Parental Bereavement (Leave and Pay) Bill (Second sitting)
Debate between Andrew Griffiths and Gavin Newlands(6 years, 10 months ago)
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Andrew Griffiths
The hon. Lady hits the nail on the head. I want to make sure that we get this right. We have already heard that we have a number of different views on the number of days, so I want to allow everybody to consider, in a very calm way, the best advice possible and to come to a definitive decision about the days. I am closing nothing down. I am saying that all these options are on the table, and I am happy to consider all of them, should they be recommended by results of the consultation.
Gavin Newlands (Paisley and Renfrewshire North) (SNP)
It is a pleasure to see a fellow west coast Scot in the Chair, Mr Gray.
Gavin Newlands
Hear, hear. I thoroughly commend the hon. Member for Thirsk and Malton for bringing forward a very commendable Bill, which Scottish National party Members have no problem whatever in supporting.
I will speak briefly to amendments 3 and 10 in the names of my hon. Friends and me. However, before I do, I am pleased to hear that the Minister is in listening mode. Given the exchange that just took place, I urge him to try to bring that consultation forward, so that we in the elected body can perhaps influence those decisions. Obviously, the SNP does not have any Members in the House of Lords, so we would like to influence the Bill on this side of its passage, if at all possible.
Gavin Newlands
Well.
I pay tribute to all Members who have shared their experiences of the tragic loss of a child, and who are using those painful experiences to make such a traumatic and tragic period just a little bit easier for those who follow them. Sadly, just under a fortnight ago, along with hundreds of others in Renfrew, I attended the funeral of little Layla Greene, who at just three years old was one of the latest victims of the scourge of childhood cancer. The Minister was obviously correct earlier on. Her parents had been told that she had weeks and months to live, so as a community we fundraised to help make memories for Layla and her family. Sadly, she was only to live for just one more week, but we will continue to fundraise in her memory.
Anything that we can do to reduce any unnecessary stress on families such as Layla’s is not only something that we should do but something that we must do. I speak to amendments 3 and 10 not only because I think they are the right thing to do, but because of my experience as both an employer and a friend. I obviously cannot speak as powerfully, or share deeply painful and personal experiences, as my hon. Friend the Member for North Ayrshire and Arran and others have.
Similar to my hon. Friend the Member for Glasgow East, my interest in this issue stems from a close-run thing. My wife had to give birth to my oldest daughter six and half weeks prematurely, by emergency caesarean. We were the lucky ones because thankfully, they are healthy, but since then I have been interested in trying to advance these issues.
Having said that, unfortunately I have shared the pain of friends who have had to go through this experience. One of those friends was an employee. I struggled to separate my roles of friend and boss. I was somewhat constrained in the paid support that I could technically offer within the company’s employment regulations at the time. I could offer her as much unpaid leave as I saw fit at my discretion, but ultimately, that does not pay the bills.
In many ways, if we are honest, two weeks is a totally inadequate period of time in which to recover from the death of a child sufficiently to return to work. I tried to find ways around it, whether through holiday pay or sick pay, which from memory was £85 a week—it is not much more now. She was signed off for periods as well, although she did not want to do that. Financial distress is the last thing that anyone needs on top of the most traumatic experience of their life, so the premise of paid leave is a very good thing.
To address the flexibility issue raised in amendments 10 and 3, I would say that people deal with trauma in different ways. No one will ever forget such a traumatic experience, but I am told by my friend that after a time, it was possible to compartmentalise, to work and to concentrate on the job at hand. Others will go through periods of struggling to cope after returning to work and might need time off as a result. Flexibility about the period in which people can take any leave might suit a lot of parents in this situation.
As has already been outlined, another reason is to ensure that paid leave can be taken around significant dates. For example, my friends visit the grave marker at specific points every year. Anything that helps to make those difficult journeys that bit easier is to be welcomed.
The compassionate leave policy at my old employer has significantly improved, and that is the case at many employers in the UK now, but it is our job in Parliament to ensure that everyone is covered appropriately.
Andrew Griffiths
I thank my hon. Friend the Member for Thirsk and Malton again for his comments on the amendments. I agree with the points he made. It is right that the Government maintain a consistent approach across employment rights, because that reduces familiarisation costs for employers and ensures that they are operating within a framework they understand. Let us keep it simple and straightforward.
The hon. Members for Glasgow East and for North West Durham are right. They mentioned the Taylor review. I am proud that this Government are trying to enhance the protections for workers and their eligibility to rights within the workplace. We are looking at day one rights within the work of the Taylor review. Taylor is looking at extending the break-in-service provisions from one week to four weeks, but the 26-week qualifying period will remain. Within Taylor we are consulting and looking to bring forward greater rights, but when dealing with this Bill it is important that we do not reference a Bill that is behind us in the sausage machine. We have to have consistency now. We can only be consistent with the legislation as it stands; we cannot look over the horizon at what might be coming.
Gavin Newlands
I understand the Minister’s point, but can he clarify one thing for me? A situation not dissimilar to this happened before I came to this place. If an employee happens to work for 15 years for one employer without a single day off—they are an exemplary employee—and then seeks to advance through employment elsewhere and works for that new employer for 25 weeks, they would not fall into the scope of bereavement leave. Another employee, who has been in employment for 27 weeks with an entirely blemished record—perhaps they have received verbal warnings or taken days off here and there without permission—would be covered by the Bill. Will the Minister clarify that that that would be the case?