Paternity Leave (Bereavement) Bill

Debate between Nickie Aiken and Kevin Hollinrake

3rd reading
Friday 26th April 2024 Commons Chamber

[The Minister of State, Department for Business and Trade (Kevin Hollinrake)]

May I first express my thanks to the hon. Member for Ogmore (Chris Elmore) for bringing forward this important Bill and for his collaborative efforts all the way through. He is an absolute pleasure to work with and has always displayed a real Whip’s pragmatism in making sure we got this Bill to the right place so that it could proceed as smoothly as possible. It is great to see so much cross-party support for it.

I also thank my hon. Friend the Member for Broxtowe (Darren Henry), who has long campaigned on this issue and brought it to my attention. In 2022, one of the first meetings I had in my ministerial role was with him. He joined me with Aaron, who is in the Gallery today, and his son Tim. We express our very best wishes to them for their campaigning. My hon. Friend mentioned the power that people such as Aaron have to influence thinking in this place, but that power has to be channelled through a willing and capable Member of Parliament—he will be a Minister in due course, I am sure—and he has displayed that throughout. He has been persistent and his arguments have always been compelling, and persistence is important in this space. He has always engaged with me, trying to find the best way to bring this legislation forward, and he has found it. I am grateful for his efforts, and so many parents will be, too, so I thank him very much for his work.

The hon. Member for Ogmore said—I think profoundly—that there is no politics in bereavement, and that is absolutely right; there should not be. It is always a pleasure for any Member to bring forward a private Member’s Bill, and these things are always team efforts. I was delighted to have that opportunity a couple of times myself as a Back Bencher with the Guardianship (Missing Persons) Act 2017 and the Parental Bereavement (Leave and Pay) Act 2018, which was first promoted by my hon. Friend the Member for Colchester (Will Quince). I picked that up on the back of his persuasion when I was drawn high in the ballot. It is always a pleasure to say you have achieved significant change in this place, and both Members who have contributed today and made the largest contribution to bringing forward this Bill have done that in no uncertain terms.

Unlike entitlement to maternity leave, which starts on the first day of a woman’s employment, there is currently no day one leave entitlement for employed fathers and partners. As such, if a mother dies in the first year of a child’s life, a father or partner who has not met continuity of service requirements for paternity or shared parental leave will not have the statutory right to take leave so that they can care for their child. In those tragic, but thankfully rare, circumstances, they need to rely on the compassion of their employer to provide them with adequate leave and job security. It was good to note that Aaron’s employer did show compassion, but that cannot be relied on as a matter of course. As my hon. Friend the Member for Stoke-on-Trent South (Jack Brereton) said, we decided to use the paternity leave elements of our framework to deliver this legislation, which covers more circumstances. The new statutory entitlement will offer day one leave for fathers and partners in the event of the mother’s death in the first year after the child’s birth. Those are tragic circumstances, and it was very moving to hear my hon. Friend the Member for Hyndburn (Sara Britcliffe) talk about her constituent who is in that situation.

Members have asked in the past for the entitlement to be a paid right. In line with other entitlements, such as statutory parental pay, and for consistency of approach, the Government believe statutory pay should be available only to employees who meet continuity of service and minimum earnings tests. Other than in the case of small employers, employers are required to contribute towards the costs of statutory parental pay and meet the costs associated with their employees’ absence from work. Those requirements reflect the relationship between employer and employee, and are designed to ensure a parent has made a reasonable contribution to their employer’s business before that employer is required to administer statutory parental payments.

On the number of people the measure should apply to, as the hon. Member for Ogmore stated, there are about 180 maternal deaths within 12 months of childbirth per annum. For a variety of reasons, we cautiously assume that 50% of those eligible will take up the leave entitlement. For example, it is highly likely that those who are eligible for shared parental leave and pay will take that paid entitlement instead, and some employers may provide paid bereavement, compassionate or special leave. Although the numbers may be small—we estimate fewer than 100 per annum—we are committed to ensuring parents in that position have a dedicated leave entitlement.

Once in force, the Bill will give bereaved parents the support and protection they need during one of the most devastating periods of their lives. It will be available to employees, regardless of how long they have been working for their employer, provided they fulfil other eligibility criteria. Although we estimate that the number affected by those circumstances is low, the emotional strain and physical toll of caring for a new child while grieving the loss of a partner is unimaginable.

I am pleased that the Government can support this vital piece of legislation through the Houses. On Second Reading and in Committee, its ambition gained cross-party support. We continue to discuss our plans for the Bill with stakeholders, including the Federation of Small Businesses, the Institute of Directors, the Confederation of British Industry and charitable organisations such as Working Families and Pregnant Then Screwed, and we look forward to working with them further to develop this legislation.

Losing a partner is a truly horrific experience for anyone, and combining that terrible grief with the challenges of caring for a new baby must be incredibly hard. I very much echo the sentiment expressed by the hon. Member for Ogmore: I sympathise with anyone who finds themselves in that terrible situation.

The United Kingdom has a range of generous entitlements and protections designed to help parents balance their family and work commitments and maintain their place in the labour market. For example, the UK has one of the most generous maternity leave entitlements in the OECD. We also offer paternity leave and pay to fathers and partners, and enable a mother to share her maternity entitlement through shared parental leave and pay. We are also on track to deliver neonatal care leave and pay for those parents who need to take time to be with their baby when they are receiving neonatal care, with up to 12 weeks’ entitlement.

In all, there are seven new private Members’ Bills that expand entitlements in the workplace, and they include: this Bill; the neonatal care legislation; the right to request flexible working; the tipping Bill; carer’s leave, which entitles those with a dependant with long-term care needs to take up to a week’s care leave per year; the right to request predictable terms and conditions—predictable hours, if you like, Mr Deputy Speaker—and protection from redundancy for parents who are pregnant or on maternity leave when they return to work.

[Nickie Aiken (Cities of London and Westminster) (Con)]

My hon. Friend is making a good point about the private Members’ Bills that have been coming through the House to help with employment rights in the workplace. He will recall that I had my own Fertility Treatment (Employment Rights) Bill. Does he agree that it is important that we do as much as we can to support people going through fertility treatment to get paid time off work?

[Kevin Hollinrake]

My hon. Friend is a doughty campaigner and has approached the issue in absolutely the right way. I know that she was keen for us to legislate in that area. We have made so many different improvements to workplace entitlements that we did not feel there was parliamentary time available for that, but I know that she will keep campaigning. In the background, prior to legislation happening, she has worked closely with many employers to ensure that they offer that support on a voluntary basis. She is setting the right standard in showing what can be achieved even without legislation in this place, and I very much support her efforts.

The shadow Minister, the hon. Member for Ellesmere Port and Neston (Justin Madders), asked whether we are considering greater protections against redundancy in certain circumstances. We are, and I am happy to have a continued conversation with him on that.

When in force, the Bill will ensure that a parent who is already grieving the loss of their partner does not have to worry about whether they will get the necessary leave from work to care for their child. As I stated in Committee, the Government wholeheartedly supported the amendments tabled by the hon. Member for Ogmore, which are crucial to ensuring the Bill’s effectiveness, fairness and inclusivity, and support the Government’s commitment to bolster the participation of parents in the workplace.

As with most family leave and pay entitlements, much of the detail will be delivered through secondary legislation, which will come before the House in due course. By introducing this change to the legislative framework, we will ensure that employees who lose their partner in the time surrounding childbirth or adoption have access to a period of leave to care for their new child. This change means that bereaved partners need not rely on the good will of their employer to take time off work—and, importantly, they can stay connected to the labour market until they can return to work.

I thank hon. Members for their valuable contributions to the debate. The Bill is an important extension of the support and protection that we already provide to parents; in this case, it is for when they face one of the most challenging situations of their lives. As such, the Government take pride in endorsing this private Member’s Bill. I again thank my hon. Friend the Member for Broxtowe, other hon. Members who made contributions and, finally, the hon. Member for Ogmore for continuing to work with me to develop the Bill into a piece of legislation that will work effectively for parents and businesses alike. I also thank the officials, who have done such a fantastic job. As I said, it is not just this legislation, because we have six other private Members’ Bills. They have worked under huge pressure this year and done a fantastic job. I very much appreciate their efforts. I hope that the Bill will progress rapidly to the next stage in Parliament.

Protection from Redundancy (Pregnancy and Family Leave) Bill

Debate between Nickie Aiken and Kevin Hollinrake

Wednesday 2nd November 2022 Public Bill Committees

[The Parliamentary Under-Secretary of State for Business, Energy and Industrial Strategy (Kevin Hollinrake)]

It is a pleasure to serve under your chairmanship, Mr Hollobone. I thank the hon. and gallant Member for Barnsley Central for all his work on this important piece of legislation. I also thank the officials who have worked hard on it, as well as my predecessors, including my hon. Friend the Member for Loughborough, who did a fine job in this role.

The Bill will bring important added redundancy protection for pregnant women and new parents on their return to work. The measures will provide important support for parents during an exciting but challenging time—pregnancy and the first period of their child’s life—as they juggle work and caring responsibilities. At that time, a little more security can be valuable. It is depressing to hear the statistics that the hon. Member for Member for Barnsley Central cited about people being discriminated against because of those circumstances, but it is important to recognise that the Bill will provide statutory best practice that most employers will follow. Only a minority of employers treat their employees in the way that the hon. Gentleman mentioned, but it is nevertheless important to tighten the rules to ensure that they do not.

On Second Reading, Members on both sides of the House spoke about the extent of pregnancy and maternity discrimination, and about their determination to address it. Indeed, Second Reading offered the hon. and gallant Member for Barnsley Central a fruitful recruiting ground for Committee members, and it is good to see a number of those who spoke supporting these important measures in Committee. I was greatly heartened by the extent of the consensus and common cause on Second Reading. I was unable to attend Second Reading, but the Radio 4 “Today” programme on Saturday morning described it as practically a five-hour group hug—in stark contrast with what was happening more widely in Parliament—so I really wish I had been there.

I have heard the calls to go further, but for now at least, the measures mark a sensible next step in our efforts to tackle this issue, and I am keen to press on with them as quickly as possible. I absolutely agree with the shadow Minister, the hon. Member for Bradford East, about implementing the measures as quickly as possible, but I want to make sure that we get them right, and we are working with the Pregnancy and Maternity Discrimination Advisory Board and consulting other stakeholders to ensure that we do.

[Nickie Aiken (Cities of London and Westminster) (Con)]

I congratulate the hon. Member for Barnsley Central on introducing the Bill. I was part of the group hug that the Minister mentioned. It is important to provide employment protections not just for pregnant women, but for people who are trying to get pregnant. Many people try fertility treatment to get pregnant, and they also need employment rights to protect them from abuse by their employers. Does the Minister agree?

[Kevin Hollinrake]

My hon. Friend is a doughty and persistent campaigner, which Members have to be to get across what they want—my seven years as a Back Bencher taught me that. I responded to a letter of hers on this matter very recently. Her campaign is holding a drop-in session from 11 am to 1 pm today, and I am sure that anybody who wants to take part is welcome.

As the hon. and gallant Member for Barnsley Central set out, these simple clauses give the Secretary of State a new power to make regulations on redundancy during pregnancy, and extend existing powers to make regulations during or after a relevant period of leave. The Maternity and Parental Leave etc. Regulations mean that before making an employee who is on maternity leave redundant, employers have an obligation to offer them—not just invite them to apply for—a suitable alternative vacancy when one is available. Our response to the 2019 consultation on pregnancy and maternity discrimination made it clear that we will use the new powers in the Bill to extend MAPLE protection into pregnancy and for a period after return to work.