Draft Employment Rights (Miscellaneous Amendments) Regulations 2019 Draft Agency Workers (Amendment) Regulations 2019 Draft Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2019

Gill Furniss Excerpts

Wednesday 6th March 2019 General Committees

[Gill Furniss (Sheffield, Brightside and Hillsborough) (Lab)]

It is a pleasure to serve under your chairpersonship, Mr Austin.

I will set it on the record that we do not oppose these statutory instruments, despite their narrow scope and their utter failure to address the grotesque and growing inequality in the quality of work, and increasing insecurity and low pay in the UK. They implement some of the few actions contained within the Government’s Good Work plan, which makes some very limited improvements to workers’ rights but does not address the crisis of work in this country, where millions are struggling to make ends meet, and where work is certainly no longer a preventer of poverty.

[Mr Shailesh Vara (North West Cambridgeshire) (Con)]

When the hon. Lady refers to a “crisis” in the workplace, is she aware that we now have record employment, with more people in employment than ever before in the history of the United Kingdom?

[Gill Furniss]

I certainly am aware of that. I am also aware that many of my constituents are in low-paid work or on zero-hours contracts, when they would rather be in good, well-paid, full-time work.

[Mr Vara]

Just for the record, it is worth noting that it was under Tony Blair that zero-hours contracts began.

[Gill Furniss]

I am quite aware of that fact, but I think the hon. Gentleman will find that they were small in number at that time; they have most certainly increased under this Government. I will try to move on.

Any improvement in the rights of workers is welcome, but it is an absolute travesty that these changes are so limited, and the Government seem intent on ignoring the scale of the crisis for many working people. The Government have described their Good Work plan as the

“largest upgrade in a generation to workplace rights”.

What a damning indictment that is of their previous lack of ambition.

If the Minister really wanted to improve the rights of workers across the country, she would introduce legislation to allow trade unions access to workplaces and promote collective bargaining, and to rule out the reintroduction of employment tribunal fees, which it must be stressed have only been removed following union legal action that resulted in their being found unlawful. She would also ban zero-hours contracts and give all workers access to day one employment rights, as Labour will.

Before addressing each of the SIs, I want to put on the record my concerns that the Government have said that they intend to legislate to “clarify” the existing case law around employment status. Legislation in that area could make it easier for employers to avoid honouring workers’ rights, and unpick recent union victories in the employment tribunals. I should be grateful if the Minister would confirm that that will not be the case.

The draft Employment Rights (Miscellaneous Amendments) Regulations 2019 propose three main areas of change. The proposed strengthening of employment tribunals’ power to increase sanctions on employers who breach employment law is overdue and welcome, and it should certainly be made easier for employees to trigger information and consultation rights in their workplaces. However, it is clear that the changes being proposed to the Information and Consultation of Employees Regulations 2004 will fall short of the action needed to facilitate meaningful consultation between an employer and their workforce. All the evidence shows that collective bargaining is the best way of achieving that. Trade unions are the collective voice of workers, and a collective voice is stronger than an individual one. Trade unions are the best way of ensuring that the interests of the many are prioritised in the workplace and in the wider economy. So, can the Minister explain why this legislation and the Good Work plan completely ignore trade unions and do nothing to strengthen their rights in the workplace?

Why does the Minister think the proposed ICE reforms should not cover agency workers and other casual workers? Under these proposals, such workers will miss out on important information and consultation rights. The SI provides that workers will be entitled to a written statement of particulars of employment from day one in their job. However, people on zero-hours contracts and workers in the insecure economy need much more than a weak right to request a contract and more predictable hours. As the General Secretary of the TUC, Frances O’Grady, has stated:

“The right to request guaranteed working hours is no right at all. Zero-hours contract workers will have no more leverage than Oliver Twist.”

Why are the Government treating workers with such a Dickensian attitude?

I welcome the draft Agency Workers (Amendment) Regulations 2019. After years of campaigning and pressure from trade unions, the regulations will effectively close the Swedish derogation loophole, which has been used by employers and recruitment agencies to avoid their obligations to provide pay parity for agency workers. However, why has it taken the Minister so long, and why do agency workers have to wait over a year—until 2020—for the regulations to come into force?

Although any increase in the information to which workers are entitled is welcome, the draft Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2019 are barely an improvement on the status quo. If I was the Minister, I would be embarrassed to present them. The proposals allow agency workers to be signposted to further documents, rather than having all the information in one place as Taylor recommended—undermining the Government’s stated objective of making key information more transparent and easily accessible.

Why does the key facts sheet not include all relevant information? Why has the Minister not introduced it immediately, instead of after a year’s delay? Importantly, who will enforce the new requirement? The employment agency standards inspectorate employs just 16 people to cover an agency sector that includes hundreds of thousands of workers. Without enforcement, the legislation is meaningless.

Only one in six low-paid workers in the last 10 years managed to secure a full-time job with better pay, meaning that many workers face a lifetime of being trapped in low pay and poverty. Issuing workers with a key facts page about their workplace rights will do nothing to address such a systematic crisis. Why is the Minister not embarrassed by the empty rhetoric of that response?

Labour is committed to giving all workers equal rights from day one. Why are the Government not committed to that? Wider reforms are needed to ensure effective information and consultation in the workplace. Labour believes that the law should presume that a worker is an employee with full employment rights unless the employer can prove otherwise. Why have the Government failed in these statutory instruments to take up the Taylor review recommendation to shift the burden of proof, where the status of the worker is in dispute, from the worker to the employer?

TUC research shows that the number of people facing insecure work has risen by 27% over the last five years under this Government. The Good Work plan and these weak SIs do nothing to address the growing crisis. It is clear that only a Labour Government will take decisive action and ensure that working people get the rights to which they should be entitled. For more than 60 years, the UK, like most other countries in the world, had a Ministry of Labour. We will restore it, to give workers and trade unions a voice at the Cabinet table. The new Ministry will ensure that workers’ rights are enforced with proper resources and tough sanctions for those who do not meet legal standards.

Labour has set out a 20-point plan for equality and security at work, including banning zero-hours contracts, giving all workers equal rights from day one, doubling paid maternity leave, increasing maternity pay and banning unpaid internships. If the Government were serious about improving the lives of workers, they would implement those policies, not announce superficial tweaks via secondary legislation that will not come into effect until 2020, and that barely scratch the surface.

--- Later in debate ---

[Kelly Tolhurst]

To move back to union representation, about which the hon. Member for Sheffield, Brightside and Hillsborough feels strongly, it is true that the changes that we are making to the thresholds will ensure that workers are able to get consultation with the organisations in which they work. It is correct that in some workplaces there is contention relating to unions, and they are not necessarily representative of the whole workforce, so there is already a system in place—a threshold within unions, separate to what we are talking about with the ICE. Obviously, that is a different system. The changes that we are making will give people who are not part of a union the ability to have a conversation and consultation with the companies that they work for.

I personally feel very strongly about zero-hours contracts. I have seen many, many examples, as a constituency MP and in the working world, of zero-hours contracts being a perfect solution for people who want to be able to work. They give people the flexibility that they are unable to get in other forms of employment. It is a fallacy that every organisation that uses zero-hours contracts is bad, and that all zero-hours contracts are weighted against the worker. I can name a number of examples of where employers go much further to aid individuals and enable flexibility. The 80% increase in jobs has been in full-time employment. The Taylor report identified that keeping that flexibility in the workplace is really important. I understand that people have concerns about zero-hours contracts, but our intention is to strengthen them where we can. My narrative is that they are a good option for a lot of people who want to work. They are not always one-sided.

[Gill Furniss]

I just want to put it on the record that this obsession with zero hours seems very weird to me, because there are many other options for making jobs flexible. There are things like job shares and part-time appointments. It does not have to be a zero-hours contract. I would like the Government to take a look at that, rather than clinging on to the notion that zero-hours contracts are the only way of offering flexibility. In my book, they certainly are not.

[Kelly Tolhurst]

I actually agree with the hon. Lady. They are not the only way of offering flexibility. That is why we are bringing forward the proposals that we set out in the Good Work plan. We are moving towards giving workers the right to request a more stable contract and stable hours. Less than 3% of our workforce use zero-hours contracts, and there are many other ways to do it. In my view, the narrative that zero-hours contracts are all weighted against the employee is not always the correct interpretation of how they are used. However, we have tried to outline that, as a responsible Government, where we see any potential difficulty or breaches, we will always seek to close those gaps where appropriate.

I understand the hon. Lady’s concern about the timescale. She will be pleased to know, in the light of debates that we have had on certain other SIs, that impact assessments have been carried out. Because an impact has been assessed to business, these measures will come into force on 6 April 2020, giving businesses 12 months to prepare, giving us time to work with businesses on guidance and implementation, and giving workers an opportunity to understand what is coming forward.

The key facts page is a step forward, particularly for agency workers. When the regulations come into force, workers will be entitled not only to a written statement of rights but to key facts. The whole point of that is that when individuals go to agencies, they will be able to ask questions and make decisions about whether to take on work in an informed way, which we hope will ensure that there is no concern in the future. Also, where there are workplace issues, that will give individuals something on day one with which to hold their employer to account at a later date. It is a great way forward; it gives workers better information and provides transparency. Obviously, we will be working with employers over the next year to ensure that those key facts pages are implemented.

I like to think that the regulations show that we are absolutely committed to improving workers’ rights following the Taylor review. I would like to put on the record my gratitude to Matthew Taylor and his review colleagues, Greg Marsh, Diane Nicol and Paul Broadbent. I thank them for all their work in this area. It has been a pleasure to work with them over the last 12 months, even though I have only been in post since July.

As we set out in our industrial strategy, flexibility is an important UK strength. Over the past year, the UK has experienced its highest rates of economic activity and employment. The employment rate was estimated at 75.8%, the highest since comparable estimates began in 1971. We have also experienced the lowest rate of unemployment since the mid ’70s. There are now 32.53 million people in work. The strength of the jobs market in the past eight years means that over 3 million more people are in work, unemployment is lower in all regions and nations of the UK than in 2010, and wages are growing at the fastest pace possible.

The regulations implement the recommendations of the Taylor review. They will directly benefit all workers by giving them transparency about their rights on day one. We are removing the opt-out from equal pay for agency workers and giving them clear information to make informed choices about who they sign with. We are making it easier for the workforce to establish formal engagement processes for information and consultation, and we are empowering employment tribunals to impose greater penalties against the worst employers.

Members will know that the regulations are not the extent of our plans, as I hope I have laid out. Many of the other commitments in the Good Work plan are being taken forward. Last week, we launched the holiday awareness campaign, which was beautifully alluded to by the hon. Member for Hove. Our scheme to name employers that fail to pay employment tribunal awards is now live. Many of our ambitious reforms will require primary legislation, and I look forward to having further discussions with Members across the House as we bring forward further measures.

I commend the statutory instruments to the Committee.

Question put and agreed to.

Resolved,

That the Committee has considered the draft Employment Rights (Miscellaneous Amendments) Regulations 2019.

Draft Agency Workers (Amendment) Regulations 2019

Resolved,

That the Committee has considered the draft Agency Workers (Amendment) Regulations 2019.—(Kelly Tolhurst.)

Draft Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2019

Resolved,

That the Committee has considered the draft Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2019.—(Kelly Tolhurst.)