Found: scandal redress: Unfinished business: Government response HC 778 3rd Make Work Pay: Employment Rights Bill

Found: scandal redress: Unfinished business: Government response HC 778 3rd Make Work Pay: Employment Rights Bill

Found: We heard that local authorities were in favour of amendments to the Renters’ Rights Bill to extend the

Found: , minimum wages have risen, new EU trade measures on imports are costlier, and the Employment Rights Bill

Found: stated: [T]he ongoing uncertainty surrounding several of the provisions within the Employment Rights Bill

Found: experiencing marked increases in repossession activity since the implementation of the Renters’ Rights Bill

Found: Through the Employment Rights Bill we have made a start on improving our offer to working families by

Found: Through the Employment Rights Bill we have made a start on improving our offer to working families by

Found: fair-pay-agreement-process-in-adult-social-care-consultation-document> accessed 28 November 2025. 32 ibid. 33 UK Government, ‘Implementing the Employment Rights Bill

Found: scandal redress: Unfinished business: Government response HC 778 3rd Make Work Pay: Employment Rights Bill

Found: We are concerned with the Employment Rights Bill, that introducing multiple changes to employment law

Found: Use and Access) Act ○ UK DMCC (Digital Markets, Competition and Consumers Act) ○ UK Employment Rights Bill

Found: Despite this, we remain concerned that the Employment Rights Bill in its current form – including the

Found: algorithmic management, as set out in the TUC’s Artificial Intelligence (Regulation and Employment Rights) Bill

Found: That is why we welcome many of the measures within the Employment Rights Bill which support good working

Found: Wages/NICs/Employment Rights Bill: Whilst general employment changes that are not in the WSTA’s direct

Found: Insight from our members suggests that heightened concerns over the Employment Rights Bill also contributed

Found: The Employment Rights Bill – which the Government’s own impact assessment suggests could add £5 billion

Found: acting to support people in these areas and across the ‘everyday economy’ through the Employment Rights Bill

Found: acting to support people in these areas and across the ‘everyday economy’ through the Employment Rights Bill

Found: The Employment Rights Bill – which the Government’s own impact assessment suggests could add £5 billion

Found: passengers and businesses across Britain. 14.Beyond the railways the delivery of the Employment Rights Bill

Found: regulations impact companies' decisions to invest in the UK, including in West Yorkshire. o Employment Rights Bill

Found: Looking ahead, businesses are preparing for the implementation of the Employment Rights Bill across

Found:  Many businesses are also extremely concerned about the impact of the Employment Rights Bill when

Found: The impact of the Employment Rights Bill We remain deeply concerned that, despite a concession from the

Found: Concerns over the impact of the Employment Rights Bill, particularly the cost and administrative burdens

Found: Indeed welcomes the provisions in the Employment Rights Bill that strengthen individual rights to request

Found: We particularly welcomed the Committee’s report on the scrutiny of the Employment Rights Bill and recommendation

Found: has launched consultations in relation to the Equality (Race and Disability) Bill and Employment Rights Bill

Found: Employers are clear that rising costs, uncertainty around the Employment Rights Bill, and successive

Found: There remains some uncertainty from businesses about how they will manage the Employment Rights Bill

Found: employer NICs; and the potential additional burden on business from the changes in the Employment Rights Bill

Found: It is for this reason that ADCU is pushing for amendments to the Employment Rights Bill, to urgently

Found: The UK took a really important step forward with the passing of the Employment Rights Bill at the end

Found: analysis of how the availability of private rented sector homes has changed since the Renters' Rights Bill

Found: It also stressed that it had done a lot of work with MHCLG, particularly around the Renters’ Rights Bill

Found: Employment Rights Bill and Make Work Pay ‘Disguised’ or ‘bogus’ self-employment occurs when workers

Found: Article 2. https://rm.coe.int/1680afae3c 18 TUC’s Artificial Intelligence (Regulation and Employment Rights Bill

Found: • Strengthening rights at work through the Employment Rights Bill to create more secure jobs across

Found: There is about to be a vote, clearly, on the Employment Rights Bill.

Found: The debate on which we may be voting is on the Employment Rights Bill, which you have not yet assessed

Found: The Renters Rights Bill currently in parliament will abolish no fault evictions.

Found: • Strengthening rights at work through the Employment Rights Bill to create more secure jobs across

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the potential implications for his policies on trends in the level of employment costs for businesses in Surrey.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government has published 29 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Act: Employment Rights Act 2025: impact assessments - GOV.UK. This includes an assessment of regional impacts. An impact assessment on the 2026 National Minimum Wage and National Living Wage rates will be published shortly, including an assessment of regional impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what representations did he receive from women with (a) endometriosis and (b) adenomyosis on provisions within the Employment Rights Bill to support employees with these conditions.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government is committed to improving women’s health and supporting employees through the Employment Rights Act (ERA). Officials have engaged with women’s health organisations, including endometriosis groups, informing voluntary Employer Action Plans on menopause from April 2026. We’re helping people with health conditions stay and thrive at work through programmes such as Keep Britain Working and greater access to flexible working. Statutory Sick Pay may also apply which, from April, becomes payable from day one of sickness absence. Beyond the ERA, endometriosis and adenomyosis may be considered disabilities, and if so, employers must offer reasonable adjustments under the Equality Act 2010.

Question to the Department for Business and Trade:

To ask His Majesty's Government, further to the Written Answer by Baroness Lloyd of Effra on 2 January (HL13041), when they will publish the enactment impact assessment for the Employment Rights Act 2025; and whether that assessment will include breakdowns by sector of the impact on (1) small businesses with fewer than 50 employees, and (2) micro-businesses with fewer than 10 employees.

Answered by Baroness Lloyd of Effra - Baroness in Waiting (HM Household) (Whip)

On Wednesday 7 January, the Government published the Enactment Summary Impact Assessment for the Employment Rights Act 2025. This forms part of a comprehensive package of 29 Impact Assessments analysing the impact of the Act: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments. As per our Better Regulation requirements, each Impact Assessment includes a small and micro business assessment.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the number of businesses with fewer than 50 employees that will (1) reduce hiring, (2) reduce wages, or (3) cease trading, as a result of the Employment Rights Act 2025.

Answered by Baroness Lloyd of Effra - Baroness in Waiting (HM Household) (Whip)

The Government has published 29 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Act: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments. As per our Better Regulation requirements, each Impact Assessment includes a small and micro business assessment.

Question to the Ministry of Housing, Communities and Local Government:

To ask the Secretary of State for Housing, Communities and Local Government, with reference to the publication entitled MHCLG: spending over £25,000, November 2025, of 31 December 2025, what the topic and terms of reference were for the Employment Rights Bill Research by Verian Group UK Limited with reference 5105606902; and what the timetable is for the publication of that research.

Answered by Samantha Dixon - Parliamentary Under-Secretary (Housing, Communities and Local Government)

The government’s Plan to Make Work Pay will improve living standards, support economic growth, and provide more security for people in work.

The research, developed with Department for Business and Trade (DBT), was a survey of precariously employed people, such as those on zero hours contracts. The survey aimed to understand the hidden, out-of-pocket costs faced by those with uncertain working hours, such as paying for last minute childcare or travel changes. The work has been shared with DBT to support the government’s ongoing work and will be published in line with Government Social Research protocols.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, with reference to the document entitled Fair pay agreement consultation impact assessment, published in October 2025, if he will award an interim uplift to the pay of frontline care workers in the 2026-27 and 2027-28 financial years to address the immediate workforce recruitment and retention challenges before a negotiated fair pay agreement is implemented in the 2028-29 financial year.

Answered by Stephen Kinnock - Minister of State (Department of Health and Social Care)

Under the Employment Rights Bill, the Government will set up the Fair Pay Agreement, establishing a form of sectoral collective bargaining which will empower employers, worker representatives, and others in partnership to negotiate fair pay, and terms and conditions.

The Government is taking steps to establish Fair Pay Agreements. These steps are essential to getting this right and ensuring meaningful reform for the adult social care sector. This includes our public consultation, which closes on 16 January.

This will support the delivery of our Plan to Make Work Pay, which is already delivering for care workers through changes to the minimum wage, putting more money into their pockets. The Employment Rights Bill will also end exploitative zero-hours contracts, with one in five carers on a zero-hour contract, and give workers rights to statutory sick pay from day one of absence due to illness.

Currently, most workers are employed by private sector providers who set their pay and terms and conditions, independent of the Government.

We know this is an issue now, and in the meantime the Government is making available approximately £4.6 billion of funding for adult social care in 2028/29 compared to 2025/26, to support the sector in making improvements. This includes £500 million for the Fair Pay Agreement, the most significant investment in improving pay and conditions for adult social care staff to date.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the estimated total cost of scrapping compensation caps for unfair dismissal for businesses in the UK.

Answered by Baroness Lloyd of Effra - Baroness in Waiting (HM Household) (Whip)

The Government will be publishing an Enactment Impact Assessment on the impacts of the Employment Rights Act. This assessment can be found here when published: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the impact of ending certain zero-hours contracts on the employment rates of younger people, such as students.

Answered by Baroness Lloyd of Effra - Baroness in Waiting (HM Household) (Whip)

My department has published a robust set of Impact Assessments that provide a comprehensive analysis on the potential impact of the Employment Rights Act, available here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

This analysis includes consideration of increases in labour costs for businesses and the subsequent effects, as well as assessments on how the proposed zero hour contract measures could affect different groups in the labour market. The impact on younger people and students will depend on the regulations following consultation, however it is important to note the measures will focus on exploitative zero hours contracts to ensure people are able to access guaranteed hours. For those who want to remain on a zero hours contract, for example many students, they will still be able to.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the impact of awarding unlimited compensation for unfair dismissal on employment rates.

Answered by Baroness Lloyd of Effra - Baroness in Waiting (HM Household) (Whip)

The Government will be publishing an Enactment Impact Assessment on the impacts of the Employment Rights Act. This assessment can be found here when published: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

Question to the Department for Business and Trade:

To ask His Majesty's Government when they plan to publish the consultation on the legal status of workers who are not included in any of the Employment Rights Bill consultations.

Answered by Baroness Lloyd of Effra - Baroness in Waiting (HM Household) (Whip)

The Government is committed to consulting on employment status as soon as possible. The consultation will seek to address issues with the framework which can enable worker exploitation and leave vulnerable workers without core employment protections, as well as strengthening protections for the self-employed including the right to a written contract and blacklisting protections.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what steps his Department is taking to support UK festival organisers with the implementation of the Employment Rights Bill, in the context of the workforce flexibility requirements of the sector.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

Festivals are crucial to the UK's culture, providing a platform for emerging artists, supporting local economies and creative jobs, and bringing joy to thousands.

The impact on UK festivals will depend on the regulations that we will bring forward following consultation on the measures in the Employment Rights Act 2025.

The government will ensure there is sufficient time for businesses to familiarise themselves with these new employment rights before they come into force, and we intend to provide clear guidance for employers and for workers in advance of implementation.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment his Department has made of the potential impact of the Employment Rights Bill on the Premier League and the Football League.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government published a comprehensive package of analysis on the impact of the Employment Rights Act and this is available here: http://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

Question to the Ministry of Justice:

To ask the Secretary of State for Justice, what assessment he has made of the effectiveness of current mechanisms for enforcing Employment Tribunal awards where employers refuse to pay compensation.

Answered by Sarah Sackman - Minister of State (Ministry of Justice)

The Government is committed to tackling the issue of unpaid employment tribunal awards. The civil courts in England and Wales offer several different enforcement methods that a judgment creditor may apply for to recover money or property owed on a court order or judgment. These processes are individually designed to address different financial circumstances; and collectively they aim to make it as difficult as possible for judgment debtors to avoid their responsibilities. This also includes the Advisory, Conciliation and Arbitration Service (Acas) and Employment Tribunal Fast Track enforcement scheme whereby a claimant can instruct a High Court Enforcement Officer (HCEO) to act on their behalf.

We recognise the challenges associated with enforcing employment awards. We are therefore strengthening enforcement options through the Employment Tribunal Penalty scheme which will move to the Fair Work Agency (FWA) once established. The proposed powers of the FWA are set out in the Employment Rights Bill and we are committed to ensuring that it has the appropriate resources to discharge its responsibilities. The FWA will work closely with HMRC, the Insolvency Service and other relevant enforcement bodies to do this as effectively as possible. This will include considering how to use existing powers to tackle misuse of phoenix companies.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the impact of tax and regulatory changes for businesses on employment levels.

Answered by Baroness Lloyd of Effra - Baroness in Waiting (HM Household) (Whip)

Delivering on our plan to Make Work Pay is a core part of the mission to grow the economy, raise living standards and create opportunities for all. We are committed to working in partnership with businesses to realise that ambition, enabling businesses and workers to thrive.

My department has published a set of Impact Assessments that provide a comprehensive analysis on the potential impact of the Employment Rights Bill. This analysis is available at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

The OBR judged that none of the tax measures in this Budget will have a material impact to justify adjusting their employment forecast and have not yet made a judgement on the Employment Rights Bill given ongoing policy development.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he expects any shift from direct waged or salaried employment towards (a) self employment and (b) use of temp and staffing agencies as a result of measures in the Employment Rights Bill.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government published a comprehensive package of analysis on the impact of the Employment Rights Act and this is available here: http://www.gov.uk/guidance/employment-rights-bill-impact-assessments

This includes analysis on wider impacts, and considers potential employment effects.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the potential effect of measures on zero hours contracts in the Employment Rights Bill on the (a) music festival and live music events, (b) theatre and (c) exhibitions, conferences and business events sectors.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

My department has published a robust set of Impact Assessments that provide a comprehensive analysis on the potential impact of the Employment Rights Act, available here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

This analysis includes consideration of increases in labour costs for businesses and the subsequent effects, as well as assessments on how the proposed zero hour contract measures could affect different sectors. The impact on the sectors in question will depend on the regulations that we will bring forward following consultation.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has assessed the potential merits of introducing paid bereavement leave.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The loss of a loved one is one of the hardest things a person can experience. This is why we have introduced a new right to bereavement leave in the Employment Rights Bill which will be available to those grieving the loss of a loved one, including pregnancy loss before 24 weeks.

The Bill deals with the introduction of leave only, and we are consulting further on the detail of the entitlement to ensure it supports employees while remaining proportionate for employers. It will remain at employers' discretion to offer pay, as many already do.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made of the cost to the a) private sector and b) public sector of abolishing the caps on unfair dismissal compensation claims.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government will be publishing an Enactment Impact Assessment on the impacts of the Employment Rights Act. This will include an assessment of the removal of the compensation cap for unfair dismissal on different sectors. This assessment can be found here when published: Employment Rights Bill: impact assessments - GOV.UK.

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.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, under the provisions of the Employment Rights Bill, in what circumstances will responsibility for providing guaranteed hours to an agency worker default from the end hirer to the employment agency.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

The government will consult on the details of the measures to end exploitative zero hours contracts to inform regulations. Decisions on the circumstances in which regulations might place the duty to offer agency workers guaranteed hours on the agency or another intermediary in the supply chain, as opposed to the end hirer, will depend on the outcome of this consultation.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will make it his policy to support paid leave for fertility appointments.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)

Government is committed to supporting working people to balance work with their personal lives, including those navigating fertility treatment. Whilst the government has no plans to introduce a paid leave entitlement for fertility appointments, employers should treat staff fairly and accommodate reasonable requests.

Through the Employment Rights Bill, we are making flexible working available to more people, more easily, which may help employees and employers agree arrangements that support medical appointments, including fertility appointments. Many employers already offer compassionate or flexible working arrangements voluntarily, and we encourage businesses to take supportive action.

Found: The impact assessments for the Employment Rights Bill, introduced to Parliament on 10th October 2024,

Found: The impact assessments for the Employment Rights Bill, introduced to Parliament on 10th October 2024,

Found: Artificial Intelligence (Regulation and Employment Rights) Bill. 222. Tim Hickman et al. (2024).

Found: employers associated with the Right to Guaranteed Hours policy within the forthcoming Employment Rights Bill

Found: The first publication in July 2025 – Implementing the Employment Rights Bill – sets out how the government

Found: That’s why we introduced the Employments Rights Bill within our first 100 days in office.

Found: Implementing the Employment Rights Bill. Our roadmap for delivering change. July 2025.

Found: We are supporting flexibility for fathers in work through the Employment Rights Bill, requiring employers

Found: Job security The Employment Rights Bill will end exploitative zero hours contracts by legislating for

Found: Job security The Employment Rights Bill will end exploitative zero hours contracts by legislating for

Found: Job security The Employment Rights Bill will end exploitative zero hours contracts by legislating for

Found: Clause 73 of the Employment Rights Bill inserts section 236A into the Trade Union and Labour Relations

Found: Clause 73 of the Employment Rights Bill inserts section 236A into the Trade Union and Labour Relations

Found: parents by making Paternity Leave and Unpaid Parental Leave ‘day one’ rights through the Employment Rights Bill

Found: Alongside this, the Employment Rights Bill will strengthen the Equality Act 2010's protections against

Found: class="govuk-table__cell">5105606902

Found: Never You (Charity)

Found: Return Nil Return Nil Return Mike Katz 2025-07-10 It's Never You (Charity) To discuss the Employment Rights Bill

Found: Nautilus RMT

Found: td class="govuk-table__cell">To discuss measures on non-disclosure agreements in the Employment Rights Bill

Found: hand car wash sector Justin Madders 07/07/2025 Can't Buy My Silence To discuss the Employment Rights Bill

Found: #39;t Buy My Silence

Found: Update from business groups on the Employment Rights Bill

Found: Update from business groups on the Employment Rights Bill

Found: Update from business groups on the Employment Rights Bill

Found: Pension Act (ITEPA) important update regarding tax refunds payrolling of benefits in kind Employment Rights Bill

Found: The additional powers being granted to the FWA in the Employment Rights Bill will enable the FWA to

Found: The impact assessments for the Employment Rights Bill, introduced to Parliament on 10th October 2024,

Found: The impact assessments for the Employment Rights Bill, introduced to Parliament on 10th October 2024,

Found: Members agreed to actions to address research gaps and respond to the Employment Rights Bill consultations

Found: Employment Rights Bill (UK Parliament legislation) 3. Subordinate legislation 4.

Found: Equality, Inclusion and Human Rights : Human RightsThe line supports work to engage on the Human Rights Bill

Found: Rights policy including international treaty reporting and follow-up and work to consult on a Human Rights Bill

Found: Rights policy including international treaty reporting and follow-up and work to consult on a Human Rights Bill

Found: market strategy, and I know that your Department has been leading on progressing the Employment Rights Bill

Found: David Bol – The Scotsman – PFG/ Misogyny and human rights bill/ NHS target On the Programme for Government

Found: sharing our experience with other governments, including through collaboration on the Employment Rights Bill

Found: into practice, particularly those outlined in international treaties and Scotland’s proposed Human Rights Bill

Found: Outcome 5 Outcome 6 Equality, opportunity, community: New leadership - A fresh start Human Rights Bill

Found: Detectives’ formed a Lived Experience Board to help inform the Scottish Government’s new Human Rights Bill

Found: Maximise housing options for people • Scottish ministers have committed to introducing a human rights bill

Found: well as the Equality and Fairer Scotland Budget Statement In addition, proposals for a new Human Rights Bill

Found: sector’s knowledge and awareness of the rights proposed for incorporation through a future Human Rights Bill

Found: : Human Rights Office Cc: [redacted s38] ; [redacted s38] Subject: Re: Publication of Human Rights Bill

Found: Ministers as they develop their approach to ‘equality action plans’ as described in the Employment Rights Bill

Found: It aligns with ongoing initiatives such as the ongoing development of a Human Rights Bill, improvements

Found: It aligns with ongoing initiatives such as the ongoing development of a Human Rights Bill, improvements

Found: It aligns with ongoing initiatives such as the ongoing development of a proposed Human Rights Bill,

Found: The evaluation, along with the UK Government’s imminent Employment Rights Bill[13] and the wider UK Government

Found: Fair-Work-in-Scotland-Report.pdf, Fair Work In Scotland, Fair Work Convention, December 2020, page 15 12 ibid 13 Employment Rights Bill

Found: ’ chultair agus nan gnìomhachasan cruthachail aon uair ‘s gu bheil cothrom air 12 Employment Rights Bill

Found: UK Government Employment Rights Bill: 40.

Found: The proposed Human Rights Bill would place statutory duties on devolved public service providers to

Found: welcomed Scotland’s distinct approach to realising rights, particularly through the proposed Human Rights Bill

Found: The evaluation, along with the UK Government’s forthcoming Employment Rights Bill and wider Make Work

Found: UK Government employment rights bill documentation: FOI release

Found: UK Government employment rights bill documentation: FOI release

Found: Government is proposing a Pay Negotiation Body for Social Care as part of the wider Employment Rights Bill

Found: effect to international human rights domestically, we consulted on our proposals for a new Human Rights Bill

Found: General Fair Work resources Employment Rights Bill: factsheets - GOV.UK (www.gov.uk) Description:

Found: to meet with the RRG, and presented to members on the overview of, and reasoning for, the Human Rights Bill

Found: Members sought an update on the activity of the Human Rights Bill Team.

Found: Salt Discussion Microsoft Teams 15/05/2025 Internal Meeting Meeting: DFM / Ms Stewart - Human Rights Bill

Found: A UK-wide approach would be beneficial and there might be opportunities through the Employment Rights Bill

Found: Government officials are continuing to work on the proposed Human Rights Bill the aims of which would

Found: They highlighted the recent publication of the Human Rights Bill for Scotland Discussion Paper  and provided

Found: It was also noted that the Scottish Government’s consultation on a Human Rights Bill proposes additional

Found: In addition, we continue to work with the UK Government as its Employment Rights Bill progresses, which

Found: The Scottish Government is supportive of the overall ambitions of the UK Government Employment Rights Bill

Found: The Scottish Government is supportive of the overall ambitions of the UK Government Employment Rights Bill

Found: incorporated into Scots Law, so far as possible within devolved competence, as part of the new Human Rights Bill

Found: • As SG have delayed the Human Rights bill and Stigma Action Plan, I’m not sure this would be seen

Found: The Scottish Government should ensure, as part of the Human Rights Bill and/or National Collaborative

Found: Report 2024-25 – Appendix A 3 8 The Scottish Government should ensure, as part of the Human Rights Bill

Found: The Scottish Government has made a clear commitment to bring forward the Human Rights Bill in the next

Question

To ask the Scottish Government what assessment it has made of any impact on women working in the Scottish public sector whose employers will not be covered by the UK Government’s commitment to introduce mandatory gender pay gap action plans, in light of reported concerns that they may be left behind if equivalent measures are not introduced.

Answered by Stewart, Kaukab - Minister for Equalities

While inter-governmental discussions are ongoing, and while we are developing PSED-related improvement proposals, we have not yet made an assessment of the likely impact on women of the UK Government’s commitment but we are making stringent efforts to resolve this matter and to consider how action planning could be used in a Scottish context.

As Minister for Equalities, I am still awaiting a confirmed meeting date with UK Government Ministers, following an offer via correspondence in May 2025, to discuss the Scottish Government’s concerns around provisions in the UK Government’s Employment Rights Bill and to seek a resolution in line with current timelines for the Bill’s passage. These concerns relate to powers to mandate for equality action plans and the naming of outsourcing providers for public bodies in Scotland. Currently these provisions will only come into force for public bodies in England, and so Scottish Ministers continue to seek assurances around receiving the equivalent powers to regulate as those proposed for UK Government Ministers.

Using the powers that we do have and as part of the Scottish Government’s phased approach to improving the effectiveness of the Public Sector Equality Duty (PSED) in Scotland, we continue to review the operation of the Scottish Specific Duties to support Scottish listed authorities to enable better performance of the general duty.

Found: Details Legislative Consent Memorandums 3 Employment Rights Bill; Product Regulation and Metrology Bill

Found: Planning and Infrastructure Bill (supplementary) 13 August 2025 Consent recommended Employment Rights Bill

Found: Commitment to the UK’s first Men’s Health Strategy _________________________31 Make Work Pay: Employment Rights Bill

Found: Positively, as part of the UK Government Employment Rights Bill, provisions were included to develop

Found: to it being quicker to legislate in the UK Parliament (see our reports related to the Renters Rights Bill

Found: . (…) it's not actually a human rights Bill; it's a language Bill.

Question

What assessment has the Welsh Government made of the cost of a 1 per cent average increase in the pay of the employed social care workforce?

Answered by Cabinet Secretary for Health and Social Care

Welsh Government reviews social care workers' pay each year, as part of our commitment to paying the Real Living Wage (RLW), recognising their important role supporting vulnerable people in Wales.

The RLW has increased by far more than 1% annually in recent years. This policy was developed in 2022, with funding provided through the local authority settlement to address the difference between the National Living Wage (NLW) and the RLW. Consequently, a cost assessment of a 1% increase has not been required. For example, in 2025–26, the RLW increased by 5% and this change was reflected in the settlement allocation.

Improving pay for our social care workforce is a priority for government, and whilst work is now underway to implement Fair Pay Agreements (FPAs) in Wales through the UK Government’s Employment Rights Bill, these agreements are not expected to come into force until 2028. In the interim period, particularly over the next two years, we are committed to ensuring that the RLW policy is effective and delivering its intended benefits for the workforce.

The Social Care Fair Work Forum is also conducting work on a Pay and Progression Framework for the social care sector.