Kate Dearden
MP for Halifax · Labour (Co-op) · United Kingdom
“As part of that, in the coming months we intend to launch a senior oversight board comprised of unions, businesses, scrutineers and cyber-security experts, who will share feedback on the operation of electronic balloting.”
“When determining the method or combination of methods to be used for a ballot, the responsible person must apply the criteria and consider the factors specified in the legislation and the code of practice. Of course, if the union is acting on that ballot, it is best placed to decide what the combination of methods must be.”
“As electronic ballots will require the use of personal email addresses or mobile numbers, unions will need to gather that information from their members before they commence.”
“It makes holding a ballot unduly expensive and time-consuming, and it can act as an unnecessary barrier to democratic participation in a union. The statutory instrument addresses that directly.”
“On the shadow Minister’s point about the chosen methods, electronic balloting has been a well-established option for businesses and political parties—including his own party—for many years. The Government will deliver modern and secure electronic workplace balloting, as we made clear in our manifesto and our wider Make Work Pay agenda.”
“The statutory instrument will introduce three additional methods of voting, alongside post. First, electronic voting will allow members to cast their votes online, using secure access credentials. That will be permitted only where a union member has provided a personal email or telephone number to their union.”
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“I thank my hon. Friend for her work in this area. The Government believe that trade unions are absolutely essential for tackling insecurity, inequality, discrimination, enforcement and low pay. We are providing a legal framework for businesses and unions to negotiate access to the workplace. We recognise that for the framework to effectively facilitate that access, it has to be supported. That is why we are consulting on this. Officials are reviewing those responses, and we will publish a response in due course.”
“My hon. Friend is a real champion for her local breweries, especially Moot Brew in Halling, which produces excellent beer—I know she visits regularly. We recognise the importance of independent breweries and pubs, and we are of course committed to ensuring that the sector remains diverse, competitive and rooted in local communities. We have reviewed the beer market to assess any barriers, and I will keep my hon. Friend updated.”
“As we bring three enforcement bodies together, the aim is a clearer system for workers and a simpler one for responsible employers. Those who exploit workers, particularly through coercive, abusive or criminal practices, must not be given the opportunity to exploit gaps during transition. Ensuring the continuity of capability from day one of the Fair Work Agency is essential to that. The draft regulations provide that continuity without changing the law on when or how investigatory powers may be used, without broadening the Investigatory Powers Act and without altering any of the strong safeguards that Parliament has put in place. This is a precise and technical instrument that ensures that Parliament’s decisions in the Employment Rights Act can operate exactly as intended when the agency becomes fully operational.”
“Their wages were taken, false identities were created and they were housed in unsafe and overcrowded conditions. Managers within the employing business even assisted the exploitation by diverting wages and acting as unlicensed gangmasters. Access to communications data enabled investigators to uncover the links between the organisers and those inside the firm, revealing patterns of wage diversion, false accounts, excessive deductions and, crucially, further victims. Faced with that clear evidence, the offenders pleaded guilty and received custodial sentences. On transparency, the Investigatory Powers Commissioner will continue to report annually on the use of the powers, providing Parliament with a clear overview of how they are exercised. Additionally, the Fair Work Agency will report on its use of the powers in its annual report.”
“Communications data is a targeted tool that helps investigators build a clearer picture of organised exploitation, where victims may be isolated, threatened or unable to speak freely. It allows enforcement bodies to corroborate other intelligence and identify links between offenders and locations. Used properly, and under strict oversight, it is a vital element of the wider framework that Parliament has already put in place to confront the most serious forms of labour abuse. To illustrate the value of these powers in practice, I can point to a recent case in which communications data played a vital role. Forty one vulnerable workers were brought to the UK with promises of decent work and accommodation, only to be exploited by an organised group.”
“It can only be acquired by the Fair Work Agency for serious criminal investigations—that is, for offences that carry at least a 12-month custodial sentence, and only when necessary and proportionate. In practice, the GLAA has used these powers sparingly, and only in some of the most complex and organised exploitation cases, often where victims are too frightened or unable to come forward. Those safeguards carry over in full to the Fair Work Agency. Every application will continue to go through single point of contact gatekeeping, and routine cases will continue to require authorisation by the Investigatory Powers Commissioner’s Office, which will continue to inspect and oversee use of these powers, exactly as now. It is worth underlining that the value of these powers lies not in their frequency of use but in their precision.”
“Members of the Committee may also have noticed that an earlier version of this instrument was withdrawn. This was done to correct a technical drafting point where the original text duplicated a removal of the GLAA from schedule 4 that already occurs automatically under the primary Act. The corrected instrument before the Committee today makes no change to substance or policy. Turning briefly to safeguards, communications data is not the content of calls, texts or emails—it is the who, when and where, not the what. In practice, this means information such as subscriber details, phone numbers, call durations, IP addresses, email logs and location data from mobile devices, but never the content itself.”
“The sole purpose of this instrument is to ensure that this capability continues seamlessly when the Fair Work Agency becomes operational in April. It updates the statutory reference that currently names the GLAA, so that the same powers are available to the new agency when carrying out serious exploitation investigations that were previously undertaken by the GLAA. Let me be clear about what the draft regulations do not do: they do not create new investigatory powers; they do not widen the scope of existing powers under the 2016 Act; and they do not lower statutory thresholds, alter authorisation routes or touch surveillance, entry or financial investigation powers. All those sit in primary legislation and remain entirely intact. This statutory instrument simply avoids an unintended enforcement gap following the transition.”
“I beg to move, That the Committee has considered the draft Employment Rights Act 2025 (Investigatory Powers) (Consequential Amendments) Regulations 2026. It is a pleasure to serve under your chairmanship, Mr Stuart. The draft regulations are narrow, necessary and strictly consequential. When Parliament passed the Employment Rights Act 2025, it took the clear policy decision to bring the criminal enforcement functions of the Gangmasters and Labour Abuse Authority into the new Fair Work Agency. Those functions include the ability for the GLAA, as provided for in schedule 4 of the Investigatory Powers Act 2016, to obtain authorisations to acquire communications data in the most serious cases of labour exploitation.”
“Continuing as normal would weaken enforcement, which would not be good for businesses or those who are on the most vulnerable side of the labour market and who need the Government on their side to make sure that their rights are enforced and that they are supported at work, and to stop modern slavery. That is why this SI is so important. It is disappointing that the Opposition will be voting against it—I thought that we would be on the same page—because the question today is whether serious labour exploitation investigations should continue uninterrupted, and when the new agency goes live. It is quite simple and technical, as I have alluded to. I thank the Liberal Democrats for their support and urge all colleagues to support this necessary legislation so that we can crack on with enforcement and support the agency in doing so.”
“The GLAA has never sought the use of these powers to investigate the offence in the Immigration Act. Offences under sections 140 and 142 of the Employment Rights Act are for Scotland only and were considered by the House in Committee. I hope that it is clear what we are debating today. The offences to which the power relates do not change, only the remit does. We have transferred over the powers of existing enforcement bodies, but added extra safeguards—at present, a warrant is not needed to enter a dwelling, for example. It is clear what this SI will do.”
“For the sake of detail, the only offences in the FWA’s remit that meet the serious crime threshold in the Investigatory Powers Act that I talked about in my opening remarks are as follows: offences under the Gangmasters (Licensing) Act 2004 and the Modern Slavery Act 2015 that were part of the GLAA’s remit, and offences under section 1 of the Fraud Act 2006 that was added to the Fair Work Agency’s remit by the Employment Rights Act, and was debated in the House. The Serious Fraud Office can already request the use of those powers to investigate those offences. The offence of failing to comply with a labour market enforcement order under section 139 of the Employment Rights Act supersedes an offence under the Immigration Act 2016, which is in the GLAA’s remit.”
“On what the shadow Minister alluded to, the Act does include the delegated power to add further labour market enforcement functions in future, subject to new regulations and parliamentary scrutiny. However, this SI does not use that power and does not add any new enforcement functions; it is purely consequential. No new powers have been created previously under the GLAA, as I alluded to in my opening remarks. The Fair Work Agency will only be able to request the use of these powers to investigate offences under the GLAA’s previous remit, and for other offences added to the Fair Work Agency’s remit by the Employment Rights Act—which we debated.”
“I thank the shadow Minister for her contributions and the Liberal Democrat spokesperson for her support for this statutory instrument. It might be helpful for me to run through the purpose of the particular SI, which I hope I made clear in my introductory remarks. I will touch on a few things that the shadow Minister has raised. To repeat: we are replacing one specified body with a successor. The Fair Work Agency’s remit, as debated across Parliament, is established in the Employment Rights Act, which brings together the existing functions of the GLAA, the Employment Agency Standards Inspectorate and His Majesty’s Revenue and Customs’s national minimum wage enforcement.”
“The regulations will also implement increases to the other national minimum wage rates. The rate for those aged between 18 and 20 will increase from £10 an hour to £10.85, which is an 8.5% increase worth over £1,500 per year. Meanwhile, the rates for those above school-leaving age but under 18 will rise by 45p, or 6%, to £8 an hour.”
“Its diligence, expertise and social partnership model ensure that the Government can continue to deliver on their ambitious agenda for working people without causing adverse impacts for businesses, the labour market or the wider economy. This year’s national minimum wage regulations will take effect on 1 April, as I said—subject, of course, to the approval of the Committee. Let me provide the detail of the changes we are enacting. The national living wage will rise from £12.21 to £12.71, an increase of 50p an hour, adding over £900 to the gross annual earnings of a full-time worker. This 4.1% rise is above measures and projections of inflation, ensuring another real-terms pay increase for working people as we continue to build towards a genuine living wage.”
“Our landmark employment rights are set to benefit over 18 million workers in every corner of the UK, and we are pleased and proud to work alongside businesses, trade unions and groups across civil society. We are currently carrying out, and will continue to do so over the coming months, comprehensive consultation with those groups as we deliver the changes together. The creation of the minimum wage remains one of our proudest achievements. We introduced it and are continuing to back it with real-terms above-inflation increases. Before I provide the precise details of this year’s increases, I would like to pay tribute to the work of the Low Pay Commission.”
“I beg to move, That the Committee has considered the draft National Minimum Wage (Amendment) Regulations 2026. It is a pleasure to serve under your chairship, Mr Stringer. The purpose of the regulations is to increase the national living wage and national minimum wage rates on 1 April. The Government laid the regulations before the House on 2 February. We are committed to making work pay. The passage into law of the Employment Rights Act 2025 in December was a proud day for this Government and, indeed, this Parliament. We are raising the minimum floor of employment rights, raising living standards throughout the country, and levelling the playing field for those businesses that are already engaged in good practice.”
“The Government will subsequently confirm the new national living wage and national minimum wage rates for April 2027, ensuring there is sufficient notice for employers and workers. We are grateful to all the employers, worker representatives and other stakeholders who engage thoughtfully with the LPC’s consultation each year, ensuring that the Government can balance the various concerns appropriately. We are proud to be driving reforms to the employment rights landscape and delivering for workers, employers and the wider economy. I commend the regulations to the Committee.”
“It is a testament to the success and effectiveness of the policy, over more than a quarter of a century, that all this has been achieved without the damage to the economy and the labour market that some people predicted at the time. The work continues, of course, and we will keep making progress on our manifesto commitments in this space to deliver a genuine living wage that works for employers and workers alike. The Government will publish a new remit for the Low Pay Commission in due course. We will ask for recommendations on the national living wage and national minimum wage rates, thereby ensuring that our decisions our backed by evidence and consistent with delivering inclusive growth for working people and competitive businesses across the UK. As usual, we will ask the LPC to make its recommendations by October.”
“We estimate that 180,000 workers in Scotland, 140,000 workers in Wales and 140,000 workers in Northern Ireland will directly benefit from the changes. It was a Labour Government that fought against opposition to bringing in the minimum wage when it was introduced in 1999. The headline rate—at the time, for workers aged 22 and over—was £3.60 an hour. As well as more than trebling in cash terms, based on current forecasts this year’s national living wage is expected to be 80% higher in real terms than the top rate in 1999. In hourly terms, the share of low-paid jobs has dropped from 21.9% in 1999 to just 2.5% last year.”
“Finally, the accommodation offset rate, which is the maximum daily amount that an employer can charge a worker for accommodation without it affecting their pay for minimum wage purposes, will increase from £10.66 to £11.10. The Department for Business and Trade published an impact assessment alongside the regulations. It includes a full equality assessment and received a green “fit for purpose” rating from the independent Regulatory Policy Committee. The Government estimate that this year’s national living wage and national minimum wage increases will provide a direct pay increase for approximately 2.7 million workers, with a further 5.1 million workers potentially benefiting from positive spillover effects as employers maintain pay differentials. We are really proud to protect working people in every corner of the United Kingdom.”
“I pay tribute to the businesses in the hon. Gentleman’s constituency that provide those opportunities for young people. Of course, the Government sets the remit and the Low Pay Commission, as an independent body, provides guidance on the rates to ensure that we can provide a real-terms increase for people no matter what their age. We recognise that people of different ages should not be paid a different rate for the same time, while ensuring that the rates take into account the implications for young people getting the opportunity to get on the job ladder. We made that clear in the remit. I mentioned that the rate for those above school-leaving age will increase to £8 an hour, and the same applies to the apprentice national minimum wage, which applies to apprentices who are under the age of 19 or in the first year of their apprenticeship.”
“It will provide 16 to 24-year-olds across Great Britain with enhanced support to move into work or training, including by improving employment support through expanded youth hubs and increased support in jobcentres. I have seen the impact of that in my constituency, where the youth hub has transformed the lives of over 70 young people in the year that it has been running. The hubs are clearly of significant benefit across the country, creating nearly 300,000 additional work experience and training opportunities.”
“On what the Government are doing about the situation and the figures that the shadow Minister alluded to, we announced at the Budget more than £1.5 billion of investment over the spending review period for employment and skills support, to deliver the youth guarantee and to reform the growth and skills levy for young people. I agree about the significance of jobs at a young age, and I thank the right hon. Member for Wetherby and Easingwold for sharing his experience; it is one that I can sympathise with from my own journey and career. The skills learned in those first jobs are invaluable. That is why the youth guarantee is so important.”
“When recommending the 2026 youth rates, we asked the LPC to consider the risk of employment impacts, while balancing those risks with the ambition to remove the discriminatory age bands for adults. The LPC carries out extensive consultations, commissions new research and considers a range of economic, labour market and business data to assess the impact of the national minimum wage on young workers, and it concluded that there is no clear evidence that the recent increases to the national minimum wage “have affected young people’s employment overall.” It assesses that a range of factors are driving recent trends among young people, including the sectors they are more likely to work in.”
“I thank the shadow Minister, the hon. Member for Arundel and South Downs, for his contribution and for his kind words at the start of his speech. However, I am not sure that I am defending the indefensible. I am defending the decision to uplift our national living and minimum wages. On 1 April, when the regulations come into effect, we will be delivering a direct uplift of around £900 for a full-time worker on the national living wage and £1,500 for someone on the minimum wage for 18 to 20-year-olds. That is not insignificant. On the national minimum wage rate for 18 to 20-year-olds, we are absolutely committed and determined to raise living standards for working people and ensure a genuine living wage, and our manifesto made our direction clear.”
“In closing, I again thank the Low Pay Commission; we are grateful for its expertise and its collaborative social partnership model, which brings together the perspectives of workers and businesses. The minimum wage is one of the most successful Government policies in recent decades and remains one of the cornerstones of our plan to make work pay. I commend the regulations to the House. Question put and agreed to.”
“The regulations represent clear, discernible progress towards our manifesto commitments of delivering a genuine living wage and expanding eligibility for the national living wage to all adult workers. It is not entirely clear whether the Opposition will vote against them today and try to prevent these 2.7 million workers from getting a pay rise—we will see. I extend my thanks to ACAS, which offers impartial and expert assistance on employment issues, and to His Majesty’s Revenue and Customs, which enforces the minimum wage on behalf of the Department for Business and Trade. We are confident that the creation of the fair work agency, which will be set up from April this year, will ensure a more effective, less fragmented enforcement system.”
“I know that he has been campaigning on that for a number of years, and I pay tribute to all his work on it. He will know that we ran a call for evidence from 17 July to 9 October 2025. We had hundreds of responses, which was brilliant to see, and we published our response on Friday. We committed to three key actions to tackle non-compliance: reviewing and expanding national minimum wage guidance; strengthening enforcement through the new fair work agency; and bolstering communications so that young people are aware of and understand their rights. That is a significant bit of work, and something that we are committed to reviewing and keeping an eye on. I know that the right hon. Gentleman will hold to account on that, and I thank him for that.”
“It includes over £60 million for a new richer young lives fund to improve activities and youth work; £15 million for youth workers; £70 million to rebuild and improve local youth services; £350 million to refurbish or build up to 250 youth facilities; and £22.5 million over three years to create a tailored enrichment offer in up to 400 schools, as well as the work that we are doing on apprenticeships training, which will be completely free for small and medium-sized enterprises that hire eligible young people aged 16 to 24. I wanted to spend some time responding to that point, because this is a clear Government priority and we are working at pace on it. I thank the right hon. Member for Wetherby and Easingwold for raising unpaid internships.”
“I know that the right hon. Gentleman has campaigned on that for a number of years. I am going to come to unpaid internships shortly, so I will respond to him then with an update on our work in the Department. To finish on 18 to 20-year-olds, we have committed over £500 million to youth programmes and support from 2026-27 to 2029. I want to touch on the wider package, and how we are looking at opportunities for young people and their employment prospects, because it is really important.”
“I beg to move, That the Committee has considered the draft Digital Markets, Competition and Consumers Act 2024 (Alternative Dispute Resolution) (Conferral of Functions) Regulations 2026.”
“Those consequential changes deal with redundant references to the 2015 ADR regulations and, in some cases, replace them with a reference to chapter 4 of part 4 of the Act. They do not materially change the policy or the effect of the underlying law, but simply keep the statute book up to date in the usual way. The intention of both sets of regulations, as I hope I have made clear, is to support and strengthen the ADR framework in the UK, putting it on a stronger footing that provides a consistent, trustworthy, timely and fair service that consumers and businesses can trust to resolve disputes amicably, with improved oversight to monitor service standards. I invite hon. Members to support the instruments, and I commend the regulations to the Committee.”
“The reports will contain information and metrics on the performance of the CTSI, ADR providers and the ADR landscape in the UK to ensure accountability and transparency, and to enable the Secretary of State to maintain oversight of the operation of the system of accreditation and the provision and quality of ADR carried out in the UK. The decision to confer these functions on the CTSI has been taken in recognition of its authority, track record and expertise in that area, including its long-standing and constructive relationships with ADR providers. Separately, the regulations make amendments to primary and secondary legislation in consequence of chapter four of part 4 of the Act coming into force and the 2015 regulations.”
“The regulations confer on the Chartered Trading Standards Institute responsibility for managing the provision of ADR in consumer contract disputes in non-regulated sectors, including the functions of accreditation, monitoring and reporting on the operation and effectiveness of ADR provision. That includes upholding the standards of ADR providers in the UK through powers to compel or sanction ADR providers to improve performance in the event that they do not meet their obligations. The regulations also require the CTSI to prepare quarterly and annual reports for the Secretary of State for Business and Trade.”
“The Act includes the power to revoke, suspend or limit accreditation, or impose further conditions if a provider is found to be non-compliant. The intention of mandating accreditation of ADR providers is to strengthen the ADR framework in the UK. The Government believe that the changes will help to deliver a trustworthy, timely and fair service that consumers and businesses can trust to resolve consumer disputes, with improved oversight to monitor standards and ensure consistency. Section 307 of the Act allows certain ADR functions to be conferred on another person.”
“All ADR providers are independent third parties, offering dispute resolution that is usually less confrontational for the consumers and businesses involved, but not all ADR providers have the same accreditations and standards, so consumers can experience inconsistent quality. For ADR to be effective, it must be of high quality and meet certain standards. The Act aims to strengthen the quality of ADR available to consumers by introducing a mandatory accreditation framework for ADR providers for consumer contract disputes. That will provide a robust set of accreditation criteria to assess an ADR provider’s expertise, transparency, independence and accessibility before being accredited, and ongoing monitoring and review to ensure that accredited ADR providers continue to meet those high standards.”
“It is a pleasure to serve under your chairship, Ms Lewell. The instruments were laid before the House on 26 January and relate to the alternative dispute resolution chapter in the Digital Markets, Competition and Consumers Act 2024, which received Royal Assent in May 2024. The Act repeals the Alternative Dispute Resolution for Consumer Disputes (Competent Authorities and Information) Regulations 2015 and replaces them with a strengthened framework in chapter 4 of part 4 of the Act. In most instances, disputes between businesses and consumers can be resolved without the need for any formal action, but when consumers and the trader cannot come to a solution, ADR is an effective means of securing redress for the consumer without resorting to litigation.”
“On the effect of schedule 25 listing exempt ADR providers, that is quite clear, but again, if he would like further information on how we are avoiding duplication, I am happy to provide it as there is a power to add further exemptions in future, which might be used where it is more appropriate to regulate ADR elsewhere. The important point about the legislation is that it will ensure that ADR is much easier for consumers and businesses. That is really important to reflect on. What ADR can provide in terms of support and streamlining for businesses and consumers is significant, and will offer a cheaper and faster alternative for consumers and businesses seeking to resolve disputes, compared with making a claim to the courts. This framework gives the flexibility to update those standards over time.”
“If a sector already has its own dispute resolution system, these new ADR rules will not apply and that avoids doubling up regulations and ensures that businesses follow only one set of rules, with no confusion about who is responsible. There are also some statutory bodies that, to an extent, carry out ADR and it is not considered appropriate to regulate them as their remit does not cover consumer contracts as defined in chapter 4 of part 4 of the 2024 Act. I am happy to follow up the hon. Member’s point about the specifics on the statistics afterwards if he requires any further information.”
“I thank the shadow Minister for his comments and his support for the Act and the regulations we are considering. The regulations place the CTSI on a statutory footing. I alluded in my introductory remarks to the role of the Secretary of State and the accreditation determinations, monitoring, enforcement and information sharing under the Act, as well as the mandatory and accreditation requirements. In terms of exempt ADR providers, to avoid duplicated regulatory provision, the Act exempts ADR provision under several ombudsmen and equivalent schemes, which are already regulated under other legislation. Those are either statutory bodies performing statutory functions or redress schemes regulated by other bodies under other legislation.”
“Yes, I am happy to provide that follow-up information. Question put and agreed to. DRAFT DIGITAL MARKETS, COMPETITION AND CONSUMERS ACT 2024 (ALTERNATIVE DISPUTE RESOLUTION) (CONSEQUENTIAL AMENDMENTS) REGULATIONS 2026 Resolved, That the Committee has considered the draft Digital Markets, Competition and Consumers Act 2024 (Alternative Dispute Resolution) (Consequential Amendments) Regulations 2026—( Kate Dearden.)”
“I am very proud to commend the regulations to the Committee. I thank everyone who has been involved in campaigning on this issue for a number of years and worked closely with us and the Department to shape this legislation.”
“Together, the regulations ensure that employees who lose their partner in the time surrounding childbirth or adoption will have access to a guaranteed period of leave to care for a new child. To start the leave in the first eight weeks after the partner’s death, a bereaved partner can give notice informally at any time before they are due to start work on their first day of absence. This could be by text message or phone call to their employer. To take more than eight weeks after their partner dies, an employee must give one week’s notice in writing. The Government have assessed the impact of bereaved partner’s paternity leave on businesses and found it to be minimal. We estimate an annual cost of approximately £0.9 million to businesses, mainly from re-organising work during employee absence.”
“Bereaved fathers and partners will be able to start taking leave from the day after the mother’s or primary adopter’s death. The leave must end on their child’s first birthday or the first anniversary of the adoption, unless it is necessary to go beyond this date to ensure that an employee is entitled to at least two weeks of leave. To be eligible, the bereaved partner must be an employee; they must be the child’s father, or the mother or adopter’s spouse, civil partner or partner at the time of the mother or adopter’s death; and they must have the main responsibility for the child’s upbringing and be taking leave for the purpose of caring for the child.”
“The draft Bereaved Partner’s Paternity Leave Regulations 2026 outline the details of the entitlement. The two further sets of regulations ensure that those who have a baby through international adoption or surrogacy arrangements are in scope for leave. Currently, fathers and partners in this tragic circumstance who do not qualify for paternity leave or shared parental leave must rely on the compassion of their employers to take adequate time off work to care for their child. Thankfully, the number of people who find themselves in this situation is low, but of course every death and story is devastating. We anticipate that the entitlement will help around 90 bereaved partners per year. Bereaved partner’s paternity leave is a day one right, meaning there is no continuity-of-service requirement.”
“It is a pleasure to serve under your chairship, Sir Desmond. The regulations were laid before the House on 13 January. First, I express my appreciation for my hon. Friend the Member for Bridgend (Chris Elmore) and to Darren Henry, the previous Member for Broxtowe, who were both instrumental in bringing forward this new entitlement. I also pay special tribute to Dr Aaron Horsey, who joins us in the Public Gallery today. He campaigned tirelessly on behalf of bereaved fathers after the tragic loss of his wife Bernadette shortly after the birth of their son Tim. The Paternity Leave (Bereavement) Act 2024 established a new statutory entitlement to bereaved partner’s paternity leave of up to 52 weeks for employed fathers and partners if the mother or primary adopter dies in the first year of a child’s life or adoption.”
“I know my hon. Friend has been actively engaging with his local businesses, such as Camerons Brewery, to highlight their importance to the local economy, and I thank him for that. We have introduced permanently lower tax rates for retail, hospitality and leisure businesses, while providing £4.3 billion to shield ratepayers from bill increases. On top of that, the Chancellor announced a 15% reduction in new business rates bills for pubs and live music venues, with bills then frozen for a further two years. We are also advancing licensing and planning reforms for the hospitality sector, and through the work of the hospitality support fund, we are providing £10 million to help hospitality venues grow and support jobseekers into the sector.”
“I thank my hon. Friend for championing businesses like the Marine hotel in Hartlepool. Hotels will continue to benefit from the support for business rates announced at the Budget, including the transitional relief scheme, which will cap increases for those seeing large overnight increases. We have announced that we will review the way that hotels are valued. We recognise that hotels have expressed concerns about how they are valued for business rates, and those valuations are undertaken in a different way from some other sectors. The methodology used is well established, but as with pubs, specific concerns have been raised, and it is right to review this to ensure that it accurately reflects the rental values for these sectors. I am happy to discuss this further.”