I thank the hon. Member for his comments. He is absolutely right that this should be the beginning of a much broader conversation with all employers, whatever the circumstances in which they employ their staff.

It is believed that 10,200 parents each year will be eligible for statutory parental bereavement leave, with 9,300 eligible for statutory parental bereavement pay, meaning that about 1,000 parents a year will not be entitled to the pay provision. Will the Minister look again to see if day one provision could be extended specifically in that area?

I further seek to clarify that under the provisions of regulation 8 of the draft Parental Bereavement Leave Regulations 2020, two weeks’ statutory parental bereavement leave could commence following a completed period of maternity or paternity leave, provided that the two weeks’ allowance is used within 56 weeks of the loss of a baby or child. Labour believes that ensuring that all workers have day one rights would recognise that loss is loss and bereavement is bereavement. Arbitrary timescales should not come into this. While we would extend day one rights to all areas of employment law, it is important that the position is revisited for bereavement pay.

I also trust that employers will recognise the strength of these arguments and seek to go further when implementing these provisions. Good employment focuses on taking care of the holistic needs of the workforce, most acutely at the time of greatest need. We need to provide more time, time spread over a longer period, full pay, and support at key times, for instance on anniversary days. I trust that employers will be compassionate in making the fullest offer to staff, should they experience the loss of a baby or child.

Of course, bereavement brings its own patterns of grief, and time is necessary to come to terms with such loss. I hope that the Government will revisit this shortly, perhaps in the forthcoming employment Bill. The loss of a parent can often involve people having to take many additional practical measures to manage the parent’s estate or belongings, such as clearing a property. Bereavement leave could therefore be extended.

Research shows that not all parents are aware of their rights. For instance, 58% of those in low-paid work are not aware of what they are entitled to, and 63% are not aware of the right to unpaid parental leave, according to the TUC. Some have been found to use sick leave to address a family caring responsibility. That highlights the fact that from 6 April, not all parents will be aware of the changed provisions. Will the Government put in place a systematic approach so that parents can learn about these new measures? While we would hope that employers will inform their staff, may I suggest that NHS and hospice staff, as well as registrars for deaths, are briefed on the new provisions?

From 6 April this year, bereaved parents will have some time and support to manage the difficult days and weeks following the loss of their baby or child. This is a first step, and the Opposition will support the regulations today.