Westminster Employment Forum

This conference focused on next steps in the implementation of key measures in the Employment Rights Act 2025, and policy priorities moving forward.

It brought stakeholders and policymakers together to discuss early insights and initial challenges experienced as the Government’s phased roadmap for commencement is rolled out. We expected discussion to focus on strategic and practical steps for integrating employment reform into organisational guidance, practice and enforcement.

Attendees also considered key areas that are still subject to consultation, as well as the way forward for secondary legislation as implementation continues. These included provisions affecting pay, conditions and employment protections, and new duties relating to employers.

Further sessions examined the interaction of measures in the Act with other strands of the Plan to Make Work Pay, including establishment of the Fair Work Agency.

First phase of implementation
Delegates assessed initial insights from the first phase of implementation of day-one rights, including reform to Statutory Sick Pay and removal of the lower earnings limit, and changes to paternity and parental leave entitlements, along with the introduction of sexual harassment as a qualifying disclosure under whistleblowing law. As well as the impact on those entering the workforce, the agenda explored operational, financial and regulatory implications for employers, including anticipated impact on investment strategy.

Further discussion considered priorities for workforce planning, recruitment and HR - from contract design and record-keeping to managing flexibility, absence, performance and grievance processes. Approaches to achieving compliance were assessed - for organisations of different sizes and in varying sectors - as well as access to the support that they may need.

Preparing for second phase measures - unfair dismissal, gig economy & harassment protections
Sessions also looked ahead to adoption and compliance for implementation in forthcoming roadmap stages taking effect in 2026 and 2027.

Implications of key reforms were discussed, including in the areas of fire and rehire, enhanced protections against unfair dismissal, and reform to zero-hour contracts, alongside rights to guaranteed working hours and to compensation for cancelled shifts. Delegates assessed issues around employer costs, recruitment patterns and access to agency and part-time work - particularly for retail, hospitality and other affected sectors.

We expected further discussion on reform to collective redundancy obligations and ongoing consultation around the level and methods by which the new organisation-wide threshold might be set, with consideration on new operational and monitoring duties for employers, employer-employee transparency during the collective redundancy process, and the extent of implications for small and medium sized enterprises.

With the introduction of employer liability for third party harassment and duty to take all reasonable steps to prevent sexual harassment, sessions assessed effective practice and preventative approaches for reducing risks for employees, including managerial and senior leadership responsibilities, bystander training, employment tribunal capacity and workplace culture.

Provisions on maternity, gender equality, flexible working & retention across workforce groups
There was further discussion around protections for pregnancy and maternity, alongside the introduction of mandatory gender pay gap reporting and workplace action plans to reduce the gender pay gap and support employees experiencing menopause, including consideration of initial employer guidance published by the Office for Equality and Opportunity. Delegates examined concerns around practical implementation of these new duties, as well as anticipated amendments to the right to request flexible working in the context of priorities for job quality, productivity, and employee wellbeing. How measures can best support employees with health issues, new parents, or those returning from a period of absence was assessed, including further approaches for employers in reducing barriers and career impact. 

Delegates examined approaches to shifting legal requirements and effective practice, with consideration of strategies for addressing workforce retention and organisation, alongside effective delivery of new measures across varying sectors and workforce groups, including younger workers and those in insecure or lower-paid roles.

Fair Work Agency powers & priorities
The conference was also an opportunity to discuss operational priorities for the Fair Work Agency, including role, remit and powers in the context of approaches to regulation and enforcement. The rollout of workplace inspection powers was also examined, alongside implications and practical application of a civil penalty regime and cost recovery powers in cases of non-compliance. Coordination with existing regulators and approaches to supporting employers to meet statutory duties was also considered.

Trade union & employment relations reform
Further sessions considered next steps for employment relations and provision of sustainable, inclusive working conditions. Delegates examined reform to trade union powers, processes and workforce participation, including removal of minimum service level rules for strikes, changes to voting procedures, industrial action and ballot notices, and new dismissal protections for industrial action, looking ahead to considerations for secondary legislation detailing prohibited detriments.

There was assessment of updated employer duties with regard to trade union right of access to the workplace and informing workers of their right to join a union, including new Central Arbitration Committee powers to impose fines, and next steps, with the Department for Business and Trade consulting on a Code of Practice on the right of access.

As well as key stakeholders those attending included officials from the Department for Business and Trade; Department of Health and Social Care; Ministry of Housing, Communities and Local Government; Department for Education; Department for Environment, Food and Rural Affairs; Ministry of Justice; HM Revenue and Customs; Care Quality Commission; Foreign, Commonwealth and Development Office; Health and Safety Executive; National Crime Agency; Home Office; the Welsh Government; and The Scottish Government.

This conference considered next steps for women in the workplace in the UK, following the Employment Rights Act 2025 coming into law.

It brought key stakeholders and policymakers together to discuss priorities for implementing new employer duties and protections as they come into force, and what will be needed in practice to support fairer work and pay, safer workplaces, and improved progression and retention.

Duties & implementing protections under the Employment Rights Act
The agenda considered issues arising from phased commencement, including implementation of day-one protections from April 2026, and what this may mean for workforce planning, recruitment practices and organisational policies. Attendees also looked at implications and next steps following the Government’s recent consultation proposals to introduce enhanced protections against dismissal for pregnant women and new mothers, and to expand bereavement leave, including for pregnancy loss.

Further discussion was expected on how to provide legal certainty and reduce scope for unintended consequences, alongside strategic considerations for employers in reconciling strengthened protections with organisational and commercial practicalities. Delegates also assessed approaches to guidance and enforcement, including the anticipated role of the Fair Work Agency, and concerns raised by some employer groups around the need for clearer guidance, transitional support and regulatory capacity to implement reform.

Workplace culture, leadership & tackling discrimination
Delegates considered practical approaches to creating safe and inclusive workplace cultures, including strategies for tackling discrimination and improving confidence in reporting and redress.

Compliance with enhanced duties to prevent workplace harassment was discussed, including measures from October 2026 requiring employers to demonstrate they have taken all reasonable steps to prevent sexual harassment, alongside assuming direct liability for harassment by third parties.

Sessions assessed what may be needed to embed culture change in practice. Looking at effective approaches and how challenges in implementation might be addressed, areas for discussion included workforce strategies, preventative measures, and putting in place capability within management and senior leadership to identify and challenge inappropriate workplace behaviours. Attendees also considered issues emerging around expanded flexible working rights and employee protections, including the interaction between statutory duties and voluntary employer initiatives, and what this may mean for policy design, management skills and training, and reporting and redress arrangements.

Supporting women’s health & reducing barriers to workforce participation
Further discussion focused on support for women’s health, including access to healthcare and integrating menstrual, reproductive and menopause support into HR policy. Attendees considered practical implications for operational strategy and practice of forthcoming changes to Statutory Sick Pay - including eligibility from day-one, removal of the lower earnings limit and earnings-based pay - alongside the expansion of support schemes such as WorkWell.

Following publication of the Office for Equality and Opportunity’s initial employer guidance for creating workplace action plans to reduce the gender pay gap and support employees experiencing menopause, it was an opportunity to assess practicalities for employers in transitioning from data transparency to workplace change, as well as priorities for secondary legislation - with action plans set to become mandatory from 2027.

Areas for discussion included approaches to utilising workforce demographic data for informed decision-making, how to support publication of action plans and progress monitoring, and priorities for senior leadership and training to achieve successful organisation-wide implementation. Recommended measures to be utilised in employer plans were explored - such as inclusive job descriptions, CV screening techniques, setting up menopause support networks, and enabling workplace adjustments.

We also expected discussion to draw on wider findings from the Keep Britain Working: Final Report, including implications of rising health-related economic inactivity for workforce participation and retention, questions about the balance of responsibility between employers, the health system and individuals, and priorities for earlier intervention, workplace adjustments and access to occupational health support.

Recruitment, retention & progression
The conference looked at next steps for supporting women’s career development, including practicalities and effective practice for employers in taking forward provision of access to targeted careers support and networking opportunities, effective mentoring and sponsorship pipelines, and mechanisms for identifying and addressing bias across recruitment, progression and senior promotion pathways.

Attendees examined ways that maternity discrimination, childcare costs and the pension gap can be addressed, and what will be necessary in terms of possible policy development, and financial and wellbeing support, to adequately tackle these issues.

Practical options were explored, including the impact of flexible working patterns, and implementation of family-friendly policies, and maternity and paternity support, in facilitating retention and progression, particularly for those with caring responsibilities or who have taken career breaks. Cost, efficiency and resourcing challenges for employers will also be explored.

Equality legislation, pay gap reporting & related proposals
We expected consideration on the future for related proposals on mandatory ethnicity and disability pay gap reporting, including practicalities for gathering and publishing intersectional data, alignment with equality action plans, treatment of agency and outsourced workforces, and differing views on monitoring and enforcement.

Alongside pay gap reporting, discussion considered options for addressing the gender pension gap, currently estimated to stand at 48% between men and women aged 55-59, and what this may mean for employers, workers and representative bodies in sectors with predominantly female workforces, including health and social care and retail.

As well as key stakeholders those attending included officials from the Ministry of Housing, Communities and Local Government; Department for Business and Trade; HM Revenue and Customs; Intellectual Property Office; National Crime Agency; National Audit Office; HM Prison and Probation Service; Office for National Statistics; Office for Investment; Home Office; the Welsh Government; and The Scottish Government.

This conference examined next steps for supporting people with disabilities in the workplace. Areas for discussion included priorities related to employer responsibilities, workplace participation, service integration, and local delivery.

It brought stakeholders and policymakers together to consider the likely impact of reform brought forward through the Employment Rights Act 2025. This included changes to Statutory Sick Pay - with the removal of waiting days and extending eligibility to lower earners - strengthened rights to flexible working as default from day one, and new Right to Request provisions, expanding employees’ ability to request workplace adjustments and predictable working arrangements, alongside protections against unfair dismissal.

Delegates examined next steps for implementing statutory requirements following the recent publication of the Government’s consultation response on mandatory ethnicity and disability pay gap reporting, with employers with over 250 staff required to publish mandatory reports and workforce composition data. Discussion looked at effective approaches to the introduction of employer action plans, adaptation of existing gender pay gap reporting frameworks, accountability and enforcement, responsible data sharing, and employer-employee transparency - as well as how potential regulatory burden for organisations might be addressed.

Attendees also looked at key findings and recommendations from the Work and Pensions Committee’s Inquiry into Employment Support for Disabled People, the recently published Keep Britain Working review, and initial insights from the Timms Review’s call for evidence into Personal Independence Payment. We expected discussion to bring out latest thinking on employer duties, reasonable workplace adjustments, resource allocation, scheme design and how best to balance delivery across local and national frameworks.

Inclusive culture, employment support & use of technology
The agenda examined how employers are successfully moving beyond compliance with regulated duties to the creation of productive, inclusive workplace cultures and improving support programmes for employee wellbeing. Sessions looked at approaches to proactive delivery of support, tackling stigma and discriminatory behaviours, and collaboration between employers and staff on breaking down barriers.

Recruitment practices, retention strategies, and workplace adjustments were also examined, with a focus on practical options for increasing longer-term participation in work. This also included how employee networks, mentoring schemes, and sponsorship pipelines can best be utilised to support workers with disabilities into promotions and senior leadership opportunities.

The role of technologies in breaking down barriers was also discussed, such as developments in assistive technologies including screen readers, speech-to-text software and adaptive equipment - as well as AI-enabled recruitment tools to reduce bias, digital platforms supporting flexible and remote working, and workplace analytics to better identify and respond to employee needs.

With the Work and Pensions Committee calling for a move beyond generic employer schemes towards high-intensity, tailored interventions, delegates examined what can be learned from examples of successful approaches. Those attending looked at priorities for use of the additional £2.2bn committed by the Government for employment support over the next four years. They discussed scheme design, targeting of funding, and streamlining of delivery for programmes such as Access to Work and Connect to Work, as well as for tackling regional disparities and persistent inequalities.

Following the launch of the Timms Review’s call for evidence - assessing the role and purpose of Personal Independence Payment - delegates discussed barriers to accessing PIP, eligibility and assessment criteria in its awarding, and aligning provisions with varying support needs, as well as the interactions between PIP and wider labour market changes. The introduction of the Right to Try Guarantee was also examined in the context of potential future welfare system changes.

Practicalities for employers
Employer duties and organisational issues were examined, looking at implications for both large and small employers in varying workplace settings, including options for guidance and support as new requirements come into effect.

We expected discussion on approaches to dealing with capacity and cost pressures, and potential regulatory burden - including the potential impact of evolving legal obligations, expectations around workplace adjustments, and engagement with employment services on day-to-day workplace operations and workforce planning.

Workplace health provision, return-to-work support & employer schemes
Discussion considered how measures proposed in the final Keep Britain Working report might be taken forward in practice. This included implementation of strengthened Workplace Health Provision, reform of the Disability Confident scheme, introduction of Stay-in-Work and Return-to-Work Plans, and the launch of the Vanguard phase, alongside the role and remit of the new Workplace Health Intelligence Unit.

Attendees considered implications for recruitment and retention, access to financial support, and how responsibilities might be shared between national and local systems. They also looked at early insights from the Keep Britain Working Vanguard scheme - including examples from approaches to developing the Healthy Working Lifecycle - and what these may indicate for prevention, early intervention, and sustainable workplace rehabilitation. Discussion also considered how findings emerging from implementation could be scaled up, and where further guidance may be needed for SMEs and support in areas such as financial accountability, administrative pressures, and operational capacity.

Employment support programmes - resource allocation, scheme design & delivery
Sessions also assessed strategies for employment support providers and combined authorities in forging employer engagement and co-ordination, and for improving impact on access, continuity, and outcomes, taking into consideration capacity of national and local programmes to meet varied employment needs.

Looking at support programmes and delivery models, areas for discussion included what effective integration of health and employment services can look like, opportunities for strengthening this integration, and the role of initiatives such as Connect to Work, new Neighbourhood Health Centres, and the expanded WorkWell service. The agenda examined priorities for design and delivery of employment and benefit services at a local level to maximise individuals’ willingness to engage with support, particularly where needs are complex or change over time.

Targeted support for young people with disabilities who are not in education, employment or training was also considered, looking at how Youth Guarantee frameworks might be tailored to provide for those with additional needs.

As well as key stakeholders those attending included officials from the Department of Health and Social Care; Department for Work and Pensions; Department for Energy Security and Net Zero; Care Quality Commission; Home Office; and The Scottish Government.

This conference examined key developments in green skills policy in England.

It brought stakeholders and policymakers together to discuss the Government’s recently published Clean Energy Jobs Plan, looking at issues for implementation and implications for the skills sector, meeting skills needs, and supporting opportunities for quality employment.

With government ambitions to create over 400,000 additional jobs by 2030 - transitioning workers from fossil fuel sectors, fostering home-grown talent and reducing reliance international recruitment - areas for discussion included priorities for addressing stakeholder concerns around funding, sectoral and regional readiness, and equitable access to high-quality training and employment.

Policy, funding & equity
Sessions in the agenda considered how funding and skills policy can be aligned to support high‑quality job creation and fair access to training across the country. We expected discussion on measures under the Growth and Skills Levy - including expanded flexibilities and targeted support for green apprenticeships - and what more may be needed to address skills gaps and build capacity in regions that have experienced underinvestment.

Delegates assessed the way forward in the context of the Government’s Modern Industrial Strategy, and its long‑term plan for boosting productivity and innovation across sectors, strengthening energy security, and supporting the transition to net zero.

Investment & meeting industry needs
Following the 2025 Spending Review, attendees considered implications for investment in construction, energy and manufacturing - including stabilising training pipelines, tackling shortages, and addressing regional disparities - with new funding provisions detailed in the 2025 Autumn Budget aimed at supporting clean energy infrastructure. Discussion examined the role of the Growth and Skills Levy and Technical Excellence Colleges in expanding apprenticeship routes and higher‑level technical qualifications, and priorities for Skills England and the new Office for Clean Energy Jobs in coordinating national delivery.

We expected discussion on practical enablers for workforce transition from oil and gas and other legacy industries into clean energy employment, and on reskilling strategies that sustain fair work standards and income stability. Delegates also considered the potential impact of the inclusion of nuclear power in the UK’s green financing programme on investment in infrastructure and training opportunities, alongside the development of qualifications and progression pathways in the nuclear sector.

Implications of the Post‑16 Education and Skills White Paper were considered - including the reforms it sets out aimed at strengthening technical education and employer involvement - alongside approaches for Local Skills Improvement Plans in integrating green priorities. We expected discussion to reflect stakeholder priorities on data‑sharing, consistent metrics, and joined‑up approaches across devolved regions.

Attendees considered priorities for workforce data use, integration of emerging technologies, and ensuring training aligns with energy transition requirements. There was discussion on raising awareness of green career pathways and improving collaboration between providers, employers and local authorities.

Progression pathways, upskilling & employment rights
Sessions assessed what is needed to support effective workforce transitions, from reskilling and upskilling to developing clear qualification pathways and long‑term investment in training. Strategies for widening participation and improving tailored support for underrepresented groups were also discussed.

New initiatives highlighted in the Clean Energy Jobs Plan were discussed - including programmes for veterans, ex‑offenders and unemployed adults, extension of the Energy Skills Passport to nuclear and electricity network sectors, and joint UK‑Scottish Government funding to retrain oil and gas workers for clean energy roles - as well as the North Sea Jobs Service workforce support programme recently announced in the North Sea Future Plan. Discussion assessed scalability, accessibility, and how effectively these schemes meet employer and learner needs.

Discussion was expected on the new Fair Work Charter between offshore wind developers and trade unions, and on proposals to close loopholes in employment protections for workers in the clean energy sector, including extending national minimum wage provisions beyond UK territorial seas.

Delegates also looked at career mobility between subsectors, incentive structures such as the Clean Industry Bonus, and the forthcoming Clean Energy Workforce Strategy, which will set out arrangements for monitoring progress, quality, and regional outcomes.

Capacity, planning & innovation
Further sessions considered approaches to ensure local training provision aligns with employer demand and regional economic priorities. Implications of infrastructure and retrofit initiatives were assessed, looking at projected delivery capacity, regional variation, and alignment of training provision with future energy system planning aims.

The potential impact of the English Devolution and Community Empowerment Bill was also assessed, looking at the integration of green skills into local plans, and impact of differing local approaches on employer coordination, learner progression and scalability.

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those who attended include parliamentary pass-holders from the House of Commons and officials from the Department for Environment, Food and Rural Affairs; Department for Energy Security and Net Zero; Department for Transport; Department for Education; Department for Business and Trade; Climate Change Committee; HM Treasury; Ministry of Defence; National Infrastructure and Service Transformation Authority; Great British Energy; National Audit Office; Office for National Statistics; Health and Safety Executive; and Department of Agriculture, Environment and Rural Affairs, NI; and the Welsh Government.

This conference focused on next steps following the expected passage of the Employment Rights Bill later this year, as attention turns to implementation of its provisions, the development of secondary legislation, and key decisions on guidance, enforcement, and integration into the workplace.

With the Government recently launching consultations looking at how the Bill will work in practice regarding family rights and trade union processes, attendees considered how reform might impact protections against dismissal, enhanced bereavement support, union access rights and the duty to inform workers of their right to join a union and the overall effect on employers.

Assessing reform & implications
It brought stakeholders and policymakers together to consider practical aspects of reform across unfair dismissal rights, protections for zero-hours and agency workers, trade union recognition and industrial action rules, and new limits on dismissal and rehire. Delegates assessed implications for legal obligations, workforce planning, contract structures and workplace standards, as well as the consistency of application across sectors.

Strategic considerations and best practice for implementation were also discussed, assessing approaches that can effectively support job quality, fairness, and access to employment across the workforce. Discussion also looked at wider employment reform, including the introduction of a digital ID scheme and the impact on how employers verify workers and how individuals access jobs.

Priorities for employers
Sessions examined the anticipated impact on employers and how organisations might respond. Discussion considered the balance between providing employees with greater security and certainty, and the need for employers to retain flexibility in how they organise work.

Delegates assessed challenges for small and medium-sized enterprises compared with larger employers, and how support and guidance might be tailored to different types of organisations.

Accountability, enforcement & disputes
Those attending also looked at enforcement in fragmented employment chains and how reforms can achieve consistency across sectors. Delegates examined proposals on regulation and accountability for labour supply chains that are under consultation, and broader questions of entitlement access and the enforceability of reforms as they apply to more complex or non-standard forms of employment. Priorities for the Fair Work Agency in supporting compliance and enforcement were also assessed.

Consideration was also given to expected industrial relations reform and their effects on workplace negotiations, consultation processes and dispute conduct. The potential rise in employment tribunal claims was also an area for discussion.

Building & supporting the workforce
Further sessions assessed how implementation might be managed to support workforce retention, as well as priorities for delivering wider productivity and wellbeing benefits. Discussion was expected on the impact across the workforce and priorities for supporting those with increased vulnerability of exploitation.

Additional areas for discussion

• policy: key measures and amendments in the Employment Rights Bill - consultation and secondary legislation - guidance and enforcement frameworks
• unfair dismissal and zero-hours: qualifying periods - expanded protections for agency workers and guaranteed hours - legal risk for employers - compliance and accountability - tribunal capacity
• trade union reforms: longer mandates, revised notice periods, and e-balloting - streamlined recognition processes - implications for industrial disputes
• dismissal and rehire: restrictions on use of dismissal-and-rehire practices - legal and procedural thresholds
• redundancy and shift notice: definitions for notice and compensation - thresholds and protective awards for consultations - implications for business planning
• organisational impact:
  
  • legal exposure - administrative and compliance pressure - differing effects on large employers and SMEs
  • workforce and recruitment considerations - administrative burdens - contract redesign - cost of compliance
  • tailoring support and guidance to different organisations - HR technology, workforce data, and automation in supporting compliance
• Fair Work Agency: specific responsibilities - implementation planning - interaction with employers and regulators - guidance, resourcing, and coordination with wider labour market strategy
• enforcement and inspection: potential changes in oversight models - consistency across sectors - pressure on staffing and delivery during rollout - enforcement in fragmented employment chains
• umbrella companies and non-standard work:
  
  • regulation and accountability - responsibilities of employers and intermediaries - enforcement challenges in varied employment chains
  • transparency and enforceability of reforms as they apply to non-standard forms of employment
• labour market fairness and inclusion:
  
  • access to entitlements and job quality - risk of variation outcomes in early implementation
  • workforce retention - productivity and wellbeing benefits - supporting those with increased vulnerability of exploitation

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those who attended include officials from the Ministry of Housing, Communities and Local Government; Department for Business and Trade; Department of Health and Social Care; Department for Transport; House of Commons Library; HM Courts and Tribunal Service; HM Revenue & Customs; Government Legal Department; Home Office; the Welsh Government; and The Scottish Government.

This conference examined next steps for addressing ethnic disparities in the workplace.

It was an opportunity to discuss priorities for the Draft Equality (Race and Disability) Bill - expected to be introduced in this session of Parliament - and as the Employment Rights Bill continues progressing, with the Government recently confirming plans for phased implementation beginning later in 2025 and announcing two consultations regarding family rights and trade union processes.

The discussion brought stakeholders and policymakers together to examine key developments in national policy, regulation and organisational practice. Areas for consideration included legal duties on pay reporting, action plans, and data transparency, as well as the way forward for improving representation, workplace fairness, and inclusion.

Employer obligations & reporting
The agenda included discussion on priorities following the Government’s consultation on introducing mandatory ethnicity and disability pay gap reporting for businesses with more than 250 employees as part of measures in the forthcoming Draft Equality Bill.

Attendees considered issues around the potential impact of proposed obligations on larger employers - with potential requirements for transparency, data use, and enforcement - and the role of regulatory mechanisms, such as the proposed Equal Pay Regulatory and Enforcement Unit.

Best practice & international examples
Sessions brought out the latest thinking on best practice for recruitment, retention, and progression - particularly at senior levels - alongside strategies for addressing barriers, such as bias in hiring, lack of transparency in promotion, and the combined effects of racial and other forms of disadvantage, including intersectional inequalities. Areas for discussion included the role and progress so far of employer-led initiatives - including the Race at Work Charter - in shaping workplace practice, improving progression pathways, and embedding inclusive leadership, as well as priorities for addressing dual-discrimination in recruitment and progression systems.

We expected delegates to draw on international developments in assessing the way forward, including the potential influence of shifts in priorities for diversity, equity and inclusion in the United States raising questions around long-term approaches, sector-specific challenges, and employer confidence in inclusive workplace strategies.

Governance & leadership
The use of action plans and employer guidance as mechanisms to strengthen accountability and foster inclusive workplace cultures were considered, alongside challenges in capability, cost, and compliance for organisations of different sizes.

Further sessions looked at national policy direction and leadership structures, including priorities for the Race Equality Engagement Group and the proposed Office for Equality and Opportunity in engaging with lived experience when developing national policy and ensuring consistency across reform efforts.

Delegates also discussed long-standing structural issues, such as underrepresentation in leadership, the impact of outsourcing on pay equity, and how institutions and employers engage with staff to improve disclosure and delivery.

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those who attended include officials from the Ministry of Housing, Communities and Local Government; Department for Work and Pensions; Department for Business and Trade; HM Prison and Probation Service; Home Office; the Welsh Government; and The Scottish Government.

This conference assessed next steps for supporting people with mental health conditions to stay in or return to work in England.

Delegates assessed priorities for improving employment support and employer practices, and the way forward for ensuring that welfare reform, healthcare provision and workplace policies work together to promote participation and wellbeing.

It brought together key stakeholders and policymakers to discuss implications of the Government’s Get Britain Working White Paper, and associated proposals for reforms to health and disability benefits. The conference also took place with the ongoing Independent Review led by Sir Charlie Mayfield into the role of employers in creating and maintaining healthy and inclusive workplaces, and as the Employment Rights Bill continues its passage through Parliament, with government recently confirming a phased implementation starting from late 2025.

Policy developments & employer responsibilities
The agenda brought out latest thinking on practical implications of new legislation and forthcoming review findings for employers, particularly in relation to recruitment, retention, and return to work, as well as wider issues around workplace culture, burnout, and mental health support in low-paid roles.

Discussion examined the role of employers, and looked at proposals in the Employment Rights Bill to promote inclusive and supportive workplaces and offer better job security, including implications of provisions covering flexible working and statutory sick pay, alongside strategies such as phased returns and effective reasonable adjustments in considering how best to improve employee wellbeing. There was a focus on Lord Darzi and Victoria Hornby’s report Working Well: Improving Mental Health in the Workplace, which suggests that mental health initiatives can be tokenistic without genuine investment from employers in wellbeing.

We also expected discussion on practical challenges facing employers, including confidence in hiring people with mental health conditions, navigating support schemes such as Access to Work, and meeting legal obligations around reasonable adjustments, particularly in low-paid sectors - with the CIPD’s recently published Health and wellbeing at work report calling for more proactive workplace wellbeing strategies.

Focusing employment & health support
Attendees examined the proposed shift towards prevention and early intervention, expansion of integrated health and employment support, and development of place-based approaches, with a particular focus on tackling mental health-related economic inactivity, including among younger people and those not in education, employment or training. Areas for discussion included the expansion of the Government’s new Connect to Work programme, aimed at helping individuals with long-term conditions or disabilities access tailored, work-focused support through a single referral point. Questions around the programme’s accessibility were considered, as well as how it integrates with health services, and ensures that support remains voluntary, person-centred, and appropriate for people with fluctuating mental health conditions.

Benefit reform & conditionality concerns
Sessions considered key issues around concerns regarding a tightening of conditionality in the benefits system, including new proposals for health assessments and delayed eligibility for health-related benefits, and the impact on individuals with fluctuating or long-term mental health conditions. Delegates assessed concerns on the financial security of those affected.

Social conditions, access to services & readiness for work
Further sessions assessed the relationship between mental health and economic participation in the context of wider social factors, including cost of living concerns, access to primary care and early treatment, and potential longer-term consequences for productivity and demand on public services. Discussion was also expected on the role of clinical support in the workplace, including Individual Placement and Support, as well as learning from pilot schemes such as the GP access initiative for work and health referrals.

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those who attended include parliamentary pass-holders from the House of Commons and officials from the Department of Health and Social Care; Department for Work and Pensions; Department for Transport; HM Prison and Probation Service; HM Revenue and Customs; Ministry of Housing, Communities and Local Government; National Crime Agency; Home Office; the Welsh Government; and The Scottish Government.

This conference explored the future direction for AI in employment in the UK.

Sessions in the agenda considered priorities for policy, regulation, and industry practice in maximising the potential of artificial intelligence to support job creation, enhance workforce productivity, and foster inclusive economic growth, whilst addressing potential issues and concerns around its use. There was also a focus on how the UK’s AI sector and infrastructure can be further developed, alongside priorities for education and training, and addressing national skills gaps.

Following the publication of the Professional Business Services Sector Plan as part of the Industrial Strategy, delegates assessed what will be needed if a highly skilled and digitally literate workforce is to be developed, next steps for accelerating technology adoption for high-growth small enterprises, and priorities for the incoming Professional Business Services AI Champion. It was an opportunity to look at the way forward for the expanded AI Skills Hub, if digital skills gaps are to be addressed, as well as priorities for collaboration between industry, Skills England, and higher education institutions in delivering AI skills courses.

Policy, investment and strategy
It brought together key stakeholders and policymakers to discuss latest proposals, including the UK Government's AI Opportunities Action Plan, as well as recent commitment to invest £1bn to scale up the UK’s compute capacity and develop partnerships with 11 major companies with the aim of training 7.5 million workers in AI by 2030, as well as the Industrial Strategy announcing £275m investment in training, including for courses in AI and digital manufacturing.

Delegates considered practicalities of increasing the speed of adoption in sectors such as finance, health, logistics, and education, with research commissioned by the Department for Science, Innovation and Technology finding that by 2035 around 10 million workers will be in positions where artificial intelligence plays a role in some form of their daily responsibilities. It was an opportunity to examine strategic initiatives such as the establishment of new AI Growth Zones, what will be needed to expand computing infrastructure, and the way forward for public funding and private sector investment to encourage further growth across the UK’s AI sector.

Ethics, governance and regulation
Transparency in data governance was discussed, including in the context of the proposed National Data Library, considering key issues around maintaining ethical standards and safety against the backdrop of rapid technological adoption.

Delegates also discussed concerns raised by stakeholders about maintaining job quality, safeguards and the role of human oversight, as well as addressing issues around workplace fairness, transparency, and inclusivity as AI becomes increasingly integrated into public services and industry. Sessions considered the impact on the employment market, including strategic options for effectively managing workforce transitions, addressing the artificial intelligence skills gap, and ensuring equitable access to employment opportunities.

Stakeholders also considered potential legislative developments, including the forthcoming consultation on binding regulations for high-powered artificial intelligence systems.

AI adoption and skills development
Further sessions considered what can be learned from emerging best practice for the labour market when adapting to AI, such as frameworks for effective public-private collaboration, the role of education and training in supporting workforce adaptation, and priorities for maintaining employee trust and addressing concerns. Discussion also centred on strategic considerations for supporting employees and employers moving to AI-enhanced roles, especially the resources and funding available to smaller organisations.

Overall areas for discussion

• policy and regulation:
  
  • examining the AI Opportunities Action Plan and the Government’s recent commitments to scaling-up the UK’s compute capacity and improving training - issues for implementation
  • expansion of computing infrastructure - priorities for AI Growth Zones
• AI adoption:
  
  • practicalities of increasing the speed of adoption in sectors such as finance, health, logistics and education
• data governance:
  
  • priorities for the National Data Library - transparency and accountability - protecting public data from misuse - mechanisms for inclusive decision-making and governance
• ethical development:
  
  • achieving productivity gains and job quality improvements whilst addressing concerns - addressing potential risks such as AI-driven surveillance and bias
  • strategies for ensuring worker and public protections
• environmental responsibility:
  
  • approaches to managing intensive AI energy demands - aligning AI infrastructure expansion with the UK's net zero commitments
  • addressing local concerns about impacts of data centres
• AI skills:
  
  • addressing gaps in workforce capabilities - strategic priorities for enhancing AI education and training
  • the roles of schools, higher education institutions, apprenticeships and careers guidance
• diversity and inclusion:
  
  • tackling disparities within the AI workforce - advancing participation of underrepresented groups - strategies for access to AI opportunities across regions and sectors
• workforce transition:
  
  • strategic considerations for supporting employees moving to AI-enhanced roles - priorities for reskilling and upskilling - capabilities and collaborative structures for implementation
  • implications of potential job displacement - evaluating the forms of support required with increased AI adoption and how they can be delivered
• public services:
  
  • developments, opportunities and options for AI deployment - achieving efficiency improvements whilst maintaining service quality
  • setting guidelines, safeguards and operational processes for human oversight - priorities for public trust and engagement
• small and medium-sized enterprises:
  
  • supporting smaller organisations in leveraging AI opportunities - securing equitable access to computing resources and funding
  • training, mentoring and consultancy - fostering collaboration between small and medium-sized enterprises, large corporations and public institutions

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those who attended include officials from the Department for Environment, Food and Rural Affairs; Department for Energy Security and Net Zero; Department for Work and Pensions; Department for Business and Trade; Defence Science and Technology Laboratory; Ministry of Housing, Communities and Local Government; Department of Health and Social Care; Department for Science, Innovation and Technology; Department for Education; Department for Transport; Department for the Economy, NI; Department of Health, NI; Department of Agriculture, Environment and Rural Affairs, NI; HM Revenue and Customs; National Crime Agency; National Cyber Security Centre; Maritime and Coastguard Agency; Ministry of Defence; Food Standards Scotland; Health and Safety Executive; Medicines and Healthcare products Regulatory Agency; Department of Health, ROI; Information Commissioner’s Office; National Audit Office; Ofcom; Parliamentary Office of Science and Technology; Home Office; the Welsh Government; and The Scottish Government.

This conference examined next steps for apprenticeship quality and funding in England, and the way forward for government policy, as ministers consider reform options for the Apprenticeship Levy and wider skills system - including issues around access, employer engagement, and alignment with national priorities.

Policy and funding
It brought together stakeholders and policymakers to discuss the implementation and potential impact of the Government’s proposed Growth and Skills Levy to replace the Apprenticeship Levy, with ongoing debate around the balance between employer flexibility and national priorities for skills development. 

With the Government recently announcing a £3bn apprenticeship budget through to 2028, with aims to offer 120,000 new training opportunities each year across priority sectors - including the introduction of new foundation apprenticeships - alongside £45m for eight youth trailblazer areas and a new £60m fund to pilot employer-led regional skills development, we expected discussion on how these funds will be applied in practice to address sector-specific needs. Delegates looked at the way forward for boosting regional delivery capacity, refocusing the skills landscape towards young domestic talent, and supporting young people at risk of becoming NEET.

Sessions in the agenda also looked at recently announced changes to apprenticeship funding rules, with details outlining how the £2k employer incentive confirmed in the Spending Review 2025 for foundation apprenticeships will be paid. The removal of funding for Level 7 apprenticeships was considered, and its impact on rebalancing levy funding towards training at lower levels, as well as implications of new co-investment flexibilities for SMEs and the introduction of separate funding for priority sectors, such as health and green technologies.

Access, skills needs and employer flexibility
Implications for employer flexibility and for fulfilling essential skills needs were also considered. The Youth Guarantee - which aims to enable every young person in England access to education or apprenticeship opportunities - was examined, alongside potential tensions between expanding access for young people and ensuring that new opportunities meet industry demand and support meaningful progression. Sessions discussed priorities for implementation of the Youth Guarantee and strategies for improving youth participation and social inclusion, including pilots announced for local apprenticeship outreach hubs targeting disadvantaged post-16 learners.

Apprenticeship design and qualification standards
Further sessions looked at the role of Skills England and government proposals for shorter and more flexible apprenticeships, with changes to English and maths requirements, including that those undertaking foundation apprenticeships will continue to study English and maths as part of their courses but not have to sit tests, with the aim of allowing more apprentices to qualify sooner and focus on their paid work, as emphasised in the Spending Review 2025. It came with concern from some that the changes may affect rigour, recognition, and employer confidence.

As part of a focus on improving standards, delegates assessed the impact of recent and proposed developments on apprenticeship quality. Discussion included priorities for managing the transition to Skills England, the establishment of foundation apprenticeships, and maintaining confidence in the system, alongside concerns relating to qualifications, changes to English and maths requirements, and support for new apprentices. Options were also considered for strengthening apprenticeship structures and entry requirements to better meet employer needs, while ensuring a positive experience for those in training.

Funding, engagement and retention
The agenda also brought out priorities for funding allocation, including latest thinking on increasing employer engagement with apprenticeships and tackling barriers to participation, as well as addressing low completion rates, improving retention and the potential reallocation of unspent levy funds, amid concerns over transparency, accountability, and the opportunity cost of underutilised resources.

Overall, areas for discussion included:

• Growth and Skills Levy:
  
  
  
  • employer flexibility - safeguards against misuse of funds - channelling resources to essential skills - balance between apprenticeship and non-apprenticeship training - removal of funding for Level 7 apprenticeships
• Skills England:
  
  
  
  • priorities - responsibilities for those eligible for the levy - addressing regional skills needs and sectoral shortages - frameworks for industry collaboration and workforce planning
• the Youth Guarantee:
  
  • strategic options for expanding apprenticeship opportunities for young people - considering impacts of funding distribution on different age groups
  • balancing employer-led training with government support for disadvantaged learners
• quality and standards:
  
  
  
  • changes to English and maths requirements - assessing risks and benefits of shorter apprenticeships - increasing completion rates - qualifications alignment
  • changes to bureaucracy involved with claiming learning support - inclusion of those with learning difficulties
• funding and SME engagement:
  
  
  
  • allocation of levy funds - mechanisms for unspent funds, including redistribution and transparency - support for SMEs - incentivising SME participation - funding for subcontractor training
• employer participation:
  
  • addressing barriers to business uptake - evaluating the impact of funding adjustments on large companies and SMEs
  • strategic options for improving employer confidence in apprenticeship frameworks and training outcomes - reduction in administrative requirements associated with onboarding an apprentice
• retention and completion rates:
  
  • latest thinking on underlying factors affecting completion rates - assessing strategies and best practice for improving retention
  • options for improving apprenticeship structures and requirements to meet employer needs while ensuring a positive experience for those in training
• social mobility and inclusion:
  
  • ensuring equitable access to apprenticeships - addressing the decline in participation among disadvantaged young people
  • examining options for targeted strategies to support underrepresented groups in apprenticeship schemes

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those who attended include officials from DfE; DBT; DSIT; IfATE; Ofsted; GLD; and the Department for the Economy, NI.

With 1 in 8 young people currently not in work, education or training, this conference examined next steps for tackling youth unemployment in England. Delegates discussed implementation of the Government’s Youth Guarantee, and its aim to ensure every 18-21 year-old in England gets access to education, training, or help to find a job or an apprenticeship.

Challenges and scope of the Youth Guarantee
Attendees assessed the scale and scope of the Youth Guarantee, with concerns expressed by some stakeholders that it is based on existing provision and entitlements which can already be accessed by young people, rather than new initiatives, and excludes young people between the ages of 21-24.

Sessions also looked at the 8 youth trailblazer areas announced by the Government to initially implement the Youth Guarantee, and how young people most at risk of falling out of education and employment can effectively be identified, and successfully matched to training or job opportunities.

Apprenticeship reform
Those attending also assessed latest proposals to improve access to training and employment opportunities for young people, and the impact of the introduction of the new Growth and Skills Levy on apprenticeship participation - including reducing the minimum length of an apprenticeship from 12 months to 8, and removing the need for students to complete a Level 2 course in English and maths to pass their apprenticeship.

We expected the suggestion for an Apprenticeship Guarantee from the Chartered Institute of Personnel and Development to be discussed, and further steps that could be taken to help increase the number of young people undertaking apprenticeships, and to combine working and learning.

Opportunities in the labour market
Sessions also considered approaches to increasing the availability and quality of jobs for young people, and strategies for tackling longstanding and emerging skills gaps.

Areas for discussion included what will be needed to achieve sustainability for the new system, as envisaged by the Government. What can be learned and carried forward from previous employment programmes was also considered, particularly to support those at greatest risk of inactivity.

Joint working
We expected collaboration to be a focus of discussion. Latest thinking on effective partnership-building was discussed - to bring together education and training providers, employers, cultural and sporting organisations, combined and local authorities, and community organisations - as well as best practice in delivering sustainable career pathways.

Delegates also looked at implications for apprenticeship providers and SMEs, and the balance between business incentives and Youth Guarantee commitments. Further discussion was expected on how to connect wraparound services - including health and education - so that barriers to work are addressed collaboratively.

Wider policy developments
It was also an opportunity for key stakeholders and policymakers to discuss the policy landscape more broadly, including measures in the Spring Statement, and the Get Britain Working White Paper, which sets out government plans to create a joined-up approach to cut the current welfare bill through employment, education and health support, as well as the proposed National Youth Strategy, currently in development.

We expected discussion on the way forward for implementation of policy initiatives to effectively respond to challenges, such as regional disparities and long-term rates of those not in education, employment or training. Those attending also assessed the impact on young people of the Government’s recent proposal to delay access to the universal credit health element until age 22 and reinvest into work support and training for young people.

Overall areas for further discussion:

• policy: the Youth Guarantee - the Get Britain Working White Paper - the Spring Statement - the proposed National Youth Strategy - priorities moving forward
• funding: implementation of recent commitments - balancing local area needs - ensuring equitable distribution - achieving long-term sustainability - monitoring investment impact on NEET rates
• apprenticeship pathways: flexibility of levy reforms - supporting high-quality placements - addressing barriers for SMEs - integrating alternative educational and vocational pathways
• employment quality: tackling insecure or low-paid jobs - addressing sector-specific skill gaps - creating sustainable employment options - tackling regional inequalities into the long-term
• addressing NEET issues: strategies for outreach - providing tailored interventions - integrating mental health support - implementing early engagement to avoid prolonged inactivity 
• preparation for employment: effectiveness of reformed school curriculum - enhancing work experience opportunities - careers guidance - enhancing interview preparation - improving accessibility
• wraparound services: joining up health, education and work initiatives - simplifying referral processes - embedding pastoral care in training programmes - targeting groups at greatest disadvantage
• localised approaches: learning from trailblazer initiatives - accounting for differing regional challenges - strengthening ties with community organisations - building capacity for future expansion
• partnerships: approaches to involve businesses effectively - structuring suitable collaboration models - aligning job creation with local industry needs
• responsibilities: balancing business incentives with Youth Guarantee commitments, including impact of tax amendments - commitments for retention and progression

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those who attend include officials from DfE; DWP; and Ofsted.

This conference brought together policymakers and stakeholders to discuss latest developments and priorities for promoting women’s equality in UK workplaces.

It was an opportunity to examine the direction of policy under the new Government, assess implications for legislative proposals and consider prospects for moving forward on longstanding issues. Areas for discussion included the Employment Rights Bill and proposed changes to gender pay gap reporting, statutory sick pay and unfair dismissal protections.

We expected discussion on priorities for the new Office for Equality and Opportunity, which will guide national policy on gender equality, alongside broader initiatives for race, disability and socio-economic equality. We also expected delegates to look at considerations for policy going forward, drawing on the previous government’s Women's Health Strategy.

Key stakeholders and policymakers considered priorities for further development of proposals to effectively advance employment rights for women, including those who have health or care responsibilities, as well as potential issues for implementation that might need to be addressed.

Sessions in the agenda also looked at implications for employers of meeting new obligations, including around pay reporting and menopause support, as well as best practice in implementing proposed changes to effectively foster supportive and inclusive work environments that promote retention and career progression. With new protections against workplace harassment in force as of October 2024 under the Worker Protection Act, attendees examined employer obligations to prevent harassment and create safer work environments.

Looking at strategies for improving support for women’s health, including addressing absenteeism from menopause-related symptoms, the agenda brought out examples of how employer-driven strategies can play a role in boosting productivity and reducing health-related employment gaps. In light of recent announcements in the Budget, delegates also assessed government-funded initiatives designed to support working parents from disadvantaged backgrounds by easing some of the childcare burden, such as the expanded investment in school breakfast clubs.

Delegates also considered female senior-level representation, examining latest developments, including the recent publication of the FTSE Women Leaders Review report, which shows women now occupy 43% of roles on company boards and 35% of leadership roles at 350 FTSE leadership companies. Those attending reflected on the report’s findings and look at next steps in increasing the number of women who are company chairs and CEOs moving forward. Examples of best practice in workplace cultures were considered, alongside hybrid work arrangements and evolving pay structures, as well as approaches to addressing gender-based barriers, especially where there are intersectional factors.

We are pleased to have been able to include keynote sessions with: Vivienne Artz, CEO, FTSE Women Leaders Review; Minna Cowper-Coles, Research Fellow, Global Institute of Women’s Leadership, King’s College London; Christine Sharif, Policy and Standards Manager, The Survivors Trust; Petra Wilton, Director, Policy and External Affairs, CMI; and Dr Ruth Abrams, Senior Lecturer, Workforce, Organisation and Wellbeing, University of Surrey.

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those that attended include officials from DWP; DBT; MHCLG; DSIT; DfE; DfE, NI; DESNZ; HMRC; HMPPS; CMA; Home Office; the Welsh Government; and The Scottish Government.

This conference examined next steps and priorities for employment rights and protections in England, Scotland and Wales.

The conference came with the Government’s Employment Rights Bill progressing through Parliament as part of its plans to Make Work Pay, and government tabling amendments to the Bill following early consultation in areas including collective consultation, Statutory Sick Pay, trade union reform, the powers of the new Fair Work Agency and guaranteed contracts for agency workers.

It was a timely opportunity to examine the legislation’s key provisions around pay, conditions, employment protections and the role of trade unions.

We expected delegates to consider the issues in the context of the wider direction of government policy on increasing productivity, and particularly implications for employment legislation that have been highlighted by some commentators following the Chancellor’s announcement of a raft of measures aimed at stimulating growth. There was also discussion on how to address concerns from businesses that the Bill could undermine economic growth.

Stakeholders and policymakers assessed latest thinking on how the Bill can best support improvement in working conditions so they are sustainable and inclusive in the long-term. Delegates discussed best practice in effectively fostering supportive and inclusive work environments that promote retention, career progression and employee wellbeing.

Looking ahead to implementation of proposals in the Bill, delegates considered priorities for employers when putting in place the resources for organisational transformation in areas such as working practices, recruitment and HR, as well as implications for governance and leadership across sectors, including in SMEs.

Sessions in the agenda looked at the sequencing and practicalities of proposed legislative changes as employers prepare to meet new obligations. Areas for discussion included proposed changes to trade union powers, including recognition, and the voting threshold and notice period to employers for industrial action. Delegates assessed how concerns from some employers might be addressed, including consultation on proposed new measures and potential impact on employee relations.

Further sessions assessed how proposed legislation can effectively address long-standing concerns related to labour market inequalities, and conditions for vulnerable workers and those at risk of exploitation. Delegates considered what is needed to protect against poor labour standards, alongside accountability mechanisms. There was also a focus on enforcement, including the powers and remit of the proposed new Fair Work Agency and the impact on other agencies of the new legislation.

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those who attended include officials from DBT; DWP; HMCTS; Audit Wales; Defra; DfE; DHSC; MHCLG; DESNZ; DfT; NCA; FCDO; ICO; Ofcom; Home Office; DoE, ROI; the Welsh Government; and The Scottish Government.

This conference examined next steps for policy and organisational practice in improving equality in the workplace.

Bringing together stakeholders, policymakers and regulators, it was an opportunity to discuss the future direction of the Government’s policy on workers’ rights, workplace equality, and practical plans for tackling inequalities based on gender, race and disability.

Delegates examined provisions in the Draft Equality (Race and Disability) Bill, including the extension of pay gap reporting and equal pay rights which aim to protect workers from discrimination based on race and disability.

They examined potential issues around implementation, including planned measures for strengthening the legal duty to create working conditions which protect employees from harassment, and enshrining in law the full right to equal pay for disabled people and those from minority ethnic backgrounds.

We expected discussion on practicalities and latest developments in best practice, such as the setting up of frameworks to enable compliance on data reporting and protection from third-party harassment, alongside action plans to address pay gaps, particularly in organisations with complex pay structures or reliance on outsourcing. Priorities for engagement and information for employees to enable them to understand their rights were also discussed, including around dual discrimination.

Those attending also looked at priorities for the Office for Equality and Opportunity, recently established in the Cabinet Office, and its role in coordinating equality policy to address disparities relating to ethnicity, ability and gender, and ensuring the protection of LGBT+ rights, as well as the recent appointment of Mariella Frostrup as UK Menopause Employment Ambassador. We also expected delegates to consider the new legal duty under the Equality Act 2010 requiring employers to take steps to anticipate and prevent sexual harassment.

We expected further discussion on how the Draft Equality (Race and Disability) Bill relates to wider legislation, such as the Employment Rights Bill which seeks to promote development of more inclusive workplaces that accommodate employees with diverse needs. Delegates discussed what will be needed from policy, regulation and best practice to lift barriers to workplace participation and reduce job insecurity for disproportionately affected groups, such as women, young people, those with disabilities and those with parental or caregiving responsibilities.

Delegates were also expected to consider the role of trade unions and dedicated equalities representatives in the workplace, as well as coordination between employers, worker representatives, the education sector and local authorities to create broader strategies for fostering diverse talent pipelines, improving access to education and training, and reducing systemic barriers to career advancement.

The agenda also looked at the future of the socio-economic duty designed to address disparities resulting from economic and social factors, which was introduced in the Equality Act 2010 but not implemented in England. With the duty having been supported by the Labour Party in opposition, delegates discussed implementation in the UK nations and prospects for wider roll out, along with implications for public bodies and practicalities of enforcement.

Overall, areas for discussion included:

• Draft Equality (Race and Disability) Bill: assessing key provisions - extension of pay gap reporting - strengthening legal duties of employers - priorities for implementation
• Office for Equality and Opportunity: role and remit - coordinating equality policy - addressing disparities across ethnicity, ability and gender - ensuring LGBT+ rights
• Employment Rights Bill: aligning policies across legislative initiatives - promoting inclusive workplaces - accommodating diverse needs
• pay gap reporting: practicalities and compliance - frameworks for data reporting - addressing pay gaps in complex organisations
• harassment protection: creating safe working conditions - protection from third-party harassment - frameworks for compliance
• implementation challenges: issues in organisations with complex pay structures or reliance on outsourcing - potential impacts on employers of varying scales
• reducing systemic barriers: addressing intersectional challenges - customised policy and regulatory frameworks - promoting career advancement
• employee engagement: empowerment and supporting understanding of new rights - issues around dual discrimination - priorities for information and support
• trade unions: equalities representatives and their roles in support and advocacy - integration into HR structures - applicability in non-unionised workplaces
• stakeholder coordination: strategies for fostering diverse talent - improving access to education and training - collaboration among employers, worker representatives and local authorities

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those that attended include officials from DWP; DBT; DHSC; DfE; DfE, NI; DSIT; HMRC; DfT; DESNZ; HMPPS; MHCLG; MoJ; Home Office; the Welsh Government; and The Scottish Government.

This conference focused on next steps for developing green skills and employment opportunities in England, looking at meeting the needs of green industries and aligning with the legally binding 2050 net zero target.

It was a timely opportunity for policymakers and stakeholders to discuss priorities following Skills England’s recent report predicting that around two in five workers will have a core role in delivering net zero or helping enable the transition, but warning that without action, employers would be unable to find staff with the necessary skills.

There was discussion on government plans for a new Growth and Skills Levy, alongside foundation apprenticeships, with key considerations for Skills England in its role in determining which types of training would be eligible.

With concerns that employers are under-investing in green skills, sessions assessed the way forward for coordinating funding, qualification options and training opportunities, and identifying and reducing barriers to participation in the green labour market. The role of local government in supporting workforce development was also discussed, as well as the potential impact of widening devolution on the identification and filling of local skills needs.

We expected discussion on wider priorities for policy development, with the CCC’s July 2024 report calling on the Government to publish a strategy to support net zero skills, and for an evidence-based Green Jobs Plan to outline sector skills gaps and barriers to inclusion in occupations needed for the transition.

Areas for discussion included clarity on definitions of green jobs, and what will be needed to achieve the high net growth in new jobs estimated to be created in low-carbon sectors by 2030, such as retrofitting buildings, renewable energy generation and the manufacturing of electric vehicles.

We also expected the agenda to bring out strategies for improving partnerships between further and higher education and employers for reskilling and upskilling the workforce, as well as priorities for public and private investment into green industries, and assessing the potential impact of the National Wealth Fund. The role of colleges in aligning training programmes with emerging policies and workforce demands was considered, with heightened focus on green skills, including the potential for standardising training programmes and qualifications to establish clear routes to employment and a flexible approach to delivery.

We are pleased to have been able to include keynote sessions with: Hugo Jones, Deputy Director, Green Growth, DESNZ; and Sarah Mukherjee, CEO, IEMA.

Overall, areas for discussion included:

• the current green skills landscape:
  
  • identifying areas for expansion and prioritisation - whether ambitions go far enough - what is needed from policy and key stakeholders if targets are to be achieved
• priorities for Skills England:
  
  • simplifying the green skills qualification landscape - best practice in aligning funding, qualification options and training opportunities
  • the likely effect of the reform of the Apprenticeship Levy - assessing the potential impact of the English Devolution Bill on the identification and fulfilment of skills gaps
• strategies to increase participation in the green labour market:
  
  • improving partnerships between education providers and employers to upskill and retrain the existing workforce - qualification options for upskilling workers
  • priorities for targeting underrepresented groups and widening diversity in green jobs - assessing the impact of recruitment campaigns - identifying barriers to participation
• priorities for funding green industries:
  
  • assessing the potential impact of the National Wealth Fund - attracting private sector investment - identifying priority industries

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those that attended include parliamentary pass-holders from the House of Commons and officials from Defra; DESNZ; DWP; DfE; IfATE; DBT; DfT; HMRC; HM Treasury; Homes England; Planning Inspectorate; ONS; HSE; MOD; DAERA, NI; NIEA; Isle of Man Government; the Welsh Government; and The Scottish Government.