Found: 91Petition Signatures infrastructure investment Review how law handles tool theft 63 Pause Employment Rights Bill

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

Found: Since the referendum, Congress has lobbied for the introduction of an Employment Rights Bill to ensure

Found: that interests me in what you have said in the past year in Parliament is: “I think the Employment Rights Bill

Found: Trades Union Congress (2024) Artificial Intelligence (Regulation and Employment Rights) Bill.

Found: While the Government has introduced a new Employment Rights Bill (2025), this does not directly address

Found: policy, National Insurance Contributions increases, the National Minimum Wage uplift and the Employment Rights Bill

Found: The Employment Rights Bill has the potential to positively influence the future of work and skills, and

Found: Society of London and UK Theatre and ALVA have done significant work in the Make Work Pay and Employment Rights’ Bill

Found: Correspondence with the Minister for Employment, dated 10 October 2024, regarding the Employment Rights Bill

Found: Party Manifesto 2024 (PDF), June 2024, p45 17 Business and Trade Committee, Make Work Pay: Employment Rights Bill

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

Found: This would likely require a new clause in a future Employment Rights Bill or amendment to Pt. 8A of

Found: Employment Rights Bill The Employment Rights Bill seeks to enhance worker protections, but certain provisions

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

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

Found: For example, the Employment Rights Bill is expected to cost business £4.7 billion over 10 years, with

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

Found: Other measures such as the Employment Rights Bill, Fair Repayment Rate in Universal Credit, Warm Homes

Found: Other measures such as the Employment Rights Bill, Fair Repayment Rate in Universal Credit, Warm Homes

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

Found: Unfinished business: Government response HC 77816 Number Title Reference 3rd Make Work Pay: Employment Rights Bill

Found: and Infrastructure Bill got scored by the Office for Budget Responsibility whereas the Employment Rights Bill

Found: member survey results, May 2025 (485 responses) What impact, if any, would the reforms in the Employment Rights Bill

Found: MEMBER SURVEY RESULTS, MAY 2025 (485 RESPONSES) What impact, if any, would the reforms in the Employment Rights Bill

Found: foundation for wider ambitions including the Opportunity Mission, raising school attendance, the Employment Rights Bill

Found: employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/lowand highpayuk/2025 5 TUC 2025 - Employment Rights Bill

Found: foundation for wider ambitions including the Opportunity Mission, raising school attendance, the Employment Rights Bill

Found: The Employment Rights Bill provides a starting point, but the UK Government needs to go further.

Found: Changes announced as part of the Employment Rights Bill are also welcome, but do very little to directly

Found: Changes announced as part of the Employment Rights Bill are also welcome, but do very little to directly

Found: The Employment Rights Bill has the potential to improve job quality for affected workers, albeit with

Found: We also welcome the increased the National Living Wage, the strengthening of the Employment Rights Bill

Found: including increases to the minimum wage and reforms through the Make Work Pay plan and Employment Rights Bill

Found: That is what the Employment Rights Bill is about.

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

Found: TUC has a specific concern about the OBR’s potential approach to the Employment Rights Bill, when the

Found: [email protected] Social: @houseofcommons parliament.uk non-disclosure agreements in the Employment Rights Bill

Found: The flexible working changes that are being brought in by the Employment Rights Bill are very valuable

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if the Department will publish an assessment of the potential impact of the guaranteed-hours provisions in the Employment Rights Act 2025 on (a) seasonal recruitment and (b) employment opportunities for people under 25 in the tourism and hospitality sectors.

Answered by Blair McDougall - Parliamentary Under-Secretary of State (Department for Business, Innovation, Science and Trade) (Jointly with the Department for Energy Security and Net Zero)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025. This includes consideration of impacts on young, entry-level workers and sectors where variable demand is common.

The Government is now consulting on the detailed regulations for the right to guaranteed hours, including issues relevant to seasonal recruitment such as reference periods and temporary need. We are engaging with employers, workers and representative bodies, before determining a way forward for regulations.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment his Department has of the impact of the provisions of the Employment Rights Act 2025 on the number of young people who are not in education, employment or training.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government, in consultation with experts and business, has published 29 Impact Assessments which comprehensively outline the expected impacts of the Employment Rights Act: Employment Rights Act 2025: impact assessments - GOV.UK.

Our analysis shows that the Employment Rights Act will help increase employment and benefit over 18 million workers, with young workers being some of the largest beneficiaries of the Act.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to the Young people and work: Interim report finding that 84% of NEETs do want to work, what steps is he taking to ensure that the guaranteed hours provisions do not constrain access to entry-level jobs.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025. This includes consideration of the potential impact of the right to guaranteed hours on employment for different types of roles or groups in the labour market.

These reforms do not ban zero hours and similar contracts. Workers who value this flexibility will be able to remain on their existing arrangements if they prefer.

The government is consulting on these measures, and will consider responses before finalising regulations and implementation.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment has been made of the potential impact of the guaranteed hours provisions of the Employment Rights Act 2025 on the availability of part-time and entry-level roles for people aged 16 to 24.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025. This includes consideration of the potential impact of the right to guaranteed hours on employment for different types of roles or groups in the labour market.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, whether his Department assessed the relationship between each proposed hours threshold and the earnings required to meet basic living costs.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course. This includes an assessment of the impact of the measures on low-paid workers.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what is the evidential basis for the Government's preference for an hours threshold within the range of 8 to 20 hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what is the evidential basis for the Government's preference for those with more than 20 guaranteed hours falling outside the scope of the proposed right.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what estimate his Department has made of weekly earnings associated with guaranteed-hours thresholds of (a) 8, (b) 12, (c) 16 and (d) 20 hours per week; and whether those earnings are considered adequate to provide income security.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what his Department's definition is of an adequate baseline level of security and predictability in relation to the hours threshold.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, whether the Government has conducted an assessment of the impact of an hours threshold of 8-20 hours on workers.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, whether the Government modelled the impact of a higher hours threshold than 20 hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference for the hours threshold for the right to guaranteed hours is between 8 and 20 hours per week. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers while options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what evidence was considered when assessing the level of guaranteed weekly hours at which workers can be considered to have a substantial degree of income security.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts on the wider jobs market.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what factors the government will consider when assessing the impact of each hours threshold option on workers with some guaranteed hours.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts on the wider jobs market.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what research papers, analytical reports and external evidence were relied upon in identifying the preferred range of 8 to 20 guaranteed hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts on the wider jobs market.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department’s consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, for what reason his Department's preference is for an hours threshold within the range of 8 to 20 hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course.

The government’s preference is for the hours threshold for the right to guaranteed hours to be between 8 and 20 hours per week, on the basis that options in this range are more likely to provide a favourable balance of costs and benefits. A baseline of 8 hours per week mitigates against potential avoidance behaviour of employers moving zero hours workers to contracts with a very low number of hours. We believe that options up to 20 hours per week would be more likely to ensure that workers experiencing one-sided flexibility benefited from the right to guaranteed hours, while balancing the need to be proportionate in the costs to employers and the potential for unintended impacts on the wider jobs market.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what assumptions were used in modelling worker take-up of guaranteed-hours contracts under different hours thresholds.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025, which sets out the analytical approach taken to assessing these measures.

The government has published its consultation to understand further the impacts that different options could have on employers and workers, and will publish further analysis in due course as we implement the measures.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what estimate he has made of the number of workers in Fylde who may lose access to flexible work opportunities as a consequence of the reforms.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course as we implement these measures. This includes consideration of impacts on flexibility for both employers and workers.

These reforms do not ban zero hours and similar contracts. Workers who value this flexibility will be able to remain on their existing arrangements if they prefer.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what analysis has been undertaken regarding the potential impact of guaranteed-hours requirements on recruitment practices.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course as we implement these measures. This includes consideration of the potential impact of the right to guaranteed hours on employment.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, whether his Department has assessed the likelihood of employers restructuring contracts in order to remain below any hours threshold adopted under the proposal.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course as we implement these measures.

Our consultation on zero hours and similar contracts, published on 2 June 2026, seeks to gather further insight on potential changes in employers’ behaviour in light of the measures.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to his Department's consultation document entitled Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts, published on 2 June 2026, what estimate his Department has made of the compliance costs to employers arising from thresholds of (a) 8, (b) 12, (c) 16, (d) 20 and (e) more than 20 guaranteed hours per week.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts from the zero hours contract measures in the Employment Rights Act 2025 and will publish further analysis in due course as we implement these measures.

The government has published its consultation to understand further the impacts that different options could have on employers and workers.

Question to the Northern Ireland Office:

To ask His Majesty's Government what representations they have received following the decision of the Northern Ireland Minister for the Economy to exempt businesses employing fewer than 10 workers from the provisions on trade union recognition in the 'Good Jobs' Employment Rights Bill; and what is their assessment of the impact of that decision on Northern Ireland adherence to the principles set out for trade union members across the UK.

Answered by Baroness Anderson of Stoke-on-Trent - Captain of the King's Bodyguard of the Yeomen of the Guard (HM Household) (Deputy Chief Whip, House of Lords)

Under Section 4, Paragraph 1 of the Northern Ireland Act 1998, employment law and trade union matters are transferred to the Northern Ireland Executive. Any decisions regarding employment law are therefore the responsibility of the Northern Ireland Executive.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department has made an assessment of the cumulative potential impact of (a) changes to employer National Insurance contributions, (b) changes to the National Minimum Wage, and (c) the Employment Rights Act 2025 on the recruitment, investment, and growth plans of small and medium-sized enterprises.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government has published a range of analytical documents covering the policies referenced, which set out their likely impacts on businesses of different sizes.

As per our Better Regulation requirements, each Impact Assessment covering the Employment Rights Act 2025 and The National Minimum Wage (Amendment) Regulations 2026 includes a small and micro business assessment. These analyses also consider the economic impacts on the wider economy.

A Tax Information and Impact Note (TIIN) was also published alongside the introduction of the Bill containing the changes to employer NICs. The TIIN sets out the impact of the policy on the exchequer, the economic impacts of the policy, and the impacts on individuals, businesses, and civil society organisations, as well as an overview of the equality impacts.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what estimate his Department has made of the average annual cost per business of complying with the provisions of the Employment Rights Act 2025 by (a) business size and (b) sector.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science 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.

Each Impact Assessment considers the cost of the policy, as well as how impacts may vary depending on business size and by sector. The assessment shows that those in low-paid, low quality and insecure work will amongst the largest beneficiaries of the Act.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department has made a quantitative assessment of the potential impact of the Employment Rights Act 2025 on recruitment intentions among (a) micro businesses and (b) small businesses.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government has published 29 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Act. The analysis shows that the Act could have small, positive effects on the level of employment: Employment Rights Act 2025: impact assessments - GOV.UK. Each Impact Assessment considers how impacts may vary depending on business size.

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 impact of the Employment Rights Act 2025 on administrative and compliance costs for (a) micro businesses employing fewer than 10 people, (b) small businesses employing between 10 and 49 people, and (c) medium-sized businesses employing between 50 and 249 people.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science 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. Each Impact Assessment considers the cost of the policy, as well as how impacts may vary depending on business size.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what estimate his Department has made of the annual cost to businesses of complying with changes introduced in the Employment Rights Act.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science 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. Each Impact Assessment considers how impacts businesses including an estimation of the potential compliance costs. The analysis shows that the Employment Rights Act could increase employment costs by 0.1% annually.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment has been made of how different low hours thresholds and different reference period lengths in respect of guaranteed hours provisions may impact workforce flexibility.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Department has published a comprehensive assessment of the potential impacts of the zero hours contract measures and will publish further analysis in due course as we implement these measures.

The consultation includes specific questions on the potential effects of different hours threshold options to inform policy decisions.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, in respect of guaranteed hours provisions what assessment has been made of the potential impact of a 12 week reference period on employers whose staffing needs vary significantly over the year.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Department has published a comprehensive assessment of the potential impacts of the zero hours contract measures and will publish further analysis in due course.

The government has also now published its consultation. The government has stated a preference for a 12-week initial reference period, to provide timely access to guaranteed hours as well as sufficient time to establish a representative sample of working hours.

We recognise that some employers experience seasonal or fluctuating demand. The legislation includes flexibility to address these circumstances, such as using limited-term contracts for genuinely temporary work, depending on the needs of the business.

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 guaranteed hours provisions on (a) access to entry level employment and (b) labour market flexibility.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025.

This analysis includes consideration of potential impacts on young, entry level workers as well as potential impacts of the Act on labour market flexibility. The measures are designed to provide greater predictability and security for workers.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what discussions he has had with businesses on the potential impact of the Employment Rights Act on (a) the number of entry level jobs, (b) the number of part time roles and (c) the overall workforce headcount.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government, in consultation with experts and business, has published 29 Impact Assessments which comprehensively outline the expected impacts of the Employment Rights Act: Employment Rights Act 2025: impact assessments - GOV.UK.

The analysis shows that the Act will benefit 18 million workers, especially those in low-paid and part-time work. It also shows that the Act could increase the level of employment.

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 insecure employment contracts on workers in the retail and hospitality sectors.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Department’s assessments of the impact of insecure employment contracts on workers in the retail and hospitality sectors are set out in the impact assessments for the zero hours contract measures in the Employment Rights Act 2025. In summary, while some workers in the retail and hospitality sectors value the flexibility these contracts can provide, many face insecurity of hours and income due to one-sided flexibility.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment he has made with Cabinet colleagues of the cumulative impact of the Employment Rights Act 2025, increases in employer National Insurance contributions and changes to business rates relief for the retail, hospitality and leisure sectors on (a) employment levels, (b) youth unemployment, (c) business closures and (d) recruitment activity; and whether he plans to repeal or amend provisions relating to guaranteed hours, unfair dismissal, trade union facility time and statutory flexible working rights.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government has published a comprehensive package of analysis on the Employment Rights Act: Employment Rights Act 2025: impact assessments - GOV.UK.

This analysis shows that the Act is expected to benefit young workers significantly. The Government remains committed to implementing MWP in full to provide workers with greater security and to boost living standards across the country.

The Government has taken necessary decisions to restore public finances, while protecting smaller businesses. We are also supporting retail, hospitality and leisure sectors via business rate multipliers worth £1bn per year.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will make an assessment of the potential merits of increased flexible working rights for workers in Devon.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

We are making changes through the Employment Rights Act to make it more likely that flexible working requests are accepted.

The impacts of the Employment Rights Act have been assessed through a comprehensive package of published analysis. This includes an assessment of regional impacts, which is available here: Employment Rights Act 2025: economic analysis. In addition, this package features the Impact Assessment ‘Making flexible working the default’, available here: http://www.gov.uk/guidance/employment-rights-bill-impact-assessments

From 2027, employers will have to discuss challenges in accommodating requests with employees and consider alternative options, and, if they can’t agree an arrangement, to explain their reasoning.

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 impact of labour costs on employers’ hiring decisions for entry-level roles.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science 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. Our analysis, supported by independent modelling and international evidence, deems the overall risk to employment to be low.

Evidence to date shows little or no significant impact on employment from past increases to the National Minimum Wage (NMW) and National Living Wage (NLW).

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment has been made of the effect of the Employment Rights Act on the (a) costs of providing adult social care and (b) associated effect on local authority finances and council tax.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The impacts of the Employment Rights Act have been assessed through a comprehensive package of published analysis, including the Impact Assessment ‘Establish a Fair Pay Agreements process in the Adult Social Care sector’. This is available here: http://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

The government has taken a major step in boosting the wages and working conditions of adult social care workers across England, having announced a £500 million investment into the first ever Fair Pay Agreement in the sector. This £500m forms part of an increase of over £4.6 billion of additional funding available for adult social care in 2028-29, compared to 2025-26.

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 impact of the Employment Rights Act 2025 on the number of entry-level and flexible jobs.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science 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.

Our analysis, supported by independent modelling and international evidence, demonstrates pro-employment effects are more likely and deems the overall risk to employment to be low.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what steps are being taken to prevent abuse of social care staff, including threatening unemployment, wage theft, and abuse of overtime.

Answered by Stephen Kinnock - Secretary of State for Wales

The Department works closely with regulators, local authorities, other departments, and enforcement bodies to share concerns and intelligence about illegal or unethical practices in adult social care.

The Government is creating the Fair Work Agency (FWA) to simplify the labour market enforcement system and build an economy based on fair competition and fair reward for hard work. It will bring enforcement functions of three existing bodies together, into one place, so employment rights are enforced more effectively and efficiently.

The FWA will be responsible for enforcing domestic agency rules, the national minimum wage, licensing standards for gangmasters, and acting against serious labour exploitation.

The FWA will be implemented in phases following Royal Assent of the Employment Rights Bill, with the FWA being established in April 2026.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he has made an assessment of the potential impact of the Employment Rights Act 2025 on a) the hospitality sector and b) levels of employment.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government published a comprehensive package of analysis on the impact of the Employment Rights Act [https://www.gov.uk/guidance/employment-rights-bill-impact-assessments].

The majority of employees will benefit from new protections in the Act and our assessment finds that workers in the low-paying sectors, including hospitality, will benefit the most from the Act.

Our analysis, supported by independent modelling and international evidence, demonstrates pro-employment effects are more likely, and deems the overall risk to employment to be low.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the number of workers who work more than their contracted hours.

Answered by Baroness Lloyd of Effra - Parliamentary Under-Secretary of State (Department for Digital, Culture, Media and Sport)

There are no official data sources that provide readily available estimates of the number of contracted hours across the whole labour market. The Office for National Statistics regularly publishes estimates of the number of people on zero hours contracts, where all hours worked are additional to contracted hours: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/datasets/emp17peopleinemploymentonzerohourscontracts.

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments. We will publish further analysis in due course as we implement those measures.

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 guaranteed hours requirements on small and medium-sized enterprises operating in sectors reliant on temporary labour.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The government has published a comprehensive assessment of the potential impacts of the zero hours contract measures in the Employment Rights Act 2025.

This analysis includes consideration of increases in labour costs and effects on flexibility for micro, small and medium-sized businesses, and identifies the sectors most likely to be affected by the measures.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if his Department will make an assessment of the potential impact of the Employment Rights Bill on productivity; and what information his Department holds on the OBR having made such an assessment.

Answered by Kate Dearden - Minister of State (Department for Business, Innovation, Science and Trade)

The Government has published a comprehensive assessment on the impact of the Act. It cites academic evidence linking stronger employment protections to improved productivity and highlights that better job security, wellbeing, and reduced undercutting of good employers may lead to a more productive workforce.

The OBR have not yet made an assessment of the Act as policy development is still ongoing. The OBR has stated that it plans to include the Act in its forecasts once details are sufficiently confirmed, and we will support them in preparing for any forecast in future.

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