Chamber and committees

The Scottish Government does not hold this information. The number of nursery service cancellations and registrations is a matter for the Care Inspectorate. The Care Inspectorate publish data on service cancellations and registrations (available here: https://www.careinspectorate.com/index.php/statistics-and-analysis, however the published data does not go back as far as 1999.

Crown Estate Scotland estimate £186 million will be paid by the developers for the 50-year lease for the Inch Cape Offshore Wind Farm site. This figure is based on Minimum output and tenant projections for production over the 50 year period, based on 2025 RPI.

While Scottish Government officials regularly engage with Crown Estate Scotland, which administers seabed leasing for offshore wind and sets the terms of those leases, employment conditions in the supply chain for the Inch Cape Offshore Wind Farm have not been discussed specifically.

Although employment law is reserved, we will continue to use the levers at our disposal to promote fair work practices across the labour market in Scotland.

Employment and industrial relations legislation is reserved to the UK Parliament. While this remains the case, the Scottish Government will continue to use our Fair Work policy to drive up labour market standards for workers across the Scottish labour market.

Ministers are clear that the best way to protect Scotland’s workers is by devolving employment law. However, Ministers welcome the UK Government’s Employment Rights Bill and continue to work with them to ensure it has a positive impact across Scotland.

There have been no discussions with the UK Government specifically regarding trade union recognition or the application of the national minimum wage in the maritime supply chain for the Inch Cape Offshore Wind Farm.

Through the Scottish Government’s Fair Work policy, all employers across Scotland, which would include those involved in the Offshore Wind sector, are encouraged to adopt Fair Work principles. The Fair Work Action Plan asks employers right across Scotland to play their part, while setting out what support is available to help them realise the benefits of fair, diverse, and inclusive workplace practices.

Scotland’s offshore wind sector is expected to generate significant employment opportunities. Based on evidence available across a number of individual studies, the Scottish Government’s Offshore Wind Focus paper estimates the Offshore Wind sector in Scotland could support as many as 10,400 to 54,000 jobs. We do not hold specific figures on the number of shore-side and seafaring jobs in Scotland that will be supported by the construction of the Inch Cape Offshore Wind Farm.

The Scottish Government remains committed to supporting the growth of Scotland’s offshore wind sector, investing up to £500 million over five years to support market certainty, and help create a highly productive, competitive offshore wind economy with thousands of new jobs.

Seafarer employment legislation is reserved and a matter for the UK Government. Guidance published by the UK Government in 2018, and updated following 2020 legislation, can be found here: Minimum wage: seafarers and other people working at sea - GOV.UK.

As such, no assessment of the pay and conditions of seafarers working on vessels at Inch Cape Offshore Wind Farm has been made by the Scottish Government.

The SPCB’s approach to partnerships and accreditations is governed by our Diversity and Inclusion commitments and aims. The SPCB assesses accreditations having regard to issues such as budget and resource implications (including staff time to achieve the accreditation), alignment with the SPCB’s purpose and values, and the extent to which the accreditation supports the delivery of strategic aims and alignment with our policies, practices and procedures. While the SPCB does not intend to apply for Period Positive Workplace certification at this time, the SPCB is confident, having reviewed the Period Positive Workplace implementation plan, that it already has arrangements in place which are recognised as best practice for an inclusive, period positive workplace. This includes providing free period products in all toilets within Holyrood, a Period and Menopause policy and guidance for managers in supporting their staff. In order to ensure that this continues to be the case, the SPCB is committed to reviewing its Period and Menopause Policy so that it continues to meet the needs of its staff.

This is a matter for the individual non-departmental public bodies. You can find links to each body’s website at https://www.gov.scot/publications/national-public-bodies-directory/pages/executive-non-departmental-public-bodies/ where each body will have their published annual accounts which should cover staffing costs.

The proposed ETS expansion is part of a whole-system approach set out in the final Circular Economy and Waste Route Map, making incineration a less attractive waste treatment method while limiting the production of plastic upstream and increasing its removal from the waste stream prior to incineration.

Supporting policies include the ban on certain Single Use Plastic Items, implementation of an Extended Producer Responsibility for packaging scheme this year and the commitment to require kerbside collection of plastic film and flexible packaging.

The Scottish Government is aware that the best way to mitigate ETS costs is to produce less waste and we will continue to work to put policies in place that reduce fossil-based waste in the residual waste stream.

That is why the primary focus of the Scottish Government continues to be on transitioning to a circular economy and preventing waste from occurring in the first place.