MPs Reject Attempts to Weaken Workers’ Rights Legislation

Members of Parliament (MPs) have decisively rejected attempts to dilute the Government’s plans aimed at strengthening workers’ rights. A proposal to weaken day one protections against unfair dismissal, part of the Employment Rights Bill, was among several amendments dismissed on March 15, 2024. Concerns about potential setbacks to workers’ protections emerged following the resignation of Angela Rayner as deputy prime minister.

In the House of Commons, Business Secretary Peter Kyle urged MPs to oppose amendments introduced by Conservative and Liberal Democrat peers, asserting that such changes would undermine the progress the Government seeks to achieve. “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,” he stated.

While the Government’s stance remains focused on enhancing worker protections, the opposition parties expressed fears that the Bill could deter employers from hiring young individuals or those with disabilities.

In a significant development, the Government accepted an amendment to prohibit non-disclosure agreements (NDAs) in cases of harassment and discrimination. This change follows a campaign led by former Labour minister Louise Haigh. According to Kyle, “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.”

Key Amendments to Bereavement Leave and Employment Protections

Another notable amendment included an expansion of bereavement leave for employees who experience a miscarriage. Currently, workers are entitled to statutory parental bereavement leave and pay only if there is a stillbirth after 24 weeks of pregnancy. The Women and Equalities Committee, chaired by Labour MP Sarah Owen, recommended that the two-week leave period should also apply to those affected by losses occurring before the 24-week mark.

Owen, who shared her personal experience with miscarriage, emphasized the importance of recognizing grief: “There is no sliding scale on pain. 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.”

Under the Bill’s framework, employees will also gain the right to bereavement leave from the very first day of employment. Kyle commented, “Bereavement is not an illness or a holiday, and it needs its own special category.”

The Government also rejected an amendment that would have allowed employees to claim unfair dismissal after just six months of employment, as opposed to the current two-year threshold. This amendment was dismissed with a vote of 329 to 163, a majority of 166. The Bill proposes immediate rights for employees, a move that has sparked heated debate.

Furthermore, MPs turned down a proposal that would have placed the onus on employees to request guaranteed hours, with a vote of 326 to 160, again reflecting a majority of 166.

Conservative shadow business secretary Andrew Griffith cautioned that the Bill could lead to increased unemployment among young people. “Those opposite often like to cast themselves as the party of social mobility, but the reality is, if you remove probation periods, the chance for an employer to take a chance on somebody, you will kill social mobility,” he said.

Griffith further argued that businesses might shy away from hiring candidates without perfect resumes or proven work histories, which could adversely affect young people, those with learning disabilities, and individuals with gaps in their employment history, including former prisoners seeking rehabilitation.

As the debate continues, the Government remains firm in its commitment to enhance workers’ rights, while critics highlight the potential consequences of such legislation on employment opportunities. The discussions surrounding the Employment Rights Bill reflect broader societal concerns about the balance between worker protection and employer flexibility.