My Lords, this amendment stands in my name and those of the noble Baronesses, Lady Altmann, Lady Burt and Lady Greengross, whose support I very much value. I also thank Working Families for its assistance.
The amendment would simply require the Government first to report to Parliament on developments in EU law in the areas of family-friendly employment rights, gender equality and work/life balance for parents and carers which would have affected UK legislation had we remained in the EU, and then to consider whether they should incorporate these changes into domestic law to ensure that such rights are not diminished or are no less than they would have been were the UK still a member of the EU. What it does not do is bind the UK to implement future EU law. While it is essentially a probing amendment, I hope to convince your Lordships that it goes with the grain of government policy and therefore there is no reason for the Government not to accept it or bring forward some other version of it. If the Minister cannot give me such an assurance, we may want to come back to this on Report.
In their note on equality legislation and EU exit, the Government rightly point to the UK’s rigorous domestic equality legislation, part of which predates or goes beyond EU provision. The same is true up to a point when it comes to family-friendly and work/life balance provisions. But, as the Government acknowledge, only part of our legislation predates or goes beyond EU provision. There is wide agreement that, in the words of the Equality and Diversity Forum, the EU,
“has been an important driver for improvements which have benefited us all”—
and, I add, women in particular. An example is the pregnant workers directive, which, as Working Families attests from its helpline, has been crucial in helping protect women from pregnancy discrimination or maternity discrimination, although a recent EHRC report shows that it is still all too common. It is worth noting here that according to new analysis published in the journal Social Policy and Society, these pregnancy and maternity rights were watered down by the then UK Government during negotiations. Other examples of EU-driven legislation include the original right to parental leave, equal rights for part-time workers and the concept of equal pay for equal work of equal value, which strengthened our own pioneering equal pay legislation immeasurably.
The Joint Committee on Human Rights 2016 Brexit report likewise noted that:
“EU law has been described as the engine that hauled the development of UK anti-discrimination law”.
Yet the Minister gave the committee,
“no commitment that the government would monitor or take account of EU law developments”.
That, it observed, “may prove significant”, especially so because we know there are a number of important directives in the pipeline, one of which is explicitly included in proposed new subsection (3)(c) in the amendment, a directive on work/life balance for parents and carers. This includes two measures on which I and many outside organisations have campaigned for many years: improved terms of paid parental leave and the introduction of paid carer’s leave. I stress that work/family life balance is of increasing importance to men, as it has traditionally been to women. I am sure that the noble Baroness, Lady Burt, will say more about parental leave, because she has repeatedly raised the failure of the shared parental leave scheme to achieve its aim of significantly increasing fathers’ take-up of the leave.
The draft directive would provide four months of non-transferable leave for both fathers and mothers, paid at a minimum of statutory sick pay levels. This could provide just the kind of boost needed to encourage greater paternal involvement. I hope and trust that whatever happens to this amendment, the Minister can give us an assurance that the review currently taking place of shared parental leave will include consideration of the directive.
In addition, the draft directive includes a right to five days of carer’s leave a year, also paid at a minimum of statutory sick pay levels. As a vice-chair of the All-Party Group on Carers, I have been convinced of the importance of the case made by Carers UK and others for a period of such leave. As Carers UK argued in a report making the case:
“The evidence base for supporting working carers is growing, and it is compelling”.
Around 3 million people—one in nine members of the workforce—combine working with unpaid care for a loved one, and the numbers are predicted to grow as the population ages. The danger is that without the safety net of the right to a few days’ paid leave a year, carers will either reduce their hours or give up paid work altogether, which, as the Women and Equalities Minister said, is “a huge loss” both to them and the economy. Welcome as it is, the impact of the fund to help carers return to work in the private sector that she just announced will be reduced if it is not backed up by carer’s leave. The state pensions reviewer highlighted this issue recently and recommended statutory carer’s leave. Care leave is becoming increasingly common across the world, and if we do not keep up with our European neighbours on this matter we will fall further and further behind.
The question of future EU directives was also raised in the Women and Equalities Committee’s Brexit report. The government response stated:
“The UK Government’s record on equalities is one of the best in the world and we are determined to ensure that this remains the case … We are committed to protecting and promoting equality and to eliminating discrimination—leaving the EU does nothing to change this”.
This amendment does no more than to support, help and promote this commitment.
I will not take up time by detailing the depressing evidence from the Working Families 2018 Modern Families Index, which shows just how far we still have to go to achieve genuinely family-friendly employment, and therefore how important it is that we keep pace with EU developments. But such evidence is also there in the work of Carers UK and other organisations, which are calling for some way of keeping pace with EU developments—notably the EHRC, the TUC, the Fawcett Society and the Fatherhood Institute. In addition, new public attitude research by the IPPR indicates strong public support for continued alignment with the European economic and social model, regardless of the position taken on the referendum.
When a similar new clause was moved in the Commons in the name of Ellie Reeves and a number of other MPs, it was given short shrift by the Minister and rejected in two sentences on the grounds that it,
“suggests a procedural device for incorporating certain EEA-related rules into UK law. This is entirely unnecessary given the wider snapshot of EU law this Bill will take at the point of exit”.—[Official Report, Commons, 21/11/17; col. 904.]
That was entirely to miss the point. It is not about incorporating existing rules, which, as the Minister said, will be done as part of the wider snapshot, and of course government assurances with regard to existing equality and employment rights are welcome, even though they have not convinced everyone. Similarly, the government amendment to Schedule 7, ensuring transparency in any changes to equality legislation and placing reporting obligations on government, is welcome as far as it goes, although it does not go far enough, despite the assurances in the Minister’s helpful letter to Peers.
Snapshots are static. The whole point of this amendment is to recognise that the world is not static—it will not be frozen in aspic on the day we leave the EU. Indeed, just the other week the Brexit Secretary assured business leaders in Vienna that Britain will remain a “dynamic and open country”. This amendment is all about dynamism and openness to change in the wider continent of Europe. Mr Davis continued that Britain will be leading,
“a race to the top in global standards”.
That is great, but how can it do so without ensuring that Parliament is informed about, and is able to consider changes in, such standards among its closest neighbours? In this spirit, I call on the Government to accept this amendment, or some version of it, to ensure that we do not lose the race in global standards of equality, family-friendly employment and work/life balance. Doing so would act as an important symbol that they are prepared to translate the Brexit Secretary’s fine words into deeds. I beg to move.