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1457275

registered interest
date	14/04/2022
answering body	Department for Work and Pensions
answering dept id	29
answering dept short name	Work and Pensions
answering dept sort name	Work and Pensions
hansard heading	Workplace Pensions
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Work and Pensions, what steps (a) her Department or (b) the Pension Protection Fund are taking to monitor proactively which pension schemes have a guarantee from a public authority.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154110
answer	answer is ministerial correction date of answer 26/04/2022 answer text <p>Government Departments are required to reflect any guarantees given in their Annual Report and Accounts. These accounts are laid before Parliament annually.</p><p>The Pension Protection Fund will only invoice eligible schemes; but it would refund any levies from schemes that are subsequently found to be ineligible, including where a scheme can demonstrate that it had a historic crown guarantee.</p> answering member constituency Hexham answering member printed Guy Opperman grouped question UIN 154111 154112 question first answered 26/04/2022 15:13:07 answering member 4142 label Biography information for Guy Opperman
tabling member	4433 label Biography information for Thangam Debbonaire

1457276

registered interest
date	14/04/2022
answering body	Department for Work and Pensions
answering dept id	29
answering dept short name	Work and Pensions
answering dept sort name	Work and Pensions
hansard heading	Pension Protection Fund
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Work and Pensions, whether the Pension Protection Fund (PPF) is able to refund PPF levies payments where a pension scheme had been paying the levy and then been found to be ineligible for paying into that fund.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154111
answer	answer is ministerial correction date of answer 26/04/2022 answer text <p>Government Departments are required to reflect any guarantees given in their Annual Report and Accounts. These accounts are laid before Parliament annually.</p><p>The Pension Protection Fund will only invoice eligible schemes; but it would refund any levies from schemes that are subsequently found to be ineligible, including where a scheme can demonstrate that it had a historic crown guarantee.</p> answering member constituency Hexham answering member printed Guy Opperman grouped question UIN 154110 154112 question first answered 26/04/2022 15:13:07 answering member 4142 label Biography information for Guy Opperman
tabling member	4433 label Biography information for Thangam Debbonaire

1457277

registered interest
date	14/04/2022
answering body	Department for Work and Pensions
answering dept id	29
answering dept short name	Work and Pensions
answering dept sort name	Work and Pensions
hansard heading	Pension Protection Fund
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Work and Pensions, what steps her Department has taken against pension scheme trustees that have paid Pension Protection Fund levies when their pension schemes were subsequently found to be ineligible for payments into the Fund.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154112
answer	answer is ministerial correction date of answer 26/04/2022 answer text <p>Government Departments are required to reflect any guarantees given in their Annual Report and Accounts. These accounts are laid before Parliament annually.</p><p>The Pension Protection Fund will only invoice eligible schemes; but it would refund any levies from schemes that are subsequently found to be ineligible, including where a scheme can demonstrate that it had a historic crown guarantee.</p> answering member constituency Hexham answering member printed Guy Opperman grouped question UIN 154110 154111 question first answered 26/04/2022 15:13:07 answering member 4142 label Biography information for Guy Opperman
tabling member	4433 label Biography information for Thangam Debbonaire

1457368

registered interest
date	14/04/2022
answering body	Department for Work and Pensions
answering dept id	29
answering dept short name	Work and Pensions
answering dept sort name	Work and Pensions
hansard heading	Children: Maintenance
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Work and Pensions, what criteria are used for determining whether a shortfall in child maintenance payments is deemed non-compliant with an Order for Child Maintenance.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154107
answer	answer is ministerial correction date of answer 26/04/2022 answer text <p>Non-Compliance is considered as any Child Maintenance payment that is not paid in full and on time as per the payment schedule which is issued to the customer.</p> answering member constituency Hexham answering member printed Guy Opperman question first answered 26/04/2022 13:48:00 answering member 4142 label Biography information for Guy Opperman
tabling member	4433 label Biography information for Thangam Debbonaire

1457737

registered interest
date	14/04/2022
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	Department of Health and Social Care: Written Questions
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, when he plans to answer Question 134034, tabled by the hon. Member for Bristol West, on 3 March 2022.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154108
answer	answer is ministerial correction date of answer 20/04/2022 answer text <p>There are several safe and effective COVID-19 vaccines already in deployment the United Kingdom. The Government will continue to be guided by the advice of the independent Joint Committee of Vaccination and Immunisation (JCVI) on which vaccines should be deployed in the UK’s vaccination programmes. The JCVI has discussed the potential use of Novavax’s COVID-19 vaccine (Nuvaxovid) in the national vaccination programme. Its considerations will be published in due course and kept under review.</p> answering member constituency Erewash answering member printed Maggie Throup grouped question UIN 134034 148200 question first answered 20/04/2022 16:57:34 answering member 4447 label Biography information for Maggie Throup
tabling member	4433 label Biography information for Thangam Debbonaire

1457740

registered interest
date	14/04/2022
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what steps her Department is taking to help encourage businesses to complete horizontal pay audits requiring companies to identify whether there are patterns of unequal pay between men and women at different levels in their organisations.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154106
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154109 154113 154114 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1457741

registered interest
date	14/04/2022
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what steps she plans to take to help strengthen the application of the principle of (a) equal pay for equal work and (b) equal pay for work of equal value between men and women.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154109
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154106 154113 154114 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1457742

registered interest
date	14/04/2022
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, if she will take steps to ensure that companies with a gender pay gap above the national average must publish an evidence-based action plan to set out how to recruit and retain women in high-value roles.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154113
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154106 154109 154114 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1457743

registered interest
date	14/04/2022
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Equal Pay
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what steps her Department is taking to help encourage businesses to eliminate those elements of companies' pay and reward structures that are defined as high risk by the Equality and Human Rights Commission.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154114
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154106 154109 154113 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1454793

registered interest
date	28/03/2022
answering body	Department of Health and Social Care
answering dept id	17
answering dept short name	Health and Social Care
answering dept sort name	Health and Social Care
hansard heading	NHS: Migrant Workers
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Health and Social Care, what steps he is taking to ensure that healthcare workers recruited for the NHS who are not UK nationals can acquire the necessary documents as soon as possible.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	148251
answer	answer is ministerial correction date of answer 31/03/2022 answer text <p>All regulated healthcare professionals are required to register with the relevant professional regulator, such as the General Medical Council and the Nursing and Midwifery Council, in order to practice in the United Kingdom. All regulators have procedures in place to assess the skills, knowledge and experience of healthcare professionals who have qualified overseas to ensure that they meet standards of practice in the UK. The regulators are independent and are responsible for these arrangements.</p><p>The Department is currently consulting on legislative changes which will provide the General Dental Council and the Nursing and Midwifery Council with greater flexibility to put in place alternative routes to registration for international applicants.</p><p> </p> answering member constituency Charnwood answering member printed Edward Argar question first answered 31/03/2022 15:46:52 answering member 4362 label Biography information for Edward Argar
tabling member	4433 label Biography information for Thangam Debbonaire