Chamber and committees

The Phase 1 pilot programmes have now been fully evaluated and a report produced on the strengths of each approach, as well as considerations for the future. The Phase 1 evaluation is available here: https://sportscotland.org.uk/about-us/our-publications/archive/school-swimming-in-scotland-phase-1-evaluation

Phase 2, which is already underway, will further develop each approach and test the implementation of the school swimming framework, and is expected to be completed by the end of the academic year 2023-24.

The Scottish Government will continue to work with sportscotland, Scottish Swimming, and various local and national partners to support Phase 2 of the school swimming pilot, and will continue to consider the best approach for a continued roll out of a National Framework for school swimming over the coming years.

As announced by HM Treasury on 14 November 2016, the Scottish Government's population-based settlement from the UK Government's Apprenticeship Levy was £221 million in 2017/18, £230 million in 2018/19 and £239 million in 2019/20. This funding was allocated as part of the block grant.

Since 2020-21 the Scottish Government has not received a specific allocation of Apprenticeship Levy revenue. Scotland receives a Barnett Formula share of funding via the block grant in the usual way.

Scottish Government exploratory analysis of HMRC data suggests that the amounts contributed by Scottish employers in 2020-21 and 2021-22 were similar to those published by HMRC for earlier years, in the region of £220 million to £240 million.

The Scottish Public Services Ombudsman (SPSO) prioritises cases based on a number of factors. These include whether the person bringing the complaint, or person affected, is vulnerable; any immediate health issues of the complainant or person affected; whether the subject matter of the complaint is urgent and ongoing or time critical; and the impact. The SPSO encourages people to contact them if their circumstances change or if that they feel their complaint should be prioritised, so the priority level can be reviewed.

The Scottish Social Services Council (SSSC) are the independent regulator of the social service workforce in Scotland. SSSC protects the public by registering the workforce, setting standards for their practice, conduct, training and education and by supporting their professional development. Groups of workers subject to registration with the SSSC are set by Scottish Ministers within the Regulation of Care Act (Scotland) 2001.

The role of ‘healthcare assistant’ does not have a standard definition and the term is used for different roles within the health and social care workforce. Due to the varying definition of this role, it is currently unclear which roles would and would not be appropriate for SSSC registration. While some healthcare assistants job roles may meet the requirement for SSSC registration, many will not. Accordingly, while there are no current plans to commence SSSC registration for all individuals named as healthcare assistants, many will already retain registration with SSSC due to the specific nature of their role (i.e. as a practitioner in a care at home service).

Scotland is making great strides towards becoming a leading Fair Work nation.

The number of accredited Real Living Wage employers is up from 14 in 2014 to over 3,500 in 2023. That’s proportionately 5 times as many than the rest of the UK, and some 65,000 workers in Scotland have had a pay rise as a result of accreditation, making a real impact for people in the lowest paid jobs.

Our support contributes to 89.9% of employees aged 18 and over in Scotland being paid at least the real Living Wage (2023 data), higher than Wales 87.1%, England 87.0%, NI 84.4%, and the UK overall 87.1%.

Building on the work of the Fair Work Convention we’re pressing forward with sectoral agreements in Adult Social Care and Construction, as well as Retail with to help put those sectors and their workforces on a sustainable footing for the long term.

The median gender pay gap has continued on a long-term downward trend and has now reached a record low of 1.7% in 2023 for full time employees in Scotland, lower than the overall UK gap of 7.7%.

The Disability Employment Gap fell further to 30.2 percentage points in 2023 – a decrease from 31.9 p.p. in 2022 and the lowest it has been since our baseline year in 2016 when it was 37.4 p.p. There is still work to do but this suggests that we are on track to achieve our ambition to reach 18.7 p.p by 2038.

Fair Work First principles were applied to some £4bn public funds since 2019, and in 1 July 2023 we took this further by adding the requirement that all grant recipients awarded a public sector grant pay at least the real Living Wage and provide appropriate channels for effective workers’ voice.

Through the Workplace Equality Fund we focused on providing financial support for employers to address longstanding barriers in the labour market that particular priority groups experience, including disabled people, women, racialised minorities and older workers. In 2023-24 the WEF investment was almost £600,000 across 10 projects, bringing the total spent to over £3.2m on 71 projects since 2018 [1] . This year we are evaluating the effectiveness of the WEF to inform future interventions.

In financial years 2020-21 and 2023-24, we invested £1.2 m in the Apt Public Social Partnership (PSP)which worked to improve the recruitment and retention of disabled people by developing and testing different types of support for employers. The PSP engaged with employers in the private and third sectors, with a particular focus on SMEs throughout Scotland. An independent evaluation of the PSP’s impact will be commissioned in 2024-25. Employers involved in the partnership to date have reported benefits such as improved recruitment and retention processes, increased confidence in having conversations about employment with disabled people, and increased awareness about the benefits of a diverse workforce.

We have repeatedly voiced our opposition to legislation at Westminster that undermines workers’ rights, including the Trade Union Act 2016, the Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2022, hire and rehire, and the Strikes (Minimum Service Levels) Act 2023.

We have been proud to support pay deals for public sector workers that reflect the vital jobs that they do. Last year pay deals were around £800 million greater than planned and our total expenditure on public sector pay is now around £25 billion – over half of our fiscal resource. On average public sector pay in Scotland is around 6% more than the rest of the UK.

[1] Total investment in WEF projects since 2018 is £3,194,500

We’re determined to do all we can to reduce alcohol-related harm and are working closely with Alcohol and Drug Partnerships and the third sector to do so. Drug and alcohol services have seen a significant increase in funding as a result of the National Mission to ensure treatment services are in place to support people impacted by alcohol and drugs.

For example, we are exploring the evidence around Managed Alcohol Programmes and are delighted to be able to contribute to the running of the innovative model being piloted in Glasgow by Simon Community Scotland and its evaluation.

In addition, we are working with stakeholders to create a national service specification alongside guidance for alcohol treatment in Scotland, supported by a meaningful treatment target. This work will build on the forthcoming UK-wide Clinical Alcohol Treatment Guidelines, developed by Office for Health Improvement and Disparities.

Scottish Government has no current plans to update the prevalence-service utilisation ratio for people who are dependent on alcohol in Scotland.

The role of ‘healthcare worker’ does not have a standard definition and the term is used for different roles within the health and social care workforce. An individual may work under the title of ‘healthcare worker’, but hold registration with the Scottish Social Services Council (SSSC) as, for example, a Practitioner in a Care at Home Service for Adults.

There is nothing in current legislation that would prevent an individual in this circumstance working under the title of ‘healthcare worker’ with either disciplinary proceedings outstanding with the SSSC or who have been found unfit to practise by the SSSC from being employed by the NHS. Healthcare Assistants employed by the NHS do not come within the remit of SSSC registration. While pre-employment checks of NHS staff are a matter for NHS Boards to decide, it is possible to check the SSSC register when employing a healthcare worker as a matter of good practice. If Heath Boards were to do so they would see from the register if there was a suspension order or removal order in place due to a fitness to practise issue.

The Scottish Social Services Council (SSSC) are the independent regulator of the social service workforce in Scotland. SSSC protects the public by registering the workforce, setting standards for their practice, conduct, training and education and by supporting their professional development. Groups of workers subject to registration with the SSSC are set by Scottish Ministers within the Regulation of Care Act (Scotland) 2001.

The role of ‘healthcare assistant’ does not have a standard definition and the term is used for different roles within the health and social care workforce. Due to the varying definition of this role, it is currently unclear which roles would and would not be appropriate for SSSC registration. While some healthcare assistants job roles may meet the requirement for SSSC registration, many will not. As such, there are no current plans to consider registration with the SSSC for healthcare assistants employed by the NHS.

The contract between Biffa and Circularity Scotland Ltd was a contract between two private companies. The Scottish Government provided no security, guarantee or other assurance to Biffa in relation to its obligations under the contract that it entered into with Circularity Scotland.

The Scottish Government regularly confirmed our continuing commitment to DRS in Parliament, in public statements, and to those businesses and other stakeholders involved in the implementation of DRS. A letter was sent to Biffa in May 2022 confirming the government’s commitment to DRS.