In sexual offence cases, there can be a legal right of anonymity for sexual offence complainers, but this requires a decision by a court to be made to protect a person's identity in a given case. Separate from this, there is a long-standing non-statutory protocol operated by the media not to name complainers in sexual offence cases.

Lady Dorrian's independent review on the management of sexual offence cases was published on 18 March 2021. The review recommends that complainer anonymity in rape or other sexual offence cases is put on a statutory footing. We will give the report and its recommendations careful consideration as we look to build on actions already taken to improve the support provided to all participants in sexual offence cases and to promote efficient case management. Decisions on implementation of the report will be a matter for the incoming Administration.

The Scottish Government will require green port operators and businesses directly benefitting from new tax incentives to adopt the Scottish Government’s Fair Work First approach, as a condition of their designation or eligibility respectively.

We expect to see detailed plans on the actions the operator and businesses will take to ensure the Fair Work First approach and criteria are embedded within and across the green port environment and individual organisations.

The Scottish Government is clear that green port operators and businesses benefitting from linked tax incentives or any other government funding must continue to adhere to the conditions of their designation or eligibility. This is a key matter that we have been very clear with the UK Government on, as we have developed the Applicant Prospectus for green ports in Scotland.

Under Scotland’s green port model, green port operators and eligible businesses operating within a green port area will be required to adopt the full Fair Work First criteria and commit to becoming a Scottish Business Pledge signatory. The Scottish Business Pledge asks members to commit to:

• Three core (mandatory) elements: Payment of the Real Living Wage; No inappropriate use of Zero Hours Contracts; Action to address Gender pay Gap; and,
• Any 5 of the following 7 elements according to their particular sector: Investing in a Skilled and Diverse Workforce; Workforce Engagement; Environmental Impact; Prompt Payment; Innovation; Internationalisation; Playing an active role in the Community.

We are confident that our green port model reflects the Scottish economic policy context, with its central focus on worker’s rights; protection of the environment, and driving inclusive and sustainable growth.

The Scottish Business Pledge and its criteria is under constant review.

We recognise the financial challenges being experienced by businesses in the construction sector, particularly smaller firms and tradespeople whose business relies on doing work in domestic premises. The limited funding made available to us to support businesses means that we are simply unable to support all sectors experiencing disruption as a result of restrictions. We therefore have no plans at present to provide direct financial support to small building and construction firms.

I would, however, encourage businesses in this sector and whose trade has been impacted by the pandemic to access the UK Government's Self Employment Income Support Scheme and the Coronavirus Job Retention Scheme which will support them in meeting staffing costs and addressing salary shortfalls. We continue to do all we can to support the sector through these difficult times through the Construction Leadership Forum and our Construction Recovery Plan.

The Scottish Government requires that green port operators and businesses directly benefitting from any new tax incentives will adopt the Scottish Government’s Fair Work First approach. We intend this as a condition of being permitted operator status, or being entitled to specific tax incentives related to operating within a green port.

Specifically, upon being awarded green port status operators will be expected to have become signatories to the Scottish Business Pledge. This will also be required of business who wish to set up in the green port and take advantage of the incentives on offer.

Green port operators and businesses directly benefitting from new tax incentives will be required to adopt Fair Work First. In doing so, they will be encouraged to use the Scottish Government’s Fair Work First guidance to inform their approach and to advance Fair Work as they develop. We recommend that employers within the green port zone engage constructively with relevant trade unions and where a union is not present, with appropriate worker representatives to ensure effective decisions are made about workplace matters.

All Fair Work First criteria will be incorporated into the design and operation of green ports in Scotland. Fair Work First asks employers to commit to:

• appropriate channels for effective voice, such as trade union recognition.
• investment in workforce development
• no inappropriate use of zero hours contracts.
• action to tackle the gender pay gap and create a more diverse and inclusive workplace.
• payment of the real Living Wage.

The Scottish Government does not hold data about how many businesses have been ineligible for any form of assistance from its COVID-19 support schemes.

The Scottish Government has engaged with animal welfare groups as new firework regulations have been progressed through secondary legislation. A meeting took place on 17 December 2020 with the Scottish SPCA to discuss the measures that were being introduced. The Scottish SPCA indicated support for the new regulations and the impact they will have on animal welfare.

The Scottish SPCA and British Veterinary Association were also represented on the Firework Review Group. Animal welfare concerns were a key area of consideration for the Group, including the impact fireworks use has on pets, wildlife and livestock. Both organisations supported the Group’s final recommendations for change in how fireworks are sold and used in Scotland.

We expect Health Boards to ensure their staff are appropriately trained and developed for their roles, as per the Staff Governance Standard. The standard complements the training expectations set out in individual professional and regulatory requirements.

Introduced in February 2018, the Scottish Intercollegiate Guidelines Network (SIGN) developed a clinical guideline, about the use of medication to manage migraines. The clinical guidance is based on what we know from current medical research. It also gives advice based on the opinion of healthcare professionals who are trained on how best to manage people's care.

All boards have been encouraged by the Scottish Government to establish care interface groups, which will cover work in improving the management of headaches. the Royal College of General Practitioners Scotland have also been supported by the Scottish Government to develop tools and resources to support boards establish these groups.

The Scottish Government remains committed to improving neurological care and support in Scotland, including for people with migraine. The Neurological Care and Support Framework includes a commitment to promote and support the implementation of Healthcare Improvement Scotland (HIS) General Standards for Neurological Care and Support 2019. General standards for neurological care and support (healthcareimprovementscotland.org)

These standards articulate what people with neurological conditions should expect to receive in terms of high quality care from the health and social care organisations that support them, and it is intended that organisations use these standards to demonstrate that they are delivering this. Standard 3 states that organisations should ensure that staff have the education, training and information to deliver care and support to people living with neurological conditions, appropriate to roles and workplace setting. The accompanying criteria states that this should be aligned to appropriate guidance, standards and best practice, where available. Discussions to explore the introduction of quality assurance arrangements for the standards are being taken forward with HIS. The Scottish Government expect Health Boards to ensure their staff are appropriately trained and developed for their roles, as per the Staff Governance Standard. The standard complements the training expectations set out in individual professional and regulatory requirements.

Work on implementing the provisions of Part 3 (Bus Services) of the Transport (Scotland) 2019 Act was paused while officials had to prioritise the Scottish Government’s response to the Coronavirus pandemic. However, work has now restarted and an online stakeholder workshop was held on 17 March 2021 which covered the range of options, including local authority run bus services. Stakeholder views will inform the development of a public consultation exercise to run later this year. This consultation will, in turn, inform the development of secondary legislation and guidance. The date of coming into force will depend on a number of factors including the time it takes to consider the outcomes of the consultation, as well as Parliamentary scheduling.