Written questions by Griffiths.

What assessment he has made of (a) the adequacy of the level of UK car production and (b) the impact of that industry on the economy.

The UK’s automotive manufacturing industry directly supports over 150,000 jobs and contributed £21.0 billion in gross value added to the economy in 2024.It plays a crucial role in driving innovation, advancing net-zero goals, and fostering economic growth. In value added terms, the UK has the second-largest car manufacturing industry in Europe. While production dipped last year due to planned upgrades and weaker global demand compared to 2023, the government remains confident in and committed to the sector. The Autumn Budget included a £2 billion commitment for the sector. Recently a £50 million investment deal was secured with JATCO and Nissan to establish a new manufacturing site in Sunderland, JATCO’s first site in Europe.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

The Department has defined unfair dismissal to occur where no fair reason has been provided to justify the dismissal, resulting in a breach of contract.All dismissals are handled in line with current legislation and the Department’s policies and procedures. Employees who are new to the Civil Service are subject to a probationary period of between one and six months, depending on the type of appointment. During this time, employees are made aware that they are being assessed for their suitability for the role. Employees may only be terminated before the end of their probation in exceptional cases of poor performance, or for gross misconduct.Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated. Where an employee is unable to solve a problem internally, they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill. This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Whether her Department offers protection to staff from unfair dismissal from their first working day.

The Ministry of Justice has comprehensive people policies in place to protect staff from unfair dismissal. These policies set out a clear, fair and legally compliant process for dealing with conduct, attendance, performance and failed probation related dismissals. These policies are applicable to Ministry of Justice staff from day one of employment.All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated. Where an employee is unable to solve a problem internally, they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Whether her Department offers protection to staff from unfair dismissal from their first working day.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated. Where an employee is unable to solve a problem internally, they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation. This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

The protections for staff within the Department for Work and Pensions against unfair dismissal include the application of a fair, published, accessible discipline procedure, formal appeal of the decision to an independent appeal manager and an ability for the trade unions to raise with the central HR team any dismissal decisions they are concerned about. These rights can be exercised by staff from their first day of working. Where staff externally make a claim of unfair dismissal to the Employment Tribunal, the rules of the tribunal apply and this is outside DWP’s control.

Commonwealth and Development Affairs, whether his Department offers protection to staff from unfair dismissal from their first working day.

The FCDO is committed to ensuring fair treatment and protection for all its employees from the outset of their employment. The FCDO adheres to the principles of fairness and transparency in all its employment practices, including protection against unfair dismissal. While the current UK employment law stipulates a two-year qualifying period for employees to gain protection against unfair dismissal, the FCDO goes beyond this requirement by fostering a supportive and respectful working environment and having in place robust and fair procedures relating to employment decisions.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated. Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation. This position will be reviewed when unfair dismissal rights are updated in line with the Employment Rights Bill when this comes into effect.

Communities and Local Government, whether her Department offers protection to staff from unfair dismissal from their first working day.

All dismissals are handled in line with current legislation and appropriate Codes of Practice.Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated. Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Innovation and Technology, whether his Department offers protection to staff from unfair dismissal from their first working day.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.This position will be reviewed when unfair dismissal rights are updated in line with the Employment Rights Bill 2024 when this comes into effect.

Whether her Department offers protection to staff from unfair dismissal from their first working day.

The Department for Transport employs robust policies to ensure that the dismissal of any employee, including new employees serving a period of probation, is fair and legally compliant.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

HMT staff must have completed 2 years’ service to be protected against unfair dismissal. The new Employment Rights Bill will amend the law on unfair dismissal to protect staff from their first working day. HMT will implement this legislative change when it comes into force.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

The Ministry of Defence is compliant with the existing legislation which is set out in the Employment Rights Act 1996. This provides for protection against unfair dismissal for employees with at least two years of service. Employees with less than two years of service can claim unfair dismissal in certain circumstances, including for discrimination based on protected characteristics.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.It may be helpful to explain that the Scotland Office does not employ staff directly. All staff that join do so on an assignment, loan or secondment from other Government bodies, principally the Scottish Government and the Ministry of Justice, who remain the employers and determine the terms and conditions for their employees.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

Unfair dismissal in the UK is governed by the Employment Rights Act 1996 and other legislation, which stipulates that you must have worked for your employer for a minimum period before you qualify for the right to claim unfair dismissal at a tribunal. An employee usually has the right to make an unfair dismissal claim to an employment tribunal if they: a) are legally classed as an employee and b) have worked for their employer for 2 years. In line with legislation, permanent Cabinet Office employees and those on fixed term appointments with over 2 years’ service have unfair dismissal rights, provided they have been recruited through Fair and Open Competition in accordance with the Recruitment Principles. As with any changes to employment legislation, internal policies and processes will be updated as appropriate in line with the Government’s legislation on employment rights.

Media and Sport, whether her Department offers protection to staff from unfair dismissal from their first working day.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation. This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill 2024-25.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.Where an employee is unable to solve a problem internally they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Whether his Department offers protection to staff from unfair dismissal from their first working day.

In line with the current requirements of employment legislation regarding fair dismissal processes, new Home Office employees who have not previously completed a probationary period in the Civil Service are required to serve a period of at least six months’ probation.During this time they can be dismissed, following a fair process, if their conduct, performance or attendance does not meet the expected standards.

Whether her Department offers protection to staff from unfair dismissal from their first working day.

The department has appropriate policies and processes in place to ensure employees are treated fairly from day one of their employment.All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated.Where an employee is unable to solve a problem internally, they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation.This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.

Food and Rural Affairs, whether his Department offers protection to staff from unfair dismissal from their first working day.

All dismissals are handled in line with current legislation and appropriate Codes of Practice. Where an employee feels they may have been unfairly dismissed, appropriate internal appeal routes may be instigated. Where an employee is unable to solve a problem internally, they may be able to go to an employment tribunal to claim unfair dismissal, as set out in legislation. This position will be reviewed when unfair dismissal rights are updated in line with proposals in the Employment Rights Bill.