Crime and Policing Bill

Debate between Lord Blencathra and Baroness Fox of Buckley

Committee stage
Wednesday 17th December 2025 Lords Chamber

[Lord Blencathra (Con)]

I shall need to go back later and do my own sums, but that still seems to me a little bit excessive.

I am not opposed to the proposed new clauses, and I agree with the thrust of them; this is an important issue. But my concern is with turning a broad legal duty, which these two proposed clauses suggest, into concrete and repeatable workplace practice. There are some practical difficulties. First, you get hidden and underreported incidents. We all know that victims often do not report harassment or stalking—and then there are no incident logs, which may underrate the risk. The risk can come from colleagues, managers, contractors, clients, customers or the public, including online, making responsibility and control much harder to map. That might put a simply impossible obligation on employers and impose a very heavy burden on small employers, which would probably not have an HR or personnel department or the security expertise to assess all the potential risk.

Designing “gender-responsive” measures into practical and proportionate steps seems to me to be a very difficult thing to do; a lot of careful tailoring would be required to deal with different people and roles. That may be beyond the capability of many employers, particularly small ones. I know that the noble Baroness, Lady Smith, has looked at the HSE advice, already published, which I think includes detailed guidance on managing work-related stress and preventing work-related violence. That includes information on creating policies to address unacceptable behaviour. Perhaps the voluntary advice it gives could be expanded to deal with the elements at the core of these new clauses.

I also look to what ACAS does. This is what it says on its website:

“‘Vicarious liability’ is when an employer could be held responsible if one of their workers discriminates against someone … The law (Equality Act 2010) says a worker and an employer could both be held responsible if the discrimination happens ‘in the course of employment’. This means something that’s linked to work … This could be at work or outside the workplace, for example at a work party or through social media that’s linked to work”.


That is what ACAS says about discrimination, but I simply wonder whether the better course of action might be not to pass this proposed new clause into law but to get HSE and ACAS to take the thrust of the suggestions and design new guidance that delivers what the noble Baroness and the noble Lord, Lord Russell, want.

The noble Lord, Lord Stevens of Kirkwhelpington, has just left the Chamber, but when I saw him here, I assumed that he was going to speak on this matter. Had he spoken, he would probably have said, “Please do not give any more powers to the Health and Safety Executive”. He was a victim of one of the excessive criminal trials. When he was commissioner of the Met, one of his officers was pursuing a burglar. The burglar ran on to the roof of a factory, and the police officer chased him, fell through the skylight and was seriously injured. The Health and Safety Executive took the commissioner of the Metropolitan Police to court for failing to provide a safe working environment for the officer. The noble Lord, Lord Stevens, said: “I stood in No. 1 court of the Old Bailey—the court that had the trials of murderers, serious criminals and traitors—accused by the Health and Safety Executive of not taking enough care of my workers. When my lawyer asked the chap from the Health and Safety Executive, ‘What should the officer have done?’, he said, ‘Well, he should have stopped; he should have sent for a cherry-picker and scaffolding to make sure it was safe’”. The noble Lord said, “I looked at the jury, and the jury looked at the face of this idiot, and within minutes I was cleared, because a sensible jury knew that that was a ridiculous thing to say”.

That is the only danger of giving these powers to an organisation like the Health and Safety Executive. It may use the bulk of them safely most of the time, but on occasions you will get silly decisions. I should say in conclusion that that case of the noble Lord, Lord Stevens of Kirkwhelpington, is a very good reason why we should keep juries, rather than having a single judge.

I perceive difficulties in putting this proposal into law, but I hope that a solution can be found whereby the Health and Safety Executive, ACAS or others can pursue the contents of new clauses without recourse to legislation.

[Baroness Fox of Buckley (Non-Afl)]

My Lords, I have some serious reservations about Amendment 348 and the related Amendment 349. I spoke at length against them when a similar amendment was tabled to the Employment Rights Bill, and I shall not repeat everything that I said then.

The noble Baroness, Lady Chakrabarti, talked about looking at the drafting. That was interesting, because one of my problems is with the wording of this repeated amendment. It is all over the place, quite dangerous and very broad, and it could get us into all sorts of unintended trouble. Let me illustrate.

The noble Baroness, Lady Smith of Llanfaes, spoke passionately and excellently about some the real live problems of sexual harassment at work, and many of us will recognise that. As I say, I have concerns about the language of this amendment. It refers to having a legal mandate for employers to introduce

“proactive and preventative measures to protect all persons working in their workplace from … psychological and emotional abuse”.

We heard from the noble Lord, Lord Pannick, that “psychological and emotional abuse” is a very broad term. The nature of “proactive and preventative measures” might involve stopping something that is very hard to define and could result in real overreach. It could be quite coercive and manipulative.

However, I am particularly nervous about the use of the “gender-responsive” approach that is advocated, particularly in relation to training. We are told in the amendment that

“a ‘gender-responsive approach’ means taking into account the various needs, interests, and experiences of people of different gender identities, including women and girls”.

Women and girls are not a subset of “gender identities”—whatever they are. That is insulting, and gender identities are at the very least contentious. This language confusion, for me, drags the amendment into a potential political minefield. I am familiar with the way in which gender-responsive approaches are being used in the workplace at the present time to undermine women and girls.

I was fortunate enough today to have a meeting here in Parliament with the Darlington Nurses Union. The Darlington nurses are in dispute with their NHS employer because they felt sexually unsafe in their single-sex nurses’ changing room—which, by the way, was fought for as part of health and safety at work in the past. They had a place where they could get changed and they felt unsafe when a gender-inclusive policy allowed a male who identifies as a woman to use their space. This has led to all sorts of problems in relation to what safety at work is. They felt as though there was a degree of sexual harassment going on, and so forth. I am just pointing out that this is a difficult area, so can we at least acknowledge it?