The Parliamentary Under-Secretary of State, Department for Culture, Media and Sport (Baroness Twycross) (Lab)

I thank the noble Lords, Lord Parkinson of Whitley Bay, Lord Markham and Lord Fuller, for these amendments, and the noble Lord, Lord Addington, for speaking to this group. I also join the noble Lord, Lord Parkinson, in welcoming the noble Baroness, Lady Grainger, to your Lordships’ House; I look forward to future conversations with her on this Bill and other related matters. The amendments from the noble Lords, Lord Parkinson and Lord Markham, would have the combined effect of introducing a framework to prevent transport and local authority workers engaging in industrial action during specified periods linked to sporting events. This would include creating offences relating to participation in, and the organisation or inducement of, such action. In their manifesto, the Government committed to repeal the minimum service level legislation and other restrictions on the right to strike, and we did this in the Employment Rights Act 2025—so, as the noble Lord, Lord Addington, made clear, we have existing laws relating to industrial action. These amendments seek to reintroduce significant restrictions on the ability of workers to take industrial action. As the period of disruption between 2022 and 2024 demonstrated, bureaucratic hurdles only make it harder for unions to engage in the bargaining and negotiation that settles disputes. Instead of banning strike action, the Government want to bring in a new era of industrial relations that is built on collaboration and co-operation across parties. We are committed to establishing a new model for industrial relations fit for the 21st century, including an industrial relations framework that establishes firm expectations on how workers and employers should conduct themselves. This includes engaging with one another and working together in the interests of the workforce, the economy and the wider public. Our industrial relations framework will build on our legislative agenda and provide guidance on how employers, workers and unions can work together to deliver positive and effective industrial relations, including during periods of industrial action. Amendment 84, tabled by the noble Lord, Lord Fuller, would mean that the right to guaranteed hours, the right to reasonable notice and the right to payments for shifts moved, cancelled or curtailed at short notice do not apply at major sporting events to which the provisions of the Bill have been applied. The flexibility offered by zero-hours contracts and contracts with a minimum number of hours can benefit both workers and employers, but it is our view that without appropriate safeguards this flexibility can become one-sided. The zero-hours measures in the Employment Rights Act 2025 aim to end one-sided flexibility by ensuring that all jobs provide a baseline level of security and predictability. I do not think the noble Lord will be surprised to hear that I disagree with him on this being an appropriate amendment. Any exclusions or exemptions at this stage would pre-empt the Government’s consultation on reforms relating to zero-hours and similar contracts, which is currently open. In this consultation, the Government seek to gather insight through the input of stakeholders, including on potential exclusions and exemptions. We need to ensure that the views of all stakeholders are first taken into account before any decisions on exclusions and exemptions are made. We intend to ensure that all jobs provide a baseline level of security and predictability so that workers can better plan their lives and finances. We would be keen for sporting event stakeholders to participate in the consultation on reforms relating to zero-hours and similar contracts to inform the development of the policy. On the basis of the points I have made, I hope the noble Lords, Lord Parkinson of Whitley Bay, Lord Markham and Lord Fuller, will not press their amendments.