Enterprise and Regulatory Reform Bill

Tom Greatrex Excerpts

Wednesday 17th October 2012 Commons Chamber

[Jo Swinson]

I do not believe that what we have at present is sufficient. Although they make up a small portion, there are clearly too many employers who do not comply properly with their obligations. I think that it is quite right that we send a clear signal and make it clear that those employers can expect to face a bigger consequence at a tribunal than those well-intentioned employers who try to do the right thing but fall foul of the law because of an error—after all, we are all human.

Opposition Members also seek to amend clause 14. Amendment 92 seeks to address the issue of non-payment of employment tribunal awards by proposing that an employer should pay a penalty for each period that an award made in an unfair dismissal case goes unpaid. I recognise, and indeed sympathise with, the amendment’s aims, but I am afraid that it would not have the intended effect. When I took over this brief, I was genuinely shocked by the level of employment tribunal awards that are unpaid. The figures for 2009 show that six months after an employment tribunal makes an award as many as 40% of claimants had not received the money they were rightly due, which is clearly unacceptable.

Whatever people’s views on the rights and wrongs of the employment tribunal process and how it could be improved, when an employment tribunal grants an award and the case has been heard properly, the claimant should be able to get their money. Like my predecessor, I am very concerned at the figures for non-payment. When a tribunal finds in favour of a claimant, it cannot be right that they are unable to get the money they are owed.

We are consulting on two changes that I believe might have some effect on the number of awards paid promptly. They include proposals to put a date on a tribunal’s judgment specifying when payment should be made and to charge interest from the date of judgment where an award is unpaid after 14 days. These charges will apply to all cases, not just to unfair dismissal cases. Importantly, in that scenario the interest will be added to the award and paid to the claimant. That consultation closes on 23 November and I encourage the hon. Members who have tabled amendments to take part and feed in their views.

I want to consider what more we can do on this issue. I have already discussed it with my colleague and fellow Minister for Equalities, the Under-Secretary of State for Justice, my hon. Friend the Member for Maidstone and The Weald (Mrs Grant). We are both clear that action is necessary, but we cannot take action without first understanding the underlying problem properly. The previous Government attempted to resolve the problem by introducing a fast-track enforcement process, but it still persists. The process had some success, but not enough people have been accessing it and, even for those who have, it has not been successful in all cases.

I have therefore commissioned research from the Department on the reasons why so many awards go unpaid. Once we have that information, which I anticipate will be early next year, we will be able to take whatever steps we can to ensure that claimants receive the award they are entitled to. Therefore, I ask my hon. Friend not to press the amendment and I commit to taking the proposal away and considering it further to see what we could do in the light of the research findings.

[Tom Greatrex (Rutherglen and Hamilton West) (Lab/Co-op)]

I raised with the Minister’s predecessor the case of a constituent who found herself in that situation. She was, in effect, dismissed for being pregnant and was awarded £24,000 by a tribunal but to this day has still not received any of it. In the issues the Minister is considering, in the consultation and in the wider concern she has expressed about how we can best address this, will she also seek to work with colleagues across the Government to look at companies that change their status in order to avoid paying out awards when cases are brought against them?

[Jo Swinson]

I do not know the details of the case the hon. Gentleman describes, but I am more than happy to look into it. Given that he was in contact with my predecessor, I am sure that the information will be available in the Department. I think that we need to look at the whole range of issues. There is clearly a range of reasons why an award would not be paid, and they might all require different solutions. If a company has become insolvent, for example, there is a different set of problems than if companies are simply choosing not to pay. Trying to understand where exactly the problem lies is the first step towards ensuring that we can tackle it properly, because I agree that cases such as the one he outlines are unacceptable.

--- Later in debate ---

[Jo Swinson]

As I was saying, the measure provides additional certainty and encourages both employers and employees to recognise that high awards are unlikely. Because of the current cap, some people can be misled into believing that high awards are likely, and end up pursuing that route when they could be better served by early conciliation and the other approaches outlined in the Bill.

I welcome the shadow Minister’s offer to work constructively on solving the problem of unpaid tribunal awards.

[Tom Greatrex]

Will the Minister give way?

[Jo Swinson]

I will give way, but I encourage hon. Members not to intervene to raise points that have already been debated—we have gone over a lot of the ground already. This will hopefully be something new.

[Tom Greatrex]

I was unable to make a speech because of the length of the Minister’s contribution, but I would like to raise a specific point on unpaid awards. I have raised a case from my constituency previously but did not get to give the full details. Will the Minister meet me and my constituent to go through some of the circumstances? The problem cuts across the Government, and involves not just the Department for Business, Innovation and Skills. Sometimes companies avoid paying the awards they should be paying, which challenges some of the points made by Government Members about who has confidence in the system.

[Jo Swinson]

I would be happy to meet the hon. Gentleman and his constituent, who, I am sure, is very grateful for the work he has done on this case. It is important to constituents to have the support of their MPs on such issues.

In response to my hon. Friend the Member for Bedford (Richard Fuller), I point out that representations from business suggested we should not proceed with financial penalties, but the ability of a tribunal to impose a penalty when it believes an employer has acted wholly inappropriately is right. I reinforce the point that good employers have nothing to fear, and I welcome the fact that he will not press the amendments to a Division.

I took a lot of interventions on clause 12, but I want to respond to some of the specific points made in the debate. The issue of jobseeker’s allowance was raised. The rules and decisions that currently apply to the regime of compromise agreements will apply to settlement agreements. When assessing claims, jobcentre staff could take into account the facts of the case, how the agreement was instigated and what the reasons for it were. We are also in discussions with the Department for Work and Pensions to ensure that those rules are applied appropriately. Obviously, because it is a voluntary agreement, it will not be a sacking if the employee does not wish it to be, but equally it could be negotiated in such an agreement that the reason for leaving could be deemed to be dismissal. That could help individuals by providing them with additional clarity around jobseeker’s allowance and insurance protection, although I add the caveat, of course, that people would need to look at their specific insurance policies and that those policies would vary from case to case. As I said, however, the wording in the final agreement could assist in such cases.

The shadow Minister suggested that there would be a problem with tribunals grinding to a halt when trying to define the word “improper”. That is not expected to be the case. Tribunals already play a valuable role in interpreting legislation. At the moment, they interpret what “reasonable” means in unfair dismissal cases, and we expect them to consider the meaning of “unambiguous impropriety”, as already happens in the civil courts and case law, in their deliberations on this test. He gave the example of a scenario in which an employer offers a settlement agreement but says that the amount will reduce each day until it is accepted. As my predecessor said in Committee, we would consider that the type of improper behaviour to which the protection would not apply. As I said, however, that consultation is ongoing.

On clause 12, the shadow Minister gave the analogy of somebody in a relationship suddenly saying, “I don’t love you anymore.” That is not a fair analogy. The appropriate analogy would be: “We need to talk.” When something is not working out, encouraging early dialogue is a good thing. That is the spirit behind all these changes, whether on early conciliation, rapid resolution or streamlining and improving the employment tribunal system. Ultimately, our aim is to have fewer tribunals taking place. That would be good for employees and employers, and I commend the Government amendments and new clause to the House.

Question put and agreed to.

New clause 8 accordingly read a Second time, and added to the Bill.



Clause 7

Conciliation before institution of proceedings

Amendments made: 6, page 4, line 18, leave out ‘send’ and insert ‘provide’.

Amendment 7, page 5, line 33, leave out ‘sending’ and insert ‘providing’.—(Jo Swinson.)

Clause 12

Confidentiality of negotiations before termination of employment

Amendment proposed: 81, page 8, line 19, leave out Clause 12.—(Ian Murray.)

Question put, That the amendment be made.