Exiting the EU and Workers’ Rights

John Bercow Excerpts

Monday 7th November 2016 Commons Chamber

[Several hon. Members rose—]

[Mr Speaker]

Order. We have about an hour left and eight Members wish to speak: they can do the arithmetic for themselves. I thank the hon. Member for Great Grimsby (Melanie Onn) for keeping to the informal limit, but I think it should now be nearer to eight minutes.

--- Later in debate ---

[Geraint Davies]

Will the hon. Gentleman give way? Will he say how long the Prime Minister is going to be—

[Mr Speaker]

Order. The hon. Gentleman should not chunter from a sedentary position. We have to start the wind-ups at 9.40 pm.

[Jim Shannon]

Thank you, Mr Speaker, and I am quite clear on what my time is.

Workers in the UK are entitled to five weeks and three days of paid holiday a year, including public holidays. The Working Time Regulations 1998 guarantee four weeks’ paid leave as a European minimum, but for 35 years before joining the EU, the United Kingdom had legislation on paid holidays, so that is very unlikely to change or to be reneged on— indeed, my office staff would be the first to revolt if it were, and my life would not be worth living.

It is clear that we have the morals and the principles in terms of European law. At times, we have even furthered protections and enhancements. Such is the case with maternity leave. My parliamentary aide had a child and came off maternity leave after only six months, as she was expecting another baby. Although our law would have enabled her to have two years off—one after the other—and we have said that mothers should be allowed to take that decision, she felt she needed to return to work for a few months to keep her head in the game. However, the ability to take that leave is what we have enshrined in the law at present.

We have even enshrined it in law that mothers must take two weeks off work—or four if they work in a factory. That law will stand. It is the mother’s decision. I wonder at those who seem to say that mothers will have fewer rights if they decide to have another baby after article 50 is invoked. That is nonsense. The 52 weeks of statutory maternity leave in the UK are considerably more than the 14 weeks guaranteed by EU law, and of those 52 weeks, 40 are available for shared parental leave.

EU workers are important in my constituency, as they are in everybody’s constituencies. The agri-food sector in my constituency depends a great deal on them for the work they do in companies. We will enshrine their needs and rights and ensure that they are protected.

The issue of workers’ rights will differ from person to person. I have had small and medium-sized enterprise owners asking for the opportunity to have an input into any new regulations, and Brexit gives them that ability. If there is a need to change law, it will be done in the normal way in this place. That will allow people to sow into the legislation they harvest from.

The issue of small and medium-sized businesses needs to be re-addressed. It is sometimes argued that employment regulation is fine for larger organisations with human resources departments, which have the resources to deal with red tape, but it is much more difficult for small and microbusinesses to cope with it. The nuances of employment law will remain unchanged unless we act to change things in this place. I therefore ask the Minister for more help for the small businesses that do not have the HR budget or the resources, so that they can know their rights and help their employees to understand their rights as well.

For those who have told employees that they will lose their holiday, sick pay and maternity rights, it must again be underlined that, if anything, our rights have been more robust than the ones imposed by Europe. We take protection of our workers seriously, and that is highlighted by the fact that recent changes to the unfair dismissal qualification period, and the introduction of fees for employment tribunal applications, emanated from the UK, not Brussels, as did the introduction of shared parental leave regulations in April last year. The hon. Member for Great Grimsby (Melanie Onn) talked about some of the issues we need to address, and there are issues that have been raised on the Opposition side of the House that need to be looked at.

There is uncertainty as to the practice in terms of primary and secondary legislation, but it has been made clear that any change in rights will come through legislation and not through a repeal of all rights that come from Europe—that cannot happen, and will not happen, in what we fondly call the highest seat of democracy in the world, which is right here, in this House. The scaremongering must stop. People should rest assured that, should article 50, by some miracle, be invoked on new year’s eve, new year’s day will still be a public holiday, they can still have their Easter eggs and summer holidays, and they can have as many children as they like without fear that they will be sacked from work. That is a fact of life.

I recently watched the film “Amazing Grace”, which shows Wilberforce’s journey to get this House to ban slavery. I do not believe that any Member here is interested in reinstating slavery for anyone in the world, let alone our own citizens. We have a history of protecting the little man and little woman, and that will not change because, in theory, there is a possibility that it could change. We are still interested in doing the right thing in this place, and we are still accountable to the public for the decisions that are made. Yes, the Brexit team will need to work on the nuances of the rights of our workers in Europe, but intimating that this will be the time to eradicate rights is mischief and nothing more.