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: womeqcom@parliament.uk 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

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

Found: We also think that taking advantage of some of the positive measures within the Employment Rights Bill

Found: have flagged our views (with the OBR) around their potential economic interpretation of the Employment Rights Bill

Found: IPPR’s analysis of the Employment Rights Bill highlights that government assessments can underplay benefits

Found: (0)20 7219 4432 Social: @houseofcommons parliament.uk non-disclosure agreements in the Employment Rights Bill

Found: delighted to see the inclusion of a ban on the misuse of non-disclosure agreements (NDAs) in the Employment Rights Bill

Found: As set out in our Implementing the Employment Rights Bill publication, we are taking a phased approach

Found: Rt Hon Liam Byrne MP Chair of the Business and Trade Committee 1 Implementing the Employment Rights Bill

Found: Notably, the Trade Union Congress has proposed an Artificial Intelligence (Regulation and Employment Rights) Bill

Found: During our inquiry into the Employment Rights Bill, we were warned that delays in reforms to employment

Found: Against Women and Girls campaign £0.200m £0.200m Department for Business and Trade Employment Rights Bill

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: that, but when you look at the legislation in the Victims and Prisoners Act 2024 and the Employment Rights Bill

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

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

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 - Baroness in Waiting (HM Household) (Whip)

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 - Parliamentary Under Secretary of State (Department for Business 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 - 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.

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 - 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. 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 - 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. 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 - 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. 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 - Parliamentary Under Secretary of State (Department for Business 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 - Parliamentary Under Secretary of State (Department for Business 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 - Parliamentary Under Secretary of State (Department for Business 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 - Parliamentary Under Secretary of State (Department for Business 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 - Parliamentary Under Secretary of State (Department for Business 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 - Parliamentary Under Secretary of State (Department for Business 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 - Parliamentary Under Secretary of State (Department for Business 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 - 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. 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 - Parliamentary Under Secretary of State (Department for Business 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 - 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.

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 - Minister of State (Department of Health and Social Care)

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 - 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 [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 - Baroness in Waiting (HM Household) (Whip)

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 - Parliamentary Under Secretary of State (Department for Business 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 - Parliamentary Under Secretary of State (Department for Business 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.

Question to the Home Office:

To ask the Secretary of State for the Home Department, what assessment she has made of the adequacy of employment protections for special constables undertaking mandatory training or deployment; and whether she plans to introduce statutory employment rights comparable to those available to Reserve Forces personnel.

Answered by Sarah Jones - Minister of State (Home Office)

Special constables are not employees of police forces and therefore do not fall within the scope of employment legislation in the same way as paid staff. There is currently no statutory requirement on employers to provide paid or unpaid leave for employees undertaking special constable duties, including mandatory training or deployment. However, many employers choose to support special constables voluntarily, including through the Employer Supported Policing scheme.

As part of the Employment Rights Bill, the Government has committed to undertake a statutory review of the civic roles covered by section 50 of the Employment Rights Act 1996, including whether special constables should be included. This review will consider the existing arrangements and the case for additional statutory protections.

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 proposed reforms to zero-hours contracts on businesses whose sales are significantly affected by (a) the weather and (b) other unpredictable factors.

Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business 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. These assessments include consideration of increases in labour costs and the subsequent effects, as well as setting out the sectors most likely to be impacted by the measures.

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 hospitality franchise businesses; and whether he plans to provide support for employers to manage costs.

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

The Government has published a comprehensive assessment on the impact of the Act, which includes analysis of the potential sectoral impacts.

The Government recognises the vital contribution of the hospitality sector to the UK, supporting local employment, sustaining high streets and communities, and playing an important role in our cultural and social fabric.

We are delivering long overdue reform to rebalance business rates system. Over 750,000 retail, hospitality and leisure properties will benefit from permanently lower tax rates. This is a permanent tax cut worth nearly £900 million with no cash cap, benefitting all qualifying properties on high streets across England.

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 ability of small and medium-sized businesses, including franchises, to re-invest and create jobs.

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

The Government has published a comprehensive assessment on the impact of the Act. As per our Better Regulation requirements, each Impact Assessment includes a small, medium and micro business assessment.

The Small Business Plan also outlines how we will support small and medium sized businesses to grow and thrive across the UK through the most significant package of legislative reforms in 25 years to tackle late payments; unlock billions of pounds in finance to support start-ups and scale ups; remove unnecessary red tape; revitalise the High Street as a place to do business; and deliver growth boosting support for Digital and AI Adoption.

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 guaranteed hours requirements in the Employment Rights Act 2025 on a) employees seeking flexibility, including those seeking to match schools terms, and b) employers with seasonal demand changes.

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 2025, available here: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments.

The Employment Rights Act is intended to improve security of income and work, while maintaining flexibility. Workers will be able to decline an offer of guaranteed hours if they wish. Employers with seasonal working patterns will continue to have a range of options, including the use of fixed term contracts where appropriate. The government will consult further before making regulations, including on how the right could apply in relation to annualised hours arrangements.

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 Act 2025 on employment opportunities for young people in the hospitality sector; and how he plans to ensure that restrictions on zero-hours contracts and flexible working do not lead to reduced staffing levels and fewer entry-level roles in pubs and similar businesses.

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

The Government published a comprehensive assessment that shows young workers, typically disproportionately represented in low-paid, low quality and insecure jobs will be amongst the largest beneficiaries of the Act.

We are changing legislation through the Act to make it more likely that flexible working requests are accepted where they are reasonable and feasible.

The Act does not prevent employers from hiring workers on zero hours contracts and workers will be able to remain on them if it suits their needs. We are committed to consulting fully with stakeholders, including within the hospitality sector, to determine the next level of policy detail, to be set in regulations.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, when he plans to hold the consultation on proposed changes to NDAs under the Employment Rights Bill; and what is the planned timeline for implementation.

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

The Employment Rights Act 2025 will address the misuse of non-disclosure agreements (NDAs) by employers who want to silence workers about harassment and discrimination in the workplace.

The Government will consult on the conditions under which NDAs can still be validly made (known in the legislation as ‘excepted agreement’). We will also consult on the individuals that a worker with an excepted agreement can speak to (e.g. the police, or medical professionals).

We will bring forward the consultation shortly. The consultation will inform the policy detail in order to draft the regulations and commence this measure in due course.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, how many workers in Glasgow are estimated to benefit from day-one rights when the Employment Rights Act comes into force on 1 April 2026.

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

Across the UK from 6 April 2026, new day one rights will now allow 32,000 more dads and partners each year to take paternity leave and 1.5m more parents to take unpaid parental leave. This will support working families to juggle the modern demands of work with raising children. The government is also bringing in changes that will mean up to 1.3 million more employees, particularly in lower-paid or part-time roles are able to access Statutory Sick Pay (SSP) through the removal of the Lower Earnings Limit and ensuring all employees can access SSP from the first day of sickness absence.

Analysis also shows Scotland is expected to disproportionately benefit from the Employment Rights Act. Further detail on this analysis can be found here: 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 estimate they have made of the total regulatory cost to businesses resulting from the Employment Rights Act 2025, broken down by business size and measured in compliance hours per year.

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. Each Impact Assessment considers how impacts may vary depending on business size and includes an estimation of the potential compliance costs.

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.

Found: for the Employment Rights Act 2025 and related secondary legislation on www.gov.uk/guidance/employment-rights-bill-impact-assessments

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Found: for the Employment Rights Act 2025 and related secondary legislation on www.gov.uk/guidance/employment-rights-bill-impact-assessments

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

Found: Pensions at Caxton House, Tothill Street, London, SW1H 9NA, or online: www.gov.uk/guidance/employment-rights-bill-impact-assessments

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Found: of the Strikes (Minimum Service Levels) Act 2023, and upcoming ballot reforms under the Employment Rights Bill

Found: Employment Rights Bill: factsheets: Factsheet: The Fair Work Agency.

Found: Social Research (NIESR), 2018 6 DBT internal analysis of CIPD – Flexible Working 2025 7 Employment Rights Bill

Found: Social Research (NIESR), 2018 6 DBT internal analysis of CIPD – Flexible Working 2025 7 Employment Rights Bill

Found: It is worth noting that the Employment Rights Bill as introduced originally sought to remove the ‘at

Found: As set out in our Implementing the Employment Rights Bill publication (published 1 July 2025), we are

Found: The government previously tabled amendments to the fire and rehire protections in the Employment Rights Bill

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

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Found: Programme. 200,000 (Section A) Transfer from Department for Business and Trade for Employment Rights Bill

Found: time limit for bringing claims to Employment Tribunals are being delivered through the Employment Rights Bill

Found: time limit for bringing claims to Employment Tribunals are being delivered through the Employment Rights Bill

Found: time limit for bringing claims to Employment Tribunals are being delivered through the Employment Rights Bill

Found: for menopause symptoms Menopause Café members reviewing the draft action plan ahead of 2027 Employment Rights Bill

Found: • The Employment Rights Bill adds a new requirement that employers can only reject a request for

Found: • The Employment Rights Bill adds a new requirement that employers can only reject a request for

Found: Employment Rights Bill. https://www.acas.org.uk/employment-rights-bill Agans, R.

Found: of the Strikes (Minimum Service Levels) Act 2023, and upcoming ballot reforms under the Employment Rights Bill

Found: of the Strikes (Minimum Service Levels) Act 2023, and upcoming ballot reforms under the Employment Rights Bill

Found: how each of these could enable DBT to assess the impacts of this proposal alongside the Employment Rights Bill

Found: Employment Rights Bill: factsheets: Factsheet: The Fair Work Agency.

Found: the reason why Finnola had given me the letter – and she went on to say: “This is why the Employment Rights Bill

Found: 4 5 Chapter 1: introduction On 18 December 2025 the Employment Rights Bill

Found: for the Employment Rights Act 2025 and related secondary legislation on www.gov.uk/guidance/employment-rights-bill-impact-assessments

Found: Employment Rights Act 2025 (c. 36) and related secondary legislation on www.gov.uk/guidance/employment-rights-bill-impact-assessments

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

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

Question

To ask the Scottish Government what recent discussions it has had with the UK Government regarding seafarers’ employment rights on any new roll-on, roll-off ferry services between Rosyth and Dunkirk.

Answered by Fairlie, Jim - Minister for Agriculture, Marine and the Islands

The Scottish Government has not had recent discussions with the UK Government regarding seafarers’ employment rights on the prospective Rosyth-Dunkirk ferry service.

The UK Government Employment Rights Bill received Royal Assent on 18 December 2025 and includes provisions to create a statutory framework for a mandatory seafarers charter and builds on the Seafarers’ Wages Act 2023 to extend protections beyond pay to include other employment rights. Transport Scotland officials liaised with their UK Government counterparts on this legislation.

The Scottish Government welcomed the additional proposals which aim to strengthen the Seafarers Wage Act by applying new duties in respect of remuneration and safe working.

Found: The Forum is also supporting Welsh Government on the work with UK Government through the Employment Rights Bill

Found: During consideration of trade union access by the group the (then) Employment Rights Bill was strengthened

Found: Meeting 5: 5 December 2024 Agenda item 2: Employment Rights Bill SPC Secretariat to ensure regular updates

Found: forward work to develop Fair Pay Agreements for social care in Wales through the UK Government Employment Rights Bill

Found: We support the Employment Rights Bill and its policy intention to strengthen employment rights and their

Found: The 2024 UK Employment Rights Bill (UK Parliament), which is expected to receive Royal Assent in late

Found: Agenda item 2: Employment Rights Bill SPC Secretariat to ensure regular updates are provided to the SPC