Education Bill

My Lords, as the Bill stands, where a teacher may have been dismissed due to serious misconduct or dismissed due to serious misconduct had they not already resigned, the employer, "““must consider whether it would be appropriate to provide prescribed information about the teacher to the Secretary of State””." The same holds for teachers employed through an agency. Also, as the Bill stands, the Secretary of State, "““must keep a list containing””—" the names which we have just been discussing, of those— "““to whom a prohibition order has effect””." But as we have heard, under the Bill there is no requirement for the Secretary of State to maintain a register of qualified teachers. Again, this is an issue which we have just been rehearsing, and on which we require further clarification. The original requirements that this clause now removes were put in place to ensure that any future potential employers were aware of previous dismissals for serious misconduct. It protected employers from a safeguarding and quality perspective and it protected the pupils in these schools. We believe that these protections are still essential. Our amendments would make it compulsory and not discretionary for employers to inform the Secretary of State about cases where an employed teacher or an agency teacher has been dismissed due to serious misconduct. If the Bill went through unamended, there would no doubt be a variation in treatment from employer to employer, and the picture held by the Secretary of State on the database that we have been talking about would be incomplete. It would mean that checks by potential employers would not be complete, and the risk of employers unknowingly hiring teachers previously guilty of serious misconduct would rise. This would reduce confidence in the whole referral system. And more importantly, it could put pupils at risk. In Grand Committee, the Minister argued that the proposals made no change to the duty on all schools to refer any cases of serious misconduct relating to children to the Independent Safeguarding Authority. But this does not appear to provide the safeguards that are necessary. For example, what about other cases of misconduct, for example financial misconduct? And what does the ISA do with the information that would stop the teacher being hired by an unwitting employer in the future? The proposals are a recipe for confusion, with employers not being clear where to send information on misconduct, and a danger that several agencies will end up holding partial records. Surely the safest way out of this is to require all information to be held in one place—in this case, as we propose, to be held by the Secretary of State. I know it has been argued that the current system does not work well in that different employers are providing different levels of information to the GTCE. But surely the solution to this is to provide a clear national obligation on employers to inform the centre not to give them even more discretion and therefore make an even more patchy picture of what is happening out in the schools. This issue is too important to brush aside. It is not about the bureaucratic flow of information; it is about pupil safety and the guarantees that parents rightly expect as regards proper checks being carried out on teachers before they are employed. That can work only if the Secretary of State provides clear leadership to schools and ensures that his department receives a consistent and comprehensive picture of the misconduct issues taking place in them. I therefore hope that noble Lords will support our amendment.