Trade Union Access to Workplaces

Rachael Maskell Excerpts

Tuesday 4th June 2019 Westminster Hall

[Faisal Rashid]

Absolutely; that is an excellent point. I could not agree more.

Union members from the Bakers, Food and Allied Workers Union have recounted stories like that of Mohamed’s, a worker from north London, who was excited at the prospect of working alongside his colleagues to improve basic things at work, like getting his shifts 10 days in advance so that he could plan his life. Because of those efforts, he was informed by the management that he was banned from every McDonald’s store in the area. I note that in its statement McDonald’s did not dispute that account.

In its response, Amazon stated:

“If you want a true assessment of our working conditions just register for a tour at one of our fulfilment centres.”

A registered, company-sanctioned tour—effectively a corporate PR exercise—would hardly paint an accurate picture of working conditions at Amazon. Let the figures speak for themselves: from 2015 to 2018, a shocking 600 ambulance calls were made to Amazon warehouses. I have visited an Amazon warehouse in my own constituency in the past; the technology on show was indeed very impressive, but that hardly gives an accurate account of what it would be like to work a 12-hour shift in the warehouse. Nevertheless, I am happy to take Amazon up on its offer of another visit. Would I be able to bring representatives from the GMB union with me? Until now, many of them have consistently been denied access to the workplace.

It is not just Amazon and McDonald’s; these practices are widespread, particularly in poorly paid jobs. In its recently published report on InterContinental Hotels Group, Unite the union documented a workplace culture of fear and bullying, with management pressurising low-paid staff into working for eight to 10 days straight. IHG employees and subcontracted employees have been routinely denied the right to freedom of association and have stood little chance of exercising their right to collective bargaining.

[Rachael Maskell (York Central) (Lab/Co-op)]

I am grateful to my hon. Friend for calling this debate. While making the case about large employers, will he acknowledge that there is a lot of exploitation of workers by small employers, particularly bullying and harassment, and that they also shut their doors to trade unions? That is to the detriment of small employers, as well as to the detriment of their staff.

[Faisal Rashid]

I thank my hon. Friend for that brilliant point. It works for all stages in every sector, regardless of the size of the business. If large organisations practise fairly, it will filter down, especially through subcontractors. It is the responsibility of large businesses to show smaller businesses what they are doing. If they follow the right practices, that will filter down to subcontractors. Perhaps larger businesses could have some kind of contract to make sure that their subcontractors look after their employees in the same way as they do. Large businesses have to set a precedent.

Union members are vulnerable and live in fear of reprisals from their employer. Bupa is one of the largest and highest-profile providers of residential social care in the UK and part of an international health group that serves approximately 32 million customers in 190 countries. It consistently refuses to allow Unison officials access to workplaces to speak with staff and members regarding union rights and representation.

During 2017 and 2018, Unison North West regional officers were banned from every Bupa care workplace, despite assurances that visits could be conducted at the employer’s convenience and with due regard to operational and safeguarding concerns and priorities. I have just mentioned what McDonald’s said about disruption, but unions do not want to disrupt the business at all. They give adequate time before they come, and that is all I am asking for in the legislation. Of course I am pro-business and I support great businesses, but not at the cost of poor workplace conditions for employees.

I am sure I do not need to remind the Minister that the UK is a signatory to the European convention on human rights, article 11 of which states:

“Everyone has the right to freedom of peaceful assembly and to freedom of association with others, including the right to form and to join trade unions for the protection of his interests.”

Does he not agree that the examples I have listed constitute a flagrant violation of that right? If so, what does his Department intend to do about it?

I do not want to use this debate simply as an opportunity to criticise existing practices, but to propose a way forward. I hope the Minister will listen to my proposals, because it does not have to be like this. By expanding trade union access to workplaces, we can restore dignity and respect at work and put an end to the exploitation and misery we see on the rise today. As I said, I am pro-business and I want to see our businesses flourish, but that should not come at the cost of dignity and respect at work. An alternative is possible.

We can look to places such as New Zealand for inspiration, as well as for evidence that the legislation that I am proposing works. Under the Employment Relations Amendment Act 2018, trade unions there have far greater access to workplaces. Workers in New Zealand can speak to union representatives in their place of work, which has led to higher union membership, higher wages, and fairer and more just workplaces.

Under this legislation, all that is required is that the union provide a short period of notice that it will be visiting the workplace, allowing for management to add the extra staff member needed for the duration of the visit. The situation is beneficial for all involved: disruption to the business is kept to an absolute minimum, while workers’ legal and human right to join and form a union is properly adhered to.