Work and Families Bill

I remember when we dealt with the Employment Bill in 2001. The hon. Gentleman’s memory is faulty. Conservative Members opposed the Employment Bill on Second Reading on 27 November 2001. That Bill contained every element that I just mentioned. It was supported with fine words in Committee. I well remember the principle being acceptable, but when it came to the crunch and the vote, Opposition Members, including the right hon. Member for Witney, voted against every single measure. Although we hoped that there had been a change of heart and that there would be a progressive consensus behind the present Bill, that seems not to be the case, but I still hope that Members in all parts of the House will support the Bill this evening. Progressive politicians should certainly back the Bill, because progressive businesses back it—not just the biggest businesses, which find it easier to invest in human resources policies, but small businesses too. In many cases, small businesses are far ahead of larger businesses in their enlightened approach to employment relations. They do it almost instinctively, as we found when we researched the original employment relations policies introduced in the early part of the century. The economics are clear. It costs £80 to handle a straightforward flexible working request, for instance, but it costs £4,800 to recruit a new employee. That is why 90 per cent. of flexible working requests are being accommodated, according to a CBI survey. That is why Miles Templeman, director general of the Institute of Directors, which was against the original proposals back in 2000–01, now says:"““Our members, by and large, support family-friendly policies.””" The CBI accepts in principle the Government’s desire to extend family-friendly rights further. Business backs the extension of flexible working to one group at a time, the very approach that we have taken in the Bill. Business also supports the extension of maternity pay towards 12 months by the end of this Parliament, and many of the other measures in the Bill—the increased notice periods, the ““keeping in touch”” days and the alignment of start dates, all of which are essential simplifications of the legislation. Many of these measures were developed in partnership with business, through our external advisory group of human resources experts. We will continue to work closely with business as we move forward. In February, we will consult on the details of the paternity scheme so that large and small businesses can introduce these important measures successfully. We will also consult on the annual leave entitlement before putting detailed changes to Parliament, including on phasing in the introduction. The Bill is business-friendly, child-friendly and parent-friendly and will enhance Britain’s economic success. I commend it to the House.