Justin Madders MP: speeches

Speeches

• 1 Jul 2026 · Draft Legal Aid, Sentencing and Punishment of Offenders Act 2012 (Legal Aid: Anti-social Behaviour and Prevention and Investigation Measures) (Miscellaneous Amendments) Order 2026 · Hansard source

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  It is a pleasure to see you in the Chair, Mrs Barker. On the application of ASBIs, I noted in the equalities statement that according to a Department for Work and Pensions survey, in 2022-23, around 66% of those receiving legal aid had a disability. Some 40% had a mental health condition, and around 10% had some kind of learning disability. Those figures seem alarmingly large. I wonder whether the Minister has any thoughts on that, or perhaps he could go away and look into it.

• 15 Apr 2026 · Single Status of Worker · Hansard source

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  I beg to move, That this House has considered the potential merits of creating a single status of worker. Good afternoon, Mr Efford; it is a pleasure to see you in the Chair. I am grateful for the opportunity to draw attention to an issue that has the potential to transform the world of work for millions of people up and down the country. The Government’s plan to make work pay was one of our central policy commitments at the last general election. I was proud to play an important part in shaping the package and begin delivering on it in government. As a result of changes that this Government have made, the lives of working people are already improving. Minimum wage rates now take account of the cost of living, which is massively important to people on low incomes in this time of rising energy and fuel costs. Fathers are now entitled to paternity leave from day one; they no longer have to wait months to accrue that important right. Statutory sick pay is also now an entitlement from day one, and the lower earnings limit and the waiting period have been removed. This transformation of the world of work will continue as measures in the Employment Rights Act 2025 come into force over the coming months and years. However, noticeably absent from that list is the promise that we made to the electorate to move towards a single status of worker, on which we committed at the election to launch a consultation in the first year of government. We are approaching the end of the second year with no further indication of when there will be a consultation or, indeed, whether there will be one at all. I understand that the focus of most of our time in office has been the mammoth process of passing and implementing the Employment Rights Act. I know only too well how significant an undertaking that has been and I commend the work of officials in the Department for Business and Trade to pass that transformative Act within less than 18 months of our entering office. Although the Act has been implemented, we must not forget that a number of commitments in the plan to make work pay fall outside its scope. They include changes to the parental leave system and carer’s leave, reform of TUPE, the review of health and safety guidance, changes to allow collective grievances, and what we are debating today—the commitment to move towards a single status of worker. I know that steps have been taken to implement change in some of those areas, and I would welcome a substantive update from my hon. Friend the Minister on the progress being made to deliver on all the commitments in the plan to make work pay. The need to deal with worker status has been an issue since long before we entered office. It is almost nine years since the publication of “Good Work: The Taylor Review of Modern Working Practices”, which made some proposals on status, and more than seven years since the then Conservative Government accepted that changes needed to be made. It is a matter of record that nothing has been done since then to implement those proposals. It has therefore long been recognised that employment status is overly complicated, outdated and no longer reflective of the complexities of the modern labour market. We will see whether we can reach consensus on the solution, but we should at least begin to try to address it. It might be helpful if I set out the current legal framework. I hope that that will demonstrate the need for reform and why this is a complicated area that requires careful consideration. First, there are those who are classed as employees, who receive almost all working protections, depending on service length. Then there are workers, or limb (b) workers—under section 230(3)(b) of the Employment Rights Act 1996—who have access to some working protections, such as the Working Time Regulations 1998 and the minimum wage, but not others. And then there are the self-employed, who have no rights to working protections. In practice, differentiating each status can be tricky, and reliance has been placed on court cases to establish the boundaries between them. It can therefore be a significant challenge for an individual to understand under which status their employment falls. If they do not readily know the answer, it can be difficult to enforce their rights without legal support. Matthew Taylor noted pithily in his report that “without an encyclopaedic knowledge of case law, understanding how this might apply to your situation is almost impossible.” People’s status and their rights under it should not be subject to their willingness to fight, sometimes for years, through an employment tribunal. It might be said that people’s status and rights ought to be obvious from day one of their employment. For many that is true, but it does not recognise the explosion in what might be described as gig economy-type work in the past 15 years or so. By the end of the previous Administration, the number of people classed as being in insecure work stood at about 4 million, according to a TUC analysis. That represented a growth of about 1 million during the Tories’ time in office. Job growth in that period was driven largely by a rise in insecure work, which increased three times faster than secure forms of employment. Of the 4 million in insecure work, the TUC found that about half were low-paid self-employed, and many of them were unlikely to be genuinely self-employed at all. During that period, the emergence of platform work saw the size of the gig economy explode. His Majesty’s Revenue and Customs estimates that there were 1.6 million people working in the gig economy by 2022. Advances in technology, combined with ageing status laws, have allowed employers to avoid their responsibilities by advertising for positions that are described as for a “worker” or for the “self-employed” but, in reality, have all the hallmarks of direct employment.

• 2 Feb 2026 · US Department of Justice Release of Files · Hansard source

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  There are many aspects of this that are hugely troubling, but I will focus on one: the passing on of highly sensitive information by a serving Cabinet Minister to third parties. Clearly, that could amount to misconduct in public office, and I hope that the police investigate it. The papers reveal a very casual relationship with probity for Mandelson and his apparent willingness to share highly sensitive information with third parties. What concerns me in particular is that he has been in a very senior role in recent times. Could the Chief Secretary to the Prime Minister confirm whether he or anyone else serving in government in a ministerial or advisory capacity has discussed since in recent times—in the course of this Government—information of a similar nature that could have been used to benefit third parties?

• 15 Dec 2025 · Employment Rights Bill · Hansard source

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  I am glad that there are some Conservative Back Benchers here. Last week they were all somewhere else, but now we are hearing some contributions. I was not in the room when the negotiations took place, but I understand that that was the deal. I am afraid that there have been some wilful misunderstandings on the Conservative Benches about what lifting the compensation cap actually means. Compensation for unfair dismissal is calculated by defined heads of loss under the law, so lifting the cap will not change that one bit. If the claims are still necessary, they will be there. It just means that some workers—particularly older workers who might not be able to get another job and who may have substantial pension losses—will benefit, not the fat-cat bosses that have been talked about. It is important that we stress that point. Also, I do not remember the Conservatives’ manifesto in 2010 promising to double the period for qualification on unfair dismissal. Neither do I remember a pledge in either the Tory or the Liberal Democrat manifesto to put a cap on compensation. None the less, the coalition Government pushed both those policies through. Those who claim that the lifting of the cap will see an avalanche of claims ignore the fact that the rationale used for introducing the cap in the first place was to deal with perceptions about levels of compensation people might recover—in other words, legislating on perceptions rather than on facts—and I have to say, we have heard plenty of those perceptions repeated again tonight. The Opposition can complain about a two-year wait for tribunal claims, but I am grateful to the shadow Secretary of State for recognising his party’s culpability in that. It is important that this Government are working with the trade unions, businesses, the judiciary and ACAS to find ways of improving our system, so that we get justice more quickly, instead of just ignoring it as the previous Government did. This Government have shown flexibility and strength to negotiate a change in order to get a deal over the line. Workers in this country should not be made to wait any longer for these important rights. It is worth reminding the House that the road map we agreed earlier this year shows that the following laws should be in place by April 2026: doubling the maximum period of the protective award; day one paternity leave and unpaid parental leave; whistleblowing protections; establishing the Fair Work Agency; day one statutory sick pay and entitlements for the first time for millions of people who have been denied them to date; and simplifying the trade union recognition process. These are not minor or trivial measures. They are substantial changes that will improve the working lives of millions of people. We should be proud that it is a Labour Government who are delivering them, and we should be determined to deliver them by April 2026. Of course, that is just the beginning. Genuine flexible working, ending zero-hours contracts, banning fire and rehire—there is much more in this Bill that really matters to working people. And there is much more beyond the Bill: the reform of TUPE and parental leave and dealing with the epidemic of bogus self-employment are of huge importance. These are the sorts of things that a radical, reforming Labour Government need to tackle, because the world of work is changing. It is changing far faster than we can legislate for, but we can insulate our constituents against the worst excesses and unintended consequences of the tech revolution by putting security and fairness at the heart of every employment relationship, and we need to do that now. If we do not, we will have failed not only to deliver on the promises we made but to stand up for the very people we were elected to represent, so I call on the other place to agree with the will of the democratically elected Chamber and to deliver finally on our promise to make work pay.

• 8 Dec 2025 · Employment Rights Bill · Hansard source

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  I will not give way anymore, because we have not got much time. I will pick up on what the Liberal Democrat spokesperson, the hon. Member for Richmond Park (Sarah Olney) said about compensation. I accept what the Minister said at the Dispatch Box. I hope that when the Lib Dem spokesperson checks back, she will be able to instruct her Lords that this measure was part of the deal and they should not block the Bill any longer. It is also telling that she has only spoken to businesses, not trade unions, about what was agreed. That shows which side the Liberal Democrats are on. It has to be pointed out that unfair dismissal compensation limits are not operated that often. Most people’s claims are much lower than that. Most people who have been unfairly dismissed who would benefit from the measure tend to be much older workers who sadly do have not any employability in the job market. They are the ones who will benefit from the uplift in compensation, not bad water bosses, because to qualify people have to be unfairly dismissed. I suspect many water bosses would struggle to show that they had been treated unfairly. Let us ensure that we get this legislation delivered and maintain vigilance across the whole agenda. That means proper meaningful access, not people being stuck in a shed somewhere far away from where the workers are, and serious fines linked to turnover for those who do not play by the rules. It means no loopholes and proper deterrents on fire and rehire so that companies do not think it is even worth going there. We do not want to see those P&O scenes repeated anywhere. It also means holding firm on some of the nonsense that we are still hearing today about zero-hours contracts. People seem to have a problem with fixed-term contracts and zero-hours contracts being completely different things. There has been a lot of conflation there, I am sad to say. What comes next is important, because the Make Work Pay agenda is not just about this Bill. Let us get this Bill over the line and delivered, and let us get all the important regulations implemented, but there are so many other important things that we need to tackle in our workplaces in this country, particularly, bogus self-employment. That is going well beyond the gig economy; in fact, it is an epidemic, and it is important that we tackle it. The Bill will level the playing field, allowing good employers to compete fairly, and create more security at work. Employing people with proper terms and conditions may even lead to a greater tax take. Further down the line, we must tackle unfair dismissal law, which is half a century old and desperately needs updating, but that is for another day. We have debated the Bill for over a year, and it is about time the Lords accepted the democratic mandate and accepted that we must deliver it. Let us get it over the line, and let us start delivering for working people in this country.

• 1 Dec 2025 · Budget Resolutions · Hansard source

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  It is a pleasure to see you in the Chair, Madam Deputy Speaker. As always with a Budget, there is far more to say than one can fit in a speech, but I just want to start by saying that the decision by the Chancellor to increase the headroom is not one that will garner many headlines or capture the public’s imagination, but it is probably one of the single most important things in the Budget. We simply could not have had another year where every bit of speculation on policy led to speculation on the markets, pushing up borrowing costs and leading to a constant cycle of uncertainty. I hope that this increased buffer and the move to annual forecasts will mean that we get some stability back, and that we will see the OBR—under new leadership—make far more accurate predictions and forecasts in the future than it has made to date. I support the measures in the Budget that have been introduced to put more money into people’s pockets. My constituents will welcome another above-inflation increase in the minimum wage and the freeze to prescription charges, as well as the £150 reduction to average household energy bills, rising to £300 for the poorest households. Energy and transport costs make up a significant proportion of household expenditure, particularly for those on the lowest incomes. I hope that the rail freeze will also apply to Merseyrail, which is the main rail line for my constituents. It did seem a bit odd that we could not get confirmation from the Government last week that the freeze would apply to Merseyrail, but I see that the Transport Secretary is present—hopefully she will be able to confirm by the end of the debate that she does indeed have good news for my constituents on that score. I am also proud that Labour is treating child poverty with the seriousness that it deserves. I welcome the measure announced by the Chancellor to scrap the two-child benefit cap that has forced so many families into hardship and harmed children through no fault of their own. This measure alone will lift 450,000 children out of poverty, meaning that, alongside other measures previously announced, we will see more than half a million children taken out of poverty. More than 2,000 children in my constituency alone will be lifted out of poverty as a direct result of this Budget. I have heard commentators say that scrapping the cap was a measure simply to appease Back Benchers like me, but I think that really belittles the moral case for action. Let us be clear: this cruel policy did not achieve its initial aims, often punished families for changes in circumstances that were beyond their control, and ultimately cost our economy far more than the £3 billion a year that it saved.

• 1 Dec 2025 · Budget Resolutions · Hansard source

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  My hon. Friend is right to point out that the policy punished children for being born, which is not something any Labour Government should be part of. We hear that this decision may encourage people not to work, but we all know from the statistics that a majority of people in receipt of benefits are in some form of employment. As for the wider cost, the Child Poverty Action Group estimates the cost of child poverty to the country to be about £40 billion a year, so not only is scrapping the cap the morally correct thing to do; it is also the best thing for our country economically. While I understand the pressures facing the Government, I hope that the fiscal circumstances will improve in such a way to see income tax thresholds readjusted to take account of the inflationary pressure recently experienced. Going forward, we must continue to ensure that those with the broadest shoulders carry the burden to ensure that more and more working people are not dragged into paying tax by fiscal drag. I have to say, I would like an explanation of the Chancellor’s comments about how those in receipt of the state pension will not have to pay any tax at the point that the state pension reaches the tax threshold in future. Of course they should not have to pay any tax on it, but why should a pensioner who might have a small private pension of £20 a week have to pay tax on that and their state pension? Once we start to look at some of the implications of the policy, it becomes clear that there are a number of unintended consequences. I hope that when the extra headroom that has been created by this Budget goes on to inspire further ideas in future Budgets, we can look at stopping some of the anomalies that the fiscal drag has created. I will conclude with a few words on the automotive sector. I am proud to have in my constituency a Stellantis factory—or a Vauxhall Motors factory, as it is more commonly known round where we live. It is a site I have fought hard for over the years. Of course, the factory now manufactures electric vehicles. I welcome that the Budget reinforces the commitments that were made to our automotive sector in the industrial strategy for manufacturers. I am pleased that funding for DRIVE35 has been expanded by £1.5 billion, providing £4 billion over the next 10 years, which will help to build on the important investment the automotive sector needs. I am also happy that plans to change the rules for the employee car ownership schemes have been delayed from next year until 2030, as that would undoubtedly have left many of my constituents hundreds of pounds a month worse off. Having now seen the impact of that policy, I hope the Government go the whole hog and cancel it altogether.

• 27 Nov 2025 · Business of the House · Hansard source

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  I am pleased to see that the Employment Rights Bill is coming back to us shortly. It has been eight and a half months since we first sent it to the other place, and the Lords keep blocking it. Now the Greens have joined the Tories and Lib Dems in blocking our manifesto commitment. I am worried that we will not get Royal Assent in time for the important changes to statutory sick pay, which will benefit millions of people, to come into force in April. Will the Leader of the House look at what he can do this side of Christmas to clear the diary and make sure that we get that Bill over the line, so that we can deliver on our manifesto promises?

• 15 Sept 2025 · Employment Rights Bill · Hansard source

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  I certainly do. In my conversations with employers, I did not come across any who were prepared to defend the status quo of a two-year qualifying period for unfair dismissal, because they recognise that is an awfully long time to be in employment without any protection at all. The Government are sensitive to concerns about hiring, however, and we have included provisions in the Bill to establish a statutory probationary period during which an employee’s performance and suitability can be established, and a lighter-touch dismissal procedure will apply during that time. This will mean that, to coin a phrase, if a new hire is not working out, an employer will be able to follow a lighter-touch procedure to dismiss them fairly. But crucially, there will still have to be a process; there cannot be an arbitrary dismissal without explanation, as happens far too often now. We know that recruiting someone is an expensive and time-consuming business, if it is done properly, so why would we not expect the same care and attention to be put into determining whether someone had a future in the business at all? This country, to our shame, has one of the least regulated approaches to dismissal protection in the OECD, leaving an estimated 9 million workers vulnerable to dismissals without protections. How can someone plan their life, make financial commitments and so forth if they can be sacked at the drop of a hat? We believe that this must change. People deserve greater security and dignity at work, and they deserve to be treated fairly, not just as disposable commodities. This Bill strikes the right balance, and although much of the detail is to be determined by consultation and regulations—I will come back to that later—it sends an important message that we will not accept the race to the bottom any more and that dignity and security at work start from day one. That is the lodestone of what a Labour Government should be about. I am delighted that the Bill is on track to become law in a matter of weeks. It is a landmark piece of legislation that will end the race to the bottom and provide the biggest uplift in workers’ rights in a generation. We on the Labour side have long been clear that it will benefit everyone across the country. It will be good for workers and it will be good for businesses. Passing this Bill is not, of course, the end of the matter. There is so much more that needs to be done outside the Bill, particularly on finally ending the industrial-scale exploitation that is bogus self-employment. We cannot have a Bill that massively increases protections for millions of people at work but fails to address the growing scandal of a deliberate manipulation of the law to deny people the same basic protections. Over the coming years, there will be a range of secondary legislation, codes of practice and guidance issued to implement the Bill’s provisions. I wish the new Minister every success in working through and navigating the 80 or so statutory instruments that will be needed to ensure that the Bill is implemented in full and that we stick to the road map that was published earlier in the summer. I welcome the Secretary of State’s comment that the road map remains in place in full. However, given the volume and complexity of all this—the details of the consultations, the scope of the regulations, the language in the codes of practice and even the commencement dates—it goes without saying that there are plenty of opportunities for those who do not want to see workers’ rights improved in this country to chip away at the strong baseline that the Bill represents, and of course it is far easier to do that in some stuffy Committee Room away from the main Chamber. I do not think that is the Minister’s intention, but I am not sure that everyone shares our enthusiasm for improving the rights of millions of working people, so we will all be looking at this closely and encouraging the Minister to keep to our manifesto commitments that we all believe so strongly in. On that point, I know how enthusiastic Labour Members are about the Bill, and how enthusiastic many of the people we represent are about it, so let us see that enthusiasm replicated across the whole of Government. What better way to demonstrate that we are still the party of working people, and what better way to show that democratic politics can still make a difference than by championing the many ways that this Bill will improve people’s lives? From the shop worker on a zero-hours contract who for the first time will have a right to guaranteed hours, to the social care assistant whose voice will finally be heard through a national negotiating body, to the warehouse operative who will be able to have a trade union collectively bargain on their behalf, this Bill can be the antidote to the politics of division and despair. Let us not be timid in our backing of improved employment rights. Let us not apologise for at last restoring balance to the workplace. Let us be confident, and committed to all the good things the Bill can achieve, and let us shout them from the rooftops. This Bill is Labour at its best. It shows us what can be done when the broadest experiences and the voices of our movement are harnessed together to deliver change. I am proud that I played my part in that, and I will do all I can to ensure that we deliver on the promises we made to the British people to truly make sure that work pays.