Working Time (Amendment) Regulations 2007

We generally welcome the regulations, as we have heard that they amend the Working Time Regulations 1998 to introduce a statutory entitlement to eight days’ additional paid annual leave, in addition to the four weeks’ annual leave entitlement already provided by the regulations, subject to a maximum statutory entitlement of 28 days. As my honourable friend in another place has already said, striking the right balance between family and working life is vital to the interests of the employer and the employee. In families where, often, partners are both working, holiday time is essential for people not only to recharge their batteries, but to have quality time with their children. For employers, staff are often the most important asset. Therefore, ensuring that staff are properly rested makes good business sense. We have seen in the regulatory impact assessment that stress is one of the critical drivers of sickness-related leave in this country. I suspect that we could debate the cause and effect between this measure and reducing such leave, but anything that helps to reduce sickness-related leave and boost productivity has to be welcome. Working hours are generally a matter to be agreed between employers and employees. Britain must retain its opt-out from the working time directive. To put it on the record, employers across the UK should see and take advantage of the benefits of offering flexible employment. Government should not be regulating to require flexibility but, rather, deregulating to permit it.