Employment Rights Bill

Joshua Reynolds Excerpts

Report stage
Tuesday 11th March 2025 Commons Chamber

[Anna Dixon (Shipley) (Lab)]

I draw attention to my entry in the Register of Members’ Financial Interests, and I am a proud member of Community.

It is an honour to speak as this landmark Bill hopefully passes its next stage, finally bringing to an end an era of insecurity and low pay under the Conservative party. This landmark Bill brings in day one rights for workers, a fair pay agreement for social care workers and greater entitlement to statutory sick pay. My speech will focus on and highlight the way in which the Bill and some of its amendments strengthen the rights of care workers and carers, the majority of whom are women.

We have heard already in this debate many proposals from hon. Members on the Government Benches to go further than the excellent proposals before us to strengthen day one rights for employees. My hon. Friend the Member for Luton North (Sarah Owen) spoke movingly about pregnancy loss and bereavement, and, along with my hon. Friend the Member for Walthamstow (Ms Creasy), talked about the need for stronger entitlements to parental leave. All of that will have a really positive impact, particularly on women.

I draw attention particularly to the day one right that strengthens flexible working by default. I invite the Minister to consider giving guidance to employers that they should require flexible working to be advertised. The Fawcett Society has made a particularly strong case for the importance of that for women, and I know that that is also true for carers. If, before applying for a job, they do not know that they can secure that flexibility, many will not even apply. Some 40% of women who are not currently working said that if flexible work was available to them, it would enable them to do paid work, so we are missing out on huge potential for businesses.

The Fawcett Society survey in 2023 said that 77% of women agreed that they would be more likely to apply for a job that advertises flexible working options, while 30% had had to turn down a job offer when employers were unable to offer the flexible working that they needed. While the Bill makes excellent provisions, I urge the Minister to respond on how we can implement that in practice, so that carers and particularly women can have the confidence to apply for jobs and know that they can have those flexible working requirements.

[Mr Joshua Reynolds (Maidenhead) (LD)]

I thank the hon. Lady for her warm words about carers. Will she therefore support Liberal Democrat new clause 10, which would make paid carer’s leave an entitlement?

[Anna Dixon]

The hon. Gentleman may know that I am the co-chair of the all-party parliamentary group on carers. We are very pleased that there are now unpaid leave requirements for carers; on other occasions, I have urged the Government to look into going further with paid entitlements for carers. There is a real opportunity to enable the 3 million carers in paid employment to remain in employment and to stop the loss of an estimated 600 people per day who leave work due to their caring responsibilities. While that is not part of this Bill, hopefully the Government and the Minister will respond to that.

That is the first area of the Bill that I really welcome. The second, which has huge benefit for care workers, is its provisions on pay and conditions through pay agreements. I echo some of the comments made by my hon. Friend the Member for Loughborough (Dr Sandher), who is no longer in his place, about the huge benefits that these will bring to so many of our valued adult social care staff.

The establishment of the new Fair Work Agency will ensure that everyone is playing by the same rules, and strengthening powers to deal with modern slavery and labour abuse will further extend protections to care workers. Many care workers have come to this country on overseas visas and, having paid extortionate fees in their country of origin, have found themselves tied into accommodation here, on zero-hours contracts and being exploited by the care companies. As such, the provisions in the Bill are very welcome. We know that too many care workers live in poverty; research by the Health Foundation suggests that one in five care workers cannot afford the essentials, either for themselves or for their children. I am proud to be sitting on the Labour Benches as we bring forward fair pay agreements, along with the abolition of exploitative zero-hours contracts, which will finally provide security for our valued social care workers.

In implementing these changes, it is really important that we establish a framework to help home care workers in particular—some of whom I met recently—who are not paid for their travel time or their sleep-in hours, despite the fact that such practices should be illegal. As we take forward the fair pay agreement in adult social care, I urge the Minister to work with colleagues to ensure it is accompanied by an ethical charter for care providers to sign up to. This Government have already shown how serious they are about valuing those who do so much to care for, and provide support to, disabled adults and older people in this country.

The third area I want to mention, which other colleagues have talked about and which my hon. Friend the Member for Bradford East (Imran Hussain) has addressed in his new clause 102—[Interruption.] Madam Deputy Speaker, I keep looking at the clock. I believe there is an issue; would you please advise me on my remaining time?

Employment Rights Bill

Joshua Reynolds Excerpts

Consideration of Lords amendments
Monday 15th September 2025 Commons Chamber

[Peter Kyle]

Of course many of the hon. Gentleman’s constituents will be concerned about their workforce protections, and those who are setting up, running and managing businesses will want us to get the balance right as well, but we have many years of experience that have informed the decisions we have taken, and our engagement with trade unions and other bodies has ensured that we have got that balance right.

[Mr Joshua Reynolds (Maidenhead) (LD)]

I am glad that the Secretary of State has mentioned trade unions, because that allows me a moment to return to his earlier point about banning fire and rehire. In July, the general secretary of Unite said that what Birmingham was proposing for its bin workers was fire and rehire. If this Labour Government do not like the idea of fire and rehire, when will they tell their colleagues in Birmingham about that?

[Peter Kyle]

I think that the hon. Gentleman is making an argument for the Bill. We want to ensure that every employer in the country has the same legislative framework in which to operate.

--- Later in debate ---

[Andy McDonald]

I proudly refer the House to my entry in the Register of Members’ Financial Interests, which relates to support from trades unions. I welcome the Secretary of State and the new Employment Rights Minister, my hon. Friend the Member for Halifax (Kate Dearden), to their places. I especially pay tribute to my hon. Friend the Member for Halifax for her support and hard work in the taskforce, when I was shadow Secretary of State for Employment Rights and Protections, that led to the production of the new deal for working people. We are in good hands as she carries on the excellent work. I also pay tribute to my hon. Friend the Member for Ellesmere Port and Bromborough (Justin Madders) for his excellent stewardship in securing the Employment Rights Bill and taking it thus far.

I welcome the return of the Employment Rights Bill and the opportunity to address the urgent priorities of the people of this country, which are improving employment rights for better security at work and, ultimately, better pay from work. The cost of living crisis remains a burning issue, and giving people the tools at work to tackle in-work poverty is crucial. This Bill starts the process of delivering much-needed dignity and security for working people. It will not have escaped the attention of colleagues that Members of the party now purporting to speak for working people are nowhere to be seen in this debate. We know whose side the Reform party is on, and it is not working people.

These Lords amendments demonstrate the problems before us. I urge the House to reject the Opposition’s amendments, which, if passed, would weaken the rights and protections that this Bill seeks to deliver.

On Lords amendment 1, which would water down the right to guaranteed hours, let us be clear: moving from a duty on employers to proactively offer secure contracts to a model in which workers must request them would completely undermine the purpose of the Bill. Vulnerable workers, often young people on their very first job, should not be left in the position of having to plead with their employer for basic security. We have heard from Unite members such as Izzy, a pub worker who felt unable to raise issues for fear that her hours would be cut, and Caren, a restaurant worker who was left with 40 hours one week and barely any the next, with her mental health paying the price. This House cannot endorse a model that forces workers into the role of Oliver Twist, asking, “Please, Sir, may I have some more?” The duty must rest firmly with employers.

Lords amendments 7 and 8 would reduce access to short-notice cancellation payments. Again, the effect is to let employers off the hook. A 48-hour limit is wholly inadequate. Imagine a parent who is told late on a Friday night that their Monday shift has been cancelled; there is no compensation, but there is still childcare to pay for.

[Mr Joshua Reynolds]

The hon. Gentleman says that a 48-hour time period is unacceptable, yet the Bill does not specify what time period would be acceptable. Does he have an idea in mind of what that number would be? How many businesses has he spoken to about that?

[Andy McDonald]

The amendment speaks to those sorts of figures. I am making the point that that sort of notice is simply not acceptable.

People cannot live structured lives and be able to plan for their futures under such a dreadful regime, and I reject it wholeheartedly. That is not reasonable notice; it is a transfer of cost and stress on to the worker. USDAW’s evidence shows that, in many sectors, workers already get four weeks’ notice of shifts. The risk here is that by lowering the standard, we drag conditions down across the board. That is why the Government have rightly committed to setting notice periods through consultation, not through arbitrary amendment.