Enterprise and Regulatory Reform Bill

Catherine McKinnell Excerpts

Wednesday 17th October 2012 Commons Chamber

[Jo Swinson]

The hon. Lady is being slightly uncharitable in saying that I gave way “eventually”. I took her intervention immediately on finishing my response to her hon. Friends. My approach is to take interventions because the function of Report stage is to ensure that amendments receive proper scrutiny, and I am determined to make sure that hon. Members can have those discussions and receive reassurances where there are concerns.

On the question about settlement agreements and the protections that remain, obviously the agreements should not be used in a way that results in an employee feeling under pressure or that they have to take the agreement. If there is any bullying behaviour or suggestion of discrimination, of course there would be no protection for that conversation. The hon. Lady asks about the definition of “improper”. The consultation on that is under way, and I encourage her to make her views known to it. In general terms, our aim is to reflect, without prejudice, unambiguous impropriety, which would include cases of discrimination and bullying, where there would be no protection for the employer.

[Catherine McKinnell (Newcastle upon Tyne North) (Lab)]

The Minister is being very generous. Does she accept that, under the proposed arrangement, the conversation could come out of the blue for employees, with no warning that their performance may not be up to the standard or that they may not be performing in the manner that the employer requires; and that that will itself generate massive insecurity among the UK work force, which will serve to undermine growth, not aid it? No one will feel confident in buying a car or even a fridge if they think that the next day, out of the blue, they might have a conversation about their performance and be offered a settlement agreement which they feel they have no choice but to accept.

[Jo Swinson]

I recognise that the hon. Lady is genuine in raising her concern, but I think it is misplaced. Employees will not be forced to accept a settlement agreement; it is purely voluntary. She says the conversation will come out of the blue, but clearly we want employers to behave responsibly, with good employment relations and good human resource management. As I mentioned, we are taking steps to produce guidance to make it easier for employers to act in a proper way. The risk that an employee will go into work and their manager will say that they have issues with some aspect of the employee’s performance exists now. Employers and employees having confidence that they can have these conversations at an early point is better than their fearing the conversations, which allows problems to fester and grow.

[Catherine McKinnell]

The Minister talks about encouraging good and positive behaviour, but I am concerned that the measure encourages precisely the opposite sort of behaviour—that it will encourage an employer to approach an employee for the very first time about their performance with an offer to terminate their employment, rather than help them to improve it. There can be no doubt that there is inequality of arms in that conversation for a vulnerable individual who may be facing unemployment. Has the Minister properly considered that?

[Jo Swinson]

It has properly been considered. It is important to repeat that the protection is for conversations relating to a settlement agreement. A settlement agreement, by definition, is a negotiation, so it is unlikely to be a case of take it or leave it. The measure is about starting that conversation and enabling people to say, “We think this is an issue. Is this working out?” I think that enabling employers and employees to have those conversations without the fear described by many within the business community will improve management and not lead to the consequences the hon. Lady fears.

--- Later in debate ---

[Catherine McKinnell]

I thank the Minister for giving way again. She has talked a lot about fear. It may well be the case that some businesses fear an employment tribunal, but what about evidence? My hon. Friend the Member for Oldham East and Saddleworth (Debbie Abrahams) asked where the evidence was for the view that the measure would aid economic growth and the creation of jobs. I, for one, have yet to see any evidence. I hear only rhetorical references to fear.

[Jo Swinson]

I encourage the hon. Lady to speak to employers in her constituency about the issue, which is raised frequently. As to evidence of employers’ fears of employment tribunals, let us look at the previous Government’s record in office. The fear of employment tribunals can put people off employing staff. If people are more likely to employ staff, they are more likely to grow their businesses and create wealth for this country. But let us look at the record of the Opposition. In 1998 there were 90,000 claims going to employment tribunals. By 2010, despite the measures that the Labour Government apparently took to try to improve that situation, the figure was 236,000—a huge jump in the number of tribunals, which of course has created a concern for businesses.

[Catherine McKinnell]

I would be interested to hear the Minister’s analysis of how many of those employment tribunal cases were equal pay claims that were rightly going through the tribunal system. On the evidence, or the apparent lack of evidence, about the genuine fear of employment tribunals, I wonder whether the hon. Lady is in fact making a case for better business support, rather than legislating to make it easier to sack people, which seems a little counter-productive to growth.

[Jo Swinson]

This is not about making it easier to sack people. This is about making it easier for people to come to a mutual agreement, which is, by definition, not sacking.

--- Later in debate ---

[Catherine McKinnell]

The shadow Minister is making a powerful case as to why the measures are bad for business. To follow on from the important point made by my hon. Friend the Member for Sunderland Central (Julie Elliott), people who rely on mortgage protection insurance are also likely to be adversely affected if they enter into a settlement agreement. Have the Government considered whether that protection could be invoked if those affected enter into a voluntary agreement to leave their employment?

[Ian Murray]

My hon. Friend makes a fantastic point. I do not have the answer, because the Government have not told us, but it seems that if an insurance company can do anything to get out of paying a particular insurance policy, it will do so. Perhaps the Minister will address that.

Citizens Advice has said clearly—I think it has sent this briefing to all Members—that

“this looks less like an attempt to encourage more use of compromise agreements, than a further erosion of the legal protection against unfair dismissal.”

The Minister has been challenged to say exactly what the settlement agreement represents and to come clean. If she did so, this would be a far easier debate to deal with.

The current system allows for the use of compromise agreements when there is a dispute. The new settlement agreements can be used at any time, but it is clear that they are likely to create a dispute. The reality is that the mere fact of instigating discussions without prior process is likely to cause the end of the employment relationship, which is exactly what the employer will want. It is the equivalent of one party in a personal relationship saying to the other party, completely out of the blue, “I don’t love you anymore.” Who would hang around after that? [Interruption.] My hon. Friend the Member for Hartlepool (Mr Wright) suggests that I am speaking from personal experience, but I could not possibly comment. We propose to delete the Beecroft clause, because it is bad for business and equally bad for employees.