Retained EU Law (Revocation and Reform) Bill

Baroness Burt of Solihull Excerpts

Committee stage
Thursday 23rd February 2023 Lords Chamber

Moved by

[Baroness Burt of Solihull]

1: Clause 1, page 1, line 4, at beginning insert “Except for the Maternity and Parental Leave etc. Regulations 1999 (S.I. 1999/3312),”
Member's explanatory statement
This amendment excludes the Maternity and Parental Leave etc Regulations 1999 from the sunset in Clause 1. These Regulations confer rights to maternity and parental leave.

[Baroness Burt of Solihull (LD)]

My Lords, I am disappointed that noble Lords are not staying to hear my words of wisdom. I rise to move Amendment 1 standing in my name and I apologise to the House for not being able to attend the Second Reading of the Bill, but I have specific concerns about its impact in relation to my equalities brief.

It has fallen to me to lead on this group of amendments, which are related to employment and all make the same point relating to the Bill. As we know, it will sunset much of EU retained law by 31 December this year, unless an active decision is taken to retain it. That is legislation thoughtfully discussed and thought through over decades gone in a few short months from now, regardless of the consequences and the effect on people in this country. We know that there are thousands of pieces of legislation that could fall under the axe, but not even the Government know exactly how many. We do not know what consequences will be wrought when the legislation that the Government do not even know about, or have not considered, is suddenly not there anymore. Where there is no legislation, there is a recipe for a free-for-all—a race to the bottom where lack of protections in standards and for the workforce will delight cowboy companies, which will be able to undercut their competitors, ignore safety standards, ignore everything in pursuit of profit and put competitors who retain ethical standards out of business.

I am intrigued to know who the Government think they are going to please with this legislation. It is not the business world—apart from the least ethical members, of course. It is not small businesses; a CIPD poll found that only 6% of small businesses saw employment legislation as a barrier to growth. A group of business and employment lawyers we met on Monday laid out a stark picture of Britain post 2023. They said that one thing the business world fears is uncertainty. How will it trade if it does not know what the playing field will look like? They described trying to untangle the complex interrelationships of EU and UK law as “trying to untangle knotweed”. Perhaps most frighteningly, decades of case law will be overturned, so we will have none of the secondary clarifications that we have relied on for many years. We will be making it up as we go along—unless the Minister has any news that he might like to inform the House of today.

Before I completely steal the thunder of everybody else in this group, I will move on to the amendment standing in my name. MAPLE exemplifies the EU-derived employment protection law which is under threat. It is an acronym for maternity and parental leave. It is EU-inspired legislation and is one of the thousands of laws poised to go on the bonfire unless specifically excluded.

Let us take what might happen to parental leave legislation as an example. Parental leave is different from maternity or paternity leave. It entitles parents, after they have been in a job for a year, to be absent for a set period to care for a child. Employers can only postpone it in narrow circumstances when the operation of a business would be “unduly disrupted”. As currently drafted, Clause 12 or 13 of the Bill could be used to change parental leave substantially, with minimum parliamentary scrutiny. It could change the wording, for example, from “unduly disrupted” to simply “disrupted” or even “caused inconvenience”. Clause 15 could give employers the power to refuse leave altogether and, since subsection (2) would not require the affirmative procedure, there would not be a thing that MPs, elected to represent constituents who will be affected, could do about it.

A real-life case under the maternity provisions is the example of Lucy. Lucy was employed by an international law firm as an anti-money laundering manager. She continually exceeded expectations in her performance reviews and had been promoted on several occasions. Lucy took her full entitlement of 52 weeks of maternity leave. Just before she was due to return to work, she was informed that she had been replaced by her maternity cover and was offered an alternative role which she considered to be a demotion. Her employer told her that if she did not accept the new role, they would have no option but to accept her resignation. Lucy was legally entitled to return to her previous role on the same terms and conditions. Her employers’ preference to retain her maternity cover was not enough to refuse to allow her to return to the job after the maternity leave. Lucy was being discriminated against because she was on maternity leave. By asserting her rights under MAPLE, the Employment Rights Act 1996 and unlawful pregnancy and maternity discrimination contrary to the Equality Act 2010, she was able to secure a substantial compensation package and an agreement that her employer would pay all her legal costs.

What might happen to someone like Lucy if they had been treated like this after the sunset date at the end of this year? We simply do not know. All these suppositions would apply only if the Government decided to modify MAPLE. They could of course just let it fall off the edge with all the other protections that would be lost. This is not what business and employers want, and if the Government think that this Bill will win them any support from the business world, they are very much mistaken. I beg to move.

[Baroness Crawley (Lab)]

My Lords, I have added my name to the amendment in the name of the noble Lord, Lord Fox, and the noble Baroness, Lady Burt of Solihull, and I support the other important amendments in this group tabled by the noble Lord, Lord Fox, and my noble friend Lord Collins of Highbury.

I have checked with the official statistical offices for Great Britain and Northern Ireland, and there are roughly 900,000 conceptions each year. That is some 900,000 women on the verge of motherhood and not necessarily for the first time. I am aware of course that not all will go to full term, but the sheer scale of demand for a serious, advanced, 21st-century maternity and parental rights provision is referenced in such a figure.

What are the Government saying to this vast community of women and parents? “We will abolish the EU rules that underpin your protection and think of something for you all later”—is that it? We should be improving the maternity provision that we already have, not putting an enormous question mark next to it. While statutory maternity pay, amounting to some 47% of the national living wage, is increasing from April 2023, roughly in line with inflation, it is still falling well below what many can realistically live on. New parents often face debt and have to return to work earlier than planned.

The cost of living survey carried out by Maternity Action last year found that 51% of respondents had either relied on credit cards or borrowed money while on maternity leave just to get through. Several campaigning organisations, including the Young Women’s Trust, Gingerbread, Pregnant Then Screwed, Working Families, the Women’s Budget Group, and of course the TUC, all believe that the Bill poses a significant threat to British women’s rights at work, and I share that belief, as do many in this Committee today.