Dame Nia Griffith
MP for Llanelli · Labour · United Kingdom
“My dedicated volunteer coastguard rescue officers are absolutely vital to the safety of the public along the very long coastline all around my constituency.”
“I will try to keep to your limit, Sir Alec. The work of the Burry Port coastguards is absolutely vital to my constituency, which is surrounded on three sides by water.”
“Stopping the payments in September looks exceedingly cynical: as if to say, “We will make the most of your skills and dedication over the summer, when we are expecting loads of visitors”—perhaps more than ever, because of the jet-fuel fears—“but come September, we will make the cut that we know might make some of you resign.” I can tell t…”
“Friend the Minister, first, pause the current cuts plan for September to give time for a rethink and then, importantly, find a way for volunteer coastguards to be at least as well rewarded financially as they are now? I do not want any hiding behind legal issues. There must be ways of doing that.”
“Indeed I do. Sir Alec, just think how much time and effort our volunteer coastguard rescue officers put into ensuring that they can provide the very best service and dovetail with the other emergency services. They are real multitaskers and trained to a very high standard. They have to be multiskilled.”
“CROs give up their own time to do the training, but it is no good just doing the training. They have to maintain the skills through practice sessions, because lives depend on it. They get £11 an hour for some training sessions, but they have to do the practice sessions every week just as volunteers.”
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“Through that work, we will also engage closely with smaller employers and sector bodies to ensure that we fully understand the potential impacts and benefits that further policy development could bring for them. It is right that we allow the review to run its course to enable an evidence-based decision on whether there is more we can do to support working carers while balancing impacts on businesses. I heard what the hon. Member for Torbay said about the new clause being a probing amendment, and I hope that what I have said gives him reassurance about our commitment to that review. I therefore invite him to withdraw the new clause.”
“However, supporting carers who want to work alongside managing their caring responsibilities is an important element of our plans to modernise the world of work, which will ensure that there are good jobs for carers and a skilled workforce for employers. The Carer’s Leave Act 2023 gave employed carers a new right to time off work to care for a dependant with long-term care needs. We will review that measure and consider whether any further support is required. That will include looking at potential options for paid leave. The review will draw on evidence from carers and employers and learn from their experiences, so that we can understand what is working in the current system and identify where improvements may be needed.”
“We have two concerns about the new clause. First, it would introduce significant new costs for employers without giving consideration to the potential impact on businesses, in particular small ones. Secondly, under the proposed approach, individuals taking carer’s leave would be treated more favourably than employees taking other forms of leave to care for family members, such as maternity or paternity leave, where a flat statutory rate is available. There is no clear rationale for taking a different approach, and it could raise questions about differential treatment of different groups. For those reasons, the Government do not support the new clause.”
“I refer the Committee to my entry in the Register of Members’ Financial Interests, in particular my membership of the National Education Union and USDAW. New clause 35 would commit the Government to introducing an entitlement for employees with caring responsibilities, to be paid at their usual wage level, while taking carer’s leave. It would give carers an entitlement of up to a week of paid leave and require employers to cover the cost. I want to underline that the Government are absolutely committed to supporting employed unpaid carers. In the October 2024 Budget, we increased the earnings disregard for carers from £151 to £196, meaning that they can earn up to £196 without losing any of their carer’s allowance. In effect, that means that they can work 16 hours a week at the national living wage.”
“The fund enables local authorities and regional adoption agencies to offer a wide range of tailored support, including psychotherapy, family therapy and creative therapies to children who are adopted and their families. These services are available to all adoptive families following a locally conducted assessment of the family’s needs. Depending on individual circumstances, additional financial support—for example, universal credit and child benefit—may also be available to contractors or self-employed people who adopt. We have committed to a review of the parental leave system to ensure that it best supports all working families. The review will be conducted separately to the Employment Rights Bill, and work is already under way on planning its delivery. On that basis, I invite the hon.”
“That is an important health and safety provision. None the less, the Government are committed to supporting parents to balance their work and family responsibilities and keen to hear how the system can be improved. While adoptive parents who are self-employed or contractors do not qualify for statutory adoption pay, statutory adoption guidance advises local authorities to consider making a payment similar to maternity allowance for those parents. In November 2024, the Government published “Keeping Children Safe, Helping Families Thrive,” which sets out our vision for children’s social care. As part of that vision, the Government have allocated £49 million to the adoption and special guardianship support fund for this financial year.”
“The proposed regulations would also define the terms “self-employed” and “contractors” to ensure that we have a shared understanding of who would qualify for statutory adoption pay under this extended eligibility. At present, parental leave and pay entitlements are generally not available to the self-employed. That is because the parental leave system is focused on supporting employed parents, who need specific rights and protections to take time off work. Self-employed people are generally considered to have more flexibility and autonomy, and not to need those same protections. There is, of course, the exception of maternity allowance, which is available to self-employed mothers to ensure that they can take time off work following childbirth to recover and establish breastfeeding, if they wish to do so.”
“I thank the hon. Member for Torbay for tabling new clause 46. I start by expressing my appreciation for all adoptive parents, who offer loving and stable homes to children who are unable to live with their birth parents. This Government are committed to ensuring that all working parents receive the best possible support to balance their work and family lives. New clause 46 calls for eligibility for statutory adoption pay to be extended to individuals who are self-employed or contractors. It would require the Secretary of State to introduce regulations within six months of the passage of the Bill to enable self-employed individuals and contractors who adopt to receive statutory adoption pay.”
“For example, in April, all statutory parental pay provisions, including statutory maternity pay, statutory paternity pay and statutory adoption pay, were increased by 6.7%. That is in line with other benefits. It is worth noting that statutory parental pay is only one element of the support available to parents. Depending on individual circumstances, additional financial support, such as universal credit, child benefit and the Sure Start maternity grant—a lump sum payment of £500—may also be available. I therefore ask the hon. Member for Torbay to withdraw the motion.”
“When considering calls to increase the level of parental pay generally, we need to consider the impact on limited resources and the burden on employers. Changes to parental pay would require careful consideration alongside tax reform and consideration in the wider context of benefits and employment rights over the longer term, and they would need to be made in consultation with businesses and stakeholders. The Secretary of State for Work and Pensions is required by law to undertake an annual review of benefits and state pensions, including statutory payments. That is based on a review of trends in prices and earnings growth in the preceding year. Parental payments are generally increased in line with the consumer prices index.”
“It is a pleasure to see you in the Chair, Ms Vaz. I thank the hon. Member for Torbay for introducing the new clause, and for his absolute sincerity in wanting to support families. The Government are committed to ensuring that employed parents receive the best level of support to balance their work and family lives. Our plan to make work pay will ensure that employees are supported to work while balancing their essential family responsibilities. We understand that parental leave and pay entitlements are a key part of that, and that is why the Bill will already make changes to parental leave. The new clause would double the existing rate of statutory parental payments from £184.03 to £368.06.”
“New clause 45 proposes to introduce an entitlement to a week of leave for local authority foster parents. Foster parents offer crucial support to some of the most vulnerable children in our society. They provide love, stability and compassion to children and young people when they need it most.”
“Those rights include: a day one right to time off for dependants, which provides a reasonable amount of unpaid time off work to deal with an unexpected or sudden emergency involving a child or dependant and to put care arrangements in place; the right to request flexible working; and the right to unpaid parental leave, which, through this Bill, we are making a day one right. An employee may not automatically have parental responsibility as a result of being a kinship carer, but they may acquire parental responsibility through, for example, a legal guardianship order. We have also committed to a review of the parental leave system to ensure that it best supports all working families. That review will be conducted separately from the Employment Rights Bill, and work is already under way on planning for its delivery.”
“By defining kinship care in law, the legislation will ensure that local authorities have a clear and consistent understanding of what constitutes kinship care. I am also pleased to say that the Government recently announced a £40 million package to trial a new kinship allowance, which is the single biggest investment made by Government on kinship care to date. That investment could transform the lives of vulnerable children who can no longer live at home. It could allow children to grow up within their extended families and communities, reducing disruption to their early years so that they can focus on schooling and building friendships. Employed kinship carers may already benefit from a number of workplace employment rights that are designed to support employees in balancing work alongside caring responsibilities.”
“Member for Mid Buckinghamshire has mentioned, for the first time, this Government’s Children’s Wellbeing and Schools Bill will create a legal definition of kinship care for the purposes of measures within that Bill, including the duty to provide information to children and their kinship carers by local authorities, and extending the role of a virtual school head to promote the educational achievement of children in kinship care. That is a vital part of our commitment to keeping families together and supporting children to achieve and thrive. That Bill defines kinship care as a situation in which a child lives with, and is cared for by, a relative, friend or someone else connected to them, instead of their parents, and that person provides all or most of the care and support to the child.”
“New clause 14 aims to establish a new kinship care leave entitlement for employed kinship carers, with a minimum of 52 weeks of leave being available for eligible employees. New clause 15 then seeks to create a legal definition of “kinship care” to be used to establish eligibility for kinship care leave. I start by emphasising how much I value kinship carers, who provide loving homes for children who cannot live with their parents. This Government are committed to ensuring that all employed parents and carers receive the best possible support to balance their work and family lives. We are also aware that the existing system of leave for parents and carers needs improvement. Some of the improvements to that system will be made through this Bill, while others will be delivered separately. As the hon.”
“Section 1 of this Act disapplies certain provisions of the Trade Union Act 2016 to devolved Welsh authorities. Repealing the Trade Union Act 2016 means that these provisions are no longer necessary. It is for that reason that we are repealing section 1 of the Trade Union (Wales) Act 2017 through clause 71 of this Bill. Section 2 of the 2017 Act is not impacted by the repeal of the Trade Union Act 2016. It prevents a devolved Welsh authority from using agency workers to replace striking workers. This Government support a prohibition on using agency workers to cover industrial action and therefore we are content to leave this in the Trade Union (Wales) Act 2017. New clause 30 is therefore unnecessary and I ask the shadow Minister to withdraw it. I commend clause 71 to the Committee.”
“We now turn to clause 71 and will resist Opposition new clause 30. Clause 71 is the final of the package of clauses to repeal the Trade Union Act 2016. It makes a consequential amendment to the Trade Union (Wales) Act 2017 following the repeal of the Trade Union Act 2016. Section 1 of the 2017 Act disapplied some of the provisions of the Trade Union and Labour Relations (Consolidation) 1992 Act, as introduced by the Trade Union Act 2016, from applying to devolved Welsh authorities. As the Trade Union Act 2016 and the relevant provisions of the 1992 Act are being repealed, section 1 of the 2017 Act is now redundant. There are also consequential amendments to the 1992 Act to remove the relevant references to devolved Welsh authorities. New clause 30 seeks to repeal the Trade Union (Wales) Act 2017 in its entirety.”
“Clause 71 accordingly ordered to stand part of the Bill. Ordered, That further consideration be now adjourned. — (Anna McMorrin.)”
“The point is very clear, isn’t it? In the legislation we are providing now, we are making the first part of the Trade Union (Wales) Act unnecessary, and therefore it is perfectly appropriate to put through a clause in this Bill to keep things in line with what we are doing across the UK. It is perfectly in order to have a clause that seeks to bring that particular legislation in line with the situation in which we now find ourselves. On the second part of that legislation, as I have just said, that is already something on which we agree with the Welsh Government. We therefore see no particular reason why there should be a repeal of that legislation in the Bill, and we do not propose to do so. I suggest that the shadow Minister’s new clause is not necessary in the current Bill. Question put and agreed to.”
“Conversion practices are abuse. They have no place in society and must be stopped. The Conservatives promised to ban conversion practices six years ago and failed to deliver. They then dropped it from their manifesto this summer. We are getting on with the job and working hard on legislation to deliver a trans-inclusive ban that offers protection from those harmful practices, while preserving the freedom of individuals to explore their identity and respecting the important roles of those supporting them. We will publish our draft Bill later this Session, as outlined in the King’s Speech.”
“My hon. Friend is right that civil society plays a unique role in challenging prejudice and enabling more people to access the opportunities they deserve. A good example is Galop, the UK’s leading LGBT+ anti-violence charity, which provides a number of Government-funded support services, including on conversion practices. Its helpline is confidential and available to anyone who is at risk of, is experiencing or has been through a conversion practice.”
“I pay tribute to my hon. Friend for her work in this field, including on the Council of Europe. I can assure her that we will deliver on our manifesto commitment to bring forward a full trans-inclusive ban on conversion practices, protecting LGBT+ people from abuse. We are committed to listening to all viewpoints and concerns with respect, and to engaging with a wide range of stakeholders, organisations and all LGBT+ communities. I was very pleased to join her at the event she mentioned. We will engage further with parliamentarians and stakeholders in the new year.”
“I can assure the hon. Gentleman that we are looking carefully at how to describe the sort of behaviour that would not be criminalised by the ban.”
“In creating equality action plans, we are reflecting the fact that many actions will be beneficial for people in lots of different circumstances. For example, the improved provision of flexible working can be valuable for an employee balancing childcare, as well as someone managing a health condition. In the same way, ensuring that employers support staff going through the menopause will necessitate them taking steps that are positive for supporting women’s health in the workplace more broadly. For example, menopause best practice includes greater discussion around women’s health and awareness of potential workplace adjustments—things that have a much wider potential benefit. I therefore ask the hon. Member for Chippenham to withdraw the amendment.”
“Amendment 112 would add menstrual problems and menstrual disorders to matters related to gender equality in clause 26. Prioritising women’s health is a positive step that the Government are taking, and the hon. Member for Chippenham is absolutely right to highlight the terrible impact that many different conditions related to menstruation can have on whether a women can perform to the best of her ability. Physical symptoms can be further compounded by the taboo that often surrounds conversations about women’s reproductive health, and I thank her for bringing that to the Committee’s attention. Clause 26 does not provide an exhaustive list of matters related to gender equality, as the hon. Member for Mid Buckinghamshire referenced. As the hon. Member for Torbay said, this is about culture change in a place of employment.”
“For example, improved provision of flexible working can be valuable to someone who is managing a health condition as well as to an employee who is balancing care. Equality action plans will increase awareness of the need for a wide range of potential workplace adjustments for all who would benefit from them, delivering a much wider potential impact. I therefore ask the hon. Member to withdraw the amendment.”
“That means that individuals with caring responsibilities for someone who is, for example, elderly or disabled are likely to have protection from unlawful discrimination because of their association with someone with a protected characteristic. The Government frequently receive requests for the creation of new protected characteristics. Unfortunately, merely creating new characteristics within the Act will not necessarily lead to a change in the behaviour of service providers and employers. We can see that from the number of court cases that continue to be brought under the existing characteristics. Clause 26 does not provide an exhaustive list of matters related to gender equality. Instead, we are reflecting the fact that many actions will be beneficial for people in lots of different circumstances.”
“If I may, Mr Mundell, I will draw attention to my registered interests, including my membership of the Union of Shop, Distributive and Allied Workers and the National Education Union. Amendment 162 would add caring to the matters related to gender equality listed in clause 26. The hon. Member for Torbay is absolutely right to highlight the impact of caring responsibilities on women in the workplace, and we recognise that carers might need extra protection and support. I reassure him that many people with caring responsibilities are likely already to be afforded protections under the Equality Act 2010, through the provisions relating to age and disability discrimination. The Equality Act protects people from direct discrimination by association.”
“When drafting this power, we reflected on what we have learned from gender pay gap reporting and from the hundreds of employers we have engaged with as a result. Most organisations think about equality in the round. They have one diversity and inclusion strategy, recognising what is borne out by the evidence: the most effective employer actions have benefits for more than one group or identity. That is why this clause proposes that employers produce one plan that covers both the gender pay gap and the menopause, reflecting the way they already work, reducing the burden of duplication and ensuring that they can get on with putting the plan into action. I commend clause 26 to the Committee.”
“Analysis in 2019 found that only around half of employers that reported data went on to voluntarily produce a plan saying how they would act to improve the figures. That demonstrates that only making it mandatory will push employers to act. The best employers already recognise that providing women with the conditions to thrive is good for their employees and good for business. In taking this step towards introducing mandatory action plans, we are making sure that all large employers in scope of this clause follow their lead. We are using a delegated power, mirroring the approach taken for gender pay gap reporting. Just as with that requirement, we want to give employers as much detail as possible in legislation—more than would commonly be in a Bill. The use of regulations allows us to do that while maintaining flexibility.”
“The clause is the first step towards introducing equality action plans, and it provides the power to do so in subsequent regulations. Women are a crucial part of securing economic growth and improving productivity, but the national gender pay gap remains at 13.1% and eight in 10 menopausal women say that their workplace has no basic support in place. This lack of support adds up to a significant loss of talent and skills. Menopause affects 51% of the population, with one external estimate showing that the UK is losing about 14 million work days every year because of menopause symptoms. Large employers have been obliged to publish gender pay gap data since 2017, with action plans being encouraged, but voluntary.”
“I thank my hon. Friends the Members for Penistone and Stocksbridge and for Scarborough and Whitby for their powerful contributions. I cannot stress enough to the hon. Member for Mid Buckinghamshire how important our continuing consultation will be. We are keen to engage with stakeholders to ensure that we get this right and lay the appropriate regulations before the House in the appropriate way. On that note, I commend the clause to the Committee. Question put and agreed to. Clause 26 accordingly ordered to stand part of the Bill. Clause 27 Provision of information relating to outsourced workers Question proposed, That the clause stand part of the Bill.”
“The use of regulations will allow us to engage on an ongoing basis with experts in the area, provide as much clarity as possible in legislation and still maintain flexibility. This measure is a step towards valuing and supporting some of the lowest-paid workers; it is a step towards businesses working together, rather than engaging in a race to the bottom; and it is a step in the right direction. I therefore commend the clause to the Committee.”
“Instead of trying to get organisations to share employee data, which risks data relating to outsourced workers getting lost in the wider data, our approach will put those outsourcing relationships front and centre. That will act as a prompt for employers, and so achieve our original aim: getting employers to work throughout their networks and be invested in the pay decisions of those from whom they receive outsourced services. We are taking a delegated power, mirroring the approach taken for gender pay gap reporting. That will enable us to provide as much detail as possible to employers in legislation, including the definitions and parameters of what will need to be reported. We recognise that outsourcing is not clearly defined and that we will need to work with employers to ensure that the measure works.”
“This clause is the first step towards requiring employers that already report gender pay gap data also to provide information about where they receive outsourced support from. A 2019 YouGov survey found that seven out of 10 employer respondents had used third parties to provide key services. We know that the success of a business is down to everyone who contributes, including those who do some of the most demanding jobs but whose pay may be overlooked because they are employed by outsourced service organisations. By getting large employers to disclose who they have outsourcing relationships with, we are building on what we have learned from gender pay gap reporting. Public accountability is an effective motivator for organisations.”
“Well, I shall leave Members to interpret my words in Hansard as they choose. On that note, may I just make sure that I have not inadvertently made a mistake? I was referring to the 2019 YouGov survey, and I may have inadvertently said 2020, so I would like to just correct that on the record. Turning now to the clause itself, I thank my hon. Friend the Member for Birmingham Northfield for making some powerful points, as did the hon. Member for Chippenham. On the burden and the detail required, I say to the hon. Member for Mid Buckinghamshire that we are absolutely committed to ongoing stakeholder engagement in this matter. Question put and agreed to. Clause 27 accordingly ordered to stand part of the Bill. Clause 28 Pay and conditions of school support staff in England Question proposed, That the clause stand part of the Bill.”
“Before I commend the clause to the Committee, I put on record my entry in the Register of Members’ Financial Interests, including my membership of USDAW and the National Education Union.”
“It also makes it clear that the cohort of parents taking bereaved partners paternity leave can be included in the regulations allowing access to keeping-in-touch days, which allow an employee on statutory leave to be able to do some work for their employer without that leave coming to an end. Our primary focus with the enhanced dismissal protections is supporting pregnant women and new mothers during and after maternity leave. However, as is the case with clause 20, we want to consult and work closely with stakeholders on whether new parents more generally should be covered by the enhanced dismissal protections. The final policy design will then be reflected in the regulations, as is typical in this area of employment law.”
“The amended powers will continue to allow for regulation of dismissal during the period when an employee is away from work on maternity leave, adoption leave, shared parental leave, neonatal care leave or bereaved partners paternity leave. The amended powers will also apply to a period after the employee has returned from one of those types of leave. Additionally, clause 21(5)(b) clarifies that parents looking to take bereaved partners paternity leave who have adopted from overseas or had their children via a surrogacy arrangement can be included in regulations creating protections against redundancy, as well as the new protections against dismissal for other reasons.”
“A 2016 Equality and Human Rights Commission survey found that 1% of mothers were dismissed following their pregnancy each year. Analysis by the Department for Business and Trade estimates that that equates to around 4,100 mothers—that is how many women could benefit from the new dismissal protections annually. Using secondary legislation to set out the policy detail is a standard approach in this area of employment law and supports working with stakeholders to further shape the policy before confirming the final approach in the regulations. Clause 21 amends existing powers that allow the Secretary of State to make regulations concerning dismissal during several kinds of family-related statutory leave.”
“The regulations can provide that the protected period begins after a pregnancy has ended, which means that protection can be extended to a woman who has miscarried but has not yet told her employer that she is pregnant. The second is that employers must offer alternative employment to pregnant women at risk of redundancy. The last is the consequences of a failure to comply with any protections, including stipulating that this will result in the dismissal being treated as unfair. Those provisions for redundancy will all be extended, and therefore made available for dismissals for reasons other than redundancy, through this clause. This approach is necessary to then deliver enhanced dismissal protections in the regulations for pregnant women.”
“Clause 20 amends an existing power in section 49D of the Employment Rights Act 1996, which allows the Secretary of State to make regulations “about redundancy during, or after, a protected period of pregnancy.” Regulations made under that power took effect in April, bolstering the protections against redundancy for pregnant women. However, redundancy is just one of five reasons for which an employee can be fairly dismissed. The changes delivered by clause 20 are required so that regulations can be made in regard to dismissal more broadly beyond redundancy, both during and after pregnancy. The existing provisions for redundancy allow regulations to set out three things. The first is how the protected period of pregnancy is to be calculated.”
“Let me pick up on the point about the consultation. We very much recognise the urgency, so the consultation is expected to take place in 2025—this coming year—after which we will introduce secondary legislation. It has been noted that clauses 20 and 21 build on previous measures that received cross-party support, and I commend them to the Committee. Question put and agreed to. Clause 20 accordingly ordered to stand part of the Bill. Clause 21 ordered to stand part of the Bill. Clause 22 Dismissal for failing to agree to variation of contract, etc”
“We are working in close partnership with the Welsh Government to grow our economy and unleash Wales’s potential. This has already delivered tangible results, including securing more than £1 billion investment and hundreds of jobs for north Wales, a better deal for steelworkers at Port Talbot, and a record budget settlement for the Welsh Government to spend on public services, including providing funding to keep coal tips safe, which the previous Government did not do.”
“The Secretary of State was very pleased to chair the first meeting of the advisory group last week. The group will work with us to inform the UK Government’s industrial strategy to ensure that we build on Wales’s proud industrial heritage and develop the jobs and industries of the future. This is the first time that representatives from both Governments, from business, education and industry groups and from the unions have come together to shape cross-Government UK policy, proving the difference that two Governments working together for Wales can make.”
“What do you make of that, Mr Speaker? With the additional funding that we have provided for the Welsh Government, I can assure the right hon. Member that there will be proper investment in the Welsh health service, which did not happen for 14 years under the Tories.”
“The Government are absolutely committed to working collaboratively with the Welsh Government to improve transport connectivity within Wales and with the rest of the UK. We are already making progress. Network Rail and Transport for Wales announced a joint programme, which, as the Secretary of State said, will see 50% more timetabled services on the north Wales main line. I was delighted to see the tri-mode trains brought into service on the south Wales metro last month.”
“I remind the right hon. Member that Holyhead was recently given freeport tax status, and I assure him that the Welsh Government have not ruled out a third Northern Ireland crossing.”
“Indeed. The Welsh Government have been clear that the priority objective of the 20-mph policy was to save lives and reduce casualties. Recent collisions data provide an encouraging sign that the policy is moving in the right direction.”