Employment Rights Bill

Debate between Baroness Lawlor and Lord Hendy

Committee stage
Thursday 5th June 2025 Lords Chamber

[Lord Hendy (Lab)]

My Lords, my Amendment 214 is designed to provide an effective remedy against an employer which defies an order of the CAC to provide trade union access. This is a situation where the trade union has applied to the employer for an agreement for access and been refused. The trade union has then gone to the CAC and succeeded in obtaining an order for access, which the employer has defied. The employer has had the opportunity to appeal to the EAT and has either declined to appeal or has had its appeal refused. In that situation, the Bill merely provides that a union can apply for a fine to be paid, not to it but to the CAC. That is no real deterrent and no incentive either for the union to enforce the CAC award, knowing that it will not result in compulsion for the employer to obey the order of the CAC. My amendment provides enforcement by way of a High Court injunction. That is an established procedure often used against trade unions for breach of their obligations in relation to industrial action. Some equivalence is surely justified here.

[Baroness Lawlor (Con)]

I support Amendments 212 and 213 in this group tabled by my noble friend Lord Jackson. I agree that a 24-hour notice period is necessary, particularly for small businesses, because access to the workplace by third parties can be disruptive. Visitors calling unannounced can disrupt a carefully organised schedule between an employer and his or her employees. The 24-hour notice period would allow employers to prepare for a visit and to reschedule certain tasks. I support exempting smaller businesses from some of these arrangements, because it is very hard to organise smaller businesses with third-party interruptions.

Retained EU Law (Revocation and Reform) Bill

Debate between Baroness Lawlor and Lord Hendy

Report stage
Monday 15th May 2023 Lords Chamber

[Baroness Lawlor (Con)]

I am sorry, my Lords, but it was clearly expressed, and it was expressed again in 2019. A mandate was given to the Executive to remove EU laws; it was not given to this Chamber to hold it up.

[Lord Hendy (Lab)]

My Lords, I doubt very much whether the will of the people was to remove the rights of working people. I doubt very much whether those who voted for Brexit voted to remove the rights and entitlements that they had inherited from EU law.

I too support the amendment in the name of the noble and learned Lord, Lord Hope. Last Wednesday, 10 May, to which the noble Lord, Lord Hodgson of Astley Abbotts, referred a moment ago, was a busy day for the Government. On that day, in the other place, the Secretary of State for Business and Trade made a Written Statement about this Bill, pointing out that amendments would be tabled to it. At the end of the Statement, she said:

“As part of this drive for deregulation, today I can announce that we will make improvements to employment law which could help save businesses around £1 billion a year, while safeguarding the rights of workers”.—[Official Report, Commons, 10/5/23; col. 16WS.]


And she gave some indication of what those changes might be.

On that same day, the Department for Business and Trade also published a booklet called Smarter Regulation to Grow the Economy. From the last couple of pages of that we learn what is in the Government’s mind: first, the requirement under the working time regulations to keep records of hours worked is to be removed. How businesses and their workers will be able to ensure compliance with the remainder of the regulations was not explained. Secondly, eight days of UK holiday are to be added to the 20 days of EU holiday for workers; but, it appears, this may result in economic loss, as the days allowed by the EU are paid on a different, higher basis than the UK days. Thirdly, rolled up-holiday pay—a technicality of employment law—is to be permitted, but the effect is to remove what was introduced as a protection for workers. Fourthly, the obligation to consult over redundancies is to be removed for small businesses.

Those changes are not very great, although they may be significant for some. In the vast number of amendments to this Bill that have been tabled—in particular, the 600 pieces of EU-derived legislation identified by the Government for removal or partial removal—I have looked at where those weakened employment rights are to be found. They are not there. The reason they are not there is that they will be introduced by statutory instrument after the Bill has become law.

We in Parliament need the chance to scrutinise what will otherwise be a constant stream of statutory instruments removing and weakening workers’ employment rights and health and safety at work rights. That is why I support the important amendment from the noble and learned Lord, Lord Hope.