Found: on the design of the FPA process, and we aim to begin the public consultation after the Employment Rights Bill

Found: We aim to begin the public consultation after the Employment Rights Bill receives Royal Assent later

Found: labour in supply chains, the new proposed Fair Work Agency (FWA), as provided by the Employment Rights Bill

Found: primary focus will be on employment rights enforcement (as established through the Employment Rights Bill

Found: recommendation It was a missed opportunity not to include statutory kinship leave in the recent Employment Rights Bill

Found: Parliamentary Under Secretary of State Minister for Employment Rights Competition and Markets re, Employment Rights Bill

Found: Today, the Government has also published the Employment Rights Bill (‘the Bill’) Implementation Roadmap

Found: Our Employment Rights Bill, which has now passed the House of Lords, legislates for the first ever Fair

Found: Strathclyde, Chair of the Constitution Committee, responding to the Committee's report on the Employment Rights Bill

Found: providing support to families, and we have done that across Government, including with the Employment Rights Bill

Found: How will the Employment Rights Bill affect flexible working requests within your sector, particularly

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

Found: you do not level the playing field, there will be no employees left and there will be no Employment Rights Bill

Found: If you look at the Employment Rights Bill, small businesses may not have HR departments or legal departments

Found: What assessment have you made, as a Government, of the combination of the effect of the Employment Rights Bill

Found: What assessment have you made, as a Government, of the combination of the effect of the Employment Rights Bill

Found: workable from day one, how would you advise the Government to structure and implement the Employment Rights Bill

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

Found: .  The Employment Rights Bill should be amended to introduce a new statutory right to paid Carer’s

Found: We are supportive of the new Employment Rights Bill which can help to reduce job insecurity, which we

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 Bill on the number of working days lost to strike action in (a) Fylde constituency and (b) Lancashire.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

In October 2024 the government published impact assessments on the trade union-related measures within the Employment Rights Bill and these are available here: Employment Rights Bill: impact assessments - GOV.UK

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 Bill on trends in the level of trade union membership in (a) Fylde constituency and (b) Lancashire.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

In October 2024 the government published impact assessments on the trade union-related measures within the Employment Rights Bill and these are available here: 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 recent assessment her Department has made of the adequacy of the level of statutory sick pay.

Answered by Alison McGovern - Minister of State (Department for Work and Pensions)

The Government is bringing in changes to Statutory Sick Pay through the Employment Rights Bill which will mean up to 1.3 million low-paid employees will now be entitled to SSP, and all eligible employees will be paid from the first day of sickness absence, benefitting millions of employees.

Removing the waiting period means that all employees will receive at least £60 extra at the start of their sickness absence, rising to £150 if they work two days per week, compared to the current system.

With these changes, we believe the current rate is fair and achieves the right balance between providing support for employees who are unable to work due to sickness or ill-health whilst limiting the cost to employers. We also know that many employees are eligible for more than the statutory minimum through contractual or occupational sick pay arrangements with their employer.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to paragraph 7 of the document entitled Implementing the Employment Rights Bill: Roadmap, published on 1 July 2025, what criteria his Department plans to use to determine which provisions of the Trade Union Act 2016 will be repealed (a) through secondary legislation and (b) upon Royal Assent of the Employment Rights Bill.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

Clause 156 of the Employment Rights Bill sets out the clauses of the Bill, which repeal various provisions of the Trade Union Act 2016, that will be repealed two months following Royal Assent. Commencement dates for remaining clauses that repeal provisions of the Trade Union Act 2016 will be provided for in secondary legislation. The commencement dates for these clauses will be confirmed in due course.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, if he will bring forward legislative proposals to ensure that public services do not use non-disclosure agreements on whistleblowers.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

There are existing legal limitations to what NDAs can be used for, and an NDA would be unenforceable if it attempted to prevent a worker from making a protected disclosure, i.e., whistleblowing.

However, we have heard calls for change and taken action. We have tabled an amendment to the Employment Rights Bill which will further limit the use of NDAs by voiding NDAs between employers and workers that prevent a worker from speaking out about relevant harassment and discrimination in the workplace. This will give millions of workers confidence that inappropriate behaviour in the workplace will not be hidden.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, with reference to the document entitled Implementing the Employment Rights Bill: Roadmap, published on 1 July 2025, whether his Department plans to publish a cost-benefit analysis of the phased implementation approach outlined in that document.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

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

This represents the best estimate for the likely impacts, given the current stage of policy development. We already intend to publish further analysis, both in the form of an Enactment Impact Assessment when the Bill secures Royal Assent and further assessments when we consult on proposed regulations, to meet our Better Regulation requirements

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 increase the uptake of statutory paternity leave.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government is committed to making life better for families. Through the Employment Rights Bill we are making Paternity Leave a ‘day one’ right, which will bring an extra 32,000 fathers and partners into scope of the entitlement. On the first of July we launched the Parental Leave Review, which presents a much-needed opportunity to consider our approach to the system of parental leave and pay. All current and upcoming parental leave and pay entitlements, including Paternity Leave and Pay, will be in scope.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what the planned (a) commencement and (b) implementation dates are for each substantive policy provision of the Employment Rights Bill.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

On 1 July the Government published the Employment Rights Bill Implementation Roadmap. The Roadmap provides clarity for employers and workers on how and when Government will engage and consult on the detailed implementation of Bill measures once it becomes law, and when measures will take effect.

The Roadmap outlines several phases of commencement including following Royal Assent, in April 2026, in October 2026, and in 2027. As part of our Plan for Change we are working at pace to deliver on our commitment to Make Work Pay, engaging and consulting throughout to make sure we get the detail right.

Question to the Department for Business and Trade:

To ask His Majesty's Government what business representative bodies they have met to discuss the impact of the Employment Rights Bill, and whether they will publish the minutes of those meetings.

Answered by Baroness Jones of Whitchurch - Baroness in Waiting (HM Household) (Whip)

The Government has engaged and consulted with many business representative bodies across a wide variety of sectors on the Employment Rights Bill. The Government continues to be committed to publishing details of meetings between Ministers and external organisations. Further details of such meetings can be found in departmental transparency returns on gov.uk.

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 Bill on (a) average wages and (b) inflation.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

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 includes con-sideration of impacts on wages and macro-economic impacts. This analysis is available at: https://www.gov.uk/guidance/employment-rights-bill-impact-assessments

This represents the best estimate for the likely impacts, including on wages and the wider economy, given the current stage of policy development. We are refining our analysis as policy development continues, working closely with external experts, businesses and trade unions.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, what steps he is taking to support NHS staff with endometriosis.

Answered by Karin Smyth - Minister of State (Department of Health and Social Care)

The Government recognises the challenges faced by women with endometriosis and the impact it has on their lives, their relationships, and their participation in education and within the National Health Service workforce.

We are improving workplace support for women with endometriosis through a number of measures in the Employment Rights Bill. Strengthening statutory sick pay arrangements, making flexible working available to more people, and opening up conversations about women’s health through employer action plans will benefit all employees managing the condition.

In terms of supporting NHS staff with endometriosis, NHS trusts are expected to have local policies and procedures in place to support staff who have long-term health conditions and should be taking a proactive approach to supporting them. NHS England has made available tools and resources to support line managers to hold meaningful conversations with staff to discuss their emotional and psychological health and wellbeing.

Staff in need of additional support can also access their employer's occupational health service or employee support programme.

Question to the Department of Health and Social Care:

To ask the Secretary of State for Health and Social Care, when he plans to begin consulting with adult social care providers on proposals for a Fair Pay Agreement.

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

In England, we are committed to consulting on the design of the Fair Pay Agreement process, and we aim to begin a public consultation after the Employment Rights Bill receives Royal Assent later this year. We expect the consultation to run for 12 weeks, and we will work with partners to reach as much of the sector as possible.

We have already begun engaging with sector representatives in England through the Department’s Fair Pay Agreement Working Group and policy specific task and finish groups, which will help to inform policy options for a public consultation on the design of the Fair Pay Agreement process.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what discussions he has had with business representatives on the feasibility of the commencement dates set out in the Employment Rights Bill implementation roadmap.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

We have listened to and incorporated views from business, trade unions, and others in our timings to make sure implementation works for workers and employers alike. We have collaborated directly with over 190 stakeholders, working in partnership to deliver on our Plan. We have also worked closely with delivery partners such as Acas, to determine onward steps needed to implement the measures in the Bill. We will ensure employers, workers, trade unions and other stakeholders are given time to prepare for change.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what resources her Department provides to employers to help them meet compliance obligations during each stage of the Employment Rights Bill roadmap’s implementation.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government will continue working with businesses and trade unions throughout policy development and subsequent delivery. The timelines in our Roadmap have been carefully considered to ensure implementation works for workers and businesses of all sizes, and in all sectors. We understand that adjusting to these new reforms will take time and we are committed to ensuring that all stakeholders receive appropriate time to prepare for these changes ahead of their commencement. We will continue to work hard, including with Acas and other delivery partners to provide guidance and support so that employers aren’t left in the dark. This is the work of years, not months, and businesses will have lots of time to prepare for the changes.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether the Employment Rights Bill roadmap includes contingency measures if key stakeholders report insufficient capacity to meet implementation requirements.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government will continue working with businesses and trade unions throughout policy development and subsequent delivery. The timelines in our Roadmap have been carefully considered to ensure implementation works for workers and businesses of all sizes, and in all sectors. We understand that adjusting to these new reforms will take time and we are committed to ensuring that all stakeholders receive appropriate time to prepare for these changes ahead of their commencement. We will continue to work hard, including with Acas and other delivery partners to provide guidance and support so that employers aren’t left in the dark. This is the work of years, not months, and businesses will have lots of time to prepare for the changes.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what assessment she has made of the potential impact of the measures scheduled for implementation in the Employment Rights Bill on businesses in (a) 2026 and (b) 2027.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

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

This represents the best estimate for the likely impacts given the current stage of policy development. We are refining our analysis as policy development continues, working closely with external experts, businesses and trade unions.

Question to the Department for Business and Trade:

To ask His Majesty's Government, following the letter from Lord Leong dated 19 June on "Business Support for the Employment Rights Bill", whether they will provide a list of privately owned small and medium-sized enterprises which have publicly expressed for the employment provisions in the Employments Rights Bill.

Answered by Baroness Jones of Whitchurch - Baroness in Waiting (HM Household) (Whip)

The Government has engaged and consulted with businesses of all sizes and will continue to do this. Many small and medium-sized enterprises support the aims of the Employment Rights Bill (the Bill) and Ministers have specifically named such businesses throughout the passage of the Bill and on other occasions in Parliament.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what criteria will be used to evaluate the phased implementation approach outlined in the Employment Rights Bill roadmap.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

Our phased approach to implementation provides clarity and time to prepare, while raising standards across the board—creating a level playing field, improving staff retention, leading to a happier, more secure and productive workforce.

The Government's Impact Assessments outline plans for monitoring and evaluating the impact of the Bill and subsequent secondary legislation. This will allow us to evaluate the effectiveness of the Bill’s measures in achieving its stated objectives and influence future policy making. It is important to note that many of the final impacts will depend on further policy decisions that are for secondary legislation.

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 help increase awareness of statutory parental leave entitlements among small and medium-sized enterprises in Nottinghamshire.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

Guidance for businesses on supporting employee work-life balance through measures such as flexible working and parental leave can be found on gov.uk and the Help to Grow website.

We are also publishing an SME Strategy Paper later this year, which will result in positive and practical support for SMEs across the UK.

Paternity Leave and Parental Leave will become ‘day one’ rights through the Employment Rights Bill. We will continue to engage with business, including small and medium-sized enterprises (SMEs), as these changes are implemented, and through the Government’s Review of the parental leave system.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, what recent assessment his Department has made of barriers to (a) flexible working and (b) statutory parental leave provision in SMEs; and whether his Department plans to bring forward (i) legislative proposals and (ii) guidance to help tackle these barriers.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

Guidance for businesses on supporting employee work-life balance through measures such as flexible working and parental leave can be found on gov.uk and the Help to Grow website.

We are also publishing an SME Strategy Paper later this year, which will result in positive and practical support for SMEs across the UK.

Paternity Leave and Parental Leave will become ‘day one’ rights through the Employment Rights Bill. We will continue to engage with business, including small and medium-sized enterprises (SMEs), as these changes are implemented, and through the Government’s Review of the parental leave system.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department plans to take steps to help support SMEs to implement (a) statutory parental leave and (b) flexible working policies.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

Guidance for businesses on supporting employee work-life balance through measures such as flexible working and parental leave can be found on gov.uk and the Help to Grow website.

We are also publishing an SME Strategy Paper later this year, which will result in positive and practical support for SMEs across the UK.

Paternity Leave and Parental Leave will become ‘day one’ rights through the Employment Rights Bill. We will continue to engage with business, including small and medium-sized enterprises (SMEs), as these changes are implemented, and through the Government’s Review of the parental leave system.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether he plans to conduct a cross-sector review of business practices in supporting recently bereaved customers.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

Government has no plans to conduct a cross-sector review of business practice in supporting recently bereaved consumers. The Financial Conduct Authority have considered this issue across financial services and have published guidance on the fair treatment of vulnerable customers in line with the FCA’s Consumer Duty.

Outside of the financial sector, internal policies relating to bereavement are a matter for individual businesses, companies are expected to treat consumers with compassion and understanding in such circumstances.

Business dealing with vulnerable consumers can also refer to the British Standard on Inclusive Service which utilises best practices from BS ISO 22458 on Consumer Vulnerability.

Through the Employment Rights Bill, the Department is establishing a new statutory right to Bereavement Leave. As part of this, it is also considering how to better support individuals experiencing bereavement, including by providing clearer guidance for employers.

Question to the Department of Health and Social Care:

To ask His Majesty's Government, further to the Written Answer by Baroness Anderson of Stoke-on-Trent on 10 April (HL6032), what estimate they have made of the annual cost of the Adult Social Care Negotiating Body.

Answered by Baroness Merron - Parliamentary Under-Secretary (Department of Health and Social Care)

The form, operations, and membership of the Adult Social Care Negotiating Body will be determined following engagement with the sector. These considerations will be part of a public consultation, which we aim to launch after the Employment Rights Bill receives Royal Assent later this year.

Question to the Department for Business and Trade:

To ask His Majesty's Government what assessment they have made of the likely consequences of the Employment Rights Bill and the associated repeal of the Trade Union Act 2016 for the frequency of industrial action in local government.

Answered by Baroness Jones of Whitchurch - Baroness in Waiting (HM Household) (Whip)

In October 2024 the government published impact assessments on the trade union-related measures within the Employment Rights Bill and these are available here: Employment Rights Bill: impact assessments - GOV.UK

The impact assessments covering the Bill’s repeal of the Trade Union Act 2016 and the Strikes (Minimum Service Levels) Act 2023 included an assessment of the expected impact on industrial action.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department has any plans to review the length of statutory paternity leave.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Government is committed to making sure that parents receive the best possible support to balance their work and home lives. The Employment Rights Bill will make Paternity Leave a ‘day one’ Right allowing eligible employees to give notice of their intention to take these entitlements from their first day in a new job.

We understand that the parental leave system needs further improvement. That is why we have committed to conducting a review of the system, to ensure it best supports working families.

The review will look at Paternity Leave and Pay, and the length of leave available to fathers and partners.

Question to the Department for Business and Trade:

To ask the Secretary of State for Business and Trade, whether his Department is reviewing (a) the legal framework supporting working parents of children with additional and (b) potential reforms to that legal framework to help improve levels of (i) access to flexible working, (ii) protection from discrimination by association and (iii) availability of adapted childcare support.

Answered by Justin Madders - Parliamentary Under Secretary of State (Department for Business and Trade)

The Employment Rights Bill will make flexible working the default, including for working parents. Employers will have to accept flexible working requests unless not reasonably feasible and explain their decision if rejecting requests.

The Equality Act 2010 protects people from direct discrimination “by association”.

The Dedicated Schools Grant funds special educational and alternative provision. Local authorities distribute SEN Inclusion Funding. Disability Access Funding (DAF) is designed to support disabled children's access to entitlements. In 2025-26, DAF funding will increase to £938 per eligible child. The Government is reviewing SEN funding, looking at funding arrangements and considering whether changes are needed.

Found: of bereavement leave for pregnancy loss and will look at it further in the context of the Employment Rights Bill

Found: The Employment Rights Bill received its first reading on Thursday 10 October 2024.

Found: of bereavement leave for pregnancy loss and will look at it further in the context of the Employment Rights Bill

Found: standards through boosting the National Living Wage, creating more secure jobs through the Employment Rights Bill

Found: protect workers and stop victims from suffering in silence tabled as an amendment to landmark Employment Rights Bill

Found: Employment Rights Bill to increase bereavement leave for families who face pregnancy loss

Found: Comprehensive roadmap for Employment Rights Bill to raise living standards across the country whilst

Found: guidance-for-public-authorities 221 DBT (2024) https://www.gov.uk/government/publications/employment-rights-bill-factsheets

Found: in funding rates to enable providers to recruit and retain great staff, and through the Employment Rights Bill

Found: Our Employment Rights Bill, which has now passed the House of Lords, legislates for the first ever Fair

Found: Implementing the Employment Rights Bill

Found: Implementing the Employment Rights Bill

Found: Justin Madders 2025-02-12 GMB To discuss the passage of the Employment Rights Bill

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Found: Caleb Deeks 03/03/2025 UK Hospitality Discussion of the Employment Rights Bill.

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Found: The Government’s Employment Rights Bill will provide a new baseline of security for workers including

Found: • The Data (Use and Access) Bill, and the Employment Rights Bill, introduced.

Found: Employment Rights Bill The immediate challenge for the team will be in responding to the Employment Rights

Found: guidance-for-public-authorities 221 DBT (2024) https://www.gov.uk/government/publications/employment-rights-bill-factsheets

Found: I believe the Employment Rights Bill (“the ERB”) represents a comprehensive and progressive set of policies

Found: Murray of Blidworth regarding issues raised during the Committee Stage (tenth day) of the Employment Rights Bill

Found: does not apply to all premises, as discussed during the Committee Stage (tenth day) of the Employment Rights Bill

Found: clarification on the employment figures referenced during the Committee Stage (eleventh day) of the Employment Rights Bill

Found: representatives of workers 9 10 10 11 11 1111 12 14 14 17 17 18 18 19 20 21 22 23 24 22 23 23 24 The Employment Rights Bill

Found: Employment Rights Bill The immediate challenge for the team will be in responding to the Employment Rights

Found: guidance-for-public-authorities 221 DBT (2024) https://www.gov.uk/government/publications/employment-rights-bill-factsheets

Found: Letter dated 30/06/2025 from Lord Katz to Lord Clement-Jones regarding the Employment Rights Bill committee

Found: Letter dated 27/06/2025 from Lord Katz to Baroness Coffey regarding the Employment Rights Bill committee

Found: Letter dated 26/06/2025 from Lord Leong to Peers regarding the Employment Rights Bill committee stage

Found: 2025 from Baroness Jones of Whitchurch to Lord Hunt of Wirral regarding issues raised in the Employment Rights Bill

Found: dated 25/06/2025 from Lord Leong to Baroness Coffey regarding a question raised during the Employment Rights Bill

Found: Letter dated 25/06/2025 from Lord Leong to Baroness Verma regarding a question raised in the Employment Rights Bill

Found: Katz to Lord Goddard of Stockport, Lord Leigh of Hurley and Baroness Coffey regarding the Employment Rights Bill

Found: Letter dated 19/06/2025 from Lord Leong to Lord Leigh of Hurley regarding the Employment Rights Bill

Found: Letter dated 19/06/2025 from Baroness Jones of Whitchurch to Baroness Noakes regarding the Employment Rights Bill

Found: 06/2025 from Baroness Jones of Whitchurch to Baroness Warwick of Undercliffe regarding the Employment Rights Bill

Found: Letter dated 19/06/2025 from Baroness Jones of Whitchurch to Baroness Noakes regarding the Employment Rights Bill

Found: Letter dated 19/06/2025 from Lord Katz to Baroness Penn regarding the Employment Rights Bill committee

Found: Lord Katz to Lord Watson of Invergowrie and Baroness O'Grady of Upper Holloway regarding the Employment Rights Bill

Found: Letter dated 19/06/2025 from Baroness Jones of Whitchurch to Lord Fox regarding the Employment Rights Bill

Found: Letter dated 19/06/2025 from Lord Katz to Lord Watson of Invergowrie regarding the Employment Rights Bill

Found: Letter dated 19/06/2025 from Lord Leong to Lord Hunt of Wirral regarding the Employment Rights Bill committee

Found: Letter dated 19/06/2025 from Lord Katz to Lord Colville of Culross regarding the Employment Rights Bill

Found: subordinate legislation within devolved competence in four LCMs— • The Tobacco and Vapes Bill • Employment Rights Bill

Found: • Renters Rights Bill • Product Regulation and Metrology Bill • Tobacco and Vapes Bill • Employment Rights Bill

Found: Committee considered three Legislative Consent Memorandums (LCMs)— • Data (Use and Access) Bill • Employment Rights Bill

Found: Report on the Legislative Consent Memorandum for the Employment Rights Bill A report on the Economy and

Found: Legislative Consent Memorandum: delegated powers exercisable within devolved competence in the Employment Rights Bill

Found: Legislative Consent Memorandum: delegated powers relevant to Scotland in the Employment Rights Bill A

Found: working collaboratively with the UK Government on its Make Work Pay agenda, including the Employment Rights Bill

Found: Statement on Gender Policy Coherence 41 In October 2024 the UK Government introduced the UK Employment Rights Bill

Found: the UK Government in relation to its plans for a New Deal for Working People through the Employment Rights Bill

Found: However, we welcome the UK Government’s Employment Rights Bill and the positive step that the UK Government

Found: Poverty Taskforce, and early actions including the Fair Repayment Rate in Universal Credit and Employment Rights Bill

Found: Head Quarters’ offices to help monitor the policy. 4 As at April 2025, The UK Government’s Employment Rights Bill

Found: However, we welcome the UK Government’s Employment Rights Bill and the positive step that the UK Government

Found: to rally behind at this Congress, and it's why my government welcomes the UK government's employment rights bill

Question

To ask the Scottish Government how it plans to support any social care workers on low pay, in light of reported evidence stating that there is a link between the level of pay for people working in social care and child poverty.

Answered by Arthur, Tom - Minister for Social Care and Mental Wellbeing

The Scottish Government has a long-standing commitment to support social care workers rates of pay. For the 2025-26 financial year, the Scottish Government are investing £125 million to enable adult social care workers, delivering direct care in the third and private sectors, to be paid at least the Real Living Wage. This takes the estimated total investment to deliver this policy up to £950 million this financial year.

This policy is to enable the Real Living Wage to be paid to these workers as a minimum, and employers and commissioners have the locus to set rates in excess of this where local circumstances allow.

In addition, the Scottish Government is committed to establish voluntary sectoral bargaining arrangements for the commissioned adult social care sector in Scotland and we have been working with stakeholder partners, through the Fair Work in Social Care Group, to progress this. We have also been engaging with the UK Government on their Employment Rights Bill, which we hope will extend the scope for the option of a regulatory Social Care Negotiating Body, and associated Fair Pay Agreements, to Scotland.

Once developed and introduced, sectoral bargaining arrangements will encourage improvements in pay, and terms and conditions for the social care workforce.

We know that there are a number of factors which can compound the relationship between work and poverty, including in sectors such as social care. That is why we are taking action to tackle child poverty and make a real difference to families. On average, households with children in the poorest 10% of households are estimated to be £2,600 a year better off in 2025-26 as a result of Scottish Government policies like the Scottish Child Payment. This value is projected to grow to an average of £3,700 a year by 2029-30.

We are also taking decisive action to end the impact of the two-child limit in Scotland. Subject to Parliamentary approval of the necessary legislation, the new Two Child Limit Payment will open for applications on 2 March 2026, with payments beginning as soon as possible thereafter. Worth up to more than £3,500 a year for each eligible child, these payments will make a significant difference to larger families who are currently denied support, and Scottish Government modelling published in March estimates this will result in 20,000 fewer children living in relative poverty in 2026-27.

While the Joseph Rowntree Foundation predict child poverty will rise in other parts of the UK by 2029, they highlight that policies such as our Scottish Child Payment, and our commitment to mitigate the two-child limit, are behind Scotland bucking the trend.

Question

To ask the Scottish Government, further to the answer to question S6W-35303 by Gillian Martin on 12 March 2025, what consideration it has given to the (a) application and (b) enforcement of the national minimum wage on (i) Inch Cape and (ii) other offshore wind farms leased by Crown Estate Scotland with the UK Government.

Answered by Martin, Gillian - Cabinet Secretary for Climate Action and Energy

As stated in the answer to S6W-35303, employment legislation is reserved to the UK Parliament and there have been no discussions to date specifically on enforcement of the national minimum wage for Inch Cape or other offshore wind farms. As long as employment legislation remains reserved, the Scottish Government will continue to use our Fair Work policy to drive up labour market standards for workers across the Scottish labour market, including in the offshore wind sector. We welcome the UK Government’s Employment Rights Bill and continue to work closely with them to ensure its positive application, whilst being clear that the best way to protect Scotland’s workers is to devolve employment law.

All answers to written Parliamentary Questions are available on the Parliament’s website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/written-questions-and-answers

Question

To ask the Scottish Government, further to the answer to question S6W-35303 by Gillian Martin on 12 March 2025, what assessment it has made of the current provisions in the UK Government’s Employment Rights Bill and the employment rights of (a) offshore energy workers and (b) seafarers in Scotland.

Answered by Martin, Gillian - Cabinet Secretary for Climate Action and Energy

The Scottish Government has no duty to conduct an assessment of the impact of the UK Government’s Employment Rights Bill with regard to offshore energy workers or seafarers or any other sector, but we welcome the Bill and continue to work with the UK Government to ensure it has a positive impact across Scotland. The Scottish Government supports the strengthening of fair work and workers’ rights and will continue to use our Fair Work policy to drive up labour market standards for workers across the Scottish labour market, whilst advocating for devolution of employment law to best protect Scotland’s workers.

Question

To ask the Scottish Government what its position is on the use of so-called "fire-and-rehire" practices in the public sector in Scotland, in light of the proposed Employment Rights Bill by the UK Government.

Answered by Arthur, Tom - Minister for Social Care and Mental Wellbeing

The Scottish Government has been consistently clear that it opposes fire and rehire practices.

Question

To ask the Scottish Government what discussions it is having with the UK Government regarding (a) trade union recognition and (b) the application of the national minimum wage in the maritime supply chain for the Inch Cape Offshore Wind Farm.

Answered by Martin, Gillian - Cabinet Secretary for Climate Action and Energy

Employment and industrial relations legislation is reserved to the UK Parliament. While this remains the case, the Scottish Government will continue to use our Fair Work policy to drive up labour market standards for workers across the Scottish labour market.

Ministers are clear that the best way to protect Scotland’s workers is by devolving employment law. However, Ministers welcome the UK Government’s Employment Rights Bill and continue to work with them to ensure it has a positive impact across Scotland.

There have been no discussions with the UK Government specifically regarding trade union recognition or the application of the national minimum wage in the maritime supply chain for the Inch Cape Offshore Wind Farm.

Found: The UK Employment Rights Bill

Found: and Constitution Committee The Welsh Government’s Legislative Consent Memoranda on the Employment Rights Bill

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Employment Rights Bill

Found: 1 LEGISLATIVE CONSENT MEMORANDUM THE EMPLOYMENT RIGHTS BILL 1.

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Employment Rights Bill

Found: The Employment Rights Bill (the Bill) was introduced in the House of Commons on 10 October 2024.

Found: It is, however, positive that the Employment Rights Bill which has been recently announced by the UK

Found: It is, however, positive that the Employment Rights Bill which has been recently announced by the UK

Found: partnership networks and the work that we, perhaps, do with the UK Government and their Employment Rights Bill

Found: 1 SUPPLEMENTARY LEGISLATIVE CONSENT MEMORANDUM (MEMORANDUM NO 3) EMPLOYMENT RIGHTS BILL 1.

Found: 1 SUPPLEMENTARY LEGISLATIVE CONSENT MEMORANDUM (No 2) EMPLOYMENT RIGHTS BILL 1.

Found: to consider and report on the Supplementary Legislative Consent Memorandum (No.2) on the Employment Rights Bill

Found: The Employment Rights Bill (“the Bill”) was introduced in the House of Commons on 10 October 2024 and

Found: In addition, the UK Government has introduced the Employment Rights Bill, which the Welsh Government

Found: to consider and report on the Supplementary Legislative Consent Memorandum (No.3) on the Employment Rights Bill

Found: The Welsh Government’s Legislative Consent Memorandum on the Employment Rights Bill Welsh Government

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Employment Rights Bill

Found: 1 SUPPLEMENTARY LEGISLATIVE CONSENT MEMORANDUM (MEMORANDUM NO 4) EMPLOYMENT RIGHTS BILL 1.

Found: to consider and report on the Supplementary Legislative Consent Memorandum (No.4) on the Employment Rights Bill

Found: for example, our reports on: The Welsh Government’s Legislative Consent Memoranda on the Employment Rights Bill

Found: Constitution Committee to consider and report on the Legislative Consent Memorandum on the Employment Rights Bill

Found: Welsh Government’s Supplementary Legislative Consent Memorandum (Memorandum No. 3) on the Employment Rights Bill

Found: Living Wage, increased the National Minimum Wage and is creating more secure jobs through the Employment Rights Bill

Found: Completed: The Secretariat emailed members with the summary on 19 February Agenda item 2:  Employment Rights Bill

Found: Agenda item 1: welcome/opening remarks Agenda item 2: Employment Rights Bill Action: Welsh Government

Found: The contents of this paper and the Welsh Government’s stance on the Employment Rights Bill. ii.    

Found: The SPC have also discussed the impact of the UK Employment Rights Bill currently making its way through

Found: Employment Rights Bill update – Head of Modern Slavery and Workers’ Rights, Welsh Government 4.1

Found: Employment Rights Bill Presentation to the Gender Equality Forum December 2024Context • Key part of