Employment Rights Bill

Debate between Baroness Fox of Buckley and Baroness Kramer

Committee stage
Wednesday 21st May 2025 Lords Chamber

[Baroness Fox of Buckley (Non-Afl)]

My Lords, I rise with some trepidation to raise some problems with these amendments. I have to say that the noble Baroness, Lady Smith of Llanfaes, made an absolutely brilliant, compelling case for her amendments and has been amply backed up by others. However, I still think that, if you look at what these amendments would do, there is a danger here.

We have already discussed, in our debates on recent groups, mission creep in relation to the concept of harassment; we have talked about it a great deal. I am concerned about subsection (2)(a) of the proposed new clause to be inserted by Amendment 100, which relates to

“the prevention of gender-based violence and harassment of those in the workplace including the prevention of physical, emotional, and psychological abuse”.

Bringing that into the law would introduce a very wide and broad set of rules into the workplace.

I am absolutely sympathetic to taking on some of the problems that we have seen in workplaces—for example, people being stalked at their workplace or being stalked by fellow workers, as well as the kinds of domestic abuse that have been described, with the Harrods example of rape and so on—because all of those things are terrible. However, we should not shy away from the fact that it will be quite difficult to legislate on every aspect of every intervention between employees in a workplace if we are going to broaden it out to emotional and psychological issues. That is one problem: it is overly subjective.

The use of the phrase “gender-based violence” is in danger of confusing us as well, because we now know that there is a confusion between gender and biological sex. We should not shy away from the fact that that language has been confusing for some time. We need some clarity, not muddying. If we call it “gender”, this could turn workplaces into sites of perpetual ideological grievances and finger-pointing.

Let me give noble Lords an example. Proposed new subsection (3C), which would be inserted by Amendment 99, says that the aim is a “gender-responsive approach”. This, it says,

“means taking into account the various needs, interests, and experiences of people of different gender identities, including women and girls”.

I point out that women and girls are not a subsection of gender identities. Gender identities are, “Have ’em if you want ’em”, in my view. If we are serious about tackling violence against women and girls, do not throw them into this mix. We certainly cannot have gender identity created as a legal category by a well-intentioned amendment that would, in fact, undo the clarity we have recently had. These amendments completely conflict with the Supreme Court’s clarification of the distinction between biological sex as fact in law and gender identity, which is, I am afraid, often not just what people choose but part of an ideological activism that has, I would argue, been incredibly damaging to sex-based rights for women—often in the workplace.

We need to be very careful about proposed new subsection (3B) in Amendment 99. It talks of

“the duty of every employer to provide training to all employees on recognising and preventing violence and harassment in the workplace, with a focus on gender-responsive approaches”.

I get worried when the bosses are asked to provide training that is not about how you do your job, because training has become the vehicle that is often used not to protect employees from harassment but for viewpoint conformity and as an insidious form of harassment of anyone who does not conform.

We have to consider what this training consists of. I do not want to just say, “Oh yes, training, that is a good idea then”. The danger of training is that it can introduce all sorts of problems; and, in fact, training was the way that in most workplaces we now know that people misunderstood equality law. It was via training, informed by third-party organisations involved in the gender issue, that they started to adopt what has been called, by some KCs, “Stonewall law”. That is why so many organisations are now saying, “We were doing what we thought was legal”.

To finish, I will show the Committee how complicated it is. I hope noble Lords have read that incredibly moving and harrowing interview with Karen Danson, one of the eight Darlington nurses who are taking legal action against their employer, County Durham and Darlington NHS Foundation Trust, after they were forced to share a changing room with a male nurse who identifies as a woman and calls himself Rose.

As Karen explained in the interview, she had been abused as a child. She goes to work, where, as a nurse, she has to get to changed. In walks Rose, wearing only boxer shorts that are full of holes—details do matter in this instance—who keeps asking Karen why she is not getting changed. Karen, understandably, feels very disturbed. These amendments are about sexual harassment in the workplace. Karen and her colleagues go to their bosses and HR and say, “This is our changing room. We do not want to get changed in front of this man, however he identifies. What will you do about it?” What did HR say? It said that the nurses were the problem, called them transphobic and said they needed to be re-educated in trans inclusion; in other words, they were about to be sent on a training course.

I make my point that if you are the wrong kind of victim in a workplace in an ideological sense, you could be the victim of the training which tries to get you to accept “right” things, rather than protects your rights. I really admire the spirit of the way that the amendments were introduced. However, they are absolutely wrong-headed and we should reject them.

[Baroness Kramer (LD)]

I will just say to the noble Baroness, Lady Fox, that the greatest danger we have is that the Bill passes and yet we have groups of people in the workplace who are not in any way protected, or not sufficiently protected, either from violence or from harassment. I thought the case was brilliantly made by the noble Baroness, Lady Smith of Llanfaes, backed up by the noble Lord, Lord Russell of Liverpool, and the noble Baroness, Lady Jones of Moulsecoomb.

I say to the Minister: carpe diem. Here is an opportunity to make sure that there is not a gaping omission in the work that the whole Bill is attempting to do to provide proper protection in the workplace. I find it quite ingenious that the approach here is to try to use the Health and Safety at Work etc. Act. If the Minister has a better way of doing it, I am sure that everyone will be very eager and willing to listen. It contains within it the capacity for both investigation and enforcement. When we talked in previous groups, it was very evident that investigation and enforcement are very often the vital missing elements in the arrangements that we have set in place today. This seems to me to have been a very sensible approach to try to find an organisation that is appropriate and has the relevant kind of teeth.

I will not attempt to expand on the case as it has been made so eloquently. I am sort of filling in on this Bill when others have been called away—in this particular case to a NATO meeting. But I would have been very pleased to add my name to these amendments.