Enterprise and Regulatory Reform Bill

Julie Hilling Excerpts

Wednesday 17th October 2012 Commons Chamber

[Richard Fuller]

I thank my hon. Friend very much for that intervention.

[Julie Hilling (Bolton West) (Lab)]

I can understand why businesses do not want to face the reality of their actions, but we know that many businesses flout employment law, whether deliberately or innocently. If anybody breaks the law in any other walk of life, whether through a driving offence, robbing a shop or whatever, there is a penalty to be paid. Clause 14 is not about innocent omissions; it is about employers doing something deliberately. From many years of representing people, I know that employers often deliberately go against what is written in legislation. Surely they should have to pay some penalty for doing that, just as anybody would in any other walk of life. If someone breaks the law, they pay a cost.

[Richard Fuller]

The hon. Lady makes some good points from her experience, but my view is that we should focus our attention on ensuring that the aggrieved employee is in the best possible position to receive the maximum amount of the settlement that has been made in their favour. As was shown in evidence to the Public Bill Committee, in a large proportion of cases the employee does not get that amount. I do not see how it will help to add an additional burden on top of that, with the Government trying to take money as well. There seems to be a discord between that and our trying to do the best by employees. That is why I would rather the clause be completely removed.

I believe the shadow Minister said in the Public Bill Committee that in 59% of cases, employees do not receive the full settlement, and I would like the Government’s focus to be on reducing that figure. I believe that the clause is unhelpful, and as my hon. Friend the Member for Skipton and Ripon (Julian Smith) said, business representatives also believe that.

[Julie Hilling]

What, then, do we do with employers who continue to flout the law? I absolutely agree that the claimant should get the compensation to which they are entitled, but some employers continuously flout the law and just pay a small amount. Often, employees get a small award at tribunal anyway, depending on their age, length of service and income. What do we do with those employers?

[Richard Fuller]

That is an interesting question. My amateur response is that there are better ways to solve the problem than the method in clause 14. Imposing an additional burden in the form of money going to a different party, the Government, is not the optimum path to reach the resolution and outcome that both the hon. Lady and I would like to see when an employer has acted inappropriately and is not paying the bill that he or she should to the aggrieved employee. In general, as I have said a number of times, I would rather have the law presume that the employer is doing the right thing and will make the right payments. If he or she does not, there should be other measures, which perhaps the Minister can mention in her response.

As we have heard from my hon. Friend the Member for Skipton and Ripon, both the Federation of Small Businesses and the Institute of Directors have made representations to the Government that it would be better to remove the penalty on businesses imposed by clause 14. I have mentioned some of the representations made to the Government by the Law Society—that the benefits of imposing financial penalties on employers are not convincing—and, perhaps for slightly different reasons, from Opposition Members we have heard why the clause may not be good. I would rather leave those comments for the Minister to reflect on than push the amendments to a vote. I appreciate the hearing from the House.

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[Katy Clark]

I would not necessarily say there should be incentives, but people should not be punished for whistleblowing. It is currently very difficult to get the protection of the law, and we need to look at that. That is why I, together with others, have called on the Government to look at the entire area. It is now more than a decade since the 1998 Act was introduced, and we need a thorough review and full public consultation on all issues associated with whistleblowing.

Current topical examples of where I believe it should not be necessary for someone to show that they are acting in good faith include the allegations that are coming to light about Jimmy Savile, and the cover-up that we have seen over many years following the Hillsborough disaster. There will be many other examples central to the political debate where politicians would welcome whistleblowers taking action.

[Julie Hilling]

Briefly, I would like to give another example. At Network Rail, women were consistently getting compromise agreements and therefore being gagged from speaking about things that were taking place. They were all women, so one can imagine the sorts of situations involved. The proposed legislation would make life much harder for people in such situations.

--- Later in debate ---

[Julie Hilling]

I spoke about the Bill in the debate on the Queen’s Speech, I spoke on Second Reading and I have sat through the last two days of debate. I am grateful to have a few moments to speak now. However, my opinion has not changed.

The Bill is called the Enterprise and Regulatory Reform Bill, but I have seen nothing in it that is very enterprising, nothing that will grow businesses, nothing that will take this country out of the double-dip recession that was created in Downing street, and nothing that will stop the Government borrowing more and more money just to pay for the cost of their cuts. What I have seen is a Bill that removes rights for ordinary working people, takes a big stride backwards on equality, takes a leap backwards on health and safety, and makes it easier to sack people. That will increase job insecurity, harm work-force morale and productivity, harm consumer confidence and, ultimately, harm the economy.

The Government do not seem to live in the real world, where it is already lamentably easy to sack workers and where discrimination is still rife. Instead of removing rights, they should be helping every employer to be a good employer, with good advice and support. That would make us more competitive and help this country to thrive. The Bill is a lost opportunity and an exercise in turning back the clock. It has no answers for our economy and it should be absolutely rejected.