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• t he first section focuses on “ad hoc” arrangements. It includes questions on how and why individuals use this type of workplace flexibility, as well as questions about access and barriers to take-up. This section also contains questions for employers on whether, how and for what reasons they provide this type of flexibility
• t he second section focuses on “regular” arrangements. It includes questions on whether and what arrangements employers offer and how and on what basis they are agreed
• the third section considers organisational approaches to non-statutory flexible working (which may be set out in a contract or be less formal), and includes questions on policies, supporting managers and monitoring and evaluation.
This call for evidence follows commitments made in the government response to the consultation making flexible working the default and the Chancellor’s Spring Budget statement. Both documents acknowledged the importance of non-statutory flexible working in helping people to participate in the labour market and the need to develop evidence base in this area. Responses received will help to develop the g overnment’s evidence base on non -statutory flexible working and inform the flexible working strategy moving forwards. You can respond on behalf of an organisation or as an individual. The easiest way to participate in this call for evidence is by completing the online survey. This consultation closes on 7 November 2023.
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Call for evidence: Labour Market Enforcement Strategy 2024/25 Published: 20 July 2023 Emailed: 26 July 2023
The Department for Business and Trade (DBT) has opened the new consultation ‘ Labour Market Enforcement Strategy 2024 to 2025: call for evidence ’, on 17 July 2023. This call for evidence sets out the issues on which Margaret Beels, the Director of Labour Market Enforcement, seeks evidence to inform her strategy for 2024/25.
This call for evidence seeks evidence and views covering emerging trends and risks to labour market non-compliance. The role of Director of Labour Market Enforcement was created in 2017 to bring together a coherent assessment of the extent of labour market exploitation, identifying routes to tackle exploitation and harnessing the strength of the three main enforcement bodies: HM Revenue and Customs (HMRC) National Minimum Wage; the Gangmasters and Labour Abuse Authority (GLAA); and the Employment Agency Standards Inspectorate (EAS).The Labour Market Enforcement Strategy for 2024/25 is due to be delivered to government in autumn 2023. For this DBT are seeking:
• written feedback on these questions and any relevant evidence
• stakeholder engagement (round table meetings and partner visits) to hear views and evidence from stakeholders directly, scheduled for July and August 2023.
This call for evidence is structured in three sections:
section 1: about you
•
• section 2: questions relating to the four themes
- improving the radar picture to have a better understanding of the non-compliance threat - improving focus and effectiveness of the compliance and enforcement work of the three bodies under remit - better joined-up thinking to minimise the opportunities for exploitation of gaps in employment protection - improving engagement with employers and support for workers
• section 3: other issues you may wish to raise.
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