Department for Business and Trade

The project referenced is at an early stage, however the Department for Business and Trade is actively involved in a range of railway projects in Africa. Through its network of staff, DBT supports UK companies access opportunities in the rail, engineering and manufacturing sectors, creating UK jobs and growth.

Recent examples include:

- A Letter of Intent signed last year between the Southern African Railway Association (SARA) and the UK Railway Association, committing to explore priority rail corridors in Southern Africa, which also includes the Tanzanian, Angolan and DR Congo railway companies

- There have also been notable commercial successes in recent years, including Alstom winning a £2.3billion contract for the 61-mile monorail network in Cairo in 2019. In total, 272 Cairo Monorail cars were assembled and tested at the company's site in Derby, supporting hundreds of jobs across the UK.

We publish information on export licence outcomes as part of official statistics published on gov.uk by the Department for Business and Trade on behalf of the Export Control Joint Unit. The latest general statistics, which were classified as Official Statistics in Development, were published on 27 February 2025 and cover licence decisions to 30 September 2024. They are available to view on GOV.UK at https://www.gov.uk/guidance/strategic-export-controls-licensing-data.

We do not routinely publish information about in progress licence applications. Hundreds of licensing decisions are taken each week so the precise number of applications in progress changes on a daily basis. Once an application has received an outcome, it will be published as official statistics in the Annual and Quarterly Reports on Strategic Export Controls.

Information relating to export licensing decisions covering the period 1 October 2024 – 31 December 2024 will be published on 15 May 2025.

We publish information on export licence outcomes as part of official statistics published on gov.uk by the Department for Business and Trade on behalf of the Export Control Joint Unit. The latest general statistics, which were classified as Official Statistics in Development, were published on 27 February 2025 and cover licence decisions to 30 September 2024. They are available to view on GOV.UK at https://www.gov.uk/guidance/strategic-export-controls-licensing-data.

We do not routinely publish information about in progress licence applications. Hundreds of licensing decisions are taken each week so the precise number of applications in progress changes on a daily basis. Once an application has received an outcome, it will be published as official statistics in the Annual and Quarterly Reports on Strategic Export Controls.

Information relating to export licensing decisions covering the period 1 October 2024 – 31 December 2024 will be published on 15 May 2025.

This Government takes its export control responsibilities very seriously and we operate one of the most robust and transparent export control regimes in the world. This is an important lever for promoting both UK prosperity and national and global security.

We rigorously assess every application on a case-by-case basis against strict assessment criteria, the Strategic Export Licensing Criteria (the SELC). We review all new licence applications on this basis taking into account all current information available at the time including the situation in the end destination. We also keep all our extant licences (which typically last for two years) under continual review. The FCDO advises DBT on the situation in country and the risks this poses with respect to the UK’s export control responsibilities.

This Government takes its export control responsibilities very seriously and we operate one of the most robust and transparent export control regimes in the world. This is an important lever for promoting both UK prosperity and national and global security.

We rigorously assess every application on a case-by-case basis against strict assessment criteria, the Strategic Export Licensing Criteria (the SELC). We review all new licence applications on this basis taking into account all current information available at the time including the situation in the end destination. We also keep all our extant licences (which typically last for two years) under continual review. The FCDO advises DBT on the situation in country and the risks this poses with respect to the UK’s export control responsibilities.

Buses and coaches are exempt from the additional 25% tariffs the US is imposing on the automotive sector. However, they are still included in the 10% baseline tariffs, posing challenges for businesses. In March 2025, the Minister for Local Transport launched the UK Bus Manufacturing Expert Panel, regularly bringing together industry experts to ensure the UK remains a leader in bus manufacturing. This government is committed to supporting the automotive sector, a crucial part of our manufacturing base. While preparing for all scenarios, our priority is to strengthen our economic relationship with the US through constructive discussions.

The Department for Business and Trade are working closely with colleagues in DfT to understand and assess the impacts on supply routes of goods globally due to US tariffs. This is complex analysis and requires collaboration between multiple government departments.

We remain committed to discussions with the US on a wider economic deal and this government will do what is necessary to defend the UK’s national interest. That is why on 3 April, the government launched a Request for Input from businesses, to keep all options on the table; and help inform the UK's response to US tariffs.

The Secretary of State, responsible Ministers and policy officials meet regularly with their counterparts in HM Treasury. This includes on discussions related to delivering the biggest upgrade to workers' rights in a generation through the Employment Rights Bill. Our analysis shows the package could have “a positive but small direct impact on economic growth” and will “help to raise living standards across the country and create opportunities for all.”

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

The Government welcomes the Competition and Markets Authority’s final market study report on infant formula and follow-on formula. We are working with the Devolved Governments closely to consider its recommendations, and relevant Ministers will agree a formal response collectively. We will work to ensure that any outcomes are in the best interest of consumers and public health.

In October, Government published 24 Impact Assessments representing a comprehensive package of analysis on the impact of the Employment Rights Bill. This analysis shows that the Bill is expected to benefit younger workers, typically disproportionately represented in low paid, low quality, insecure jobs.

The Employment Rights Bill will make basic protection against unfair dismissal a day one right for all employees. The new statutory probation period will provide lighter-touch standards for employers to dismiss an employee who is not suitable. These standards will also apply to apprenticeships and training contracts, requiring adequate evidence to justify dismissal on conduct or capability.

Last year the Business Secretary announced a new Business Growth Service which will make it easier for businesses in Sutton Coldfield, the West Midlands and across the UK, to get help, support and advice to grow and thrive.

The West Midlands Growth Hub is where small and medium sized businesses in Sutton Coldfield and the West Midlands can benefit from specialist advice on how to scale up, access new markets and receive financial support through the British Business Bank.

Businesses can also access other Government programmes such as the Business Support Service, Help to Grow: Management, the UK Export Academy, International Trade Advisors and the Export Support Service.

The government backed Invest in Women Taskforce aims to make the UK the best place in the world to be a female entrepreneur. To improve investment readiness, it seeks to break down barriers such as lack of mentorship, resource and networks for aspiring women-led businesses. In 2024, our Venture Capital Unit launched a Female Founders Cohort initiative to support women-led businesses raise funds from international venture capital investors.

In February 2025, a roundtable discussion was held with ethnic minority businesses (EMB) and the financial services sector to discuss challenges in accessing finance, as well as how we can better engage and support EMB founders.

We have also launched a Call for Evidence on Small Business Access to Finance to help inform government policy and initiatives, which includes a specific focus on underserved entrepreneurs.

On Monday 21 October, the Government published 24 Impact Assessments, providing a comprehensive analysis on the potential impact of the Employment Rights Bill. This analysis includes an assessment of impacts on sectors, including agriculture, manufacturing and construction. Our Impact Assessments provide initial analysis of the impacts that could follow, and we will continue to refine that as policy development progresses. Final impacts will depend on further policy decisions that are for secondary legislation. We have committed to full consultation on the implementation of this legislation, and expect this to begin this year, ensuring reforms work for employers and workers alike.

On Monday 21 October, the Government published 24 Impact Assessments, providing a comprehensive analysis on the potential impact of the Employment Rights Bill. This analysis includes an assessment of impacts on sectors, including agriculture, manufacturing and construction. Our Impact Assessments provide initial analysis of the impacts that could follow, and we will continue to refine that as policy development progresses. Final impacts will depend on further policy decisions that are for secondary legislation. We have committed to full consultation on the implementation of this legislation, and expect this to begin this year, ensuring reforms work for employers and workers alike.

On Monday 21 October, the Government published 24 Impact Assessments, providing a comprehensive analysis on the potential impact of the Employment Rights Bill. This analysis includes an assessment of impacts on sectors, including agriculture, manufacturing and construction. Our Impact Assessments provide initial analysis of the impacts that could follow, and we will continue to refine that as policy development progresses. Final impacts will depend on further policy decisions that are for secondary legislation. We have committed to full consultation on the implementation of this legislation, and expect this to begin this year, ensuring reforms work for employers and workers alike.

The Department for Business and Trade 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 businesses and economic growth and concludes the package could have “a positive but small direct impact on economic growth” and will “help to raise living standards across the country and create opportunities for all.”

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

While the Department has made no assessment of the potential merits of investing in industrial sites in the West Midlands, we continue to consider industry’s feedback on the key enablers for strategic investment which includes the need for industrial sites.

We have been working at pace to develop an Industrial Strategy based on businesses responses to the Invest 2035 Green Paper and ongoing engagement with businesses, with the advice and oversight of the Industrial Strategy Advisory Council.

The Office for Investment is also expanding its capacity to better support and enable large scale investments, such as the recent investment secured in Bedford for a multi-billion pound Universal theme park.

The Government worked closely with Universal Destinations & Experiences to secure its first investment in Europe, which could be worth £50 billion in economic benefits, and create an estimate 28,000 jobs in the creative, hospitality and construction sectors. The Government will continue to work with Universal and other organisations involved in the delivery of this project to ensure operations are sustainable, which will include enabling construction and other workers to access the site via public transport.

As the UK’s independent competition authority, the Competition and Markets Authority (“CMA”) has discretion to investigate competition cases which, according to its prioritisation principles, it considers most appropriate. The Government has ensured that the CMA has significant powers to investigate and act if it finds that businesses are behaving anti-competitively in a market.

It is for individual employers and trade unions to agree on appropriate approaches during industrial action. The government encourages employers to work constructively with workers and representatives to resolve disputes.

Public and private sector employers may be able to suspend check-off and facility time while employees take industrial action, depending on the legal status of those arrangements – particularly whether they are contractually guaranteed.

Last October, the Government launched a consultation on how we can make the UK the most attractive country for business investment and drive long-term growth across the UK through targeted measures to support eight growth-driving sectors.

The consultation received more than 27,000 answers, from over 3,000 organisations and individuals. Detailed analysis and engagement are being conducted to distil themes, develop policy interventions, and identify opportunities to take a partnership approach to tackling barriers. Advice is also being provided by the new Industrial Strategy Advisory Council.

The full Industrial Strategy alongside Sector Plans for the growth-driving sectors, will be published alongside the multi-year Spending Review, as planned.

The Department leads on the Invest in Women Taskforce (IWT) and the Investing in Women Code (IWC). In November, the IWT launched a £255 million fund for female entrepreneurs, which will be invested through female investors in the UK, including backing female emerging fund managers. Signatories to the IWC diversify their investment committees and decision makers, recognising diverse leaders make better decisions.

In February 2025, a roundtable discussion was held with the finance industry, including Venture Capital representatives, to address access to finance issues for ethnic minority founders.

We have also launched a Call for Evidence on Small Business Access to Finance to help inform government policy and initiatives, which includes a specific focus on underserved entrepreneurs.

Last year the Business Secretary announced a new Business Growth Service which will make it easier for businesses across Devon and the rest of the UK and in rural areas, to get help, support and advice to grow and thrive.

The South West Growth Hub is where small and medium sized businesses in Devon and the surrounding rural areas can benefit from specialist advice on how to scale up, access new markets and receive financial support through the British Business Bank.

Businesses can also access other Government programmes such as the Business Support Service, Help to Grow: Management, the UK Export Academy, International Trade Advisors and the Export Support Service.

We remain committed to discussions with the US on a wider economic deal that works for both countries but this Government will do what is necessary to defend the UK’s national interest. On 3 April, we launched a Request for Input from businesses, offering them a chance to influence the design of a possible UK response.

We continue to support businesses of all sizes to grow and export globally, including to the US. Through Great.gov.uk, businesses will be able to access export support programmes including the Export Academy, International Markets Network, Growth Hubs and Help to Grow: Management scheme.

The Plan to Make Work Pay aims to improve fairness at work, ensure equal treatment and opportunity, and support low-paid workers.

Too many young people are struggling to access high-quality opportunities. That is why this government is working with businesses to develop new foundation apprenticeships: to give more young people a foot in the door at the start of their working lives whilst supporting the pipeline of new talent that employers will need to drive economic growth.

Companies House has not shared data with the Electoral Commission using powers conferred on it under the Economic Crime and Corporate Transparency Act 2023 (ECCTA).

Companies House makes a range of company information available through its online public register, including details about the company itself, its directors, and People with Significant Control (PSCs). This data is accessible free of charge via their online services.

Companies House also works with law enforcement agencies and other public authorities to share information not available on the public register using the powers introduced by the ECCTA. This activity takes place via a dedicated team.

Small businesses across the UK including in Harpenden and Berkhamsted are the beating heart of our high streets and communities. This Government is committed to supporting them through a fairer business rate system.

From 2026-27, we’ll introduce lower tax rates for retail, hospitality, and leisure (RHL) properties with rateable values under £500,000. RHL relief will be extended for 2025-26 at 40%, and the small business multiplier will be frozen for the same period.

The Business Secretary has also announced a new Business Growth Service to help businesses access more easily the support they need to thrive and grow and we will publish our strategy to support small businesses later this year.

Guidance on the trade union recognition scheme is at Gov.uk. This sets out that the scheme is available to unions where the workplace has 21 or more workers. Therefore the smallest workplaces that have 20 or less workers not in scope of the scheme. There are no specific exemptions for town and parish councils.

Responsibility for trade union annual returns lies with the Certification Officer. They have been in communication with Unite the Union regarding its annual returns for 2021 to 2023. The Certification Officer is currently satisfied that the delay in providing full returns is due to issues identified during the auditing process.

The Certification Officer continues to engage with Unite the Union to ensure that full annual returns are submitted as soon as possible, after which they will be published in full on their website.

We will continue to undertake comprehensive engagement and consultation on the implementation of the Plan to Make Work Pay and the Employment Rights Bill, and we will be engaging closely with employers, including local authorities as the policy develops. We will consult extensively on the implementation of the legislation, to ensure it works for workers and employers alike.

The Government is clear that there is no place for intimidation in any workplace. Our trade union legislation provides for picketing to lawfully take place, but this picketing must be peaceful and those on picket lines must not harass or intimidate workers that choose to attend work. The Code of Practice on Picketing remains in effect and this will continue to be the case.

In the event of non-striking workers being intimidated or harassed, there is a wide range of criminal and civil sanctions that are applicable in this area including in common law and in various acts of Parliament.

In DBT, we do not have any roles in HR or Corporate Services with job titles which include the words ‘equality’, ‘diversity’, ‘inclusion’, ‘gender’, ‘LGBT’ or ‘race’.

Within our Trade Policy, Implementation and Negotiations Group (TPIN), we have 8 roles which include the word ‘gender’ in the job titles – these roles cover FTA chapters rather than a corporate/HR role.

Within our Domestic and International Markets and Exports Group (DIME), we have one role which includes the word ‘diversity’ in the job title – this role is an administrative one as of the King’s Award for Enterprise Team.

The Government has published a final stage impact assessment on strengthening workers’ rights to access, recognition and representation (see paragraphs 61 to 66 in relation to trade union recognition in particular). This is available at: Impact assessment: Strengthening workers’ rights to trade union access, recognition and representation.

The statutory trade union recognition scheme is available to unions where the workplace has 21 or more workers. Therefore the smallest workplaces that have 20 or less workers are not in scope of the scheme.

The subscription regime will apply to contracts between a trader (a person acting for business purposes) and a consumer (an individual acting outside of their business) which have auto-renewal features and where the consumer receives goods, services or digital content from the trader in return for payment.

Generally, individuals are likely to join a trade union for purposes solely to do with their trade or profession. Although there are variations, they are joining a collective of workers that will represent their interests at work. Unions are democratic organisations, controlled by members, allowing them to influence how their membership fees are used.

The UK government encourages regulators and industry bodies to engage with their counterparts in the Republic of Ireland to ensure professionals are able to practise in both jurisdictions. Independent UK regulators and industry bodies are responsible for agreeing recognition agreements with their overseas counterparts.

The Department for Business and Trade has not held discussions with the National Council for the Training of Journalists on establishing a mutual recognition of professional qualifications agreement with the Republic of Ireland.

Information provided by employers to HMRC shows that the total value of payments made to individuals in receipt of Statutory Paternity Pay, Statutory Shared Parental Pay and Statutory Maternity Pay between 2019/20 and 2023/24 (the latest year for which full year data is available).

The table below presents a breakdown of the value of payments made to individuals by the region (based on recipient residence).

Table 1. Total value of Statutory Paternity Pay (SPP), Statutory Shared Parental Pay (SShPP) and Statutory Maternity Pay (SMP) payments by claimant resident region, 2019/20 to 2023/24

Source: HM Revenue and Customers (HMRC) HMRC Real Time Information (RTI) system 2019/20 to 2023/24

Notes:

1. All figures are based on HMRC Real Time Information (RTI) system and were extracted in Jan 2025. RTI is subject to revision and there may be small fluctuations in figures reported - these figures should not be considered “final”.

2. Figures for the total value of parental payments (£m) are rounded to the nearest hundred thousand.

3. Government Office Regions (GOR) are determined by matching the most recent postcode from the previous tax year with the Office for National Statistics’ postcode lookup table. If a partial postcode is provided an assumption is made based on the postcode district or area. The GOR with the most postcodes of a given district is returned. If no postcode is listed then region is marked as unknown. Other includes Channel Islands and Isle of Man.

The Department for Business and Trade (DBT) does not routinely collect data on the length of Paternity Leave, Shared Parental Leave and Maternity Leave taken by parents. However, the Government commissioned the Parental Rights Survey which provides the best source of data on the length of parental leave taken, the findings are published here - https://www.employment-studies.co.uk/resource/parental-rights-survey-2019 .

In addition, DBT also published HMRC data tables to accompany the Shared Parental Leave evaluation report here which include information on the number of individuals in receipt of SPP, SShPP and SMP by the number of months the payments spanned, this is available here - https://www.gov.uk/government/publications/shared-parental-leave-spl-evaluation. HMRC or DBT does not hold information which calculates the duration of parental payments by individual claimants.

Information provided by employers to HMRC shows that the total value of payments made to individuals in receipt of Statutory Paternity Pay, Statutory Shared Parental Pay and Statutory Maternity Pay between 2019/20 and 2023/24 (the latest year for which full year data is available).

The table below presents a breakdown of the value of payments made to individuals by the region (based on recipient residence).

Table 1. Total value of Statutory Paternity Pay (SPP), Statutory Shared Parental Pay (SShPP) and Statutory Maternity Pay (SMP) payments by claimant resident region, 2019/20 to 2023/24

Source: HM Revenue and Customers (HMRC) HMRC Real Time Information (RTI) system 2019/20 to 2023/24

Notes:

1. All figures are based on HMRC Real Time Information (RTI) system and were extracted in Jan 2025. RTI is subject to revision and there may be small fluctuations in figures reported - these figures should not be considered “final”.

2. Figures for the total value of parental payments (£m) are rounded to the nearest hundred thousand.

3. Government Office Regions (GOR) are determined by matching the most recent postcode from the previous tax year with the Office for National Statistics’ postcode lookup table. If a partial postcode is provided an assumption is made based on the postcode district or area. The GOR with the most postcodes of a given district is returned. If no postcode is listed then region is marked as unknown. Other includes Channel Islands and Isle of Man.

The Department for Business and Trade (DBT) does not routinely collect data on the length of Paternity Leave, Shared Parental Leave and Maternity Leave taken by parents. However, the Government commissioned the Parental Rights Survey which provides the best source of data on the length of parental leave taken, the findings are published here - https://www.employment-studies.co.uk/resource/parental-rights-survey-2019 .

In addition, DBT also published HMRC data tables to accompany the Shared Parental Leave evaluation report here which include information on the number of individuals in receipt of SPP, SShPP and SMP by the number of months the payments spanned, this is available here - https://www.gov.uk/government/publications/shared-parental-leave-spl-evaluation. HMRC or DBT does not hold information which calculates the duration of parental payments by individual claimants.

203 suspensions are due to expire on 30 June 2026, including 27 measures that are in place on fruit juices and concentrates. The Government will consider a possible extension ahead of the measures’ expiry date. Further information about the review will be made available on GOV.UK in due course.

Period products are regulated by the General Product Safety Regulations 2005, which requires all products to be safe and for consumers to be provided with information on the potential risks of a product. Through the Product Regulation and Metrology Bill, the Government has committed to consult on this matter to ensure that any changes to the safety provisions of these products are robust and consistent.

The Taylor Review was published in 2017 and while it continues to be a valuable contribution to the debate on working practices, this Government is focused on delivering our plan to Make Work Pay.

Once implemented, our Plan to Make Work Pay will represent the biggest upgrade of workers’ rights in a generation. It will raise the minimum floor of employment rights, raise living standards across the country and level the playing field for those businesses that are already engaged in good practices.

The government recognises the significant role of healthy competition in markets in giving consumers access to services and products of high quality, supporting business growth and the wider economy. Responsibility for investigating individual and market-wide competition concerns falls to the Competition Markets Authority (“CMA”), the UK’s independent competition authority. The government has ensured that the CMA has significant powers to investigate and act to ensure markets remain competitive, and consumers are protected from unfair or exploitative market practices.

In addition to annual leave, DBT grants UK employees eight public holidays and one privilege day, which represents the King’s Official Birthday and can be taken on 23rd or 27th May. The eight public holidays follow public holidays in England and Wales, however, offices in Scotland and Northern Ireland can rearrange days to match local custom.

Overseas employees are granted public holidays depending on their posting, set by their Head of Mission.

Religious or cultural holidays occurring outside of the public and privilege holidays are not subject to additional leave and must be taken as annual leave or flexi leave.

This Government has no plans to change the permitted size of a serving of beer of cider.

Draught beer or cider can be served in a 1/3 pint, 1/2 pint, full pint, or multiples of those sizes as defined in the specified quantities set out in the Weights and Measurers legislation.

We have stated our commitment to preserving the pint, and the amendment to the Product Regulation and Metrology Bill put forward by Lord Fox, and supported by the Government, ensures any future government could not use the powers in the Bill to change the uses or size of the pint.

Steel is a top priority for this Government. As shown with the passing of the Steel Industry (Special Measures) Act, this Government will not hesitate to take unprecedented steps to safeguard the future of steelmaking in the UK, protecting jobs, national security and supply chains.

We have completed the roll out of the British Industry Supercharger, which from this month means our steel industry will save an estimated £320mn – £410mn this year. This is on top of continuing the network charging compensation scheme.

We have taken action to make public procurement of UK-made steel easier and increased support for businesses to report unfair international trade practices. We have continued to develop the policy and approach for the steel strategy.