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- How will the Children's Wellbeing and Schools Bill Impact Employers?
How will the Children's Wellbeing and Schools Bill Impact Employers?
- Employment Law
Peninsula Group, HR and Health & Safety Experts
(Last updated )
Peninsula Group, HR and Health & Safety Experts
(Last updated )
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From setting out maximum working hours to improving teacher’s pay – the new bill on children’s welfare has been introduced to parliament.
The Children's Wellbeing and Schools Bill aims to provide better support for schools and educational facilities. There’s a clear focus on protecting children’s safety, welfare, development, and overall education.
The details on the bill are still being discussed in parliament. Yet, employers should stay on top of potential legal changes that could impact their business. Without proper compliance, you could end up facing hefty fines, business closure, and even criminal prosecution in serious cases.
For more information on the upcoming Children’s Wellbeing Bill, speak to one of our expert HR consultants today. Let’s take a look at how the new Bill will impact employers in the educational sector and beyond.
What is the Children’s Wellbeing and Schools Bill?
The Children's Wellbeing and Schools Bill is a proposal to provide better child protection, as well as improve the educational system. The main focus of the Bill is to ensure no child falls through gaps within different educational and social care services.
From an employment perspective, the Bill looks at providing suitable employment without impacting the health, development, and education of children. It also looks at improving teachers’ pay and conditions.
It’s important to note that as of January 2025, the Children’s Wellbeing and Schools Bill has yet to pass fully into law. Despite that, employers should get ready for legislative changes that could impact their educational and social care businesses.
What is the current law on employing children?
The Children and Young Persons Act 1933 (CYPA) is the main legislation that covers the employment of children in England and Wales. The act sets out age limits, maximum working hours, and restrictions on the type of work children can do.
The Department of Education states fundamental CYPA regulations will still stand, even after the passing of the Children’s Wellbeing Bill. For example, children will still only be allowed to do ‘light work’. This will vary depending on age, as well as other legal factors.
The work must also not harm their safety, health, development, school attendance, or participation in work experience. Caps on weekly hour limits still stand; as well as bans on working during school days.
How will the Children's Wellbeing and Schools Bill impact employers?
The Children's Wellbeing and Schools Bill is set to impact schools and local authorities. But it doesn’t just cover child welfare and safeguarding issues. It also includes numerous HR factors for businesses working closely with children.
Let’s look at how the Children's Wellbeing and Schools Bill will impact employers:
Children’s employment
The Bill aims to propose the following changes to child employment laws:
Sunday working: The Bill removes restrictions for children, so they’re allowed to work for two hours on a Sunday. Sunday employment laws will be amended in England, so that Sunday is treated the same as Saturday.
Working time: Children will be allowed to work until 8pm instead of 7pm. They’ll only be allowed to work for an hour before school – placing their education as top priority.
Permits to work: Children will only be allowed to work with a compulsory work permit. This ensures a greater focus on safeguarding during work.
Teachers pay and conditions
All teachers will become part of the same core pay and conditions framework. (This is also known as the School Teachers’ Pay and Conditions Document or STPCD).
Having a unified core offer on terms and conditions will provide clarity to teachers across all kinds of educational facilities and positions. It’s also beneficial for HR teams when it comes to increasing staff turnover rates.
The School Teachers’ Review Body (STRB) will consider any flexibilities within the framework. The change will take place no earlier than September 2026.
Qualified Teacher Status
All new teachers will require Qualified Teacher Status (QTS) or should be working towards it. Under the Bill, they’ll also need to complete an induction period.
Improving work conditions for all teachers leads to engagement, motivation, and employee retention. With high-quality teaching, children receive the best school experience to help them succeed in life.
Regulatory regime
The Bill is set to make changes to the regulatory regime for teachers. This came about after concerns that some teachers being allowed to continue teaching after having potentially engaged in gross misconduct or relevant offences.
This action is set to extend across a wider range of schools, like further education colleges. It will also apply to all teaching staff, even those who aren’t fully employed as teachers (like part-time SEN staff or supply teachers).
Get expert advice on the Children’s Wellbeing and Schools Bill with Peninsula
The Children’s Wellbeing and Schools Bill aims to provide more flexibility for businesses that hire children. But all with a better focus on the health, development, and education of children – helping your business remain legally compliant and ethically sound.
Peninsula offers expert advice on the Children’s Wellbeing and Schools Bill. We offer specialised guidance on HR contracts and documentation – ensuring your business meets all its HR compliance.
Want to find out more? Contact us on 0800 028 2420 and book a free consultation with one of our HR consultants today.
Sources
Children’s Wellbeing and Schools Bill | UK Parliament
- How will the Children's Wellbeing and Schools Bill Impact Employers?
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