1. 1979 Save the Public Sector Campaign

3. Introduction Overview of Government Law Reform: Equality Act Reform Future of the EHRC Equal Pay Audits – the light on the horizon Employment Law Reforms: Employment Tribunal Fees Enterprise and Regulatory Reform Bill

4. Government’s Desired Public Face

5. Government’s Actual View

6. Business Paralysis

7. Adrian Beecroft Venture capitalist Tory donor of £537,076 Made fortune asset stripping Leaked report advocated removing child labour laws Report on Employment Law which included the recommended “no fault dismissal.” “The downside of the proposal is that some people would be dismissed simply because their employer did not like them. While this is sad I believe it is a price worth paying”

8. Legislation by Anecdote “One of the most important steps a growing or new business ever takes is to recruit its first employee. We know that it is businesses that have yet to make this first step that are most put off by a fear of the burdens associated with employing someone, and a key driver of that fear is the perception that it can be difficult, time-consuming and expensive to end the employment relationship when things go wrong.” “Recent survey evidence (September and October 2011) commissioned by BIS has provided information on business perceptions of employment law. The survey showed that half of businesses with fewer than 5 employees, including sole traders, agreed that employment regulation put them off employing staff, falling to 29% of businesses with 5 to 9 employees, and 11% of large businesses.” Dealing with dismissal and ‘compensated no fault dismissal’ for micro businesses Call for Evidence 2012

9. Equality Act Reform The Government proposes to repeal: Third party harassment provisions (s.40 EqA) Questionnaire procedure (s.13A EqA) Ability of Employment Tribunals to make recommendations (s.124 EqA) Public Sector Equality Duties (s.149 EqA) Socio Economic Duty (s.1 EqA)

10. What Future for the Equality and Human Rights Commission? EHRC’s equality assessment of the Government’s Spending Review published on 14 May 2012 Result = 62% budget cut 72% staffing cuts Removal of functions Closure of helpline

11. Other Equality Provisions Maternity and Parental Leave – what next? Equal Pay Audits – the light on the horizon?

12. Employment Law Reforms In force from April 2012: Two year qualifying period; Employment Judges hearing claims alone; Witness Statements taken as read; Costs award increased

13. Employment Tribunal Fees Level 1 claims (UDW RP) - £160 issue fee; £230 hearing fee Level 2 claims (Discrimin etc) - £250 issue fee; £950 hearing fee Multiple claims - 2-10 (2 x single fee) - 11- 200 (4x single fee) - 200+ (6 x single fee) Remission – pay no fee if on benefits and if low income

14. Enterprise and Regulatory Reform Bill Threats –EHRC –Settlement agreements Opportunities? –Financial penalties on employers –Mandatory conciliation

15. Maternity rights OML increased in 2002 to 18 weeks and then in 2005 to 26 weeks. AML went from 29 in 2002 to 52 weeks in 2005 In 2002, 67% of mothers received maternity pay for four months or longer. One third (32%) took less than their statutory right to 18 weeks By 2005 the proportion who received maternity pay rose to 90% and only one fifth (22%) of mothers took up less than their full statutory right to 26 weeks of maternity pay

16. Council Directive 92/83/EEC “Whereas the vulnerability of pregnant workers, workers who have recently given birth or who are breastfeeding makes it necessary for them to be granted the right to maternity leave of at least 14 continuous weeks allocated before and/or after confinement… Whereas measures for the organisation of work concerning the protection of the health of pregnant workers would serve no purpose unless accompanied by the maintenance of rights linked to the employment contract, including maintenance of payment and/or entitlement to an adequate allowance ”

17. Gillespie and others v Northern Health and Social Services Boards, Department of Health and Social Services, Eastern Health and Social Services Board and Southern Health and Social Services Board. The principle of equal pay laid down in Article 119 of the Treaty and set out in detail in Directive 75/117 on the approximation of the laws of the Member States relating to the application of the principle of equal pay for men and women neither requires that women should continue to receive full pay during maternity leave, nor lays down specific criteria for determining the amount of benefit payable to them during that period, provided that the amount is not set so low as to jeopardize the purpose of maternity leave, which is the protection of women before and after giving birth. In order to assess the adequacy of that amount, the national court must take account, not only of the length of maternity leave, but also of the other forms of social protection afforded by national law in the case of justified absence from work. Judgment of the Court of 13 February 1996.

18. Conclusions (1) Very real danger that Government policy will see return to contract only rights Vital to be prepared to protect most vulnerable workers including women and other minorities who most dependent on contractual rights which are better than statutory minimum. Only since 1971 that there have been statutory rights, what Parliament has given it can take away. European underpinning fairly minimal Vital for trade unions and their members to hang on to their better than statutory contractual rights.

19. Conclusions (2) Recruitment opportunity? Fees Attack on workers rights Labour and Employment Law Review www.thompsons.law.co.uk

21. Victoria Phillips Thompsons