Chris Murray MP: speeches

Speeches

• 16 Dec 2024 · “Get Britain Working” White Paper: Employers · Hansard source

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  Some of us are still getting our heads around our new jobs, Mr Speaker. Edinburgh is a booming economy that has all the raw materials to thrive in the years ahead—especially because we have some of the growth industries that the Government have identified as being key to the future of the economy. However, businesses in my constituency are crying out for workers with the skills that they need. What are the Government doing to ensure that the workforce has the skills that businesses need?

• 16 Dec 2024 · “Get Britain Working” White Paper: Employers · Hansard source

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  4. What assessment she has made of the potential impact of the “Get Britain Working” White Paper on employers and businesses.

• 16 Dec 2024 · Inflation: Pensioner Living Standards · Hansard source

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  Edinburgh is a booming and—oh, sorry.

• 16 Dec 2024 · United Front Work Department · Hansard source

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  The first duty of Government is national security, and the threat that the country faces is the most complex and evolving we have ever seen. Given the range of threats we face from hostile state actors, it is important that the Government take action to protect our critical national infrastructure from cyber-attacks and ransomware attacks. Can the Minister update us on the plans announced in the King’s Speech for a new Bill on cyber-resilience and other actions to improve protections in this area?

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

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  Does the Minister agree that this is actually an example of the Government keeping not only their manifesto promise to deliver a new deal for working people, but the manifesto promise that I certainly made many times during the election campaign, which was that the new Government would show the utmost respect for the Scottish Parliament and Government, and for all the devolved institutions? I reassure the Minister that the Scottish Parliament was not forgotten during the drafting of the Bill, because there was extensive engagement with the Scottish Government, some of which I saw myself.

• 11 Dec 2024 · Border Security: Collaboration · Hansard source

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  I spent 15 years working on migration before I came into this House, including three years as the home affairs attaché in Paris, where I saw at first hand how the kind of instruments and data sharing the Home Secretary is describing can make a concrete difference in the fight against immigration crime. I also saw that, as the previous Government pulled the UK out of these instruments, it made our job as officials harder. I could not welcome the Home Secretary’s statement more. Immigration is an international phenomenon and, by definition, tackling immigration crime requires international co-operation. Can she tell us a bit more about the steps she has taken to build the relationships with these key European allies? Will she also commit to keeping her foot to the floor on this issue? In my experience, these relationships can so easily be cut, and but to bear fruit they take time and political will.

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

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  I declare an interest as a member of a trade union. We have seen a change in the labour market over recent decades. Previously, people used to stay in work for much longer; currently, the average tenure is 4.5 years—there has been a slight increase, because it has been bang on four years for the past five or six years. That means that people nowadays spend half their time in a job without any rights, because of the two-year threshold. The proposals in this legislation are updating the labour market to the realities of today’s jobs. People spending half their time without rights leads to a lack of confidence and security. The way to address business confidence and worker security is by bringing these rights in from day one, as this legislation proposes; sticking with the status quo is what leaves people more insecure.

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

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  I promise that I will make a short intervention this time, Mr Stringer. The statistics show that one in 10 workers never spend more than a year in a job, so they are particularly affected by the lack of provision on day one. At any one time, one in five workers are within the first two years of their employment. Does my hon. Friend agree that we are talking about a group of people who need the security of these rights to improve their productivity, but who are currently completely excluded from them?

• 9 Dec 2024 · Terrorism (Protection of Premises) Bill · Hansard source

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  I welcome the fact that the discussion in the House today shows real cross-party support for the aims, principles and objectives of the Bill, and that the amendments focus only on nuances and more technical aspects. That shows that we are all united in trying to achieve this goal and in preventing tragedies such as that which happened in Manchester from happening again. In trying to understand those nuances and where the more technical sides should be drawn, it is useful to reflect on the legislation’s key dimensions and advantages. First, obviously, it makes terrorist attacks less likely. The terrorist threat is substantial and we know that it is changing. It has gone from large-scale infrastructure and iconic sites to much more workaday, normal locations. The most recent terrorist attack that we tragically saw in this country was an attack on a children’s dance class. It is clear that the terror threat is evolving and we must evolve with it, which is why the Bill is important, but it is also important because it minimises the death and destruction that result from a terrorist attack. Terrorist attacks may still happen despite our best efforts, and it is important for us to plan for that eventuality and make the right decisions in order to be ready when they do happen. The former President Obama’s Under-Secretary of State for Homeland Security, the Harvard professor Juliette Kayyem, has talked of the “boom” of a terror moment or crisis, and divides planning into “pre-boom” and “post-boom”. Pre-boom is what must be done to prevent an event from taking place, but it is equally important to plan for the post-boom moment. We must ensure that even those running small venues have done some thinking in advance of an attack. What are the escape routes? Who needs to have the keys? What happens if they send people in this direction rather than that direction? The Bill incorporates a distinction between enhanced and non-enhanced tiers, and that too is important. In my constituency we put on some of the biggest and best events in the world. I am utterly confident that those in the football and rugby stadiums and theatres who are in charge of security planning do all this thinking anyway, but there are many smaller venues where it has not occurred to people that that is necessarily their role, but which are now in the line of fire. It is important for people to recognise that responsibility, because the public have a right to expect it. The Bill codifies what should be happening anyway. We must bear that in mind as we decide where to set the thresholds, who falls in or outside scope, and what level of burden we expect organisations and venues to face. In Committee, it was reassuring to hear several of my concerns being allayed. One of them has already been discussed, namely the impact on business and the potential for a burden. There is no denying that something of a burden will be placed on some organisations where no one has done any thinking or preparation for a potential terrorist or other attack, but the Bill contains very proportionate elements that do not impose much of an extra burden. Its requirements are intuitive, they are not onerous, they are straightforward and they are commonsensical. As I said in an intervention earlier, they are essentially prompts for organisations to do the kind of thinking that we would hope they were doing already to avoid an attack. That not only avoids attacks, but mitigates their impact.

• 9 Dec 2024 · Terrorism (Protection of Premises) Bill · Hansard source

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  The Bill’s provisions are appropriate for venues below the enhanced tier. They are proportionate, low-cost and not onerous. They are prompts to encourage organisations to do the kind of thinking that they should do anyway to prevent terrorism or any kinds of attack. The measures are not disproportionate at all, and the legislation is appropriate in that respect.

• 9 Dec 2024 · Terrorism (Protection of Premises) Bill · Hansard source

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  To clarify, I was not saying the legislation was only of value after an event. I said that part of its value was the impact it had on planning for the period after an event. On the burden the right hon. Gentleman talks about on people making preparations, does he accept that it is important that they consider the potential impact of events and think in advance about that in taking those decisions? That is how we will avoid the kind of atrocities we have seen.

• 9 Dec 2024 · Terrorism (Protection of Premises) Bill · Hansard source

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  I am struggling to understand quite how that falls within the scope of this debate, but it is important to discuss the issue of how we deal with terrorism. As we have seen in the history of this country, terrorist attacks can be both foreign and domestic. They can be homegrown, or they can come from overseas. I have talked about the need to prepare for an attack before it happens, so that mitigations can be introduced. They can be long term, which means looking at where the threat is emanating from, or they can be immediately in advance of an attack, which means introducing security measures. My argument, however, is that the benefit of the Bill relates to what happens after the attack has taken place. We need to help the smaller venues that now find themselves within the scope of terrorist attacks to prepare for those attacks. It is not a question of who committed the offence, but a question of how they are prepared to deal with that event.

• 9 Dec 2024 · Terrorism (Protection of Premises) Bill · Hansard source

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  Absolutely. There is a small element of burden in the Bill, but it is light-touch and proportionate, and the alternative scenario is significantly more burdensome. In my own city of Edinburgh, the impact of a terrorist attack and of people not feeling secure in the aftermath could be destructive not just to the lives affected by the attack, but to the whole economy on which our city is based, which is event-focused. It is right for us to draw that distinction, and to seek to get the balance exactly right.

• 9 Dec 2024 · Terrorism (Protection of Premises) Bill · Hansard source

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  That intervention was slightly more in scope and was also about Edinburgh, so I was happier to take it. The hon. Gentleman is right. Indeed, in advance of the Bill Committee debate and the debate that we are having now, I spoke to Edinburgh city council and to some of the event organisers, who told me that it is exactly because Edinburgh has become a place where fringe events take place regularly that these considerations have been normalised. Our city has put a lot of the necessary infrastructure in place, along with the thinking and the organisational requirements—and there is also a corporate memory between the small venues—to cope with terrorist events. As Andy Burnham pointed out in his evidence, Edinburgh is one of the national leaders on this front. However, I recognise that not every community has that advantage, which is why the Bill will extend to other communities the measures that already benefit mine.

• 9 Dec 2024 · Terrorism (Protection of Premises) Bill · Hansard source

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  The right hon. Gentleman makes a really important point. Again, having been on the Public Bill Committee, my argument is that the Bill is proportionate.

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

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  In response to the hon. Member for Dundee Central, the shadow Minister struggled to come up with a concrete example of a business that might be in the situation he is describing, with very small margins and staff costs not meeting the demand. I can think of two examples from my experience before coming here and from my constituency. One is car washes, where we frequently see very low-paid employees being recruited on demand and very small margins. Another is nail bars, which we see on high streets across the country, where fluctuating demand requires small amounts of work to be done, so people are employed on very short contracts with hours cancelled at very short notice. The shadow Minister will also have noticed last week that the net migration figures for the last year of the Conservative Government reached almost 1 million. The point I am making is that we need to think about not just the impact on individual workers and businesses, but the bigger, broader impact on society as a whole. The problem we have seen with small businesses such as car washes and nail bars is that there is a high supply of labour, generally from exploited migrant workers. It is not a coincidence that the two industries I have just described are also where we see the highest incidence of modern slavery. That is because workers in those industries have very few rights, so they can be treated as almost expendable by their employers, and have their hours cancelled at very short notice, and they have absolutely no recourse. So, it is not a coincidence that it is the most exploited workers, or the most vulnerable workers, who have ended up taking such jobs. On high streets across the country we have seen the growth of multiple small car washes and small nail bars. The industries are not struggling, but the employers are deliberately working on incredibly small margins. The point is that the dynamic between employer and employee is unbalanced, which is what the Bill seeks to correct.

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

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  Q Margaret, I have a question for you, specifically about the Gangmasters and Labour Abuse Authority. It strikes me that a lot of our discussion is about things like zero-hours contracts and wage enforcement, but the GLAA deals with a different set of labour market challenges: the excluded or isolated groups, such as shellfish workers, or the victims of modern slavery. It is a first responder to the NRM—the national referral mechanism—so it has a different set of responsibilities. First, what is your assessment of how effective the GLAA has been, given how it was constructed, and how has it been able to perform its functions? Secondly, specifically on modern slavery—thinking about those the GLAA was set up to protect, such as the Morecambe Bay cockle workers—how do you see those functions working in a single enforcement body? Margaret Beels: It is really important that, in setting up the new body, the three bodies sit down to think about what they do well, so that when we bring them together, we will bring the best of what is done. One of the recommendations in my most recent strategy is to encourage them to start the dialogue with each other at every level—so what an inspector from, for example, the Employment Agency Standards Inspectorate does when they go out, versus what is done when a compliance inspector goes out from the GLAA. I gather a lot of evidence from stakeholders, and they will say, “This works really well here,” or, “That works really well there.” In informing the fair work agency, there should not be a presumption that something will always be done one way because that is done by this lot; instead, we should look at the journey of non-compliance. It is important to help businesses to be compliant; that is, by far, the best way to achieve compliance. Who is good at doing the communication with businesses, then? The national minimum wage team do that as well—they have their geographical compliance approach and they try to go out to help business. How do we build that into the structure of what is done? When it comes to deliberate non-compliance and modern slavery, you need to have the teeth to deal with that. The modern slavery dimension will move across into the fair work agency, but then it will have the whole spectrum of looking at how things are done. Resources will be important to the fair work agency. All the bodies will talk about the fact that they do not have the resources that they would like to do the full job that they are there to do. I go back to challenge them: “Can you show me the value for money in what you are doing? Are you being as efficient as you might be?” My strategy talks about the use of artificial intelligence—are they building those tools into how they do things, so that they can have the maximum efficiency possible? Then, as they come together, will they listen to each other to make sure that they pick the best?

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

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  Q May I ask about the evidence we heard about industrial relations, both from representatives of business and from the many trade unions that we have heard from? How do you see this Bill affecting industrial relations in Britain, and what do you think will be the long-term impact of that on the economy? Justin Madders: Over the last 14 years, there has been a pretty hostile environment for trade unionists. That has been ramped up in recent years, which is why we have seen in the last couple of years the highest number of industrial relations disputes for about 40 years. The solution is not to continue to legislate to make it harder for people to strike; it is actually to change the culture and attitude towards industrial relations. We are trying to make sure that trade unions have the opportunity to operate on a level playing field, and I think that we have heard plenty of evidence from both employers and trade unions that when there is a constructive relationship, businesses benefit and individual workers benefit. There is plenty of evidence that trade union members usually have better pay, and better terms and conditions—that is recognised throughout the world—and that is something that we want to help facilitate under this legislation.

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

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  Q Could you say more about the impact of the current system of zero-hours contracts on the individual and, more broadly, on the wider economy and the labour market? I am thinking about poor retention, disengagement and the impact on the benefits bill. How does that system affect the economy currently? Nye Cominetti: That is a tricky question. If measures to tackle zero-hours contracts are put in place effectively, I think that they will mainly smooth the income of those individuals rather than necessarily raise their level of pay. There might be a knock-on impact on the level of pay if workers have better outside options and can more readily bargain for pay increases or shop around for jobs, but the first effect that you would hope to achieve through these measures is smoothing pay—taking away the volatility from week to week. There is plenty of evidence that that is the element of those jobs that households struggle with most, not the level of hourly pay. We know that, through minimum wage action, we have massively improved earnings for the lowest-paid workers, but it is the volatility that is most difficult to deal with, as I think anyone sitting here would readily agree. If someone is thinking, “Next week, my pay might go down by 20% or 50%, or maybe my hours will be zeroed down entirely,” it does not take much for us to imagine the impact of that not just on their wellbeing and psychology, but on their spending decisions. They might think, “I can’t afford to commit to that spending now, given that I’m uncertain about what my pay is going to be next week.” If these measures are done well and genuinely smooth the incomes of those experiencing the worst volatility, I would expect improvements in individuals’ wellbeing. Potentially—again, more optimistically—you might see knock-on positive effects on the economy more broadly, if people feel more comfortable spending because they know what their pay is going to be in future. But as I have said a few times, that is definitely much more uncertain.

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

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  What about worker retention? That was the other question—

• 27 Nov 2024 · Supporting Innovation · Hansard source

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  My constituency in Edinburgh has two universities, both of which do excellent work with our counterparts in Northern Ireland. Can the Minister tell us how the Government are working with universities to support innovation in Northern Ireland?

• 27 Nov 2024 · Supporting Innovation · Hansard source

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  1. What steps he is taking to help support innovation in Northern Ireland.

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

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  Q I am an MP from Edinburgh, and obviously that is a university city; it is a city with a lot of tourism and hotels and hospitality, and we also have the festivals in August, so we see a lot of this kind of stuff. Looking around my constituency, I can see a real difference in how employers treat their staff, some of whom will be really impacted by this legislation, but a lot of whom will not be, because they are already above that. I think, Mr Cater, you said that a lot of your organisations already go beyond the provisions that are based in this law. Do you think that the legislation could lead to more of a level playing field, where the organisations that are already treating their staff well are unaffected, but others would have to change and improve—a kind of levelling up in how people’s staff are treated? Jamie Cater: The important thing for levelling the playing field is the fair work agency, and making sure that we have an approach to enforcement of labour market policy and regulation that is properly resourced and does have that level playing field. I said right at the start that we support efforts to remove and address genuine exploitation and bad practice in the labour market. We have confidence that the fair work agency can begin to do that. On our concerns about the Bill, we have talked a lot about statutory probation periods, but on guaranteed hours and so on, I think there is the potential to create a level playing field as long as we have the caveats that allow that genuine two-sided flexibility where it works in the interests of both the employee and the employer—retaining, for example, zero-hours contracts where they work for both parties, as in many instances they do, so that employers and employees can still benefit from those arrangements. Some of our concerns around the right to guaranteed hours are in things like the definition of regular working hours, and the scope, which Jim has alluded to, of the reference period, where we think there is a risk of an unintended consequence because it captures a much broader range of flexible contracts than just literal zero-hours contracts or low-hours contracts. The example that we use in manufacturing is annualised hours contracts, where employees are guaranteed a minimum number of hours over a 12-month period. They have much more financial security in terms of pay, but those hours can still vary on a week-by-week or month-by-month basis. We would not consider that to be an example of, to use the words of the plan to make work pay, “exploitative zero-hours contracts”, but depending on where that 12-week reference period falls, and depending on how you define regular working hours and what the number of those hours might be, a form of flexible employment like that could end up being in scope when maybe it is not appropriate for it to be. We want to ensure that there are no unintended consequences where arrangements like that, which provide financial security, stable employment plus flexibility for both parties—which should be retained—unintentionally fall within scope of the measures in the Bill, because that would mean that the Bill is not a level playing field; we would be in a situation where good options for both parties had effectively been taken off the table.

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

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  Q The point was about the perception that that is the case. Do you think that measures such as this will help combat that perception? Alasdair Reisner: It cannot hurt to have measures that make the world of work in the construction industry more attractive to try to defeat that perception, but there are much bigger factors driving it.

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

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  Q I am particularly interested in how migration has affected the labour market. I know the construction industry has seen a lot of it, and there has certainly been a big public perception—whether it is true in reality is up for debate—that sectors that saw high levels of migration over the past 10 or 15 years also saw a degradation in working standards through the spread of zero-hours contracts, wage undercutting, and fire and rehire. Do you agree with that assessment—not that it is the case, but that there is that perception? Would strengthening workers’ rights as proposed in the Bill assure employees in your industry, who have a perception that global events—migration flows or changes in how capitalism works—affect them? Alasdair Reisner: There is a characterisation that construction sought migrant labour as a way of undermining the cost of the existing workforce, but—I hold my hands up; I am a lobbyist for the industry—that is just not true. A lot of people do not understand that we are a relatively high-paying industry. We used migrant labour where there was a lack of capacity in the industry, and it was almost a balancing item to meet that capacity; it was not about undermining costs. I am confident that, whatever we do on employment rights, we will still have a challenge around meeting our future skills needs. I do not think migration is the answer; I think there is a long-term piece around us recruiting more effectively domestically.