Source · Select Committees · Business and Trade Committee
Recommendation 15
15
Deferred
Paragraph: 103
Commission new research to assess effectiveness of laws protecting pregnant women from redundancy.
Recommendation
There is evidence to suggest that we cannot be complacent about the effectiveness of existing law in protecting women who are pregnant from redundancy, or who are on maternity leave, or who return to work after pregnancy. We welcome the Protection from Redundancy (Pregnancy and Family Leave) Bill as a small step, but the Government may need to return with stronger protective measures if evidence of discrimination persists. To collect this evidence we recommend that the Government commissions research similar to that conducted by the Equality and Human Rights Commission for BEIS in 2016.
Government Response Summary
The government's response outlines its support for the Workers (Predictable Terms and Conditions) Bill and discusses the utility of zero-hours contracts, but it does not address the recommendation to commission research on maternity discrimination.
Paragraph Reference:
103
Government Response
Deferred
HM Government
Deferred
As noted in the Committee’s report, the Government is supporting the Workers (Predictable Terms and Conditions) Bill, which will give individuals on atypical contracts, especially those on zero hours contracts, the right to request a more predictable working pattern. The new right will allow a qualifying worker to make an application to change their existing working pattern if it lacks predictability in terms of the hours they are required to work, the times they are required to work, or if it is a fixed term contract of less than 12 months. atypical work, empowering and encouraging workers to begin conversations with their employers about their contracts, while allowing workers to continue working varied hours if they wish to do so. Post-pandemic economic growth: UK labour markets: Government Response 15 Zero hours contracts are an important part of the UK’s flexible labour market, for both employers where there is not a constant demand for staff, and for individuals who may need to balance work around other commitments such as childcare and study. Around 3% of workers in the UK workforce are on a zero hours contract and for many of these individuals this may be the kind of flexibility they want. The new right will be a right to request and not a right to have, to ensure that businesses are not unfairly burdened by it (for example if the costs of providing a worker with a more predictable working pattern would be too burdensome). The Bill includes a list of specific statutory grounds on which an employer may decline a request, similar to those established for the existing right to request flexible working. The Government previously held a consultation inviting views on policies which aim to tackle some of the challenges associated with non-guaranteed hours. These included proposals on providing reasonable notice of shifts and providing compensation for shifts cancelled at short notice. We are analysing these results and will respond in due course.