Paul Frew
North Antrim · Democratic Unionist Party · Northern Ireland
“I thank the Minister for that intervention. Nevertheless, there are concerns that I want to address. The Minister and the departmental officials will know that, even from the range of questions that I have asked. We need to make sure that we get the balance correct.”
“In the written and oral evidence received then, the Committee was advised of potential amendments that the Minister may table at Consideration Stage, including an amendment to remove the commissioner that is being considered in liaison with OLC.”
“That in itself causes some victims and witnesses bother, because they are in a system that they are not part of, which means that they do not get the support that they require. That can sometimes leave them feeling retraumatised, as though they have been put through the wringer again.”
“The Bill makes provision to offer those protections and provide clarity to victims that they do not have to face their perpetrator in court. <BR /> <BR />Members asked questions about a range of matters, including the independence of the office, the ability to review the performance of any future commissioner, the costs of establishing th…”
“I thank the Minister for her intervention. She was absolutely right to take that action, as it means that victims' voices are right at the heart of the matters under discussion. It is now obvious to us that that should have been done years ago, but it is good that it is being done now.”
“Officials explained that the Bill would legislate on the disclosure regime not to prevent an application for disclosure but to set out a process whereby the defence would have to show the relevance of the information that it was requesting. That is an important protection.”
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“They are still entitled to a basic set of core employment rights such as the minimum wage and holiday pay. However, other employment rights do not extend to that group and apply only to employees. <BR /> <BR />The issue being addressed is health and safety and the difference up to now between the protections afforded to employees and those that apply to workers. Article 68(1)(d) and (e) of the Employment Rights (Northern Ireland) Order 1996 implemented the EU health and safety directive into Northern Ireland's law. Those articles give employees the right:”
“The order extends previously existing protections against detriment in health and safety cases to workers. Until now, those protections have covered only employees. The order was made on 19 April 2021 and came into operation on 31 May 2021. As it is subject to the confirmatory process, it must be approved by the Assembly within six months of coming into operation. <BR /> <BR />In common with Great Britain, Northern Ireland has three classifications of employment status for determining employment rights. Those are employee, self-employed and limb (b) worker. While employees in Northern Ireland are entitled to a suite of employment protections, limb (b) workers have a more casual employment relationship with their employers. Those workers include groups of people such as agency workers and short-term workers.”
“I am seeking the Assembly's approval of the Employment Rights (Northern Ireland) Order 1996 (Protection from Detriment in Health and Safety Cases) (Amendment) Order (Northern Ireland) 2021.”
“<BR /> <BR />It is vital that the workers of any company that goes into liquidation are looked after. If something goes awry, the protection of workers is key, and they should get everything that they are entitled to in redundancy pay and everything else. I commend the motion to the House.”
“<BR /> <BR />I have had experience of firms that I worked for going into administration. It is very important that creditors are given as much funding as possible to protect them so that there is not a spiral or domino effect. One company going into administration can have a massive impact on all creditors and businesses — subcontractors, wholesalers or any business that is dependent on the trade and custom of the company that has gone into administration. It is very important that creditors are protected, and this is one way of ensuring transparency and that there are not pre-packed arrangements for a particular director or directors of a company that greatly impact on the creditors. It is a way of ensuring transparency that then ensures fairness when a company goes into liquidation.”
“I thank the Assembly and the Committee Chairperson for their support for the regulations. The purpose of the draft Administration (Restrictions on Disposal etc. to Connected Persons) Regulations (Northern Ireland) 2021 — a mouthful, but nonetheless very important — is to give workers and creditors in Northern Ireland the same protection as workers across the United Kingdom. The regulations are to prevent a company's business or its assets or a substantial part thereof being sold to a connected person during the first eight weeks that the company is in administration, unless the sale has been approved by the creditors or a report has been obtained from an independent evaluator. What the regulations do is specific and bespoke, but that in itself protects creditors.”
“They will give creditors the assurance that their interests are being protected as well as those of the distressed business. The regulations have been agreed by the Economy Committee, and my Executive colleagues were advised prior to the debate. The regulations correspond to those that were made at Westminster in March 2021, which apply to Great Britain. They are, therefore, needed to give creditors of companies that are in administration in Northern Ireland the same protection as is afforded in the rest of the United Kingdom. I ask the Assembly to approve the regulations.”
“Those are either that the administrator must have obtained the creditors' approval for the sale or that the connected person must have obtained a report from an independent and suitably qualified evaluator. The report must confirm either that the price to be paid for the property and the grounds for the sale are reasonable in the circumstances or that they are not. The administrator will have to send a copy of the evaluator's report to the creditors. If the administrator decides to proceed with the sale despite the evaluator's having stated that the price and grounds for the sale are not reasonable, the administrator will be obliged to provide the creditors with an explanation for doing so. <BR /> <BR />Those requirements will increase public confidence and transparency in cases where sales are made to connected persons.”
“<BR /> <BR />Existing directors who know the company well may be the ideal buyers, and there is nothing inherently wrong with so-called pre-packed sales. They are, in fact, a useful tool to help troubled but viable companies, and they play a critical role in helping to protect our economy and to preserve jobs. However, there is a need to protect the interests of creditors. They need to know that they are not losing out through the business or its assets being sold for less than they are worth. That, therefore, is the purpose of the regulations that the Assembly is being asked to approve. <BR /> <BR />The regulations provide that, during the first eight weeks of an administration, a sale of the company's business, its assets or a substantial part of its assets to a connected person can take place only if one of two conditions is met.”
“The administrator is required to notify the creditors of the proposals to achieve the purpose of the administration within eight weeks of the company entering administration. A meeting to decide whether to approve the proposals has to be held within 10 weeks. However, as things stand, the administrator can have had the company's business or assets sold by then. There is no requirement under current legislation to prove that the sale is for value. Moreover, a sale of the company's business or assets to persons who are connected with the company can be arranged in advance of the company going into administration, with the sale being completed on the day that it goes into administration or shortly thereafter.”
“The administrator is required to carry out his or her functions with the aim of achieving objectives that are laid down by statute. The primary objective is to rescue the company so that it can continue trading as a going concern. If rescue proves impossible, the administrator must aim to achieve a better result for the creditors as a whole than would be the case with liquidation. If that also proves to be impossible, the administrator's function becomes one of selling the company's property in order to allow for distribution to secured or preferential creditors. <BR /> <BR />Under the law as it stands, the administrator has full rights to sell the company's property to anyone, including persons who are connected with the company, such as the directors or their relatives.”
“I am seeking the Assembly's approval of a statutory rule (SR) that is being made under powers that are contained in the Insolvency (Northern Ireland) Order 1989. No company, no matter how big or small or how long it has been in existence, is immune from getting into financial difficulties. If a company that is in financial difficulties can be restored to financial health, that is a gain for the economy and in preserving employment. That is the purpose of administration. Administration gives companies that are in financial difficulties the opportunity to continue trading under the control of a qualified insolvency practitioner who is appointed as an administrator. Administration normally lasts for up to one year but can be extended for a further six months with the consent of the creditors and without limit of time by court order.”
“It has heartened me to know that members of the Committee get this, and I am here to work alongside my Department and the Committee. I valued my time on the Committees and see their worth, and I appreciate the support of the Committee and the guidance that it will be able to give to the Department and me. <BR /> <BR />I thank all the Members who contributed to the debate. I trust that I have addressed all the issues that were raised during today's debate. Should I have missed anything, I will, of course, ask my officials to follow it up in writing. I commend the Bill to the House.”
“It is not easy standing up in this place and speaking, but it is really not easy doing that in a personal capacity. I also thank Kellie Armstrong for sharing her personal and painful experience. It is important that we, as legislators, hear those stories. I know for sure that Committee members will take on board everything that was said here today. <BR /> <BR />I thank every Member who took part in the debate on what is a very important issue. I think that it was John and Gerry who said that this place gets a bad press at times: that is correct. Sometimes it is not justified, sometimes it may be, but we have struck a chord in the way that we have debated the issue today. I thank Members for their conduct and the sensitive manner in which they have debated this.”
“I agree with the Member's point about guidance. One thing that struck me while he was speaking is that it is so important to have flexibility in the Bill. It strikes me that not everyone who suffers loss will want time off immediately. That would be the case for both parents. I imagine that some will have different experiences, needs, requirements and wants, so it is important that that flexibility is there. The self-employed have a certain flexibility, but they also need support, help and assistance at what is a time of severe loss and stress. I heard the Member, and I think that that is very important. <BR /> <BR />In closing, I thank my North Antrim colleague, Mervyn Storey, for his contribution and for raising the consequential implications of the Bill. I also thank him for sharing his heartfelt story and experiences.”
“I want to ensure that, if any future changes are made to the entitlement in GB, parity can be maintained in Northern Ireland through this legislation, thereby avoiding any lengthy delays due to the lack of appropriate legislation-making powers here.”
“The pandemic has had a significant impact on the economy, and my Department has sought to prioritise the measures that are required to immediately address its effects on workers and businesses. That is a bigger issue that we will have to look at. Insecure working and the gig economy is another issue that was raised. We will need to look at that also. <BR /> <BR />Gerry Carroll asked why it was a two-week period, and I think that he said that two weeks was not enough. The Bill contains powers that allow the Department to legislate for more than two weeks; however, it has always been the priority and intention to ensure that employees and workers in Northern Ireland are afforded the same level of entitlement as those in the rest of the UK. The GB Act includes powers similar to those in this Bill.”
“That is a regrettable factor that we will have to consider. We would hope that the majority — the vast majority — of employers will look after their employees, especially during that severe time of need, loss and bereavement, but that is not always the case. I hope that those numbers are low and that that is not the experience of a lot of people. However, there will be employees who will suffer the stress of having to deal with an employer at difficult times and are not afforded the sympathy that families and employees should be as they go through severe and tragic loss. We should be mindful of that. <BR /> <BR />Zero-hour contracts were also raised.”
“Sometimes, employees feel that even to ask for time off is an impossible goal, even though they need it.”
“Grief is an extremely personal issue, and it affects people in very different ways and at different times. The aim of the Bill and policy is to create a minimum standard of entitlement for parents who lose a child or suffer a stillbirth. I hope that employers will be as sympathetic and flexible as possible when bereavement is involved, particularly when it concerns the loss of a child. <BR /> <BR />Nicola also raised the issue of the self-employed. I have been self-employed. The issue does not form part of the Bill. People who are self-employed are able to decide when they should work and do not have the pressure of having to ask an employer for time off. That is not to mitigate the loss that self-employed people would feel. They would not have that added pressure of having to speak to an employer.”
“To date, steps have been taken to protect workers' rights by ensuring that statutory family-related payments and various statutory entitlements connected with redundancy or the termination of employment are based on normal pay rather than on furlough pay. <BR /> <BR />The introduction of the Parental Bereavement (Leave and Pay) Bill to Northern Ireland will be an important new employment right for those parents in work who suffer the loss of a child. It will be the only piece of primary employment legislation that we will have time to introduce during this mandate. Looking to the longer-term, however, I want to ensure that our employment legislation takes account of the needs of workers, whilst balancing the needs of businesses at this difficult time and beyond. <BR /> <BR />Issues around wider bereavement were raised.”
“Although employment law is devolved to Northern Ireland, taxation is a reserved matter. Any future plans for change to the employment status framework would therefore need to take appropriate account of the United Kingdom's tax system. That is likely to require cross-departmental involvement, particularly with the Executive Office and the Department of Finance. <BR /> <BR />Nicola Brogan raised the issue of improving workers' rights. I recognise that the pandemic has had a significant impact on businesses and workers. The priority for the Department for the Economy under employment law has been to protect those immediately affected by the pandemic.”
“If the leave is taken at a later period following the bereavement, one week's notice will be required to enable the employer to make the necessary arrangements to cover and accommodate the leave. Evidence will not be required when leave is requested. Evidence of entitlement to statutory bereavement pay will, however, be required to be given in writing by way of a self-declaration. <BR /> <BR />Jemma Dolan raised the issue of employment status. I have no imminent plans to introduce employment status legislation, but I am aware that it is a complex area that interacts closely with tax law. It determines the rights that individuals get and the taxes that they and the business they work for must pay. I understand that the current framework can sometimes fail to provide the clarity and certainty that individuals and businesses need.”
“It is the Department's intention to include the 56-week period following the death of a child during which parental bereavement leave and pay can be taken. That 56-week period is important, because it will serve a number of purposes. It will allow mothers to complete their maternity leave before availing themselves of parental bereavement leave and pay. It will also encompass the anniversary of a child's death, which, Members will appreciate, can be an especially difficult time for bereaved parents. <BR /> <BR />Sinead McLaughlin, Stewart Dickson and others raised the issues of the notice period and evidence. Notice will be required to be given before the time an employee would normally start work on the first day of the leave, if the leave is taken in the period immediately following the bereavement.”
“<BR /> <BR />Other issues raised included flexibility in the taking of leave and pay. Bereaved parents will be able to take leave and pay in week-long blocks. They will not be able to take the leave in single days, but there are other means of taking leave. Sick leave should also be part of the discussions. That reflects existing provisions for family-related statutory leave and pay and removes the complications for employers of introducing a brand new recording system whilst ensuring that bereaved parents have some flexibility in when to take the leave. The Bill references the length of time following the child's death in which the leave must be taken. The Bill provides the minimum period, which is at least 56 days, leaving the outer time limit for when leave can be taken for the Department to decide.”
“That could include circumstances in which a working grandparent or other working relative who had parental responsibility for a deceased child may qualify for parental bereavement leave and pay. <BR /> <BR />Sinead McLaughlin, the Deputy Chair, raised the issue of the cost of the Bill. Many employers already offer a package of support following bereavement, but we recognise that the level of support is not consistent for all employees. The introduction of a right to parental bereavement leave and pay that is paid at the statutory flat rate will provide a minimum standard and will protect employees who do not have the security of a reasonable and compassionate employer. The policy, whilst ensuring a minimum standard for all, does not prevent employers from enhancing their offer.”
“<BR /> <BR />Parental bereavement leave and pay is a policy that, thankfully, will not be needed by the majority of parents in Northern Ireland, but it will be extremely important for those who do need it. It is right that we work to ensure that employees and workers in Northern Ireland have access to the same entitlements to leave and pay as their counterparts in GB. <BR /> <BR />The Deputy Chair, Christopher Stalford, Mike Nesbitt and Stewart Dickson raised the issue of the definition of a bereaved parent. The Bill is focused on providing parental bereavement leave and pay for working parents of children under the age of 18. However, our proposed definition of a bereaved parent will be broad enough in scope to address a myriad of relationships between children, parents and those with parental responsibilities.”
“However, I will continue to work with my colleagues in the Executive and in GB to ensure that we have the best and most appropriate employment law framework for our economy: one that meets the needs of employers and employees alike. <BR /> <BR />Another issue that the Chair, Deputy Chair and many other Members raised was the Bill's mirroring GB employment law. The majority of employment law in Northern Ireland mirrors that in GB, which has led the way in introducing the minimum level of rights for parents who experience this devastating loss. A parental bereavement leave Bill was being considered in Dáil Éireann but reached only the initial stage, and the Bill lapsed on dissolution of the Dáil in January 2020.”
“However, to qualify for parental bereavement pay, employees and workers must have at least 26 weeks' continuous service with their current employer. That will be a statutory minimum and will not prevent employers from providing their own enhanced bereavement support for their staff. I expect employers to act sensitively and sensibly during such challenging times for all their staff. <BR /> <BR />The pay element will be made using the same systems and criteria as are used in the wider employment law framework in Northern Ireland. I do not believe that this is appropriate legislation in which to stray from that framework.”
“The main reason for that distinction is that there is less obligation on a worker to be in work on a certain day at a certain time. Therefore, a worker does not have to formally request leave in the same way as an employee. In the responses to the departmental consultation, there was a range of opinions on the issue. However, there was also unanimity of purpose that employees and workers in Northern Ireland deserve the same right to parental bereavement leave and pay as is afforded to employees and workers across the rest of the United Kingdom. The Bill will afford to workers in Northern Ireland the same rights and protections as have already been given to workers in GB. <BR /> <BR />One of the many issues raised by many Members was the day-one rights. The leave element will be a day-one right for employees.”
“I thank the Member for her contribution. I commit to listening to the Committee as it scrutinises the Bill. Let us see what can be delivered in the timescale. <BR /> <BR />Many Members, including the Chair, raised the issue of employment status and parity between workers and employees. All employment law is intrinsically linked to a person's employment status. The Bill does not attempt to make changes to the status quo in that regard, nor do I believe that it is the legislative vehicle by which to do so. As I indicated earlier, employees will be entitled to both the leave and pay elements of the Bill, but workers will be entitled only to the pay element.”
“<BR /> <BR />It is important to say, however, that, whilst there are no plans at present to introduce employment-related miscarriage legislation in Northern Ireland, my experience is that good employers treat their employees with compassion and empathy in such distressing circumstances. I encourage all employers to treat their employees in that way.”
“Many prospective parents feel that loss, and continue to feel it, all too often. I am sympathetic to the need for the Government to explore what interventions they can to better support those who suffer miscarriage. However, the Bill has been underpinned by public consultation and subsequent financial, equality and regulatory assessments on the issues of child death and stillbirth. At the time, it did not take account of the issue of miscarriage. If the Government were to decide to change the employment law framework in respect of miscarriages, that should be done only after full consideration of all the pertinent issues and following public consultation.”
“<BR /> <BR />I will go through some of the important issues that have been raised. Let me outline the Department's position on as many of them as possible. I am a great believer in the work of Committees in scrutinising Bills to ensure that, on the other side of that, we have the best legislation possible. I have no reason to suppose that the other stages of the Bill will not be conducted in the same manner as this one. If the Bill gets to Committee Stage, and I deeply hope that it does, I look forward to all the debates that will lead to the passing of the legislation. <BR /> <BR />The Chair and many Members raised the issue of miscarriage. Let me stress that I, too, have experienced miscarriage; three times. I have three healthy children, but my wife and I have experienced three miscarriages. It is a devastating loss.”
“I thank the Member for his contribution. I assure him that I will work with the Committee in the days ahead to ensure that the Bill is the best that it can be. There is a balance to that with regard to timing and getting the impact and effects of the Bill on the ground as quickly as possible for all bereaved parents. <BR /> <BR />I thank the Committee Chair for her comments. Hopefully, we both recognise the detailed work that has been conducted to date and the constructive relationship that continues to be built between the Committee and departmental officials. Hopefully, it will continue over the coming months. In fact, I encourage it. I look forward to working with the Committee, not only on the Bill and this subject but on the many issues that we have to go through in the coming weeks and months.”
“I thank the Committee in anticipation of its detailed scrutiny and consideration of the Bill, trusting that the outcome of the debate will be that we see the Bill go through to Committee Stage.”
“I acknowledge that there are many other employment law issues that Members may have wished to consider at this time. However, the single issue focus of the Bill is very deliberate in order to ensure that the right to parental bereavement leave and pay that is presently afforded in the rest of the UK can also be afforded in Northern Ireland at the earliest opportunity and with minimum delay.”
“I thank all Members who contributed to today's debate not only for the sentiments that they expressed about the Bill but for the manner in which they debated it. It is a very harrowing situation for any parent. I have experience of that myself. The way in which we conducted ourselves today is very adequate and suitable in the context of what we debated. I thank all Members for the way in which they conducted themselves and debated the issue. It is emotional. We all will have passionate views, so I thank you all for your contributions. <BR /> <BR />The Bill will support working parents who experience the loss of a child following a death or stillbirth. Support for working parents during a time of great personal loss lies at the heart of the Bill.”
“The Bill will offer some degree of comfort and support to those parents and will ensure that working parents in Northern Ireland are afforded access to the same parental bereavement leave and pay as is offered to working parents across the rest of the United Kingdom. I look forward to listening to Members' comments in the debate. I commend the Bill to the Assembly.”
“<BR /> <BR />Before I conclude, as we hopefully take a further step towards bringing parental bereavement leave and pay to Northern Ireland, I take this opportunity to thank Lucy Herd and to acknowledge her work. Following the tragic loss of her son Jack, Lucy campaigned tirelessly for recognition and support for working parents who suffer child bereavement. Her story and selfless devotion to such a worthy cause have helped to lead us to this moment. <BR /> <BR />Each year in Northern Ireland, approximately 250 children under the age of 18 die or are stillborn. Comparatively speaking, that number is mercifully low, but each and every one of those deaths is an unspeakable tragedy for a parent.”
“<BR /> <BR />I should point out that the Bill contains a commencement power that will be conferred on the Department for Communities and, therefore, touches on an area for which my ministerial colleague has responsibility. That commencement power allows for the fact that there are provisions in the Welfare Reform (Northern Ireland) Order 2015 relating to family-related statutory payments that have yet to be commenced. Giving that commencement power to the Department for Communities enables it to commence outstanding conditions for the full range of family-related statutory payments simultaneously, including parental bereavement leave and pay. I thank the Minister for Communities and her officials for their assistance and for agreeing to accept that commencement power and the associated responsibility.”
“Whilst the detail of the transitional provision has yet to be fully determined, the intention is to avoid, as far as is possible, recently bereaved parents falling outside the scope of subsequent legislation due to the date on which their child died. I referred earlier to my optimism that, with the continued support of the House, parental bereavement leave and pay legislation could be introduced by April 2022. With that date in mind, it is envisaged that a transitional provision will encompass those working parents who may tragically experience a child bereavement in the year preceding that anticipated April 2022 introduction date.”
“As with most family-related employment provision in Northern Ireland, the parental bereavement leave and pay provisions are broadly in line with the employment legislation that is in place in GB. Importantly, the Bill gives the power to the Department to maintain parity with GB should there be subsequent changes. <BR /> <BR />The schedule to the Bill makes provision for consequential amendments to other legislation, the sole purpose of which is to ensure that parental bereavement leave and pay can be given effect within the wider legislative framework. <BR /> <BR />After much thought and careful deliberation, it was decided to include a transitional provision power in the Bill.”
“That provision will be subject to a 26-week qualifying period, which is in keeping with other family-related statutory payments in Northern Ireland and, again, is in line with provisions in GB. Clause 2 also makes provision for the Department to determine the rate of the parental bereavement pay and the period during which it can be claimed. <BR /> <BR />Both clauses make provision for the Department to determine the respective responsibilities that employers and employees alike will be expected to follow when administering or claiming bereavement leave or pay. In recognition of the sensitive nature of parental bereavement and to reduce the regulatory burden, especially for small employers, any associated administrative aspects will be light touch.”
“<BR /> <BR />The Bill is broad enough in scope to recognise that there are myriad relationships between children, parents and those with parental responsibility. Therefore, in addition to biological parents, the Bill allows for the definition of a bereaved parent to include provision for those who have had a parental relationship with a child in a period prior to the child's death. Another important provision in clause 1 is that it encompasses parents who experience the loss of a child through stillbirth after 24 weeks of pregnancy. Clause 1 also makes provision for parental bereavement leave to be a day one right for all eligible employees. <BR /> <BR />Clause 2 makes provision for employees and workers to be given the right to a minimum of two weeks' parental bereavement pay following the death of a child.”
“I want to put on record my Department's commitment to support the work of the Committee during Committee Stage. <BR /> <BR />I will now deal with the parental bereavement leave provisions in clause 1. Clause 1 makes provision for employees to be given the right to a minimum of two weeks' parental bereavement leave following the death of a child under the age of 18. It also makes provision for the Department for the Economy to determine how that leave should be taken and over what period it should be available. Importantly, that will allow regulations to provide for a sufficient period during which a bereaved mother will be able to complete her maternity leave before availing herself of parental bereavement leave.”
“<BR /> <BR />It is the relatively small size and single-issue focus of the Bill, along with the already expressed cross-party support that it has received, that give me considerable optimism that the Bill can enjoy a smooth passage. Such passage will help to ensure that the subsequent subordinate legislation arising from the Bill can be given effect within the remaining mandate of the Assembly, and that parents in Northern Ireland can avail themselves from April 2022 of the support provided by these provisions. <BR /> <BR />Again, I acknowledge and thank the Chair and members of the Economy Committee for the attention that they have paid to the Bill to date. I know that the Committee has already made preparations for its scrutiny of the provisions, subject, of course, to the Bill proceeding to the next stage.”
“Indeed, many employers have provisions that go well beyond those that I wish to introduce through this Bill. I have no doubt that that will continue to be the case. The provisions in the Bill, however, will be a statutory minimum. They will ensure that all employees are afforded a certain degree of support at a time of great need. <BR /> <BR />As I stated, this is a small, single-issue Bill. It contains two clauses. One deals with parental bereavement leave and the other with the pay element. The Bill contains a schedule through which broader legislative provision for the leave and pay elements is underpinned, and a transitional provision power, which will help during the period immediately following the introduction of subsequent legislation.”
“I particularly wish to recognise all those who shared their own deeply personal experiences of parental loss. <BR /> <BR />There were 36 responses to the consultation. Respondents represented a cross section of organisations, individuals and employee and employer representative bodies. Whilst there were differences of opinion amongst respondents, there was, nevertheless, clear and unanimous support for working parents in Northern Ireland to be given at least the same right to parental bereavement leave and pay as that already afforded to parents across the rest of the United Kingdom. <BR /> <BR />It is important to note that many employers already have provisions in place to deal compassionately with their employees when they are faced with such tragic and difficult circumstances.”
“Before considering the main provisions of the Bill, I want to set out briefly the context of these proposals. Following the Westminster introduction of similar legislation, the Government legislated for parental bereavement leave and pay, with provisions coming into effect in GB in April 2020. <BR /> <BR />Those provisions did not extend to Northern Ireland. Therefore, upon resumption of the Assembly last year, one of the Department's first priorities was to commence a consultation with the intention of developing similar employment legislation for Northern Ireland. The consultation completed last summer. Whilst my predecessor did so at the time, I wish to take this opportunity to acknowledge and thank all the organisations and individuals who responded.”