Written questions by Braverman.

Whether the Export Control Joint Unit has been involved in the clearance of the consignments under DHL tracking number 6480575743 and UPS tracking number 1ZE461190495384661; and what steps the Department is taking to ensure that specialist engineering exports are not subject to disproportionate or unexplained delays at the border.

Unfortunately, these commercial tracking numbers do not enable us to identify the relevant export or the relevant border.On the general point, His Majesty’s Revenue and Customs (HMRC) informs exporters when their items are stopped at the border. If required, HMRC seeks advice from the Export Control Joint Unit (ECJU) about the licensing requirements and, to minimise costs and delays to exporters, ECJU prioritises such cases.

What assessment he has made of the potential impact of the time taken for exports on specialist engineering and manufacturing firms reliant on timely international shipments.

The Government seeks to drive up economic growth by extending UK exports. Our export control system seeks to enable responsible and legitimate international trade in military equipment and technology, and in dual-use items. We aim to conclude 70% of standard individual export licence applications within 20 working days and 99% within 60 working days.In some cases, however, we have to balance the desire for speed with the need for careful and thorough consideration of the application. Some decisions can therefore take longer, especially for destinations or end uses which involve more complex or finely balanced assessments.

What support his Department provides to UK firearms‑related manufacturing businesses to ensure that legitimate exports are processed in a timely manner.

The Government seeks to drive up economic growth by extending UK exports. Our export control system seeks to enable responsible and legitimate international trade in military equipment and technology, and in dual-use items. We aim to conclude 70% of standard individual export licence applications within 20 working days and 99% within 60 working days.In some cases, however, we have to balance the desire for speed with the need for careful and thorough consideration of the application. Some decisions can therefore take longer, especially for destinations or end uses which involve more complex or finely balanced assessments.

What steps he is taking to ensure that regulators correctly investigate whistleblowing disclosures.

Workers in Great Britain – including those in the public sector – are protected from detriment (adverse treatment) and, if they are employees, dismissal under the Employment Rights Act 1996 if they ‘blow the whistle’ on wrongdoing and certain conditions are met. This is known as making a protected disclosure.For a worker to receive protection they must reasonably believe that the disclosure is in the public interest and relates to one or more types of wrongdoing listed in the Act. A worker must also make the disclosure through the proper channels, one of which is to a ‘prescribed person’ listed in the Public Interest Disclosure (Prescribed Persons) Order 2014. Many prescribed persons are regulators, which can investigate and take enforcement action in relation to wrongdoing.The Government has acknowledged concerns expressed by some parliamentarians and stakeholders that the whistleblowing framework may not be operating as effectively as it should be. That is why it recently committed in the Anti-Corruption Strategy 2025 to explore opportunities for reform.

Whether he has made an assessment of the adequacy of regulatory oversight of whistleblowing complaints in the public sector.

Workers in Great Britain – including those in the public sector – are protected from detriment (adverse treatment) and, if they are employees, dismissal under the Employment Rights Act 1996 if they ‘blow the whistle’ on wrongdoing and certain conditions are met. This is known as making a protected disclosure.For a worker to receive protection they must reasonably believe that the disclosure is in the public interest and relates to one or more types of wrongdoing listed in the Act. A worker must also make the disclosure through the proper channels, one of which is to a ‘prescribed person’ listed in the Public Interest Disclosure (Prescribed Persons) Order 2014. Many prescribed persons are regulators, which can investigate and take enforcement action in relation to wrongdoing.The Government has acknowledged concerns expressed by some parliamentarians and stakeholders that the whistleblowing framework may not be operating as effectively as it should be. That is why it recently committed in the Anti-Corruption Strategy 2025 to explore opportunities for reform.

What steps his Department is taking to ensure that whistleblowers are not subject to (a) disciplinary action, (b) dismissal and (c) blacklisting after raising concerns in the public interest.

Workers in Great Britain – including those in the public sector – are protected from detriment (adverse treatment) and, if they are employees, dismissal under the Employment Rights Act 1996 if they ‘blow the whistle’ on wrongdoing and certain conditions are met. This is known as making a protected disclosure.For a worker to receive protection they must reasonably believe that the disclosure is in the public interest and relates to one or more types of wrongdoing listed in the Act. A worker must also make the disclosure through the proper channels, one of which is to a ‘prescribed person’ listed in the Public Interest Disclosure (Prescribed Persons) Order 2014. Many prescribed persons are regulators, which can investigate and take enforcement action in relation to wrongdoing.The Government has acknowledged concerns expressed by some parliamentarians and stakeholders that the whistleblowing framework may not be operating as effectively as it should be. That is why it recently committed in the Anti-Corruption Strategy 2025 to explore opportunities for reform.

What assessment he has made of the effectiveness of the whistleblowing framework in protecting people who report wrongdoing in public bodies.

Workers in Great Britain – including those in the public sector – are protected from detriment (adverse treatment) and, if they are employees, dismissal under the Employment Rights Act 1996 if they ‘blow the whistle’ on wrongdoing and certain conditions are met. This is known as making a protected disclosure.For a worker to receive protection they must reasonably believe that the disclosure is in the public interest and relates to one or more types of wrongdoing listed in the Act. A worker must also make the disclosure through the proper channels, one of which is to a ‘prescribed person’ listed in the Public Interest Disclosure (Prescribed Persons) Order 2014. Many prescribed persons are regulators, which can investigate and take enforcement action in relation to wrongdoing.The Government has acknowledged concerns expressed by some parliamentarians and stakeholders that the whistleblowing framework may not be operating as effectively as it should be. That is why it recently committed in the Anti-Corruption Strategy 2025 to explore opportunities for reform.

Whether his Department plans to bring forward proposals to strengthen statutory protections for whistleblowers.

Workers in Great Britain – including those in the public sector – are protected from detriment (adverse treatment) and, if they are employees, dismissal under the Employment Rights Act 1996 if they ‘blow the whistle’ on wrongdoing and certain conditions are met. This is known as making a protected disclosure.For a worker to receive protection they must reasonably believe that the disclosure is in the public interest and relates to one or more types of wrongdoing listed in the Act. A worker must also make the disclosure through the proper channels, one of which is to a ‘prescribed person’ listed in the Public Interest Disclosure (Prescribed Persons) Order 2014. Many prescribed persons are regulators, which can investigate and take enforcement action in relation to wrongdoing.The Government has acknowledged concerns expressed by some parliamentarians and stakeholders that the whistleblowing framework may not be operating as effectively as it should be. That is why it recently committed in the Anti-Corruption Strategy 2025 to explore opportunities for reform.

What assessment he has made of the adequacy of working conditions for self‑employed couriers in the parcel delivery sector, including training standards, pay rates, and safeguarding obligations.

All businesses must comply with relevant laws and employers must comply with their legal obligations to ensure that their workforce receive the rights and protections to which they are entitled. Ofcom, the independent regulator for postal services, does not regulate the employment models of parcel delivery companies. Many employment rights, including the National Minimum and Living Wage do not apply to self-employed individuals. While the government recognises self-employed arrangements can provide valued flexibility, we also recognise concerns regarding exploitation of the current employment status framework and will consult on addressing these.

Whether his Department has made an assessment of the potential impact of supermarket pricing strategies on the long-term viability of UK farming businesses.

The Competition and Markets Authority (CMA) is responsible for investigating UK competition issues. The CMA updated its analysis of competition and profitability in the groceries sector in July 2024, which found no evidence of groceries inflation being driven by weak competition between retailers. The Groceries Code Adjudicator (GCA) regulates the relationship between the UK’s largest grocery retailers and their direct suppliers by encouraging, monitoring and enforcing compliance with Groceries Code, a CMA owned competition measure.  The Code covers interactions between retailers and direct suppliers which excludes most farmers. The Code does not regulate prices, which is a commercial negotiation.

Whether his Department has considered extending the remit of the Groceries Code Adjudicator to cover (a) farmers and (b) other indirect suppliers.

The government is currently undertaking the fourth statutory review of the Groceries Code Adjudicator (GCA). The review considers the GCA’s effectiveness in enforcing the Groceries Code between 31 March 2022 and 1 April 2025.The public consultation to the review additionally asked if there are unfair contractual practices in parts of the supply chain not covered by either the GCA or the Agricultural Supply Chain Adjudicator (ASCA). The ASCA enforces the Fair Dealing Regulations under the Agriculture Act 2020 which the government introduced to deal with the production end of the supply chain in specific sectors.

If he will have discussions with the Co-operative Group on Project Lunar.

Project Lunar is an internal policy that the Co-op is introducing and is not a matter that DBT can comment on.The Health and Safety Executive (HSE) has the policy lead for regulation of workplace health and safety in Great Britain. The primary responsibility for managing risk to health and safety lies with employers. An employer is the person or organisation that is legally responsible, under health and safety law, for managing and controlling risks created by their work activities. It is for the employer to determine the best way to manage those risks taking account of the circumstances of their business and work activity. There may be greater risks for lone workers without direct supervision or someone to help them if things go wrong, and an employer must identify the risks to lone workers and put control measures in place to protect them.HSE provide guidance on lone working: Lone working: Protect those working alone - HSE.

What assessment his Department has made of the potential impact of recent increases in the National Living Wage on the financial sustainability of small businesses in (a) hospitality, (b) retail and (c) other sectors.

The Government considers the expert and independent advice of the Low Pay Commission (LPC) when setting the National Minimum Wage and National Living Wage rates. Each year, the Government’s remit to the LPC asks it to take into account the impact on businesses, including small businesses, as well as the wider economy. To inform its recommendations, the LPC undertakes extensive consultation, research and data analysis.The Government has published an Impact Assessment for the 2025 rates, which sets out the potential impacts on small businesses and the range of mitigations and policy measures in place to support them.

Whether his Department has made an assessment of the potential impact of the increase in the minimum wage on the trends in levels of hospitality workers.

The Government published an Impact Assessment (IA) for the 2025 National Minimum Wage and National Living Wage (NLW) rates, which includes a breakdown of the expected impacts by sector. The IA also sets out the economic literature to date, which shows that increases to the NLW have had a limited impact on labour demand, as measured by employment levels and hours worked.

Whether his Department has made an assessment of the potential impact of minimum wage rises on hiring practices of pub chains.

The Government published an Impact Assessment (IA) for the 2025 National Minimum Wage and National Living Wage (NLW) rates, which includes a breakdown of the expected impacts by sector. The IA also sets out the economic literature to date, which shows that increases to the NLW have had a limited impact on labour demand, as measured by employment levels and hours worked.