Following on from engagement earlier this year, the NHSBSA are continuing to invite input to help shape the future of the Adult Social Care Learning and Development Support Scheme (ASC LDSS).

The Employment Rights Bill will introduce a new duty on employers to give a written statement to their workers, informing them of their right to join a trade union at the start of their employment and at other times.

The Department for Business and Trade (DBT) is seeking views on how this new duty can be implemented effectively while minimising the burden on employers. This includes details on:

• what form the statement should take
• what content should be included
• the manner in which the statement must be delivered
• the frequency with which the statement must be reissued after the beginning of employment

The Employment Rights Bill will introduce a new framework for trade unions to access workplaces physically, and to communicate with workers in person or digitally.  

This includes details on:

• how unions will request access
• how employers respond
• factors the Central Arbitration Committee (CAC) will take into account when determining whether access should be granted and on what terms
• how the CAC is to come to decisions on the values of fines issued for breaches of access agreements

The Employment Rights Bill introduced a new day-one right to unpaid bereavement leave for employees who experience the loss of a loved one, including pregnancy loss before 24 weeks.

We are seeking views to ensure the new entitlement is shaped with the needs of employees and employers at the forefront.

This consultation seeks views on:

• eligibility criteria
• types of pregnancy loss in scope
• when and how bereavement leave can be taken
• notice and evidence requirements

Government is introducing legislation which will make it unlawful to dismiss pregnant women, mothers on maternity leave, and mothers who return to work for at least a 6-month period after they return – except in specific circumstances.

The consultation is seeking views on enhancing dismissal protections for pregnant women and new mothers, including:

• the specific circumstances in which the dismissal of pregnant women and new mothers should still be allowed
• when the protections should start and end
• whether other new parents should be covered by the protections

The consultation also seeks views on:

• making sure pregnant women and new mothers are aware of the policy
• how to best support businesses through the change
• how to mitigate against any unintended consequences
• other changes that could be made to tackle pregnancy and maternity discrimination

The consultation invites feedback on:

• who and what should be covered by a fair pay agreement
• how the negotiation process could work
• how disputes could be resolved
• how the fair pay agreement could be implemented and complied with

This consultation does not seek views on the outcome of any fair pay agreement. Any level of pay or new terms and conditions will be agreed through the bargaining process.