Protection from Redundancy (Pregnancy and Family Leave) Bill

Debate between Lee Anderson and Shaun Bailey

2nd reading
Friday 21st October 2022 Commons Chamber

[Shaun Bailey]

My hon. Friend articulates it so well. She is absolutely right; shared parental leave is now such a key part of the broader landscape of family and employment rights—I do not want to just say maternity rights. We now know that the idea that mum goes off for a year and looks after the baby while dad works is ridiculous—it is rubbish. Both parents need to be playing an active role. We say that both parents need to be playing an active role in the life of their child, but if we have an employment structure that does not allow us to do that, then it is all good words but absolutely no action. My hon. Friend is right to draw out with her intervention the point about shared parental leave. What I am encouraged by is the recognition that shared parental leave needs to become the norm. From what I have seen at the moment, we are seeing that transition; we are seeing that more organisations are getting that. But there is still more to do.

The other point I will touch on is the societal impact. I talk about this from my personal experience. What we do not want to do is frame this in the context of mum, dad and 2.4 children, because actually families do not operate like that; there are many shades of grey. If someone is a single mother, or a single woman who is pregnant, and runs the risk of redundancy as a result of that, where does that leave them?

[Lee Anderson]

Does my hon. Friend agree with me that the threat of redundancy, or actual redundancy, for a pregnant woman can have a serious impact on her health and the health of the baby?

[Shaun Bailey]

My hon. Friend is absolutely right, and the academic studies have shown that. We have the data showing the mental health impact on women who are having to worry about the risk of redundancy in their job. Of course it is not right—I am framing this in the context of a mother who is giving care to a child—that they should have to worry about their employment and everything that interconnects with that, and at the same time have to raise a child.

I have not had children, but for those who have—I am probably going to get interventions from hon. Friends across the House now—that initial period of time, and I will not say how long it is because I am sure it might vary, is probably one of the most stressful points in a mother’s life. They are getting to grips with realising that there is no handbook, and that everything they were told was going to go this way or that way actually does not—children do not work like that and there is no button to push. They are balancing that—a new person they have brought into the world and have to care for—and at the same time having to worry about how they are going to put food on the table, and go back into a career that they love, are passionate about and have maybe trained for years to do but now are at risk of losing because their organisation has potentially decided, “No, goodbye, see you later.” It seriously blows my mind that we even have to be here having this conversation.

[Shaun Bailey]

My hon. Friend raises a good point, and I was hoping to touch on the transitional period later. We know how important it is to have the opportunity to transition back into the workplace and get back into the flow of things. Going through a life-changing event such as having a child changes the whole dynamic in someone’s life. I think that window is a really important opportunity for them. I hope I have not misunderstood my hon. Friend, but I agree that having that period of time means the individual is able to contribute in the way they know they can.

It all comes back to realising people’s potential. That is another part of this issue. It is not about saying to someone, “Okay, you’ve had a child; you’re done.” It is not like that at all. I have been very fortunate in the organisations I have worked in, out in what we call the real world—certainly more real at times than this place has been, particularly over the last week. I have seen organisations that get this issue, already have processes in place and are developing a culture that understands that it is not just about, for instance, the amount someone bills every month, but the contribution they make as a person.

As my hon. Friend the Member for Loughborough (Jane Hunt) just described, the provision for that period of time is a crucial part of this legislation. We are on Second Reading today, but the Bill represents part of a broader landscape, and what my hon. Friend is saying on its provisions is vital. It comes back to a point that right hon. and hon. Members across the House have raised—including the hon. and gallant Member for Barnsley Central, my hon. Friend the Member for Loughborough, and a few hon. Members from a sedentary position—which is that we are currently losing skillsets from the workforce as a result of this issue. How daunting must it be for someone who has taken an extended period of time to go and have a child to come back and worry about not having the protections they should be afforded?

[Lee Anderson]

My hon. Friend is making some brilliant points. When employers sack pregnant women or women on maternity leave, as well as losing these skilled workers are they not also losing other women who might want to come into the workplace but have been put off by the treatment of their friends?

[Shaun Bailey]

My hon. Friend is absolutely right. Why would someone want to join such an organisation, having seen how it operates and what its practices are? Talented individuals who know they have something to bring to the table, and know their worth, particularly in the climate we are in, are going to vote with their feet, are they not? And they should. They will be empowered to know that they can now go to organisations that will treat them as individuals who deserve respect. These organisations will understand that people are allowed to have a family life and balance. People should be able to have an employer who contributes toward that balance and is part of a partnership with them.

As I understand it, the whole point of the employer-employee relationship is that it is a contract and partnership—an understanding between two people in an organisation. The balance of power has at times gone completely off.