Lord Hunt of Wirral:

Moved by Lord Hunt of Wirral

62: After Clause 8, insert the following new Clause—“Impact assessment: sections 1 to 8(1) The Secretary of State must conduct a review of—(a) the impact of sections 1 to 8 on the operation of employment tribunals, and(b) the ability of employment tribunals to manage any increase in applications resulting from those sections.(2) The Secretary of State must lay the review made under subsection (1) and the Government’s response to the review before Parliament.”Member’s explanatory statementThis new clause would require the Secretary of State to conduct a review of the impact on the employment tribunals of the Bill’s provisions on zero hours workers.

My Lords, we now move to consider the impact assessments, or lack of them. Amendment 62, which I will speak to first, considers the impact on employment tribunals of the zero-hour contract provisions. Amendment 63 would require an impact assessment within six months, specifically for the hospitality sector, the retail sector and the health and social care sector. I greatly welcome the noble Baroness, Lady Fox of Buckley, who has kindly given her name to that amendment, along with my noble friend Lord Sharpe of Epsom.

Earlier this week we heard, and it was reported in the Financial Times, that the UK employment tribunal backlog had hit record levels. Some 49,800 cases were waiting to be heard by an employment tribunal at the end of the final quarter of last year, up from 39,000 in the same period of 2023. That is according to data from HM Courts & Tribunals Service. Earlier this afternoon, the Government refused to accept Amendment 21, which I spoke to and which would allow businesses to make a dismissal in the case of genuine business needs. By rejecting this amendment, as well as any suggestion from businesses throughout their consultation, I think that the Government are risking overloading the employment tribunal system even more than is the case today.

Moreover, it is worth noting that the Government have previously tabled so-called technical amendments that would have required employers to make work available to zero-hour workers. This alone highlights how impractical the current zero-hour contract provisions are when viewed through the lens of tribunal risk. It is deeply concerning, in particular, that the Regulatory Policy Committee has given a red rating to the Government’s impact assessment on day-one rights over unfair dismissal.

The impact assessment has a number of other deficiencies. It overlooks cost implications for businesses, ranging from salary costs during performance processes and disputes to higher settlements driven by tribunal risk aversion. There is no serious examination of whether these changes will have different effects depending on job type—lower skilled versus professional—or the reputational risks professionals face when bringing claims. Nor does it address wider labour market impacts such as recruitment, turnover or retention.

On Amendment 63, I begin with a point that goes to the heart of responsible policy-making and lawmaking. The Regulatory Policy Committee is the independent body tasked with scrutinising the quality of government impact assessments, and it has chosen to deliver a damning verdict on the Government’s own assessment of these proposals. The RPC gave the Government’s impact assessment on the guaranteed-hours offers a red rating under two critical categories: “Identification of options” and “Justification of the preferred way forward”. In plain terms, that committee has judged the impact assessment to be not fit for purpose. The Government have failed both to explore alternative approaches and to provide a sound evidence-based rationale for the one they have chosen.

Even more striking, and here I quote from the Regulatory Policy Committee:

“The IA needs to address”— the comments that the RPC made earlier—

“on options to justify the preferred way forward. The IA also needs to provide a clear assessment against the counterfactual and assess more fully the potential for the policy to increase unemployment/worklessness, and how far this risk is mitigated by ZHCs remaining potentially available”.

This is not a technical footnote. This is a fundamental flaw. We are being asked to legislate not only in the absence of robust evidence but in defiance of expert advice. Yet these reforms will impose new legal duties, operational burdens and real financial risk on businesses across the country. That is why we are bringing these amendments forward. The Government may have failed to conduct a rigorous assessment, but this House—the House of Lords—need not.

I now turn to the sectors most affected. Hospitality businesses face £3.4 billion in additional annual costs from April. Research from CGA by NIQ shows that just 14% of businesses feel optimistic about the market. Hospitality, as colleagues will know, is the single largest user of zero-hours contracts, with 32% of such arrangements in the UK workforce found in this sector alone, according to the House of Commons Library briefing last September.

Hospitality is highly seasonal. A worker might put in full-time hours during the 12-week run-up to Christmas, when pubs, hotels and restaurants are at their busiest. Under this legislation, that surge in hours would form the basis for a guaranteed-hours offer. But what happens in January or February, when footfall drops dramatically? That business may no longer need that level of staffing, yet it will be legally obliged to offer a contract based on peak demand.

The Government have tried to address this seasonal issue by allowing businesses to introduce fixed-term contracts “where reasonable”. What qualifies as reasonable has yet to be defined in a way that accounts for the complex nature of hospitality work. While this may seem to be a solution, the reality is far more complicated. The multitude of circumstances in which it would be deemed reasonable to offer a fixed-term contract is so varied that it will take years to establish a reliable body of case law on its use, particularly through the already stretched and overburdened employment tribunal system.

This will add significant administrative burden to businesses, in particular small businesses. Employers will be required to track when statutory thresholds are triggered, calculate average hours and issue formal offers. The cost associated with administering and calculating these contract offers on a rolling basis whenever additional hours are worked will be disproportionate and provide no clear benefit to workers. Businesses will face substantial administrative costs, which will ultimately harm the workers whom the legislation is trying to protect. The idea that this will lead to better outcomes for workers is, frankly, misguided.

Employers will likely start to restrict voluntary overtime to avoid inadvertently triggering a contractual obligation that they cannot sustain in the longer term. This would mean fewer opportunities for workers who rely on those extra hours. The cost of compliance for businesses, particularly those in hospitality, will be significant and ultimately counterproductive for workers.

The health and social care sector also faces significant challenges under these reforms. It employs a large proportion of zero-hours contract workers, many of whom provide care on a flexible basis. The flexibility to increase or decrease working hours based on patient need is essential. These reforms risk imposing rigid contractual obligations on a sector that depends on being able to respond to fluctuating care demands.

According to Skills for Care’s latest report on the adult social care workforce, published just yesterday, 21% of all adult social care posts, which equates to approximately 340,000 roles, were employed on zero-hours contracts in 2023-24. More specifically, 29% of care worker posts and 43% of home care worker posts are filled by workers on zero-hours contracts. These statistics show just how reliant the sector is on this form of employment and why the flexibility of zero-hours contracts is vital to ensuring that care needs are met as they fluctuate.

If the Government’s reforms force employers in social care to offer fixed hours or face penalties for failing to meet these new requirements, I believe it will undermine the flexibility they need to respond to changing care needs. The challenge is not simply administrative but fundamental to the whole nature of social care work. It is about being able to respond to the variability of the demand for care, whether due to seasonal illnesses, outbreaks or other changes that require flexible staffing.

Furthermore, as the social care sector is already struggling with staff shortages, imposing additional obligations that reduce flexibility will make it even harder to fulfil these roles. The increased administrative burden will also divert those precious resources away from front-line care. Social care workers and managers will be forced to spend more time tracking hours and calculating offers instead of providing the care that vulnerable individuals so desperately need.

Finally, I must address one of the Government’s arguments that I find particularly disingenuous. The Government have suggested that workers may be afraid to ask for guaranteed hours under the current system. This is, I believe, nonsense. It is quite something to claim to be pro-worker and have such a low opinion of those workers and their ability to ask for a contract. The idea that workers cannot or should not be able to request guaranteed hours is an insult. Workers can understand their own needs and they are making informed decisions about their employment.

I believe the Government should trust workers to take responsibility for their own employment decisions. If workers want to request guaranteed hours, of course they should have the right to do so, and the freedom to ask without fear of discrimination or retribution. By undermining this basic principle of worker autonomy, the Government are sending a dangerous message on the real value they place on workers’ rights. I beg to move.

My Lords, until my earlier rant on trade unions, I had not been available to speak consistently in the debates on Clauses 1 to 8, although I have been listening in or following them. I have not been able to be here because of the problems of contemporary work: a portfolio career running from one job to another and never having time to do everything I want to do.

One of the reasons I am very keen on an impact assessment on the impacts of Clauses 1 to 8 on these sectors—the subject of the amendment to which I added my name, looking at hospitality, retail and health and social care—is that I feel as though the modern employment landscape has changed so dramatically. Despite the fact that we have a Bill about modernising employment rights, I have sometimes felt that there has not been an adequate recognition of how things have changed. As I hinted at earlier, there is a rather caricatured view on a variety of sides of the Committee, as though we were stuck in the 1970s and every employee and every worker was a public sector worker with a nine-to-five job. That is just not what it is like. The contemporary workplace often needs flexibility, for the sake of the workers as much as anything. But it is an argument, and I am not going to go into the details.

I thank the noble Lords, Lord Sharpe of Epsom and Lord Hunt—of wherever—for allowing me to put my name to this amendment. The noble Lord, Lord Hunt, explained well the different issues that have been raised in the debates until now, as I understand them. On different Bills I have raised the problems in these sectors, so I will not repeat them. But I note that, in a debate on Martyn’s law—which has now become an Act of Parliament as the Terrorism (Protection of Premises) Act—I raised the real problems that the hospitality sector is facing at the moment because it is under the cosh and overregulated. People who work in that sector feel that it is not going to survive. There are the national insurance contributions and the regulations being brought in. The retail sector, such as convenience stores, will now face a whole barrage of assaults in the Tobacco and Vapes Bill; I talked about that at great length, so I will not repeat that.

I fear that the health and social care sector has exploited care workers via zero-hour contracts; I have talked about that in the past. A modernisation of the health and social care sector is required, and I am disappointed that the present Government have not brought that forward. The one thing that I would like a Bill on is the modernisation of the health and social care sector, instead of these other Bills, which I think do some damage. Despite that, all that the amendment I am supporting calls for is an impact assessment of Clauses 1 to 8.

The introductory thoughts of the noble Lord, Lord Fox, and the speeches of a variety of noble Lords who followed him, have been pleas to the Government to acknowledge that there are so many gaps in the Bill that have not been filled in. I cannot see how we can pass it unless we have impact assessments of what its damage might be. Also, we need to be open to the possibility that some of what is done in a well-intended way to help the workers will actually cause some serious damage to them. I have heard very reasonable speeches from all sides here, saying, “Can’t you see that this could affect ordinary workers’ ability to live the lives they want to live and work in the way they want to work?”. The Government have just said, “No, we’re not having that”, or, “We’re going for consultation”.

At the very least, to test the water, can we not say that we will have an impact assessment on whether the Bill will be positive to sectors that are absolutely drowning, in many instances because of things that this Government and the previous Government have done? Surely we have to ensure that something that is well intentioned to help workers does not do more harm than good. Therefore, we should support an assessment of what the impact will be.

My Lords, I will speak to Amendment 63. I agree that the impact of Clauses 1 to 8 will be especially felt by these three sectors: hospitality, retail and social care. But, to be frank, I would not stop there; I advocate expanding this impact assessment, not only to small businesses and micro-businesses—noble Lords would expect me to say that—but to all key sectors in the economy. There will be huge employment variations sector by sector, and they need to be analysed and understood. As we keep hearing, one size does not fit all—although the Bill has a different view on that—and we have the issue of “mind the gap”.

Two other industries that certainly deserve such assessments are the creative industries, which we will debate on another day, and the gig economy. Some very disturbing numbers are already coming out of membership surveys from bodies such as the Federation of Small Businesses and the Institute of Chartered Accountants. I will share two bits of data from the ICAEW’s latest quarterly business survey for the first quarter of this year. It says that 53% of its members expect that the Bill will

“reduce their plans to hire permanent staff”,

and that 40% anticipate greater use of outsourcing because of the Bill—that is a very significant number.

What does this mean? It means—it is already happening—that employees will be coming off payroll and going into freelance and self-employed roles. We have an amendment coming up in many days’ time, or probably weeks; I will not read out the names of my noble friends who are behind it, but it is Cross-Bench and Liberal Democrat-sponsored and relates to the establishment of a freelance commissioner office. I think the Government may have very little choice on this, because the demands for the services of that office are going to go up exponentially, partly because of this Bill and also because of the national insurance contributions Bill. I will not repeat all those arguments.

I come to the second unforeseen consequence—although, frankly, these are not unforeseen, are they? They are foreseen. We can actually say with some certainty that the Government are encouraging the offshoring of jobs from the UK. This trend has been going on for decades, but is it really the objective of the Government, particularly for lower-paid and entry-level roles, to see a percentage of those jobs going off to countries such as India, Vietnam, the Philippines, Romania or Moldova? I am not against offshoring, but I think you have to be very careful about being seen to be encouraging it, and I believe the Bill is guilty of that.

On the assessment, which we hope will happen, the area that should be looked at in greatest detail is the impact on part-time jobs. We have heard already about the young graduates and students, but I will speak up also for older workers. Those of us here who sit on the Economic Affairs Committee—I see the noble Lord, Lord Davies, here—will be aware that we are conducting an inquiry on the economics of an ageing society. If the Government are to achieve their noble objective of raising the economic activity rate from 75% to 80% across all age groups, they will have to tackle the 50 to 70 year-old cohort.

In order to get people back into work, not just those who took premature retirement but those who have been on benefits for a long time, we will have to be far more flexible about creating part-time work, and I am afraid that the Bill is likely to deter the creation of part-time roles. So that is another area that I believe the impact assessment should be looking at, which is not just by sector but by type of job.

I am told by my friends in the recruitment industry, if I can call them that, that there is already a shift in hiring from permanent to interim, and that trend started at the beginning of this year and is accelerating. Again, national insurance contributions have pushed employment in that direction and the Bill threatens to do the same.

My final point, talking about assessments, is that HMRC may well want to conduct one to discover that its projected national insurance contribution tax revenues will, as a result of the Bill, take a significant hit as employees start being taken off payroll and moved into self-employed, part-time or even offshored roles.

Perhaps I might intervene briefly on this group. I support Amendment 63 but, like the noble Lord, Lord Londesborough, I wonder whether it is too modest in scope. As I said when I spoke on the last day in Committee, I am sympathetic to the kinds of effects that zero-hours contracts or some of the different kinds of practices that we see now have on employees in these businesses, which are often at the lower end of the pay scale.

However, I am very struck, by listening not just to this debate but to the debates on the various different things that we have been discussing this afternoon, that what we do not seem to be taking account of—or rather, to be more specific, what the Government do not seem to have taken account of in bringing forward this legislation—is that a lot of the practices that they are trying to remove or mitigate are the consequence of other things that have been introduced in the past which have been well intentioned in support of low-paid workers but are now creating other things. For instance, although it is going back some time now and various other things have happened since, I think about the arrival of tax credits when Gordon Brown was Chancellor. That led to people wanting to reduce their contracted hours because of the impact on their various benefits.

So when I hear people say that some of these measures—or, rather, the removal of some of these practices and various other things in the Bill—start to disincentivise people either being offered more hours or whatever, I worry that, given the way in which the Bill has been introduced and what feels like inadequate assessment through the proper stages—Green Paper, and all that sort of thing—we are creating yet more problems, which will then lead to the need for yet more legislation, which will never get to the heart of what we are trying to do here, which is to create an employment economy that is fair for employees and people do not feel that they are being exploited but have the flexibility that they need, and where employers, too, have the freedom and independence that they absolutely need to be able to employ workers and grow their businesses to contribute to the fundamental agenda, which is a growing economy that is fair to everybody concerned.

My Lords, this is another one of those divided-off groups. I am going to speak to impact assessments and reserve what I say on tribunals for the next group. There is a danger when talking about the existence of and the need for impact assessments that we start providing our own impact assessments. I am afraid that many of your Lordships fell into that trap. I will try to avoid it, so I will not be commenting on what should be in an impact assessment; I will be commenting on why we need improved impact assessments. Some of the Government’s amendments have already been debated. I was not able to be here during that part of the process, but, on reading the debate, I saw that it further illustrated that, with each layer of new amendments, changes are coming to the Bill and complications and reflections are being added.

The noble Lord, Lord Hunt, before he gave us his impact assessment, made I think his most important point, which was to bring up the findings of the RPC on the existing impact assessment. That is before all the changes that have come and before the Bill changed substantially between the Commons and your Lordships’ House, and therefore, unscrutinised to this point. I am very much in the camp of the noble Lord, Lord Londesborough: if we are going to redo an impact assessment, we should do it properly. We should go back and produce one that is meaningful, that the RPC can endorse and that we can use meaningfully in the next stages of this Bill.

I am not sure how many of your Lordships worked on the then Professional Qualifications Bill. I suspect that the noble Baroness, Lady Neville-Rolfe, may at least be one. Sometimes the then public procurement Bill is used as an example of Bills that come half-baked—or, in that case, not even in the cooker—but actually the best example is the Professional Qualifications Bill. That Bill differed from this one in that it started in your Lordships’ House, but it came to your Lordships’ House full of things that needed to change, full of drafting points and full of extensions and amendments, and the noble Lord, Lord Grimstone, who was the Minister, stood where the Minister is today and said, when we came to the end of Committee, “Well, my Lords, it is clear that we have to take this Bill on a holiday”. And that is what he did. He took it away for four months and came back with a Bill that was properly drafted. The “i”s had been dotted and the “t”s crossed and we were able to make a reasonable piece of legislation to pass to the Commons for its work.

We have some time. This is a flagship Bill. It had to be introduced within 100 days because that is what the Government told the world. I understand that. But it is very important that we get this right. The Minister should start thinking about vacation plans for the Bill between Committee and Report, so that things such as the impact assessment can be delivered to your Lordships’ House. Those of us who want the Bill to succeed will then be sure that it has a chance to succeed.

My Lords, I thank the noble Lords, Lord Hunt, Lord Fox and Lord Londesborough, and the noble Baronesses, Lady Fox and Lady Stowell, for their contributions, and thank the noble Lord, Lord Sharpe of Epsom, for tabling Amendments 62 and 63. These amendments cover the impact of the Bill’s zero-hour contracts provisions on the employment tribunal system and on specific sectors.

Let me place on record that the Government recognise the vast contribution that the hospitality, retail and health and social care sectors make to the nation’s economy, and that they employ millions of people. I will give some examples. The hospitality sector currently employs 330,000 people on zero-hours contracts, which makes up 28.9% of the workforce. The retail and wholesale sector employs close to 90,000 people, equating to 7.8% of the workforce. The health and social care sector employs 190,000 people, contributing 16.5% of the workforce.

Zero-hours contracts offer flexibility for some workers, but evidence indicates that they have been exploited by certain UK companies, leading to job insecurity and limited work rights. This pro-business, pro-worker Bill aims to address these issues by effective enforcement and by closing the loopholes, to ensure fair treatment for all workers so that we can grow our economy.

Amendment 63 seeks to insert a new clause requiring the Secretary of State to publish an assessment of the impact of the zero-hours provisions in the Bill on specific sectors of the economy within six months of the passage of the Bill. As the Committee will know, the Government have already published a very comprehensive set of 27 impact assessments, spanning close to 1,000 pages. These are based on the best available evidence of the sectors likely to be affected by these measures. As mentioned by the noble Lords, Lord Hunt and Lord Fox, the RPC’s opinions refer to the evidence and analysis presented in the impact assessment and not to the policy itself. Our impact assessments provide initial analysis of the impacts that could follow. We will therefore be updating and refining them as we further develop the policy and continue consultation and engagement.

Can the noble Lord respond to the red rating which the RPC has given the Government’s impact assessment? Are the Government continuing discussions with the Regulatory Policy Committee to try to reverse that red rating, to meet the necessary requirements that the Regulatory Policy Committee imposes on all Governments? When will we see an end to the red rating and an acceptance that the Government have learned from the experience and judgment of the RPC?

I thank the noble Lord. This impact assessment will continue. I will be mentioning later in my speech that there will be further impact assessments. Regarding his specific point about the RPC’s rating, I will write to him.

We recognise the importance of ensuring that the impacts of these policies on workers, businesses and the economy are considered, and that analysis is published outlining this. We already intend to publish further analysis, both in the form of an enactment impact assessment when the Bill secures Royal Assent and further assessments when we consult on proposed regulations, to meet our Better Regulation requirements. In addition, we are committed to consulting with businesses and workers ahead of setting out secondary legislation, as we have said on previous groups, including those from the sectors listed in the amendment.

Amendment 62 would insert a new clause to require the Secretary of State to undertake and publish a review of the impact on employment tribunals of the zero-hours provisions in the Bill. The detailed package of analysis, to which I referred a moment ago, also includes an illustrative impact assessment of the Bill’s measures on employment tribunal cases. We intend to refine this over time by working closely with the Ministry of Justice, His Majesty’s Courts & Tribunals Service, ACAS and wider stakeholders. We recognise the importance of assessing the impact of these policies on the enforcement system and have worked in partnership with these organisations throughout policy development.

We already intend to publish further analysis, both in the form of an enactment impact assessment when the Bill secures Royal Assent and further assessments when we consult on proposed regulations, as I mentioned earlier. In the meantime, the Government are taking various steps to increase capacity within the employment tribunal system. For example, ACAS currently provides information to employees and employers on employment law, and early conciliation for potential employment tribunal claims. It also offers post-claim conciliation. The Government have taken various steps to increase capacity, such as the deployment of legal caseworkers and recruitment of additional judges.

HMCTS continues to invest in improving tribunal productivity through the deployment of legal officers to actively manage cases, the development of modern case management systems and the use of remote hearing technology. We are committed to looking at what more we can do in this area, working with the Ministry of Justice and wider stakeholders such as ACAS, as I just mentioned. We are already helping many employers and workers to reach settlement before they need to go on to a further hearing.

Our work will also include looking at opportunities for the fair work agency to take on enforcement, where that would help both workers and businesses reach resolution more quickly without needing to go to an employment tribunal.

I refer to the point from the noble Baroness, Lady Fox, about gaps in the Bill. The Bill does not have any gaps. Some elements of the Bill await engagement or future engagement and consultation with stakeholders, so that we can ensure that the policies work for all involved.

I hope I have reassured your Lordships and that the noble Lord, Lord Hunt, will withdraw his amendment.

I am delighted that consultations are occurring but, as legislators, we are asked to vote on a Bill without having seen the consultations. The Minister can tell me that there are no gaps because it will all be done for us. I do not know why we do not sack ourselves; what are we doing, sitting here, reading through line by line in Committee and discussing a Bill that we are told not to worry our little heads about? Those are the gaps.

First, I did not say “little heads”. It is important that we continue to have conversations with stakeholders. Most noble Lords know, and I am sure the noble Baroness knows, that employment law includes a lot of regulations. Previous employment legislation puts further regulations in place. It is important and right that we speak to a wide group of stakeholders, businesses, workers, trade unions and everybody involved in this, so that we get it right.

One last thing: to be frank, I want the Government to speak to wider groups of stakeholders than the official bodies that represent people. It is simply that it should have been done before the Bill was brought to us. I want it to be noted on the record that wide consultation work should have been done, but the Government should not have brought legislation that could have unintended consequences that damage workers’ rights, while they proclaim that it will save workers’ rights. If they had not done the consultations, they should never have brought it to Parliament to be discussed.

I hear what the noble Baroness has said. The Bill has gone through the other House and been scrutinised line by line. We have also taken the point on board here and we will continue with further consultation.

When I talked about taking the Bill on a holiday, I was not joking; I was serious, and it would be quite nice if the Minister would take it seriously and respond.

I take the noble Lord’s point. At the rate the Bill is going, we may reach recess before we come back again to discuss it further.

My Lords, that was a very significant admission by the Minister, for which we thank him. We will need the recess to rethink quite a lot of the Bill.

I agree with the noble Baroness, Lady Fox of Buckley, that this is a gap-filled Bill. I know that the Minister is told in his brief to say there are no gaps, but there are gaps. Wherever you look in the Bill, there is further work to be done before the Government will say what they will do. It takes huge powers—Henry VIII powers—to amend primary legislation through statutory instruments. That is a hugely significant step, and we as a reasonably sensible Chamber cannot possibly allow the Government to get away with that.

You cannot get away with saying to Parliament, “We’re not going to give you the detail of what we’re going to do. Indeed, we’re not going to tell you what we’re going to do, because we’re going to consult and then we will do it by statutory instrument”. That is not the way to legislate. The contribution of the noble Baroness, Lady Fox of Buckley, has been very helpful. I also thank the noble Lord, Lord Londesborough, for reminding us about the creative industry—the gig industry.

As the noble Baroness reminded us, we have to have a relevant impact assessment so that Parliament can see what effect the Bill will have on a rapidly changing workforce. The workforce has changed dramatically over the last 15 to 20 years and the modern landscape has changed substantially.

I thank the noble Lord for giving way. I appreciate what he has said. We are all for parliamentary scrutiny of the Bill—we welcome it. We welcome every single amendment and clause being scrutinised. The Government believe that the delegated powers in the Bill are necessary. I am pleased, as the noble Lord will have noted, that the DPRRC found it

“heartening that in a Bill with so many … powers it has only found four on which to raise concerns”.

The Government will respond formally in due course to the DPRRC.

I just happen to have the report of the DPRRC here, and it does raise serious concerns. One of the concerns it has constantly raised about all Governments is that they should not amend primary legislation by secondary legislation. They should be upfront about what they are going to do, and change.

It may well be that the Minister will take great comfort in the fact that there are only 18 black lines of criticism—18. I hope that he will take the advantage that has been given to him on all sides to take the Bill away and try to find a better solution.

We must not forget that the Bill I originally saw at Second Reading in the House of Commons has changed substantially: 160 amendments were tabled on Report in the Commons. They were not scrutinised line by line—they could not be, because they were produced at the last moment.

The Government have to recognise that, as my noble friend Lady Stowell said, it may well be that the Bill is going to disincentivise a whole range of employment situations, which is going to have a massive impact on the whole employment scene. It may well be that my noble friend is right that it is going to create more problems. I recognise that the noble Lord, Lord Fox, has already got a major concession concerning the utilisation of the recess, but we need to pause and say to the Government, can we now see the overall impact assessment and, in particular, have an undertaking that they will continue to scrutinise carefully the effect of all this legislation on the employment market before it is too late?

I just want to clarify that we are still sticking to seven days, and the recess I mean is the Whitsun Recess at the end of this month. It will come back.

I was looking to a longer holiday for us all to scrutinise the Bill. There is no need for the Minister to keep clarifying his comments. I just take them at face value, and it is an undertaking on his part to reflect on all the issues that have been raised, particularly the impact assessment. In the meantime, I beg leave to withdraw the amendment.

Amendment 62 withdrawn.

Amendment 63 not moved.

Clause 9: Right to request flexible working