MPs Reject Amendments to Strengthen Workers’ Rights Bill

Members of Parliament (MPs) in the United Kingdom have decisively rejected attempts to weaken the Government’s Employment Rights Bill, which aims to enhance protections for workers. On Monday, a proposal by peers to dilute the protection against unfair dismissal from day one of employment was dismissed, reinforcing the Government’s commitment to strengthening workers’ rights.

Government’s Commitment to Worker Protections

Business Secretary Peter Kyle emphasized the significance of the Bill, stating it is a “landmark” piece of legislation that supports both workers and businesses. He urged MPs to reject proposed amendments from Conservative and Liberal Democrat peers, arguing that these changes would undermine the progress intended by the Government.

“This is a landmark Bill. It is pro-worker and pro-business, which supports the Government’s objectives to boost growth and improve living standards across the country,”

Concerns regarding potential weakening of the Bill were voiced by trade unions, particularly following the departure of Angela Rayner as deputy prime minister. The Conservative Party raised alarms that the Bill could discourage employers from hiring young or disabled individuals due to increased risks associated with unfair dismissal claims.

Key Amendments and Provisions

In a positive development for employee rights, the Government accepted an amendment that prohibits non-disclosure agreements (NDAs) in cases of harassment and discrimination. This amendment was championed by Labour former minister Louise Haigh, who argued that it would empower workers to speak out about misconduct without fear of retaliation.

“The new clause will allow workers to speak freely about their experiences and allow those who have witnessed misconduct or have knowledge of it, to call it out by avoiding NDAs which have been used to try and silence victims,”

Additionally, the Bill has introduced provisions for bereavement leave, extending eligibility to parents who experience a miscarriage. Currently, employees are entitled to statutory parental bereavement leave only after a stillbirth occurring beyond 24 weeks of pregnancy. The Women and Equalities Committee, led by Labour MP Sarah Owen, recommended that the two-week leave period be applied to losses prior to 24 weeks. Owen shared her personal experience with miscarriage, emphasizing the need for compassionate policies.

“Grieving parents, because of this change, will no longer need to push through their pain to carry on working, and women who experience baby loss will not need to use sick leave, which implies that their body has something wrong with it,” Owen stated.

Under the proposed legislation, employees will also gain the right to bereavement leave from the first day of their employment. “Bereavement is not an illness or a holiday, and it needs its own special category,” Kyle added.

Notably, MPs rejected an amendment that would allow employees to claim unfair dismissal after only six months of employment, maintaining the current threshold of two years. The Bill proposes immediate rights for employees, which has been a point of contention among political parties. Another rejected amendment would have imposed a requirement on employees to request guaranteed hours, which MPs also turned down by a vote of 326 to 160.

Shadow Business Secretary Andrew Griffith expressed concerns that the Bill could lead to fewer job opportunities for young people, stating that eliminating probation periods could deter employers from hiring those without extensive experience.

“What’s going to happen is that businesses will be discouraged from hiring anybody without a perfect CV, anyone without a proven track record of work,” Griffith warned, highlighting the potential impact on vulnerable groups such as young job seekers and individuals with disabilities.

The ongoing debate surrounding the Employment Rights Bill reflects significant divisions in UK politics regarding worker protections and employer responsibilities. As the legislation progresses, it is clear that the balance between supporting workers and fostering a conducive environment for businesses remains a contentious issue.