A Fairer Future for Working People: Why I Support the Employment Rights Bill

On Thursday, 27 March, I was proud to speak in the House of Lords in support of the Employment Rights Bill during its Second Reading. This Bill is a long-overdue and vital step toward building a labour market that reflects the realities of modern life - one that works for businesses, families, and communities alike.

Outdated Laws in a Changing World

In the UK, our employment laws have not kept pace with the changing nature of work. Despite profound shifts in the economy, technology, and workforce dynamics between 2010 and 2024, legislative progress in this area has been minimal. The key piece of legislation governing employment rights, the Employment Rights Act 1996, is now nearly three decades old.

This Bill is about more than legislative housekeeping. It’s about modernising our labour laws so they deliver security, flexibility, and dignity for today’s workers.

Supporting Parents and Families

One of the Bill’s most important measures is strengthening protections for pregnant women and new mothers. Far too many women are penalised for starting a family. A survey by Slater and Gordon found that 6 in 10 mothers felt sidelined at work after announcing their pregnancy. Disturbingly, a third of managers admitted they preferred hiring men in their 20s and 30s to avoid the “risk” of maternity leave.

This must change. The Bill will provide stronger safeguards against unfair dismissal for pregnant employees and new mothers. It also proposes making paternity and parental leave available from day one, a reform that recognises the vital role both parents play from the beginning of a child’s life.

We’ve seen the positive impact such policies can have. In Sweden, a 2012 reform offering flexible paternity leave led to notable improvements in maternal health, including reductions in anxiety, hospital visits, and antibiotic use. This is about families being supported, not punished, for balancing care and work.

Compassion in Times of Grief

The Bill also introduces universal bereavement leave from the first day of employment. Losing a loved one is devastating. No one should be forced to return to work before they are ready, simply because their job doesn’t provide time to grieve. This is a compassionate, necessary reform.

Tackling Harassment and Discrimination

Another urgent issue the Bill addresses is workplace harassment. A TUC survey revealed that over half of women, and nearly two-thirds of those aged 18 to 24, have experienced sexual harassment at work. The Bill shifts the burden from reactive measures to proactive employer responsibilities, requiring workplaces to prevent harassment before it occurs. It’s a step toward safer, more respectful working environments.

In addition, the introduction of gender and menopause action plans is long overdue. One in 10 women in the UK have left their jobs due to menopause-related challenges. These are experienced professionals—people we cannot afford to lose. With the right support, they can thrive in the workplace. This Bill ensures that menopause is recognised and addressed as a workplace issue, not ignored.

Securing Stability for All Workers

Too many workers, especially women with caring responsibilities, are trapped in jobs where zero-hours contracts and unpredictable shifts make life planning impossible. The Bill addresses this by introducing a right to reasonable notice of shifts and the right to a contract reflecting regular hours. People deserve to know when they’ll work and what they’ll earn.

It also proposes important reforms to Statutory Sick Pay (SSP) by removing the three-day waiting period and scrapping the lower earnings limit. No one should have to choose between their health and their income. The pandemic showed us that a healthy workforce is essential to a functioning society, this Bill enshrines that lesson into law.

A Fair Deal for Working People

This is a Bill grounded in fairness.

• No one working full-time should be unable to pay their bills.
  

• No parent should have to choose between their child’s wellbeing and their job.
  

• No worker should face harassment or discrimination without recourse.
  
  

These principles are not radical. They are reasonable, just, and long overdue.

Let us make our labour market fit for the 21st century. Let us legislate not just for growth, but for dignity and equality at work.