My Lords, Amendment 5 repeats our amendment on pay and allowances from Grand Committee. Taken together with Amendment 6, it offers greater protection and security to our service men and women who may need to use the option of flexible or part-time working as described and set out in the Bill.
I was grateful to the Minister for his response in Grand Committee and for following it up with letters to me and to other noble Lords. In Committee, the Minister offered reassurances, saying that,
“the introduction of part-time working will not be used to lower the full-time equivalent basic rate of pay, the x-factor allowance or any other universal allowances or payments available to personnel”.—[Official Report, 12/9/17; col. GC 95.]
This commitment was very much welcomed. As we have seen on so many occasions, the views of one Minister cannot be taken as representative of the views of all future Ministers, although we on this side hope that this particular Minister stays for a long time yet. I hope that the Government will accept this and feel able to put our amendment into the Bill, thus demonstrating commitment to our hard-working service men and women.
I now turn to the existing options for flexible working and, in doing so, seek to build a bridge to demonstrate that there is a clear link in the objectives of these two amendments. In a letter that the Minister sent last month, he outlined three options for flexible working that now exist: working from home, compressed hours and variable start and finish times. His letter explained in detail how these options work and, while this information was welcome, I look for assurance that the three flexible working options will continue to be available alongside the new part-time working arrangements enshrined in the Bill. The Minister’s letter did not quite make that clear. The letter said that existing flexible working arrangements recognise that a small variation in an individual’s working arrangements can have a positive impact on their working lives, which is true. It went on to say that there will be circumstances where existing options will not be sufficient and a significant reduction in working hours over a longer period can be facilitated by a part-time working arrangement.
Those arguments might seem perfectly reasonable, but I have some concern. Many service personnel, faced with some domestic or other problem causing them to seek to change their service work commitment will, nevertheless, have great difficulties if the only
option on offer involves a cut in pay and a reduction in pensions. Bearing in mind that part-time working, as set out in the Bill, will involve a cut in pay and pensions, can the Minister assure us that each application for changing service work commitment will be looked at on its merits and that using the flexible working options that he outlined will be considered alongside the part-time working arrangement?
I turn to Amendment 6, which relates to the future status of Joint Service Publication 750, which outlines the range of flexible working options that I have just spoken about. It had been a concern of all sides that the introduction of part-time working—which, as I have said, will take a proportionate amount of pay and pensions from applicants—was a drastic overreaction to a genuine need for greater flexibility. I know that the Minister will not accept that, but he is aware of the concerns on this point. We were pleased, therefore, with clarification on the provisions of JSP 750 and the anticipated take-up of the part-time offer. I believe that many of the worries expressed across the House have been addressed by the Minister’s response. However, while part-time working will have a statutory footing following the passage of this legislation, this is not true of the existing flexible working options.
This amendment seeks to ensure that the options in JSP 750 will continue to be available and that, if that document is ever withdrawn by a Secretary of State, regulations must be brought forward to make a similar provision. I beg to move.