Paternity Leave (Bereavement) Bill

Baroness Anderson of Stoke-on-Trent Excerpts

2nd reading
Friday 17th May 2024 Lords Chamber

Moved by

[Baroness Anderson of Stoke-on-Trent]

That the Bill be now read a second time.

[Baroness Anderson of Stoke-on-Trent (Lab)]

My Lords, I thank my honourable friend Chris Elmore, the Member for Ogmore, for guiding this Bill through the various stages in the other House. I put on record that I am godmother to his son, Henry, so I am delighted to support his exceptionally important Bill through your Lordships’ House. I extend my thanks to all Members who spoke passionately in favour of this Bill in the other place, especially Darren Henry MP, who initiated this campaign there on behalf of a constituent, Aaron, whom I will return to shortly.

We are here today to provide a safety net for people experiencing grief beyond my comprehension. Whether you are a parent, grandparent, aunt, uncle or godparent, we all know the excitement that comes with news of an imminent addition to the family. For new parents, it must be a rollercoaster of emotions—excitement and joy at the thought of a new baby in the house, and worry about the responsibilities that come with parenthood. Focus will rightly be on the mother and preparing for the arrival of a new baby, whether it is a natural birth or those adopting or using a surrogate. Nothing is more exciting than a new member of the family.

However, many expectant parents will also start thinking about the financial impact of a new baby. After all, the Government’s own MoneyHelper website suggests that a newborn will cost a family £7,200 in the first year, excluding childcare costs. Therefore, it would not be unusual for one of the parents to think about moving jobs to help meet the costs of a growing family, not realising the impact on their employment rights. But the reality can be truly heartbreaking if something goes wrong. Just, for one second, imagine the horror. A mother dies in childbirth. Her partner is left alone with a newborn. I cannot imagine the grief and fear of the new parent, who is now facing the daunting prospect of sole responsibility for a tiny human. You have lost your life partner, and your baby has lost a parent. The grief, pain and fear are unimaginable. You know that your only responsibility is now to the baby you are holding, as you try to keep going just for them. But there is the funeral to arrange, the grief to try to manage—if that is even possible—the paperwork to tackle and some form of plan to make about how to raise your new child without the love and support of your partner.

Everything takes time and work is the last thing on your mind—until you realise that, because you started the new job within the last four months, you do not have the right to enhanced paternity leave you would have had, had you not taken that job. Therefore, rather than having up to a year to get yourself straight, you have a matter of days—and those are at the discretion of your boss. This is not a time when someone needs their employer’s discretion. It is not a time when you want to think about anything other than getting through the day. This is a time when you need to fall back on a legal safety net, to know that you can take the time to focus on rebuilding your shattered life.

But this is what is actually happening, albeit to a mercifully small number of people. There are 180 maternal deaths per year within 12 months of childbirth in the UK, but the small numbers we are discussing do not diminish the pain felt by those affected. Let me tell you about Aaron, whom I previously mentioned. Aaron, tragically, lost his wife, Bernadette, hours after she gave birth to their son, Tim. Aaron had moved employers in the months before Tim’s birth, and because of this did not have access to a statutory leave entitlement to care for Tim following Bernadette’s unexpected and tragic passing. The current rules left Aaron and other parents in this heartbreaking position without access to a statutory right to take time off work to care for their child and rebuild their lives.

Aaron’s story is not the only one to touch me during the passage of this Bill. Gingerbread has also shared the story of Simon Thorpe, who lost his partner not long after the birth of their child and felt at the mercy of his employer. It also raised the case of Lee, a father of two who lost his wife to cancer. Lee emphasised how difficult it is, particularly when you have more than one child. Not only are you grieving but suddenly, you have lost two incomes, and two sets of annual leave per year are now halved, so childcare costs a fortune; plus, there is the cost of living. If someone is lucky enough to be in a good job, there is dependants leave, but Lee’s company offers only five days of this per year. There is also special leave, which can be paid at the manager’s discretion but can also be unpaid.

The Bill before us will remedy this. It is the least we owe Aaron and Tim, Simon, Lee and the dozens of families like theirs, so that they know that their pain has led to us changing the law, meaning that no one else will experience what they have experienced. The Bill gained cross-party support in the other place, and I am pleased that it is now the duty of your Lordships’ House to consider this important Bill.

Once introduced, the Bill will put on the statute book a day 1 right to leave for employees who tragically lose their partner in the time surrounding childbirth or adoption. This will provide these individuals with the support and protection they need during one of the darkest periods of their lives. Moreover, even parents who do meet the continuity of service requirement to qualify for statutory paternity leave may not have access to a sufficient period to care for their child. Parents in this situation would still be reliant on the good will of their employer to take any additional time off work. The Bill will also close this gap in the legislation for all employed parents who have lost their partner around childbirth or adoption and moved employer in the months before the birth.

The Bill will create specific provisions for those bereaved partners using the paternity leave framework. The intention is that they will have access to up to 52 weeks’ leave during the first year of the child’s life, from the day after the mother or primary adopter of the child has tragically died. In addition, the Bill will enable regulations to be made to ensure that adoptive and surrogacy parents are also eligible for this entitlement if they face similar tragic circumstances. As a result, we will be able to offer the benefits of this entitlement to a wider range of parents.

Other sections of the Bill remove constraints on bereaved partners, which will make the leave entitlement easier to access. For example, the Bill removes the restriction whereby a parent who has taken shared parental leave cannot then take paternity leave. This means that a parent who has taken shared parental leave before the death of their partner can still take paternity leave. The Bill also allows provision to be made in regulations for the utterly heartbreaking situation where the child also dies. My heart goes out to anyone who experiences this. This could allow the employee to stay on this extended form of paternity leave, even though they would not be taking the leave for the required purpose of supporting the mother or caring for the child, but rather, trying to cope and find a way to deal with the overwhelming grief they will be experiencing.

The Bill also introduces two new powers. The first provides the ability to create, through regulations, enhanced redundancy protection for bereaved employees when they return from this extended form of paternity leave. The second enables regulations to be made to allow bereaved parents to keep in touch during their extended paternity leave. These “keep in touch” days enable employees to work with their employer for a limited number of days without their right to paternity leave being affected. I assure the House that the delegated powers in this Bill have been used in a way that mirrors the provision relating to existing family leave rights.

In conclusion, I believe that the Bill is in a good position thanks to the work of everyone in the other place. I want to see it succeed, because we have an opportunity today to make a real difference to the lives of those who will seek to rely upon this entitlement in the future. I am not naive enough to think that the Bill solves every problem, but it is a stepping stone to better employment rights for the people who need them most. I hope that, in time, money will follow this policy.

I have just one request for the Minister: in addition to his support for the Bill, can he confirm that it and all the relevant regulations will hit the statute book before the next financial year? I hope that, with the support of your Lordships, we will deliver a piece of legislation that supports people in the devastating situation of losing their partner at the same time as becoming a new parent. I beg to move.

--- Later in debate ---

[Baroness Anderson of Stoke-on-Trent (Lab)]

I thank all noble Lords for their contributions today. I am grateful to my noble friend Lady Taylor of Bolton for raising the impact of this heartbreak on the whole family, not just on the parents; to the noble Baroness, Lady Bennett of Manor Castle, for her support and for celebrating the work of Gingerbread, which has been instrumental in getting us to this point; and to the noble Baroness, Lady Bottomley, for reminding us that, thankfully, the numbers are so much smaller than they once were. However, one is too many, which is why we need to fix it.

I thank the Minister for signalling the Government’s ongoing commitment to this Bill, for the personal commitments that he has made and for taking the time to meet Aaron this morning. I also thank my Opposition Front Bench for their support and for stating that, whatever happens at the next election, we will ensure that this legislation is duly passed and that families are supported. I hope noble Lords on all sides of the House agree that this is essential legislation that will help support some parents and their families at one of the darkest periods of their lives.

Bill read a second time and committed to a Committee of the Whole House.

Workers (Predictable Terms and Conditions) Bill

Baroness Anderson of Stoke-on-Trent Excerpts

3rd reading
Monday 18th September 2023 Lords Chamber

Moved by

[Baroness Anderson of Stoke-on-Trent]

That the Bill do now pass.

[Baroness Anderson of Stoke-on-Trent (Lab)]

My Lords, I thank all those involved in getting the Bill to this stage. I particularly thank Scott Benton MP for steering it through its various stages in the other House; the Bill team, which has been so supportive; and, of course, the Minister and my noble friend Lord Leong.

The successful passage of the Bill will create a new right for workers to request a more predictable working pattern. It will address the unfair imbalance of power that exists between some employers and workers in atypical work, such as workers on zero-hours contracts and temporary workers. Workers will be empowered and encouraged to talk to their employers about their working patterns, safe in the knowledge that starting this conversation will not result in any detriment to the worker. It will give workers additional predictability and security of both hours and income, at a time when many workers with unpredictable or varying levels of income—as well as many others—are struggling with the rising cost of living. Workers will be better able to secure employment that suits their individual circumstances, helping them to feel more satisfied at work.

The Bill does not mean that our work is done in securing employment rights for those who need it most, but it is a crucial step on that journey. I am grateful for all the support for the Bill from all sides of the House. I beg to move.

[Lord Leong (Lab)]

My Lords, it is a great pleasure to support this Bill at its final stage. I particularly thank my noble friend Lady Anderson for taking the Bill through the various stages of the process. Of course, I also thank the Conservative MP Scott Benton for his willingness to work collaboratively to achieve this laudable objective. The passage of the Bill is an excellent reminder that good outcomes can be achieved even in politically and economically turbulent times. I am sure that many of us in this House will agree that when workers are treated with dignity, higher levels of well-being can lead to a range of benefits to businesses, especially around productivity, which will frequently be of more benefit to the employers than can be measured in wage costs. We fully support the Bill, which brings us one step closer to the protection of workers, and I look forward to seeing it passed in this House.

Workers (Predictable Terms and Conditions) Bill

Baroness Anderson of Stoke-on-Trent Excerpts

2nd reading
Friday 16th June 2023 Lords Chamber

Moved by

[Baroness Anderson of Stoke-on-Trent]

That the Bill be now read a second time.

[Baroness Anderson of Stoke-on-Trent (Lab)]

My Lords, before I move on to the detail of the Bill, I put on record that today marks seven years since we lost Jo Cox, our friend in the other place. It is important to recognise that today. She celebrated that we have more in common than that which divides us. I hope this Bill demonstrates that to be the case. I thank Scott Benton MP, the Member for Blackpool South, for steering this Bill through its various stages in the other place.

Trade unionism is in my blood. Securing a better deal for working people is one of the reasons I joined the Labour Party and first ran for election. I come from a family of proud trade unionists. My great-grandfather was the founding member of his Yiddish branch of cabinet makers in the East End of London, my grandfather was a blacklisted steel worker who became a miner, my father was the first trade unionist to lead industrial action in the insurance sector—he was then also duly blacklisted—and my wonderful mother was the deputy general secretary of Amicus before her retirement. It should surprise no one that I followed in these footsteps and became a trade union officer too. This is why legislation giving more rights to people at work is so important to me and why I am proud to be able to promote this Bill today. It is another chapter, albeit a limited one, in the journey of empowering workers and rebalancing power in the workplace.

There is some technical detail to cover today, but I invite noble Lords at the back their minds to remember that there are over 3.7 million people working on insecure contracts and 1.1 million on zero-hours contracts. It is easy to get lost in the scale of those numbers, but behind the statistics are families struggling to make ends meet and working people in dire need, not knowing how much will be in their pay packet at the end of the month. In the 21st century in the UK, there is no excuse for our fellow citizens to be experiencing that level of fear and the onus is on us to help them.

The 2017 Taylor review of modern working practices found that workers on zero-hours contracts, agency workers and temporary workers struggle where flexibility is one-sided in the employer’s favour. We know that some employers misuse flexible working arrangements to create unpredictability, insecurity of income and a reluctance among some workers to assert basic employment rights—rights that many of us take for granted. This one-sided flexibility means that workers need to be available to their employer with no guarantee of work. Employers can also schedule or cancel shifts with very little notice, leading to insecurity of hours and income for workers or, in the case of temporary or agency workers, dismissal at short notice. Many individuals working unpredictable patterns experience an imbalance of power with their employers, which leaves them afraid to ask their employer for more fixed conditions for fear of being dismissed or denied future shifts.

To address the issue of one-sided flexibility, the Taylor review recommended a new right to request a contract with guaranteed hours for zero-hours contract workers. This, in part, is why we are here today. The successful passage of the Bill will create a new right for workers to request a more predictable working pattern. A qualifying worker will be able to make a request if their existing working pattern lacks predictability in the hours and times they work or if it is a fixed-term contract for less than 12 months.

Both workers and employers will be able to retain the benefits of atypical forms of work, if that is what works for them, such as zero-hours contracts, temporary contracts and agency work, as this is a right to request more predictable working, not an entitlement to it. That will have to be the next step.

We know that atypical employment suits some, not all, groups, such as those working around their studies or caring responsibilities. Workers who are content to work in these circumstances will be able to continue to do so and employers will be able to decline requests on specific, statutory business grounds. The Bill will begin to address the unfair imbalance of power which exists between some employers and workers, empowering workers to talk to their employer about their working pattern, safe in the knowledge that starting the conversation should not affect their standing in the workplace.

Where this legislation is embraced by employers as a force for good it will give workers additional predictability and security of both hours and income, at a time when we know that too many people with unpredictable or varying levels of income are struggling with the cost of living.

The powers outlined in this legislation, if embraced by employers, will work for everyone. Workers will be better able to secure employment which suits their individual circumstances, increasing job satisfaction and helping many with their work/life balance. Businesses which accept their workers’ requests will reap the benefits of improved retention, as workers will not have to look for a new role to secure a working pattern which meets their needs.

The four clauses of and one schedule to the Bill will both introduce this important new right and ensure that it can be properly enforced. The Bill sets out the eligibility criteria for the new right. To ensure that as many workers as possible who have an unpredictable working pattern can benefit from this new right, all workers and employees will be eligible after an expected period of 26 weeks, subject to the secondary legislation. Given that the Bill targets workers with unpredictable working patterns, they are not required to have worked for their employer continuously over that period.

Specific provisions are also made for the eligibility of agency workers, given the unique way in which their working relationships function. Agency workers who make applications directly to hirers will be required to have worked for their hirer for at least 12 weeks continuously during the proposed 26-week period. This replicates the provision in the Agency Workers Regulations 2010 which states that, after 12 weeks’ continuous service, an agency worker will gain entitlement to a set of employment rights which are the same as if they had been recruited directly.

Employers’ responsibilities are also prescribed to support employers when they receive a request and to ensure that workers know what they should expect from their employer. Employers must deal with the request in a reasonable manner and notify the worker of their decision within a month.

The Bill also details the grounds on which workers may make a complaint to an employment tribunal. This will protect workers effectively if, for example, their employer does not consider their request in a reasonable manner, wrongly treats the application as withdrawn, dismisses or treats a worker poorly because of their request, or rejects an application on the basis of incorrect facts.

Workers will be permitted to make two requests for predictable working per year, in recognition that workers’ and businesses’ circumstances can change over the course of a year. If we have learned anything over the last five years, we know that the world can change beyond all recognition, seemingly overnight. This will mirror the number of flexible working requests which will be allowed under the Employment Relations (Flexible Working) Bill, which has recently passed its Second Reading in this House. As a package, this Bill’s clauses create an important new right to request a more predictable working pattern, which will carefully balance the needs of workers in unpredictable work with the needs of their employers.

In conclusion, I thank the Minister for indulging me today, and thank his officials, who have been so incredibly helpful and supportive. I also thank the policy teams at UNISON, the TUC and the GMB for providing briefings on the Bill; I look forward to working with them in the years ahead to make sure that our employment legislation really does balance power in the workplace and help drive both economic growth and enhanced wages. I thank all noble Lords who plan to speak on this important matter today. I am sure I will see support from across the House for action to tackle the issue of one-sided inflexibility.

This Bill is a starter for 10. There are many tweaks we could make to make this legislation better for workers, but I do not believe in allowing the perfect to be the enemy of the good. I hope your Lordships’ House will embrace my pragmatism and support the Bill. I beg to move.

--- Later in debate ---

[The Minister of State, Department for Business and Trade (The Earl of Minto) (Con)]

I thank the noble Baroness, Lady Anderson, for bringing this important Bill forward for debate today—it is a notable day. It is an honour to be here to confirm the Government’s ongoing support for it, and I thank all who spoke on this important matter. I also thank Scott Benton MP for initiating the process that has led to us debating this topic today. The Government are pleased to support this Private Member’s Bill, which will introduce a vital new right to request a predictable working pattern.

I watched the Bill’s progress through the other place with great interest, and I am pleased that it has arrived here for our consideration so swiftly. Its progress demonstrates just how much we can achieve through cross-party co-operation and the dedicated work of Bill sponsors across the political spectrum—in this case, Scott Benton MP and the noble Baroness, Lady Anderson. There is always an element of fragility in the parliamentary process for a Private Member’s Bill, but I am pleased that, so far, the Bill has met with consensus, and I hope that the same will be the case today.

Zero-hours contracts and other forms of atypical work are an important part of the UK’s flexible labour market, for both employers where there is not a constant demand for staff, and for individuals who need to balance work with other commitments such as childcare or study. However, as outlined by the noble Baroness, Lady Anderson, many workers experience the issue of one-sided flexibility, whereby workers have to be available to their employer with no guarantee of work. We recognise that receiving unpredictable and varying levels of income each month can make it difficult for some workers to pay their bills, especially during a time of cost of living challenges.

The Workers (Predictable Terms and Conditions) Bill will allow workers to request more predictable working arrangements, addressing this issue of one-sided flexibility, while also ensuring that workers are able to continue working on a zero-hours contract or another form of non-guaranteed hours or temporary contract if that is the type of contract which suits them. The Bill will allow individuals and businesses to strike the right balance between flexibility and predictability.

The Government fully appreciate that businesses are facing challenges, not least those associated with the rising cost of living, and it is vital that this new right does not place further burdens on our hard-working business owners. As the noble Baroness, Lady Anderson, explained, this new right will function in a similar way to the existing right to request flexible working. An employer will be able to refuse a request for a more predictable working pattern based on one of six specific statutory grounds, which are similar to those established for the right to request flexible working. These grounds build in vital flexibility for businesses, ensuring that they are not unfairly burdened by accepting requests which would, for example, generate burdensome additional costs or affect their ability to meet customer demand.

As the noble Baroness set out, the right will be available to workers who have been with their employer for a set period before they make their application. We will set this out in regulations and expect it to be 26 weeks. Given that this Bill targets workers with unpredictable working patterns, they will not have to have worked for their employer continuously during that period. This eligibility criterion ensures that as many workers with unpredictable working patterns as possible will be able to benefit from this new right.

Workers will be empowered and encouraged to start conversations with their employers about their working patterns, with the confidence that starting these conversations should not result in detriment to them. Businesses will benefit too from improved worker satisfaction, and therefore productivity. Accepting predictable working requests will allow businesses to retain valuable skilled staff. Facilitating high productivity, both through this measure and through the other five Private Members’ Bills we are supporting, will help to drive higher employment, better wages and economic growth—and hence, prosperity.

This House frequently adds much value and challenge through asking the right questions about the need for delegated powers in a Bill and their intended use. I am pleased to reiterate the assertion made by the noble Baroness, Lady Anderson, that the powers in this Bill are, as far as possible, in line with the delegated powers in existing legislation on the right to request flexible working. The powers contained in the Bill are also drawn as narrowly as possible.

The new right to request a more predictable working pattern is the latest in a series of measures that the Government have taken to support workers on zero-hours contracts and those on low pay. In 2015, the Government banned exclusivity clauses in zero-hours contracts, as the noble Lord mentioned, helping zero-hours contract workers to secure additional employment and boost their income. As of December 2022, this ban has been extended to exclusivity clauses in the contracts of workers with a guaranteed weekly income equivalent to or below the lower earnings limit of £123 per week. In April 2023, the Government increased the national living wage for workers aged 23 years and over by 9.7% to £10.42, the largest ever cash increase.

Further to these measures, the Government consulted on the right to request a more predictable contract in 2018, and the vast majority of respondents agreed with the creation of a right to request a more predictable working pattern. In response to this consultation, we committed to introduce a right to request a more predictable working pattern for all workers, including those on zero-hours contracts, agency workers and those on temporary contracts. This was followed by a commitment in the 2019 Conservative manifesto to introduce a new right to request a predictable working pattern. I am therefore delighted that the Bill reflects the Government’s previous commitments on this important issue.

The Bill forms part of a wider package of six government-supported Private Members’ Bills, which are delivering on our 2019 manifesto commitments on employment rights. Taken as a package, the Bills will enhance workers’ rights and support people to stay in work. They will help new parents, unpaid carers and hospitality workers. They will give all employees easier access to flexible working. I am delighted that four of the Bills have now gained Royal Assent and become law, and I look forward to seeing the predictable working Bill and flexible working Bill complete their parliamentary passages shortly.

I will address some points made by Members during this debate. While this is a Private Member’s Bill, I am pleased to explain the Government’s policy position on these points. On the question about employment law raised by the noble Lord, Lord Davies, the Queen’s Speech set out an ambitious legislative programme that includes a competitive set of Bills that enable us to deliver on priorities such as growing the economy, which will, in turn, help to address rising living costs and get people into good jobs. There is no employment Bill, but we are making good progress in bringing forward alternative legislation to deliver on our manifesto commitments on employment. I do not have the detail on the specific effects on pensions, so I will write to the noble Lord with the detail he requests.

On the issue raised by the noble Lord, Lord Palmer of Childs Hill, I believe that I have explained the length of time that needs to be applied, for both agency workers and other workers. On the question of flexible working and cancelled shifts, my understanding is that a consultation has been held and they are now waiting to respond in due course.

I mentioned the national living wage. While I take the point about zero-hours contracts, I believe that they now affect only 3% of the workforce—a very valuable part of the workforce, who are extremely useful for a lot of businesses with unpredictable work requirements. Some 75% of people on zero-hours contracts report that they work part-time, compared to only 24% of other people in employment, and 26% of people on zero-hours contracts are in full-time education, compared to only 3% of people in other employment, so they fulfil a valuable role.

On the point made by the noble Lord, Lord Leong, we entirely agree with the concept of an engaged and stable workforce. This involves a balance between workers’ rights and the need for employment; it always has, and, I imagine, always will. I completely understand the worry about the increasing pace of technology and the advance of AI, and what effect that may have on the employment numbers. The Government are looking at that most carefully.

Supporting the Bill is in line with the Government’s ongoing commitment to build a strong and flexible labour market that supports participation and economic growth. It has been encouraging to see that there is support from across the political spectrum in the House for this important measure, as is clear from today’s debate. I look forward to continuing to work with the noble Baroness, Lady Anderson, as the Bill progresses through this House.

[Baroness Anderson of Stoke-on-Trent (Lab)]

My Lords, I thank all noble Lords for their contributions today, especially my noble friend Lord Davies of Brixton, who highlighted how far we still have to go. I also thank the noble Lord, Lord Palmer, for his support, my noble friend Lord Leong for making it clear that this legislation is supported by my Front Bench and the Minister for signalling the Government’s ongoing and continued support for this and the other legislation that follows as part of Private Members’ Bills. This is a stepping stone in the long journey of securing comprehensive employment rights for all who work in the UK, but it is a vital one for those who find themselves in insecure employment. It might not be perfect but it is an important step forward and I therefore invite noble Lords to support the Second Reading of the Bill.

Bill read a second time and committed to a Committee of the Whole House.