Kevin Hollinrake
MP for Thirsk and Malton · Conservative · United Kingdom
“That issue is one of the many things that the people who signed the petition are concerned about, Dr Huq. One of the big things that the Government promised, which I agree with them about, is the need to encourage faster growth in our economy. Of course that is right, but look at where that growth is.”
“The UK economy went through many challenges, of course, some of them caused by Brexit; the reality is that a change like that was bound to have a short-term effect—but only a short-term effect. The country grew faster than Germany and France during that period of time.”
“As I said before, governing is not easy; we had many challenges ourselves, and we did not get everything right, but what we did during that difficult period of time—those 14 years—was get 1.2 million more people employed in our economy. Unemployment was halved during our time in office.”
“Of course, many Government Members supported his leadership challenge. We are here now, looking forward to a general election coming down the track. We are ready for a general election when the Government are, because, unlike them, we have a strong leader—against their weak leader.”
“I was, absolutely. I thank my hon. Friend the Member for Berwickshire, Roxburgh and Selkirk (John Lamont) for his excellent opening speech. He made so many good points, not least about the level of support for this petition.”
“Members on the Government side of the House also feel betrayed and angry with their own leadership, for marching them up to the top of the hill and marching them back down again on many of these issues, but they do not feel as betrayed as the businesspeople in this country in particular.”
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“My hon. Friend is absolutely right. As I said earlier, food and drink is our largest manufacturing sector—larger than aerospace and automotive put together. He is right to point out the opportunities for dairy in our free-trade negotiations, and that will be taken forward as the negotiations progress.”
“Those challenges are not just affecting this nation; many are attributing our labour shortages to Brexit, but I do not accept that characterisation. These problems are arising across the world; for instance, the USA currently has 10.7 million vacancies with only about 6 million people looking for work, a higher ratio of vacancies to people looking for work than ours. There are challenges right across the globe.”
“As we improve workers’ rights, it is however important to say—a number of my colleagues have referred to this, as did the hon. Member for Barnsley Central—that we must also consider the impacts on business. Clearly there are extra costs in measures such as these; the costs here are about £30 million initially for business through familiarisation costs and ongoing costs of about £1 million a year. We must consider the burdens on businesses as we take these measures forward. There is a recognition now that, although covid’s effects on our freedoms were temporary, the effects on the workplace are much more long term, and workers clearly now want a fairer and more flexible workplace. Business needs to provide that fair and flexible workplace if we are to solve some of the labour challenges across our nation.”
“That is not really consistent with the implication of the hon. Member for Bradford East (Imran Hussain) that the Government are going backwards on workers’ rights; far from it, we are absolutely taking this forward. He talked about the vehicle for doing so, and personally I think it is an absolute honour to be able to take through a piece of legislation such as this; it is a great honour for the hon. Member for Barnsley Central. I have had the chance to take through legislation on a couple of occasions during my career as a Back Bencher, and it is great to be able to do that, so I do not agree with the point made by the hon. Member for Bradford East. There are different ways of taking legislation forward in this place, and a private Member’s Bill is a perfectly appropriate one. The Government support this measure.”
“It is a pleasure to speak in this debate with you in the Chair, Madam Deputy Speaker. First, let me thank my friend the hon. Member for Barnsley Central (Dan Jarvis) for bringing this important Bill forward for debate. It is one of three very important measures we are taking through the House today. We have this Bill on protection from redundancy, the Bill on carer’s leave introduced by the hon. Member for North East Fife (Wendy Chamberlain) and the Bill on the right to request regular hours, promoted by my hon. Friend the Member for Blackpool South (Scott Benton). Those measures are on top of other workplace changes that we have made or are making, such as those on neonatal care leave, the Employment (Allocation of Tips) Bill, which we debated only a couple of weeks ago, and measures on the right to request flexible working.”
“Through the Government and the Equality and Human Rights Commission’s own research, and the work of the Select Committee on Women and Equalities and others, we see that there is clearly a need for further support for parents at these times. The Government are pleased to support this private Member’s Bill, which is wholly in line with our ongoing commitment to support workers and build a high-skilled, high-productivity, high-wage economy. The Government look forward to continuing work with the hon. Member for Barnsley Central and those in the other place to support the passage of these measures.”
“They are coping with a huge amount of legislation at the moment, some of which has been brought in very rapidly, for obvious reasons. Let me name them individually: Tony Mulcahy; Jenni Aara; Aoife Egar; Faye Penlington; Bryan Halka; Roxana Bakharia; Jayne McCann; Keisha Parris; and Cora Sweet, from my private office, who is sitting in the Box there. To conclude, as my predecessors have said to this House before, these measures will provide invaluable support and protection for pregnant women and new parents. A little bit more security during these times in people’s lives is so important. The evidence and analysis of the need to introduce additional protection is absolutely clear.”
“That is indeed one of our jobs here in the House. He asked how we could promote these measures so that employers knew about them. We are consulting and working with key stakeholders such as the CBI, the Federation of Small Businesses and the TUC to try to ensure that these changes are as widely known about as possible in the business community. He also asked about regulations, as did the hon. Member for Bradford East. We are making good progress on regulations and officials are working at pace, although I cannot give an actual date for when those regulations will be in place. My hon. Friend will probably understand that we have some key considerations here and we want to ensure that we get things right as we bring them forward. As I conclude, may I thank the civil servants who have worked fantastically hard on this Bill?”
“Friend the Member for South West Hertfordshire talked about his nieces and nephews, and his wish to ensure that they would be given equal treatment when they entered the workplace. Good employers always do that, of course, but in this instance we have in mind employers who do not do the right thing, and this legislation is intended to ensure that they do in future. As Members know, I spent 30 years in business. What we are proudest of in business is our legacy and our reputation, and it seems to me that our reputation is founded on how we treat not only our customers but the people who work for us. That approach has tremendous recruitment and retention benefits for business. My hon. Friend the Member for North West Norfolk (James Wild) rightly said that we were here to protect people from various types of mistreatment.”
“There can be pretty severe mental and physical impacts, which we should always bear in mind, and that is why this kind of flexibility in the workplace is so important. The last thing that any employer should do is add an injustice to insult and injury. My hon. Friend the Member for Blackpool South talked about the Government’s excellent record on workers’ rights. The death of workers’ rights has often been greatly exaggerated during debates in the House, but we are strengthening rather than diminishing them. In this regard we have always been way ahead of the pack, including European Union member states. I look forward to the debate that we shall have later today on the Second Reading of my hon. Friend’s excellent Workers (Predictable Terms and Conditions) Bill. My hon.”
“Friend the Member for Orpington rightly raised the issue of balance between workers and businesses. My hon. Friend the Member for Guildford (Angela Richardson) spoke movingly of her own experiences. It was wonderful to hear that she has three children, but she also had three mishaps along the way. I am lucky enough to have four healthy children, but along the way my wife and I had a number of miscarriages, so we have had similar experiences and I do know how distressing it is when this happens. My hon. Friend talked about her experiences of miscarriage, and I think it is fair to say that it is far from straightforward. Pregnancy can be a wonderful time, but it can also be very challenging—a period of highs and lows even at the best of times.”
“We have talked before about the requirement for six consecutive weeks of leave that needs to be taken to qualify for extended leave, which was mentioned today by both the hon. Member for Barnsley Central and the hon. Member for Bradford East. We are looking carefully at that requirement, but the purpose of the qualification period is to ensure that these measures are targeted at those who need them most—those who have taken an extended period of leave, not just, for example, two weeks’ paternity leave. Consultations are ongoing, and we are giving the issue earnest consideration. However, I can assure the hon. Member for Barnsley Central and other Members that our interests are aligned with those of workers, and that the people who really need this extra support are at the front of the queue. My hon.”
“The existing protection that applies when a parent is taking relevant leave will remain unchanged. Let me now address some of the points made by Members today. The hon. Member for Barnsley Central made an important point about extending the window of access to employment tribunals. As I think he knows, tribunals do have discretion; they can, in specific circumstances, look at individual cases brought outside that three-month window which might normally be deemed to be out of time. The number of circumstances that might not fit within the window has increased owing to covid and other pressures, such as waiting lists. We are considering these matters, and will, I am sure, engage in further conversations with the hon. Gentleman.”
“Consultation respondents also strongly agreed that protection should be extended to parents who had taken adoption or shared parental leave. The Government’s consultation response committed to extend redundancy protection during pregnancy and for six months after a new mother has returned to work, and to afford the same protections to those returning from adoption leave and shared parental leave. Under MAPLE, before making an employee on maternity leave redundant, employers have an obligation to offer them, and not just to invite them to apply for, a suitable alternative vacancy where one is available. The Bill is important as it will allow us through regulations to extend MAPLE protection into pregnancy and for a period following the birth of the child covering the return to work period.”
“Friend the Member for Orpington (Gareth Bacon) made the key point that that also applies to adoptive parents. It was announced in the December 2019 Queen’s Speech that the Government would extend those redundancy protections to prevent pregnancy and maternity discrimination. Earlier in 2019, the Government had consulted on extending the existing redundancy protections into pregnancy and for a period of return to work following relevant leave. The relevant types of leave are maternity, adoption and shared parental leave. Consultation respondents strongly agreed that six months would be an adequate period of time for redundancy protections to be in place after an individual on maternity leave has returned to work.”
“Member for Barnsley Central explained to the House, the incidence of pregnancy and maternity discrimination and the poor treatment of pregnant women and new mothers is far too high. This is an unacceptable situation. The law is absolutely clear that discriminating against women on the grounds of their pregnancy or because they are on maternity leave is unlawful. Legislation is in place in the Equality Act 2010, which every employer must follow. There are also regulations under the Employment Rights Act 1996 and the Maternity and Parental Leave etc. Regulations 1999—the so-called MAPLE regulations—which currently put a woman on maternity leave, or a parent on adoption or shared parental leave, in a preferential position in a redundancy situation. My hon.”
“When we talk about female economic empowerment, we tend to talk about positive, facilitative policies—parental leave and pay, flexible working, women on boards and so on—looking to drive positive action to achieve good or better outcomes. To help those policies have maximum impact, we also need to clamp down on poor or inappropriate practices such as discriminating against pregnant women or new mothers, or waiting for a woman to return from maternity leave when the current protected period ends and then making her redundant. We know that one of the key drivers of the gender pay gap is the time when women stay away from work. Ensuring that women are not needlessly forced out of the workplace is therefore an important way of tackling that inequality and maximising the economic contribution that women can make. As the hon.”
“No one should have to face pregnancy and maternity discrimination. It has a pernicious effect on the immediate and longer-term employment prospects for women, and for businesses it can act as a drag on equality, productivity and, indeed, their reputation generally. That is why I am pleased that we are here today. The Government—indeed, the Business Secretary and I—are committed to ensuring that the UK is the best place in the world to start and scale a business. We need a strong and flexible labour market that supports participation and economic growth. I would like to put on the record why the Government are supporting the Bill.”
“Friend the Member for South West Hertfordshire (Mr Mohindra) talked about his small business background in his speech, rightly again looking at the interests of business as well as those of workers. I thank all Members who have spoken on this important matter today and in previous stages; I am grateful for their participation. I also repeat the thanks from the hon. Member for Barnsley Central to my ministerial predecessors, my hon. Friends the Members for Watford (Dean Russell), for Sutton and Cheam (Paul Scully) and for Loughborough (Jane Hunt) and to others for their work in getting us to this stage, and I am pleased to confirm that the Government continue to support the Bill. It has been heartening to observe support for the Bill from across the House, and I was pleased to hear that reflected in the debate.”
“I heard my hon. Friend’s comments earlier about recognising the pressures on businesses and making sure that we consider their interests when making legislation, and I entirely agree with what he says. Some 575,000 people of working age have left the workplace since the pandemic started. We want to attract more of those people back to work, because they have an important role to play. There are talented people outside the workforce, and businesses need more people in the workplace; measures such as those in the Bill are required. I liked the description of this legislation by the hon. Member for Barnsley Central as a sweet spot. It is absolutely right that we consider the interests of business alongside those of workers. My hon.”
“To conclude, carer’s leave is important in improving carers’ quality of life, but it will also benefit those who depend on the care provided by unpaid carers and, indeed, employers. We know that there are already some brilliant, supportive and flexible employers out there who are taking great steps to support those in their workforce with caring responsibilities, recognising the value of policies that help carers to stay in work. The Government are supporting the Bill, in line with our manifesto commitments, and I will end by thanking our wonderful civil servants who have worked so hard on this legislation: Tony Mulcahy, Leona Hoxha-Kartallozi, Amanda Marsh, Ana Pollard, Sarah West, Bryan Halka, Elena Hartley, Roxana Bakharia, Jayne McCann and, from my private office, Cora Sweet. I commend the Bill to the House.”
“We are bringing forward this legislation and doing so much more quickly than by using the other ways he described. My hon. Friend the Member for Guildford (Angela Richardson) paid a handsome tribute to unpaid carers up and down the country. My hon. Friend the Member for North West Norfolk (James Wild) also paid tribute to those who have campaigned for this leave over the years—that campaigning has been absolutely critical, and today must be a very good day for them. My hon. Friend the Member for South West Hertfordshire (Mr Mohindra) gave some really touching examples, including that of Mrs Graham, who has had to care for her husband who has Parkinson’s. It must have been very difficult for her to do so for such an extended period of time.”
“Friend the Member for Bracknell (James Sunderland) talked about the notice period, and he asked about very short notice situations. I can reassure him that there is an existing right to do that in law for emergency situations, but as for the notice period—also raised by my hon. Friend the Member for Blackpool South (Scott Benton)—a decent notice period is required which is twice the length of time expected to be taken plus one day, so a minimum of three days. It is fair on employers that they be given at least some notice, and there is a maximum likely allowance of seven days per year. In response to the shadow Minister, the hon. Member for Bradford East (Imran Hussain), let me reiterate what I said in the previous debate: this Government are committed to improving workers’ rights by any mechanism we can use.”
“My hon. Friend the Member for Devizes (Danny Kruger) quoted one of my favourite songs—it is probably best if I do not burst into song on this occasion, on the basis of the interesting lyrics. He rightly pointed out this is a day-one right and that it meets the needs of both employers and workers. Some 575,000 people of working age have left the workplace; we need them back and flexibility is key. He also pointed out the cost to business, which is £39.9 million every year. I was delighted to hear from my hon. Friend the Member for Orpington (Gareth Bacon), who had actually read the impact assessment, quite rightly—not everybody participating in such debates does. The impact assessment always sets out the financial impact on businesses. My hon.”
“She talked about some of the situations they faced, such as when she needed to attend a doctor’s appointment with her parents to make sure that the needs of her father were understood. I know that the Bill is very important to her. The hon. Member for North East Fife also set out the broad range of such situations, including just going out to do some shopping. The hon. Member for North East Fife also pointed out that this change in legislation reflects the change in our workplaces, and that it can improve trust between workers and employers, which is also very important. She rightly pointed out that lots of employers are already doing these things, and that the Bill merely formalises it for those who are while raising the bar for those who are not, because such steps serve to improve motivation, loyalty and productivity in the workplace.”
“Importantly, this will be a day-one right, available from the very first day of the job. From older employees to women and those with disabilities or long-term health conditions, where they are providing or in need of care, the Bill represents an important step forward in supporting their needs and giving them a better chance of remaining in work. Some fine points were raised in the debate. The hon. Member for North East Fife made the interesting point that many carers do not even know they are carers. That point was also raised in a side conversation I had with the Under-Secretary of State for Work and Pensions, my hon. Friend the Member for Mid Sussex (Mims Davies), who told me that for 25 years her mother was a carer to her father.”
“It is a pleasure to speak in this important debate, and I thank the hon. Member for North East Fife (Wendy Chamberlain) for her tremendous work in bringing forward this important legislation, which I am pleased to say the Government support. I am also very grateful for the cross-party support for these measures. It was a pleasure to attend the hon. Lady’s carer’s leave drop-in event on 25 January, and I was pleased that there is support from TSB and Centrica, and to see at first hand the good work led by Baroness Pitkeathley and Carers UK. The Bill recognises the importance of the 4.2 million unpaid carers up and down the country, 2 million of whom are in work. It will provide employed unpaid carers with a new right to one week of unpaid leave per year to care for a dependant.”
“I declare my interest, because my daughters are in a similar situation—one is of school age and works at the local pub, and that has happened to her. To be fair, a zero-hours contract works for her to provide flexibility from her side, too. We recognise that receiving unpredictable and varying levels of income each month can make it difficult for some workers to meet the cost of rent, mortgage and household bills, especially during a cost of living crisis. My hon. Friend’s Bill will allow workers to request more predictable working arrangements, addressing the issue of one-sided flexibility, while ensuring that workers are able to continue working on a zero-hours contract or another form of non-guaranteed hours or temporary contract, if that is the type of arrangement that works best for them.”
“Unlike the shadow Minister, we believe that zero-hours contracts are an important part of the UK’s flexible labour market, both for employers that do not have a constant demand for staff and for individuals who need to balance work around other commitments such as childcare and study. Around 1 million individuals are on zero-hours contracts—around 3% of the UK workforce. The Government are keen to ensure that everybody can enjoy the benefits of flexible working. We are determined to tackle unfair working practices, such as the issue of one-sided flexibility where workers have to be available to their employer, with no guarantee of work. Employers may schedule or cancel shifts with little notice, leading to insecurity of work and income.”
“I thank my hon. Friend the Member for Blackpool South (Scott Benton) for proposing this important Bill, and I thank all hon. Members who have spoken on this subject. I am pleased to say that the Government support the Bill and are committed to ensuring that the UK is the best place in the world to start and scale a business—a phrase hon. Members will hear a lot more, after the Business Secretary’s recent speech from Davos about scale-up Britain, which is music to my ears. To do that, we need a strong and flexible labour market that supports participation and economic growth. I would like to take a little time to talk about the Bill before addressing some points raised by hon. Members on both sides of the House. It is good to see cross-party support, for the third time today.”
“We know how important it is to balance new workers’ rights with the impact on businesses, and those grounds will ensure that employers do not experience disproportionate burdens. The Government consulted in 2018 on the right to request a more predictable contract, and the vast majority of respondents agreed with the creation of a right to request a more predictable working pattern.”
“By allowing employers to retain skilled staff as workers, those workers will not have to look for a new role in order to secure a working pattern that meets their needs. Facilitating higher productivity, both through this measure and the other five private Members’ Bills that we are supporting, will help to drive higher employment, wages and economic growth. As my hon. Friend the Member for Blackpool South has explained, the right will function in a similar way to the existing right to request flexible working. An employer will be able to refuse a request for more predictable working patterns on specific statutory grounds similar to those established for flexible working.”
“I agree entirely. That is what modern employers are looking for. One of the biggest pressures that employers are facing is recruiting and retaining people. This is another measure where people can demonstrate that the workplace is fairer and more flexible, which should attract more people back into it. The Bill will allow individuals and businesses to strike the right balance between flexibility and job security. Workers will be empowered and encouraged to start conversations with their employers about their work patterns, with the confidence that starting such a conversation will not result in detriment. We expect that employers will benefit from the new right, too—the point that the hon. Member for Bath made—through improved worker satisfaction and productivity.”
“To conclude, this Bill will introduce an important new right that will help to address the issue of one-sided flexibility and support those with unpredictable working arrangements to gain security of hours and income. It has been encouraging to see support across the House for this Bill, as is evident from today’s good-natured debate. The Government look forward to continuing to work closely with my hon. Friend the Member for Blackpool South to support the passage of these measures, and I commend the Bill to the House.”
“As he points out, this results from a manifesto commitment, which is why we are delighted to be able to support his Bill today. My hon. Friend the Member for Devizes made similar points and also talked about the balance to be struck between employer and employee and the other work we are doing and have done to improve workers’ rights, including that ban on exclusivity clauses. The shadow Minister, the hon. Member for Bradford East (Imran Hussain), said that the Opposition were considering banning zero-hours contracts and other measures if they ever got into government—I very much hope that day will not come. By implementing things like that, there could be some serious damage to the economy, were that situation to come to pass. Nevertheless, we will let the electorate decide on that.”
“It is important that we try to attract more over-50s who have left the workforce back into the workplace. We know that about 575,000 people of working age have left the workforce since the start of the pandemic. I joined a cross-ministerial group, put together with business groups, to look at how we can attract those people back into the workforce. That body of work is ongoing, and we are very keen to find solutions, which will be partly about making the workplace fairer and more flexible, as this legislation will do. As my hon. Friend the Member for Blackpool South pointed out, the legislation will lead to a happier and more engaged workforce. He also mentioned the 26-week qualification period, which aligns with other, similar measures in employment law.”
“As a package, those Bills will increase workforce participation, protect vulnerable workers and level the playing field, ensuring that unscrupulous businesses do not have a competitive advantage. The Bills build on the strengths of our flexible and dynamic labour market and give businesses the confidence to create jobs and invest in their workforce, allowing them to generate long-term prosperity and economic growth. I will address some of the specific points made by colleagues. This is the Bill of my hon. Friend the Member for Blackpool South, and I am pleased to be able to explain the Government’s policy position on any points that he has raised. My hon. Friend the Member for Cities of London and Westminster (Nickie Aiken), who is no longer in her place, made a point about the over-50s.”
“Friend the Member for Devizes (Danny Kruger) pointed out, in 2015 this Government banned exclusivity clauses in zero-hours contracts, helping workers on zero-hours contracts to secure additional employment and boost their incomes. As of December 2022, that ban has been extended to workers who have a guaranteed weekly income equivalent to or below the lower earnings limit of £123 per week. On top of that, on 1 April 2023 the Government will increase the national living wage for workers aged 23 and over by 9.7%, to £10.42. That keeps the Government on track to achieve our manifesto commitment for the national living wage to equal two thirds of median earnings by 2022 if economic conditions allow. This is the sixth private Member’s Bill on employment rights that the Government are backing.”
“Those workers will be able to make a request if their existing work pattern lacks predictability in terms of the length of their contract or the days or hours that they are required to work. The 2019 Conservative manifesto contained a commitment to introduce for workers “a right to request a more predictable contract”. I am therefore delighted that the Bill introduced by my hon. Friend the Member for Blackpool South reflects our previous commitments on this important issue. The Bill will also build on the progress that the Government have already made in bringing forward measures allowing additional flexibility for workers on zero-hours contracts and those in low pay. As my hon.”
“I entirely agree. That is why we have carefully struck a balance so that there will not be too much of a burden on employers. That would be detrimental to employees, too, because employers would be less likely to take people on. The right to consider it is clear, and the process is clear, but if it cannot work for the business, the process of saying, “I’m sorry, we can’t do that” is simple and set out in regulations. The Government consulted in 2018 on the right to request a more predictable contract, and in response to that consultation we committed to introducing a right to request a more stable working pattern for all workers, including those on zero-hours contracts.”
“It is a pleasure to serve under your chairmanship, Mr Evans. It is well known that the first and foremost job of any Government is to keep the public safe. Every one of us in this Chamber will know of people who have been impacted by industrial action. Every one of us will know constituents who work hard and expect access to essential and life-saving services when they need them. It is clear that that is not happening in all cases. That is why this Government are taking proportionate and sensible steps through the Bill. Our position, which has the support of the majority of our constituents—in a recent YouGov poll, 56% of those polled said that they support the legislation—is that we need to maintain a reasonable balance between the ability of workers to strike and the ability to keep the lives and livelihoods of the British public safe.”
“Clearly, there is a wider context for children. It is about services and safety—those are both contexts in this—as well as livelihoods. All those things are affected when people do not provide a minimum service level.”
“If I may, I will respond to the question from the hon. Member for Kilmarnock and Loudoun (Alan Brown). All those things are affected when there is a universal strike. The Bill is about guaranteeing a minimum service level.”
“In answer to the point from the hon. Member for Coventry South (Zarah Sultana), negotiations need to continue, and they need to be fair to workers, but also to the taxpayer, which I will touch on in a second. I reject the characterisation of this Bill by the Opposition, who clearly put their relationship with their unions over the interests of this country. This is not a radical Bill. What we are doing is not even new. We are taking reasonable, proportionate and balanced steps and aligning ourselves with many of our European partners, such as France and Spain.”
“I do not accept the hon. Gentleman’s point. On nurses, we already have voluntary agreements, yet still they go on strike. The two things are consistent and are not mutually exclusive, but I recognise his point on the right to withdraw labour and bring attention to certain things, whether pay or other matters at work. It is absolutely right that people should be able to do that, but it should not prevent others going about their daily business and, indeed, feeling safe in terms of such things as healthcare.”
“The hon. Member makes an important point. We are happy with the agreement we have with the Royal College of Nursing, and that is why we are not consulting on minimum service levels for nurses. On ambulances, we got only last-minute agreements—we had to negotiate on a trust-by-trust basis—that provided no confidence that the service would be in place and did not cover things such as strokes and chest pains in all cases. That would put somebody who is worried about having a stroke in a state of anxiety, and that is what we are trying to protect against.”
“I will conclude my comments there. I am happy to hear contributions from hon. Members on both sides of the Committee. I will listen with interest and look forward to responding later.”
“I will make some progress. We clearly want to resolve these disputes, but we must do it in an affordable way. An inflation-matching pay increase of 11% for all public sector workers would cost £28 billion, which would put just under £1,000 on to the bills of every household in all our constituencies. That is on top of the Opposition’s spending plans, which would add £50 billion of recurrent costs annually on to our economy, where we are already running a £175 billion deficit. As we have seen in recent months, we cannot take the market for granted, so that level of borrowing is absolutely unsustainable. The disputes are already costing our economy and threatening businesses and livelihoods. The estimated cost to the economy so far is £6 billion, including £2.5 billion to the already challenged hospitality sector.”
“I thank hon. Members on both sides of the Committee for their contributions. Consistent with the contributions that have been made, this Government firmly believe that the ability to strike is an important element of industrial relations in the UK—it is rightly protected by law—and we understand that an element of disruption is likely with any strike. However, we need to maintain a reasonable balance between the ability of workers to strike and the rights of the public, who work hard and expect the essential services that they pay for to be there when they need them. We need to be able to have confidence that, when strikes occur, people’s lives and livelihoods are not put at undue risk.”
“I will make a little progress and then bring the hon. Member in, although I might cover his point in my next comments. To respond to some of the points made in the debate, particularly on scrutiny and process, clearly the consultations offer plenty of opportunities for hon. Members, their constituents, employers and unions to play a role in shaping minimum service levels before regulations are made, and both Houses will be able to provide additional scrutiny.”