Contribution
I certainly do. The previous Government never got round to introducing such a Bill. When the Conservative party was in government, all we had about the P&O debacle were crocodile tears or statements of sorrow from the Dispatch Box, which just do not cut it.
This Bill contains important advances, such as establishing bereavement leave and introducing menopause action plans. Over 1 million people on zero-hours contracts will benefit from the guaranteed hours policy, and 9 million people who have been with an employer for less than two years will benefit from the right to claim unfair dismissal from day one. It seems to escape the understanding of many Conservative Members that this does not mean that employers cannot dismiss people; it means that they cannot dismiss people unfairly.
The Conservatives are arguing for the right of employers to dismiss people unfairly. As it stands, before this legislation comes in, the only way that workers can claim unfair dismissal from day one is if it is a discriminatory dismissal. To be clear, an employer could, six months into someone’s contract of employment, say, “I’m sacking you because I don’t like people who wear green jumpers,” or, “I’m sacking you because I find your voice irritating.” That would be unfair dismissal. As it stands, people do not have the right not to be unfairly dismissed until they have accrued two years of service, and the Conservative party needs to come clean about that.
Before I move on to my new clause 6, I want to say that I welcome many of the Government amendments and the amendments tabled by Labour Back Benchers, including the many important amendments tabled by my hon. Friend the Member for Middlesbrough and Thornaby East (Andy McDonald), who did such a good job at developing employment policy in opposition; the important amendments on sick pay, tabled by my hon. Friend the Member for Bradford East (Imran Hussain); and the important amendments tabled by my hon. Friends the Members for Walthamstow (Ms Creasy) and for Luton North (Sarah Owen).
My new clause 6 would right what I consider to be a historical wrong. The last Labour Government brought in the groundbreaking Equality Act 2010, which we can all be proud of. As part of that, they introduced statutory discrimination questionnaires. When I was an employment lawyer before becoming a Member of Parliament, I lost track of the number of times that we used statutory discrimination questionnaires to smoke out discrimination in the workplace in relation to age, disability, sex, race, sexual orientation, pregnancy and maternity, gender reassignment, religion or belief, and marriage and civil partnership.
I bumped into an old colleague who is a trade union lawyer on a train, and he made the point that statutory discrimination questionnaires also—[Interruption.] I make no apologies for having a friend who is a trade union lawyer—I think the Conservatives need to get out a bit more. He made the point that statutory discrimination questionnaires showed when a claim did not have a good chance of succeeding at an employment tribunal, helped to manage potential claimants’ expectations, and thus led to an unmeritorious claim either not being pursued or being settled. Such questionnaires helped to smoke out discrimination in workplaces, helping not just the individual employee, but tackling discrimination against workers more widely in that workplace. The truth is that in 2025, given some of the rhetoric from politicians in this country and around the world, it is as important as ever to have mechanisms in place to tackle discrimination in workplaces across the country.
That was part of the last Labour Government’s pioneering Equality Act. Shamefully, the Conservative Government abolished statutory Equality Act questionnaires in 2014 as part of their attack on workers’ rights. In their consultation, 83% of respondents said it was wrong to remove this important mechanism for workers to unmask and tackle discrimination—83%—yet the Conservative party when in government, aided and abetted by some of their erstwhile friends, ploughed ahead in any event.
I tabled new clause 6 because this is an important opportunity for our new Labour Government to right the wrong done by that Conservative-led Government and reinstate a very important advance made in the last Labour Government’s Equality Act. I look forward with interest to hearing the Minister’s response. If he will not accept this amendment to the Bill, I invite him to come forward with a proposal to reintroduce statutory discrimination questionnaires as soon as possible. They made a real difference. They helped to stop some claims going to tribunal that should not have gone to tribunal, but, more importantly, they empowered workers to smoke out discrimination in their workplaces not only for their benefit, but for the benefit of their colleagues in that workplace and for the benefit of wider society. We need that now in 2025, and I look forward to the Minister’s response.