Employment Rights Bill

Baroness Lawlor Excerpts

Committee stage
Tuesday 3rd June 2025 Lords Chamber

In general, I want women to have a fair shot in the workplace. This clause is doing nothing to help them.

[Baroness Lawlor (Con)]

My Lords, I am against Clause 31 standing part of the Bill. The 2010 Act protects against gender and other types of discrimination. It replaces earlier Acts, as your Lordships will know, including the Sex Discrimination Act 1975, the Race Relations Act 1976 and the Disability Discrimination Act 1995.

The principles of equality are commonly supported. The aims are those on which people agree and under which employers are bound. Section 78 of the Equality Act stipulates that:

“Regulations may require employers to publish information relating to the pay of employees for the purpose of showing whether, by reference to factors of such description as is prescribed, there are differences in the pay of male and female employees”.


We have an Act that is commonly agreed on and obeyed, and known by those to whom it is addressed.

Clause 31 proposes to add a new Section 78A after Section 78, which stipulates:

“Regulations may require employers to … develop and publish … an ‘equality action plan’”


in respect of gender and equality,

“showing the steps that the employers are taking in relation to their employees with regard to prescribed matters related to gender equality, and … publish prescribed information relating to the plan”.

This will oblige more compliance, more bureaucracy and higher costs on employers—and it is unnecessary because we have the law.

We have just been listening to the discussion of the strategic defence review. We are going to have to spend a lot of money on defence. There are going to be lots of demands on the public purse. To oblige more compliance and bureaucracy on employers at a time when things are tight will not be a great help to the other demands on the public purse. It is not only about compliance and bureaucracy; much worse than that it leads to something beyond the principles of the Equality Act. It prompts institutions in practice to devise and interpret action plans that result in a 50:50 balance between men and women, and steps will be taken to achieve that level playing field and to discriminate positively.

Take the example of academic shortlisting, where, in order to achieve a 50:50 balance, things can be so ordained at the shortlisting stage in order to appoint women, and as they are so ordained, discrimination takes place against men and appointments are made not on merit but on gender. This results in action plans under which men are discriminated against. It is also unfair for women because, once positive discrimination comes into play, women too suffer. The women who are appointed are perceived to have been appointed not because they come first on merit, or in a fair competition, but on account of their gender.

I shall comment briefly on new Section 78A(4), which sets down that

“matters related to gender equality include (a) addressing the gender pay gap, (b) supporting employees going through the menopause”.

New Section 78A(4)(a) is too broad. Take the case of a male and female employee appointed at entry level to similar positions. They start with the same salary, but one may do far better than the other, be given far more responsibility and be promoted eventually to a higher role. How is the gender pay gap to be addressed, given that the talent, resourcefulness and ability of one employee naturally results in more responsibility and higher payment?

The noble Baroness, Lady Fox, has already mentioned new Section 78A(4)(b), which has no place in the workplace. It is discriminatory in its assumption that women need special help at certain times of their life. It also violates the professionalism of a good workplace in treating the personal as public, and it puts the employer into a discriminatory role in requiring special support for a select group of employees, rather than acting as a dispassionate employer who treats all employees well and fairly.

[Lord Jackson of Peterborough (Con)]

My Lords, I also support the proposition that Clause 31, on equality action plans, should not stand part of the Bill. We meet tonight with the knowledge that the OECD has downgraded the UK’s likely GDP for this year and next year. Less than an hour ago, the Minister said, I think I am right in saying, that it was not the intention of the Government to impose any onerous obligations on businesses as a result of the Bill. This is an example of exactly that.

I am very concerned about this clause, because it is very widely drawn and relies disproportionately on regulations that will be tabled, or laid before the House, once the Bill becomes an Act. I pay tribute to the very powerful intervention of the noble Baroness, Lady Fox of Buckley, and the thoughtful comments of my noble friend Lady Lawlor. Is it really the duty and responsibility of a Minister in the sixth-biggest economy in the world, a mature economy of 68 million people, to impose by ministerial fiat, in primary legislation, the minutiae, the weeds, of

“the content of a plan”

for every business that has more than 250 employees,

“the form and manner in which a plan or information is to be published; when and how”

that plan is published, and, in new subsection (5)(d)—maybe I am being obtuse, but I do not even understand the meaning of this—

“requirements for senior approval before a plan or information is published”?

What does that even mean? Does it mean the chief people officer, the chief executive, the managing director or what?

It would be much better were the Government to use their energy, and the good will that is behind significant parts of the Bill, to work with people such as the Chartered Institute of Personnel and Development, the Equalities and Human Rights Commission, ACAS and others to develop professional, timely briefings for employers. But they are not doing that. They are instead insisting, in the Bill, that they will direct these equality action plans, irrespective of what type of business is being transacted and whether it has a workforce of 251, 25,000 or 250,000.

In fact, the clause does not even define “employee”, “employer” or “descriptions of information”. It fails to define them and says that those details will be reserved for regulations to be laid after the Bill gets Royal Assent. New subsection (7) is also very opaque when it states:

“The regulations may make provision for a failure to comply with the regulations to be enforced, otherwise than as an offence, by such means as are prescribed”.


Again, that is very loosely drawn. We do not know what it means or what sanctions will be in place and available for Ministers to lay down in regulations. New subsection (6) states:

“The regulations may not require an employer, after the first publication of information, to publish information more frequently”.


It does not say “must not”, so Ministers can still use regulations to enforce periodic publications of and changes to these regulations.

For all those reasons, this is an unnecessary clause. It will add costs and administrative burdens. It will certainly take a significant amount of time, for instance, to get in specialists in human resources as consultants to draw up these plans on perhaps a 12-monthly basis. It will take a lot of administrative time and take away from employing people, for the bottom line and profit, which will impact employability. For that reason, I support the proposition that this clause should not stand part of the Bill.