Nia Griffith MP: speeches

Speeches

• 10 Dec 2024 · Employment Rights Bill (Tenth sitting) · Hansard source

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  Clause 18 will strengthen the protections for whistleblowers by making it explicit that sexual harassment can be the basis for a protected whistleblowing disclosure. It will do so by amending part 4A of the Employment Rights Act 1996, adding sexual harassment to the list of relevant failures about which a worker can blow the whistle. For context, to qualify for whistleblowing protection, a worker needs to have a reasonable belief that their disclosure tends to show one of the relevant failures and that the disclosure is in the public interest. A worker who blows the whistle by making a protected disclosure has the right not to suffer a detriment or, if they are an employee, not to be unfairly dismissed. This measure will provide welcome clarity that sexual harassment can form the subject of a qualifying disclosure. This is because, as a result of the measure, a worker will not need to identify an existing legal obligation, criminal offence or breach of health and safety in order to make a qualifying disclosure about sexual harassment. We anticipate that the measure will have wider benefits, including enabling more workers to use whistleblowing routes to speak up about sexual harassment, and sending a clear signal to employers that workers who make disclosures must be treated fairly. Workers will have legal recourse if their employer subjects them to detriment for speaking up. This is one of the steps that we are taking to tackle sexual harassment at work. According to data from the Office for National Statistics, more than a quarter of those who have experienced sexual harassment in England and Wales said they had experienced it at their place of work. That must change. I commend the clause to the Committee. Question put and agreed to. Clause 18 accordingly ordered to stand part of the Bill . Clause 19 Right not to be unfairly dismissed: removal of qualifying period, etc Question proposed, That the clause stand part of the Bill.

• 10 Dec 2024 · Employment Rights Bill (Tenth sitting) · Hansard source

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  Free speech is absolutely a cornerstone of British values, but I remind the hon. Member that harassment is not free speech. They are two different things. The Bill concerns employer liability for workplace harassment, which is a serious issue, not to be underplayed. As with all cases of harassment under the Equality Act 2010, courts and tribunals will continue to be required to balance rights on the facts of a particular case, including the right to freedom of expression. Harassment is a serious matter that involves being subjected to unwanted conduct of various types that, as set out in the Equality Act, “has the purpose or effect of violating” the employee’s “dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment” for the employee. Those who seek to harass people at work will not be tolerated. The hon. Member raised a number of potential scenarios relating to potentially offensive or upsetting speech. It is important to note that in employment tribunal claims for harassment, if certain conduct has a humiliating or degrading effect on the recipient but that was not its intended purpose, the tribunal must consider whether it was reasonable for the conduct to have had that effect. It is not a purely subjective test based on the view of the recipient. The reasonableness and the facts of the individual situation must be considered. On that note, I ask the Committee to accept the clauses unamended. Question put and agreed to. Clause 15 accordingly ordered to stand part of the Bill. Clause 16 Harassment by third parties

• 10 Dec 2024 · Employment Rights Bill (Tenth sitting) · Hansard source

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  We have had a full and thorough debate, and I thank my hon. Friends—in particular my learned hon. Friends the Members for High Peak and for Gloucester—for making many valuable arguments, and everybody for contributing their personal experiences. I remind the Committee that clause 15 requires employers to take all reasonable steps to prevent sexual harassment of their employees. Including “all” emphasises the thorough approach that employers must take; at the same time, the requirement remains limited to steps that are “reasonable”. The concept of “all reasonable steps” has the advantage of being well established and familiar to employers and employment tribunals. That is a really important point, because the clause clarifies and makes things easier and more straightforward, rather than complicated and burdensome, which is the implication of some of the amendments. I thank the hon. Member for Dundee Central for speaking to new clauses 39 and 40 tabled by the right hon. Member for Dwyfor Meirionnydd. I pay tribute to the right hon. Lady for her work on violence against women and on stalking, and indeed to the work of her predecessor on stalking. I reassure the hon. Gentleman and the right hon. Lady that the Government entirely support the importance of ensuring that workers, including women and girls, are protected from workplace violence and harassment. There is already in place a strong and appropriate regulatory regime that provides protection to workers from violence and harassment. If the hon. Gentleman so desires, I will ask the Health and Safety Executive to write to him on that point.

• 5 Dec 2024 · Employment Rights Bill (Eighth sitting) · Hansard source

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  I thank my hon. Friend for her valuable contribution; she reminds us that flexible working can often be a real help in getting people into work. The changes in the Bill will support employers and employees to agree solutions that work for both parties and increase the take-up of flexible working. The Opposition amendments, new clause 26 and amendment 132, proposed by the hon. Member for Mid Buckinghamshire, include a requirement for an assessment of the impact of the Bill’s provisions on flexible working to be produced before the provisions can be commenced. The Government resist those amendments. They have already produced a comprehensive set of impact assessments, which was published alongside Second Reading and based on the best available evidence on the potential impact of the Bill’s measures on business, workers and the wider economy. Our proportionate assessment included labour market and broader macroeconomic analysis considering the impact of these changes on individuals and businesses. It also provided a breakdown of the impacts on employment tribunals, small business and individuals with protected characteristics. We intend to refine that analysis over time, working closely with businesses, trade unions, academics and think-tanks. The analysis published alongside the Bill describes the overall business impact as neutral. Businesses may see benefits in improved productivity, employee loyalty, worker satisfaction, staff retention and the ability to attract a wider range of employees. It is important to remember that businesses can still reject flexible working requests on eight valid business grounds, including the burden of costs. As is standard practice, the Government will publish an enactment impact assessment once the Bill reaches Royal Assent, in line with the requirements of the better regulation framework. That will account for where the primary legislation in the Bill has been amended in its passage through Parliament in such a way as to change the impacts of the policy on business significantly. That impact assessment will be published alongside the enacted legislation. We will then publish further analysis alongside future consultations, ahead of secondary legislation to meet our better regulation requirements. I therefore ask Opposition Members to withdraw their amendments.

• 5 Dec 2024 · Employment Rights Bill (Eighth sitting) · Hansard source

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  If I may continue, the point is that there is significant leeway. Basically, the way the provision is worded takes into account the context of the particular type of business. There are many different types of roles in the security services, as has been pointed out, and different things will apply in different circumstances. There is plenty of opportunity there.

• 5 Dec 2024 · Employment Rights Bill (Eighth sitting) · Hansard source

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  Let me make a couple of quick points to sum up. The Opposition are trying to say that most businesses already do this, but this is not about the principle of introducing flexible working; it is about making the process straightforward, clear and consistent across businesses. As my hon. Friend the Member for Gloucester said, by ensuring that clarity, it may well reduce the number of cases that get taken to tribunal. If most businesses are already doing this, why do we want to legislate? Well, we do not want those businesses to be penalised for doing the right thing. We want everybody to be offered the opportunity of flexible working within the reasonableness of their working situation, and with the opportunity for employers to refuse on the eight specified grounds. That will spread best practice not only in it being offered in all places of employment, but in the way that any request for flexible working is dealt with. That is an explanation of the context. As we have clearly said, our impact assessment has provided an initial analysis of the impacts that can follow, but we will update and define them as we further develop the policy. In fact, part of the clause is specifically about the Secretary of State having the power to provide further detail. We are confident that as most businesses already participate in this process, make the appropriate responses to their employees and understand the system, it will be not a huge new burden to them in any way. I remind Committee members yet again that dealing appropriately with requests for flexible working can considerably help recruitment and retention for businesses. On that note, we reject the amendments tabled by the Opposition. Question put and agreed to. Clause 7 accordingly ordered to stand part of the Bill. Clause 8 Statutory sick pay: removal of waiting period Question proposed, That the clause stand part of the Bill.

• 5 Dec 2024 · Employment Rights Bill (Eighth sitting) · Hansard source

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  Flexible working is essential to helping people achieve a better work-life balance. It can lead to employees being happier, healthier and more productive. Having the ability to vary the time, hours and place of work is also key to the functioning of the UK’s flexible labour market. Improving access to flexible working is therefore good for employees and good for business. That is why we have committed to making flexible working the default, unless it is not reasonably feasible. I reassure members of the Committee that my team has fully engaged with members of the Security Service, particularly on amendment 132 and not just the write-around, which is quite important. I am, of course, looking forward to this year’s Mid Buckinghamshire pantomime—I assume the hon. Member for Mid Buckinghamshire will play the role of a secret service special agent. To return to the clause, the Government accept that employers must be allowed to make decisions about what is and is not reasonably feasible so that they can ensure that business operations are able to run effectively. We are therefore retaining the existing legal framework, which allows employers to reject flexible working requests on one of eight specified business grounds. The Bill makes it more likely that requests will be accepted and that flexible working will become the default. It contains the three following measures. First, it creates a new requirement that employers may refuse a flexible working request only if it is reasonable to do so on the basis of at least one of the eight specified business grounds. Secondly, the Bill requires employers to state the ground or grounds for refusing requests and explain why they consider it reasonable to do so. Under the current framework, an employer must only notify the employee of the decision; there is no requirement for an employer to explain the basis of a decision, which can mean a lack of clarity and transparency for the employee if their application is refused. While these measures do not remove the employer’s ability to make a decision on whether a flexible working request is reasonable, they do require the employer to explain and justify that decision and, in turn, the measures open up that decision for scrutiny by an employment tribunal. Finally, the current legislation is silent on how to meet the requirement to consult when rejecting a request. We think it is important to provide employers and employees with greater clarity around the process if the employer intends to reject a request, so we are inserting a new power for the Secretary of State to make regulations setting out the steps that employers must take when consulting with the employee before deciding to refuse a flexible working application. We do not want to create bureaucracy for the sake of it. To ensure we get the balance right, we will work with stakeholders and undertake a full public consultation in partnership with business, trade unions and third sector bodies. The consultation will consider what the process should be, and that will ensure we get the balance right before we lay regulations. Taken together, these measures are designed to encourage the acceptance of more requests, to improve clarity on decisions, to encourage more careful consideration of requests and to encourage constructive dialogue between employers and employees. We believe that this will help to make flexible working the default in a sensible and pragmatic way. There is strong evidence to support our approach. Research by the equal parenting project, for example, found that 75% of UK managers believe that flexible working increases productivity and that 62.5% believe that it boosts motivation. Yet, according to the flexible jobs index 2023, although nine in 10 people want to work flexibly, only six in 10 employees are currently working flexibly and only three in 10 jobs are advertised with flexible working.

• 5 Dec 2024 · Employment Rights Bill (Eighth sitting) · Hansard source

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  I draw the Committee’s attention to my interests, and to my membership of the Union of Shop, Distributive and Allied Workers and the National Education Union. The hon. Member for Mid Buckinghamshire seeks to amend clause 7 in order to commit the Government to exempting the security services from the requirement to refuse a flexible working request only when it is reasonable to do so against one of the eight reasons set out in legislation. His amendment would also exempt the security services from having to explain to an employee why their request for flexible working could not be met. My hon. Friends the Members for Birmingham Northfield, for Worsley and Eccles and for Gloucester have pointed out many good reasons why that is unnecessary, and I will explain why I think the same. The grounds for refusing a flexible working request are intentionally broad, so that they capture all the business reasons that may make such a request unfeasible. That applies to the security services as it does to any other employer. I will not read out all eight reasons, but I will give some examples. The work may not be able to be reorganised among other staff, or quality or performance may be negatively affected. There may be a lack of work at a particular proposed time, or the business’s ability to meet the demand of customers—we have mentioned the Home Office—may be negatively affected. There is a huge range of reasons that could be used, and they would surely cover—

• 5 Dec 2024 · Employment Rights Bill (Eighth sitting) · Hansard source

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  What really matters is that flexibility is in-built, and I am sure that colleagues in the Home Office will be able to use it. The other point that the hon. Member for West Suffolk might like me to address is whether giving a reason could expose something that it would be undesirable to expose—in other words, whether any explanation given would incur a breach of security. In many cases—probably the majority—the reason for refusing a flexible working request will not involve matters of national security. It might be a matter of not being able to reorganise the work among existing staff to facilitate a requested working pattern, or there being insufficient work during the period someone has asked to work. Those reasons will be no different from what other employers are considering. In most cases, it will be possible for an employer to give reasons for their refusal without disclosing any sensitive information. There will certainly be cases where matters of national security come into play, but there are already protections in place. The grounds for refusal given by the employer have to be made public only at the point at which legal proceedings are started. In the unlikely event that an employee makes a claim in the employment tribunal, the tribunal is able to conduct all or part of the proceedings in private, or to order a person not to disclose any document. I therefore invite the hon. Member for Mid Buckinghamshire to withdraw his amendment.

• 26 Nov 2024 · Employment Rights Bill (Second sitting) · Hansard source

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  I refer to my entry in the Register of Members’ Financial Interests and my membership of USDAW, the Union of Shop, Distributive and Allied Workers.

• 26 Nov 2024 · Employment Rights Bill (First sitting) · Hansard source

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  I also refer to my declaration of interests. I am a member of the USDAW trade union.

• 21 Nov 2024 · International Men’s Day · Hansard source

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  No, but I am sure, that, as a vet, the hon. Member would still urge men to get checked out. Lastly, the Opposition spokesperson, the hon. Member for East Grinstead and Uckfield, talked about the collegiate debate that we have had, how male allies help on women’s issues and women allies help on male issues, and the importance of voluntary groups and positive role models, which are so important in this area. Many men and boys with mental health issues are still not getting the support and care that they need, with men shockingly three times more likely to die from suicide than women. That is why this Government will fix the broken system and ensure that we give mental health the same attention and focus as physical health. We intend to provide access to specialist mental health professionals in every school in England, and recruit an additional 8,500 mental health workers across children and adult services. We have already started to make changes. Earlier this month, we introduced the Mental Health Bill, which will modernise the Mental Health Act 1983. The Bill will ensure not only that our legislation is fit for the 21st century, but that men and boys get the crucial support that they need. Men are three times more likely to die from suicide than women, and this Government are committed to tackling suicide as one of the country’s biggest killers. As part of that, the 8,500 new mental health staff we will recruit will be specifically trained to support people at risk, to reduce the lives lost to suicide. The suicide prevention strategy for England published in September 2023 identifies a number of groups for tailored or targeted action at a national level, including children and young people and middle-aged men, and we are exploring opportunities to go further. Some 79 organisations have been allocated funding from the two-year 2023 to 2025 £10 million suicide prevention grant fund, and are delivering a broad and diverse range of activity that will prevent suicide and help to save lives. The charity Second Step in Bristol, for example, provides men who are in psychological distress or have recently self-harmed but are not in contact with mental health services with short-term emotional and practical support interventions via its Hope Project, including developing support plans that give people hope. Users of the service have said that this work is life changing. While we know that there are gendered health impacts, there is still much that we do not know; however, we remain determined to reduce health inequalities wherever they fall. As I mentioned, one thing that we can all get behind is working with NHS England, which is partnering with Prostate Cancer UK. I repeat the message of that important campaign: “Use Prostate Cancer UK’s risk checker, understand your level of risk, and make an informed choice about whether to have further tests.” We are working with Prostate Cancer UK to launch TRANSFORM, a nationwide screening study supported by £16 million of Government funding, so that we can ensure that men receive a diagnosis as soon as possible. Some illnesses are simply more prevalent among men. Men are more likely than women to consume alcohol at harmful levels. They are also more likely to smoke and suffer from addiction. Ensuring that they have access to help and support that works for them is crucial to breaking the cycle. That is why it is so important that in addition to the public health grant, the Department of Health and Social Care has allocated local authorities a further £267 million in 2024-25 to improve the quality and capacity of drug and alcohol treatment and recovery. Alongside the steps that we are taking to support smokers to quit and to provide gambling support services, that represents a huge commitment to ensuring that men are able to break the cycle of addiction and disadvantage. We know that the pressure on men, particularly young men, to achieve an idealised body image has increased in recent years. While the impact of body image on girls has been taken seriously, when it comes to boys it can be trivialised, despite having wide-reaching consequences. That is why through statutory health education, secondary school pupils are taught about the similarities and differences between the online world and the physical world. Body image is explicitly covered in the topic of internet safety and harms, but can also be covered in topics such as respectful relationships, online relationships, online media, mental wellbeing, and physical health and fitness. The teacher training modules of those topics are free to download. In trying to combat some of the online misogyny and undesirable influences that we have heard about, I would like to mention one initiative in Wales, where influencers and role models from Welsh sports teams, music and popular entertainment streaming, such as reality television, are used to generate a positive response. For example, Ben Davies, Joe Morrell and David Brooks from the Wales football team got together for a locker-room chat on positive masculinity and what men can do to help women feel safe in public. The content was released to tie in with Wales’s Euro qualifiers and White Ribbon Day. We have heard about the many problems, but of course there is hope. I pay huge tribute to all those organisations working hard to make this hope a reality and offering support, whether in a small or more extended way, to men up and down the country. I highlight the work of Llanelli men’s shed in my constituency, which recently moved into new premises in North Dock. It is part of Men’s Sheds Cymru and the wider Men’s Sheds movement across the UK. Men’s Sheds and other organisations like it create those important spaces to improve men’s health and wellbeing. Last year, I met an inspirational men’s support group run by the Stroke Association where men can discuss how stroke has affected them physically, mentally and emotionally. I assure the House that we as a Government take seriously all the issues raised, and I look forward to hearing many more discussions about the issues and problems men face and the wonderful work being done to help men. Long may we continue to work together to tackle the challenges that men can face.

• 21 Nov 2024 · International Men’s Day · Hansard source

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  Before I start my speech, I would like to pay a huge tribute to Lord Prescott, even though he caused great consternation to my hon. Friend the Member for Newport East (Jessica Morden) when she was standing right behind him as general secretary of Welsh Labour during a certain incident in north Wales. I am sure John would have welcomed today’s debate, campaigning as tirelessly as he did to extend opportunities, champion worker’s rights and, as mentioned by the Liberal Democrat spokesperson, the hon. Member for Winchester (Dr Chambers), open up on his own mental health. My sincere sympathies go to his family at this time. He will be sorely missed, but fondly remembered. We have had a very positive and constructive debate today, in that lovely consensual way on a Thursday afternoon when we look at the real issues and think how we can tackle them and what we need to do. I am pleased to respond in this debate, celebrating International Men’s Day and joining 80 countries in marking the contribution that men make to our world. I thank my hon. Friend the Member for Bishop Auckland (Sam Rushworth) for making sure we have this opportunity. He is the vice-chair of the APPG on men and boys’ issues, and now we have found out who the chair is: the shadow spokesperson, the hon. Member for East Grinstead and Uckfield (Mims Davies). I am sure there is a great partnership there and that we will hear a great deal more from them about the priorities and the things that we need to tackle. I thank all Members who have taken part in the debate. We have certainly had a very thoughtful array of contributions. In particular, my hon. Friend the Member for Bishop Auckland, who opened the discussion today, was man enough and brave enough to open up about his own issues and how he shared those with one of his local groups. So many local groups and the excellent work that they have done have been mentioned in today’s debate. As my hon. Friend outlined, some of the main issues are health, suicide, crime—whether it be committing a crime or being a victim of a crime—exclusion from schools, social and cultural expectations, and the need for positive male role models. There was, of course, also a large focus on mental health, education, entertainment and the position of influencers. My hon. Friend the Member for Brent East (Dawn Butler) mentioned a number of very important organisations in her constituency. She spoke about prostate cancer and that pernicious issue of the subculture, incel, and the harm that it is causing. We then heard from the hon. Member for Broadland and Fakenham (Jerome Mayhew) who mentioned his own excellent volunteer groups, including the Aylsham men’s shed. My hon. Friend the Member for Leyton and Wanstead (Mr Bailey) talked about young men, who, when genuinely considering teenage issues such as body image and relationships in a perfectly normal way, are targeted by extremists with horrendous misogyny, bigotry and homophobia. They are being set against the institutions that keep our society together. There is so much that we need to do in that area. As my hon. Friend mentioned, it is about restoring young men’s hope—restoring hope that they have a future—and helping them to achieve their goals. My hon. Friend the Member for Leeds Central and Headingley (Alex Sobel) focused very clearly on the issues of trans men and transphobia. I would just say to him that the Government are absolutely committed to ensuring that trans people can receive the care and support that they need when accessing NHS services. We frequently engage with a wide range of stakeholders in this area, including the LGBT+ health adviser, Dr Michael Brady. My hon. Friend the Member for Darlington (Lola McEvoy) spoke about the need for men to talk and to be able to access the services that they need. She talked about a whole range of services, right from the time of needing paternity leave through to the needs of veterans—the whole age range of need for support for men. My hon. Friend the Member for Rugby (John Slinger) talked about tackling stereotypes. That reminded me of a quite old-fashioned headteacher, who I once worked under in a school in Swansea. She said to the boys, “If you want to be in the rugby team, you must be in the choir.” That is the same sort of idea: breaking down the stereotypes that men should not be doing artistic, wonderful and creative things as well as physical things. My hon. Friend also mentioned the tragedy of suicides and again talked about the organisations in his constituency that have done very good work in helping men in that respect. My hon. Friend the Member for Bracknell (Peter Swallow) talked about stereotypes and the pressure of those stereotypes, men’s suicide, the need for mental health support for men and the need to encourage men to talk. The spokesperson for the Liberal Democrats, the hon. Member for Winchester (Dr Chambers), talked about farmers and how extraordinary and welcome it is to find middle-aged farmers now opening up. Again, he mentioned the issue of prostate cancer and how, as a doctor, he would advise every man to get checked. He stressed the importance of being open about health and talking about it.

• 21 Nov 2024 · International Men’s Day · Hansard source

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  I remember the hon. Member’s maiden speech. I remember it very clearly. None of us will ever forget it.

• 6 Nov 2024 · Job Creation · Hansard source

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  This Government are absolutely committed to economic growth across all parts of the United Kingdom.

• 6 Nov 2024 · Job Creation · Hansard source

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  Our mission to kick-start economic growth will deliver good jobs and growth in Wales. Just last month, our international investment summit secured over £63 billion in private investment into the UK. Since July, we have secured over £1 billion of investment into north Wales, creating and sustaining 400 well-paid jobs in manufacturing.

• 6 Nov 2024 · Job Creation · Hansard source

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  The Budget includes a total of £320 million and a commitment for the investment zones in Cardiff and Newport and in Wrexham and Flintshire. This is a crucial part of our work with the Welsh Government to provide a rocket boost for sectoral strengths such as the creative industries, the life sciences and advanced manufacturing, including our world-leading compound semiconductor cluster.

• 6 Nov 2024 · Farming: Support · Hansard source

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  The hon. Member will know as well as I do that the new Leader of the Opposition is the one who sold our farmers down the river, negotiating deals with places such as Australia and leaving our farmers open to increasing quotas on imported meat. I assure him that this Government are committed to promoting robust standards, nationally and internationally, to protect consumer interests and to ensure that consumers have confidence in the food that they buy. We will consider the full range of tools at our disposal to uphold the UK’s commitment to high standards. That includes using our influence in the World Trade Organisation and other multilateral bodies to argue for better and fairer trading rules.

• 6 Nov 2024 · Farming: Support · Hansard source

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  I recently met the Deputy First Minister of Wales to discuss a range of matters relating to farming. In September, the inter-ministerial group meeting on rural affairs agreed to improve food security and environmental land management by increasing the exchange of data and insights on farming support schemes. I was also pleased to see the Budget protecting Welsh farm budgets at current levels for the financial year.

• 8 Oct 2024 · Draft Government of Wales Act 2006 (Devolved Welsh Authorities) (Amendment) Order 2024 · Hansard source

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  I thank the Opposition spokesperson for his contribution this morning, but I would just like to take issue with this: it is quite extraordinary that he can stand there and talk about funding—of all the things to talk about. We know that the settlement to the Welsh Government has been very considerably reduced over the last 14 years, and that has to lie at the feet of the former Government. That is entirely their responsibility, and how that very small cake is then divided up is an enormous challenge. But I digress, Mr Vickers, and I am sure that you as Chair would not wish me to dwell further on this issue. I simply say that the order will make the changes to the list of devolved Welsh authorities in schedule 9A of the 2006 Act to take account of the establishment of the Commission for Tertiary Education and Research and the dissolution of the Higher Education Funding Council for Wales. I offer my thanks for the productive manner in which the UK and Welsh Governments have worked in preparing this draft order, and I commend it to the Committee. Question put and agreed to.

• 8 Oct 2024 · Draft Government of Wales Act 2006 (Devolved Welsh Authorities) (Amendment) Order 2024 · Hansard source

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  I beg to move, That the Committee has considered the draft Government of Wales Act 2006 (Devolved Welsh Authorities) (Amendment) Order 2024. It is a pleasure to serve under your chairmanship, Mr Vickers, and indeed, it is a pleasure to lead my first debate of this nature as a Wales Office Minister. The draft order, which was laid on 21 May 2024, will make modifications to the list of devolved Welsh authorities in schedule 9A to the Government of Wales Act 2006 in the light of the Senedd’s Tertiary Education and Research (Wales) Act 2022. The 2022 Act provided for the establishment of the new Commission for Tertiary Education and Research—also known as Medr—which came into operation from August this year. The commission is now the regulatory body responsible for the funding, oversight and regulation of tertiary education and research, encompassing all post-16 education in Wales. To that end, it took on the functions of the Higher Education Funding Council for Wales, which has been dissolved. The Government of Wales Act established a delineation between devolved Welsh authorities and reserved public authorities. Devolved Welsh authorities are those that are accountable to Welsh Ministers and to the Senedd. Conversely, reserved public authorities are accountable to the UK Government and to Parliament. Section 157A of the 2006 Act defines devolved Welsh authorities as a public authority whose functions “are exercisable only in relation to Wales” and which “wholly or mainly…do not relate to reserved matters.” The Commission for Tertiary Education and Research meets those conditions and is therefore a devolved Welsh authority. In addition, a public authority is a devolved Welsh authority if it is included in the list in schedule 9A to the 2006 Act. That list also serves helpfully to confirm the public authorities that meet the definition. Section 157A(5) of that Act includes a power to amend that schedule so as to add, remove or revise entries to reflect changes in the landscape of devolved Welsh authorities. Accordingly, this draft order, which was laid under the previous Administration, will remove the reference to “The Higher Education Funding Council for Wales or Cyngor Cyllido Addysg Uwch Cymru”, which has been dissolved, and replace it with “The Commission for Tertiary Education and Research or Comisiwn Addysg Drydyddol ac Ymchwil” to reflect the changes brought about by the 2022 Act. This ensures that the list remains up to date. In line with requirements in section 157A of the Government of Wales Act, I am pleased to confirm that the draft order was approved by the Senedd on 18 June. I also welcome the positive work that has taken place between the Wales Office and Welsh Government officials in preparing it. I therefore commend the order to the House.

• 11 Sept 2024 · Economic Growth · Hansard source

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  I welcome my hon. Friend to his place, and am very sorry to hear about the recent redundancies at Swansea University. Only last week, the Secretary of State and I met with Professor Paul Boyle, vice-chancellor of Swansea University and chair of Universities Wales, to discuss the challenges facing Welsh institutions and ways of supporting the higher education sector in Wales. We recognise that Welsh universities, including Swansea, have a huge contribution to make, both to our mission of growth in the economy and within their local regions. Colleagues at all levels in the UK and Welsh Governments are working closely together to safeguard those universities’ potential amid the difficult economic circumstances we have inherited.

• 11 Sept 2024 · Economic Growth · Hansard source

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  This Government’s No. 1 mission is to kick-start economic growth across the United Kingdom. Wales can be at the forefront of that mission, with renewable energy, advanced manufacturing, our vibrant creative sector, fintech and the life sciences each offering huge opportunities to create jobs and drive growth.

• 11 Sept 2024 · Economic Growth · Hansard source

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  As the hon. Member quite rightly says, farmers make a huge contribution both to the economic growth of this country and to our food security. That is why we are absolutely determined to work hand in hand with the Welsh Government to ensure that we can offer the very best to our Welsh farmers.

• 11 Sept 2024 · Economic Growth · Hansard source

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  I welcome my hon. Friend to her place. As she quite rightly says, transport plays an essential role in driving economic growth across Wales. My right hon. Friend the Secretary of State met the Transport Secretary last week to discuss rail connectivity, including the performance of Avanti. As the Secretary of State has set out, the Government are clear that the performance of Avanti has not been good enough, with too many cancellations and delays. So Ministers and officials are now holding regular performance reviews with Avanti and Network Rail, and monitoring Avanti West Coast compliance with its contractual obligations, with the aim of securing better services for her constituents.