archway metal detectors and Enhanced Search Gates in place to stop smuggling of illicit items, such as mobile phones that are key enablers of crime in prisons.
Criminality in prisons is often orchestrated by Serious Organised Crime (SOC) nominals. HMPPS has a dedicated national SOC team that works collaboratively with law enforcement agencies and partners to identify and disrupt organised criminal activity in prison.
We bear down on crime in prison through adjudications, and prisoners who misbehave can face extra time in custody. The most serious crimes, including those where a mobile phone is being used to coordinate criminal activity, are referred to the police in line with the Crime in Prisons Referral Arrangement (CiPRA). We work closely with law enforcement partners through the Crime in Prisons Taskforce which was established to work closely with the police and the Crown Prosecution Service to ensure serious crimes are addressed through the criminal justice system, rather than solely through internal disciplinary measures.
In parallel, we are tackling the root causes of reoffending by addressing offenders’ underlying needs and supporting their rehabilitation journey. This includes providing a range of rehabilitative interventions, including education, employment and substance misuse support.
Asked by: Desmond Swayne (Conservative - New Forest West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what assessment his Department has of the potential impact of removing the waiting period for statutory sick pay on the number of claims made by agency workers; and what steps he plans to take to ensure that the removal of the waiting period does not result in fraudulent or duplicate claims from agency workers.
Answered by Diana Johnson - Minister of State (Department for Work and Pensions)
Strengthening Statutory Sick Pay (SSP) is part of the Government’s commitment to implement our Plan to Make Work Pay. The Government conducted a Regulatory Impact Assessment here on the impact of the SSP measures, including the removal of the waiting period in the Employment Rights Bill.
Whilst this is not a specific assessment on the impact on recruitment agencies or agency workers, the Government believes that the SSP measures strike the right balance between providing financial security to employees and limiting additional costs to employers, including agencies. The Bill ensures that people who work through employment agencies and employment businesses have comparable rights and protections to their counterparts who are directly employed. Employers, including those in the recruitment sector, are best placed to manage sickness absences and ensuring employees receive appropriate support. If employers have the right policies and practices in place, risks of inappropriate absenteeism can be mitigated.
The Government intends to conduct a post-implementation review (PIR) of the Employment Rights Bill within five years of implementation. The impact of the measures to strengthen Statutory Sick Pay will be monitored on employers and employees alike. This can include considering the impact on workers in the agency sector.
Asked by: Wendy Chamberlain (Liberal Democrat - North East Fife)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, what is the total number of Employment Agencies Standards Inspectorate staff; and how many of these staff are a) based in Scotland and b) cover Scotland in their role responsibilities.
Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)
The Employment Agency Standards Inspectorate (EAS) has the budget for 35 members of staff.
EAS currently have one member of staff that is based in Scotland, but all staff can be deployed across the whole of Great Britain as required.
Based on EAS management information, the table below sets out the number of in person or online visits conducted at the time due to covid restrictions.
Employment Agencies Standards Inspectorate – Scotland Inspections (Last Five Years)
Financial Year | Number of Inspections |
2020/2021 | 0 (Covid restrictions) |
2021/2022 | 26 (Online inspections due to Covid restrictions) |
2022/2023 | 29 |
2023/2024 | 0 |
2024/2025 | 55 |
Total | 110 |
Asked by: Wendy Chamberlain (Liberal Democrat - North East Fife)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, how many in-person inspections were carried out by the Employment Agencies Standards Inspectorate in Scotland in each of the last five years.
Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)
The Employment Agency Standards Inspectorate (EAS) has the budget for 35 members of staff.
EAS currently have one member of staff that is based in Scotland, but all staff can be deployed across the whole of Great Britain as required.
Based on EAS management information, the table below sets out the number of in person or online visits conducted at the time due to covid restrictions.
Employment Agencies Standards Inspectorate – Scotland Inspections (Last Five Years)
Financial Year | Number of Inspections |
2020/2021 | 0 (Covid restrictions) |
2021/2022 | 26 (Online inspections due to Covid restrictions) |
2022/2023 | 29 |
2023/2024 | 0 |
2024/2025 | 55 |
Total | 110 |
Asked by: Mike Wood (Conservative - Kingswinford and South Staffordshire)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, how many people are employed by UK Security Vetting by (a) permanent civil servants, (b) fixed-term appointees and (c) contingent labour.
Answered by Dan Jarvis - Minister of State (Cabinet Office)
United Kingdom Security Vetting (UKSV) delivers National Security Vetting services to departments and agencies across government, police and industry. UKSV’s workforce planning is driven by the demand forecasting and operational employment requirements of these departments and agencies. The resourcing of UKSV includes a diverse range of staffing contracts to meet forecast demand.
Asked by: Kate Osamor (Labour (Co-op) - Edmonton and Winchmore Hill)
Question to the Department for Education:
To ask the Secretary of State for Education, whether she plans to take steps to reduce the use of large commercial agencies in the supply teaching sector.
Answered by Georgia Gould - Minister of State (Education)
Schools, academies and local authorities are responsible for the recruitment of their supply teachers, which includes deciding whether to use private supply agencies to fill temporary posts or cover teacher absence.
The department recognises the role that agencies play in helping to keep schools running when they face teacher shortages and absences. We are committed to helping schools achieve better value for money when using agencies, which is why we have established the agency supply deal in conjunction with the Crown Commercial Service. The deal has established a list of preferred suppliers that schools can access, all of which will be transparent with schools about the rates they charge. Our most recent announcement on maximising value for pupils is available at this link: https://www.gov.uk/government/publications/maximising-value-for-pupils/maximising-value-for-pupils.
The department has no plans to take steps to introduce a national supply register for teachers.
Asked by: Joe Robertson (Conservative - Isle of Wight East)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, pursuant to the Answer of 22 October 2025 to Question 77546 on NHS: Strikes, whether NHS staff who are on strike may be paid by another NHS trust for undertaking (a) agency and (b) locum during the strike.
Answered by Karin Smyth - Minister of State (Department of Health and Social Care)
Regulation 7 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003 stipulates that striking National Health Service staff can work for another NHS trust on days of industrial action as long as they do not do so via an employment business to cover the work of striking workers. Some employment contracts may require employees to either declare to or seek permission from their primary employer before working with another employer, and further guidance for employers can be found on the NHS Employers website. In addition, doctors should refer to the Good Medical Practice Guide issued by the General Medical Council (GMC) when making decisions about working during periods of strike action. The GMC advises that doctors who are due to work but are not attending because of strike action should remain prepared and available during their scheduled hours in case circumstances change.