1-20 of 86 results for subject:"Conditions of employment"
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To ask the Secretary of State for Transport, What recent assessment she has made of the employment conditions of seafarers at ferry operators who are signatories to the Voluntary Seafarers Charter; and if she will list the ferry operators who have signed the voluntary charter since July 2023 to date.
To ask the Secretary of State for Transport, What recent assessment she has made of the employment conditions of seafarers at ferry operators who are signatories to the Voluntary Seafarers Charter; and if she will list the ferry operators who have signed the voluntary charter since July 2023 to date.
The Department has received evidence from a number of ferry operators in support of their applications for Verified Charter Status under the Seafarers’ Charter. In due course we will publicly confirm which operators have met the required standard.
To ask the Secretary of State for Defence, pursuant to the written answer of 4 February 2026 to question 109058, if he will list the RFA vessels where permanent employees have opted in to work a reduced assignment length, other than the RFA Proteus.
To ask the Secretary of State for Defence, pursuant to the written answer of 4 February 2026 to question 109058, if he will list the RFA vessels where permanent employees have opted in to work a reduced assignment length, other than the RFA Proteus.
Uptake varies according to operational cycles, but participation consistently fluctuates between nine and 10 per cent of the total workforce. These arrangements continue to support individual choice while maintaining operational resilience.
To ask the Secretary of State for Transport, when she last discussed application of the ILO Merchant Shipping (Minimum Standards) Convention 147 in the merchant shipping industry with the Maritime and Coastguard Agency.
To ask the Secretary of State for Transport, when she last discussed application of the ILO Merchant Shipping (Minimum Standards) Convention 147 in the merchant shipping industry with the Maritime and Coastguard Agency.
Officials in the Department for Transport (DfT) meet regularly with their counterparts in the Maritime and Coastguard Agency (MCA) to discuss the implementation of the Maritime Labour Convention, 2006 (MLC), which supersedes the ILO Merchant Shipping (Minimum Standards) Convention, 1976 (No. 147). DfT also participate in the UK’s MLC Tripartite Working Group, which convenes every six months to review the effectiveness of the Convention’s implementation in UK legislation and to consider any updates required to supporting guidance for industry.
To ask the Secretary of State for Defence, pursuant to the written answer of 4 February 2026 to question 109057, if he will list the maritime industry stakeholders his department has engaged with to date regarding the continued transformation of the Royal Fleet Auxiliary’s workforce framework in support of Defence...
To ask the Secretary of State for Defence, pursuant to the written answer of 4 February 2026 to question 109057, if he will list the maritime industry stakeholders his department has engaged with to date regarding the continued transformation of the Royal Fleet Auxiliary’s workforce framework in support of Defence...
The Department continues to engage widely across Defence, Government and the maritime sector in support of the RFA workforce transformation programme. This includes structured consultation with internal governance boards, representative bodies, specialist HR, legal and career management functions, as well as engagement with key maritime unions, industry groups and UK flag‑state partners. These collaborative discussions ensure that the evolving framework robustly supports Defence’s operational needs while remaining aligned with best practice across the wider maritime industry.
To ask the Secretary of State for Defence, if he will provide an update on the implementation of the (a) Employment Relations (Flexible Working) Act 2024 and (b) Employment Rights Act 2025 for merchant seafarers in the Royal Fleet Auxiliary.
To ask the Secretary of State for Defence, if he will provide an update on the implementation of the (a) Employment Relations (Flexible Working) Act 2024 and (b) Employment Rights Act 2025 for merchant seafarers in the Royal Fleet Auxiliary.
RFA seafarers already receive the full statutory rights provided under the Employment Relations (Flexible Working) Act 2024 and the Employment Rights Act 2025. Since September 2025, the RFA has operated an independent assessment system, supported by external advocacy and assurance, to ensure all applications for flexible working are handled fairly. These robust arrangements place the RFA at the forefront of best practice across the maritime industry.
To ask the Secretary of State for Transport, if she will have discussions with the Secretary of State for Defence on the application of merchant shipping legislation for civilian seafarers (a) in the Royal Fleet Auxiliary and (b) working on MoD contracts.
To ask the Secretary of State for Transport, if she will have discussions with the Secretary of State for Defence on the application of merchant shipping legislation for civilian seafarers (a) in the Royal Fleet Auxiliary and (b) working on MoD contracts.
Maritime and Coastguard Agency officials meet regularly with Ministry of Defence counterparts to discuss the application of merchant shipping legislation to the Royal Fleet Auxiliary and other MoD shipping on non-commercial service. This relationship is set out in a memorandum of understanding between the MoD and MCA, a copy of which will be placed in the Library of the House.
To ask the Secretary of State for Defence, if he will take steps to establish the (a) hourly rate of pay and (b) annual hours of each seafarer grade at the Royal Fleet Auxiliary.
To ask the Secretary of State for Defence, if he will take steps to establish the (a) hourly rate of pay and (b) annual hours of each seafarer grade at the Royal Fleet Auxiliary.
We are already working to redefine Terms and Conditions of service for the Royal Fleet Auxiliary, including salaried obligations, is already underway. This work will inform a pay and reward strategy to enhance lived experience and optimise effective and efficient capability in line with the recommendations of the Strategic Defence Review.
To ask the Secretary of State for Defence, if he will take steps to compare the contractual employment conditions of Royal Fleet Auxiliary seafarers with employment conditions of crew on outsourced MoD contracts for maritime services.
To ask the Secretary of State for Defence, if he will take steps to compare the contractual employment conditions of Royal Fleet Auxiliary seafarers with employment conditions of crew on outsourced MoD contracts for maritime services.
As part of the continued transformation of the Royal Fleet Auxiliary’s workforce framework in support of Defence operational needs, the Department continues to draw upon best practice across the maritime industry, proactively engaging with stakeholders to inform future policy.
To ask the Secretary of State for Defence, with reference to the current online Royal Navy recruitment campaign, how many merchant seafarers currently employed by the Royal Fleet Auxiliary work a 3-month on, 3-month off schedule; and if he will make a statement.
To ask the Secretary of State for Defence, with reference to the current online Royal Navy recruitment campaign, how many merchant seafarers currently employed by the Royal Fleet Auxiliary work a 3-month on, 3-month off schedule; and if he will make a statement.
The ability to opt-in to a reduced assignment length continues to be available to all Royal Fleet Auxiliary Seafarers. As of January 2026, 10% of permanent employees have chosen this schedule. The previous detail on the recruiting site suggesting this as the default crewing model has been removed.
To ask the Minister for the Cabinet Office, whether he plans to align (a) pay, (b) terms and (c) conditions of facilities management employees contracted to his Department by OCS with those of comparable directly-employed staff.
To ask the Minister for the Cabinet Office, whether he plans to align (a) pay, (b) terms and (c) conditions of facilities management employees contracted to his Department by OCS with those of comparable directly-employed staff.
Pay, T&C of OCS employees is managed by OCS. On all GPA Facilities Management contracts, we have a requirement for the payment of the Real Living Wage and London Living Wage.
That this House condemns the impact of outsourcing on the pay, terms and conditions of workers in government agencies and departments; notes with regret that outsourcing has created a two-tier workforce owing to inequalities created between those centrally-employed and those working for private contractors; further notes that many outsourced facilities management roles including security, cleaning and catering are more likely to be undertaken by women and BAME workers; is concerned that the Government Property Agency has yet to engage constructively with the PCS union on developing proposals for an in-house alternative to the retendering of the facilities management contract in the department of Department for Energy Security & Net Zero (DESNZ) currently held by ISS, due to expire in April 2025; supports the industrial action by outsourced security guards working for G4S in Department of Work and Pensions (DWP); and calls on the Government to urgently implement its promise to bring about the biggest wave of insourcing of public services in a generation.
That this House condemns the impact of outsourcing on the pay, terms and conditions of workers in government agencies and departments; notes with regret that outsourcing has created a two-tier workforce owing to inequalities created between those centrally-employed and those working for private contractors; further notes that many outsourced facilities...
That this House expresses support and solidarity to members of the PCS union taking industrial action against their employer, Border Force, at Heathrow Airport; notes that on 29 April around 250 staff are being forced out of their current jobs on passport control as the Home Office have indicated they will no longer accommodate their contractual flexible working arrangements, reasonable adjustments or ‘legacy’ contractual terms on a new fixed teams based roster; believes that the proposed new roster will not effectively deal with the issues which the Home Office claims it is intended to address and that, on the contrary, the inflexibility of the roster will see many staff come off the roster or leave the service; and therefore calls on the Home Office to address staff concerns and agree to shift from its current entrenched position so that further industrial action might be averted.
That this House expresses support and solidarity to members of the PCS union taking industrial action against their employer, Border Force, at Heathrow Airport; notes that on 29 April around 250 staff are being forced out of their current jobs on passport control as the Home Office have indicated they...
That this House expresses its dismay at reports that the English National Opera management is proposing to cut the salaries of its opera workforce by as much as 40%; notes that the previous joint campaigning by the workforce, the trade union Equity, and the English National Opera had culminated in the opera company receiving an additional grant from Arts Council England of £24m in April 2023, to fund its new activity across London and Manchester; welcomes efforts to deliver opera in both cities; highlights the devastating impact that proposals to dramatically cut the terms and conditions of the workforce will have for the quality of opera provision, the workforce, audiences, and local economic benefit in both places; and urgently calls on the English National Opera and Arts Council England to withdraw these plans and work with the appropriate trade unions to ensure that the workforce does not suffer detriment as a result of the move.
That this House expresses its dismay at reports that the English National Opera management is proposing to cut the salaries of its opera workforce by as much as 40%; notes that the previous joint campaigning by the workforce, the trade union Equity, and the English National Opera had culminated in...
That this House is extremely concerned about the Government Property Agency’s handling of the transfer of facilities management services from Mitie to ISS with respect to the implications for workers whose employment has transferred; notes that the pay arrangements for cleaners and caterers are being shifted from a monthly to a bi-weekly basis; believes that the shorter frequency will make it harder for workers to pay their monthly rent, mortgage and other essential bills, and that such regular fluctuation in pay dates and amounts can have serious detrimental consequences for workers claiming Universal Credit; notes that the changes represent a unilateral variation to the workers’ contracts of employment made without the agreement of the individual employees affected and their representatives in the Public and Commercial Services Union; fears that these changes are discriminatory as they have only been applied to a section of the workforce in which BAME women are more likely to be employed; and therefore calls on the Government Property Agency to require ISS to align pay arrangements for caterers and cleaners with those of their monthly salaried staff.
That this House is extremely concerned about the Government Property Agency’s handling of the transfer of facilities management services from Mitie to ISS with respect to the implications for workers whose employment has transferred; notes that the pay arrangements for cleaners and caterers are being shifted from a monthly to...
That this House notes the recent report by the Bureau of Investigative Journalism and the Independent which identified issues of racism, wage theft and threats of being sent back home in 19 farm inspection reports produced by the Home Office between 2021 and 2022; recognises that migrant seasonal workers are integral to the UK’s horticultural sector and that working conditions under the seasonal worker visa must urgently be improved; further recognises that the current iteration of the seasonal worker visa is due to expire at the end of 2024 and that improvements to working conditions must be implemented before any decision to extend the scheme is made; calls on the Government to urgently complete and publish a review of the seasonal worker visa scheme in line with the recommendations that it accepted by the Independent Chief Inspector of Borders and Immigration in the report entitled An inspection of the immigration system as it relates to the agricultural sector, published in December 2022; further calls on the Government to implement the recommendations on the seasonal worker visa scheme of the report by the House of Lords Select Committee on Horticulture entitled Sowing the seeds: A blooming English horticultural sector (November 2023); and calls on the Government to engage with independent civil society organisations advocating for the rights of migrant seasonal workers in the recently formed Seasonal Worker Interest Group to address the design-related issues from the seasonal workers visa scheme.
That this House notes the recent report by the Bureau of Investigative Journalism and the Independent which identified issues of racism, wage theft and threats of being sent back home in 19 farm inspection reports produced by the Home Office between 2021 and 2022; recognises that migrant seasonal workers are...
To ask the Minister for the Cabinet Office, with reference to the retendering of Facilities Management contracts in the Mitie Affiliate Cluster, what steps he has taken to ensure continuity of payment of (a) pay and (b) in-work benefits.
To ask the Minister for the Cabinet Office, with reference to the retendering of Facilities Management contracts in the Mitie Affiliate Cluster, what steps he has taken to ensure continuity of payment of (a) pay and (b) in-work benefits.
Employment Terms and Conditions are a matter for Employers and their Employees.
However, the Government Property Agency (GPA) has supported the employee representatives, notably the PCS Trade Union, in discussions with the GPA's new suppliers. All suppliers have listened to the concerns expressed by the PCS trade union and have provided both assurance and solutions to ensure that any affected member of staff is not directly or indirectly affected by the change of their employer. This includes financial assistance via ex gratia payments and interest-free loans and advice and support to mitigate against issues surrounding the claiming of "in work" benefits.
The GPA is committed to eliminating all forms of discrimination. Throughout the workplace services transformation programme the GPA has continued to give PSED due consideration and will continue the completion of the impact assessment following the recent award of contracts. This will be shared with trade unions upon completion. The successful bidders have been tested for this requirement at Framework creation stage and will be required to demonstrate ongoing compliance with the Equalities Act 2010 and the GPA’s aspirations during delivery of the contract.
Whilst the GPA has an active interest in the Transfer of Undertakings (Protection of Employment) Regulations (TUPE) transfer of supplier employees, TUPE transfers are a matter for both the outgoing and incoming contractors and both the outgoing and incoming suppliers are experienced in this area. The employee rights are set out by the TUPE regulations and reinforced in the Crown Commercial Services framework which this contract is let on. The Government Property Agency will act upon any breach of this legislation if it occurs and holds its supply chain to the legislative requirements. The GPA continues to encourage both their current and their new suppliers to exchange information quickly to enable consultations to be effective and to resolve queries quickly where they arise.
To ask the Minister for the Cabinet Office, with reference to the retendering of Facilities Management contracts in the Mitie Affiliate Cluster, what steps he has taken to ensure that the Government Property Agency complies with its public sector equality duty to evaluate the potential impact of the proposed changes...
To ask the Minister for the Cabinet Office, with reference to the retendering of Facilities Management contracts in the Mitie Affiliate Cluster, what steps he has taken to ensure that the Government Property Agency complies with its public sector equality duty to evaluate the potential impact of the proposed changes...
Employment Terms and Conditions are a matter for Employers and their Employees.
However, the Government Property Agency (GPA) has supported the employee representatives, notably the PCS Trade Union, in discussions with the GPA's new suppliers. All suppliers have listened to the concerns expressed by the PCS trade union and have provided both assurance and solutions to ensure that any affected member of staff is not directly or indirectly affected by the change of their employer. This includes financial assistance via ex gratia payments and interest-free loans and advice and support to mitigate against issues surrounding the claiming of "in work" benefits.
The GPA is committed to eliminating all forms of discrimination. Throughout the workplace services transformation programme the GPA has continued to give PSED due consideration and will continue the completion of the impact assessment following the recent award of contracts. This will be shared with trade unions upon completion. The successful bidders have been tested for this requirement at Framework creation stage and will be required to demonstrate ongoing compliance with the Equalities Act 2010 and the GPA’s aspirations during delivery of the contract.
Whilst the GPA has an active interest in the Transfer of Undertakings (Protection of Employment) Regulations (TUPE) transfer of supplier employees, TUPE transfers are a matter for both the outgoing and incoming contractors and both the outgoing and incoming suppliers are experienced in this area. The employee rights are set out by the TUPE regulations and reinforced in the Crown Commercial Services framework which this contract is let on. The Government Property Agency will act upon any breach of this legislation if it occurs and holds its supply chain to the legislative requirements. The GPA continues to encourage both their current and their new suppliers to exchange information quickly to enable consultations to be effective and to resolve queries quickly where they arise.
To ask the Minister for the Cabinet Office, with reference to the retendering of Facilities Management contracts in the Mitie Affiliate Cluster, what assessment he has made of the adequacy of TUPE transfer provisions for (a) corporately employed and (b) privately contracted staff.
To ask the Minister for the Cabinet Office, with reference to the retendering of Facilities Management contracts in the Mitie Affiliate Cluster, what assessment he has made of the adequacy of TUPE transfer provisions for (a) corporately employed and (b) privately contracted staff.
Employment Terms and Conditions are a matter for Employers and their Employees.
However, the Government Property Agency (GPA) has supported the employee representatives, notably the PCS Trade Union, in discussions with the GPA's new suppliers. All suppliers have listened to the concerns expressed by the PCS trade union and have provided both assurance and solutions to ensure that any affected member of staff is not directly or indirectly affected by the change of their employer. This includes financial assistance via ex gratia payments and interest-free loans and advice and support to mitigate against issues surrounding the claiming of "in work" benefits.
The GPA is committed to eliminating all forms of discrimination. Throughout the workplace services transformation programme the GPA has continued to give PSED due consideration and will continue the completion of the impact assessment following the recent award of contracts. This will be shared with trade unions upon completion. The successful bidders have been tested for this requirement at Framework creation stage and will be required to demonstrate ongoing compliance with the Equalities Act 2010 and the GPA’s aspirations during delivery of the contract.
Whilst the GPA has an active interest in the Transfer of Undertakings (Protection of Employment) Regulations (TUPE) transfer of supplier employees, TUPE transfers are a matter for both the outgoing and incoming contractors and both the outgoing and incoming suppliers are experienced in this area. The employee rights are set out by the TUPE regulations and reinforced in the Crown Commercial Services framework which this contract is let on. The Government Property Agency will act upon any breach of this legislation if it occurs and holds its supply chain to the legislative requirements. The GPA continues to encourage both their current and their new suppliers to exchange information quickly to enable consultations to be effective and to resolve queries quickly where they arise.
That this House believes that all workers in the UK’s universities and colleges deserve the real Living Wage as a minimum rate and to be treated with respect and dignity at work including having access to occupational sick pay and a decent pension scheme; regrets that people employed in ancillary roles such as cleaning and catering and outsourced to private contractors face a struggle to defend their basic pay, terms and conditions at work especially when compared to directly employed colleagues in the university sector; notes that such workers are far more likely to be female and/or to come from Black and Minority Ethnic and recent migrant backgrounds; further notes that support staff employed by the French-based multinational Sodexo and Julius Rutherfoord & Co at City University, London are currently eligible for limited statutory sick pay and an inferior pension scheme, while City University’s administration has indicated it will not insource those workers or ensure parity of such basic employment rights; and gives its full support and solidarity to the campaign by City University branch of the UNISON trade union to secure parity of terms and conditions with university employees and the transfer of those workers to direct employment by the university at the earliest opportunity.
That this House believes that all workers in the UK’s universities and colleges deserve the real Living Wage as a minimum rate and to be treated with respect and dignity at work including having access to occupational sick pay and a decent pension scheme; regrets that people employed in ancillary...
To ask the Secretary of State for Digital, Culture, Media and Sport, what discussions she has had with the management of the Royal Parks Estate on the employment practices of private contractor Just Ask Estate Services Ltd; and whether she has received representations on that company not providing employees with...
To ask the Secretary of State for Digital, Culture, Media and Sport, what discussions she has had with the management of the Royal Parks Estate on the employment practices of private contractor Just Ask Estate Services Ltd; and whether she has received representations on that company not providing employees with...
The management of the Royal Parks has been delegated by The Secretary of State to The Royal Parks Limited which is responsible for all operational decisions in relation to the maintenance of the Parks.
The Royal Parks Limited must, in the exercise of its public functions, have due regard to section 149 of the Equality Act 2010.