Maternity Discrimination

Angela Crawley Excerpts

Tuesday 3rd November 2015 Westminster Hall

[Angela Crawley (Lanark and Hamilton East) (SNP)]

It is a pleasure to serve under your chairmanship, Mr Bailey. I congratulate my hon. Friend the Member for Cumbernauld, Kilsyth and Kirkintilloch East (Stuart C. McDonald) on securing this important debate, which allows us to highlight the issues faced by pregnant women in the workplace. Legislation has been in place for more than 40 years to protect women from unfair dismissal because of pregnancy. Since then, maternity rights legislation has been strengthened, protecting women from any unfavourable treatment in the workplace.

As a woman has the right to 52 weeks’ leave and 39 weeks’ statutory pay, and the right to return to work after that time, she has the choice to start a family without sacrificing her career. Although the law in this country has created an environment that is fair, balanced, sensible and manageable for recent and expectant mothers, that is not always how the law is interpreted, and women often experience maternity and pregnancy discrimination. Despite the protection written into law, in practice the facts are less clear, and the evidence shows that the laws are often flouted. Often, pregnant members of the workforce are coerced into agreeing to waive their rights. Unfair dismissals often go unchallenged in the legal system.

A recent report outlined women’s experiences. One woman was given 24 hours’ notice to resign. The boss of another woman assumed that, as she was pregnant, she was unable to cope. Yet another woman commented that she was unable to wear her engagement ring because she was concerned that it would put her future employer off giving her a promotion, or even giving her the job in the first place. One woman said:

“It’s hard to make a stand when you need a salary”.

Those are the experiences of women in the workplace. Although the laws and protections exist, many women are not able—or feel they are unable—to access and make use of them. With half the workforce likely to fall pregnant at some point in their career between the ages of 16 and 50, it is high time that our society recognised the deeply entrenched and outdated situation that many women face in their employment. Women who choose to balance work and family face huge inequalities.

A report published this year by the Department for Business, Innovation and Skills in conjunction with the Equality and Human Rights Commission found that instances of unlawful maternity and pregnancy discrimination have slightly worsened over the past decade. As my hon. Friend the Member for Cumbernauld, Kilsyth and Kirkintilloch East mentioned, the findings are that the scale of the issue is huge: figures indicate that 54,000 pregnant women and new mothers are forced out of their jobs. However, the Alliance Against Pregnancy Discrimination in the Workplace indicates that the figure may be closer to 60,000 women. This equates to one in nine women being forced out of work for choosing to have a child. Of the women surveyed, one in six reported suffering a negative impact on health or stress levels due to poor treatment at work. Of course, existing pressures are only exacerbated by pregnancy and maternity discrimination. How does a woman with fluctuating working hours and an unstable employment contract defend herself against a discriminatory employer?

Hundreds of thousands of women employed in social care, childcare and hairdressing have indicated that they were employed on zero-hours contracts and in unstable forms of employment. As such, they were offered little security in their employment and were therefore unable to challenge the discrimination they faced in the workplace. It is our job to flag up the widespread societal issues that have led to this situation. We must ensure that our laws are fit for purpose; that is not the case at present, in the case of legal aid for maternity discrimination cases. The supply of free legal advice has been severely reduced by funding cuts and the abolition of almost all civil legal aid. I mentioned that recently at Women and Equalities questions, and I am pleased to hear that the matter will be reviewed, so I will not take this point any further.

For any women to progress in their careers, it is important for us to smash the gender pay gap, tackle child poverty and deal with some of the real societal issues. It is impossible for any change to come into effect without the support of Ministers. We need to send a strong message to employers that there is simply no excuse for flouting the law on pregnancy and maternity discrimination, and we must ensure improved access to justice by abolishing employment tribunal fees. As things stand, we are damaging families, diluting gender equality, and doing no favours to the economy. However, this will not be resolved simply through legislation. We need engagement and provision across services and Departments. I urge the Minister to take action, to meet with Maternity Action and others, and to indicate when the report will be published that addresses these concerns.

--- Later in debate ---

[The Parliamentary Under-Secretary of State for Women and Equalities and Family Justice (Caroline Dinenage)]

It is a great pleasure to serve under your chairmanship, Mr Bailey. I also congratulate the hon. Member for Cumbernauld, Kilsyth and Kirkintilloch East (Stuart C. McDonald) on securing this important debate. Let me be absolutely clear from the outset that pregnancy and maternity discrimination, whether at work or when seeking access to services, is unlawful and completely unacceptable. We have all been shocked by some of the experiences highlighted in the joint Government and EHRC interim research report on this problem in the workplace and by the stories we have heard via the blog and, indeed, today such as the story of Aisha, which was raised by the hon. Member for Lancaster and Fleetwood (Cat Smith). Those stories reflect badly on the employers concerned.

When the interim report was published in July, I was horrified that one in eight women reported that they felt that they had to leave work as a result of their pregnancy or maternity leave. It is clear that far too many women feel that they face unacceptable treatment in the workplace, causing additional stress and difficulties at what, as the hon. Member for Glasgow Central (Alison Thewliss) quite rightly said, should be an exciting and happy time for their family.

The Chairman of the Women and Equalities Committee, my right hon. Friend the Member for Basingstoke (Mrs Miller), rightly said that it is not difficult for employers to understand, implement or comply with the legislation. The report shows that most mothers feel supported by their employer—four in five mothers said that their employer supported them during pregnancy, and three in four of those returning to work said that their needs as a new mother were met. It is encouraging that, despite the bad stories, most employers, such as the hon. Member for Strangford (Jim Shannon), embrace their legal and moral duties to their employees. It is good news that most women have a positive experience during and after pregnancy.

It is also important to recognise that the vast majority of employers believe it is important to support pregnant women and those on maternity leave. More than four in five employers feel it is in the interest of their business to do so, and of course it is. Although it is reassuring that the vast majority of employers recognise the important contribution made to their organisation both by pregnant women and by mothers returning from maternity leave, it is still nowhere near the 100% that we want. So many mothers do not have a good experience, and we must do all we can to ensure that all employers see the benefits to their organisation of having a diverse workforce.

To address the problem effectively, we need to understand the causes and extent of pregnancy discrimination in our workplaces, which is why in 2014 the coalition Government commissioned an extensive research project into perceived pregnancy and maternity discrimination. It is the largest research project of its kind undertaken in Great Britain, and it is interviewing more than 3,000 employers and 3,000 employees. The final report, which will come out later this year, will tell us what issues women face, who is most at risk and which types of employers are most likely to receive complaints about discrimination. We will use that information to decide our next steps to ensure that both employers and mothers are aware of, and act on, their legal obligations and rights.

The hon. Member for Cumbernauld, Kilsyth and Kirkintilloch East is right to say that access to the correct advice is a key priority. In the meantime, the Government have ensured that support is available both to mothers and employers on their rights and responsibilities. The EHRC has produced guidance in the form of frequently asked questions to help employers to understand their legal obligations and to provide suggestions for good practice in managing pregnancy, maternity leave and return to work. The EHRC has also produced a toolkit for employers, with a stock of pre-prepared letters, checklists and ready-made policy templates to make administration as simple as possible.

More generally, some £49 million has been provided to the EHRC, ACAS and the Equality Advisory and Support Service as part of the Government’s commitment to support both employers and employees. The EASS helpline is available for those who may have a discrimination issue, often outside the workplace, such as women who feel that they have faced unlawful restrictions on breastfeeding in public. The helpline provides in-depth free advice and support, helping individuals to solve their problems informally, and covers England, Scotland and Wales. More than 80,000 individuals have been helped to date.

ACAS provides advice both to employers and employees on pregnancy and maternity discrimination, including specific guidance on breastfeeding at work. ACAS is also developing guidance and products in relation to gender pay reporting and the menopause. It has also published new guidance on equality and discrimination, equipping people with the knowledge and ability to take action to avoid discrimination and to respond to it if it occurs. Of course, we must not forget the excellent work of organisations such as Maternity Action and Working Families to support employers and women while pregnant and on maternity leave.

Employment tribunal fees were introduced to cut the burden on taxpayers and encourage parties to seek alternative ways to resolve their dispute. It is not right that hard-working taxpayers should pick up the entire bill of some £71 million for employment disputes and tribunals, but to protect the lowest paid workers, there is a system of fee remissions under which fees may be waived in part or in full for those who qualify.

We have also taken steps to divert people away from potentially acrimonious tribunal hearings where possible, which is important. Under the new early conciliation scheme, people must notify ACAS of their intention to lodge an employment tribunal claim, and they are then offered an opportunity to settle their workplace dispute without going to court. The scheme has already been used by more than 80,000 people in its first year, and 56% of complaints in the “suffered a detriment or unfair dismissal—pregnancy” category were settled through the ACAS early conciliation process. ACAS services are free of charge, making it a cheaper, quicker and less stressful option for all concerned.

On 11 June 2015, the Government announced the start of the post-implementation review of employment tribunal fees. The review is well under way and will be completed in due course. Among other things, the review will consider the impact of fees on particular groups, including women. The EHRC report will be taken into consideration. The review will broadly consider how successful the policy has been in achieving its original objectives, which will include, so far as possible, whether the fees have had any differential impact on people with protected characteristics and the types of cases they bring.

The hon. Gentleman also mentioned compliance and tribunal award payments, which are clearly unacceptable and are something that the Department for Business, Innovation and Skills is currently evaluating. We want everyone in our society to fulfil their potential, and we cannot afford to waste the talents of half our population. Addressing discrimination is only part of what we are doing to ensure that women are able to make the most of the opportunities available to them. Our ambition is to end the gender pay gap within a generation. There are now more women-led businesses than ever before, a record number of women in work, and the gender pay gap is at an all-time low. Do not take that as complacency; there is more to be done. That is why we will require large employers to publish information on the difference between men and women’s pay, and last week the Prime Minister announced that we will ensure that large employers regularly report on bonuses as part of that gender pay reporting.

[Angela Crawley]

I appreciate the Minister’s point about large employers, but the vast majority of people work for smaller companies with fewer than 250 employees. Has she considered that those people will be equally affected?

[Caroline Dinenage]

Yes, absolutely. I ran a small business for more than 20 years from the age of 19, and I think a culture change is required. We need to secure that change in large companies that can afford to do the gender reporting and can afford the posh websites on which to report it. We hope that will bring about a culture change that filters down, but we will keep it under review. Nothing is off the table.

The measures build on our support for working families. From September 2017, we will double the amount of free childcare to 30 hours a week for working parents of three and four-year-olds, which will be worth around £2,500 a year. Some 1.8 million families could also benefit from the new tax-free childcare scheme from 2017, which will be worth up to £2,000 a child. We will extend shared parental leave and pay to working grandparents. The policy, when implemented in 2018, will support working parents with the cost of childcare and help the 2 million grandparents who have given up work, reduced their hours or taken time off to help with childcare. That is in addition to the families who are already benefiting from shared parental leave, which was introduced earlier this year. We need time to assess the impact of shared parental leave, which will of course be reviewed in due course. We need a cultural change so that the chaps understand that they have an equal responsibility for childcare. We will also introduce a national living wage.

The Government are committed to ensuring that everyone, regardless of their gender, ethnicity, age or background, is able to fulfil their potential, which is why we are determined to address pregnancy and maternity discrimination, wherever it may arise. This issue affects us all. It is not only utterly reprehensible that women feel they have experienced discrimination in the workplace, but it represents an unacceptable loss to our country’s productivity. Valuable employees are being misused. I was interested to see the digital debate on Twitter yesterday, using #MothersWork. Many useful points were raised in that debate, as well as in today’s debate, and they will all be taken into consideration. I am more than happy to meet Maternity Action, and I am pleased to see so many colleagues from both sides of the House agree that maternity discrimination is an important issue. I look forward to reading the final report.