Question

To ask the Secretary of State for Business, Innovation and Skills, what steps the Government plans to take to reduce the incidence of discriminatory treatment in relation to (a) pregnancy, (b) maternity leave and (c) flexible working.

Pregnancy and maternity discrimination is unlawful and unacceptable, which is why the Government and the Equalities and Human Rights Commission (EHRC) jointly funded independent research into the perceived problem. This is the largest research project of its kind to be undertaken in GB. The final report, when it is published, will tell us:

• What types of issues women face;

• Where the perceived discrimination is occurring;

• Who is most at risk; and

• Which employers, in terms of size and sectors, are most likely to get complaints.

Interim findings were published in July 2015 and can be found at: http://www.equalityhumanrights.com/publication/pregnancy-and-maternity-related-discrimination-and-disadvantage-first-findings-surveys-employers-and-0

The EHRC will make recommendations to Government once we have the final report and we will use their recommendations and the findings of this research to inform future policy making and to target those areas where practice falls short of expected standards and/or may be infringing the law and denying women their rights.

In the meantime the Government is supporting the wider work of the EHRC to support employers in complying with the law. This programme of work includes:

• Video case studies of good practice by employers in managing pregnancy, maternity leave and the mother’s return to work - including breastfeeding;

• An online toolkit aimed at small and medium-sized employers who may not have HR expertise in managing employees who are pregnant, on maternity leave or returning to work; and

• Online guidance on discrimination and pregnancy and maternity rights for individuals and employers.

We have made no assessment of the evidence relating to flexible working as the right to request flexible working was only extended to all employees on 30 June 2014. We plan to evaluate the policy in due course.