Employment Law (Businesses)

Craig Whittaker Excerpts

Wednesday 3rd November 2010 Commons Chamber

[Mr Davey]

I had the pleasure of meeting Lord Young in my office earlier this week to begin our work together. I said many things to him, but I did not say that when I was studying economics at night school at Birkbeck, I had the pleasure of studying under Professor Snower, who, as I am sure the hon. Gentleman is aware, developed the theory of insider-outsider analysis. That states that when we are thinking about employment creation, we should always remember the outsiders—the people who are unemployed. One of the great things about taking a more robust approach to employment law is that it will help job creation. That is good for businesses, of course, but it is also good for the unemployed. Those who are elected to this House to represent the unemployed must remember that ensuring that they have work is an important part of what this Government are about.

A flexible labour market that strikes the right balance between the rights of individuals and the needs of business is an essential part of our economic framework. The hon. Member for Skipton and Ripon rightly said that things have slipped in recent years, but we still compare favourably with our international competitors. However, more can be done, particularly given what has happened in recent years.

I am aware that many business people are wondering about possible changes to employment legislation. I offer them this reassurance: the coalition understands how tough it has been for them over the past two years, as companies of all sizes have had to fight their way from the deepest recession in 60 years. We will not do anything that makes that continuing task more difficult. We are certainly not in the business of weighing companies down with more regulation and higher costs.

Achieving lasting economic growth is a core priority in the years ahead, and that can come only from the private sector, so we want to make this country one of the best places in the world to start and expand a business. That means dismantling the barriers to growth and improving the regulatory and legal frameworks for business, including employment law.

Good workplace relations improve productivity and help businesses run more efficiently, which enables them to stay competitive and boosts long-term resilience. I am sure that as the hon. Gentleman runs a small business, he is very much aware of that. In our review of employment law, we are trying to see how we can offer maximum flexibility for employers and employees in a competitive business environment. We want to ensure that we have the balance right, so that employment laws do not inhibit businesses from growing.

As part of that review, we are reflecting on what business groups have said to us about the cost and complexity of employment legislation, including on resolving workplace disputes and the employment tribunal system. Where we can make legislation easier to understand, improve efficiency and reduce unnecessary burdens, we will. I am very keen to meet some businesses from the hon. Gentleman’s constituency in due course. I have met a number of business representative organisations, which have given me an awful lot of ideas to mull over, and I assure him that we have been listening to them.

Getting people back into work and helping them stay there is at the heart of our plans for Britain’s economic renewal. That is why we are committed to creating a more flexible employment system that allows people to balance their work and family commitments. Millions of people have responsibilities outside work, whether raising a family, caring for an elderly or sick partner or serving their community. If we help people manage their lives and stay in employment, we can avoid losing the skills, talents and energy of millions of people from the UK economy. There is good evidence from companies already operating flexible working patterns that they deliver real benefits to the bottom line. Those benefits include increased productivity because staff are focused on the job; lower turnover because workers feel valued by their employers; and reduced absenteeism because people can reorganise their day when the unexpected happens.

The coalition agreement raises the possibility of extending to all employees the right to request flexible working. I have been talking about the coalition agreement to employers and their representative organisations. The hon. Gentleman asked why we had extended the practice to include parents with children up to the age of 18 before the wider review, on which we shall consult, and the wider implementation of the coalition policy. When we considered the matter, we found that the cost to business was nil. In fact, it made things simpler.

The way in which the previous Government introduced the right to request flexible working, with different rules for different employees, confused business. So, simplifying the system was just a small step. When we talked to businesses, they seemed to understand and appreciate that. Clearly, one reason why many business organisations are ready to engage in the debate about extending to all employees the right to request flexible working is that it would simplify the system. We want to do that in a way that responds to practical experience of that right to request.

During the recession, it was interesting to see—this also came out in some recent CBI evidence—that there was a greater acceptance of flexible working by employees. A number of firms found that their employees were more willing to take pay cuts and operate on reduced hours and so stay in work, thus keeping the business afloat. We saw a much better engagement at the work place. That is why a number of employers and their organisations are saying that flexible working is one of the better things that came out of the previous Government.

[Craig Whittaker (Calder Valley) (Con)]

Does the Minister not agree that while the right to request flexible working is great for business, what inhibits them from implementing such things is the huge cost, the red tape and the bureaucracy that have been created around employment law? When I met two business men from my constituency today, I was alarmed to hear how a large corporate company—not a small and medium-sized enterprise or a sole trader—had instructed its managers to manage out people from the bottom of the business, because they were inflexible at times when they needed their work force to be flexible. Is the Minister aware of the practices that are starting to occur because of the huge cost of bureaucracy and burden on business?

[Mr Davey]

One of the objectives of the employment law review—I hope that the hon. Gentleman will see this when we publish it—is to try to begin to turn that tide. I hope, as I continue with my remarks, that the hon. Gentleman will begin to see that sense of direction.

In the coalition agreement, we have tried to ensure that we can assist families and employers to get the right balance between work and home. Quite rightly, child care is no longer seen as just the mother’s responsibility. Fathers are playing an increasingly significant role in caring for their children, with more than 90% of fathers taking time off around the births. The hon. Gentleman will know how important that is for families and for the development of children. The Prime Minister is particularly keen to encourage such a practice.

We are planning to introduce a new system of flexible parental leave. The current system of 52 weeks ‘maternity leave and two weeks’ paternity leave is completely unbalanced and does not meet the needs of modern families. Additional paternity leave goes some way to providing parents with greater room for manoeuvre over how they balance their working and caring responsibilities, but it still constrains parents’ choices and reduces employers’ flexibility. We believe that our proposals will be more welcome to employers because of the increased flexibility that they provide.

The hon. Member for Skipton and Ripon asked why we were introducing the additional paternity leave now, when we plan to introduce shared parental leave later. That is a fair question, which I considered carefully. However, when we examined the matter, we noted that the regulatory regime was not quite as burdensome as he implied in his speech. Employers do not have to implement the system unless and until someone applies for additional paternity leave. The regulatory impact assessment that accompanies the measure suggests that that would affect under 1% of employers a year. Although that might be a burden on those employers, the way in which we propose to introduce the measure means that it will be relatively light, even for the small number of employers who have to use additional paternity leave before the shared parental system that we plan to bring in is introduced.

Another reason that weighed heavily on my decision to proceed with the measure is that its passage through the House and removing the regulation would entail some cost to businesses. However, more important, it will provide some serious lessons from employers who have to administer additional paternity leave, enabling us to get shared parental leave right. It is a sort of pilot, and without it, we would lose the lessons from it, creating a danger that, when we implemented shared parental leave, we would not do it in an optimal way. I therefore hope that the hon. Gentleman understands that, although it was a difficult decision, it made sense for employers, and that is why we went ahead.