Civil Service Compensation Scheme

Debate between Mike Hill and Chris Stephens

Tuesday 19th March 2019 Westminster Hall

[Chris Stephens (Glasgow South West) (SNP)]

I beg to move,

That this House has considered the civil service compensation scheme.

It is a pleasure to serve under your chairmanship, Ms Buck. I refer to my entry in the Register of Members’ Financial Interests—I chair the Public and Commercial Services Union parliamentary group. I want to raise the important matter of the civil service compensation scheme, and will first outline how we have got to the present situation.

It would be fair to say that the civil service compensation scheme has had a troubled recent history. Having run smoothly and been untouched for decades, since 2010 it has been the subject of much change, acrimony and litigation, leading to three judicial reviews. The first judicial review was in 2010, when the then Labour Government introduced changes to the scheme that would cut the redundancy terms of civil servants. PCS launched a legal challenge to those changes, and on 10 May 2010 the High Court ruled that the judicial review had succeeded and that amendments to the civil service compensation scheme were to be quashed. In essence, Mr Justice Sales concluded that the Superannuation Act 1972 provided that the agreement of PCS was required in order for any changes to proceed. The Court quashed the changes because they had not been agreed by the union.

There was a further judicial review in 2011, when the Conservative-Liberal Democrat coalition established primary legislative changes to implement cuts to the civil service compensation scheme. The legislation was amended to the effect that the obligation to reach an agreement with the union on any changes was replaced with an obligation to consult with a view to reaching agreement. The proposals were agreed by the FDA, GMB and Prospect trade unions, but they were rejected by PCS, the Prison Officers Association and Unite the union.

At the time there was another legal challenge by way of judicial review. The primary grounds for the challenge were that the changes to the civil service compensation scheme constituted unlawful interference contrary to the rights of civil servants under article 1 of protocol 1 of the European convention for the protection of human rights and fundamental freedoms. In essence, the argument was that civil service compensation scheme terms were its members’ possessions and that depriving them could not be justified. Mr Justice McCombe ruled that the scheme terms did constitute possessions under the convention, but that the state could interfere with them within a margin of appreciation. The Government cited deficit reduction as the reason for the changes, so the Court ruled that the interference was reasonable and the judicial review application was dismissed.

At that time, the coalition Government made some commitments. The then Minister for the Cabinet Office, Francis Maude, said that

“constructive negotiations with the unions can work and the result is a package that is fair for civil servants and fair for other taxpayers.”

He went on to say:

“From the start, we said we would do everything we could to engage with the unions on the best way to reform a scheme, which was unaffordable and way out of line with private sector and…public sector schemes.”

[Mike Hill (Hartlepool) (Lab)]

By imposing changes and failing to consult the relevant trade unions, does the hon. Gentleman agree that the Government are left wide open to challenges from hundreds, if not thousands, of public sector workers?

[Chris Stephens]

The hon. Gentleman makes an interesting point, because that is exactly what happened. I will come on to that later.

Gus O’Donnell, the then head of the civil service, echoed Francis Maude’s comments, stating:

“It was important that we achieved a scheme which is sustainable, affordable and fair.”

However, those were hollow words, as just five years later the Conservative-majority Government elected in 2015 decided to proceed with further cuts to the civil service compensation scheme. On 8 February 2016, the Cabinet Office launched a consultation on reforming the scheme. During the consultation, it took the extraordinary step of debarring the trade unions that refused to agree cuts as a pre-condition for talks.

PCS balloted its members on the final offer and it was overwhelmingly rejected. Unsurprisingly, PCS again took the matter to the High Court. The primary argument was that, by debarring the union from talks, the Cabinet Office had breached its obligation to consult the trade unions with a view to reaching agreement. Mr Justice Sales and Mrs Justice Whipple agreed. They held that:

“The Minister could not lawfully exclude the PCSU from the consultation which ultimately mattered in terms of his statutory duty”.

They added that he

“was not entitled to impose additional entry conditions above and beyond those stipulated in the 1972 Act for participation in that consultation, in the form of the pre-commitments he required the unions to make.”

Accordingly, the Court quashed the changes. That was a significant victory for civil servants, which forced the Government to restore the terms of the scheme so that many members achieved higher payments and the pace of job cuts in some Departments slowed.

Not content to leave it there, the Government announced in September 2017 a further consultation on reforming the scheme. It is believed that the consultation is another attempt to make cuts. The Government’s position will worsen even the proposed 2016 scheme terms that PCS members overwhelmingly rejected in a ballot and that were overturned by the High Court. Nevertheless, the trade unions engaged in talks with the employer.

PCS has been clear that there is no case for changing the terms of the scheme that were reinstated by the High Court. Notwithstanding that, it is engaging to protect its members’ interests, as would be expected. It is participating in talks alongside other unions—the GMB, the Prison Officers Association and Unite the union, which have also adopted the position that there is no case for cuts in the scheme. Those unions represent the overwhelming majority of trade union members affected by the scheme, and they have been in detailed discussions with the Cabinet Office since late 2017. The objectives of the negotiations are fair: to secure maximum protection for the lowest paid; to secure maximum protection for the greatest possible number of members—more often than not they are the lowest paid—and for those who want to remain in a job, thereby prioritising compulsory redundancy terms over voluntary exit and voluntary redundancy terms; and to eradicate the age discriminatory aspects of the current scheme.

I was sent a note by the Prison Officers Association, and I will reiterate its concerns. After prison officers are injured in the line of duty, how they are treated appears to be a lottery. In some cases, if the injury is judged severe enough—by outsourcers and privateers, naturally—they will be issued with a medical retirement, at which point they are entitled to their accrued pension. However, they can instead be issued with a medical inefficiency, which can have severe financial consequences. To be clear, we are talking about the same scenario: officers being so severely injured by prisoners that they cannot return to work. In one case they can retire and keep their pension, sometimes along with permanent injuries, while in the other they are often left in a position where they cannot even afford the urgent medical care they need.

The Prison Officers Association believes that the planned cuts to that scheme threaten to make an unfair situation even worse, by limiting further the number of weeks that critically injured prison officers can receive pay. That literally adds insult to injury, and this Government must act to make sure those brave men and women are not further penalised for working in such dangerous conditions while they diligently protect the public.

Public Sector Pay Policy

Debate between Mike Hill and Chris Stephens

Tuesday 5th June 2018 Westminster Hall

[Chris Stephens]

I agree with the hon. Gentleman. He makes a valid point. One difficulty arising from having 200 sets of pay negotiations is to do with the Equal Pay Act 1970. How does it operate for civil service pay with so many pay schemes across the board? The Government should reflect on that.

[Mike Hill (Hartlepool) (Lab)]

On equal pay, does the hon. Gentleman agree that we should be celebrating the 150th anniversary of the TUC and taking heed of its recent finding that the gulf between the earnings of younger and older people has increased by 50% in the last 20 years, especially in the private sector but also in the public sector?