The Government is currently consulting on a draft Code of Practice to address dismissal and re-engagement. The Government has made clear to all employers that threats of dismissal and re-engagement should not be used as a negotiation tactic.

Public procurement policy is subject to a legal framework which encourages free and open competition and value for money, in line with internationally and nationally agreed obligations and regulations.

I refer the Rt. Hon Member to the answer given in PQ24573 on 24 June 2022

The Government is currently consulting on a draft Code of Practice to address dismissal and re-engagement. Once in force, an Employment Tribunal will be able to increase an employee’s compensation in certain circumstances by up to 25% if an employer has unreasonably failed to comply with the Code. The uplift should deter employers from using controversial tactics and failing to engage in meaningful consultations with employees and their representatives.

The Government is currently consulting on a draft Code of Practice to address dismissal and re-engagement. Once in force, the Code will deter employers from using controversial tactics and failing to engage in meaningful consultations with employees and their representatives. The Code is designed to cover a wide range of different circumstances, it will be for Employment Tribunals to decide where an employer has unreasonably failed to comply with the Code.

The Government has been clear that using dismissal and re-engagement as a negotiating tactic is unacceptable. We expect companies to treat their employees fairly.

In 2021, following a government request, the Advisory, Conciliation and Arbitration Service published new guidance to ensure that employers and employees are clear on their responsibilities.

Since then, officials have met a number of interested stakeholders to discuss the issue. We will set out next steps in this policy area in due course.

The Government has been absolutely clear that using dismissal and re-engagement as a negotiating tactic is unacceptable, and we expect companies to treat their employees fairly. When the pandemic brought attention to cases of dismissal and re-engagement, we asked Acas to conduct an evidence-gathering exercise to help us better understand the issue. Government then went further and asked Acas to produce new guidance to ensure that employers are clear on their responsibilities. This guidance was published in 2021. We will set out next steps in this policy area in due course.

Individuals seconded into Government are expected to observe the principles of the Civil Service Code as well as relevant departmental rules, policies and procedures relating to conduct and standards. It is standard process for this requirement to be made clear to the individual and their employer before the start of the secondment and to be detailed in a secondment agreement.

It is customary for every new Prime Minister to reissue the Ministerial Code. This will happen in due course, in the usual way.

The Department for Business, Energy and Industrial Strategy will bring forward a statutory code of practice on dismissal and reengagement.

Under section 204 of the Trade Union and Labour Relations (Consolidation) Act 1992, the Secretary of State is required to publish a draft and consider any representations. The Department will engage with trade unions as part of that consultation. The scope of the Code and its remedies will be in accordance with the provisions of the Act.

Legislation to lay the Code will be introduced when parliamentary time allows and will be subject to the affirmative resolution procedure.

The Department for Business, Energy and Industrial Strategy will bring forward a statutory code of practice on dismissal and reengagement.

Under section 204 of the Trade Union and Labour Relations (Consolidation) Act 1992, the Secretary of State is required to publish a draft and consider any representations. The Department will engage with trade unions as part of that consultation. The scope of the Code and its remedies will be in accordance with the provisions of the Act.

Legislation to lay the Code will be introduced when parliamentary time allows and will be subject to the affirmative resolution procedure.

As set out in the Prime Minister’s letter of 21 December 2021, work has been underway to make sure that the Independent Adviser and his office receive the highest standards of support and attention - whether by way of Instruction to Ministers, Ministerial Code or clearer legal instrument. That work continues, and the Government will provide an update in due course.

Additional dedicated support for the Independent Adviser’s office has been allocated through the annual Cabinet Office business planning process. This support includes the provision of a dedicated team of civil service staff who will provide day-to-day support under the direction of the Independent Adviser. Further information will be set out in the Independent Adviser’s annual report.

As set out in the Prime Minister’s letter of 21 December 2021, work has been underway to make sure that the Independent Adviser and his office receive the highest standards of support and attention - whether by way of Instruction to Ministers, Ministerial Code or clearer legal instrument. That work continues, and the Government will provide an update in due course.

Additional dedicated support for the Independent Adviser’s office has been allocated through the annual Cabinet Office business planning process. This support includes the provision of a dedicated team of civil service staff who will provide day-to-day support under the direction of the Independent Adviser. Further information will be set out in the Independent Adviser’s annual report.

The Department for Business, Energy and Industrial Strategy will bring forward a statutory code of practice on dismissal and reengagement.

Under section 204 of the Trade Union and Labour Relations (Consolidation) Act 1992, the Secretary of State is required to publish a draft and consider any representations. The Department will engage with trade unions as part of that consultation. The scope of the Code and its remedies will be in accordance with the provisions of the Act.

Legislation to lay the Code will be introduced when parliamentary time allows and will be subject to the affirmative resolution procedure.

The Department for Business, Energy and Industrial Strategy will bring forward a statutory code of practice on dismissal and reengagement.

Under section 204 of the Trade Union and Labour Relations (Consolidation) Act 1992, the Secretary of State is required to publish a draft and consider any representations. The Department will engage with trade unions as part of that consultation. The scope of the Code and its remedies will be in accordance with the provisions of the Act.

Legislation to lay the Code will be introduced when parliamentary time allows and will be subject to the affirmative resolution procedure.

The Department for Business, Energy and Industrial Strategy will bring forward a statutory code of practice on dismissal and reengagement.

Under section 204 of the Trade Union and Labour Relations (Consolidation) Act 1992, the Secretary of State is required to publish a draft and consider any representations. The Department will engage with trade unions as part of that consultation. The scope of the Code and its remedies will be in accordance with the provisions of the Act.

Legislation to lay the Code will be introduced when parliamentary time allows and will be subject to the affirmative resolution procedure.

Departments are responsible for setting the terms and conditions of employment for their civil servants, in accordance with the rules of the Civil Service Management Code. The Civil Service Management Code only binds organisations that employ civil servants. Departments covered by the Civil Service Management Code are expected to communicate novel and contentious workforce proposals to the Cabinet Office as made clear by paragraph 4.

The Government has been very clear that threatening fire and rehire as a negotiating tactic is completely unacceptable. We always expect employers to treat employees fairly and in the spirit of partnership working with trade unions, where relevant, constructively.

Contracting Authorities decide the terms and conditions of the contracts they enter into with suppliers, and it is for suppliers to establish the pay, terms and conditions for their employees. Employee terms and conditions are protected by employment law when services are transferred between suppliers under Transfer of Undertakings (Protection of Employment) Regulations 2006. We closely monitor strategic suppliers to improve performance, ensure value for money and to deliver policy objectives.