Tulip Siddiq MP: speeches

Speeches

• 24 Mar 2026 · Endometriosis Services · Hansard source

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  I agree with the hon. Member. One of the things that has struck me is how few people actually understand what the condition is. I was having a conversation with someone who I would say is a fairly well-informed man, and he said to me, “I thought it was just a heavy period.” He said that because no one had ever talked to him about it. Medical professionals need to have a better understanding, but we need to have a better understanding generally of women’s health conditions overall. Does the Minister have plans to improve the data collection of women with endometriosis, and, if she does, how does she intend to utilise the data that comes forward? There is a lot more that I could say about the training in the Department for Work and Pensions on assessing disability benefits for women with endometriosis. There should also be a mandate that employers have a gynaecological health policy and human resources training. There are others who want to speak, so I will round up by saying that the fact that only 11% of employers in the UK have a menstrual health policy is a shocking statistic. For me, it highlights that there is widespread discrimination against women with these health conditions. For as long as our employment rights ignore the gynaecological conditions of millions of British women, the injustice will continue. I applaud Sanju for her legal battle, but I do see it not as just a victory for her. It is a victory for countless women who are suffering and have not had the ability to go through that legal battle. I have not touched on the fact—although it will be obvious to many people—that I am from an ethnic minority background. Growing up in the household that I did, I never heard the words “menopause” or “endometriosis”. It is not that women around me did not suffer from those conditions; there was a stigma attached to them and it was taboo to talk about women’s health problems. In 2026 we have got to tackle that, and ensure that women from south Asian backgrounds talk to their daughters about it. They must tell them, “If you are suffering, please don’t suffer in silence, because this isn’t something to be ashamed of.”

• 24 Mar 2026 · Endometriosis Services · Hansard source

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  It is a pleasure to serve under your chairship, Mr Dowd. I pay tribute to my hon. Friend the Member for Ipswich (Jack Abbott), who shows that it is not necessary to be suffering from endometriosis to be an endo warrior. We champion it because it affects everyone—people in the workplace, our mothers, our sisters and our friends—so I am very grateful that he has brought this debate to the House. I know he has had to try a few times to secure it. I have not suffered from endometriosis myself, but I have come here to speak about my brave constituent Sanju Pal, who is in the Public Gallery. After six years of fighting a legal battle, she won a landmark case against her former employer for unfair dismissal at the employment appeal tribunal in London. I am proud to say that her case sets a legal precedent for endometriosis to be considered a disability under the Equality Act 2010. I hope Members will bear with me as I tell her remarkable story. The truth is that not everyone should have to fight a legal battle for six years to get their just desserts, but Sanju—a Camden girl—managed that. In 2018, Sanju was diagnosed with severe endometriosis. She had large fluid-filled cysts on both ovaries, which required an immediate operation. She returned to work a month later in severe pain. She could barely walk and had heavy bleeding because she had pushed herself too much to make promotion to senior manager. She took evidence to HR and told them how much pain she was in, and she was ignored. After three months of a phased return to work, she was sacked without warning. She was told to leave the building and not to contact anyone else. She had worked there for 10 years, and she was told to just walk out the door without telling anyone where she was going and why she had been sacked. Sanju was sacked on a technicality: she was not ready for promotion within a required timeframe. It is known as an “up or out” policy, and it is used by many corporates. Employees can be dismissed if managers feel that they cannot be promoted within a certain timeframe. The termination letter Sanju received within minutes of the meeting she had did not actually state any reasons for her dismissal. It did not inform her about the right to appeal or refer to the policy that was being followed. She took it to an internal tribunal, where the High Court later found that the panel had completely disregarded the impact statement she had written for the meeting. The internal tribunal ruled that Sanju had not proved that her illness had an ongoing substantial effect on her daily life and stated that many women with endometriosis had no symptoms or mild symptoms, so it could not be taken seriously. The tribunal initially rejected Sanju’s claim of disability discrimination and lacked any understanding of the physical impact of endometriosis on a woman’s body. She appealed that decision, and the High Court eventually ruled that she was unfairly dismissed from her job without her employer following a fair capability procedure or providing reasonable adjustments for her in her workplace after she was disabled by a condition over which she had no choice. Since her unfair dismissal in 2019, employers must follow the judgment on considering endometriosis as a disability and have to provide reasonable adjustments in the workplace. I am very proud of my constituent’s tireless campaigning, but I go back to what I said: not everyone should have to go through the mental trauma that Sanju endured for six whole years while she fought this battle, and I do not expect them to. Workplaces should provide reasonable adjustments. It is shocking to me that not a single gynaecological condition is included in the disability guidance for the Equality Act and that although endometriosis can be classified as a disability, it is not automatically recognised as such. That basic change could have saved my constituent time, effort, mental anguish and the anxiety that she told me crippled her life for so long. Countless other women across the country who are disabled by endometriosis are not given reasonable adjustments in the workplace. For example, in 2024, a Barclays banking analyst was required to work up to 48 hours a week while suffering from endometriosis because her line manager refused to allow any reasonable adjustments at her workplace. She told me that she now lives in Romania with her parents because she cannot afford the medical treatment and is unable to work because of that ordeal. One in 10 women suffer from endometriosis and 69% of sufferers say that they face discrimination at work. Cases like that are too common. Women should not be forced to go to tribunal just to get the rights they deserve. That is why I want to push the Minister, who has been championing women’s rights for as long as I have known her, which is a very long time. Women should be given specific workplace conditions and the right to reasonable adjustments in their workplace. Endometriosis should be listed under the recurring and fluctuating impairments in the guidance for the Equality Act so that employers actually understand their legal duty to provide reasonable adjustments for women. Beyond those important changes to the workplace, there is more for the Government to do to ensure that women suffering from this terrible condition get the rights they deserve. For a start, we urgently need better data on the women diagnosed with endometriosis in the UK. The statistic I quoted of one in 10 women having endometriosis, which many people will have read, is from studies in 2009. Indulge me for a second, Mr Dowd, while I talk about what happened 17 years ago. That was before we knew what coronavirus was. It was before Brexit, when we were still in the European Union. It was before my children started saying “six-seven” at every opportunity. It was before I had to go to the hairdresser every week to dye my hair. Surely we need an update to the data to find out what is happening to women now. We cannot rely on statistics for women’s health from 2009. We are better than that as a Parliament. Only when we truly understand the scale of the issue can we adequately tackle it. If we do not have the right data, we will not be able to tackle it. The provision of services for endometriosis needs to be strategically planned, and it has to have location data. As a London MP, I know the advantages that exist in London. We have to look outside London so that this does not become a postcode lottery for women. [ Interruption. ] There was a cheer there because most London MPs do not say that, but I thought I would say it. We need to have a greater understanding of the parts of the country that have greater need.

• 12 Mar 2026 · International Women’s Day · Hansard source

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  I thank the inspirational speakers we have heard so far. International Women’s Day feels particularly poignant to me this year, and there are two reasons for that. The first is watching the women in Iran. The reason why this has particularly affected me is because of the six-year fight to bring back my constituent Nazanin Zaghari-Ratcliffe, which many Members, including you, Madam Deputy Speaker, will remember. During that time, I encountered the brutality of the Iranian regime whenever we tried to negotiate her return to our country. The way that they treated her was like she was nothing, in all honesty—they attached a worthlessness to her identity. Now we are watching women fighting just for education and the right to dress the way they want—just for the right to live. Bombing primary schools full of little girls is something that is really hard to fathom. Every morning, no matter what happens, we can wake up feeling very lucky because we know that we can walk to work or get on the tube and we will be safe. Our thoughts today are with the people in Iran who are fighting for justice, especially the women. The second reason that International Women’s Day feels particularly poignant to me is because of the case I am dealing with of Bright Horizons nursery in my constituency, which some Members will have heard me speak about. Vincent Chan operated for seven years undetected, preying on little girls, toddlers and babies, inflicting pain on them and conducting sexual abuse— something that he had already done in previous workplace. He went undetected and was given a job in a place where parents entrusted staff to look after their children while they were at work. Parents only found out about the abuse because he had been reported by a brave whistleblower for acts of cruelty towards children—for bullying, not for sexual abuse. It was only when police decided to seize his devices, including nursery iPads, that he was discovered. He had filmed himself committing acts of sexual violence against little girls in the nursery itself, and he had used the iPads to airdrop the images to his own devices. This makes us realise that the fight is not over and that there is so much more work we have to do to combat violence against women and girls. I am pleased to be here today, surrounded by women who have been fighting that fight, and I hope that people like Vincent Chan get justice and end up behind bars. I want to pay tribute to all the mothers of the children who were affected in the nursery. They have made sure that this will never happen again. They are the ones who are fighting for mandatory CCTV. They are the ones who are fighting to make sure that there is a “two person per child” rule in every room in every nursery. They are the ones who are now fighting for a flare system so that whistleblowing can be done properly and without fear and nurseries are not able to mark their own homework. However, every time I speak about this case, I make sure that I say that for all the cases of sexual abuse in nurseries and early years settings that have happened, there are hundreds of thousands of other babysitters and nursery staff who look after children day in, day out and make sure that they are loved and protected. We must not tar everyone with the same brush, but we do need to take this seriously, and something does need to be done. Today I want to talk mainly about my brave constituent Sanju Pal, who is in the Gallery. The focus of the UN for this International Women’s Day is, as the hon. Member for Beaconsfield (Joy Morrissey) said, rights, justice and action. Across the world, women and girls have just 64% of the rights that men have. That is why I want to concentrate on Sanju’s case. Some Members will have heard me mention Sanju before. After six years of fighting a legal battle against her former employer—a management consultancy firm— for unfair dismissal, she won a landmark case at the Employment Appeal Tribunal in London. Her case sets a legal precedent for endometriosis to be considered a disability under the Equality Act 2010. Madam Deputy Speaker, I hope you will indulge me while I talk about Sanju Pal’s case, because I feel that everyone in this Chamber, and everyone in the world, should listen to what she had to go through. In 2018 Sanju was diagnosed with severe endometriosis, and had large fluid-filled cysts on both her ovaries, requiring an immediate operation. She returned to work a month later in severe pain. She was bleeding and could hardly walk, because she had been pushing herself too much for a promotion to senior manager. She told HR in explicit detail how much pain she was in. Three months after her phased return to work ended, and without any warning, Sanju was sacked. She was told to leave the building immediately and not to contact anyone. She was told, “Do not contact any of the colleagues you have been working with for 10 years now; just get out and leave the building quietly.” She had worked there for 10 years, and she told me that her entire life was based around her work and making sure that she looked after people she was serving at Accenture. Sanju was sacked for not being ready for promotion within a required timeframe. This is known as the “up or out” policy, used by many corporates, where employees can be dismissed if their manager believes that they cannot be promoted. The termination letter—which, by the way, she received minutes after that meeting—did not state any actual reason for her dismissal. It also did not inform her of her right to appeal, and nor did it refer to the policy that was being followed. As a Camden girl through and through, who went to Camden School for Girls, Sanju decided not to take this lying down. She took it to an internal tribunal, and the High Court later found that this panel had completely disregarded what she had written in her impact statement. When she then took it to tribunal, the panel ruled that she had not proved that her illness had an ongoing substantial effect on her daily life, and stated that many women with endometriosis had mild symptoms or none at all. The tribunal rejected her claim for disability discrimination and lacked any understanding of the physical impact of her health condition on her own body. She appealed that decision, and the High Court eventually ruled that she was unfairly dismissed from her job without her employer following a fair capability procedure or providing any reasonable adjustments after she was disabled because of her health condition. I am so proud of Sanju for her tireless campaigning since her unfair dismissal in 2019. Employers must now follow this judgment on considering endometriosis as a disability and providing reasonable adjustments. More needs to be done to ensure that this does not happen to other women who are left physically disabled by endometriosis and other gynaecological conditions. I know that my hon. Friend the Member for Erith and Thamesmead (Ms Oppong-Asare) has done some brilliant work in this area for years now, but we need a collective voice. We need everyone in the Chamber to stand up and speak about this, because it has been a taboo for too long now. It is shocking, if the Minister is listening, that not a single gynaecological condition was introduced into the disability guidance of the Equality Act. That basic change could have saved Sanju her job, as well as so much time, money and anxiety, as she spent six years fighting for this unfair dismissal. It could also have made a huge difference for countless other women whom we have not heard about and who are facing the same discrimination in the workplace across the country. One in 10 women suffer from endometriosis, and 69% of sufferers say that they face discrimination at work. Such cases are far too common, leaving one in six women with endometriosis unemployed because of their condition. Women should not be forced to go to a tribunal just to get the rights that they deserve. That is why I believe that women with endometriosis should be given specific workplace adjustments and the right to reasonable adjustments for their condition. Alongside that, endometriosis should be listed under reoccurring and fluctuating impairments in the guidance for the Equality Act, so that employers actually understand their legal duty to provide reasonable adjustments to women who are suffering because of the condition.

• 9 Mar 2026 · Social Cohesion Action Plan · Hansard source

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  I thank the Secretary of State for his statement. I welcome the narrative he has spoken about, because I think it will give a lot of strength to people in my constituency. Can I ask him a practical question, though? I hear a lot from people with Muslim-sounding names that when they apply for jobs—research also shows this—they are three times less likely to get a positive response than someone with a western-sounding name, even if they have the same CV and qualifications. Of course I will be speaking about the narrative that he has talked about from the Dispatch Box, which will be welcome in my constituency, but what does he want me to say to the young Muslim and black men on the Kilburn estate in my constituency who are rejected when they are looking for jobs because of how their names sound?

• 5 Mar 2026 · Business of the House · Hansard source

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  My constituent, Sanju Pal, who is watching from the Gallery today, fought and won a landmark case against her employer after she was unfairly dismissed when she was diagnosed with endometriosis. I wanted to mention Sanju’s case today, as we approach International Women’s Day, because I do not see her fight for justice as a victory just for herself—it is for the countless women across the country who talk about their medical health conditions in the workplace but are ignored. Not a single gynaecological condition is mentioned in the guidance on the Equality Act 2010. That is shameful. I ask the Leader of the House, who I know is a champion of women: can we have a debate in Government time to talk about the impact of endometriosis in the workplace and try to end this discrimination once and for all?

• 2 Feb 2026 · Indefinite Leave to Remain · Hansard source

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  I am sure that my hon. and learned Friend’s mother is very proud of him. My constituents, a same-sex couple with a child, fled from Russia because of fear of persecution. They work here, they pay tax and their child is in a local school. They are fully integrated into the community, but have written to me to say that they are 10 months away from gaining ILR and feel that changing the rules retrospectively does not honour the commitments that were made to them when they were granted refugee status. Does my hon. and learned Friend agree that it is very shameful for our country to row back on what was promised to my constituents when they first arrived here?

• 22 Jan 2026 · Business of the House · Hansard source

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  The House will be aware of the horrific case of sexual abuse that took place in one of my local nurseries. The parents involved, who have shown amazing resilience, feel very strongly that if the nursery had had CCTV, the perpetrator, Vincent Chan, would not have been able to get away with his horrific crimes for seven whole years. Will the Leader of the House help me to persuade the Government that we need mandatory CCTV in local nurseries, with secure local monitoring and restricted remote access for parents, in order to safeguard our children?

• 19 Jan 2026 · Business Rates: Retail, Hospitality and Leisure · Hansard source

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  Over 20,000 people, including the likes of James McAvoy and Benedict Cumberbatch, have rallied around to try to save the local cafés on Hampstead Heath. I recently spoke to one of the owners, Alfonso, who brought home to me the importance of having local cafés that are affordable and accessible. As a fellow north London MP, is the Minister going to join the campaign to save the local cafés on Hampstead Heath? Will he reassure my constituents that protecting small businesses is at the heart of Government policy?

• 17 Nov 2025 · Budget: Press Briefings · Hansard source

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  I was astonished to hear those on the Opposition Benches cheer and jeer as the Chief Secretary made his statement. If I remember correctly, when we first took office after the election, we were told about how they had mishandled the economy, mishandled Brexit, mishandled the pandemic, spent the reserves three times over and promised money for sensitive schemes when they did not have the money, just to try and win the election. Will the Chief Secretary tell the House how decisions are made in the Budget process, and what we were left with when we first took office?

• 28 Oct 2025 · Connected and Automated Vehicles · Hansard source

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  Even though my hon. Friend’s constituency and mine are very different, the car industry is also critical to the livelihoods of constituents in Hampstead and Highgate. Recently I have had a huge number of emails from local cab drivers who are facing severe delays when it comes to renewing their driving licence, which obviously impacts their financial security. Could my hon. Friend comment on the fact that it is of course important to create the jobs of tomorrow, but it is also important to protect the jobs of today?