Career Breaks: Parents of Seriously Ill Children

Harriett Baldwin Excerpts

Monday 3rd February 2025 Westminster Hall

[Dame Harriett Baldwin (West Worcestershire) (Con)]

Thank you for calling me to speak, Ms Vaz.

This debate on the petition has highlighted an unimaginably difficult situation when one’s child is seriously ill. In a series of important speeches and interventions, my hon. Friend the Member for Keighley and Ilkley (Robbie Moore), my right hon. Friend the Member for Rayleigh and Wickford (Mr Francois), and the hon. Member for South Antrim (Robin Swann) have highlighted specific examples of the very difficult situation that arises when one’s child is sick, not only in one’s own family, but with one’s employment.

As my right hon. Friend the Member for Rayleigh and Wickford highlighted, his constituent Christina Harris has campaigned on behalf of this cause after experiencing a very difficult situation when her daughter Skye fell ill. The reality of this situation has really hit home across the country.

One is immediately prompted to think, “What employer would not be incredibly supportive of an employee who finds themselves in this hopefully rare situation?” However, as we have heard in today’s debate, not every employer is necessarily supportive, there is inconsistent support, and many employers do not know the law in this area. For the benefit of the record, I will set out the statutory support that parents currently receive.

Through the Maternity and Parental Leave etc. Regulations 1999, after one year’s qualifying service, all employees are given the right to take unpaid parental leave. This entitlement is for up to 18 weeks in total at any point in the child’s first 18 years of life, with up to a maximum of four weeks in any individual year. This leave can be taken for any purpose connected with looking after a child, which would of course include caring for a seriously ill child.

I understand that this provision is set to change with the Government’s Employment Rights Bill, which will give parents a right from day one of their employment to start taking 18 weeks of unpaid leave to care for their child until the child turns 18. However, it is important to note that although the Bill will provide a day one right, it will not address the circumstances outlined in the petition, which calls for a career break specifically for parents of seriously ill children.

Also, although some measures in the Employment Rights Bill are well-intentioned, the Bill as a whole is problematic because it increases the already heightened pressure that employers and businesses are facing, further to Labour’s Budget of broken promises. Through the national insurance jobs tax, the hike in business rates and the incoming employment regulations, the Labour Government are sharply hiking up the cost of doing business and employing staff. Indeed, the Bill alone is set to cost £156 per employee.

But hon. Members do not have to listen to me; the chairman of the CBI has also stated that the new employment regulations would hamper growth and cause job losses. The Government’s own impact assessment of its workers’ rights package estimates that it will cost business £5 billion a year. Furthermore, I think that employers will not only not employ new people; they will also let people go. There could be quite an ugly rush before some of these measures come into force—arguably, we have begun to see some of that in the recent employment statistics, which have been disappointing.

The previous Government supported legislation that provides support for parents, including those caring for ill children or facing other difficult circumstances. To summarise some of the measures that the previous Government took, first they supported the Neonatal Care (Leave and Pay) Act 2023, which gained Royal Assent in May of that year. In January 2025, the Government announced that, from April 2025, parents with babies in neonatal care would receive a day one right to additional time off. The regulations build on the work of the previous Government, and we welcome this Government continuing it. The previous Government also supported the Employment Relations (Flexible Working) Act 2023, which was passed in July of that year. The Act increases the number of requests for flexible working that an employee can make in a year, reduces the time an employer has to administer a request, and requires an employer to consult with the employee if they are going to reject the request.

The previous Government also supported the Carer’s Leave Act 2023. Since it came into force, all employees are entitled to up to one week’s unpaid carer’s leave every year to provide or arrange care for any dependants with care needs due to a disability, old age, physical or mental illness, or injury expected to last at least three months. That could give some parents of seriously ill children an additional week’s leave each year on top of their unpaid parental leave entitlement. That is a summary of things as they currently stand.

The petition was submitted during the previous Parliament, and the previous Government replied:

“The Government understands the difficulties, worry and challenges faced by parents with seriously ill children. While the Government is very sympathetic, it is not practical to provide a specific right”

for them to take a career break. They continued:

“Nonetheless, we would encourage employers to go further and consider what compassionate leave policies, flexible working arrangements and supportive work environment they may be able to offer beyond that required by legislation alone.”

We left it there at the time of the election, and so I leave it to the new Minister to outline what his Government plan to do.