Caroline Nokes
MP for Romsey and Southampton North · Conservative · United Kingdom
“I thank the right hon. Gentleman for his point of order. He will be conscious that there are in the region of 15 more Members wishing to speak in this debate, and we have not yet heard from the Minister, so I am not minded to accept a closure motion at this point.”
“(3) For paragraph (3A) substitute— “(3A) The returning officer shall also provide each polling station with such equipment as is necessary to ensure that relevant persons are able to vote independently and in secret, including— (a) tactile equipment that enables the voter to navigate the ballot paper and accurately mark their chosen candi…”
“(2) During the period commencing 30 minutes before the time appointed for the taking of a poll at an election, and ending 30 minutes after the close of the said poll, a person shall not, in or in the curtilage of a polling station or in any place within 50 metres of such station, for the purpose of promoting the interest of a political pa…”
“New clause 97— Power of Electoral Commission to require disclosure from financial institutions — “In Schedule 19B of the Political Parties, Elections and Referendums Act 2000 (investigatory powers of Commission), after paragraph 1 insert— “Power to require disclosure from financial institutions 1A(1) The Commission may give a disclosure n…”
“() In paragraph 6 of schedule 6 (Donations from impermissible donors), after “section 54(1)(a)” insert— “or section 55B.” (8) In Schedule 20, in Table after Section 56(3) or (4) (failure to return donations) On summary conviction: statutory maximum or 6 months On indictment: fine or 1 year” Insert— Section 55A(8) (cap on donations) On sum…”
“(2) The specified elections for the purposes of subsection (1) are— (a) UK parliamentary elections, and (b) local government elections in England and Wales.”
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“Act 1974 to place a duty on employers to protect all those working in their workplace from gender-based violence and harassment. New clause 21— Expanded duties of the Health and Safety Executive— “In the Health and Safety at Work etc. Act 1974, after section 11 (functions of the Executive) insert— ‘11ZA Duties of the Executive: health and safety framework on violence and harassment (1) It shall be the duty of the Executive to develop, publish and as often as may be appropriate revise a health and safety framework on violence and harassment in the workplace.”
“(3B) It shall be the duty of every employer to provide training to all employees on recognising and preventing violence and harassment in the workplace, with a focus on gender-responsive approaches. (3C) In subsection (3B) a “gender-responsive approach” means taking into account the various needs, interests, and experiences of people of different gender identities, including women and girls, when designing and implementing policies and procedures. (3D) In this section, “persons working in the workplace” includes— (a) employees; (b) full-time, part-time, and temporary workers; and (c) interns and apprentices. (3E) In subsection (2)(f) and subsections (3A) and (3B), a reference to the workplace includes remote and hybrid work environments.’” This new clause will amend the Health and Safety at Work etc.”
“(2) After subsection (2)(e) insert— ‘(f) the adoption of proactive and preventative measures to protect all persons working in their workplace from violence and harassment, including— (i) gender-based violence; (ii) sexual harassment; (iii) psychological and emotional abuse; (iv) physical and sexual abuse; (v) stalking and harassment, including online harassment; (vi) threats of violence.’ (3) After subsection (3) insert— ‘(3A) It shall be the duty of every employer to prepare, and as often as may be appropriate revise, an assessment to identify potential risks of violence and harassment in the workplace and implement policies and procedures to eliminate these risks so far as is reasonably practicable.”
“(2) The cases or circumstances mentioned in subsection (1)(h) include— (a) more than one child being subject to the same eligible kinship care arrangement, and (b) a child being subject to an eligible kinship care arrangement on two or more separate occasions, and regulations may, in particular, make special provision regarding the applicability and extent of the entitlement to leave in such circumstances. (3) The Secretary of State may by regulations make provision for some or all of a period of kinship care leave to be paid.”” This new clause sets out an entitlement to kinship care leave. New clause 20— Duty to prevent violence and harassment in the workplace— “(1) Section 2 of the Health and Safety at Work etc. Act 1974 is amended as follows.”
“80EI Chapter 5: supplemental (1) Regulations under section 80EF may— (a) make provision about notices to be given, evidence to be produced and other procedures to be followed by employees and employers; (b) make provision requiring employers or employees to keep records; (c) make provision for the consequences of failure to give notices, to produce evidence, to keep records or to comply with other procedural requirements; (d) make provision for the consequences of failure to act in accordance with a notice given by virtue of paragraph (a); (e) make special provision for cases where an employee has a right which corresponds to a right under section80EF and which arises under the person’s contract of employment or otherwise; (f) make provision modifying the effect of Chapter 2 of Part 14 (calculation of a week’s pay) in relation to an employee who is or has been absent from work on leave under section 80EF; (g) make provision applying, modifying or excluding an enactment, in such circumstances as may be specified and subject to any conditions which may be specified, in relation to a person entitled to take leave under section 80EF; (h) make different provision for different cases or circumstances; (i) make consequential provision.”
“(5) Regulations under section 80EF may make provision, in relation to the right to return mentioned in subsection (1)(c), about— (a) seniority, pension rights and similar rights; (b) terms and conditions of employment on return. 80EH Special cases (1) Regulations under section 80EF may make provision about— (a) redundancy during or after a period of leave under that section, or (b) dismissal (other than by reason of redundancy) during a period of leave under that section. (2) Provision by virtue of subsection (1) may include— (a) provision requiring an employer to offer alternative employment; (b) provision for the consequences of failure to comply with the regulations (which may include provision for a dismissal to be treated as unfair for the purposes of Part 10).”
“(2) The reference in subsection (1)(c) to absence on leave under section 80EF includes, where appropriate, a reference to a continuous period of absence attributable partly to leave under that section and partly to any one or more of the following— (a) maternity leave, (b) paternity leave, (c) adoption leave, (d) shared parental leave, (e) parental leave, (f) parental bereavement leave. (3) In subsection (1)(a), “terms and conditions of employment”— (a) includes matters connected with an employee’s employment whether or not they arise under the contract of employment, but (b) does not include terms and conditions about remuneration. (4) Regulations under section 80EF may specify matters which are, or are not, to be treated as remuneration for the purposes of this section.”
“80EG Rights during and after kinship care leave (1) Regulations under section 80EF must provide— (a) that an employee who is absent on leave under that section is entitled, for such purposes and to such extent as the regulations may prescribe, to the benefit of the terms and conditions of employment which would have applied but for the absence, (b) that an employee who is absent on leave under that section is bound, for such purposes and to such extent as the regulations may prescribe, by obligations arising under those terms and conditions (except in so far as they are inconsistent with subsection (1) of that section), and (c) that an employee who is absent on leave under that section is entitled to return from leave to a job of a kind prescribed by regulations, subject to section 80EH.”
“(5) For the purposes of this Chapter, “eligible kinship care arrangement” means— (a) special guardianship, (b) a kinship child arrangement, (c) a private fostering arrangement, or (d) a private family arrangement within the meaning given by section [Meaning of ‘kinship care’] of the Employment Rights Act 2024. (6) The regulations may make provision about how leave under this section is to be taken. (7) In this section— (a) “special guardianship”, “kinship child arrangement”, “private fostering arrangement” and “private family arrangement” have the same meanings as in section [Meaning of ‘kinship care’] of the Employment Rights Act 2024. (b) “week” means any period of seven days.”
“(3) Provision under subsection (2)(a) must secure that— (a) where only one employee is entitled to leave under this section in respect of a given child, the employee is entitled to at least 52 weeks’ leave; (b) where more than one employee is entitled to leave under this section in respect of the same child, those employees are entitled to share at least 52 weeks’ leave between them. (4) An employee is entitled to leave under this section only if the eligible kinship care arrangement is intended to last— (a) at least one year, and (b) until the child being cared for attains the age of 18.”
“(2) After section 80EE insert— “Chapter 5 Kinship care leave 80EF Kinship care leave (1) The Secretary of State must make regulations entitling an employee to be absent from work on leave under this section if the employee satisfies conditions specified in the regulations as to an eligible kinship care arrangement with a child. (2) The regulations must include provision for determining— (a) the extent of an employee’s entitlement to leave under this section in respect of a child; (b) when leave under this section may be taken.”
“(9) Any other arrangement where a child is cared for, and provided with accommodation in their own home— (a) by a relative of the child, other than— (i) a parent of the child; or (ii) a person who is not a parent of the child but who has parental responsibility for the child; and (b) where the arrangement has lasted, or is intended to last, for at least 28 days (“private family arrangement”).” This new clause is subsequent to the new clause about kinship care leave. New clause 18— Kinship care leave— “(1) The Employment Rights Act 1996 is amended as follows.”
“(7) An arrangement created by a child arrangements order pursuant to section 8 of the Children Act 1989 where the court orders that a child is to live predominantly with a friend, relative or extended family member of that child (“kinship child arrangement”). (8) An arrangement where a child is fostered privately (within the meaning of section 66 of the Children Act 1989) by a friend or extended family member (“private fostering arrangement”).”
“(4) An arrangement where a child is adopted (within the meaning of Chapter 4 of the Adoption and Children Act 2002) by a friend, relative or extended family member (“kinship adoption”). (5) An arrangement where— (a) a child is looked after by a local authority (within the meaning of section 22 of the Children Act 1989), and (b) a friend, relative or extended family member of that child is approved by the local authority to be a foster carer for that child (“kinship foster care”). (6) An arrangement created by a special guardianship order pursuant to section 14A of the Children Act 1989 (“special guardianship”).”
“(2) For the purposes of subsection (1), the meaning of “self-employed” and “contractors” shall be set out in regulations under this section.” This new clause extends statutory adoption pay to the self-employed and contractors. New clause 17— Meaning of “kinship care”— “(1) This section defines “kinship care” for the purposes of sections 80EF to 80EI of the Employment Rights Act 1996 (inserted by section (Kinship care leave) of this Act). (2) Kinship care describes an arrangement where a child is raised by a friend, relative or extended family member other than a parent. (3) Subsections (4) to (9) set out the arrangements that are recognised as being types of kinship care.”
“New clause 15— Whistleblowers: protected disclosures— “In Part X of the Employment Rights Act 1996, for section 103A, substitute— “103A Protected disclosure An employee who is dismissed shall be regarded for the purposes of this Part as unfairly dismissed if the reason (or one of the reasons) for the dismissal is that the employee made a protected disclosure.”” This new clause would slightly extend the circumstances in which an employee is considered as unfairly dismissed after making a protected disclosure. New clause 16 —Adoption pay: self-employed persons— “(1) Within six months of the passage of this Act, the Secretary of State must by regulations enable statutory adoption pay to be payable to persons who are— (a) self-employed, or (b) contractors.”
“(2) In section 80A (entitlement to paternity leave: birth)— (a) in subsection (3), for “two” substitute “six”, (b) in subsection (4), for “56 days” substitute “52 weeks”. (3) In section 80B (entitlement to paternity leave: adoption)— (a) in subsection (3), for “two” substitute “six” (b) in subsection (4), for “56 days” substitute “52 weeks”.” This new clause sets out an entitlement to paternity leave.”
“New clause 13— Publication of information about parental leave policies: regulations— “(1) The Secretary of State must make regulations to require any employer with more than 250 employees to publish information on the internet about the employer’s policies on parental leave and pay for parental leave. (2) Regulations under subsection (1) must be published within one year of this Act being passed. (3) Regulations under this section are subject to the affirmative regulation procedure.” This new clause would require companies with more than 250 employees to publish information about their parental leave and pay policies. New clause 14— Entitlement to paternity leave— “(1) The Employment Rights Act 1996 is amended as follows.”
“(2) In the Statutory Paternity Pay and Statutory Adoption Pay (Weekly Rates) Regulations 2002— (a) in regulation 2(a) (weekly rate of payment of statutory paternity pay) for “£184.03” substitute “£368.06”; and (b) in regulation 3(a) (weekly rate of payment of statutory adoption pay) for “£184.03” substitute “£368.06”. (3) In regulation 40(1)(a) of the Statutory Shared Parental Pay (General) Regulations 2014 (weekly rate of payment of statutory shared parental pay) for “£184.03” substitute “£368.06”. (4) In regulation 20(1)(a) of the Statutory Parental Bereavement Pay (General) Regulations 2020 (weekly rate of payment) for “£184.03” substitute “£368.06”.” This new clause sets out rates of Statutory Maternity Pay, Statutory Paternity Pay, Statutory Adoption Pay, Statutory Shared Parental Pay and Statutory Parental Bereavement Pay.”
“New clause 10— Carer’s leave: remuneration— “(1) In section 80K of the Employment Rights Act 1996, omit subsection (3) and insert— “(3) In subsection (1)(a), “terms and conditions of employment” includes— (a) matters connected with an employee’s employment whether or not they arise under the contract of employment, and (b) terms and conditions about remuneration.”” This new clause would make Carer’s Leave a paid entitlement. New clause 12— Rates of statutory maternity pay, etc— “(1) In regulation 6 of the Statutory Maternity Pay (General) Regulations 1986 (prescribed rate of statutory maternity pay) for “£184.03” substitute “£368.06”.”
“(4) For the purposes of this section— (a) “protected” leave means leave during which an employer must not permit an employee who satisfies prescribed conditions to work; and (b) “parental partner leave” means leave taken for the purposes of caring for a child, with the exception of maternity leave taken under sections 71 to 73 of the Employment Rights Act 1996. (5) For the purposes of subsections (2)(b) and (2)(c), “discrimination” is defined according to sections 13 to 19 of the Equality Act 2010.” This new clause would require the Secretary of State to consult on a period of protected paternity or parental partner leave, and require them to introduce protected paternity or parental partner leave by regulations at a subsequent date.”
“(3) Following a consultation under subsection (2), within twelve months of commencing the consultation, the Secretary of State must by regulations― (a) introduce protected paternity or parental partner leave, ensuring that it is paid, protected and non-transferable; (b) define the length of any period of protected paternity or parental partner leave under subsection (3)(a); and (c) make provision for any other matters the Secretary of State considers relevant to the matters under subsections (3)(a) and (3)(b).”
“(2) A consultation under subsection (1) must consider― (a) the minimum duration for a period of protected paternity or parental partner leave; (b) how best to ensure that protected paternity or parental partner leave is protected, non-transferable and does not result in discrimination against the employee taking that leave; (c) how best to ensure that protected paternity or parental partner leave reduces the risk of employees experiencing discrimination as a result of being eligible for ordinary maternity leave; and (d) the extent to which the costs to employers of protected paternity or parental partner leave should be reimbursed, in full or in part, and the manner in which this should be achieved.”
“New clause 7— Protected paternity or parental partner leave— “(1) Within six months of the passage of this Act, the Secretary of State must consult on the introduction of protected paternity or parental partner leave for all employees.”
“(8) This section— (a) does not affect any other enactment or rule of law relating to interim or preliminary matters in proceedings before a county court, the sheriff or an employment tribunal, and (b) has effect subject to any enactment or rule of law regulating the admissibility of evidence in such proceedings.” This new clause would reintroduce, for workers in relation to employers, the right to statutory Discrimination Questionnaires pursuant to the Equality Act 2010 regarding age, disability, sex, race, sexual orientation, pregnancy and maternity, gender reassignment, religion or belief and marriage and civil partnership discrimination.”
“(6) The reference to a contravention of the Equality Act 2010 includes a reference to a breach of an equality clause or rule, insofar as it relates to employment or working practices. (7) A Minister of the Crown may by order— (a) prescribe the period within which a question must be served to be admissible under subsection (3); (b) prescribe the manner in which a question by P, or an answer by R, may be served.”
“(5) Subsection (4) does not apply if— (a) R reasonably asserts that to have answered differently or at all might have prejudiced a criminal matter; (b) R reasonably asserts that to have answered differently or at all would have revealed the reason for not commencing or not continuing criminal proceedings; (c) R’s answer is of a kind specified for the purposes of this paragraph by order of a Minister of the Crown; (d) R’s answer is given in circumstances specified for the purposes of this paragraph by order of a Minister of the Crown; (e) R’s failure to answer occurs in circumstances specified for the purposes of this paragraph by order of a Minister of the Crown.”
“(4) A court or tribunal may draw an inference from— (a) a failure by R to answer a question by P before the end of the period of 8 weeks beginning with the day on which the question is served; (b) an evasive or equivocal answer.”
“New clause 6— Workplace contravention of Equality Act: obtaining information— “(1) In this section— (a) P is a worker who thinks that a contravention of the Equality Act 2010 has occurred in relation to P’s employment or working practices; (b) R is P’s employer and P thinks that R is responsible for the contravention mentioned in paragraph (a). (2) A Minister of the Crown must by order prescribe— (a) forms by which P may question R on any matter which is or may be relevant to subsection (1); (b) forms by which R may answer questions by P. (3) A question by P or an answer by R is admissible as evidence in proceedings under this Act (whether or not the question or answer is contained in a prescribed form).”
“New clause 5— Employers to take all reasonable steps to prevent domestic abuse (contract workers)— “After section 41 of the Equality Act 2010 (contract workers), insert— ‘41A Employer duty to prevent workers from experiencing domestic abuse (1) An employer (A) must take all reasonable steps to prevent a contract worker working for or on behalf of (A) from experiencing domestic abuse in the course of their engagement. (2) For the purposes of this section, “domestic abuse” is defined in accordance with sections 1 and 2 of the Domestic Abuse Act 2021.’” This new clause would require employers to take all reasonable steps to prevent contract workers from experiencing domestic abuse.”
“New clause 4— Employers to take all reasonable steps to prevent domestic abuse— “After section 40A of the Equality Act 2010 (employer duty to prevent sexual harassment of workers), insert— ‘40B Employer duty to prevent workers from experiencing domestic abuse (1) An employer (A) must take all reasonable steps to prevent their workers from experiencing domestic abuse in the course of their employment. (2) For the purposes of this section, “domestic abuse” is defined in accordance with sections 1 and 2 of the Domestic Abuse Act 2021.’” This new clause would require employers to take all reasonable steps to prevent their workers from experiencing domestic abuse.”
“New clause 3— Dismissal for reasons related to domestic abuse— “In Part 10 of the Employment Rights Act 1996, after section 99, insert— ‘99B Domestic abuse (1) A worker who is dismissed shall be regarded for the purposes of this Part as having been unfairly dismissed if the reason for the dismissal is that the worker has been, or is suspected to have been― (a) a victim of domestic abuse; or (b) affected directly by domestic abuse. (2) For the purposes of this section, “domestic abuse” is defined in accordance with sections 1 and 2 of the Domestic Abuse Act 2021.’” This new clause would amend the Employment Rights Act 1996 to protect workers from dismissal on the grounds that they are, or are suspected to be, a victim or a person affected by domestic abuse.”
“New clause 2— Domestic abuse: right not to suffer detriment— “In Part V of the Employment Rights Act 1996 (Rights not to suffer detriment), after section 47G, insert new section 47H— ‘Domestic abuse (1) A worker has the right not to be subjected to any detriment by any act, or any deliberate failure to act, by their employer done on the ground that the worker has been, or is suspected to have been― (a) a victim of domestic abuse; or (b) affected directly by domestic abuse. (2) For the purposes of this section, “domestic abuse” is defined in accordance with sections 1 and 2 of the Domestic Abuse Act 2021.’” This new clause would amend the Employment Rights Act 1996 to protect workers from adverse treatment on the grounds that they are, or are suspected to be, a person affected by domestic abuse.”
“(5) The regulations may― (a) make provision about how leave under this section is to be taken; (b) make different provision for different cases or circumstances; and (c) make consequential provision.” This new clause would require the Secretary of State to provide for statutory leave for victims of domestic abuse, with regulations providing for a minimum of ten days’ leave.”
“(2) For the purposes of this section, “domestic abuse” is defined in accordance with sections 1 and 2 of the Domestic Abuse Act 2021. (3) The regulations must include provision for determining— (a) the extent of a worker's entitlement to leave under this section; and (b) when leave under this section may be taken. (4) Provision under subsection (3)(a) must secure that, where a worker is entitled to take leave under this section, that worker is entitled to― (a) at least ten working days’ leave; and (b) the benefit of the terms and conditions of employment which would have applied but for the absence.”
“With this it will be convenient to discuss the following: Government new clause 33— Collective agreements: contracting out. Government new clause 34— Collective redundancy consultation: protected period. Government new clause 35— Duty to keep records relating to annual leave. Government new clause 36— Extension of regulation of employment businesses. Government new clause 37— Power to establish Social Care Negotiating Body. Government new clause 38— Agency workers who are not otherwise “workers”. New clause 1— Domestic abuse victims’ leave— “(1) Within twelve months of the passage of this Act, the Secretary of State must make regulations entitling a worker who is a victim of domestic abuse to be absent from work on leave under this section.”
“Order. Before I call the Chair of the Business and Trade Select Committee, I want to make clear that I will then call Steve Darling, the Liberal Democrat spokesperson. Immediately after Mr Darling, there will be a six-minute time limit. I call Liam Byrne.”
“Order. I think the hon. Lady is in fact making her speech, rather than an intervention. [ Interruption. ] Oh, her speech will come tomorrow.”
“Order. By way of being helpful, I remind right hon. and hon. Members that when they make interventions, they should address them to the Chair, and not to other Members, so there can be no confusion in the debate.”
“Order. As Members will be able to tell, we have considerably more Members wishing to speak than we have time for, so perhaps we will start with an informal time limit of no more than five minutes.”
“Order. I remind the Liberal Democrat spokesman to bring his remarks to a close so that we have time to hear from the Minister and the shadow Minister.”
“Supply and Appropriation (Anticipation and Adjustments) Bill Presentation and First Reading James Murray accordingly presented a Bill to authorise the use of resources for the year ending with 31 March 2024, 31 March 2025 and 31 March 2026; to authorise the issue of sums out of the Consolidated Fund for those years; and to appropriate the supply authorised by this Act for the years ending with 31 March 2024 and 31 March 2025. Bill read the First time; to be read a Second time tomorrow, and to be printed (Bill 193).”
“Estimates, Vote on Account 2025–26 Resolved, That, for the year ending with 31 March 2026: (1) resources, not exceeding £402,046,708,000 be authorised, on account, for use for current purposes as set out in HC 446, HC 605, HC 614, HC 656, HC 660, HC 662 and HC 706, (2) resources, not exceeding £92,524,444,000, be authorised, on account, for use for capital purposes as so set out, and (3) a sum, not exceeding £409,837,337,000, be granted to His Majesty to be issued by the Treasury out of the Consolidated Fund, on account, and applied for expenditure on the use of resources authorised by Parliament.— ( Justin Madders .) Ordered, That a Bill be brought in upon the foregoing Resolutions; That the Chairman of Ways and Means, the Chancellor of the Exchequer, Darren Jones, Emma Reynolds and James Murray bring in the Bill.”
“Supplementary Estimates 2024–25 Resolved, That, for the year ending with 31 March 2025: (1) further resources, not exceeding £99,602,165,000, be authorised for use for current purposes as set out in HC 613, HC 655 and HC 661, (2) the resources authorised for capital purposes be reduced by £25,436,251,000 as so set out, and (3) the sum authorised for issue out of the Consolidated Fund be reduced by £1,683,639,000.”
“Estimates 2025-26 (Air) Vote A Resolved, That, during the year ending with 31 March 2026, a number not exceeding 35,800 all ranks be maintained for Air Force Service and that numbers in the Reserve Air Forces be authorised for the purposes of Parts 1, 3, 4 and 5 of the Reserve Forces Act 1996 up to the maximum numbers set out in Votes A 2025–26, HC 638. Estimates, Excesses 2023–24 [Relevant document: Eleventh Report of the Committee of Public Accounts, Excess Votes 2023–24, HC 719 .] Resolved, That, for the year ending with 31 March 2024: (1) resources, not exceeding £219,401,000, be authorised to make good excesses for use for current purposes as set out in the Statements of Excesses 2023–24, HC 657 and HC 725, and (2) resources, not exceeding £2,417,000, be authorised to make good excesses for use for capital purposes as so set out.”
“With the leave of the House, I will put the Questions on motions 3 to 8 together. Estimates 2025–26 (Navy) Vote A Resolved, That, during the year ending with 31 March 2026, a number not exceeding 39,850 all ranks be maintained for Naval and Marine Service and that numbers in the Reserve Naval and Marines Forces be authorised for the purposes of Parts 1, 3, 4 and 5 of the Reserve Forces Act 1996 up to the maximum numbers set out in Votes A 2025–26, HC 638. Estimates 2025-26 (Army) Vote A Resolved, That, during the year ending with 31 March 2026, a number not exceeding 97,940 all ranks be maintained for Army Service and that numbers in the Reserve Land Forces be authorised for the purposes of Parts 1, 3, 4 and 5 of the Reserve Forces Act 1996 up to the maximum numbers set out in Votes A 2025–26, HC 638.”
“I can inform the House that the Joint Committee on Statutory Instruments has considered the orders on motions 10 and 11 on capital gains tax and determined that they raise no issues that need to be reported to the House. Capital Gains Tax That the draft Double Taxation Relief and International Tax Enforcement (Belarus) (Revocation) Order 2025, which was laid before this House on 3 February, be approved . —( Vicky Foxcroft .) Question agreed to. Motion made, and Question put forthwith (Standing Order No. 118(6)), Capital Gains Tax That the draft Double Taxation Relief (Russian Federation) (Revocation) Order 2025, which was laid before this House on 3 February, be approved. —( Vicky Foxcroft .) Question agreed to.”
“Order. I am planning to run this urgent question for only about another 10 minutes, so it would be very helpful if questions were short, please.”
“(5) Each review must also examine the expected effect of the measures on the domestic wine trade. (6) A report setting out the findings of each review must be published and laid before both Houses of Parliament.” This new clause would require the Government to produce an impact assessment of the measures on the Act on distilleries, wine producers and the hospitality industry. Government amendments 1 to 17. Amendment 67, page 53, line 30, leave out clause 47. This amendment removes Clause 47, which removes the VAT exemption for private school fees. Amendment 68, page 56, line 13, leave out clause 48. This amendment removes Clause 48, which introduces anti-forestalling provisions. Amendment 69, page 56, line 13, leave out clause 49. This amendment removes Clause 49, which sets out the commencement date. Government amendments 18 to 66.”
“New clause 8 —Review of sections 63 and 64— “(1) The Chancellor of the Exchequer must, within six months of the passing of this Act and every six months thereafter, review the impact of the measures contained in sections 63 and 64 of this Act. (2) Each review must consider the impact of the measures on— (a) Scotch whisky distilleries, (b) small spirit distilleries, (c) wine producers and wholesalers, (d) the hospitality industry, and (e) those operating in the night-time economy. (3) Each review must include an estimate of administrative and operational costs for the preceding 12-month period for each of the sectors listed in subsection (2). (4) Each review must consider the impact of the measures on the retail price for consumers of products subject to alcohol duty.”