Employment Rights Bill

Chris Law Excerpts

2nd reading
Monday 21st October 2024 Commons Chamber

[Chris Law (Dundee Central) (SNP)]

The SNP broadly welcomes the core elements of the Bill, having long called for many of these changes. We have been clear in our opposition to zero-hours contracts, fire and rehire, and other forms of precarious employment that strip workers of job security. Indeed, former MP Gavin Newlands tried twice to introduce such measures with a private Member’s Bill. We have supported the removal of the lower earnings limit for statutory sick pay and the end of the waiting period, allowing those who are ill to access support from day one. Provisions for unpaid parental leave, paternity leave, and the right to claim unfair dismissal from day one are progressive steps towards workers’ rights that we must endorse. Similarly, scrapping anti-trade union laws such as the Strikes (Minimum Service Levels) Act 2023, is an important step in restoring the ability of unions to properly represent workers.

[Johanna Baxter]

Does the hon. Gentleman agree that if he is supportive of workers’ rights, those Unison members who are currently on strike in Perth and Kinross have a valid claim to a decent pay rise from his Government?

[Chris Law]

I think the question that the hon. Member refers to is with the Scottish Government, and of course we listen to trade unions in all cases. Indeed, a fair pay settlement was agreed with all unions, until we heard about this one recently. Our former colleague, Chris Stephens, fought tirelessly for trade unions, and spoke passionately in this House about rights for workers.

However, Labour has not gone far enough or acted swiftly enough with this Bill. Gaps remain in its plans, with around half the promised reforms being kicked into the long grass through consultation, meaning that we will not see changes implemented until next year, the year after, or perhaps even 2027. Critical elements—such as the commitment to a single status of worker, the right to switch off, and addressing pay discrimination through mandatory reporting of ethnicity and disability pay gaps—are missing entirely. The Bill was meant to be a defining piece of Labour’s first 100 days in office, but what good is meeting that deadline if the meaningful reforms are missing or will not come into effect for years? This Government are looking overly cautious and hesitant, and in the past weeks people have been writing to me, asking whether that is because the Government want to delay and find a convenient way out of implementing the measures.

The SNP Government in Scotland have taken meaningful steps to promote fair work practices, such as supporting collective bargaining, achieving real living wage employer status, and closing the gender pay gap faster than the rest of the UK, which contrasts sharply with the environment created by the previous UK Government. Devolving employment law to the Scottish Parliament would ensure that no worker in Scotland is disadvantaged by Westminster Governments. Indeed, Scottish Labour’s 2021 manifesto supported devolving employment rights—that might surprise some MPs present today. I look forward to their support to ensure that employment law is devolved to Scotland during this Parliament, so that workers in Scotland never again have to see their employment rights eroded by any future Tory-led Government.

The Scottish Trades Union Congress general secretary, Roz Foyer, commented that

“the Employment Rights Bill isn’t the terminus. It’s the first stop. This can be the foundations on which we can build.”

I agree. It is imperative that workers’ rights are improved by the Bill, but it must go further and faster, and look to devolve those powers so that we can guarantee that the rights of working people in Scotland are protected and strengthened.