The Deputy Leader of the House of Commons (Tom Brake)
I am grateful for the contributions of all colleagues and for the support that they have expressed. I will speak briefly in support of the motion.
I thank the Chair of the Committee on Standards and the members of the Committee for their detailed and thoughtful report. During the debate, the Chair set out fully the background to the report, and the consideration and reasoning of the Committee in coming to its conclusions and recommendations.
The report sets out the relationship between the House, in particular the House of Commons Commission, and the thousands of people who come to work on the estate every day. The House is unusual in that many of the people who work on the estate are not employed by the House. That applies most obviously to Members of the House and Members’ staff. As the statutory employer, the House of Commons Commission has a duty of care to those it employs, which includes protecting them from bullying and harassment, including by third parties.
We heard from the spokesman for the Commission how seriously the House authorities, including the House of Commons Commission as the statutory employer, take their duty of care towards staff. It is important to reiterate, as did the right hon. Member for Rother Valley (Kevin Barron), that having a policy does not necessarily indicate that widespread problems exists. In such matters, prevention and planning are better than waiting for difficult situations to arise.
I know that we can agree that all workers on the estate deserve to be treated with dignity and respect. I echo my hon. Friend the Member for Caithness, Sutherland and Easter Ross (John Thurso) and the shadow Leader of the House in expressing my congratulations and those of the Office of the Leader of the House to the staff on the outstanding work that they do for us all in this place.
The respect policy is one of the ways in which the House aims to be an exemplary employer. It might be appropriate at this point to recognise the other good work that has been achieved by the House recently, such as its accreditation as a London living wage employer, the offer of minimum guaranteed hour contracts to all previously casually employed staff and the work to secure a long-term pay deal that paves the way for the modernisation of working practices. I am pleased that, as the shadow Leader of the House said, the unions are supportive of the policy we are debating.
I am grateful for the reassurances that have been offered to Members, particularly by the Chair of the Standards Committee. It is right that the bar for the acceptance of complaints for investigation by the commissioner is high, and that there is a higher requirement for confidentiality under the procedure for inquiries under the respect policy than for the other work of the commissioner. The House should also be reassured by the commitment to ensure that training is provided to ensure that managers are equipped to do their jobs, as was set out by the Chair of the Standards Committee. I note from the report that such training has already been provided to large numbers of staff. As the report states, the policy
“needs to be fair, and needs to be seen to be fair.”
Let me remind Members why the House needs the respect policy that has been developed. It is not right that members of staff do not have an independent process of appeal in respect of unresolved complaints relating to Members or their staff. Nor is it right that staff of the House, however senior, should adjudicate on the conduct of Members. The consideration by the Parliamentary Commissioner for Standards, followed by investigation and decision by the Committee on Standards, albeit only after an extensive prior process and where the conduct alleged is serious or prolonged, provides the authoritative and proportionate approach that will protect the interests of all parties.
This has been a helpful debate. I hope that the House will approve the motion so that the policy can come into effect.
Question put and agreed to.