Clause 1 - Carer’s Leave

Part of Carer’s Leave Bill – in a Public Bill Committee at 9:25 am on 9 November 2022.

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Photo of Wendy Chamberlain Wendy Chamberlain Liberal Democrat Chief Whip, Liberal Democrat Spokesperson (Work and Pensions) 9:25, 9 November 2022

I thank the hon. Member for her intervention. When we engage with employers on such things, they recognise the importance of retaining and motivating their staff. They invest in their training and development and want them to stay with them. I think the Bill will really help employers on that front, and as a result will help their employees as well.

No amendments have been tabled to the Bill, so I will now discuss the clauses and schedule in greater detail. Clause 1 is uncontroversial and is simply the route to provide for the substance of the Bill through the schedule. For the legislation to achieve its policy aims, it may be necessary to amend existing legislation, and clause 2 allows for that to happen. Clause 3 addresses a procedural point, setting out the extent of the Bill, making provision for commencement and providing the short title. I commend the clauses to the Committee.

The substance of the Bill is contained in the schedule. This is the most important part of the Bill. Part 1 of the schedule creates carer’s leave as a concept by inserting proposed new sections into the Employment Rights Act 1996. First, this part of the schedule covers who is entitled to carer’s leave. The key definitions of a dependant and a long-term care need are set out in the Bill. The schedule then goes on to address the length of the entitlement, which shall be a minimum of one week.

A cap on the length of leave that employers will be required to offer is not set out in the Bill but will be included in regulations. As set out in the Government’s response to the consultation on carer’s leave, I understand that it will be one week. Of course, there is no cap on the amount of leave that employers can offer if they wish. I am sure that we all know from speaking to employers and others in our constituencies that there are employers who go far above what is set out in the Bill. Regulations may also provide for how the leave can be taken, which includes providing that the leave is available to be taken non-continuously. Regulations can provide that particular activities are, or are not, to be treated as providing or arranging care, but I understand that the Government’s intention is not to further define those activities.

Part 1 goes on to set out the protections offered to employees while they are on carer’s leave. In particular, it provides that regulations must create an entitlement for employees to return from carer’s leave to a type of work prescribed by those regulations. That sounds technical, but basically it covers remuneration, bonuses, redundancies and when the leave is taken immediately after other types of leave, such as maternity. This part of the schedule also allows for regulations to be made to address notice, evidence and procedural requirements. A framework will be created through regulations that will be clear and simple for employers and employees to follow. Importantly, the Bill makes it particularly clear that the regulations can provide that an employer cannot require an employee to supply evidence in relation to their request for leave. Finally, part 1 of the schedule sets out when an employee may make a complaint to an employment tribunal. I commend it to the Committee.

Part 2 of the schedule contains further amendments to primary legislation affected by carer’s leave. It sets out the consequential amendments that will be required to ensure that the measure is effective and does not have an adverse impact on existing legislation. I do not propose to explain each in turn; I will simply commend part 2 as a whole. I thank Members for their time, interest and presence this morning.