Alison Hume MP: speeches 2024

Speeches

• 17 Dec 2024 · Employment Rights Bill (Thirteenth sitting) · Hansard source

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  It is a pleasure to serve under your chairmanship once again, Mr Mundell. I draw the Committee’s attention to my declaration of interests and my membership of Unison and the Writers’ Guild of Great Britain. I associate myself with the contribution made by my hon. Friend the Member for Penistone and Stocksbridge on the gender pay gap. I particularly welcome the focus on menopause support, which will be provided by the equality action plans proposed in clause 26. The TUC has reported that research from Bupa estimated that 1 million women have been forced out of their jobs because of discrimination and a lack of support for them while experiencing the perimenopause or menopause. I have lost count of the many talented women whom I count as friends and who have left jobs and careers that they loved, simply because they were not given support by their employers to manage their symptoms while at work. I am pleased that we have moved on from an era in which women going through the menopause had to suffer in silence, but we have a long way to go. That is why the mandatory equality plans are so necessary. They will help employers to provide the best workplace experiences. USDAW research involving women members who are going through the menopause has found that one in five women take time off because of menopause-related symptoms. Given that women between the ages of 45 and 54 make up 11% of all women in employment— 3.5 million women—it is vital that employers consider the needs and experiences of women during this period and ensure that support is in place, that women can keep working and earning, and that their talents are not lost to the workforce.

• 17 Dec 2024 · Employment Rights Bill (Fourteenth sitting) · Hansard source

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  It is a pleasure to serve with you in the Chair once again, Ms Vaz. I remind the Committee about my membership of Unison. We all want to live in a place we can call home, with people and things we love, in communities where we look out for one another and do the things that matter to us. Adult social carers support millions of people every day in that. The shadow Minister rightly spoke about the vital contribution made by social work carers who go to support people in their own homes, but there are other carers who support people who have highly complex needs to live in specialised settings. One of those people is my adult son, who has been in supported living for the last six years. It took a while to find him the right setting, but he is now living in a specialised service that accommodates people who have a diagnosis of autism spectrum disorder, and I am pleased to say that he is thriving. Members of the Committee may be aware that one of the defining characteristics of ASD is how neurodivergent people relate to, and connect with, the people who care for them. My son sees his carers as being part of an extended circle of trust—not family, but close. After all, why shouldn’t he? They support him with all his daily living needs. They plan his meals, accompany him to the shops to buy food, help him to cook it and keep him company while he eats it. They help him to do all the chores that any 26-year-old young man would rather not do at all. But far more importantly, the staff who care for my son help him in all aspects of his life so that he can achieve the best he can, whether through volunteering to build up his confidence or through educational opportunities to improve his prospects of work. Many of these staff are highly skilled. I cannot speak highly enough of the work they do. They have worked in adult social care for many years and are dedicated to the people they care for, like my son, but others are new in the job and do not stay long. That is not as a result of not wanting to do the job, but of not being able to afford to stay in the job. In fact, some carers live in poverty. For young adults like my son, the turnover and lack of consistency in staff, which is no fault of the organisation that employs them, means that his extended circles of trust are continually broken down. That leads to a lack of engagement, which affects his mental health and wellbeing. I wanted to talk about my lived experience to shed light on why the adult social care negotiating body and the whole Bill are so important, because we so need a step change in our attitude to social care. We must respect the work that social care workers do and value it more highly. Three quarters of those who work in the industry are women, and they earn around only 68% of the median salary for all UK employees. It is just not good enough. I welcome the negotiating body, which I believe will be a game changer in addressing low pay and insecure employment. It will send a powerful message to the 1.59 million social care workers in England to say, “You are valued, you are respected and you are part of a profession that I am proud to say the new Government are committed to supporting in the long term.”

• 16 Dec 2024 · Water (Special Measures) Bill [Lords] · Hansard source

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  Last year, more than 100 people met at South bay in Scarborough to protest about the consistently poor water quality. Ironically, as they prepared to enter the water, they were approached by lifeguards who told them that it was not safe to do so because of the high levels of sewage. The event was organised by Surfers Against Sewage. One of its members, Steve, who is a constituent of mine, has had to close his surfing business because the water quality is so poor that he cannot guarantee the health and wellbeing of his surf students. I also have the fantastic Wave Project in my constituency of Scarborough and Whitby. That charity is committed to improving children’s mental health and wellbeing through its award-winning surf therapy programme, which enables children and young people to build confidence and overcome anxiety barriers through surfing. However, it regularly has to cancel sessions at short notice because of the poor water quality, which causes immense upset for youngsters and their families. Away from my beautiful beaches, the River Esk starts its 28-mile journey in Westerdale in the north York moors and flows eastward to Whitby. It is the only major river in Yorkshire that flows directly into the North sea, and it is both commercially and ecologically important. It supports Atlantic salmon, sea trout and the endangered freshwater pearl mussel. However, pollution is destroying the health of the River Esk. Eighteen storm overflows—17 of which are in my constituency—discharge into the river. In 2023 there were 637 sewage spills. The worst offender was Ruswarp sewage pumping station, which had 126 spills. Such discharges release pollutants, which reduce water quality and cause harm to aquatic life. That is particularly concerning during the salmon spawning season, as it can affect fish eggs and juvenile fish. Yorkshire Water has stood back and let that happen. It is hardly surprising that, after Yorkshire Water was fined £47 million for historical sewage spills and poor customer service, campaign groups continue to call on its chief executive to repay the £371,000 bonus that she received last year. Where is the accountability? Official figures show that 87% of rivers in Yorkshire and the Humber fail to achieve a good ecological standard. It cannot be right that people’s health and livelihoods, as well as our precious environment, have been so severely impacted by privatised companies that put profit before people and the planet. I welcome the measures in this ambitious Bill, especially the move to boost accountability, which will mean that the chief executive of Yorkshire Water will no longer receive her bonus unless she meets high standards in protecting the environment and customers. The new requirement on the water companies to report on the frequency and duration of all emergency storm overflows within an hour of a discharge taking place will tell us the real story for the first time. Only then can we draw a line under this disgraceful era of profit at any cost, and move towards fixing the broken water industry.

• 12 Dec 2024 · Employment Rights Bill (Eleventh sitting) · Hansard source

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  It is an honour to serve under your chairship again, Ms Vaz. I draw the Committee’s attention to my declaration of interests and my membership of Unison and the Writers’ Guild of Great Britain. I associate myself with the shadow Minister’s comments about the positive results that the legislation will have when it comes into force. I will speak briefly about the importance of clauses 20 and 21, which will afford considerable extra protections to women who are pushed out of their jobs from the point at which they get pregnant, while they are pregnant, while they are taking maternity leave or just after they return. We heard at our evidence sessions that under the coalition Government, a report was done by the Equality and Human Rights Commission, which found that it was possible that 54,000 women a year lose their jobs in this way. That report was published in 2016. We also heard the Fawcett Society call for a new report because the data is so out of date. I refer to the comments made by my hon. Friend the Member for Birmingham Northfield and the shadow Minister about the lack of data. Nobody can argue with the fact that so many women suffer maternity discrimination, however. From January to September 2023, 832 complaints were brought to employment tribunal for detriment or unfair dismissal as a result of pregnancy, and we know that that is the tip of the iceberg. Back in 2022, there was a high-profile example when Morrisons was told to pay a mother £60,000 for discriminating against her when she returned from maternity leave. Donna Patterson, who returned to work after having her second child, was asked to fulfil the responsibilities of a full-time job, despite only being contracted to work part-time hours. Ms Patterson was supported by the charity Pregnant Then Screwed, the founder of which, Joeli Brearley, told us that “the dial has not moved very much” –– [ Official Report, Employment Rights Public Bill Committee, 26 November 2024; c. 84, Q79.] in 10 years, so this Bill will mark a significant step forward. When women suffer maternity discrimination, not only does it take them a long time to recover personally, but it damages their careers and their mental health, and it is a big contributor to the gender pay gap. These clauses will tackle maternity and pregnancy discrimination, and it is necessary to do that to avoid having more women leave the workplace.

• 10 Dec 2024 · Employment Rights Bill (Ninth sitting) · Hansard source

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  I think the Bill will do that, because it will strengthen the employers’ responsibility to take all reasonable steps.

• 10 Dec 2024 · Employment Rights Bill (Ninth sitting) · Hansard source

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  Will the shadow Minister give way?

• 10 Dec 2024 · Employment Rights Bill (Ninth sitting) · Hansard source

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  It is a pleasure to serve under your chairmanship, Mr Mundell. I thank the hon. Member for giving way. I refer the Committee to my declaration of interests and my membership of Unison and the Writers’ Guild of Great Britain. The NHS has zero-tolerance policies, in common with the police service and any other service that deals with these difficult situations. They are good employers that have things in place. The shadow Minister spoke about employers not thinking about situations and being innocent. I draw his attention to their responsibility to employees who were innocent, but have lost their innocence as a result of unwanted sexual harassment or worse.

• 10 Dec 2024 · Employment Rights Bill (Tenth sitting) · Hansard source

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  Prior to entering this place, I spent 25 years working in the television production industry, both as a writer and as a producer. I co-own an independent production company—I refer the Committee to my declaration of interests—that has made children’s drama for the BBC, including the hit science fiction series “The Sparticle Mystery”, in which a cut-price British version of the large hadron collider at CERN sends all the adults into a parallel universe, a situation with which I have had some sympathy since arriving as a new Member. I mention that not to burnish my CV in the hope of a writing credit on the next James Bond film, but to make a point about clause 15. The television industry is full of creative, inventive and hard-working people who wish to make the most of their talents and contribute to making the programmes with which the UK is a world leader and for which it is rightly admired. Unfortunately, the nature of a fast-moving and pressurised industry based on freelancers is that it is left open to abusive practices. Freelancers move between productions, often with no HR departments, with no formal recruitment processes and with a lack of the checks and balances that we all want to see in good workplaces. It is also an industry in which the talent is protected, which has led to a culture of exceptionalism in which appalling behaviour has been allowed to continue for years. This is not just about sexual harassment and inappropriate behaviour. It is also about power, or rather the imbalance of it. When I was in the green room at the start of a production, someone came up to me—I was on my own with him—and put his arm around me. He said, “Make me a cup of coffee, love.” I said, “Make your own, and then start looking for a new job,” because I was the executive producer on the show. Unfortunately, far too many women endure sexually explicit comments, inappropriate touching and offensive jokes as part of their everyday experience at work. A few years ago, a survey found that 39% of women working in film and television had been subjected to sexual harassment at work; freelancers, members of the LGBTQ+ community and disabled people are also most at risk. Women are too scared to speak out: they fear that if they do, they will simply not work in the industry again. It is hardly surprising that last year two thirds of women aged between 25 and 59 thought about leaving the industry. I say to the shadow Minister that clauses 15 to 17 will mean that companies have to proactively take all reasonable steps to close the vacuum of responsibility that currently exists between senior and middle management. They will need to ensure that staff have the training to call out challenging behaviour, support colleagues and prevent future abuse rather than focusing solely on damage limitation, as sadly we have seen time and again.

• 5 Dec 2024 · Employment Rights Bill (Eighth sitting) · Hansard source

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  The hon. Member is talking about costs, but does he not agree that the lack of flexible work locks out far too many women? Some 40% of women who are not currently working say that access to flexible work would mean that they could take paid work. If we are talking about the cost to the economy, does he not agree that guaranteeing flexible working would boost the economy?

• 5 Dec 2024 · Employment Rights Bill (Eighth sitting) · Hansard source

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  It is a pleasure to serve under your chairship, Sir Christopher. We in this place enjoy the employment rights that come with our job, which is to serve our constituents to the best of our ability. When we are unwell, we can take time off but we are still paid. Before I arrived here, I spent a considerable number of years working as a freelancer while bringing up my family; I believe that is now called being a worker in the gig economy. I understand all too well the pressure for people to work when they are unwell, as they juggle work around caring responsibilities, as I had to for my disabled son, and worry about money, as our family worried about how we would pay the rent and the other bills if I did not work. At present, large numbers of workers either rely on statutory sick pay or receive nothing at all if they are absent from work due to illness. Those workers are more likely to be low paid than others. We also heard in the evidence sessions last week that women are currently more likely to miss out on statutory sick pay than men, because they do not earn enough to meet the threshold or have not been in their jobs for long enough. It is estimated that 1.1 million workers earn less than £123 a week and most of them are women who are not eligible for statutory sick pay at all. In practice, as we heard in the evidence sessions last week and as Minister just referred to, that means that people drag themselves into work despite the fact that they are ill. As it stands, our sick pay system pushes far too many people to go to work when they are ill. Working while in poor health is more common among those from marginalised ethnic groups, people in lower-quality jobs and workers lacking formal qualifications. Under the Bill, hundreds of thousands of people will qualify for sick pay from the first day that they are ill. That change and other changes will help to increase productivity, reduce prolonged illness due to exacerbating existing conditions, and lead to better public health outcomes. Lower-paid workers will no longer have to face the unpalatable choice between coming to work and risking spreading infection, or struggling to put food on the table and to pay bills. Those are very real concerns that, as I mentioned, I have faced. In conclusion, I believe that the Bill will transform the world of work for millions of people across the country. If I may say so, it is a privilege to have played a small part in scrutinising it.

• 5 Dec 2024 · Employment Rights Bill (Seventh sitting) · Hansard source

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  It is a pleasure to serve under your chairmanship, Mr Mundell. I refer to my entry in the Register of Members’ Financial Interests and my membership of Unison and of the Writers’ Guild of Great Britain. The hon. Member talks about shipping companies and furniture companies, and I would like to talk about my constituency of Scarborough and Whitby. As of last year, 4,500 people there—11% of the workforce—were employed in retail, and 8,000—20% of the workforce—in hospitality. Those sectors employ a lot of women, and those women—I was one myself—rely on childcare, which is extremely expensive. Does he accept that when shifts are cut short or curtailed at short notice, those women still have to pay for their childcare and are therefore taking on board an expense? It is not force majeure for them; it is a day-to-day struggle to pay the childcare bills.

• 5 Dec 2024 · Employment Rights Bill (Seventh sitting) · Hansard source

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  Will the hon. Member give way?

• 4 Dec 2024 · Farming and Inheritance Tax · Hansard source

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  The right hon. Member left a trail of destruction across the Government. She was the Health Secretary who broke the NHS, the Prisons Minister who ran out of prison places and the Treasury Minister who crashed the economy—no wonder her constituency majority crashed from 28,000 to 5,000. [ Interruption. ] Does she not think it is time to apologise and for once to support the Government, who are bringing back stability to the British economy and farmers’ profitability?

• 4 Dec 2024 · Farming and Inheritance Tax · Hansard source

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  Will the right hon. Member give way?

• 4 Dec 2024 · Engagements · Hansard source

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  Q5. Given that a significant number of Members of this place are, regardless of class, women of a certain age, does the Prime Minister agree that when a woman of a certain age—or indeed any woman, of any age and from any background—says that they have experienced sexual harassment or inappropriate behaviour, they should be listened to and supported and the perpetrator dealt with?

• 3 Dec 2024 · Employment Rights Bill (Sixth sitting) · Hansard source

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  Last week, we heard from companies that say they are good employers and offer security of shifts to their workers. Would the Minister agree that companies that offer their workers the right to payment for cancelled, moved or curtailed shifts are in fact good employers and therefore have nothing to fear from the Bill?

• 3 Dec 2024 · Employment Rights Bill (Fifth sitting) · Hansard source

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  I draw the Committee’s attention to my declaration of interests and my membership of the trade unions Unison and the Writers’ Guild of Great Britain. I am pleased that the Bill will increase protection from sexual harassment, being one of those middle-class women of a certain age—the Government’s commitment to holding workplace offenders to account cannot come soon enough. Last week, we heard that there is strong evidence that the majority of sexual harassment in the workplace, particularly in retail and hospitality, comes from third parties—a client, customer or patient. Surely, the hon. Member would agree that it is essential that employers can take reasonable steps to prevent harassment by third parties, because the net effect on the victim is the same whether that behaviour comes from a direct co-employee or a third party.

• 29 Nov 2024 · Men’s Violence against Women and Girls · Hansard source

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  Refuges offer protection from perpetrators, time to recover from abuse and a range of support to enable survivors to rebuild their lives, yet 61% of refuge referrals in England last year had to be declined due to lack of capacity. Scarborough and Whitby has the highest rate of recorded domestic incidents in North Yorkshire, but it has no refuge. Does my hon. Friend agree that the refuge sector needs more support?

• 28 Nov 2024 · Employment Rights Bill (Fourth sitting) · Hansard source

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  Q I cannot resist the temptation of having three professors in a row in front of us. If you could make one change to the Bill, what would it be? Professor Simms: We were warned about this question, and I am going to be very cheeky and ask for two. First, I think a clear and proactive right to strike and join a trade union would go a long way to bringing us into line with many of our comparator countries. I also have some concerns about the negotiating bodies, which really look quite like pay review bodies at the moment, rather than free collective bargaining between the parties deciding their own issues and what works for them. Those are the two areas I would focus on. Professor Deakin: I would make a change on fire and rehire. I think that the provisions on unfair dismissal are helpful but will not address the problem of collective agreements being undercut. At best, at the moment, the remedy for an unfair dismissal is almost certainly going to be compensation, when what is needed is a mechanism to embed terms and conditions going forward. The Department is consulting on reforms to the interim relief procedure, but I would go further. I think there has to be a change to the remedy for unfair dismissal so that the previous terms can very clearly be reinstated. At the moment, it is not possible to enforce a reinstatement order. You have to go to the county court even for compensation, but in the case of a reinstatement order, the employer can resist it and just pay compensation. In my opinion, there should be a collective arbitration mechanism. The Central Arbitration Committee should have the power to reinsert terms and conditions for the affected categories of workers, and that would be true of the persons hired, if that happens to replace those who have been dismissed. That mechanism existed under 1970s legislation and would provide the kind of collective remedy that we have just been discussing. It would be important for stabilising terms and conditions in labour markets and avoiding the need for individuals to bring complex claims before employment tribunals. I also have ideas about zero-hours contracts, but you said just one. Professor Bogg: I have said that I think enforcement is the critical dimension of the conversation about all of this Bill. One specific change that I think would be valuable is to remove the presumption that collective agreements are not legally enforceable. That puts the UK in an almost unique position in the world. One aspect of the P&O Ferries scandal that is not often discussed is that there were collective agreements in place, but because of the statutory presumption that they were not legally binding, P&O Ferries was able to put the collective agreements in the bin. I am not saying that I would mandate them to be legally enforceable, but I would remove the statutory presumption, which would give a signal to the parties that they could make them legally enforceable. I think that would bring some real value to the enforcement dimension of UK labour law.

• 28 Nov 2024 · Employment Rights Bill (Fourth sitting) · Hansard source

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  Q Some 20% of all employees in my Scarborough and Whitby constituency work in the hospitality sector, and obviously a large number will be women. According to the latest Office for National Statistics figures, 50% of women in part-time jobs in my constituency were paid below the living wage. Can you drill down a little more into how the Bill will lead to greater income security for women working in hospitality? Dr Stephenson: Having a better enforcement body and proper enforcement of the living wage and equalising minimum wage rates with living wage rates for workers under 21—the hospitality industry in particular employs large numbers of younger people—will be really important. Good employers want to do the right thing, and they are undercut by bad employers who are deliberately breaking the law, so better enforcement is important. To go back to my earlier point, outwith this Bill it is also important to look at access to proper legal advice for people in those situations. It can be very difficult—we have advice deserts in this country. One of the impacts of cuts to civil legal aid has been a reduction in any lawyers with specialism in certain areas, because the loss of legal aid has meant less money in the sector and fewer people going in to develop that specialism. Even if you can afford to pay, it can be quite hard to find a lawyer for certain areas. The enforcement mechanism will make a big difference, but we also need to look at legal aid.

• 28 Nov 2024 · Employment Rights Bill (Fourth sitting) · Hansard source

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  Q Minister, we have touched on adult social care today. There are 1.6 million workers in the sector. I know that news of the adult social care negotiating body has been warmly welcomed. Can you expand on why a fair pay agreement is so important for the adult social care sector? Justin Madders: That is a really good question. One of the reasons was in your question—there are 1.6 million people employed in the sector. It is a huge part of the economy. Unfortunately, at the moment, as we heard in the evidence, it is characterised by poor terms and conditions and high numbers of zero-hours contracts, and quite often minimum wage is not enforced properly. These are people doing really important jobs in our society. They deserve a voice and a collective opportunity to raise terms and conditions, and the opportunity to work with employers to develop a career path. This is a transformative structure that will hopefully change the lives of many working people and, of course, the people they care for.

• 28 Nov 2024 · Employment Rights Bill (Third sitting) · Hansard source

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  Q Mr Lowman, do your members guarantee hours and provide reasonable notice of shifts, or make some payment when they cancel shifts at short notice? If not, what do you think the effect is on their employees—in other words, do the employees struggle to pay their bills? James Lowman: By and large, we set out shifts; we have clear shifts that are worked to. It would be rare that a shift got cancelled at short notice. With convenience stores, fundamentally we are open for those hours; we need to fill those hours. It would have to be something pretty extraordinary that would lead to a cancellation, for example a massive disruption to delivery. We would be bringing in extra colleagues to deal with a delivery, which then gets cancelled, so that work is not there for them to do. However, even that is relatively rare, so we provide consistency of hours. It is more common that the challenge is dealing with sick leave and then having to fill shifts, and additional shifts coming in. That is when you might get some later changes and later notice, because someone has phoned in sick that morning, so you need to fill the shift that morning; you need to have a person in the store, or—worst case—the store could not open. Again, however, a lot of that is done colleague to colleague, in terms of filling those shifts. Regarding the impact, there are a whole range of people working in our stores, for some of whom it is a second income in their household. But for many, it is the first income in their household, so it is very important that we provide that local, flexible and secure work to people. In many ways, this Bill is enshrining and codifying things that are already common practice in our sector.

• 28 Nov 2024 · Topical Questions · Hansard source

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  I would like to highlight the richly deserved King’s award for voluntary service that has been given to the 60 volunteers at Newby and Scalby library in Scarborough. The library’s services are innovative, including a summer reading challenge for children, an IT buddy service and a garden growing produce. Will the Secretary of State join me in congratulating Newby and Scalby library on its award, and on the enormous contribution that it makes to our community in Scarborough?

• 27 Nov 2024 · Violence against Women and Girls · Hansard source

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  I thank the hon. Member for Poplar and Limehouse (Apsana Begum) for securing this important debate. In my constituency of Scarborough and Whitby, Scarborough has the highest rate of domestic incidents per 1,000 head of population, at 15.7 recorded in North Yorkshire. A constituent, who I will call Anna—not her real name—came to see me to tell me what happened to her. I commend her for her bravery and honesty. Anna suffered abuse of the most extreme kind from her ex-partner, including an attempt at strangulation. She applied for and was granted a restraining order, but it was ignored by the perpetrator and the order was not enforced. At a pre-trial hearing, the judge came to an agreement out of court. Despite Anna’s passing out, it was decided that it was pressure on her neck, not strangulation. Anna’s attacker was given a suspended sentence in order to undertake a relationship-building course with the probation service. Anna lives in fear of what he might do to her or other women at his workplace, who of course have no knowledge about his violent past. Anna’s experiences of the criminal justice system have taken a toll on her, leaving her without the strength to ask for a review from the court or the police. My constituent’s case is far from untypical. A study by Women’s Aid on the family courts published last week found that survivors overwhelmingly felt that their experiences had been made worse by the justice system. We must do better. I look forward to hearing from the Minister how we can support people like Anna, whom I commend for her bravery in speaking out.

• 26 Nov 2024 · Employment Rights Bill (Second sitting) · Hansard source

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  I refer to my declaration of interests and my membership of Unison and the Writers’ Guild of Great Britain.