Civil Servants: Compulsory Office Attendance

Lord Davies of Brixton Excerpts

Thursday 9th January 2025 Lords Chamber

[Lord Davies of Brixton (Lab)]

This has been an interesting debate, and we are all grateful to the noble Lord, Lord Farmer, for introducing the subject and giving us an opportunity to discuss these issues. In fact, it is interesting to follow the remarks of the noble Lord, Lord Frost, because, in preparation for this debate, I was re-reading the debates that took place in this House on the Factories Act 1847, which introduced a 10-hour day. There were plenty of speakers in this Chamber who opposed the revolutionary concept that people—in that particular Act, it was only women and children—should not have to work for more than 10 hours in a day. Clearly, ideas on what is the right way of working move on.

As well as hybrid working, there is the issue of the four-day week. It is interesting that PCS is seeking agreements in other areas of employment for a four-day week. These standards and expectations move on. The key—in some ways, what the noble Lord, Lord Farmer, said is correct—is to deliver the job in hand. There is no shibboleth that we should have about actual attendance; that in itself is not important. The issue is the delivery of the job in hand. It is quite clear, and it has not really been spelled out in the debate, that the Land Registry has failed to deliver the job in hand: there is a massive backlog.

I will not pretend that I totally understand why there has been such difficulty, but, clearly, getting into an argument with the staff does not seem to be a great way of solving the problem. Forcing your staff to undertake a ballot for industrial action, where 84% of the staff believe they should take action short of a strike in order to defend their working conditions, seems to me an indictment of the management rather than of the union.

I would just correct the noble Lord, Lord Farmer, on one point. There is no strike planned from 21 January; there is action short of a strike, where the staff concerned will refuse to do work outside of their allotted grade and to fill in time for absent colleagues. There is no strike at this stage, although 69%—again, a relatively high figure—voted for the potential of strike action. However, the decision has not yet been made on whether that will take place.

We can see here the need to understand the position of the union. Why are we here with the union? It is not an arbitrary decision on its part. In fact, it should be emphasised that the industrial action relates not just to hybrid working but to the issue of how work is assessed and who does the work. The workforce there are extremely concerned that people are, in effect, being asked to act up, presumably because of the delays and shortfalls, without the necessary training that they need to undertake that work.

Overall, we can see here a pattern of management—other speakers emphasised the importance of good management—failing to deliver the job. Whether that is an issue of lack of resources is difficult to tell from outside. The key issue is leaving it to the people involved—the management and the unions—to undertake the proper collective bargaining to arrive at a satisfactory solution.