MPs Reject Attempts to Weaken Workers’ Rights Legislation

Attempts to modify the Government’s Employment Rights Bill, aimed at enhancing protections for workers, were firmly dismissed by Members of Parliament (MPs) on Monday. The proposed amendments, which included reducing day one protection from unfair dismissal, faced strong opposition, particularly in light of concerns raised by unions following the departure of Angela Rayner as deputy prime minister.

Business Secretary Peter Kyle advocated for the Bill, characterizing it as “landmark” legislation that is both “pro-worker and pro-business.” He urged members to reject amendments from Conservative and Liberal Democrat peers, warning that such changes would “undermine the progress that we are attempting to make.”

The Bill is designed to support the Government’s goals of stimulating economic growth and improving living standards across the nation. Yet, the Conservative Party expressed apprehensions, arguing that the legislation could deter employers from hiring young people and those with disabilities.

In a notable development, the Government accepted an amendment to prohibit non-disclosure agreements (NDAs) in cases of harassment and discrimination. This change, championed by former Labour minister Louise Haigh, aims to empower workers to share their experiences without fear of legal repercussions. Kyle emphasized that this new clause would enable victims and witnesses to speak out against misconduct.

Another significant amendment introduced extends bereavement leave to individuals who have experienced a miscarriage. Currently, statutory parental bereavement leave is available only following a stillbirth after 24 weeks of pregnancy. The Women and Equalities Committee, led by Labour MP Sarah Owen, recommended that the two-week leave be accessible to those who suffer a loss prior to the 24-week mark. Owen, who shared her personal experience with miscarriage, underscored the need for recognition of the pain associated with such losses, stating, “There is no sliding scale on pain.”

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

Despite these advancements, a proposal to allow employees to claim unfair dismissal after just six months of employment was rejected by a vote of 329 to 163. The existing threshold remains at two years, although the Bill seeks to offer rights from day one. Similarly, MPs turned down an amendment that would impose the responsibility on employees to request guaranteed hours, with a vote of 326 to 160.

Conservative shadow business secretary Andrew Griffith voiced concerns that the Bill could lead to job losses among young people. He argued that removing probation periods would limit employers’ willingness to hire individuals without extensive experience or a flawless resume, which could disadvantage those with unique challenges, such as dyslexia or former prisoners seeking a second chance.

As the debate continues, the Government remains committed to advancing worker protections while addressing the concerns of various stakeholders in the employment sector. The Employment Rights Bill, with its proposed amendments, is poised to shape the future landscape of employment rights in the United Kingdom.