1-20 of 805 results for subject:"Working mothers"
Librarians' tools
- Search time
- 0.338 seconds
- Solr query time
- 0.006 seconds
- Search query
- subject:"Working mothers"
- We searched for
- subject_t:"Working mothers" OR subject_ses:93515
Type
House
Session
More
Year
Department
More
Member
More
Primary member
More
Answering member
More
Legislative stage
Legislation
Subject
More
Publisher
To ask the Secretary of State for Education, what guidance was issued to local authorities in the 1990s on the inclusion of part-time teachers in the Teachers’ Pension Scheme following maternity leave.
To ask the Secretary of State for Education, what guidance was issued to local authorities in the 1990s on the inclusion of part-time teachers in the Teachers’ Pension Scheme following maternity leave.
The department actively reviews historic provisions to ensure that the Teachers’ Pension Scheme remains fair for all and, if necessary, take steps to rectify where discrimination has been identified. The Preston cases, which were rectified in the 1990s, and the Goodwin cases, which were rectified in 2021, are cases in point.
The department does not have plans to review any specific historic provisions at present.
Changes to the maternity participation rules were provided in legislation in 1994 and 1995 and widely consulted on. The scheme administrator, Teachers’ Pensions, continue to issue guidance to local authorities and employers to ensure compliance and to manage claims effectively.
To ask His Majesty's Government what analysis they have undertaken of the extent to which the £2,000 cap on national insurance-free salary sacrifice contributions will exacerbate the existing disparity in pension accrual experienced by mothers.
To ask His Majesty's Government what analysis they have undertaken of the extent to which the £2,000 cap on national insurance-free salary sacrifice contributions will exacerbate the existing disparity in pension accrual experienced by mothers.
A Tax Information and Impact Note (TIIN) was published alongside the introduction of the Bill containing the changes to pensions salary sacrifice. The TIIN sets out the impact on employees and employers and is available here: https://www.gov.uk/government/publications/salary-sacrifice-reform-for-pension-contributions-effective-from-6-april-2029/salary-sacrifice-reform-for-pension-contributions
As set out in the TIIN, men are more likely to be using pensions salary sacrifice than women – 59% of pensions salary sacrifice users are men.
The cap protects 65% of women using salary sacrifice for their pensions contributions, compared to 50% of men.
To ask His Majesty's Government what plans they have, if any, to introduce additional pension protections to recognise periods of unpaid childcare, to mitigate the long-term pension disparities faced by women arising from maternity leave and reduced earnings.
To ask His Majesty's Government what plans they have, if any, to introduce additional pension protections to recognise periods of unpaid childcare, to mitigate the long-term pension disparities faced by women arising from maternity leave and reduced earnings.
The new State Pension, introduced in 2016, addresses historically poorer outcomes for women, low earners and self-employed people. This means, on average, women on the new State Pension are receiving almost £20 more per week than those on the pre-2016 system. That is around 98% of the amount received by men (the average for women under the pre-2016 system is 86%).
There are a wide range of National Insurance credits available to support a diverse range of people to build up entitlement to a State Pension, including credits linked to the provision of care for children (under 12).
Automatic Enrolment has succeeded in transforming workplace pension participation rates, in particular for women. We have seen participation rates amongst eligible women in the private sector now equal with those for men.
However, significant gaps remain, both in terms of pension participation and wealth. That is why we revived the Pension Commission, to consider what is required in the long term to deliver a pensions framework that is stronger, fairer and more sustainable. This will include exploring how to improve retirement outcomes, including for women, and those on the lowest incomes and at the greatest risk of poverty or under-saving.
My Lords, these regulations were laid in draft before the House on 11 December 2023. They are being introduced using powers inserted into the Employment Rights Act 1996 by the Protection from Redundancy (Pregnancy and Family Leave) Act 2023. I was pleased to note that the latter, as a Private...
My Lords, these regulations were laid in draft before the House on 11 December 2023. They are being introduced using powers inserted into the Employment Rights Act 1996 by the Protection from Redundancy (Pregnancy and Family Leave) Act 2023. I was pleased to note that the latter, as a Private...
My Lords, I rise briefly in an unusual situation. We Greens in your Lordships’ House are sometimes accused of not giving the Government credit where it is due, but I want to congratulate the Government on this statutory instrument and applaud the progress that is made in it.
We should also...
My Lords, I rise briefly in an unusual situation. We Greens in your Lordships’ House are sometimes accused of not giving the Government credit where it is due, but I want to congratulate the Government on this statutory instrument and applaud the progress that is made in it.
We should also...
My Lords, this is the second time that we are meeting across the Dispatch Box. If it continues, people will start talking. I thank the Minister for the overview and explanation of this statutory instrument, which builds on the Protection from Redundancy (Pregnancy and Family Leave) Act 2023. I fondly...
My Lords, this is the second time that we are meeting across the Dispatch Box. If it continues, people will start talking. I thank the Minister for the overview and explanation of this statutory instrument, which builds on the Protection from Redundancy (Pregnancy and Family Leave) Act 2023. I fondly...
I thank the noble Lord and the noble Baroness for their contributions.
I come first to the noble Baroness, Lady Bennett. I appreciate her support on this matter. I know that she is close to the campaigning charities; it is good to be able to report that their campaigning results in...
I thank the noble Lord and the noble Baroness for their contributions.
I come first to the noble Baroness, Lady Bennett. I appreciate her support on this matter. I know that she is close to the campaigning charities; it is good to be able to report that their campaigning results in...
Lords motion to consider. Agreed to on question.
Lords motion to consider. Agreed to on question.
To ask the Minister for Women and Equalities, what assessment she has made of the implications of a reported increase in the proportion of women leaving the workforce for childcare purposes.
To ask the Minister for Women and Equalities, what assessment she has made of the implications of a reported increase in the proportion of women leaving the workforce for childcare purposes.
Over the last decade we have seen strong growth in the number of women in full-time work, and we are committed to ensuring that every woman is able to reach her full potential in her working life.
In June to August 2022, 19.2% of people (1.7 million people) were economically inactive as a result of looking after family/home and of working age (16 to 64 years). This is part of a long-term declining trend since comparable data started to be collected June to August 1993 when it was 34.6% (3 million people). We continue to carefully monitor these figures.
The UK has some of the highest quality childcare provision in the world, but we recognise that it is also one of the biggest costs facing working families today. Improving the cost, choice and availability of high-quality childcare and early education remains a key priority for this government.
That is why we have spent over £3.5bn in each of the past three years on our early education entitlements to support families with their childcare costs.
At the Spending Review on 27 October 2021, we announced that we are investing additional funding for the early years entitlements worth £160m in 2022-23, £180m in 2023-24 and £170m in 2024-25, compared to the 2021-22 financial year. This is for local authorities to increase hourly rates paid to childcare providers.
On 21 September, the then Business Secretary additionally announced a new Energy Bill Relief Scheme to support eligible schools and businesses large and small, including early years providers, with their energy costs.
To ask the Minister for Women and Equalities, what steps she is taking to ensure that women are not forced out of the labour market because of childcare costs.
To ask the Minister for Women and Equalities, what steps she is taking to ensure that women are not forced out of the labour market because of childcare costs.
Over the last decade we have seen strong growth in the number of women in full-time work, and we are committed to ensuring that every woman is able to reach her full potential in her working life.
In June to August 2022, 19.2% of people (1.7 million people) were economically inactive as a result of looking after family/home and of working age (16 to 64 years). This is part of a long-term declining trend since comparable data started to be collected June to August 1993 when it was 34.6% (3 million people). We continue to carefully monitor these figures.
The UK has some of the highest quality childcare provision in the world, but we recognise that it is also one of the biggest costs facing working families today. Improving the cost, choice and availability of high-quality childcare and early education remains a key priority for this government.
That is why we have spent over £3.5bn in each of the past three years on our early education entitlements to support families with their childcare costs.
At the Spending Review on 27 October 2021, we announced that we are investing additional funding for the early years entitlements worth £160m in 2022-23, £180m in 2023-24 and £170m in 2024-25, compared to the 2021-22 financial year. This is for local authorities to increase hourly rates paid to childcare providers.
On 21 September, the then Business Secretary additionally announced a new Energy Bill Relief Scheme to support eligible schools and businesses large and small, including early years providers, with their energy costs.
To ask the Secretary of State for Education, what steps he is taking to help women on maternity leave return to work in the event that they are finding it difficult to meet childcare costs.
To ask the Secretary of State for Education, what steps he is taking to help women on maternity leave return to work in the event that they are finding it difficult to meet childcare costs.
The cost of childcare is a key concern for parents, which is why the government has made an investment in childcare over the past decade, with over £3.5 billion spent in each of the past three years on the department’s early education entitlements.
The department has also introduced Tax-Free Childcare, which is available for working parents of children aged 0-11 (or up to 16 if their child has a disability). This scheme can save parents up to £2,000 per year (or up to £4,000 for children with disabilities) from their childcare costs.
Working parents on a low income, including those returning from maternity leave, may also be eligible for help with up to 85% of their childcare costs through the childcare element of Universal Credit. This is subject to a monthly limit of £646 for one child or £1108 for two or more children aged 0-16.
The government’s range of childcare offers includes 15 hours free early education for all three- and four-year-olds, regardless of parental income or working status. This helps children to develop social skills and prepare them for school, regardless of their background.
Working parents of three- and four-year-olds may also be eligible for an additional 15 hours of free childcare, known as 30 hours free childcare. To be eligible for 30 hours free childcare, a lone parent must earn from just over £7,400 a year, and a couple, where both parents are working, from just over £14,800 per year, to access 30 hours.
Parents can usually continue accessing, and applying for, 30 hours free childcare if they are on paid maternity leave. If parents are on unpaid maternity leave, they can apply for 30 hours free childcare (for their 3- or 4-year-old) 31 days before their expected return to work date.
My Lords, does the Minister agree that unless findings are presented so the general public can look at them, you are not going to get the best out of them regarding pressure brought to bear so
that they are fitted into any new legislation? Can the Minister give us any reassurance that whatever is found out when we look back at this experience will be brought forward in a way the public can access easily?
My Lords, does the Minister agree that unless findings are presented so the general public can look at them, you are not going to get the best out of them regarding pressure brought to bear so
that they are fitted into any new legislation? Can the Minister give us any reassurance that whatever is found out when we look back at this experience will be brought forward in a way the public can access easily?
The noble Lord is right to draw attention to the sorts of lesson we ought to be able to focus on in this report, which had such an enormous response. It is personally frustrating that we do not seem to have moved far from the conclusion reached by the Women in Work Commission in 2004. Both reports call for greater flexibility in working practices, so the 2019 manifesto to encourage flexible working and consult on making it the default, unless employers have good reason not to do so, should be welcome. This adds to the rights of employees with 26 weeks’ continuous service, who can already ask for flexible working, which is one of the keys to encouraging women in the workplace.
The noble Lord is right to draw attention to the sorts of lesson we ought to be able to focus on in this report, which had such an enormous response. It is personally frustrating that we do not seem to have moved far from the conclusion reached by the Women in Work Commission in 2004. Both reports call for greater flexibility in working practices, so the 2019 manifesto to encourage flexible working and consult on making it the default, unless employers have good reason not to do so, should be welcome. This adds to the rights of employees with 26 weeks’ continuous service, who can already ask for flexible working, which is one of the keys to encouraging women in the workplace.
The noble Lord is right to draw attention to the sorts of lesson we ought to be able to focus on in this report, which had such an enormous response. It is personally frustrating that we do not seem to have moved far from the conclusion reached by the Women in Work Commission in 2004. Both reports call for greater flexibility in working practices, so the 2019 manifesto to encourage flexible working and consult on making it the default, unless employers have good reason not to do so, should be welcome. This adds to the rights of employees with 26 weeks’ continuous service, who can already ask for flexible working, which is one of the keys to encouraging women in the workplace.
My Lords, does the Minister agree that unless findings are presented so the general public can look at them, you are not going to get the best out of them regarding pressure brought to bear so
that they are fitted into any new legislation? Can the Minister give us any reassurance that whatever is found out when we look back at this experience will be brought forward in a way the public can access easily?
My Lords, on this International Woman’s Day, there were an awful lot of exhausted-looking mums on my first school run back this morning—there were some dads, but it was mainly mums. We need to tackle the structural as well as the cultural barriers that mean that men are less likely to take parental leave or request flexible working. The Government are working with a range of employers; the Minister has spoken about employer-led initiatives, including the Build Back Better Council to drive economic recovery for all. Can my noble friend say how this will include helping working families to achieve a better balance?
My Lords, on this International Woman’s Day, there were an awful lot of exhausted-looking mums on my first school run back this morning—there were some dads, but it was mainly mums. We need to tackle the structural as well as the cultural barriers that mean that men are less likely to take parental leave or request flexible working. The Government are working with a range of employers; the Minister has spoken about employer-led initiatives, including the Build Back Better Council to drive economic recovery for all. Can my noble friend say how this will include helping working families to achieve a better balance?
My noble friend is right; having already mentioned the call in the manifesto for greater flexibility in working practices, the Build Back Better Council is bringing together a broad range of business leaders who will work with the Government to boost job creation generally. Investing in skills is the single most effective way of driving productivity. Employers know that if they fail to support working mothers, they lose a talented and experienced workforce. To ensure that equality continues to be central to all policy-making, an integrated, joined-up equality hub is being is being created in the Cabinet Office, at the very heart of government.
My noble friend is right; having already mentioned the call in the manifesto for greater flexibility in working practices, the Build Back Better Council is bringing together a broad range of business leaders who will work with the Government to boost job creation generally. Investing in skills is the single most effective way of driving productivity. Employers know that if they fail to support working mothers, they lose a talented and experienced workforce. To ensure that equality continues to be central to all policy-making, an integrated, joined-up equality hub is being is being created in the Cabinet Office, at the very heart of government.
My noble friend is right; having already mentioned the call in the manifesto for greater flexibility in working practices, the Build Back Better Council is bringing together a broad range of business leaders who will work with the Government to boost job creation generally. Investing in skills is the single most effective way of driving productivity. Employers know that if they fail to support working mothers, they lose a talented and experienced workforce. To ensure that equality continues to be central to all policy-making, an integrated, joined-up equality hub is being is being created in the Cabinet Office, at the very heart of government.
My Lords, on this International Woman’s Day, there were an awful lot of exhausted-looking mums on my first school run back this morning—there were some dads, but it was mainly mums. We need to tackle the structural as well as the cultural barriers that mean that men are less likely to take parental leave or request flexible working. The Government are working with a range of employers; the Minister has spoken about employer-led initiatives, including the Build Back Better Council to drive economic recovery for all. Can my noble friend say how this will include helping working families to achieve a better balance?