Written questions by McDonald.

What discussions his Department has had with recognised trade unions regarding the (a) introduction and (b) use of automated decision-making systems affecting staff.

Awaiting answer.

Whether his Department maintains a (a) public register and (b) internal inventory of automated decision-making systems.

Awaiting answer.

What steps his Department is taking to ensure compliance with data protection requirements under the Data (Use and Access) Act 2025 relating to the processing of special category data, including data relating to health or protected characteristics.

Awaiting answer.

What steps his Department has taken to assess and mitigate risks of (a) bias and (b) discrimination arising from the use of automated decision-making systems.

Awaiting answer.

With reference to the Data (Use and Access) Act 2025, on what basis Automated Decision-Making in his Department are being made.

Awaiting answer.

What guidance his Department has issued internally to ensure compliance with the provisions of the Data (Use and Access) Act 2025 in relation to automated decision-making.

Awaiting answer.

What safeguards he has implemented to ensure compliance with statutory requirements relating to automated decision-making, including rights to information, human review and challenge in the context of the Data (Use and Access) Act 2025.

Awaiting answer.

What processes are in place to enable individuals to seek human review and to challenge decisions made by automated systems in the context of the Data (Use and Access) Act 2025.

Awaiting answer.

How his Department defines and ensures meaningful human involvement in decisions supported and made by automated systems in the context of the Data (Use and Access) Act 2025.

Awaiting answer.

What steps his Department has taken to ensure that human oversight of automated decisions is (a) substantive and (b) effective.

Awaiting answer.

How are automated decision-making systems used in relation to civil service employment, including recruitment, performance management, discipline, or allocation of work.

Awaiting answer.

How individuals are informed by his Department that decisions affecting them have been taken (a) in whole and (b) in part by automated means.

Awaiting answer.

What assessment he has made of trends in the level of advanced surveillance technologies being used in the workplace.

The use of workplace surveillance has increased due to growth in remote working, advancement in monitoring technologies and changes to employment relationships. This is why the Plan to Make Work Pay set out the government’s aim to put worker voice at the ...

What discussions he has had with the Secretary of State for Science and Innovation on new surveillance technologies being used on workers in the course of their duties.

Ministers in the Department for Business and Trade and the Department for Science, Innovation and Technology work closely on issues and policy relating to workplace surveillance and emerging technologies. This ensures policy is informed by evidence and re...

Whether he plans to harmonise pay, terms and conditions for staff transferring to the Fair Work Agency from (a) Gangmasters and Labour Abuse Authority, (b) The Employment Agency Standards inspectorate, (c) the Office of the Director of Labour Standards Enforcement and (d) HMRC National Minimum Wage Unit.

Creating the Fair Work Agency is a significant step forward in strengthening the enforcement of employment rights. All transfers of staff into the organisation will be carried out in line with the principles set out in the Cabinet Office Statement of Practice regarding such matters.

What recent assessment his Department has made of the adequacy of the proposed budget for the Fair Work Agency for tackling non-payment of tribunal awards.

Workers should receive the payments they are entitled to. As part of the Plan for Change we will look at ways of strengthening enforcement options, including the Employment Tribunal Penalty scheme which will move to the Fair Work Agency (FWA) once established.The proposed powers of the FWA are set out in the Employment Rights Bill and we are committed to ensuring that it has the appropriate resources to discharge its responsibilities. The FWA will work closely with HMRC, Insolvency Service and other relevant enforcement bodies to do this as effectively as possible. This will include considering how to use existing powers to tackle misuse of phoenix companies.

Whether his Department plans to take steps to improve its monitoring of tribunal award payments to ensure employer compliance.

Workers should receive the payments they are entitled to. As part of the Plan for Change we will look at ways of strengthening enforcement options, including the Employment Tribunal Penalty scheme which will move to the Fair Work Agency (FWA) once established.The proposed powers of the FWA are set out in the Employment Rights Bill and we are committed to ensuring that it has the appropriate resources to discharge its responsibilities. The FWA will work closely with HMRC, Insolvency Service and other relevant enforcement bodies to do this as effectively as possible. This will include considering how to use existing powers to tackle misuse of phoenix companies.

What steps his Department is taking to improve the enforcement regime for payment of awards made in the employment tribunal.

Workers should receive the payments they are entitled to. As part of the Plan for Change we will look at ways of strengthening enforcement options, including the Employment Tribunal Penalty scheme which will move to the Fair Work Agency (FWA) once established.The proposed powers of the FWA are set out in the Employment Rights Bill and we are committed to ensuring that it has the appropriate resources to discharge its responsibilities. The FWA will work closely with HMRC, Insolvency Service and other relevant enforcement bodies to do this as effectively as possible. This will include considering how to use existing powers to tackle misuse of phoenix companies.

What assessment his Department has made of the effectiveness of the employment tribunal penalty enforcement scheme in ensuring payment of awards since 2016.

Workers should receive the payments they are entitled to. As part of the Plan for Change we will look at ways of strengthening enforcement options, including the Employment Tribunal Penalty scheme which will move to the Fair Work Agency (FWA) once established.The proposed powers of the FWA are set out in the Employment Rights Bill and we are committed to ensuring that it has the appropriate resources to discharge its responsibilities. The FWA will work closely with HMRC, Insolvency Service and other relevant enforcement bodies to do this as effectively as possible. This will include considering how to use existing powers to tackle misuse of phoenix companies.

To ask the Secretary of State for Business and Trade if his Department will publish (a) the number of requests it has received from claimants for respondents to (i) fined and (ii) named under the Employment Tribunal penalty enforcement and naming scheme and (b) the number of respondents who have been (A) fined and (B) named in each year since 2016.

Workers should receive the payments they are entitled to. As part of the Plan for Change we will look at ways of strengthening enforcement options, including the Employment Tribunal Penalty scheme which will move to the Fair Work Agency (FWA) once established.The proposed powers of the FWA are set out in the Employment Rights Bill and we are committed to ensuring that it has the appropriate resources to discharge its responsibilities. The FWA will work closely with HMRC, Insolvency Service and other relevant enforcement bodies to do this as effectively as possible. This will include considering how to use existing powers to tackle misuse of phoenix companies.