1-20 of 5,896 results for subject:"Conditions of employment"
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This briefing provides an overview of a range of key statutory employment rights in Great Britain, including unfair dismissal, deduction from wages and working time.
This briefing provides an overview of a range of key statutory employment rights in Great Britain, including unfair dismissal, deduction from wages and working time.
To ask the Secretary of State for Business and Trade, what he is taking, as co-owner of the International Education Strategy, to ensure UK schools expanding overseas do not use non-disclosure agreements to silence harassment or discrimination in ways that would be unlawful in the UK.
To ask the Secretary of State for Business and Trade, what he is taking, as co-owner of the International Education Strategy, to ensure UK schools expanding overseas do not use non-disclosure agreements to silence harassment or discrimination in ways that would be unlawful in the UK.
The Government is committed to protecting workers from Non-Disclosure Agreement misuse. The Employment Rights Act 2025 includes a measure that void NDAs in cases of workplace harassment and discrimination.
We recently consulted on the measure and are currently analysing responses. A Government response will be issued in due course.
With regards to overseas franchises of UK schools, they must abide by the domestic laws of the host country.
To ask the Secretary of State for Business and Trade, whether the Government's response to the Make Work Pay consultation on non-disclosure agreements will address staff employed by the overseas franchises of UK schools.
To ask the Secretary of State for Business and Trade, whether the Government's response to the Make Work Pay consultation on non-disclosure agreements will address staff employed by the overseas franchises of UK schools.
The Government is committed to protecting workers from Non-Disclosure Agreement misuse. The Employment Rights Act 2025 includes a measure that void NDAs in cases of workplace harassment and discrimination.
We recently consulted on the measure and are currently analysing responses. A Government response will be issued in due course.
With regards to overseas franchises of UK schools, they must abide by the domestic laws of the host country.
Amendment to clause 58 debated and withdrawn. Clause 58 agreed to. Clause 59, discussed with amendments, schedule 8, clauses 60 and 61 stand part, and new clause 42, under consideration when the Committee adjourned.
Amendment to clause 58 debated and withdrawn. Clause 58 agreed to. Clause 59, discussed with amendments, schedule 8, clauses 60 and 61 stand part, and new clause 42, under consideration when the Committee adjourned.
To ask the Secretary of State for Business and Trade, when he plans to set out the timelines for the introduction of a (a) consultation on and (b) implementation of secondary legislation contained in Section 24 of the Employment Rights Act 2025.
To ask the Secretary of State for Business and Trade, when he plans to set out the timelines for the introduction of a (a) consultation on and (b) implementation of secondary legislation contained in Section 24 of the Employment Rights Act 2025.
Section 24 of the Employment Rights Act 2025 will address the misuse of non-disclosure agreements (NDAs) by employers who want to silence workers about harassment and discrimination in the workplace.
The Government will consult on the conditions under which NDAs can still be validly made (known in the legislation as 'excepted agreement'). We will also consult on the individuals that a worker with an excepted agreement can speak to (e.g., police or medical professionals).
We will bring forward the consultation shortly. The consultation will inform the policy detail in order to draft regulations and commence this measure in due course.
To ask the Secretary of State for Education, pursuant to the Answer of 20 October 2025 to Question 77869 on Teachers: Disclosure of Information, whether her Department plans to consider the experiences of teachers subject to non‑disclosure agreements in settlement contracts when developing the conditions to be set out in...
To ask the Secretary of State for Education, pursuant to the Answer of 20 October 2025 to Question 77869 on Teachers: Disclosure of Information, whether her Department plans to consider the experiences of teachers subject to non‑disclosure agreements in settlement contracts when developing the conditions to be set out in...
School leaders are best placed to make staffing decisions to ensure the workforce reflects the needs of their pupils. That is why schools are provided the freedom to manage employment of all their staff. The department is not the employer of any school staff.
Where school employers use settlement agreements, they are required to comply with employment law. Settlement agreements are entirely voluntary, and employees do not have to enter into them if they do not agree with the proposed content. Academy trusts must comply with the Academies Financial Handbook if they are considering making a settlement agreement. The handbook can be found here: https://www.gov.uk/government/publications/academy-trust-handbook.
Settlement agreements often include a confidentiality clause, however, the law is clear that confidentiality clauses cannot be used to prevent someone from making a protected disclosure, such as whistleblowing. Further information about whistle blowing for employees can be accessed here: https://www.gov.uk/whistleblowing.
In addition, the government has introduced a new measure, through the Employment Rights Act 2025, that will address the misuse of non-disclosure agreements (NDAs) by employers. The government will consult on the conditions under which NDAs can still be validly made, known in the legislation as an ‘excepted agreement’.
To ask His Majesty's Government what assessment they have made of the comparative levels of loss of experienced upper pay range teachers in academy and local authority-controlled schools; and what assessment they have made of the (1) extent, and (2) impact, of the use of settlement agreements and confidentiality clauses...
To ask His Majesty's Government what assessment they have made of the comparative levels of loss of experienced upper pay range teachers in academy and local authority-controlled schools; and what assessment they have made of the (1) extent, and (2) impact, of the use of settlement agreements and confidentiality clauses...
The department does not collect or publish teacher leaving rates broken down by teacher pay band. We publish the number and rate of qualified teachers who join and leave the state-funded sector each year in the ‘School workforce in England’ publication. The latest data was published 5 June 2025 and is available here: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england. In 2023/24, 40,813 fulltime equivalent (FTE) qualified teachers left the state-funded sector, compared with 42,554 in 2022/23. This equates to 9% of all qualified teachers, one of lowest leaver rates outside the pandemic years.
The department is not the employer of school staff and does not collect data on the use of settlement agreements or confidentiality clauses by academy trusts or local authorities.
Settlement agreements should be entirely voluntary for all involved and schools, as employers, are required to comply with all aspects of employment law. Additionally, academy trusts must also comply with the Academies Financial Handbook, available here: https://www.gov.uk/government/publications/academies-financial-handbook.
Where a settlement agreement includes a confidentiality clause, existing law means such clauses cannot be used to prevent someone from making a protected disclosure such as whistleblowing. Further information about whistle blowing for employees is provided here: https://www.gov.uk/whistleblowing.
To ask the Secretary of State for Business and Trade, when he plans to hold the consultation on proposed changes to NDAs under the Employment Rights Bill; and what is the planned timeline for implementation.
To ask the Secretary of State for Business and Trade, when he plans to hold the consultation on proposed changes to NDAs under the Employment Rights Bill; and what is the planned timeline for implementation.
The Employment Rights Act 2025 will address the misuse of non-disclosure agreements (NDAs) by employers who want to silence workers about harassment and discrimination in the workplace.
The Government will consult on the conditions under which NDAs can still be validly made (known in the legislation as ‘excepted agreement’). We will also consult on the individuals that a worker with an excepted agreement can speak to (e.g. the police, or medical professionals).
We will bring forward the consultation shortly. The consultation will inform the policy detail in order to draft the regulations and commence this measure in due course.
To ask the Secretary of State for Business and Trade, what assessment he has made of the effectiveness of reporting mechanisms in capturing breaches of employment law among temporary and seasonal workers.
To ask the Secretary of State for Business and Trade, what assessment he has made of the effectiveness of reporting mechanisms in capturing breaches of employment law among temporary and seasonal workers.
The Director of the Labour Market Enforcement’s (DLME) Annual Report for 2023 to 2025 (published in November 2025) provides information on enforcement activity across sectors and areas of heightened risk, including in relation to seasonal workers.
The Government is establishing the Fair Work Agency (FWA) in April 2026 which will deliver a much-needed upgrade to employment rights enforcement. Once established, the FWA will publish annual reports on its work and lay them before Parliament and the Northern Ireland Assembly.
My Lords, I have already spoken to Motion M. I beg to move.
Motion M1 (as an amendment to Motion M)
My Lords, I have already spoken to Motion M. I beg to move.
Motion M1 (as an amendment to Motion M)
Moved by
Lord Sharpe of Epsom
Moved by
Lord Sharpe of Epsom
My Lords, I wish to test the opinion of the House.
My Lords, I wish to test the opinion of the House.
Moved by
Lord Leong
Moved by
Lord Leong
My Lords, I will confirm the policy in the letter sent by my noble friends Lady Smith and Lady Jones, to which the noble Baroness, Lady Barran, referred.
The purpose of the SSSNB is to ensure that school support staff are entitled to at least a statutory minimum level of pay...
My Lords, I will confirm the policy in the letter sent by my noble friends Lady Smith and Lady Jones, to which the noble Baroness, Lady Barran, referred.
The purpose of the SSSNB is to ensure that school support staff are entitled to at least a statutory minimum level of pay...
Moved by
Baroness Barran
Moved by
Baroness Barran
I thank the Minister for that clarification, but I take little reassurance from it, in particular the idea of what will happen in the next few years to the focus of the SSSNB. In this House, we make legislation beyond the next few years. With that, I would like to...
I thank the Minister for that clarification, but I take little reassurance from it, in particular the idea of what will happen in the next few years to the focus of the SSSNB. In this House, we make legislation beyond the next few years. With that, I would like to...
Lords consideration of Commons amendments and reasons. Lords amendment 1 not insisted on and amendment 1B in lieu agreed to on division (302 to 159). Lords amendments 7 and 8 not insisted on. Lords amendment 21 not insisted on and Commons amendments 21A and 21B in lieu agreed to. Commons amendments 22A and 22B to Lords amendment 22 agreed to. Lords amendments 23 and 106 to 120 insisted on and Commons amendment 106A disagreed to on division (301 to 153). Lords amendment 46 not insisted on. Lords amendment 47 not insisted on. Lords amendment 48 not insisted on and amendment 48B in lieu agreed to on division (267 to 153). Lords amendment 49 not insisted on. Lords amendment 60 not insisted on and amendments 60B and 60C in lieu agreed to. Lords amendments 61 and 72 insisted on on division (249 to 142). Lords amendment 62 insisted on on division (240 to 143). Lords amendment 121 not insisted on and amendment 121B in lieu disagreed to on division (184 to 195). Bill returned to the Commons with reasons and amendments.
Lords consideration of Commons amendments and reasons. Lords amendment 1 not insisted on and amendment 1B in lieu agreed to on division (302 to 159). Lords amendments 7 and 8 not insisted on. Lords amendment 21 not insisted on and Commons amendments 21A and 21B in lieu agreed to. Commons...