Paternity Leave (Bereavement) Bill

Baroness Anderson of Stoke-on-Trent Excerpts

2nd reading
Friday 17th May 2024 Lords Chamber

Moved by

[Baroness Anderson of Stoke-on-Trent]

That the Bill be now read a second time.

[Baroness Anderson of Stoke-on-Trent (Lab)]

My Lords, I thank my honourable friend Chris Elmore, the Member for Ogmore, for guiding this Bill through the various stages in the other House. I put on record that I am godmother to his son, Henry, so I am delighted to support his exceptionally important Bill through your Lordships’ House. I extend my thanks to all Members who spoke passionately in favour of this Bill in the other place, especially Darren Henry MP, who initiated this campaign there on behalf of a constituent, Aaron, whom I will return to shortly.

We are here today to provide a safety net for people experiencing grief beyond my comprehension. Whether you are a parent, grandparent, aunt, uncle or godparent, we all know the excitement that comes with news of an imminent addition to the family. For new parents, it must be a rollercoaster of emotions—excitement and joy at the thought of a new baby in the house, and worry about the responsibilities that come with parenthood. Focus will rightly be on the mother and preparing for the arrival of a new baby, whether it is a natural birth or those adopting or using a surrogate. Nothing is more exciting than a new member of the family.

However, many expectant parents will also start thinking about the financial impact of a new baby. After all, the Government’s own MoneyHelper website suggests that a newborn will cost a family £7,200 in the first year, excluding childcare costs. Therefore, it would not be unusual for one of the parents to think about moving jobs to help meet the costs of a growing family, not realising the impact on their employment rights. But the reality can be truly heartbreaking if something goes wrong. Just, for one second, imagine the horror. A mother dies in childbirth. Her partner is left alone with a newborn. I cannot imagine the grief and fear of the new parent, who is now facing the daunting prospect of sole responsibility for a tiny human. You have lost your life partner, and your baby has lost a parent. The grief, pain and fear are unimaginable. You know that your only responsibility is now to the baby you are holding, as you try to keep going just for them. But there is the funeral to arrange, the grief to try to manage—if that is even possible—the paperwork to tackle and some form of plan to make about how to raise your new child without the love and support of your partner.

Everything takes time and work is the last thing on your mind—until you realise that, because you started the new job within the last four months, you do not have the right to enhanced paternity leave you would have had, had you not taken that job. Therefore, rather than having up to a year to get yourself straight, you have a matter of days—and those are at the discretion of your boss. This is not a time when someone needs their employer’s discretion. It is not a time when you want to think about anything other than getting through the day. This is a time when you need to fall back on a legal safety net, to know that you can take the time to focus on rebuilding your shattered life.

But this is what is actually happening, albeit to a mercifully small number of people. There are 180 maternal deaths per year within 12 months of childbirth in the UK, but the small numbers we are discussing do not diminish the pain felt by those affected. Let me tell you about Aaron, whom I previously mentioned. Aaron, tragically, lost his wife, Bernadette, hours after she gave birth to their son, Tim. Aaron had moved employers in the months before Tim’s birth, and because of this did not have access to a statutory leave entitlement to care for Tim following Bernadette’s unexpected and tragic passing. The current rules left Aaron and other parents in this heartbreaking position without access to a statutory right to take time off work to care for their child and rebuild their lives.

Aaron’s story is not the only one to touch me during the passage of this Bill. Gingerbread has also shared the story of Simon Thorpe, who lost his partner not long after the birth of their child and felt at the mercy of his employer. It also raised the case of Lee, a father of two who lost his wife to cancer. Lee emphasised how difficult it is, particularly when you have more than one child. Not only are you grieving but suddenly, you have lost two incomes, and two sets of annual leave per year are now halved, so childcare costs a fortune; plus, there is the cost of living. If someone is lucky enough to be in a good job, there is dependants leave, but Lee’s company offers only five days of this per year. There is also special leave, which can be paid at the manager’s discretion but can also be unpaid.

The Bill before us will remedy this. It is the least we owe Aaron and Tim, Simon, Lee and the dozens of families like theirs, so that they know that their pain has led to us changing the law, meaning that no one else will experience what they have experienced. The Bill gained cross-party support in the other place, and I am pleased that it is now the duty of your Lordships’ House to consider this important Bill.

Once introduced, the Bill will put on the statute book a day 1 right to leave for employees who tragically lose their partner in the time surrounding childbirth or adoption. This will provide these individuals with the support and protection they need during one of the darkest periods of their lives. Moreover, even parents who do meet the continuity of service requirement to qualify for statutory paternity leave may not have access to a sufficient period to care for their child. Parents in this situation would still be reliant on the good will of their employer to take any additional time off work. The Bill will also close this gap in the legislation for all employed parents who have lost their partner around childbirth or adoption and moved employer in the months before the birth.

The Bill will create specific provisions for those bereaved partners using the paternity leave framework. The intention is that they will have access to up to 52 weeks’ leave during the first year of the child’s life, from the day after the mother or primary adopter of the child has tragically died. In addition, the Bill will enable regulations to be made to ensure that adoptive and surrogacy parents are also eligible for this entitlement if they face similar tragic circumstances. As a result, we will be able to offer the benefits of this entitlement to a wider range of parents.

Other sections of the Bill remove constraints on bereaved partners, which will make the leave entitlement easier to access. For example, the Bill removes the restriction whereby a parent who has taken shared parental leave cannot then take paternity leave. This means that a parent who has taken shared parental leave before the death of their partner can still take paternity leave. The Bill also allows provision to be made in regulations for the utterly heartbreaking situation where the child also dies. My heart goes out to anyone who experiences this. This could allow the employee to stay on this extended form of paternity leave, even though they would not be taking the leave for the required purpose of supporting the mother or caring for the child, but rather, trying to cope and find a way to deal with the overwhelming grief they will be experiencing.

The Bill also introduces two new powers. The first provides the ability to create, through regulations, enhanced redundancy protection for bereaved employees when they return from this extended form of paternity leave. The second enables regulations to be made to allow bereaved parents to keep in touch during their extended paternity leave. These “keep in touch” days enable employees to work with their employer for a limited number of days without their right to paternity leave being affected. I assure the House that the delegated powers in this Bill have been used in a way that mirrors the provision relating to existing family leave rights.

In conclusion, I believe that the Bill is in a good position thanks to the work of everyone in the other place. I want to see it succeed, because we have an opportunity today to make a real difference to the lives of those who will seek to rely upon this entitlement in the future. I am not naive enough to think that the Bill solves every problem, but it is a stepping stone to better employment rights for the people who need them most. I hope that, in time, money will follow this policy.

I have just one request for the Minister: in addition to his support for the Bill, can he confirm that it and all the relevant regulations will hit the statute book before the next financial year? I hope that, with the support of your Lordships, we will deliver a piece of legislation that supports people in the devastating situation of losing their partner at the same time as becoming a new parent. I beg to move.

--- Later in debate ---

[Baroness Anderson of Stoke-on-Trent (Lab)]

I thank all noble Lords for their contributions today. I am grateful to my noble friend Lady Taylor of Bolton for raising the impact of this heartbreak on the whole family, not just on the parents; to the noble Baroness, Lady Bennett of Manor Castle, for her support and for celebrating the work of Gingerbread, which has been instrumental in getting us to this point; and to the noble Baroness, Lady Bottomley, for reminding us that, thankfully, the numbers are so much smaller than they once were. However, one is too many, which is why we need to fix it.

I thank the Minister for signalling the Government’s ongoing commitment to this Bill, for the personal commitments that he has made and for taking the time to meet Aaron this morning. I also thank my Opposition Front Bench for their support and for stating that, whatever happens at the next election, we will ensure that this legislation is duly passed and that families are supported. I hope noble Lords on all sides of the House agree that this is essential legislation that will help support some parents and their families at one of the darkest periods of their lives.

Bill read a second time and committed to a Committee of the Whole House.

Paternity Leave (Bereavement) Bill

Baroness Anderson of Stoke-on-Trent Excerpts

Order of Commitment discharged
Friday 24th May 2024 Lords Chamber

Moved by

[Baroness Anderson of Stoke-on-Trent]

That the order of commitment be discharged.

[Baroness Anderson of Stoke-on-Trent (Lab)]

My Lords, I understand that no amendments have been set down to this Bill and that no noble Lord has indicated a wish to move a manuscript amendment or speak in Committee. Unless, therefore, any the noble Lord objects, I beg to move that the order of commitment be discharged.

Motion agreed.

Paternity Leave (Bereavement) Bill

Baroness Anderson of Stoke-on-Trent Excerpts

3rd reading
Friday 24th May 2024 Lords Chamber

Moved by

[Baroness Anderson of Stoke-on-Trent]

That the Bill do now pass.

[Baroness Anderson of Stoke-on-Trent (Lab)]

My Lords, I beg to move that this Bill do now pass. Time is short, and we have a busy agenda today, but I want to thank your Lordships’ House and the usual channels for ensuring this very necessary Bill becomes law before the imminent general election. Today, we have the opportunity, and have taken a step, to support new parents when a mother dies in childbirth or an adoptive parent dies within the child’s first year. Fathers like Aaron Horsey, who lost his wife Bernadette four hours after the birth of their son Tim, will never again have to think about their employment rights in the darkest days of their grief.

I especially thank my honourable friend in the other place, Chris Elmore, the Member for Ogmore, who sponsored this Bill, and Darren Henry, who first acted for Aaron after his wife died, as well as both Front Benches for their unflinching support. I wish everyone well on the campaign trail and remind Members of your Lordships’ House to buy sunscreen. I beg to move that this Bill do now pass.

Bill passed.