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This White Paper sets out legislative proposals for a Health and Care Bill. Many of the proposals build on legislative changes set out in the NHS Long Term Plan and the NHS’s recommendations to Government and Parliament for an NHS Bill, both published with broad support in 2019.
In 2017, the UK Government accepted the recommendations of the final report of the independent review of the Mental Health Act 1983 (MHA), which highlighted areas where the Act did not always work as well as it should for patients, their families and their carers.
This consultation is about the Care Quality Commission’s (CQC’s) new strategy and ambitions for 2021 and beyond.
The Parental Bereavement (Leave and Pay) Act 2018 entitles parents who lose a child under the age of 18 to two weeks' paid leave.
This Act introduces emergency powers to tackle the coronavirus (Covid-19) pandemic. It gives powers and tools to the agencies and services involved in dealing with the virus including schools, hospitals and the police.
This Act, promoted by MPs Hilary Benn and Alistair Burt, is intended to avoid (or at least delay) the UK’s departure from the EU in the absence of a ratified withdrawal agreement.
The Data Protection Act 2018 aims to modernise data protection laws in the UK to make them fit for purpose for an increasingly digital economy and society.
The General Data Protection Regulation (2016/679 EU) (GDPR) replaces the Data Protection Directive (95/46/EC).
The General Data Protection Regulation (GDPR) will come into force on 25 May 2018.
The Employment Rights Act 1996 (NHS Recruitment — Protected Disclosure) Regulations 2018 prohibit an NHS employer from discriminating against an applicant because it appears that the applicant has made a protected disclosure.
The Government plans to increase the state pension age.
The Government has announced that statutory sick pay will increase from £88.45 to £89.35.
The Government has announced increases in the weekly rates for statutory maternity pay and other types of pay from 2 April 2017.
The Government is aligning the National Minimum Wage (NMW) and National Living Wage (NLW) so that both increase in April from 2017 onwards.
These regulations are one of two statutory instruments that require employers to report on gender pay gaps in their organisations.
This Act amends the Trade Union and Labour Relations (Consolidation Act) Act 1992.
This Act creates a new single-tier state pension for people reaching pension age on or after 6 April 2016. A person entitled to the full state pension will receive a single weekly rate as set out in the regulations. This will replace the current state pension, which is made up of a basic and additional state pension.
The Government’s proposals for introducing shared parental leave have been incorporated into the Children and Families Act 2014.
The CQC has published the response to its Display of Ratings and Minor Amendments to Guidance for Providers consultation
These regulations have been laid by the Department of Health under provisions of the Health and Social Care Act 2008, and fulfil the Government’s commitment to incorporate fundamental standards into the requirements for registering with the CQC.
The Nursing & Midwifery Council (NMC) has sanctioned the proposed changes to its Fitness to Practise (FtP) Rules, and Education, Registration and Registration Appeals Rules.
The Government has published thirteen sets of regulations that will bring the new shared parental leave and pay system into effect. The Shared Parental Leave Regulations 2014 have been published in their final form, the rest of the regulations are currently in draft.
The Nursing & Midwifery Council (NMC) has proposed the development and implementation of an effective system of revalidation for nurses and midwives.
These Regulations introduce measures, set out in the Children and Families Act 2014, to extend the right to request flexible working to all employees and to replace the statutory procedure for considering requests with a duty to consider requests.
This Order changes the Immigration (Restrictions on Employment) Order 2007 to amend the provisions of the civil penalty scheme to prevent illegal migrants working in the UK.
The Care Act introduces legislation to provide support to people who have care requirements, and support for their carers. It also makes provision about safeguarding adults from abuse or neglect, and provision about care standards, and it establishes and makes provisions about Health Education England and the Health Research Authority.
Penalties of between £100 and £5000 may be imposed on an employer found to have breached any of the worker’s rights to which the claim relates where the employer’s behaviour in committing the breach had one or more “aggravating features”, eg the breach was deliberate or repeated.
Statutory Maternity Pay, Statutory Adoption Pay, Statutory Paternity Pay and Additional Statutory Paternity Pay increased from a weekly rate of £136.78 to £138.18 on 6 April 2014
Under the Welfare Benefits Up-rating Order 2014 the weekly rate for Statutory Sick Pay increased from £86.70 to £87.55 from 6 April 2014.
The increases to tribunal award limits from 6 April 2014 are set out in the Employment Rights (Increase of Limits) Order 2014.
The Government has abolished the statutory questionnaire procedure (s.138 of the Equality Act 2010) that helps people to assess whether the treatment they have received from their employers amounts to unlawful discrimination.
The Enterprise and Regulatory Reform Act 2013 amended the Employment Tribunals Act 1996 to introduce a requirement for prospective claimants to contact Acas before they are able to present a claim in the Employment Tribunal. Acas will then attempt to resolve the dispute in a process called early conciliation.
This Order prescribes £20,000 as the maximum penalty that the Secretary of State may require an employer to pay for employing an illegal migrant worker.
For regulations that come into force after 31 March 2014, a new Small and Micro Business Assessment (SMBA) will extend the freeze to businesses with fewer than 50 employees.
Following its consultation on changes to the Transfer of Undertakings and Protection of Employment Regulations 2006 (TUPE 2006), the Government has amended TUPE 2006. The Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014 (TUPE 2014) came into force on 31 January 2014. Changes to the Northern Ireland Regulation will be effective later in 2014.
This Instrument makes a series of amendments to the Health and Social Care Act 2008 (Regulated Activities) Regulations 2010, changing the scope of activities regulated by the Care Quality Commission (CQC), making some technical amendments and providing clarification.
The Enterprise and Regulatory Reform Act 2013 repeals in the Equality Act 2010 the provision which makes employers liable for repeated harassment of an employee by third parties over whom the employer does not have direct control, such as customers or clients.
The National Minimum Wage rates that apply from 1 October 2013 are as follows.
The Enterprise and Regulatory Reform Act 2013 renames compromise agreements as settlement agreements and makes offers of settlement inadmissible in unfair dismissal cases.
The Government has introduced fees for employment tribunals from 29 July 2013.
Following its consultation on ending the employment relationship, the Government decided to introduce a 12 months’ pay cap on the compensatory award for unfair dismissal.
The Enterprise and Regulatory Reform Act 2013 amended the Employment Rights Act 1996 to remove the requirement for a qualifying period of service to bring an unfair dismissal claim where the reason for the dismissal was the political opinion or affiliations of the employee, from 25 June 2013. Normally, a two-year qualifying period is now needed to bring an unfair dismissal claim.
The Enterprise and Regulatory Reform Act 2013 amends the Employment Rights Act 1996 to ensure that individuals only make whistleblowing claims on matters of public interest from 25 June 2013.
The Disclosure and Barring Service (DBS) introduced a new Update Service on 17 June 2013 that allows employers to carry out status checks on an individual’s DBS certificate, rather than having to apply for a certificate from scratch.
These regulations impose duties on employers in the healthcare sector to protect employees from injuries caused by medical sharps, implementing Directive 2010/32/EU.
Employers can now only ask potential employees to provide details of convictions and cautions that the employer is legally entitled to know. If an employer takes into account a conviction or caution that is not disclosed on the certificate, they are acting unlawfully under the Rehabilitation of Offenders Act 1974.
These Regulations amend the Income Tax (Pay As You Earn) Regulations (SI 2003/2682) (the 2003 Regulations) as necessary for the operation of HMRC’s Real Time Information programme (RTI) for the majority of employers from April 2013. For example, the amendments allow employers, in specific circumstances, to submit a return up to seven days after the payment is made to the employee. New reporting requirements have also been introduced.
The Social Security (Contributions) (Amendment and Application of Schedule 38 to the Finance Act 2012) Regulations 2013 is a combined Statutory Instrument, which amended the Social Security (Contributions) Regulations 2001 (SI 2001 No. 1004) (“the SSCR 2001”) and brought into force certain parts of Schedule 38 to the Finance Act 2012.
The weekly rate for Statutory Sick Pay increased from £85.85 to £86.70 from April 2013.
These regulations carry forward a number of measures originally set out in the Controlled Drugs (Supervision of Management and Use) Regulations 2006. The 2006 regulations were originally introduced as part of the then-Government’s response to the Shipman Inquiry’s Fourth Report in 2004. They are revoked by the new regulations.
This Instrument makes a series of amendments to the Care Quality Commission (Registration) Regulations 2009, and a single amendment to both the Care Quality Commission (Additional Functions) Regulations 2011 and the Health and Social Care Act 2008 (Regulated Activities) Regulations 2010.
The Welfare Reform Act 2012 outlines the changes proposed by the Government to ensure people in work are better off than the unemployed.
These regulations make two amendments to legislation in Great Britain in order to implement the Parental Leave Directive (2010/18/EU).
This Bill aims to protect workers from violence at work.
Former care services minister Paul Burstow presented new legislation in the Commons on 16 January 2013 to hold companies criminally accountable for abuse and neglect in care settings.
The Building (Amendment) Regulations (Northern Ireland) 2012 have been issued.
There have been changes to some National Minimum Wage rates since 1 October 2012
The Government has introduced four statutory instruments setting out the practical arrangements employers must make to automatically enrol eligible jobholders into a pension scheme.
The Protection of Freedoms Act 2012 includes a wide range of measures including legislative changes that amend the Safeguarding and Vulnerable Groups Act 2006 and the Police Act 1997 Regulations, on which the CRB (now DBS) checking service is based.
The Government has scaled back the criminal records and barring systems to ensure fair and proportionate regulation of those who want to work with vulnerable groups. The changes are included in the Protection of Freedoms Act 2012, which received Royal Assent in May 2012.
These amendment regulations amend the Occupational and Personal Pension Schemes (Automatic Enrolment) Regulations 2010 with regard to:
This instrument sets out revised rates for the 2012/13 tax year for the automatic enrolment and re-enrolment earnings trigger and the qualifying earnings band. These rates were set initially in the Pensions Act 2008 with a requirement to review them every tax year.
These Regulations amend the Employers’ Duties (Implementation) Regulations 2010, the Employers’ Duties (Registration and Compliance) Regulations 2010 and the Occupational and Personal Pension Schemes (Automatic Enrolment) Regulations 2010.
This instrument makes amendments to the Care Quality Commission (Registration) Regulations 2009 and to the Care Quality Commission (Membership) Regulations 2008.
On 23 April 2012 changes to the nurse and pharmacist independent prescribing of controlled drugs in England, Scotland and Wales came into effect. Northern Ireland's Misuse of Drugs Regulations were published on 10 May.
From 6 October 2013, all employers are expected tell HMRC about PAYE payments and deductions (tax, NICs, Student Loan repayments, etc) at the time they pay their employees, rather than at the end of the year as happens now. This is known as real time information (RTI).
The Health and Social Care Bill gained Royal Assent on 27 March to become the Health and Social Care Act 2012. The provisions of the Act will come into force on a day specified in an order made by the Secretary of State for Health, with the exception of the provisions that came into force by Royal Assent on 27 March and ss.35–37 in relation to Wales, which will be commenced by order made by the Welsh Ministers.
The Pensions Act 2011 introduces numerous changes, such as the increase of the State Pension Age to 66 for both men and women, the CPI, rather than RPI, is now used as the basis for statutory increases in occupational pension payments and payments from the Pension Protection Fund, and much more.
The Government has announced that the National Minimum Wage rates will increase from 1 October 2011.
These regulations will give agency workers the right to equal treatment with permanent staff on pay, holidays and other basic conditions after 12 weeks in a job.
The national minimum wage (NMW) rules allow employers who provide accommodation for workers to count it as a benefit in kind towards payment of the NMW, up to a specified daily limit. Between January and April 2011 the Government consulted on whether to change the NMW rules on employer-provided accommodation in relation to students who work part-time for their educational institution.
The Equality Duty consists of a general duty and specific duties. The general duty applies throughout Great Britain both to public bodies and to any other organisation when it is carrying out a public function. The specific duties only apply to public bodies and are designed to help them meet the general duty. Specific duties differ between England, Scotland and Wales. (The provisions of the Equality Act 2010 do not apply to Northern Ireland.)
These Regulations amend the Agency Workers Regulations 2010 to correct drafting errors in regulations 3, 10 and 14 and Schedule 2. The errors in the regulations concern the meaning of agency worker, the provisions concerning permanent contracts providing for pay between assignments, and the liability of the temporary work agency and hirer. The error in the Schedule is a numbering error.
The Income Tax (Pay As You Earn) (Amendment) Regulations 2011 (SI 2011/729) implement the changes to the taxation of post-termination payments that HM Revenue and Customs (HMRC) announced at the end of 2010.
These regulations transpose, for England and Wales, Directive 2008/98/EC on waste.
The Equality Act 2010 imposes a duty to make reasonable adjustments for disabled persons to facilitate access to education, employment, housing, goods and services like shops, banks, cinemas, hospitals, council offices, leisure centres, associations and private clubs like the Scouts and Guides, private golf clubs and working men clubs.
The Equality Act 2010 (Commencement No. 1) Order 2010 has been issued.
Under the Finance Act 2004, the “normal minimum pension age” will increase from 50 to 55 from 6 April 2010. The normal minimum pension age is the age at which people can start receiving money from their occupational or personal pension schemes without paying extra tax.
These Regulations introduce a new entitlement for employees who are fathers or partners of mothers or adopters (of either sex) to take additional paternity leave in the first year of their child’s life or the first year after the child’s placement for adoption. The provisions have effect in relation to children whose expected week of birth, or notification of being matched for adoption, begins on or after 3 April 2011. However, employees are protected against detriment or dismissal attributable to the fact they took or sought to take such leave from 6 April 2010.
These Regulations introduce a new entitlement for employees who are fathers or who are the partners of mothers or adopters to receive additional statutory paternity pay from their employers. The Regulations apply to children born or matched for adoption on or after 3 April 2011.
The right to request time to train will be phased in. It will be made available to employees in large businesses with more than 250 employees from April 2010 and extended to all employees from April 2011. The right to an apprenticeship is expected to come into force in 2013.
These Regulations change the format and content of medical statements so they provide information that might help a patient return to work sooner.
New rates for Statutory maternity pay (SMP), statutory adoption pay (SAP) and statutory paternity pay (SPP) come into effect on Sunday 4 April 2010.
These Regulations may be cited as the Health and Social Care Act 2008 (Regulated Activities) Regulations 2010 and came into force on 1 April 2010.
These amend the PMS Regulations and the GMS Regulations. Section 6 (relevant to GMS) and section 10 (relevant to PMS) apply to practices which use non-geographical numbers (ie any numbers that don't start with 01 or 02) to deal within incoming calls from patients.
The 2008 Regulations amend the 2002 Regulations to update the definitions of a medical device, a custom-made device, intended purpose of a device, authorised representatives and clinical data and make provisions concerning the supply of information to patients.
Organisations that handle people’s personal data must be on a register maintained by the Information Commissioner.
In the 2009 Budget, delivered on 22 April, the Government announced a one-off increase in the level of statutory redundancy pay, making the weekly rate £380 instead of £350 (as it had been from 1 February). This will make the maximum amount of statutory redundancy pay (20 years x 1.5 weeks x £380) £11,400.
The National Minimum Wage Regulations 1999 (Amendment) Regulations 2009 increase the minimum hourly rate of the national minimum wage from £5.73 to £5.80 per hour and the development rate from £4.77 to £4.83 per hour from 1 October 2009.
These Regulations amend the Working Time Regulations 1998 so that certain doctors in training can work up to 52 hours a week until 31 July 2011. Most doctors are restricted to a 48-hour week from 1 August 2009 (see Working Time Amendment Regulations 2003).
The Accession (Immigration and Worker Registration) Regulations 2004 set up the workers registration system (WRS) regulating access to the UK labour market by nationals from eight of the States (“the A8”) that acceded to the European Union on 1 May 2004.
The right to request flexible working has been extended to parents with children aged 16 and under.
Tier 2 of the new points-based immigration system, relating to the recruitment of skilled workers, came into force on 27 November 2008.
Tier 5 of the new points-based immigration system concerns temporary workers and those coming to the UK under youth mobility schemes.
These Regulations amend the Employers’ Liability (Compulsory Insurance) Regulations 1998.
The Safeguarding Vulnerable Groups Act 2006 was published on 1 March 2006 and received Royal Assent on 8 November 2006.
The Employment Bill received Royal Assent on 13 November and is now the Employment Act 2008.
The Independent Safeguarding Authority is being established to prevent those who are deemed unsuitable from working or volunteering with children and vulnerable people.
The Act creates an offence of corporate manslaughter in England, Wales and Northern Ireland, and corporate homicide in Scotland.
The Immigration, Asylum and Nationality Act, which was unveiled as a Bill on 22 June 2005 and enacted on 30 March 2006, will tackle illegal working through a new civil penalties scheme for employers by introducing fines of up to £10,000 per illegal employee, custodial sentences of up to two years and unlimited fines for those found knowingly to use or exploit illegal workers.
These regulations were revoked by the Waste Electrical and Electronic Equipment Regulations 2013.
The Childcare Act, which sets out new provisions for young children’s care and education came into force in April 2007.
These regulations increase the statutory minimum for paid holiday entitlement.
The Health Act 2006 includes a requirement that all enclosed public places and workplaces will become smoke-free in England and Wales.
Smoking in every pub, club and indoor public space in England has been banned from 1 July 2007
The Work and Families Bill received Royal Assent on 21 June 2006 and the Work and Families Act 2006 will deliver commitments outlined in the Ten Year Childcare Strategy and set out in the Government's response to the consultation “Work and Families: Choice and Flexibility” that closed on 25 May 2005.
This Order imposes specific gender equality duties on public authorities listed in the Schedule to the Order.
These regulations make various amendments to legislation so that it complies with the age strand of Directive 2000/78 EC establishing a general framework for equal treatment in employment and vocational training. They include the following changes:
The Equality Act 2006 came into force in April 2007.
These regulations amend the Accession (Immigration and Worker Authorisation) Regulations 2006 to allow Bulgarian and Romanian students to work full time during their vacations or as part of their vocational training and for four months after the completion of their studies without the need for authorisation.
The Waste Electrical and Electronic Equipment Regulations 2006 were laid before Parliament on 12 December 2006 and entered into force on 2 January 2007, so implementing the Waste Electrical and Electronic Equipment (WEEE) Directive (2002/96/EC).
The Disability Discrimination Act 2005, which amends the Disability Discrimination Act 1995, came into force in stages between 5 December 2005 and 4 December 2006.
The Regulatory Reform (Fire Safety) Order 2005 reforms the law relating to fire safety in non-domestic premises in England and Wales. It replaces fire certification under the Fire Precautions Act 1971 with a general duty to ensure, so far as is reasonably practicable, the safety of employees and to carry out risk assessments as well as a general duty, in relation to non-employees to take such fire precautions as may reasonably be required in the circumstances to ensure that premises are safe.
Implementation of Part 3 of the Health and Social Care (Community Health and Standards) Act 2003 introducing a scheme to recover the costs of treatment in certain cases.
This Act is the result of an extended consultation and it:
This order makes provisions that are a consequence of the coming into force of the Health Protection Agency Act 2004 by which the functions of the National Radiological Protection Board (NRPB) and the special health authority, the Health Protection Agency (Yr Asiantaeth Diogelu Iechyd) (HPA SHA) will be carried out by a new Health Protection Agency (HPA).
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