Have you taken any steps to ensure that London businesses are encouraged to disclose data on (a) how many employees are in in-work poverty and,

(b) the employment status of all employees?

Employers do not routinely collect or publish data on in-work poverty in their workforce. However, my Good Work Standard encourages employers to publish executive pay ratios, gender, disability and ethnicity pay gaps, and address disability pay gaps. In addition, I also encourage London businesses to make their pay levels and bands accessible and transparent, and to only use non-standard contracts when they are beneficial for both the worker and employer.

The Good Work Standard also outlines the importance of employers providing the same contractual rights to part-time and fixed term workers as permanent full-time employees. Providing a range of staff benefits, interest-free loans, and signposting to financial wellbeing resources to help with living and housing costs, are all crucial in addressing in-work poverty.