Asked by: Ellie Reeves (Labour - Lewisham West and East Dulwich)
Question to the Department for Business, Energy and Industrial Strategy:
To ask the Secretary of State for Business, Energy and Industrial Strategy, what steps he is taking to monitor compliance with his 11 May 2020 guidance to employers on not acting in ways that may discriminate against people with caring responsibilities.
Answered by Paul Scully
The guidance is non-statutory but does not change existing obligations relating to health and safety, employment, or equalities. Employers, therefore, need to bear in mind the particular needs of different groups or individuals, and make sure that the steps they take to address the risk of COVID-19 do not unjustifiably impact on some groups compared with others. Some workers, whether through specific vulnerability, family caring responsibilities or an abundance of caution may be reluctant to re-enter a workplace even though the employer feels it is safe to do so. The Government would encourage employers to engage constructively with such workers and their representatives and try to find solutions that are agreeable to all.
If anyone has concerns that employers are not taking all reasonably practicable steps to reduce the risks of COVID-19, they should get in touch with their employee representative or union, or with the Health and Safety Executive. Health and safety legislation is enforced by the Health and Safety Executive, the Health and Safety Executive for Northern Ireland and by local authorities. We have been clear that there will be Health and Safety Executive spot checks on businesses to ensure they keep their employees safe. If the enforcing authority finds that an employer is not taking action to properly manage workplace risk, a range of actions are is open to them including specific advice or issuing enforcement notices.
Asked by: Ellie Reeves (Labour - Lewisham West and East Dulwich)
Question to the Department for Business, Energy and Industrial Strategy:
To ask the Secretary of State for Business, Energy and Industrial Strategy, what steps he is taking to enforce compliance with his 11 May 2020 guidance to employers on not discriminating against people with caring responsibilities.
Answered by Paul Scully
The guidance is non-statutory but does not change existing obligations relating to health and safety, employment, or equalities. Employers, therefore, need to bear in mind the particular needs of different groups or individuals, and make sure that the steps they take to address the risk of COVID-19 do not unjustifiably impact on some groups compared with others. Some workers, whether through specific vulnerability, family caring responsibilities or an abundance of caution may be reluctant to re-enter a workplace even though the employer feels it is safe to do so. The Government would encourage employers to engage constructively with such workers and their representatives and try to find solutions that are agreeable to all.
If anyone has concerns that employers are not taking all reasonably practicable steps to reduce the risks of COVID-19, they should get in touch with their employee representative or union, or with the Health and Safety Executive. Health and safety legislation is enforced by the Health and Safety Executive, the Health and Safety Executive for Northern Ireland and by local authorities. We have been clear that there will be Health and Safety Executive spot checks on businesses to ensure they keep their employees safe. If the enforcing authority finds that an employer is not taking action to properly manage workplace risk, a range of actions are is open to them including specific advice or issuing enforcement notices.
Asked by: Ellie Reeves (Labour - Lewisham West and East Dulwich)
Question to the Department for Business, Energy and Industrial Strategy:
To ask the Secretary of State for Business, Energy and Industrial Strategy, whether his Department plans to publish its evaluation of the right to request flexible working.
Answered by Kelly Tolhurst
We have started the data collection for the evaluation of both the Shared Parental Leave (and Pay) and the extension of the Right to Request Flexible Working policies. We anticipate being in a position to report on the Shared Parental Leave evaluation in 2019 and the Right to Request Flexible Working in 2020.
The Government has set out the largest upgrade to workers’ rights in a generation. Helping people to balance their work and home lives is vital in creating an inclusive economy where those with caring responsibilities can continue working. That is why in October we announced that we would consult on creating a duty for employers to consider whether a job can be done flexibly, and make that clear when advertising. We also announced that we would consult on requiring employers with more than 250 staff to publish their parental leave and pay policies, so job applicants can make informed decisions about whether they can combine the role with caring for their family.
Asked by: Ellie Reeves (Labour - Lewisham West and East Dulwich)
Question to the Department for Business, Energy and Industrial Strategy:
To ask the Secretary of State for Business, Energy and Industrial Strategy, whether his Department plans to publish its evaluation of shared parental leave.
Answered by Kelly Tolhurst
We have started the data collection for the evaluation of both the Shared Parental Leave (and Pay) and the extension of the Right to Request Flexible Working policies. We anticipate being in a position to report on the Shared Parental Leave evaluation in 2019 and the Right to Request Flexible Working in 2020.
The Government has set out the largest upgrade to workers’ rights in a generation. Helping people to balance their work and home lives is vital in creating an inclusive economy where those with caring responsibilities can continue working. That is why in October we announced that we would consult on creating a duty for employers to consider whether a job can be done flexibly, and make that clear when advertising. We also announced that we would consult on requiring employers with more than 250 staff to publish their parental leave and pay policies, so job applicants can make informed decisions about whether they can combine the role with caring for their family.
Asked by: Ellie Reeves (Labour - Lewisham West and East Dulwich)
Question to the Department for Business, Energy and Industrial Strategy:
To ask the Secretary of State for Business, Energy and Industrial Strategy, what assessment he has made of the effect on post office (a) staff employment terms and conditions, (b) service times, (c) counter numbers, (d) disabled access and (e) customer service issues generally of franchising.
Answered by Kelly Tolhurst
The Government recognises the critical role that post offices play in communities and for small businesses across the UK. This is why the Government committed to safeguard the post office network and protect existing rural services. The overall number of post offices across the UK remains at its most stable in decades with over 11,500 branches thanks to significant Government investment of over £2 billion since 2010.
While the Government sets the strategic direction for the Post Office, it allows the company the commercial freedom to deliver this strategy as an independent business. Franchising is an operational matter for the Post Office. I have therefore asked Paula Vennells, the Group Chief Executive of Post Office Limited, to write to the hon Member on this matter. A copy of her reply will be placed in the Libraries of the House.