Employment Rights Bill (First sitting)

Alex McIntyre Excerpts

Committee stage
Tuesday 26th November 2024 Public Bill Committees

[Laurence Turner (Birmingham Northfield) (Lab)]

I draw people’s attention to my declarations in the Register of Members’ Financial Interests. I am also a member of the Unite and GMB trade unions.

[Alex McIntyre (Gloucester) (Lab)]

I refer to my membership of the GMB and Community unions, and my previous membership of the Employment Lawyers Association.

--- Later in debate ---

[Chris Law (Dundee Central) (SNP)]

Q A number of parts of the legislation have been removed, and some are obviously there for consultation. I wanted to ask you as a panel where you would like to see the Bill go further. What more ambition would you like to see in the Bill? Matthew, maybe we could start with you. I can see you have a bit of a blank stare at the moment.

Matthew Percival: No; it is that I think there is so much in the Bill that it is not a question of where we could do more. What is already on the table is far too much for businesses to be able to engage with in its entirety. And bearing in mind that the Bill is only one aspect of the Government’s agenda, I am already finding that it is very hard for our members to engage on the breadth of topics at the pace at which the Government hope to get engagement. To squeeze anything more in at this time would just mean another issue that cannot be properly considered before we would get to legislation.

That is not say that there cannot be other conversations about other topics at other times. There are aspects of “Make Work Pay” that are not in the Bill because they are being developed; a number of them are being discussed and consulted on outside of this Bill process to support the development of those issues. But I would not be suggesting there is a lack of urgency in any way for any of these things.

The best legislation will come from having a process that stakeholders have the capacity and engagement to contribute to, rather than feeling that they have to choose one or two things to engage with and ignore the rest, which then does not get proper attention.

Jane Gratton: I would agree. The reflection from members is that they are overwhelmed with all the changes that are being put in front of them through the Bill and the wider plan to make work pay. We have said from the outset, “Please take your time with this, consult carefully and make sure we get it right.”

The biggest concern we have with all this is the cost and complexity for SMEs. They are very much behind the Government in wanting to get 80% employment. They want to help tackle economic inactivity and bring people back into work. It is good for all of us to be able to utilise those skills and resources that are under-utilised at the moment, and to help people, and to go further to support people who may be on the margins of the workforce and need additional help. But SMEs cannot do that if they are faced with additional complexity and more restrictions on what they can do, and more risk of getting it wrong. It is the risk of getting it wrong that is the problem. Someone said to me, in respect of the harassment and the inclusion of the word “or” in terms of the reasonable steps that employers have to take, “I want to comply, but as drafted, I don’t know how I could guarantee that I am compliant.” It is that complexity that is the problem. I would say, “Let’s not go further right now; let’s do this at the right pace and bring employers with us.”

Alex Hall-Chen: I would agree with what others have said. I would add that if there are areas where more ambition is needed, it is around how we can make sure that the policies that will be implemented via the Bill are sustainable and can actually be implemented on the ground in business. That partly returns to the point I made earlier around the already creaking tribunal system, but also a recognition of the costs that this will have, particularly for SMEs. That is why, for instance, we have been calling for the reinstatement of the statutory sick pay rebate scheme for SMEs. That is where we would like to see more ambition.

[Alex McIntyre]

Q I used to work on a zero-hours contract in the hospitality industry, as many do. Everyone who worked in that small business was on a zero-hours contract, which led to a situation where colleagues of mine would be on 60 hours one week and then given five hours the following week by the boss, who was doing that for personal reasons, frankly. I was a student at the time—I was growing up and at school—but they had a family and bills to pay. Would you not agree that there does need to be reform in a system that puts all the flexibility in the hands of the employer and none in the hands of the employees? Particularly on zero-hours contract reform, would you not agree that most seasonal businesses understand the seasonality of their business and, with some planning, would be able to put employees on permanent contracts for their baseline business throughout the year, but then use fixed-term contracts for the seasonal part of their year so that they had additional employees for the fixed term of their season?

[The Chair]

If the witnesses can be brief with their answers, we will fit one more question in.

Jane Gratton: A lot of our members do not use zero-hours contracts; they tend to be used in industries where they need that flexibility, and the feedback is that a lot of the workers who want zero-hours contracts want them to fit in with their own studying or caring responsibilities, or whatever it might be. Where the flexibility is mutually beneficial, that is fine and zero-hours contracts should be able to continue, but I agree with you that, if somebody wants a permanent contract, over a suitable reference period they should be allowed to have one.

Matthew Percival: This is one of those issues where we are looking for that landing zone I was describing. It is equally fair to recognise that there are some people who work on zero-hours contracts and do not want to, and others who do and want to continue to work on that basis because it suits them. How do we find a landing zone that supports both? The challenge is that, if our intervention is too blunt and makes it risky to allow people to work more hours than their minimum contract guarantees, it also increases the cost premium for employers of offering it to people who want it, as well as those who do not. Our challenge is how to find that middle ground that achieves both objectives, rather than being forced into a trade-off that potentially means making the experience of work worse for some people at the same time as better for some others. We are interested in more winners and fewer losers, rather than just different winners and different losers.

Alex Hall-Chen: Our research found that the majority of business leaders think zero-hours contracts have an important role to play but should be reformed. Our concern is about the detail rather than the principle.