Employment Rights Bill

Lord Barber of Ainsdale Excerpts

Committee stage
Tuesday 3rd June 2025 Lords Chamber

[Lord Jackson of Peterborough (Con)]

My Lords, I rise with the soothing balm of cross-party collaboration to support the excellent amendments put forward by the noble Lords, Lord Pitkeathley of Camden Town and Lord Palmer of Childs Hill. I declare at the outset an interest as a member for more than 20 years of the Chartered Institute of Personnel and Development, an estimable professional body. More importantly, I have been made redundant twice. My experience of redundancy is that it is often a difficult and traumatic experience if you are working for a small company or if you are relatively new to the company. I certainly had a great deal of sustenance and support from my trade union representative in securing and expediting a reasonably successful outcome in what could have been a very difficult period financially for me in that situation—this is many years ago.

I think the benefit of these amendments is that they look from the perspective of the small employer in the example given by the noble Lord, Lord Pitkeathley, and from the employee’s perspective in the example given by the noble Lord, Lord Palmer. I think that, for people who have, for various reasons, chosen not to join a trade union, it is important that not just anyone, not their mate from the pub, but a professional accredited person can accompany and support them in this.

Normally, I would not want to amend a Bill unnecessarily, but I genuinely think it would not be administratively and financially onerous for these amendments to be added to the Bill, and in fact they would improve it. I would not say they are cost free, but they would be important in saving potentially significant amounts of money if, as the noble Lord, Lord Pitkeathley, has said, they would alleviate or ameliorate the possibility of an escalation to expensive litigation and an employment tribunal. Having an expert in the room with you can sometimes dissipate the anger, the frustration and the sense of a battle between two sides, and in that respect it is sensible.

For those reasons, with the proviso that I have experienced these issues myself, I think the amendments are sensible and I look to the Minister to give them due consideration. They would not add to the burden of businesses, and in the long term they would save significant amounts of money.

[Lord Barber of Ainsdale (Lab)]

My Lords, I oppose Amendments 132 and 137. Both of them seek to expand the list of organisations recognised in law to represent workers. Amendment 132 relates to representation in reaching settlement agreements, while Amendment 137 refers to representation in hearings at workplace disciplinary and grievance hearings.

At present, the law specifies that individuals can be supported by trade unions, fellow workers or, in respect of settlement agreements, lawyers or other qualified people from, for example, the respected network of citizens advice bureaux. Both amendments propose that the right to representation be extended to professional bodies specified by the Secretary of State, and Amendment 132 refers in particular to CIPD members. I have to say I am genuinely puzzled about which other professional bodies would wish to take on this new role.

In short, the law should rest where it stands. Workers should be represented, where they are present, by workers’ organisations—trade unions—that, where appropriate, can provide legal representation. The CIPD is widely respected as an organisation of HR professionals, but it essentially represents employers’ interests and would surely be conflicted if it were to take on this very different role.

I know my noble friend Lord Pitkeathley is motivated by a wish to ensure that people working in small and medium-sized businesses without trade union representation should have relevant expertise available to help resolve difficult workplace issues. I support that aspiration, but ACAS—which I chaired for six years, to declare an interest—has the responsibility and the independent, impartial expertise to conciliate in such matters, and a considerable track record of success in doing so. Far better to ensure that it has increased resources to provide this vital service in the interests of both parties in any such dispute, rather than muddying the water on the issue of who is competent and appropriate to represent workers. I hope that both these amendments will not be pressed.

[Lord Ashcombe (Con)]

My Lords, it seems that, yet again, the noble Lord, Lord Barber, and I are not going to quite agree. I support both these amendments, particularly the one in the name of the noble Lord, Lord Palmer.

I would like to look at the amendments from the point of view of the employee. When an employee finds themselves in a disciplinary or grievance hearing—we heard from my noble friend Lord Jackson of Peterborough earlier—it signifies a profound breakdown in their relationship with their employer. It is a moment fraught with stress, uncertainty and fear; one where an individual may feel their professional life is unravelling before them. They may question how they will continue to support their family, whether they can afford to remain in their home, and what their future may hold.

Large corporations, such as the one I work for, have the benefit of HR departments to guide them through such proceedings, ensuring that their position is well-organised and profoundly represented. I have had the dubious pleasure of having to make people redundant; it is not fun, even with HR beside you, but they had nobody. In smaller companies, personal relationships between employer and employee can add an additional layer of complexity to the situation. In either case, the individual facing the hearing is often isolated, and struggling to recollect past events and present their case clearly.

These amendments, particularly Amendment 137, propose a fair and practical position: the right to have the assistance of a certified individual—someone equipped to review the facts dispassionately, organise events in logical sequence and provide the employee with a much-needed sense of reassurance. As we have heard, the trade unions already fulfil this role, particularly in large companies. However, many employees, myself included, choose not to join a union for a variety of personal reasons. The absence of union membership should not mean a lack of support in such critical moments. This amendment would ensure that every employee, regardless of union affiliation, has access to a certified individual who may provide guidance when facing disciplinary proceedings, fostering a fairer and more balanced process. For this reason, I support these amendments to uphold the right of fairness in our workplaces.