We are working to ensure all National Health Service employees feel supported during the pandemic and have worked with NHS Employers on publishing guidance to help employers adapt to the challenges COVID-19 has presented for their staff. For those who are having to take time away from work due to their child’s requirement to self-isolate, the guidance states that employers should be as supportive and flexible as possible.

The guidance is being regularly updated to ensure it reflects the current situation and is available at the following link:

https://www.nhsemployers.org/covid19/staff-terms-and-conditions/staff-terms-and-conditions-faqs/pay

Service personnel will not be disadvantaged by their service in the UK or overseas. If they cannot safely be vaccinated in line with their age cohort whilst deployed, they will be vaccinated before leaving the UK.

The National Health Service Terms and Conditions Handbook Section 33: Balancing work and personal life sets out the approach employers should take to recognising employees needs for a positive work and life balance. All NHS employers must have a carer’s policy to address the needs of people with caring responsibilities.

Carer policies include the provision for paid special leave for emergencies, including caring for dependents which includes children from birth to 14 years old or to 18 years old if they have a disability. Employers are expected to be as supportive and flexible as possible in these circumstances.

Guidance was also published by NHS Employers in late March 2020 for those staff who would need to self-isolate and to care for their child where their child contracted COVID-19. Staff in this position should continue to receive full pay.

While he is carrying out academic study and writing a book, the Archbishop will delegate some of his duties to the Archbishop of York and other bishops.

Study leave is available to all clergy and bishops, and the Archbishop’s two immediate predecessors also both took study leave.

I thank my hon. Friend very much for his answer. It is a concern of many members of the frontline clergy, in the light of press reports, that there will be a reduction in the number of clergy in the Church of England. Given that the Archbishop is going on sabbatical and there is considerable concern about that, will my hon. Friend just outline how the Church of England will protect frontline clergy in the event of any review of Church structure?

To ask the right hon. Member for East Hampshire, representing the Parliamentary Works Sponsor Body, what steps the Sponsor Body has taken to ensure that local residents and businesses have been adequately consulted on the Restoration and Renewal programme.

The restoration and renewal programme has engaged regularly with neighbours and will continue to do so, especially at those moments with most opportunity for meaningful input. To date, it has included group sessions as well as meetings and briefings, including with Westminster City Council. Engagement with local businesses and residents—my hon. Friend’s constituents—will continue, particularly ahead of the submission of planning applications.

I thank my hon. Friend very much for his answer. It is a concern of many members of the frontline clergy, in the light of press reports, that there will be a reduction in the number of clergy in the Church of England. Given that the Archbishop is going on sabbatical and there is considerable concern about that, will my hon. Friend just outline how the Church of England will protect frontline clergy in the event of any review of Church structure?

The Department has a longstanding programme of work in place through the Recruitment and Retention Strategy to ensure that teaching remains an attractive profession, where people feel supported to stay and develop their careers. This includes encouraging schools to develop a supportive culture for staff and to work flexibly.

As part of this, the Department explored a pilot on sabbaticals during the 2018-19 academic year. In light of the COVID-19 outbreak, it has been vital that we prioritise the immediate support teachers need at this time, such as work to support staff mental health through the Education Support charity and our Wellbeing for Education Return initiative.

We are also maintaining a focus on innovative approaches, including establishing eight Flexible Working Ambassador Schools to champion flexible working practices from Spring 2021. These schools will share their experiences, resources and expertise to create change in their local networks. We will continue to work with the teaching sector to review approaches such as sabbaticals.

The Government is keen to see greater corporate responsibility on the part of employers and encourages the public sector, charities and businesses to consider their impact on society. Employer-supported volunteering can help to build stronger communities and a stronger economy, by helping charities and community groups to do more and by creating a more motivated and productive workforce.

Employees have the right to reasonable time off work to carry out specified public duties such as those of a magistrate or a local councillor. There are currently no plans to extend the range of roles.

The Government is committed to delivering the manifesto commitment to introduce a new right to an additional week of leave for unpaid carers.

The consultation on Carer’s Leave ran from March to August 2020, setting out detailed policy proposals to create a new employment right for one week’s unpaid leave. The consultation received a significant number of responses, demonstrating the importance of this issue.

The Government response to the consultation will be published in due course, setting out the way forward.

Within the Civil Service, policies on time off are delegated to departments. Departments can decide whether to offer paid special leave in these circumstances, or whether a combination of annual, flexi and special leave is more appropriate.

On 14 January 2021, the Department for Business, Energy and Industrial Strategy published the report from its review into how victims of domestic abuse can be supported in the workplace. This report finds that, with the right support, employers can play a key role in helping to lift the lid on domestic abuse.

Throughout this review, we have heard about the value of employers having a policy on how to support victims in their workforce. We encourage all employers to do this, and wherever possible, offer victims flexibility and leave should they need it to access support.

The report sets out the next steps for government, including establishing a working group to develop practical solutions to build awareness and understanding of domestic abuse and encourage good practice across all employers.

Employer-supported volunteering can help to build stronger communities and a stronger economy, by helping charities and community groups to do more and by creating a more motivated and productive workforce. Employees have the right to reasonable time off work to carry out specified public duties such as those of a magistrate or a local councillor. Whilst there are currently no plans to assess the current provisions, the Government is keen to see greater corporate responsibility on the part of employers and to encourage the public sector, charities and businesses to consider their impact on society.

It is essential for infection control purposes that staff members who should self-isolate, do so. To support this, we have issued guidance to employers to ensure all National Health Service staff, including those who would normally need to be physically present at an NHS facility to fulfill their role and who are unable to work from home, continue to receive full pay should they be required to self-isolate as a result of public health advice.

Our guidance states that employers should use their usual methods for calculating full pay using agreed processes at a local level and in line with NHS terms and conditions. The full guidance on self-isolation can be found on the NHS Employers’ website at the following link:

https://www.nhsemployers.org/covid19/staff-terms-and-conditions/self-isolation

The core department has, over the last few months, flexed to working almost entirely from home, and has continued to deliver against our objectives. From 1 September 2020, our two primary offices in London and Hastings were made Covid secure and were opened to staff with strict social distancing measures in place.

a) Since opening on 1 September, 32% of core DfT staff have returned to their usual workplace, with a) 24% attending during the w/b 7 September;

b) The remainder of staff were either working from home or absent due to annual leave, sickness or other reasons (see below);

c) On average, there was an 8% absence due to annual leave each day during the w/b 7 September;

d) On average, there were 11 absences less than 1% due to sickness each day during the w/b 7 September;

e) On average, there were 51 absences (2%) due to other reasons (including maternity leave) each day during the w/b 7 September.

Our number one priority is the safety of our staff, and we are continuing to look for opportunities to maximise the capacity in our buildings whilst ensuring they remain Covid secure. The core Department’s headquarters, Great Minster House, is currently undergoing a planned refurbishment which is limiting our safe capacity and demand is currently at capacity. As each stage of refurbishment is completed, further capacity will be released with social distancing measures in place to meet the increasing demand, and we are exploring other options to maximise space available for staff to return.

HMRC aim to deliver excellent workplaces for all of their staff. This means allowing people to access and work in their buildings confidently, independently and with dignity regardless of their age, disability, race, religion, gender or sexual orientation.

3 Glass Wharf, Bristol meets building regulations required by law. Building Standard 8300 (BS8300) brings together a further range of inclusive design guidance, with the previous 2009 edition being revised in 2018. The 2009 version sought provision well beyond those required by building regulations, with the 2018 edition going still further. Planning permission was granted and construction commenced before the 2018 revision.

Standards are considered voluntary guidance, without the force of law, and are not retrospective. However, HMRC have decided to go further than what is required by law and have additional reasonable work planned at 3 Glass Wharf, beyond the 2009 version, in relation to the 2018 edition of BS8300.

HMRC have a number of policies and processes in place that are designed to ensure the needs of colleagues requiring adjustments are met. Health Related Special Leave is one element. As a person’s health and medical conditions are sensitive, HMRC’s HR systems do not record the reason for granting special leave. The reason for an individual’s Special Leave is only recorded by their manager and is not collated as part of a data set.

HMRC aim to deliver excellent workplaces for all of their staff. This means allowing people to access and work in their buildings confidently, independently and with dignity regardless of their age, disability, race, religion, gender or sexual orientation.

3 Glass Wharf, Bristol meets building regulations required by law. Building Standard 8300 (BS8300) brings together a further range of inclusive design guidance, with the previous 2009 edition being revised in 2018. The 2009 version sought provision well beyond those required by building regulations, with the 2018 edition going still further. Planning permission was granted and construction commenced before the 2018 revision.

Standards are considered voluntary guidance, without the force of law, and are not retrospective. However, HMRC have decided to go further than what is required by law and have additional reasonable work planned at 3 Glass Wharf, beyond the 2009 version, in relation to the 2018 edition of BS8300.

HMRC have a number of policies and processes in place that are designed to ensure the needs of colleagues requiring adjustments are met. Health Related Special Leave is one element. As a person’s health and medical conditions are sensitive, HMRC’s HR systems do not record the reason for granting special leave. The reason for an individual’s Special Leave is only recorded by their manager and is not collated as part of a data set.