My Lords, the Government have made good progress towards their target. Between October 2021 and November 2022, 240,300 measures were installed through Help to Heat schemes. The building regulations will continue to set a performance-based standard rather than banning specific technologies. However, to ensure that new homes are carbon-zero ready, we plan to ensure that the future homes standard is set at a level that will effectively preclude new homes being built with fossil fuel heating.

Many customers prefer prepayment meters to help them budget.

Ofgem’s License Conditions require suppliers to consider all options for appropriate debt management. This can include installing a prepayment meter, but suppliers have to consider whether this is safe and practicable, including whether a prepayment meter is appropriate for the specific customer. Ofgem rules restrict the force fitting of a prepayment meter to repay debt except as a last resort.

Many customers choose prepayment meters to help them budget and avoid going into debt. Ofgem rules require energy suppliers to offer emergency and additional support credit or alternative short-term support to help prepayment meter customers stay on supply.

The Energy Price Guarantee will ensure that a typical household will pay on average £2,500 a year on their energy bill for the next two years from 1 October 2022. This includes prepayment customers, and will save a typical household £1,000 a year based on current energy prices.

The Government does not make an estimate of the number of prepayment meters installed or switched. The energy Regulator, Ofgem, has reported that the number of prepayment meters installed for debt under warrant in 2021 was 49,552.

Ofgem rules restrict the force fitting of a prepayment meter to repay debt except as a last resort.

Since 6 April 2020, it is now a statutory right for workers to receive a written statement setting out the main particulars of their employment. The employer must provide the principal statement on the first day of employment and the wider written statement within 2 months of the start of employment and failure of an employer to provide one could risk legal action. If an individual has not been provided a written statement, individuals must first informally raise the issue with their employer. If individuals still do not receive one, they can raise a formal grievance.

Enforcement of this right is carried out in the Employment Tribunal system whereby employees who do not receive a written statement, or who believe it to be inaccurate or incomplete, may refer the matter to an employment tribunal. Tribunals can then clarify what particulars should have been provided to employees. The particulars clarified in this way can be used as evidence in any claim arising from breaches of the employee’s terms and conditions.

The following table shows the number of claims the Employment Tribunals have received in relation to ‘Written Statement of terms and conditions.’ This is not broken down by economic sector nor does it show the outcomes of the claims. Further information on this breakdown can be accessed via the GOV.UK website.

r = figures have been revised as part of an annual reconciliation exercise

In response to the Taylor Review, the Government recognised that there was a significant lack of awareness among individuals and employers about applicable rights and responsibilities in non-standard contracts. We therefore amended legislation so that the Employment Rights Act 1996 entitles both employees and workers to receive a written statement of employment particulars that sets out the position regarding remuneration and hours of work etc.

It is now a statutory right to receive a written statement setting out the main particulars of their employment and the employer must provide the principal statement on the first day of employment and the wider written statement within 2 months of the start of employment.

Though the Government regularly takes views from businesses, business groups, and unions on the impact and effectiveness of employment rights legislation, we do not currently have plans to review the impact or implementation of this specific requirement.

Since 6 April 2020, it is now a statutory right for workers to receive a written statement setting out the main particulars of their employment. The employer must provide the principal statement on the first day of employment and the wider written statement within 2 months of the start of employment and failure of an employer to provide one could risk legal action. If an individual has not been provided a written statement, individuals must first informally raise the issue with their employer. If individuals still do not receive one, they can raise a formal grievance.

Enforcement of this right is carried out in the Employment Tribunal system whereby employees who do not receive a written statement, or who believe it to be inaccurate or incomplete, may refer the matter to an employment tribunal. Tribunals can then clarify what particulars should have been provided to employees. The particulars clarified in this way can be used as evidence in any claim arising from breaches of the employee’s terms and conditions.

The following table shows the number of claims the Employment Tribunals have received in relation to ‘Written Statement of terms and conditions.’ This is not broken down by economic sector nor does it show the outcomes of the claims. Further information on this breakdown can be accessed via the GOV.UK website.

r = figures have been revised as part of an annual reconciliation exercise