Kate Dearden MP: speeches

Speeches

• 23 Jun 2026 · Draft Employment Tribunal (Extension of Time Limits) (Miscellaneous Amendments and Transitional Provisions) Regulations 2026 Draft Employment Tribunals Extension of Jurisdiction (England and Wales) (Amendment) Order 2026 · Hansard source

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  It is a pleasure to serve under your chairmanship, Sir Alec. These two instruments, alongside the amendments made by the Employment Rights Act 2025, extend the time limit for presenting claims to the employment tribunal from three months to six months across the majority of employment rights. The draft regulations apply to Great Britain, while the draft order applies to England and Wales. The changes will help to create a framework that is more consistent and accessible, and better aligned with the realities faced by workers and employers. I recognise that Members will be rightly concerned about the capacity of the employment tribunal and the wider dispute resolution system to adapt to this change, given the growing caseload. However, I make it clear that we fully understand the challenges and are already working on reforms focusing on making the system more effective, efficient and resilient. The dispute resolution system taskforce was set up by the Department for Business and Trade and the Ministry of Justice last year. It comprises representatives from business, trade unions, legal organisations and third sector organisations. The taskforce is helping to inform our work to develop reform measures, which include short-term, targeted measures to reduce pressure on the system as well as forward-looking measures intended to increase the efficiency, effectiveness and resilience of the system. Those will follow a phased approach, with work on some measures currently under way. We will have further opportunities to discuss that work, but I will now turn to the two instruments on employment tribunal time limits. The draft Employment Tribunal (Extension of Time Limits) (Miscellaneous Amendments and Transitional Provisions) Regulations 2026 are important because they ensure consistency with changes made by the Employment Rights Act and the current six-month time limit for statutory redundancy and equal pay claims. For many people, three months has proved to be a difficult window, and the short timeframe has led to rushed claims or, in some cases, people missing the opportunity to bring a claim altogether. By moving to a six-month time limit, the regulations create a more realistic and fairer system that better reflects the realities people face, provides more time for disputes to be resolved without needing to go to an employment tribunal and supports fair access to justice. They give employees and employers more opportunity to engage with concerns early and, where possible, resolve disputes before they reach tribunal. The additional time, alongside the consistent approach to time limits across jurisdictions, will support employees to consider the merits of bringing a case to the employment tribunal, particularly in complex cases, as well as time to consider the legal costs and funding that may be required. In practical terms, the regulations do this by updating a series of existing regulations so that the six-month time limit applies across a range of workplace rights that were not already amended by the ERA, including those relating to part-time workers, fixed-term employees, zero-hours workers, information and consultation and negotiating representatives, trade union blacklists and certain NHS-related protections. By bringing those time limits into line with a single six-month timeframe, the regulations support a clear and straightforward process. The commencement date for the change is 1 October 2026. The new six-month limit will apply only to claims where the problem at work occurred on or after 1 October 2026. Any claims based on earlier events will continue under the current three-month time limit. That approach provides clarity and avoids disruption for cases already in progress. The draft Employment Tribunals Extension of Jurisdiction (England and Wales) (Amendment) Order 2026 extends the time limit for bringing breach of employment contract claims by employees from three months to six months in England and Wales. The new time limit will apply only where the relevant employment contract is terminated on or after 1 October 2026. Claims relating to contracts terminating on earlier dates will continue under the current three-month time limit. The change ensures consistency by aligning breach of employment contract claims with the extended employment tribunal time limits introduced by the Employment Rights Act. The instrument applies to claims of this nature in England and Wales only and does not extend to Scotland, as the power to change the parallel Scottish legislation, the Employment Tribunals Extension of Jurisdiction (Scotland) Order 1994, lies with Scottish Ministers and not the UK Government. We are working closely with the Scottish Government so that the change will also be made in the parallel Scottish legislation. However, in relation to Scotland, the change is expected to take effect in mid-November. We will provide clear guidance to ensure that those based in Scotland are aware of this temporary discrepancy in the time limit for breach of employment contract claims. Taken together, these instruments represent a sensible step forward by aligning with the changes to employment tribunal time limits in the Employment Rights Act. By creating a more realistic timeframe, improving consistency and supporting better-prepared claims, they help deliver a fairer and more workable system for all. I commend the regulations and the order to the Committee.

• 13 Apr 2026 · Statutory Menstrual Leave · Hansard source

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  I thank my hon. Friend for her contribution and for her powerful speech during this debate. She is a tireless campaigner on this; I really look forward to working with her and the APPG on lots of these issues, and particularly on that stigma. She raises an excellent point about the role of employers in ensuring that there are supportive workplaces that can talk about health conditions that women experience, to make sure that they thrive at work. She mentioned the cost to our wider economy, and I thank her for doing that; it really recognises the significance of this issue and why we need to absolutely support those women across workplaces, and to work with employers to do that. Turning to equality action plans, we are also working with employers to help women to thrive at work, and on how they can support women’s health much more proactively. Ahead of International Women’s Day, we were pleased to launch voluntary action plans to help those large employers address their gender pay gaps and improve support for employees experiencing menopause. As part of that announcement, we published a list of evidence-informed actions that employers can take—ones that are proven to work—and I thank my hon. Friend for raising that throughout her contribution. Within the action plan, we are asking employers to commit to a minimum of two actions: one to address their gender pay gaps and one focused on supporting employees experiencing menopause, including those in both the perimenopausal and postmenopausal stages. Many of the recommended actions are also likely to benefit employees managing other menstrual health-related conditions, such as endometriosis, fibroids and polycystic ovary syndrome, which can significantly affect wellbeing and contribute to workplace disadvantage. It is a real opportunity for Government and business to work together to drive forward that meaningful change to improve workplace equality, and a huge step forward in supporting women’s health in the workplace. We are also taking further action to address the barriers that menstrual health can raise in the workplace through Mariella Frostrup’s recent appointment as the Government’s women’s employment ambassador, building on her significant achievements in the past 18 months as the menopause employment ambassador. In this expanded role, she will champion women’s health across the life course, working with employers nationwide to strengthen workplace support, raise awareness of key health conditions and highlight the vital economic contribution that women make. Prior to my appointment as a Minister, I worked with the founder of Endometriosis UK’s Calderdale and Kirklees branch, a formidable woman named Natalie Greenwood, to connect her organisation with trade union members locally and employers and officials across the UK, to ensure that workplace policies are inclusive of women with menstrual conditions. I encourage all hon. Friends and petition signatories to take action in their constituencies so that we can all, together, work with our employers to support women in the workplace. With the right workplace support, we can unleash the full talent, creativity and potential for women across the country. That is good for women, business, our economy and our country. Following Sir Charlie Mayfield’s independent review, we are taking broader action through the keep women working programme, which hon. Members have mentioned today, to help more women to stay in work. In response to that review, the Government have launched the vanguard phase, working with employers of different sectors, sizes and regions all across the country to test the practical ways of improving workplace health support. That vanguard phase will consider a range of insights through different lenses, including women’s health. We are also establishing a new workplace health intelligence unit to build that evidence base and support benchmarking. That sits alongside our £1 billion a year pathway to work programme. Throughout this debate, colleagues have rightly touched on the problems with diagnosis and asked for an update on the women’s health strategy, which I will turn to, but I can reassure everyone across the House that their powerful contributions and the points they raised for colleagues across Government will be raised with my health colleagues. This is not an area that just sits in my Department and with employers; we are committed to it across Government. I have heard personal stories, including from colleagues here today about women outside this room who have spent too many years seeking answers, being misdiagnosed, having symptoms minimised or being passed from service to service. The experiences highlighted in Endometriosis UK’s recent report underlines why that early-year diagnosis and consistent, compassionate care must be central to our approach. From our introduction of Jess’s rule, requiring GPs to reconsider diagnosis where symptoms persist, to the roll-out of Martha’s rule, which colleagues will be aware of, we want to ensure that women’s concerns are not dismissed. The shadow Minister mentioned the impact that community diagnostic services can have, which is why we are expanding access to diagnostic services and rolling them out country wide for women. Last month, there were 106 centres offering out-of-hours appointments for women to get those vital tests around work and caring responsibilities, and I really welcome the work of my colleagues in the Department of Health and Social Care. We are also modernising how specialist care is delivered. In September, we announced our new online hospital, NHS Online, which will be unconstrained by geographical boundaries, better aligning clinical capacity with patient demand. Earlier this year, we confirmed that menstrual problems, often a sign of conditions such as endometriosis, will be the among the first nine conditions available for referral from 2027. Those details are being worked out ahead of next year’s launch. However, we completely understand that better care also depends on better understanding and improving public and healthcare profession awareness of menstrual health conditions, to reduce stigma and ensure that symptoms are recognised rather than normalised or dismissed. My hon. Friend the Member for Sherwood Forest (Michelle Welsh) made such a powerful point around how period pains are considered to simply be painful and women and girls across the country should expect that; improving awareness is key to dealing with that. The General Medical Council has strengthened women’s health representation in training, and since last year has required UK medical graduates to pass that medical licensing assessment, to encourage better understanding of women’s health problems. That assessment includes topics on women’s health and endometriosis. Before I conclude, I must touch on the women’s health strategy, which is really welcome. We have made strong progress turning the commitments in the last Government’s women’s health strategy into tangible action. Our renewed strategy will set out how this Government will take further steps to improve women’s health as we deliver the 10-year health plan. It will also address the gaps in the 2022 strategy, and go further to create a system that listens to women, tackles health inequalities and makes progress on conditions such as endometriosis. Renewing that strategy will help identify and remove enduring barriers to high-quality care, such as those extremely long wait lists for diagnosis, and ensure that professionals listen and respond to women’s needs. I am sure colleagues will be—and already are—engaging with my colleagues in the Health Department on that. To conclude, I once again thank my hon. Friend the Member for Colne Valley for leading the debate, the hon. Members in the Chamber for their powerful contributions and Michelle for her brave action that made this deeply important debate happen. I assure Members and petition signatories that I recognise the significant impact of menstrual health conditions, and I will consider all the points raised today as I continue to engage with stakeholders, with the APPG and with excellent Members across the House who are formidable in running their campaigns and raising this issue at every single opportunity—I thank them for that. We must ensure that lived experience continues to shape policy.

• 13 Apr 2026 · Statutory Menstrual Leave · Hansard source

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  It is a pleasure to serve under your chairmanship, Mr Mundell. I thank my hon. Friend the Member for Colne Valley (Paul Davies) for opening today’s debate and for bravely sharing his wife Leah’s experience of living with endometriosis. I also thank Michelle, who joins us in the Gallery, for creating the petition, sharing her story and experiences and bringing her daughter and so many other people here today to watch this debate. Finally, I thank my colleagues here who have reflected deeply on this matter, sharing their personal experiences and the experiences of their constituents and the many campaigners they have met across the country. The drive of all Members here today, and outside this Hall, makes it clear why the issue is so important for women and girls across the country and in our workplaces; clearly, we all know somebody impacted and living with various conditions that have led to a different experience at work. We want to see change and make sure that they can thrive in the workplace. That is why this debate is welcome and important. I want to start by recognising the enormous, admirable strength of so many woman and girls living with endometriosis, adenomyosis and other menstrual conditions today, as well as the thousands of women who have come before us outside of this room. They have lived with the conditions for so long; they have not been diagnosed for many years, and it is harrowing to hear their reflections and stories from many colleagues today. I completely understand and share the determination to turn things around. I will touch on various actions that the Government have taken in the Department for Business and Trade—looking at specific workplace policies and our work with employers—and, of course, the strategic work that my colleagues in the Department for Health and Social Care are prioritising. Recently, with the Secretary of State for Business and Trade, I was honoured to meet with Endometriosis UK to hear the lived experiences of women and their campaigns, including with Jasmina, the director of “Dear Doctor”. For those who have not watched it, it is an incredibly powerful film that describes living with the conditions and having to navigate working through the debilitating, but invisible, pain. It was incredibly moving to watch, and I thank them for it and for their time. Of course, the conditions did not begin this year or this century. We are listening and taking action so that we can support women and girls across the country who live with those conditions. As Members, our constituents and the petition signatories know, they can be debilitating for patients. We have heard today about the pain, fatigue and psychological impacts, which are real, significant, and often have far-reaching consequences for women’s welfare and ability to fully participate in the workplace and education. It is unacceptable that health-related issues are the leading cause of women being excluded in the workplace. Over the past six years, the number of women who are economically inactive due to long-term sickness has risen by 425,000, reaching 1.48 million—close to a record high. It is right that the Government are taking action on this issue from all sides, with our landmark Employment Rights Act making statutory sick pay more accessible and introducing equality action plans; access to work reforms in the Department for Work and Pensions through the “Keep Britain Working” programme; and our record investment in our NHS, which has seen gynaecology waiting lists fall by almost 20,000 and made transformative endometriosis medication available. I will turn to the points that colleagues have made in this debate, and I thank them for raising them. We remain fully committed to learning from others and continue to look carefully at international best practice, which lots of colleagues have touched on today. That includes Portugal’s approach and other international examples that offer valuable insights into how to best support employees experiencing difficulties with menstrual health conditions. I thank my hon. Friend the Member for Bathgate and Linlithgow (Kirsteen Sullivan) for mentioning the endometriosis-friendly employer scheme. We expect employers to treat staff fairly and accommodate reasonable requests for employees suffering from menstrual health conditions. Many employers, as has been mentioned, choose to provide that voluntary support to staff, and the Government continue to encourage best practice. I thank colleagues for raising the scheme with me; two Departments—the Ministry of Housing, Communities and Local Government and the Department for Transport—have already signed up, and I will take this away for the Department for Business and Trade to consider. I thank colleagues for raising that scheme. Turning to statutory sick pay, one of the key issues raised in the debate is ensuring that women and girls experiencing debilitating symptoms from menstrual conditions are supported and not financially punished for a condition beyond their control. Our Government’s landmark Employment Rights Act delivers that, extending statutory sick pay to employees on day one—their first day of sickness—regardless of how much they earn. No more waiting a few days and no more not being entitled to statutory sick pay if they earn a certain amount. While it is regretful that the Opposition voted against the Employment Rights Act at every stage in Parliament, I think the shadow Minister, the hon. Member for Reigate (Rebecca Paul), welcomed our statutory sick pay introductions this month. Those will change the lives of so many people across this country—as she and colleagues in this Chamber have pointed out—because they mean that, for the first time, those with fluctuating conditions such as endometriosis and adenomyosis are eligible for statutory sick pay from the first day that their sickness prevents them from working. Before the 2025 Act, they were excluded from statutory sick pay unless absence lasted for four days. That was a draconian system that harmed the least well off, ignored the lived experience of thousands of women, and desperately needed reform. It is absolutely right that we have dragged that system into the 21st century. The Act also ensured that the UK leads the way in supporting employees to work flexibly. Flexible and hybrid working arrangements are vital in ensuring that employees who require reasonable adjustments, such as those with health conditions, are supported at work and are able to contribute to our workforce. That is particularly valuable for those with fluctuating or unpredictable conditions, including endometriosis and other menstrual health conditions, making it easier to manage symptoms and attend medical appointments, and reducing sickness absences. The Act improves employees’ ability to work flexibly by requiring employers to accept flexible working requests, provided they are reasonable. Where they cannot accept those requests, employers will be required to discuss the challenges in accommodating them with employees and to consider alternative options, and, if they cannot agree an arrangement, to explain their reasoning. A public consultation on these reforms is currently under way until 30 April, and I encourage members of the public and advocacy organisations to please make submissions and ensure that their views are taken into account. Alongside the right to request flexible working, protections continue to be available under the Equality Act, where symptoms have a substantial and long-term adverse effect on day-to-day activities. Conditions such as endometriosis, adenomyosis and premenstrual disorders can meet the definition of disability under the Equality Act. Employers absolutely have a duty to make reasonable adjustments, such as flexible hours, modified duties, part-time arrangements or phased returns. Those reasonable adjustments are well established, enforceable and designed to prevent discrimination and disadvantage.

• 12 Mar 2026 · Parental Rights at Work · Hansard source

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  This Government are committed to strengthening rights for parents. In April, we are introducing bereaved partner’s paternity leave and making unpaid parental leave and paternity leave day one rights, bringing more than 1 million parents into scope. Next year, we will further improve protections for pregnant women and those returning from maternity leave, and the parental leave and pay review will conclude, giving us recommendations and informing our next steps.

• 12 Mar 2026 · Parental Rights at Work · Hansard source

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  I thank the hon. Member for raising this important question in the House today. We are committed to ensuring that every parent feels secure at work, particularly breastfeeding mums when they are returning to the workplace. She will know of the different bits of legislation we are introducing through the Employment Rights Act 2025 to help women back into work, whether that is making it more unlawful to dismiss pregnant women and mothers on maternity leave or making it easier for people to work flexibly and for employers to make those provisions in the workplace. I would be keen to hear more about the work that the hon. Member and other Members from across the House are doing on the APPG.

• 19 Jan 2026 · Sale of Fireworks · Hansard source

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  It is a pleasure to serve under your chairmanship, Ms Jardine. I thank the hon. Member for Keighley and Ilkley (Robbie Moore) for leading today’s important debate, which is based on two petitions, one calling for a reduction in the noise limit for consumer fireworks from 120 dB to 90 dB and another for limiting the sales of fireworks to local authority-approved displays. I have only just over 10 minutes to respond, so I might not be able to take as many interventions as the hon. Gentleman did. I thank the shadow Minister, the hon. Member for West Worcestershire (Dame Harriett Baldwin), for putting on record her thanks to everyone who has spoken today—she shaved a good minute off my speech. I thank her for that contribution. I thank all hon. Members for their brilliant contributions. It has been an interesting debate. It is one of the longest and most well attended debates that I have been to, not only since I was appointed to this role but since I was elected. That shows the strength of feeling on both sides of the House. I thank hon. Members for representing their constituents. Like other hon. Members, I am regularly contacted by residents who have been impacted by the antisocial use of fireworks, and I thank constituents for continuing to raise the matter with me. I assure them, hon. Members, campaigners and those in the Gallery, who have been with us through this afternoon’s debate, that I recognise the challenges that our communities face, and recognise the direct personal experiences that colleagues and constituents have shared. I acknowledge the important work of Helen Whitelegg, from Redwings Horse Sanctuary, for beginning this petition as part of her organisation’s work to safeguard horses and advocate for their welfare, and I thank Robert Branch for starting his petition. Animal welfare charities such as Redwings and my local RSPCA branch in Halifax have been calling for a reduction in firework decibel levels for some time. The strength of feeling among the public is clear from the number of signatures that the petitions have received, as many hon. Members have mentioned. I pay tribute to the family of Josephine Smith, who sadly passed away in October 2021 after a firework was placed through her letterbox. I express my condolences to Josephine’s family, and I am very grateful to her son Alan, whom I met earlier today, for his continued advocacy on this matter. I thank my hon. Friend the Member for Luton North (Sarah Owen) for her dedicated campaigning and advocacy on this issue. I also thank her and my hon. Friend the Member for Bolton South and Walkden (Yasmin Qureshi) for their recent private Members’ Bills on fireworks misuse and on fireworks noise control. I thank my hon. Friends the Members for Bradford South (Judith Cummins) and for Leeds North West (Katie White) for their advocacy and engagement with me since my appointment. I know how important tackling antisocial firework use is to them and their constituents. I also want to express my gratitude to the emergency services. Our firefighters, paramedics and police officers work tirelessly to keep our communities safe during the firework season. As we have heard from hon. Members, this time of year, and the past couple of months, can be particularly challenging for pets, veteran communities, those with PTSD, those with mental health conditions, those with autism and those who are vulnerable. Members have raised many important ideas to consider: restricting the number of days of fireworks per year; controls on volume and evening hours; date restrictions on sale, purchase and types; further promoting advance notice of firework use; and a ban on indoor fireworks. On that point, I want to respond to my hon. Friend the Member for York Central (Rachael Maskell). I was so saddened to hear about the tragic fire that claimed 40 lives at new year in Switzerland. My condolences go to the families and friends of all who lost their lives in that devastating event. I understand that the investigation into the cause of the fire is ongoing; it has been reported that the authorities have banned the use of indoor pyrotechnics, which my hon. Friend spoke about. Those suggestions were in addition to the support demonstrated here today for the topics of the e-petitions: noise level and limiting the sale of fireworks to organised displays. That strength of feeling has absolutely been heard and recognised today, and I thank Members for all their contributions. My aim is to minimise the negative impact of fireworks and to ensure that they are used responsibly and can continue to play a role in celebrations and festivities across our country. There is no doubt that fireworks are a popular feature of community and family events and bring people together. A lot of Members have brought examples of those events to the Floor of the House today. They range from bonfire night and new year to birthdays, Eid and Diwali, among many others. Although many—77%—of our constituents enjoy using fireworks, only 15% believe that the existing regulatory framework is sufficient. Research from the Social Market Foundation found that one solution would be to reduce the noise limit for consumer fireworks. That, of course, is one of the subjects of today’s debate. The research also highlighted the potential for alternative kinds of light displays, using drones or lasers. The recent new year’s eve fireworks display in London showcased an alternative, pairing fireworks with Hologauze technology. The highly reflective, silver-coated gauze reflects projected images while remaining transparent, allowing viewers to see fireworks behind the visuals. This and the use of drones show how technology is changing our experience of the traditional fireworks season and offering a more sustainable, visually rich alternative for large-scale events. We of course encourage attendance at those organised public displays. I will touch on current legislation and safe use, and then respond to colleagues’ points. Members will know that, as they are explosives, the sale and use of fireworks is extensively regulated, with controls placed on their import, storage, supply, possession and use. In Great Britain, the Fireworks Regulations 2004 introduced a package of measures to reduce the nuisance and injuries caused by the misuse of fireworks. A lot of colleagues have referred to the 11 pm to 7 am curfew on the use of fireworks. Use later in the night—to 1 am—is permitted only on the traditional firework days, which I have already mentioned. I am grateful that many councils—including Calderdale council, which covers my constituency —have hard-working community safety teams in place to collect intelligence and allocate enforcement officers to hotspots of antisocial usage. The Pyrotechnic Articles (Safety) Regulations 2015 contain provisions about the manufacture, import and distribution of pyrotechnics across the UK. That includes labelling, conformity assessment testing and other requirements to ensure the products’ safety. The legislation also sets out the requirement for manufacturers to ensure that their products do not exceed the 120 dB noise limit.

• 10 Dec 2025 · Seasonal Work · Hansard source

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  I have heard lots of Conservative Members reflect on unemployment. What they fail to mention is that the average unemployment rate over their 14 years in government was 5.4%, which is substantially higher than the current unemployment rate. As the right hon. Gentleman knows from Monday’s debate, we have committed to consult on seasonal work. We will work with businesses, trade unions and all other stakeholders to get the legislation right—I will continue to listen and to work with them on the details. It is so important that we pass the Employment Rights Bill, so that we can consult and stick to our road map for implementing it. Many working people and businesses across this country want that certainty; they want us to crack on. I will try to make some progress, as we are pressed for time. Several hon. Members—including the hon. Members for North Dorset (Simon Hoare), for Hinckley and Bosworth (Dr Evans) and for Gosport (Dame Caroline Dinenage)—raised the subject of business rates reform, as did the shadow Secretary of State. This Government are determined to remove barriers to investment, helping our businesses to succeed, our high streets to thrive and our economy to grow. We are introducing permanently lower tax rates for retail, hospitality and leisure properties with rateable values below £500,000 from April next year. This will give long-term certainty and support to the high street, in marked contrast to the previous form of relief, which created a yearly cliff edge and had to end entirely in April next year. We know that this tax cut must be sustainably funded, which is why from April next year, we are applying a higher rate to the most valuable properties—those with rateable values of £500,000 and above. Let me be clear: those properties represent less than 1% of all properties, but they include the majority of large distribution warehouses, including those used by online giants. Some Members have spoken about the raising of employer national insurance contributions in last year’s Budget. I have already mentioned the state of the finances we inherited from the Conservative party. That meant that we had to take difficult decisions to get the nation back on track, and one of the toughest decisions was to raise the rate of employer national insurance contributions, but we are protecting the smallest businesses from these changes, including many of those in the hospitality, leisure and retail sectors. These difficult but necessary steps will protect our public finances and ensure that we can to continue to fund our essential services, such as the NHS and social care, and to invest in the economy. Moving swiftly on, many Members have mentioned the visitor levy. Our mission is to kick-start economic growth and to devolve fiscal powers, and the levy is critical to that. Introducing a visitor levy provides mayors with a new lever that they can use to raise funds for reinvestment locally. We launched a consultation at the Budget so that the public, businesses and local government can shape the design of the power to introduce the levy that will be devolved to local leaders. They will decide how to introduce the levy and how it will be used to drive growth in their region. That is a historic step for English devolution. I will reflect on some of the comments of the hon. Members for Hinckley and Bosworth (Dr Evans), and for South Northamptonshire (Sarah Bool). I do not share their lack of enthusiasm for continued investment in this country under this Government.

• 5 Nov 2025 · Employment Rights Bill · Hansard source

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  We met Matthew Taylor, the new chair of the Fair Work Agency, this week to discuss the agency’s progress to ensure that it is up and running at speed. As my hon. Friend rightly points out, enforcement is vital, and it is crucial that workers are aware of their rights. That is why the agency is so transformational in our approach and important for our wider agenda. To respond to the Liberal Democrat spokesperson, the hon. Member for Richmond Park (Sarah Olney), I urge her to support the Government as we seek to update and upgrade our employment rights to be fit for the 21st century. She mentioned lots around detail. As I mentioned earlier, as is standard for lots of employment rights legislation, we want to consult extensively with businesses, unions and employers to ensure that we get this right, and I am sure that she agrees with that approach. The hon. Member mentioned turnout thresholds. As I have mentioned, we want to create an industrial relations framework fit for a modern economy and workforce and that works for everybody. We have been clear that we intend to ensure that trade union legislation is proportionate and effective and does not create unnecessary bureaucratic hurdles. We remain committed to removing the 50% turnout threshold for industrial action ballots through the repeal of the Trade Union Act 2016. We support a strong mandate for strike action, but a threshold set in legislation is not the best way to achieve that. My right hon. Friend the Member for Ashton-under-Lyne (Angela Rayner) talked about our proud Labour legacy of the courage and conviction to change lives, and she is a powerful and inspiring demonstration and testament to that. That is why this legislation is so important, reshaping the world of work and delivering security and dignity that people can feel, as she rightly mentioned. We cannot build a strong economy through employment insecurity. The legal loopholes that exist have contributed to the erosion of living standards and allowed a race to the bottom. I am always grateful for her support and thank her for her offer of support as we proceed to Royal Assent and the implementation stages to ensure that everybody across the country can benefit, workers and business alike, and that is why the Bill is pro-worker, pro-business and pro-growth. My hon. Friend the Member for Ellesmere Port and Bromborough (Justin Madders) made a powerful speech and responded eloquently to lots of points raised by Opposition Members, and I thank him for that. I reassure him that we remain committed to the repeal of the 50% turnout threshold, and we have been clear that it is our intention to align the removal of thresholds with the establishment of e-balloting as an option for unions. The amendment does not change that commitment. We are working at pace to permit electronic balloting by April 2026. He will be pleased to know that we will shortly launch a consultation on an electronic and workplace balloting code of practice, and I encourage all stakeholders to respond to that consultation. I thank my hon. Friend the Member for Tipton and Wednesbury (Antonia Bance) for her excellent points on the importance and use of political funds. I reiterate my remarks on the 50% threshold and hope that she is reassured by them. She will have heard the Government’s commitment to delivering the Bill in full from the Prime Minister and the Secretary of State at Labour conference. I hope to have reiterated that commitment at the Dispatch Box today. I thank my hon. Friend the Member for Middlesbrough and Thornaby East (Andy McDonald) for all his work on this legislation. It has been a pleasure to work with him over a number of years. He mentioned fair pay agreements, which we are introducing for social care, as he rightly said. We will learn from that process before considering their introduction in other sectors, but I appreciate his passion for this area. I am sure that we will be in touch with him to speak about that progress.

• 30 Oct 2025 · Fair Pay Agreements · Hansard source

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  I welcome my hon. Friend’s support for sectoral collective bargaining and collective agreements as a key steer for improving living standards across workplaces in the country. As he knows, we are demonstrating our commitment to sectoral collective bargaining with the social care and school support staff sectors. The UK is committed to working internationally to strengthen workers’ rights and enhance Labour standards globally. We fully support the work of the International Labour Organisation and will continue to meet our obligations under the ILO.

• 30 Oct 2025 · Fair Pay Agreements · Hansard source

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  I thank my hon. Friend for his long-standing advocacy in this area. We want to work constructively with unions, employers and stakeholders to build on the Employment Rights Bill. Our first priority for a fair pay agreement is adult social care, a large and complex sector with over 19,000 providers and 1.5 million dedicated workers. As such, our priority is ensuring that this process works effectively, which is why I am delighted that the Government have announced a £500 million investment in the first ever fair pay agreement in the social care sector. We will use what we learn to consider where fair pay agreements can offer similar benefits across other sectors.

• 16 Sept 2025 · Employment Rights: Impact on Businesses · Hansard source

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  I am happy to come back to the right hon. Member on the particular social care interests and concerns that he might have. Improving worker wellbeing, supporting productivity, reducing workplace conflict and creating a more level playing field for good employers would grant significant benefits, worth billions of pounds per year. That is why delivering the benefits of the Bill would offset the costs. That assessment is shared by organisations such as the Resolution Foundation. The £5 billion figure from our impact assessment, which the hon. Member for Spelthorne mentioned, is a top-end estimate of that cost, and will largely represent a direct transfer to the lowest paid in society, with the central estimate close to £1 billion. Even if we take that high-end estimate, the costs are therefore likely to be less than 0.4% of our national wage bill, and could even be as low as 0.1%. That is our best estimate at this stage.