MPs Staff: Employment Conditions

Nick Smith Excerpts

Thursday 16th November 2023 Commons Chamber

[Nick Smith (Blaenau Gwent) (Lab)]

This is an important debate about the culture and working conditions in Parliament. As Members of this House and as employers of staff, we should ensure that all staff feel valued and respected, regardless of whether they are employed by Members directly or by the House authorities, in the Palace or in our constituency offices. Staff working across Parliament and the country are the backbone of our democracy and I give my personal thanks for their dedication. I am sure that sentiment is echoed across all Benches.

The issues of pay, recognition and ensuring a safe and respectful workplace are not new. They are long-standing issues on which we should always work hard, but it is important to recognise how much progress has been made. Thanks are due, in no small part, to the work of the parliamentary trade unions and the House authorities.

We support the recommendations outlined in the Speaker’s Conference report, which are a welcome step in the right direction. Crucially, there will be changes for Members’ staff concerning continuity of service that will mean improved maternity and paternity rights, enhanced rights regarding sick pay and better redundancy arrangements. Also, it is right that our HR functions, support and advice are available to our staff as well as to Members. That will enable staff to make informed choices about their employment.

On balance, the report concluded that MPs’ staff should remain under the direct employment of Members, complemented by the new HR service. It will also be good to reclassify staff training and costs to support the widest participation in career development. Together, these are good steps in the right direction and should help improve the working culture of our House.

The report’s primary purpose was not to focus on the conduct of Members and possible ways of redress, but that issue was partially covered. I welcome the role of the Independent Complaints and Grievance Scheme in dealing with incidents of poor behaviour by Members. The process appears to be improving and timescales to complete cases are said to be coming down, but will the Leader of the House address the following questions: will recommendations concerning HR and continuity of service be finalised by the general election? Are there plans to look further at the role of the ICGS and its processes? Is a future assessment point planned to monitor progress of the report?

As I have set out, we welcome the recommendations of the report and thank the Speaker and the members of the Speaker’s Conference for their diligence. Working together, we need to stick with this important task. Finally, if approved by Members today, I hope the report’s recommendations will be implemented as soon as possible.