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- subject_t:"Working hours" OR subject_t:"Compressed hours" OR subject_t:"Flexible rostering" OR subject_t:"Four day week" OR subject_t:"Hours of work" OR subject_t:"Shift work" OR subject_t:"Shorter working week" OR subject_ses:93514
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This briefing paper provides statistics on the size of the gender pay gap in the UK and how it varies by age, occupation, industry, and location.
This briefing paper provides statistics on the size of the gender pay gap in the UK and how it varies by age, occupation, industry, and location.
To ask the Chancellor of the Exchequer, what assessment his Department has made of the potential impact of the reduction in the secondary threshold for employer National Insurance contributions in April 2025 on the (a) number and (b) average weekly hours of part-time jobs in the retail sector.
To ask the Chancellor of the Exchequer, what assessment his Department has made of the potential impact of the reduction in the secondary threshold for employer National Insurance contributions in April 2025 on the (a) number and (b) average weekly hours of part-time jobs in the retail sector.
In their October 2024 Economic and Fiscal Outlook, the Office for Budget Responsibility (OBR) estimated the impact that the increase in employer NICs would have on labour supply. In their latest forecast (taking into account all government policies expected to have a significant impact), the OBR expect that employment levels will rise in every year of the forecast, reaching 35.3m in 2030-31.
A Tax Information and Impact Note (TIIN) was published alongside the introduction of the Bill containing the changes to employer NICs. The TIIN sets out the impact of the policy on the exchequer; the economic impacts of the policy; and the impacts on individuals, businesses and civil society organisations, as well as an overview of the equality impacts.
This paper provides the latest statistics and analysis of employment, unemployment, economic inactivity and earnings in the UK.
This paper provides the latest statistics and analysis of employment, unemployment, economic inactivity and earnings in the UK.
To ask the Secretary of State for Justice, what assessment his Department has made of the potential impact of determining judicial workload in terms of sitting days rather than hours worked on the ability of fee paid judges to undertake duty work across all jurisdictions.
To ask the Secretary of State for Justice, what assessment his Department has made of the potential impact of determining judicial workload in terms of sitting days rather than hours worked on the ability of fee paid judges to undertake duty work across all jurisdictions.
Salaried judges are expected to commit a number of days to judicial business rather than a required number of working hours. Consequently, fees are based on judicial business days, including half or quarter parts thereof, where appropriate.
In 2023, the Ministry of Justice consulted the judiciary on proposals to align judicial fees in the Tribunals. The Government’s response (published on the judicial intranet) set out that hourly payments would be more administratively burdensome but would also have implications for judicial independence given it is a judicial function to manage how time is used.
To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment his Department has made of the potential impact of the options for a right to guaranteed hours referred to in the Regulatory Policy Committee’s opinion, published on 14 August 2026, on small businesses and employers with...
To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment his Department has made of the potential impact of the options for a right to guaranteed hours referred to in the Regulatory Policy Committee’s opinion, published on 14 August 2026, on small businesses and employers with...
The government has published a robust assessment of the potential impacts of the right to guaranteed hours on businesses of all sizes, with additional analysis on those subject to seasonal and unpredictable demand.
The government is carefully considering responses to a 12-week consultation and will take account of all representations and evidence in designing an approach to guaranteed hours that works for workers and employers.
To ask the Secretary of State for Health and Social Care, what national NHS terms and conditions apply to estates and engineering staff who are required to be available on-call outside their normal working hours; and what provision those terms make for (a) payment for availability and (b) payment for...
To ask the Secretary of State for Health and Social Care, what national NHS terms and conditions apply to estates and engineering staff who are required to be available on-call outside their normal working hours; and what provision those terms make for (a) payment for availability and (b) payment for...
Estates and engineering staff employed by National Health Service organisations are employed on Agenda for Change terms and conditions. Annex 29 of the NHS Terms and Conditions of Service Handbook sets out the principles that should be embedded in local on-call policies. The national principles were designed to support employers to agree their own local on-call policies, therefore there may be some variation in specific local provisions.
To ask the Secretary of State for Education, what assessment she has made of the potential impact of the 9% Plan 2 repayment rate on graduates' decisions on whether to accept promotions, increase their working hours, or start a family.
To ask the Secretary of State for Education, what assessment she has made of the potential impact of the 9% Plan 2 repayment rate on graduates' decisions on whether to accept promotions, increase their working hours, or start a family.
The department recognises that the student finance system we inherited is not working as fairly or effectively as it should and we are constantly looking for financially sustainable ways to make the system fairer for students, graduates and taxpayers.
Repayments are made at a constant rate of 9% above the earnings threshold (£29,385) and the 9% rate strikes a balance between affordability for graduates and fairness to taxpayers. For example, someone earning £30,000 will repay around £4 per month in the 2026/27 financial year.
Those earning below the earnings threshold do not make repayments. Any outstanding loan, including interest built up, is cancelled at the end of the loan term with no detriment to the borrower and debt is never passed on to family members or descendants.
This is a deliberate government investment in students and the economy. The 9% over-threshold repayment rate keeps higher education (HE) funding sustainable and ensures the costs are shared fairly between students and taxpayers.
Reducing the repayment rate to 5% would significantly increase the cost to taxpayers, many of whom have not attended university, which in turn would undermine the sustainability of HE funding.
To ask the Minister for the Cabinet Office, whether (a) compressed hours and (b) working from home are taken into account when estimating public sector productivity by the Office for National Statistics.
To ask the Minister for the Cabinet Office, whether (a) compressed hours and (b) working from home are taken into account when estimating public sector productivity by the Office for National Statistics.
The information requested falls under the remit of the UK Statistics Authority.
A response to the Hon gentleman’s Parliamentary Question of 9th October is attached.
To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the potential impact of the withdrawal of Universal Credit and other means tested support as household earnings increase on the financial incentive for people already in employment to work additional hours.
To ask the Secretary of State for Work and Pensions, what assessment his Department has made of the potential impact of the withdrawal of Universal Credit and other means tested support as household earnings increase on the financial incentive for people already in employment to work additional hours.
Universal Credit is designed to ensure customers are financially better off as they move into work, increase their hours or earn more. This is achieved through work allowances, where applicable, and the taper rate, which support incentives to increase earnings.
The point at which a customer's Universal Credit entitlement reduces to nil will depend on their individual household circumstances, including the level of their earnings, whether they have children, any housing costs included in their award, and whether they are entitled to additional elements. As a result, there is no single earnings threshold at which Universal Credit ends, as this will vary from household to household.
While no specific assessment has been made of the combined impact of the withdrawal of Universal Credit and other means-tested support as household earnings increase, Universal Credit is designed so people should be financially better off as their earnings increase.
To ask the Secretary of State for Justice, how many and what proportion of full-time staff on full pay in his Department work compressed hours over a four day week.
To ask the Secretary of State for Justice, how many and what proportion of full-time staff on full pay in his Department work compressed hours over a four day week.
The information requested could only be obtained at disproportionate cost.
To ask His Majesty's Government what is the average number of Time Off in Lieu (TOIL) days accrued and taken per civil servant in each of the last three years; and whether they monitor the operational cost of unworked TOIL hours across departments.
To ask His Majesty's Government what is the average number of Time Off in Lieu (TOIL) days accrued and taken per civil servant in each of the last three years; and whether they monitor the operational cost of unworked TOIL hours across departments.
The Cabinet Office does not collect or hold information across departments centrally.
To ask His Majesty's Government what assessment they have made of the total combined cost of flexitime, compressed hours, overtime, Time Off in Lieu and paid volunteering leave across the civil service; and whether they have compared the prevalence of these schemes with equivalent arrangements in the private sector.
To ask His Majesty's Government what assessment they have made of the total combined cost of flexitime, compressed hours, overtime, Time Off in Lieu and paid volunteering leave across the civil service; and whether they have compared the prevalence of these schemes with equivalent arrangements in the private sector.
Decisions on pay and terms and conditions of employment are made by individual departments, depending on their specific business requirements. As such, the Cabinet Office does not collect this information centrally.
To ask the Attorney General, with reference to the Answer of 11 March 2026, to Question 110793, on Ministry of Housing, Communities and Local Government: Flexible Working, how many and what proportion of full-time staff on full pay (1.0 FTE) in (a) her Department and (b) Crown Prosecution Service work...
To ask the Attorney General, with reference to the Answer of 11 March 2026, to Question 110793, on Ministry of Housing, Communities and Local Government: Flexible Working, how many and what proportion of full-time staff on full pay (1.0 FTE) in (a) her Department and (b) Crown Prosecution Service work...
The tables below contain data for the Attorney General's Office (AGO) and Crown Prosecution Service (CPS) relevant to the question.
AGO
Working Pattern | Headcount total | Headcount (%) |
Full Time | 68 | 88.3% |
Full Time - Compressed Hours | 8 | 10.4% |
Part Time | 1 | 1.3% |
Grand Total | 77 | 100% |
CPS
Working Pattern | Headcount total | Headcount (%) |
Full Time | 6102 | 71.41% |
Full Time - Compressed Hours | 704 | 8.24% |
Part Time | 1739 | 20.35% |
Grand Total | 8545 | 100.00% |
To ask His Majesty's Government how many civil servants, broken down by department, are currently working under (1) flexitime, and (2) compressed hours arrangements; and what estimate they have made of the cost of administering these schemes.
To ask His Majesty's Government how many civil servants, broken down by department, are currently working under (1) flexitime, and (2) compressed hours arrangements; and what estimate they have made of the cost of administering these schemes.
This information is not held centrally.
Decisions on terms and conditions of employment, including flexible working, are made by the employing department, depending on their specific business requirements and the nature of the role.
To ask the Secretary of State for Work and Pensions, how many and what proportion of full-time staff on full pay (1.0 FTE) in the department work compressed hours over a four day week.
To ask the Secretary of State for Work and Pensions, how many and what proportion of full-time staff on full pay (1.0 FTE) in the department work compressed hours over a four day week.
As at 31 January 2026, there were 2,042 employees working full-time, each with an FTE of 1.0, who were recorded as working compressed hours over four days per week.
To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment he has made of the appropriate notice period for shift scheduling in sectors where staffing requirements can change rapidly.
To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment he has made of the appropriate notice period for shift scheduling in sectors where staffing requirements can change rapidly.
What amounts to reasonable notice may differ in different sectors and circumstances so it would not be appropriate to require a set amount of notice in every circumstance. This is why the legislation just requires notice to be reasonable and creates a rebuttable presumption of what notice is reasonable. The government consulted on how much notice should be presumed reasonable, as well as other factors to be considered in determining what notice is reasonable in the circumstances. The consultation closed on August 25th and the government will publish a response in due course.
To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment he has made of the potential impact of proposed shift scheduling and short-notice payment requirements on employees who voluntarily choose flexible working patterns.
To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment he has made of the potential impact of proposed shift scheduling and short-notice payment requirements on employees who voluntarily choose flexible working patterns.
The government has published its options assessments and concluded consultation on the reforms of zero hours and similar contracts. Through this and an extensive stakeholder engagement programme, the government is giving full consideration to the impact of different policy options. The reasonable notice and short notice payment rights will make it easier for eligible workers to plan their lives and finances, whilst ensuring those who want to work flexibly can continue to do so.
To ask the Secretary of State for Business, Innovation, Science and Trade, what plans he has to exempt voluntary shift swaps between employees from any short-notice compensation requirements.
To ask the Secretary of State for Business, Innovation, Science and Trade, what plans he has to exempt voluntary shift swaps between employees from any short-notice compensation requirements.
The right to payment for cancellation, movement and curtailment only applies where the change to the shift is made by the employer. Employers will not have to make payments as a result of workers swapping shifts between themselves.
To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment he has made of the potential impact of the proposed shift scheduling and short-notice payment requirements on hospitality businesses.
To ask the Secretary of State for Business, Innovation, Science and Trade, what assessment he has made of the potential impact of the proposed shift scheduling and short-notice payment requirements on hospitality businesses.
The government has published comprehensive assessments of the potential impacts of the right to reasonable notice of shifts and the right to payment for shifts cancelled, moved or curtailed at short notice, which include consideration of impacts on different sectors.
The assessments identify hospitality as one of the sectors where impacts are likely to be more concentrated, reflecting the prevalence of variable demand and flexible staffing models within the sector. Through these assessments, consultation and stakeholder engagement, the government is weighing up the right balance of costs and benefits for workers and employers.
To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, with reference to the Answer of 11 March 2026 to Question 110793 on Ministry of Housing, Communities and Local Government: Flexible Working, how many and what proportion of full-time staff on full pay, classed as 1.0 FTE, work...
To ask the Secretary of State for Foreign, Commonwealth and Development Affairs, with reference to the Answer of 11 March 2026 to Question 110793 on Ministry of Housing, Communities and Local Government: Flexible Working, how many and what proportion of full-time staff on full pay, classed as 1.0 FTE, work...
The requested data is not centrally held by the Foreign, Commonwealth and Development Office, and could only be collated and verified for the purpose of answering this question at disproportionate cost.