Offenders (Day of Release from Detention) Bill

Debate between Nigel Evans and Mark Eastwood

2nd reading
Friday 2nd December 2022 Commons Chamber

[Mark Eastwood]

Absolutely. These organisations are fully prepared to help people to reintegrate into society. Finally on Timpson, I have talked to people who work in its high street shops, and they do great work in this area. The only thing that they do not train offenders in is key cutting—for obvious reasons.

We have mentioned that Fridays are busy days in prison, which often results in delayed release. There is a higher volume of prison leavers, and those going to court are prioritised over those due for release, leading to later releases. There is less time to contact support services, as has been mentioned. That can lead to homelessness, which has a special impact on women and young people. Women are held, on average, 63 miles from home, but many are held 100 miles away or more. Eleven per cent. of children in custody are held over 100 miles from home, and 35% are held more than 50 miles away.

Services in the community may offer reduced services on Fridays, and reduced or no services over the weekend. That means that the window for prison leavers to obtain support from those services is incredibly limited on a Friday. Delays can mean that those people cannot access the support they need. That obviously leads to an increased risk of reoffending and sets them up to fail. As my hon. Friend the Member for West Bromwich West alluded to, everyone should be given a second chance. We do not want people to fail and go back into the prison system. The high number of releases on Fridays puts unnecessary pressure on services, especially on bank holidays, which we have not mentioned. If someone has a Friday release and the Monday—or, on certain special occasions, Tuesday—is a bank holiday, the prisoner is left to their own devices and at risk. That needs to be taken into account in this Bill.

In conclusion, we need to support the Bill to help those who genuinely want to re-engage with society, to enable them to access the support available and to reduce the risk of reoffending due to lack of support and, therefore, reduce pressures on criminal justice services, so that they can adequately support more people. Finally, I congratulate the hon. Member for Barrow and Furness on presenting this Bill. He has my full support.

[Mr Deputy Speaker (Mr Nigel Evans)]

The shadow Minister has indicated that she would like to speak next, and I am more than happy to comply with her wishes.

Employment Rights: Government Plans

Debate between Nigel Evans and Mark Eastwood

Monday 25th January 2021 Commons Chamber

[Mark Eastwood (Dewsbury) (Con) [V]]

I start by welcoming the Secretary of State to his post. We have some of the highest standards of workers’ rights in the world, and I strongly welcome his assurances that those will not be lowered. However, the pandemic has exposed unsettling practices, including some employers using digital surveillance software to track their employees’ homeworking. The most high-profile software used for that purpose was Microsoft’s productivity score, which allowed employers to track users’ activity. While that has since been adjusted to hide individual data, it is clear that other pieces of software could easily fill the gap.

I know from personal experience how distressing this sort of probing from employers can be, albeit in a more analogue fashion. At one stage in my career as a successful sales manager, after my commission was cut, I entered a period where my sales performance slipped. That prompted my employer to take monitoring to a concerning level. A tracker was placed in my car. I constantly received phone calls demanding updates. I received regular, aggressive emails, and I was summoned to meetings. The entire episode was unpleasant and intrusive. It felt like an invasion of my privacy, and as though I was being deliberately bullied out of the company.

To my employer’s surprise, however—and, I imagine, to the surprise of some hon. Members—I was a member of the trade union Prospect. Thanks to its help and attendance at meetings, we arrived at a resolution. By that point, the relationship with my employer had become untenable, and I moved to a direct competitor, Teal HealthCare, part of the Senator Group.

Teal was a dutiful employer, which allowed me the freedom to excel at my job again. It paid me until I was elected. I refer Members to my entry in the register of interests. It was incredibly supportive when I became an MP, and I thank Teal and the Senator Group for their backing, and Prospect for helping me through a difficult period. Ironically, after moving to Teal, I helped to win the biggest contract awarded in the sector, in direct competition with the employer that drove me out—he who laughs last.

The important point, however, as digital monitoring begins to appear more attractive to employers, in particular if some seek to adopt remote working patterns after the pandemic, is that that approach can backfire. Used properly, performance monitoring is a vital tool for managers to encourage progression and to resolve workplace issues to the benefit of the firm and of the employee. However, clearly there is a distinction between monitoring performance on the one hand and monitoring activity on the other. I hope that employers reflect on that.

Finally, I strongly recommend that anyone in a professional environment—

[Mr Deputy Speaker (Mr Nigel Evans)]

Order. Sorry, Mark, you just ran out of time there.