Protection from Redundancy (Pregnancy and Family Leave) Bill

Lord Fox Excerpts

2nd reading
Friday 3rd March 2023 Lords Chamber

[Lord Fox (LD)]

My Lords, it is a great pleasure to follow the noble Lord, Lord Browne. We are in danger of basking in his enthusiasm, having had two speeches in succession.

There is only a small number of speakers in this debate, but that reflects the fact that, to use a phrase we heard when discussing the previous Bill, this seems like a slam dunk. It is a Bill that we should not be speaking against. In advance of his speech, I welcome the noble Lord, Lord Leong, to his first Front-Bench speech—the first of many, we hope. My speech will be relatively short, because the preceding speakers have covered a whole tranche of it. The noble Baroness set out a compelling case for the Bill, which I have to say, as did the noble Lord, Lord Browne, has been a long time coming.

The Bill owes its existence to 2019, when the Government announced that they would extend redundancy protections, but of course it goes back much further than that. The Queen’s Speech in 2019 contained a government commitment to introduce an employment Bill, as we have just heard, that would extend redundancy protections and prevent maternity discrimination, among other things. To date, we have not seen that employment Bill, and it was not included in the Queen’s Speech in 2021 or 2022. I ask the Minister if I am right in saying that this tranche of government-supported Private Members’ Bills, which in a sense fillet some aspects of that employment Bill, is a sign that we will not be seeing an employment Bill in this Parliament. Many of us are beginning to draw that conclusion. We would say, and I am sure other Members of your Lordships’ House would agree, that that is a tremendous shame. There is a huge amount of work that needs to be done in that employment Bill, and many people will be disappointed.

I turn to the Private Member’s Bill in hand. It is very good that the Government are choosing to support the Bill, which was led by Dan Jarvis in the Commons and so eloquently by the noble Baroness, Lady Bertin, here. It is a big step forward, and they are both to be very much credited for bringing it forward. I am delighted that it will receive government support—and of course it will receive support from these Benches.

As we know, the Bill will enable the Secretary of State to make regulations about protection from redundancy during and after pregnancy, and for six months after returning from maternity, adoption or shared parental leave. The Bill will deliver the government commitment that was made in 2019. Sometimes it is good to recognise that Bills come in different ways; most of us work on primary legislation in an adversarial way, and it is good to see us joining across the House to welcome this.

A real driving force behind the Bill was the 2016 EHRC landmark investigation into pregnancy and maternity discrimination at work. It came up with the need to extend the period covered by existing protections against unfair selection for redundancy under Regulation 10 of the Maternity and Parental Leave etc. Regulations 1999, so as to cover both pregnancy and the six-month period after returning to work from maternity, adoption or shared parental leave.

Like the noble Baroness, I was shocked by the numbers; I had to go back and look at them. There seems to be agreement that 54,000 new mothers do not go back to their job after maternity leave. That is a huge waste of human capital, as well as undermining the family economies of some of our poorer families across the country. The noble Baroness cited 2018 data. Unison has provided me with a briefing which refers to a TUC survey in 2020 of more than 3,000 women, and the numbers are very similar: one in four women had experienced unfair treatment at work, including being singled out for redundancy and furlough—which was another version, in a sense. It is very much at the low-paid end where most of this happens. Low-paid women—those earning less than £23,000 a year—were much more likely than women with higher salaries to be victims of this sort of discrimination. Gong forward with the Bill will therefore have a discriminatory advantage both in terms of sex and the economy.

Those of us who have worked in business know that it is really important to give women who come back from maternity leave a proper opportunity to get their feet back under the table and to get back into the system. The Bill will make it impossible for unscrupulous employers to get rid of women in a way that has clearly been happening systematically across the country.

As we have heard, the Bill received support from the Government and MPs from all parties during its passage through the House of Commons. There have been voices beyond your Lordships’ House that say that it does not address all the underlying issues within the legal system. I am sure this is true, but it undeniably moves things forward, and for that reason it has our full support.

The noble Lord, Lord Browne, cited the German experience. I have quite a lot of experience of that, having worked for businesses that had a big footprint in continental Europe. I add to that the experience of Sweden, which is even further down the road of cultural change. The way that Swedish employment law operates has created a family-centric culture in that country. I do not pretend that the Bill will achieve that, but it is certainly a step in the right direction.