Employment Rights Bill

Jo White Excerpts

Consideration of Lords amendments
Monday 15th September 2025 Commons Chamber

[Chris Law]

I thank the hon. Member for Luton North (Sarah Owen) for her brave and personal testimony, and for sharing the testimonies of many others on the importance of bereavement leave.

Let me begin by welcoming the news that the bus manufacturer Alexander Dennis will keep its sites in Scotland open after the announcement by the First Minister, John Swinney, that the Scottish Government have committed £4 million to a furlough scheme while the company obtains new orders over the next six months. I am sure the whole House will welcome the action taken by the SNP Government in giving domestic manufacturing businesses the opportunity to succeed and protecting skilled manufacturing jobs.

From the outset of this Bill, we in the SNP have been clear in our support for legislation that will strengthen the rights of workers, having long campaigned for many of its provisions. There are progressive attempts to guarantee working hours and protections against unfair dismissal, and the Bill begins to reverse some of the most damaging and insulting anti-union legislation of the previous Government. None the less, throughout its passage in the House of Commons we have called on the Government to be bolder and to use this opportunity to deliver transformational change for workers. We proposed amendments to be more robust on fire and rehire, to improve statutory sick pay and to strengthen protections for migrant workers in accessing their rights, all of which were sadly rejected by the Government. Disappointingly, none of those issues has returned to this House in the amendments agreed to by the House of Lords. Instead, we see a series of amendments that seek to weaken the Bill and weaken the rights of employees by watering down provisions on protections against unfair dismissal, the right to guaranteed hours, and the capabilities of trade unions. Let me be crystal clear: the SNP will not accept proposals that seek to diminish workers’ rights.

One of the most important elements of the Bill is the provision ensuring that workers have rights from day one, a significant change from the current two years. Workers should not have to wait to be protected from unfair dismissal. Unfair dismissal is unfair no matter what time limit is imposed, so there should be none. The Lords amendments would still allow for employees to be dismissed without the right to claim unfair dismissal for the first six months of their employment. Failing to reject this amendment today would fundamentally undermine the principles and objects of the Bill.

The provisions on sexual harassment are also significant, particularly those that void agreements preventing workers from making allegations of harassment or discrimination, and void provisions preventing workers from speaking out about their employer’s response to the relevant harassment or discrimination. We have heard some eloquent speeches today about the very reasons why that can never continue. Astonishingly, the Lords are attempting to except parliamentary staff from the protection from non-disclosure agreements. I have not heard that mentioned today, but it is a disgusting attempt by the House of Lords to protect itself from allegations of sexual harassment and to silence those who are victims of sexual harassment in Parliament. What is it about that unelected Chamber, which brazenly seeks to use its power to protect and entrench its own privileges time and time again? This is just another ludicrous example of why the House of Lords needs to be abolished: it is utterly shameless.

It has long been recognised that insecure work is one of the biggest problems facing our society. I have been listening carefully to what has been said about zero-hours contracts, and I want to register a few facts. Contrary to what was said earlier, in the past decade there has been an increase in the number of zero-hours contract workers—not a small increase, but a 65% increase. More than a million workers are on zero-hours contracts, including over 100,000 in Scotland, and many more are on very short-hours contracts. Rather than providing flexibility, zero-hours contracts offer little or no control or ability to forward-plan. Let me give an example. A recent report from the Work Foundation noted that when Wetherspoons introduced an option for guaranteed hours—guess what?—99% of its workers opted for guaranteed-hours contracts, with only 1% choosing zero-hours contracts.

The Bill seeks to require employers to make an offer of guaranteed hours to a qualifying worker after the end of every reference period, but once again the Lords have attempted to weaken that by taking the onus away from employers and putting it on employees, requiring them to request guaranteed hours. It is important for the Government, as well as rejecting this amendment, to provide clarity on the duration of the reference period and to define what constitutes a “low” number of guaranteed hours.

Similarly, the Government seek to reject Lords amendment 8, which defines “short notice” for the purpose of an employer cancelling a shift as 48 hours, with Ministers in the Lords suggesting that when the regulations are made, “short notice” will be defined as a period greater than 48 hours. That is fine, but, as I have pointed out a number of times today, it is cold comfort for those who are currently on zero-hours contracts, who will have to wait until 2027 at the earliest to find out what comes back from the Government’s consultation.

One of the biggest problems with the Bill is that so much of it will not be clarified until further down the line, through secondary legislation and regulations, which means that much of it is still uncertain, much of it will avoid scrutiny, and much of it will be easy for future Governments to reverse. Indeed, the Opposition are on the record as having made that last point today.

Of course, voters in Scotland know that devolution of employment law is a far better way to protect workers’ rights in Scotland from a future UK Government who might remove those protections. Fair work practices are already being delivered by the SNP Scottish Government, such as supporting collective bargaining, achieving real living wage employer status, and closing the gender pay gap faster than other parts of the UK. Workers in Scotland should never again have to see their employment rights eroded by any Tory-led Government, and we in the SNP will continue to campaign—as Scottish Labour was previously committed to doing—to ensure that employment law is devolved to Scotland or, better still, that Scotland gains independence from consecutive Westminster Governments who seek to erode Scottish workers’ rights.

[Jo White (Bassetlaw) (Lab)]

I refer the House to my entry in the Register of Members’ Financial Interests, and my proud membership of the GMB and Community unions.

In Bassetlaw, where the average hourly rate is £14.16 per hour for women and £14.69 for men—over £5 per hour less than the national average and not much higher than the national living wage—levels of pay and working conditions are issues that really matter to my constituents. My constituents are not afraid of hard work, but they want to go out each day in the knowledge that they have rights under the law that will protect them from unfair dismissal and guarantee that they can bring home a good wage and put a meal on the table.

The Employment Rights Bill has now ping-ponged its way back to this place, and my constituents cannot wait for the fairness and rights that it will bring. This is their chance to level the playing field. The Bill is not a handout; it is a foundation for fair treatment at work. It ensures that when people go to work they are treated with dignity and respect. It is about strengthening rights, about no more hire and refire, about no more exploitative zero-hours contracts, and about job security from day one. It gives workers the power to have guaranteed hours of work, and to receive compensation for cancelled shifts. It gives them the power to demand safer workplaces where no one has to choose between their pay cheque and their health. It gives them the power to stand up against unfair firing and discrimination. This is not just about the law; it is about restoring a sense of justice in the workplace.

The other House has attempted to water down those rights, and Reform has opposed the Bill all the way through Parliament. While the hon. Member for Clacton (Nigel Farage) keeps telling us that he “doesn’t know” when he is pushed on the difficult questions, I have no doubt that he and his colleagues will be making their way through the “vote against workers’ rights” Lobbies later this evening. Reform has aligned itself with the powerful interests—the corporate lobbyists and the chief executives—who are fighting the Bill, telling us that it is bad for business and that it will hurt the economy. It is no friend of working people.

As local people often tell me, good business is based on strong partnership, whereby employers and the workforce strive to meet the daily challenges in the workplace and the ups and downs of the economy. This legislation will work to strengthen those alliances. The Bill is aligned with this Government’s ambitious industrial strategy and commitment to rebuild our economy, and I am focused on getting new jobs, and skills and training, into Bassetlaw.