Independent Complaints and Grievance Policy

Chris Bryant Excerpts

Thursday 21st December 2017 Commons Chamber

[Andrea Leadsom]

That point was discussed a great deal by the working group, and it was recognised that there would have to be certain limitations. We could otherwise theoretically be listening to allegations that were 40 or 50-years-old and the people against whom such allegations are made may no longer be living, for example. The rules need to be carefully thought through, but it is absolutely our intention that people who have current investigations or allegations should be able to seek access to this independent complaints body, even though the body may have particular reasons for not choosing to take up the allegations.

[Chris Bryant (Rhondda) (Lab)]

There are some awful employment practices in Parliament. I know of MPs shouting at their staff till they cry, never advertising for staff before they appoint, interviewing on their own without anybody else in the room, not going through a proper shortlisting process—all sorts of terrible practices. Would not the best thing be for us to have a proper human resources service available through the House so that all MPs, the moment they arrive here, have a proper opportunity, especially if they have never employed or recruited people before, to learn good practice from the beginning?

[Andrea Leadsom]

The working group has taken evidence on and considered that point, and the overwhelming evidence is that Members of Parliament need to continue to directly employ their staff. It was very clear from staff evidence, however, that support for good employment practices—the provision of independent advice on employment matters—was needed for Members’ staff. It was also clear, as I mentioned in my statement, that training—mandatory and voluntary—should be made available not just to Members but to staff. Many staff, for example, asked for proper inductions so that when they come here they can be taught where the Table Office is and so on without having to ask other people’s advice. We have an opportunity to set right some things ranging from the fairly basic all the way up to people understanding thoroughly what constitutes bullying and harassment, including sexual harassment, what constitutes a proper appraisal, and so on. Many Members across the House already have that experience, but not all of them, and we should make it the case that every Member—every employer in this place—has access to that training.