Oral Answers to Questions

Debate between Chris Stephens and Oliver Dowden

Wednesday 24th April 2024 Commons Chamber

[The Deputy Prime Minister]

I know what an important piece of work this is, and I know my hon. Friend’s commitment to campaigning for it. We have already provided substantial sums, and I am sure we will continue to do so.

[Chris Stephens (Glasgow South West) (SNP)]

Q11.   As the chair of the Scottish arm of Feeding Britain, may I thank you, Mr Speaker, and those on the Front Benches for their tributes to the great Frank Field? He chaired an all-party parliamentary inquiry 10 years ago on food poverty, and food bank use has increased relentlessly since then. Will the Government consider, in Frank Field’s memory, a cross-sector summit with the aim of helping communities to secure the resources to deliver food security programmes at the necessary scale?

[The Deputy Prime Minister]

I join the hon. Gentleman in paying tribute to Lord Frank Field’s campaigning. It is the case that over the past couple of years, we have provided more than £108 billion-worth of support with the cost of living, including extra cost of living payments of £900 last year. The effect of all that is that 1.1 million fewer people are living in absolute poverty than when the Conservatives came to office.

Oral Answers to Questions

Debate between Chris Stephens and Oliver Dowden

Thursday 18th January 2024 Commons Chamber

[Chris Stephens (Glasgow South West) (SNP)]

11. Whether he has had discussions with Cabinet colleagues on the potential impact of the use of AI on the delivery of public services.

[The Chancellor of the Duchy of Lancaster and Secretary of State in the Cabinet Office (Oliver Dowden)]

I discuss this area regularly with Cabinet colleagues. The Incubator for Artificial Intelligence, which I announced last year, will recruit experts from the private sector, academia and beyond, who will work with Departments to rapidly and responsibly develop new applications for artificial intelligence across Government, as part of radical plans to harness the potential of AI to improve lives and public services.

[Chris Stephens]

I join others in paying tribute to the great Sir Tony Lloyd; our thoughts and prayers are with his family today.

I thank the Minister for his answer. As the Government have started work on an artificial intelligence hit squad to eliminate civil service jobs and replace human labour, it is of urgent importance that they lay out the safeguards they will enact. The childcare benefit scandal in the Netherlands in 2021, where artificial intelligence baked in racial profiling that discriminated against minorities, highlights the necessity of strict controls and protections, so will the Minister reveal what steps they are taking to prevent the harmful use of artificial intelligence?

[Oliver Dowden]

It is not the case that this is about taking jobs off civil servants; it is to enable them to do their jobs better and more efficiently for the benefit of the public we serve in this place. In respect of the measures that we are taking to ensure that we follow best practice, the Government’s Central Digital and Data Office is ensuring a high delivery of quality and regular testing of that software throughout all stages of development. In addition, there is a service assessment model, so we are taking a number of steps to ensure that we guard against the risks that the hon. Gentleman highlights.

Oral Answers to Questions

Debate between Chris Stephens and Oliver Dowden

Thursday 16th March 2023 Commons Chamber

[Oliver Dowden]

It may not surprise the House to hear that I totally agree with my hon. Friend. I am afraid we have seen more evidence of that in this House this year. When this Government brought forward legislation to protect hard-working people from disruptive strikes, the Opposition failed to support minimum service levels.

[Chris Stephens (Glasgow South West) (SNP)]

T4.   I refer to my declaration in the Register of Members’ Financial Interests. I am a proud supporter of every single civil servant who took strike action yesterday. Civil servants have received correspondence from Government Members saying either that civil service pay should be resolved by speaking to human resources or that these decisions should be left to pay review bodies. Civil service pay is not covered by a pay review body, so will the Minister agree to meet the PCS urgently to resolve the dispute and to help his colleagues better understand how civil service pay actually operates? [R]

European Football Proposal

Debate between Chris Stephens and Oliver Dowden

Finance (No. 2) Bill: (Freeports (Stamp Duty Land Tax)) (Ways and Means) & Ways and Means resolution
Monday 19th April 2021 Commons Chamber

[Oliver Dowden]

I am sympathetic to the concerns raised by my hon. Friend, and I would also note that many clubs, including some that are seeking to break away with the announcement last night, have benefited enormously from Government and taxpayer support, and they should think carefully about the duty they owe to taxpayers in return and whether they are discharging it with these proposals.

[Chris Stephens (Glasgow South West) (SNP) [V]]

I thank the Secretary of State for his statement and the announcement of a review. Do the Government agree that tougher rules are now needed on who can buy major sports clubs in the United Kingdom? May I add my voice to those of other colleagues in the House asking for the Government to look at the German model, because it is vitally important that we have a model of pre-agreed conditions requiring a minimum percentage of each club to be owned by everyday supporters and fans?

[Oliver Dowden]

The hon. Gentleman is right to highlight the German model; it has merits and it is right that the fan-led review should look at it. I should also note, however, on the flip side of this that foreign investment in the Premier League and the English Football League has brought tremendous benefits to the game: it has meant that we have had very strong games played up and down the country every night of the week with some of the finest players in the world. I am not against foreign investment in our game per se, but that cannot be against the wider interests of the competition and ensuring that we have a rich and diverse game, and these proposals are, at their heart, putting that at risk.

Civil Service Compensation Scheme

Debate between Chris Stephens and Oliver Dowden

Tuesday 19th March 2019 Westminster Hall

[The Parliamentary Secretary, Cabinet Office (Oliver Dowden)]

It is a pleasure to serve under your chairmanship, Ms Buck. I congratulate the hon. Member for Glasgow South West (Chris Stephens) on securing this debate, and welcome the opportunity to respond to the points he has made.

Further to the point raised by the hon. Member for City of Chester (Christian Matheson), I want to put on the record right from the beginning that of course the trade unions have a valuable and important part to play in debates around civil service terms and conditions. Indeed, I have met them frequently—both PCS and the other principal unions, Prospect and FDA, as well as GMB and others.

I know that in his role as chair of the PCS parliamentary group, the hon. Member for Glasgow South West takes a close interest in these matters, and I pay tribute to him. Whatever our political differences, I know he is a strong and effective advocate for the trade unions and for PCS, and he has demonstrated that again today. In my experience both as a Minister in the Cabinet Office and in my previous time working at 10 Downing Street, I have worked with some of the most committed, talented and hardworking public servants in our country.

At a time when the nation faces significant challenges, those public servants’ work is more important than ever, so I am happy to join hon. Members, in particular the hon. Members for Coatbridge, Chryston and Bellshill (Hugh Gaffney) and for Edinburgh East (Tommy Sheppard) in paying tribute to them. As the hon. Member for Edinburgh East said, we need their skills more than ever at this time, as we face Brexit.

I certainly share hon. Members’ belief that all civil servants should be rewarded for the work they do, so that we can attract the best and brightest into the heart of Government. This debate relates principally to the compensation package available to civil servants when they are made redundant, but since hon. Members, particularly the hon. Member for City of Chester, have raised the question of pay I want to address that briefly before addressing the rest of my remarks to the substance of the debate. The hon. Gentleman raised the point about the Government’s fiscal position and the spending backdrop against which we are making these decisions. I am glad he has recognised that the Government have made considerable progress in reducing the deficit. He is right that we have made a lot of progress: the deficit is down by four fifths since 2010, from about 10% of GDP to about 2%. None the less, the Government are still borrowing more than £40 billion every single year, so the pressure has not gone away and we must still take some difficult decisions.

The reason we must take those difficult decisions is that we spent over £50 billion on debt interest last year. That is more than we spend on schools, and more than we spend on our police and armed forces combined. There is still a strong countervailing pressure from the need to continue to bear down on expenditure. Pay forms a large part of Government expenditure, so pay has to be part of that mix.

The overall approach taken to pay is that the Chief Secretary to the Treasury has made it clear that the overall cap has been lifted, but given the financial constraints within which we are operating, which is what the chief executive of the civil service was alluding to, it remains the case that central Government Departments have pencilled in—in fact, penned in—their funding. It is very clear from the Treasury how much budget has been allocated for pay rises, and in the coming financial year that is 1%.

That does not mean that Departments cannot go beyond that, but if they do, they must find efficiency savings to do so. In respect of all delegated levels of pay—that is to say, below the senior civil service—the process for determining pay awards is that it is up to each different Department to determine its pay award.

[Chris Stephens]

I am hoping to secure a separate debate on civil service pay, but since we have touched on it, I am sure the Minister remembers, as he was on the Front Bench, that we debated this last year and he agreed to look at the situation of having 200 separate pay negotiations across UK Government Departments. I think he is sympathetic to my view that that is a bit foolish. Given that permanent secretaries have agreed a joint position, as I understand it, of 1% to 1.5% across Departments, is it not better to have one pay negotiation for the whole civil service?

[Oliver Dowden]

I should say from the outset that no decision has been taken or agreed by permanent secretaries. There is a very clear process for this, which is that for delegated pay, which is that for civil servants below senior civil service level, the framework is set by the Cabinet Office in conjunction with the Treasury and then it is up to each individual Department to make individual decisions.

On the point about co-ordination, the Chancellor of the Duchy of Lancaster and I want to ensure that we have a proper process of engagement with the principal trade unions as we set the delegated framework, but it is important to say that that is not a pay negotiation. We need to understand their position, but the individual pay negotiation must be done by each individual Department. I think having each Department make its individual determination is the right approach, but I am keen to ensure that we engage with the trade unions and others as we consider the overall approach to delegated pay. As I understand it, correspondence is ongoing with the trade unions on the best way of doing that.

Beyond the delegated framework, there is also potential for further efficiency savings to allow for higher pay rises. I have signed them off as a responsible Minister; for example, the Foreign Office recently agreed a two-year pay deal funded by efficiencies, allowing for a 6.4% average uplift for non-SCS staff. It is possible, through smarter ways of working, to fund higher pay awards. I hope that gives hon. Members an overall sense of the approach the Government take to pay.

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[Oliver Dowden]

Thank you, Ms Buck; I will take that injunction seriously and, if I may, I will write to the hon. Gentleman to set out the policy in more detail, so that I do not detain Members any longer on this point. Following your lead, Ms Buck, I turn to the substance of the debate.

The Government have a responsibility to ensure that the civil service is both efficient and cost-effective, and that includes the compensation scheme to support civil servants when exits are necessary—the hon. Member for Glasgow South West outlined the overall history. Important steps towards this goal were taken in 2010 when Lord Maude, then Minister for the Cabinet Office, introduced important reforms to modernise redundancy arrangements in the civil service. A revised civil service compensation scheme was launched in December 2010; at that time, Lord Maude set out his hope and intention that it would be a fair settlement for the long term. I fully acknowledge that point.

However—this is the key point—over the years since 2010, it has become apparent to the Government that those reforms did not fully deliver on their aims. If hon. Members will allow me, I will set out the reasons for that. Part of the rationale for the 2010 reforms was cost savings, and it has become clear that the expected cost savings did not fully materialise. The average compensation entitlement under the 2010 scheme is considerably higher than was intended when the scheme was first introduced. In 2010, the average compensation entitlement for voluntary exits and voluntary redundancies was expected to be £33,754, but by 2017 it was estimated to be £40,513.

More widely, it has become clear that other aspects of the scheme were not appropriate. To give an example, the compensation scheme provisions for early access to pensions for staff aged as young as 50 enable them to retire and draw all of their civil service pension without a reduction for early payment. That is often very expensive for the employer and is increasingly out of line with the Government’s wider aim of encouraging longer working lives.

In recognition of those concerns, the Government introduced new civil service compensation scheme terms in 2016, which, as the hon. Member for Glasgow South West highlighted, were challenged by way of judicial review in 2017. It is important to point out that the court accepted the Government’s reasons for making the reforms, but it found that the Government had not fully met their obligations with regard to how the consultation process was carried out. The 2016 terms were accordingly struck down and the 2010 terms reinstated.

Although the Government of course accepted the court’s judgment—as we must—we still believe that the 2010 compensation scheme reforms have not fully met their objectives, and that there remain good reasons for reforming the scheme. Accordingly, we launched a new consultation on reforming the civil service compensation scheme in September 2017, which set out the Government’s objectives. Principally, the objectives are to align with the principles of the compensation scheme reform expected across the wider public sector; to support employers in reshaping and restructuring their workforces to ensure that they have the skills required for the future; to create significant savings on the cost of exits and ensure the appropriate use of taxpayers’ money; to ensure that any early access to pensions remains appropriate; to ensure that efficiency compensation payments are appropriate for the modern workplace; to support the flexible use of voluntary exits; and, where possible, to implement a set of reforms that are agreed by the trade unions.

The consultation also set out a proposed new set of civil service compensation scheme terms that the Government believe would deliver on those objectives. In summary, those are a standard tariff of three weeks’ salary for a year of service, voluntary exit and redundancy payments of up to 15 months’ salary, compulsory redundancy payments of up to nine months’ salary, employer-funded pension top-up payments allowed only from the age of 55, increasing in line with the state pension age, and that the efficiency compensation tariff should align with the compulsory redundancy tariff.

The Government took the view that those terms would meet the objectives set out in the consultation document, and considered that the scheme would offer a good level of support to civil servants to bridge the gap until they found new employment or entered retirement, and would provide the flexibility needed to support employers in reshaping and restructuring their workforces to meet the challenges that they will face. It will also be fair to taxpayers, who ultimately fund the cost of civil service exit payments, as Members know.

I recognise that this is an area in which trade unions rightly have strong views. The Government are therefore carefully consulting with unions with the aim of reaching an agreement if at all possible. The consultation has already stretched for more than 18 months—a very long period—and has included numerous meetings between my officials and union representatives and between my predecessor and union representatives, and I myself have now held two rounds of meetings with union representatives, which have been extremely useful in helping me to understand the unions’ positions on the proposed reforms.

I am pleased to say that throughout the process PCS and all the other unions engaged openly and constructively with the consultation, notwithstanding their overarching position, which I acknowledge, that the Government should not be reforming the compensation scheme. I place on the record my thanks to all the unions—Prospect, FDA and PCS—for their work in engaging constructively with the process.

As well as engagement through meetings, unions have also put forward detailed counter-proposals setting out their alternative vision of what a reformed scheme should look like. As has been highlighted by hon. Members—particularly the hon. Member for Glasgow South West—those proposals are detailed and well thought through and reflect the considerable effort that has clearly gone into their preparation. Again, I thank the unions for that constructive engagement.

As a result of the meetings and counter-proposals, I am left in no doubt as to the unions’ positions. I understand the areas that they consider priorities for reform, their concerns about the Government’s proposals and their preferred alternative reforms. Contributions to the debate have further increased my understanding of the position of PCS and the other unions it is working with on this consultation. I am very grateful to hon. Members for their contributions.

[Chris Stephens]

The Minister has been most generous in giving way. If the trade unions put forward a counter-proposal that met the Government’s expected savings target, would the Government be more sympathetic? Does he understand the principles behind what the trade unions have put forward, including looking after those who are lower paid rather than those at the top?

[Oliver Dowden]

I certainly understand what the trade unions are trying to put forward and I completely understand their concerns about lower-paid workers. However, it should be noted that there is already provision for a minimum payment that covers lower-paid workers, although a discussion about the level at which to set that forms part of the consultation.

I do not want to pre-empt my final determination, but I am concerned about the scale of the cost savings. At the moment, I still have significant questions about whether what has been proposed by the trade unions meets the cost-saving requirements of the reform that we have set out. That is one principal consideration that will affect my final determination. However, I am very much conscious of the arguments that have been clearly put forward by the trade unions on these points, particularly on help for the lower-paid.

As I have said in recent meetings with union representatives, I am now genuinely carefully considering the counter-proposals that all unions have made. I remain keen to reach agreement with the unions if at all possible, and I am considering whether the Government’s proposals can be adjusted to help to facilitate that, while remaining consistent with our overall objectives for reform. As Members have noted, I intend to make a decision on any amendments to the Government’s proposals shortly. Following that, my intention is then for a period of further consultation with the unions, in advance of the Government’s making a formal offer of revised terms to the unions in the hope that they are accepted.

I conclude by repeating that the Government greatly value the work of civil servants. We are keen to reach agreement on a set of compensation scheme terms. I believe that the consultation proposals are fair and provide a good level of support to civil servants, while recognising the need for continued reforms and savings. I once again thank hon. Members for their contributions and I hope I have set out the Government’s approach clearly.

Interserve

Debate between Chris Stephens and Oliver Dowden

Monday 18th March 2019 Commons Chamber

[Oliver Dowden]

As ever, my hon. Friend is absolutely right. First, straight off the bat, I can give suppliers in his constituency that assurance. There is absolutely no change in the status of the credit rights of those suppliers who are providing services, as the operating companies remain unaffected; it is the ownership that has changed. He rightly raises the point about supply chain finance. That is a major issue. I have twice already brought in strategic suppliers and reminded them of the importance of paying their subcontractors on time, and we are backing that up with action. In November, we announced a prompt payment initiative to ensure that, in future, if they fail to pay their suppliers on time, they will be excluded from Government contracts.

[Chris Stephens (Glasgow South West) (SNP)]

I refer to my entry in the Register of Members’ Financial Interests and to my position as chair of the Public and Commercial Services Union parliamentary group. May I correct the Minister on two things? First, the Foreign and Commonwealth Office contract was not renewed in August 2018—that was when the bid was accepted. Can he confirm that the actual renewal date of that contract was December 2018 and can he perhaps explain the four-month delay? Was it because of Interserve’s financial position? Secondly, he said that jobs are protected. Will he therefore explain why the Interserve FCO contract plans to make five employees redundant on Friday and issue them with redundancy notices? I really seek an assurance from the Minister that pay, jobs, pensions and employment terms and conditions are protected for Interserve employees delivering public services?

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[Oliver Dowden]

As I have said, I would rather that this corporate restructuring had happened in a smoother way. It has happened through a pre-pack process, but as a result, the companies actually delivering the public services are unchanged; it is their ownership that has changed. I reassure the hon. Gentleman that all the contracts currently being delivered by Interserve will continue to be delivered and will be unaffected, because their specific corporate ownership has not changed. Jobs will not be lost as a result and pensions will not be affected. Indeed, the company’s balance sheet is strengthened.

[Chris Stephens]

On a point of order, Mr Deputy Speaker. The Minister has said on two occasions that no Interserve employees would lose their jobs, but there has been an acknowledgement that five redundancy notices will be issued on Friday. I would suggest that those statements are incompatible. Can you advise me on how the Minister can correct the record about jobs being lost, and is there any other way in which Members can lobby the Foreign and Commonwealth Office to ensure that those five employees are not served with a redundancy notice on Friday?

Oral Answers to Questions

Debate between Chris Stephens and Oliver Dowden

Wednesday 13th March 2019 Commons Chamber

[Oliver Dowden]

As ever, my right hon. Friend is absolutely correct. In fact, the effect of the national living wage this year is to hand workers a £700 pay rise.

[Chris Stephens (Glasgow South West) (SNP)]

Can the Minister confirm that permanent secretaries agreed a 1% pay offer across the board in Departments last year? Does that not make a mockery of the fact that the Government have 200 separate pay negotiations across the civil service?

[Oliver Dowden]

As the hon. Gentleman is aware, in respect of lower grades—those below the senior civil service—there is a delegated pay process. The overall framework is set by the Cabinet Office and the Treasury, and it is for individual Departments to decide. We will go through the proper process, and no final decisions have been taken.

Public Sector Pay Policy

Debate between Chris Stephens and Oliver Dowden

Tuesday 5th June 2018 Westminster Hall

[Oliver Dowden]

The problem was that the last Labour Government did not fix the roof while the sun was shining. We entered this situation as the least well prepared of any G7 country, so that when we faced those challenges, instead of having a robust fiscal situation, we were already borrowing.

[Chris Stephens]

I want to deter the Minister away from this Tory buzzword bingo, so will he explain to us what that has to do with public sector pay?

[Oliver Dowden]

Forgive me; I thought I made that very clear at the beginning. When we inherited such an enormous deficit, we had to constrain public expenditure. Given that public sector pay accounts for a quarter of public expenditure, public sector pay had to play its part. That is why we initially introduced a freeze, followed by a 1% cap from 2013 to 2017.

Those were difficult decisions, and I genuinely pay tribute to all our civil servants who had to live within that constrained pay deal. However, it is worth making a few points in relation to that. The first is that the median civil service salary has increased by 15% since 2010, which is actually the same as in the private sector. Indeed, it is greater than other parts of the public sector.

Many hon. Members also raised the gender pay gap, which is important. Clearly, more progress needs to be made, but again it is worth looking at the figures. The pay gap for full-time employee civil servant salaries is 7.2% for the mean salary and 11% for the median. That compares with 13% and 15.4% in 2008, so we are making progress, but I do not deny that we need to progress further.

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[Oliver Dowden]

The hon. Gentleman talks about the Treasury paying for it. The Treasury does not have any money of its own. It gets money only in three ways: it taxes people, borrows or cuts spending elsewhere. We need to be honest about where the money will come from to pay for any rise.

I will come on to it in a moment, but briefly, we set this out in the spending review; we budgeted for a 1% pay rise across the board. We have now removed the requirement for a 1% rise. That creates two further opportunities. The first is that there will be flexibility, if further efficiencies can be found, to further increase pay, above 1%. In addition, if there is a significant change in working practices that can justify a significant pay rise, a full business case can be made, and that will allow the funding of a larger pay rise.

[Chris Stephens]

The Minister now appears to be suggesting to the House—I just want to double-check that what I heard him say was what he said—that each Department has budgeted for 1%. If that is the case, surely those of us who are arguing that the public sector pay cap has not ended or been lifted are correct. Is that the case, Minister?

[Oliver Dowden]

The cap has been removed; it is no longer the requirement that public sector pay rises be limited to 1%. The situation in the spending review was clear: there was a budget for a 1% rise. If Departments wish to go further than that, they need to find efficiency savings. My right hon. Friend the Chancellor of the Exchequer was perfectly clear about that in the autumn Budget.

My final point in relation to the overall terms and conditions for civil servants is about the amount of pension contribution that is made. This point was made by my hon. Friend the Member for Ochil and South Perthshire (Luke Graham). If we look at the figures, we see that for a civil servant on the median salary of £25,900, the Government provide £5,400 in pension contributions. That is the equivalent of an extra 23% on their basic pay and it is something that is not available to most people working in the private sector.

Difficult sacrifices have been made, but as a result we are finally starting to live within our means. Rather than borrowing £1 for every £4 we spend, we are borrowing £1 for every £10. That means that we are still living beyond our means, but it gives us some scope to remove the blanket ban, although that does not mean that we can suddenly fund huge increases in public sector pay. My right hon. Friend the Chief Secretary to the Treasury made it clear in September that the across-the-board 1% cap would be lifted. That means that the Government are no longer pursuing a one-size-fits-all policy for public servants.

In 2016, the Government set out five priority areas in the “Civil Service Workforce Plan”. Those areas are expected to have the greatest impact on readying the civil service workforce to respond to the challenges that the United Kingdom will face now and in the years to come. One priority is a commitment to develop cost-effective and flexible reward structures that enable the civil service to attract, retain and develop the very best talent within the pay systems in place.

In practice, there are two elements to civil service pay. I am sure that many hon. Members will be familiar with this, but I will set it out briefly. The pay of senior civil servants, who make up 1% of the civil service, is subject to an independent pay review body process, which is conducted by the Senior Salaries Review Body. Its 2018 recommendations are expected later this month, and we will respond to them in due course.

The second and by far the larger group, and the group to which most hon. Members were referring, is the rest of the civil service. Its pay and grading arrangements have been delegated to Departments and agencies since 1996. The effect of that, which hon. Members touched on, is that each Department makes decisions. As has been alluded to by the hon. Member for Glasgow South West, I continue to discuss this with the PCS, but the flexibility that it gives us is that it enables each Department to determine its own pay levels so that it can meet the needs of its own Department.

The 2018-19 pay remit guidance, which will set out the overall parameters for any future pay deal, will be published shortly. It will provide the range of average awards available to Departments, but it is for each Department to decide how to structure its pay award, and those decisions will be made in the light of their own priorities and affordability and must be discussed and negotiated with their trade unions.

[Chris Stephens]

rose—

[Oliver Dowden]

I am conscious of time, but I will give way briefly to the hon. Gentleman.

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[Chris Stephens]

The Minister has been generous. Could he just answer this one question? He and the PCS have had some discussion about addressing the 200 sets of pay negotiations. Is it his intention to continue that discussion to look at whether that is actually an adequate way of funding civil service pay?

[Oliver Dowden]

The hon. Gentleman makes an important point. As he says, I have both discussed and corresponded with the representatives of the PCS on this. I will continue that discussion; I remain open-minded on it, but the point I am making is that one has to balance against that the flexibility that allows each Department to tailor to its own needs. I agree that there is an issue about 200-plus sets of negotiations, but hon. Members will understand that there was a reason for that in the first place.

I should move towards a conclusion in order to give the hon. Member for Glasgow South West an opportunity to respond. I genuinely am confident that as we approach the 2018-19 pay remit guidance, we will continue to strike the clear balance between an appropriate reward for hard-working civil servants and the need to live within our means as a nation, so that we do not continue to borrow more and load up more debt that will burden our children and grandchildren.

Trade Union Bill

Debate between Chris Stephens and Oliver Dowden

Tuesday 10th November 2015 Commons Chamber

[Chris Stephens]

The hon. Gentleman is right to suggest that no evidence was presented in Committee from a public body in support of the Bill. We heard from the Tory Taliban, the TaxPayers Alliance, which was supportive of some of the measures, but no public body was.

The restriction of the extent of the Bill would ensure that none of its provisions applied without the consent of the relevant authorities. We have tabled amendments to restrict the application of some of the provisions.

[Oliver Dowden (Hertsmere) (Con)]

Will the hon. Gentleman explain to constituents of mine in Hertsmere, many of them hard-working commuters who will welcome the protection against unjustified strikes, why London should have a veto over these measures when they would not have a say under his proposals?

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[Chris Stephens]

I agree with the hon. Lady. Without question, the Bill is ideological. Under a veneer of moderation, it is an ideological attack on a large section of society that stands up against exploitation.

[Oliver Dowden]

The hon. Gentleman keeps saying that the Bill is ideological. Is it ideological for people who send their children to schools in my constituency who cannot get childcare during an unjustified strike with a very low turnout in a ballot? Is it ideological for hard-pressed commuters in my constituency who cannot get to work because of strikes called on ballots with low turnouts?

[Chris Stephens]

The problem with that analysis is that it is based on ignorance. The simple fact is that if a ballot has a low turnout, a trade union has to make a calculation. The hon. Member for Blaydon (Mr Anderson), who is a former Unison president, can confirm that trade unions have, on occasion, not proceeded to industrial action if they do not have support for it. The biggest gamble that a trade union takes when it decides to take industrial action is how many people participate. If people do not participate, the industrial action falls and dies.

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[Chris Stephens]

Yes, and that evidence also came out in Committee. What is the great industrial chaos in this country that means that the Government need to intervene? There is none—

[Oliver Dowden]

Will the hon. Gentleman give way again?

[Chris Stephens]

For entertainment purposes, I will take another intervention from the hon. Gentleman.

[Oliver Dowden]

I shall try to entertain the hon. Gentleman. If he believes that turnout is so high for all these industrial actions, why is he so concerned about having a threshold that requires four out of 10 trade unionists to turn out and vote? If turnouts are high, where is the problem?