Tesco House, Cardiff: Job Losses

Jo Stevens Excerpts

Wednesday 19th July 2017 Commons Chamber

[Anna McMorrin]

I absolutely agree with my hon. Friend that it should be questioned on that, and I will address the issue later in my speech.

In his first year in charge as the group chief executive, Mr Lewis axed nearly 5,000 head office staff and UK store management jobs, as well as more than 4,000 roles overseas and at the group’s banking division. More than 2,500 jobs were lost with the closure of 48 so-called underperforming Tesco stores, and 3,000 jobs were put at risk in April when the chain cut night shifts for shelf stackers in some of its biggest supermarkets.

[Jo Stevens (Cardiff Central) (Lab)]

I am grateful to my hon. Friend and parliamentary neighbour for securing this debate. According to last year’s Tesco accounts, the chief executive, Dave Lewis, was given a £4.15 million pay package, of which £2.4 million was a bonus. Does my hon. Friend agree that he could have taken a little bit less and the company could have kept a few more of those jobs? Every little helps.

[Anna McMorrin]

I think it is absolutely the case that the company is prioritising management over the hard-working workforce, who are highly skilled and motivated.

I suspect that nearly every Member of this House has a Tesco store in their constituency. It is one of the UK’s biggest and most recognisable brands, with a loyal customer base.

--- Later in debate ---

[Anna McMorrin]

I absolutely agree with my hon. Friend about that, which is precisely why I brought this debate to the House.

One worker told me:

“We are absolutely devastated as my fiancée is currently on maternity leave with the birth of our baby daughter. We have also planned to get married next year so this news has come at the worst possible time for us in our lives and we are very worried for the future.”

Another staff member contacted me on Facebook. He said:

“It’s been stressful for a lot of us, some more than others. I’ve been made aware that there are options to apply for a store role or to move to the Tesco site up Dundee. This is not an option as it’d be too much of a drastic life change and there are very few roles considering the number of employees in our centre. The announcement has also left me wondering, if I moved to another role in the business, would I be any less vulnerable to another redundancy announcement in future.”

He went on:

“A lot of my colleagues whose time at Tesco exceed 10 years are choosing to stay until the end for their redundancy package as they’ll get a significantly larger amount but for many employees like myself who have been with Tesco just a little over a year, we see no incentive in staying as I don’t feel valued as an employee anymore and barely feel like I’m part of the place now.

The morale has dropped rapidly on my work floor whereas it felt like a small community only a year back, and now it feels very empty and makes me feel quite down whenever I’m in the environment. I used to love coming to work but now the hours feel longer and it just feels like it’s getting in the way of the hours I could be using to find progression in life.”

Those are just a few of the many messages I have had from distraught members of staff who have been affected.

What is going to happen now? The Welsh Government’s Cabinet Secretary for Economy and Infrastructure, Ken Skates, has announced the formation of a taskforce to find new employment opportunities for the staff. That is a welcome development. It will pool the knowledge and resources of key partners to ensure that the 1,100 people currently working at the centre are provided with the very best support in seeking further employment, as well as welfare and emotional support. Following my question to the Leader of the House on 22 June, I ask the Minister before us to urge the Department for Work and Pensions to work with the Welsh Government and dispatch its emergency taskforce to help ensure that the staff who are affected are fully supported.

While that work goes on, along with the Union of Shop, Distributive and Allied Workers, I will be making the case for Tesco to rethink its plans and for better engagement with its workforce. If there is to be any outsourcing of jobs, at the very least I would like an assurance from Tesco and the management that they will go to companies based in south Wales.

[Jo Stevens]

My hon. Friend is being very generous with her time. When she and I met staff at Tesco, the point about outsourcing was raised. We heard that work had been outsourced for the past 12 months and that when people left Tesco House, they were not being replaced. Does she share my concern about the lack of transparency from Tesco management about where the work is going, because the number of jobs being lost and the jobs being offered in Dundee simply do not add up?

[Anna McMorrin]

I agree with my hon. Friend: there has been no transparency on this issue, and that is what I would like to see. I call on the Minister to request it.

I reiterate my deep disappointment at the way Tesco has handled the situation. I struggle to understand its rationale for losing such a highly dedicated workforce. As a company that supposedly values its workers, it should not want to lose decades of experience and the specialist skills staff have acquired. We all know Tesco, we have all shopped there. It has a loyal customer base in Cardiff and its staff deserve more and better than this. I hope that the Minister will join me in condemning this behaviour and work with me and alongside the Welsh Government in making the case to Tesco to rethink its plans and offer better engagement and more transparency to the workforce.

--- Later in debate ---

[Margot James]

I thank the hon. Lady for her intervention and I did note her earlier remarks. I do not think there is any prospect of reversing that decision. I accept that it can prove difficult for people to find alternative employment within the 45 days, but a lot of support is going on in Cardiff, not just from the DWP and the Government but from the Welsh Assembly. It is a buoyant economy and I hope that people will find satisfactory employment within that timeframe.

It is not always easy to find another job, and even if people do so it does not alter the hurt they feel at the rejection that redundancy always involves. But business change is an inevitable consequence of competitive markets, and retail is a highly competitive market at the moment. Commercial and economic opportunities and threats mean that companies will need to reorganise, merge, expand and, sometimes, unfortunately contract in response. To ensure businesses remain viable and profitable, they need the flexibility to respond to the circumstances they are facing as best they can. At the same time, employees will want to know how the changes are likely to affect them, and what their options are for the future. It is vital, therefore, that there is effective consultation with employees about the potential for collective redundancies.

[Jo Stevens]

Is the Minister aware that this is the largest single number of job losses that has been announced in Wales for a decade? About 100 of my constituents are affected by the decision, and they will be very disappointed that the Minister batted away the point made by my hon. Friend the Member for High Peak (Ruth George) about the consultation period. Will she please reconsider, and talk to her Cabinet colleagues about the issue?

[Margot James]

Let me reassure the hon. Lady. The fact that this is the worst case for 10 years points to the buoyancy of the economy in Wales. That part of the country is doing well. When I visited it just two months ago, I was very impressed by the dynamism that I found in Cardiff and the surrounding area. I do not share the hon. Lady’s pessimism about the opportunities for people. However, as I said earlier, I certainly appreciate that it is not a simple case of getting another job and all is well, particularly when a whole community is affected as this community has been.

Let me say something about the legislation. Collective redundancy legislation strikes a balance between the needs of the business and the needs of employees. It applies when 20 or more employees are made redundant at one establishment within 90 days. In those circumstances, employers have a statutory duty to consult employees’ representatives about the proposed redundancies. The consultation must be with the employees’ trade union representatives, or with other elected employee representatives when there is no recognised trade union. It must be completed before any dismissal notices can take effect, and it must be undertaken with a view to reaching agreement, although sometimes—I recognise this—agreement may not be possible. It must include consideration of ways of avoiding redundancies in the first place, reducing the number of people to be made redundant, and importantly, mitigating the effect of the dismissals. Employers also have a number of obligations, including a requirement to notify the Secretary of State for Business, Energy and Industrial Strategy of the proposed collective redundancies before the start of the statutory consultation.

Redundancy can be—and usually is—a stressful time for those affected. I want to highlight the service offered by the ACAS helpline, which can advise people on their particular circumstances. ACAS has also produced a guide for employers on handling large-scale redundancies such as those that we are discussing this evening.

Let me now say something about the support that is available to employees who are made redundant. Throughout the redundancy process, employers still have obligations to their employees, and should be thinking about the help that they can offer at all times. Employees with at least two years’ service who have been given notice of redundancy have a right to reasonable time off so that they can look for a new job or arrange training. The Department for Work and Pensions and the local Jobcentre Plus have already been in touch with Tesco to offer their support.

I recommend that, in the case of redundancies, employers should always contact Jobcentre Plus as soon as possible to discuss appropriate support that can be delivered locally. All decisions about appropriate support are made locally, because a decision based on a specific redundancy situation, an individual’s own transferable skills and experience, and the availability of jobs in the local area is far more likely to be the right decision.

[Margot James]

I very much agree with what is behind the hon. Lady’s intervention. My right hon. Friend the Secretary of State for Wales is taking that forward, and has already met the chief executive. The south-east Wales district Jobcentre Plus will deploy its redundancy response action plan, which includes working with partner organisations such as Careers Wales, the Welsh Government, the National Employer Partnership Team, the local authority, DWP pensions and Tesco trade unions to deliver a bespoke package of support, which I think is what the hon. Lady is after. The typical support provided for individuals is matching people to local known job vacancies and/or helping to construct or improve CVs. Where there is scope to do so, support can be delivered on a group basis, for example by bringing redundant workers and employers together at a jobs fair as well as at group sessions and one-to-ones on site, to provide support and information on benefits, pensions, support from DWP and Careers Wales. Matching current vacancies to the skills and requirements of the affected individuals is a key part of the service Jobcentre Plus provides. This has been successful in many other redundancy situations.

Tesco has assured Government that its first priority is to do everything it can to support its colleagues in Cardiff, including helping them to find roles within Tesco, working with Jobcentre Plus, USDAW and the Welsh Government, and connecting with other local employers who might have vacancies.

[Jo Stevens]

One way in which Tesco could assist these staff members is not to make them redundant six weeks before they qualify for their annual bonus payment. Does the Minister agree that such behaviour should be discouraged?

[Margot James]

I am very sympathetic to that point; that seems to add insult to injury. My right hon. Friend the Secretary of State for Wales has raised that issue with the chief executive of Tesco, and I am sure he will raise it again thanks to the hon. Lady’s intervention.

The Welsh Government have already established a taskforce, which stands ready to support the Cardiff workers once the outcome of the consultation is known. It is being led by Ken Skates; Fiona Jones, DWP’s director for Wales work services, is a member of the taskforce, too. Tesco has confirmed that it will also work closely with the Welsh Government on its redundancy action scheme—ReAct—a programme that funds training for people living in Wales who are facing redundancy. Tesco will be engaging with the Welsh Contact Centre Forum and will be keen to reach out to other employers who might have vacancies. A significant number of businesses have already approached both Tesco and the Welsh Government, but the current focus has to be on the ongoing consultation process before any detailed discussions can progress with other companies. At present, Tesco is not able to provide specific details on the package available to staff, as this will be considered as part of the ongoing 45-day consultation.

In conclusion, I reiterate that retail is a vital sector for the UK economy and we are committed to it.