MPs Reject Attempts to Weaken Workers’ Rights Bill Amendments

Efforts to weaken the Government’s Employment Rights Bill were dismissed by Members of Parliament (MPs) on Monday, reinforcing plans to enhance protections for workers in the UK. Key amendments proposed by peers aimed at reducing protections against unfair dismissal on the first day of employment were among those rejected during the parliamentary session.

Business Secretary Peter Kyle urged MPs to oppose amendments from Conservative and Liberal Democrat peers, arguing they would undermine the progress intended by the legislation. He emphasized that the Bill represents a significant advancement for both workers and businesses, stating it aims to support economic growth and improve living standards across the country.

Concerns about the Bill’s implications for employment opportunities were voiced by Conservative MPs. They argued that the changes could deter employers from hiring younger workers or those with disabilities.

One significant amendment accepted by the Government prohibits non-disclosure agreements (NDAs) in cases of harassment and discrimination, following advocacy from former Labour minister Louise Haigh. Kyle stated, “The new clause will allow workers to speak freely about their experiences and call out misconduct without fear of being silenced.”

Additionally, the Bill now includes provisions for bereavement leave for those who experience a miscarriage. Under current law, employees are eligible for statutory parental bereavement leave only after a stillbirth at 24 weeks. The Women and Equalities Committee, led by Sarah Owen, recommended extending the two-week leave period to include those who suffer a loss before this time. Owen, reflecting on her personal experience, remarked that there is “no sliding scale on pain,” asserting that this change will ease the pressure on grieving parents.

The Bill ensures that employees will have the right to bereavement leave from their first day on the job. Kyle remarked that “bereavement is not an illness or a holiday, and it needs its own special category.”

An amendment proposing to allow employees to claim unfair dismissal after just six months of employment was decisively rejected by a vote of 329 to 163. The current threshold for such claims stands at two years, but the new Bill advocates for immediate rights for employees.

Further, MPs dismissed an amendment that would place the onus on employees to request guaranteed hours, with a vote of 326 to 160. Shadow Business Secretary Andrew Griffith expressed concerns that the Bill could harm employment opportunities for young people. He contended that removing probation periods might discourage employers from hiring individuals with less-than-ideal resumes, impacting social mobility.

Griffith warned that businesses could become reluctant to employ those without a perfect track record, such as young job seekers or former prisoners seeking a fresh start.

Overall, the rejection of these amendments indicates a robust commitment by the UK Government to advance workers’ rights through the Employment Rights Bill, aiming to create a more supportive and equitable work environment across the nation.