I agree with the hon. Lady’s excellent point, to the extent that I wonder whether she might also be available to sit on the Bill Committee. If we are successful today, I may be knocking on her door. There is an absolute responsibility on business to look at their practices and ensure that they are doing the right thing. My overwhelming experience of the business community is that that is what they want to do, but it is clearly not happening everywhere. For all businesses and companies, particularly the larger ones that she referenced, I hope that their minds will be focused on the issue as part of this process.
Legislation and direction from national Government is an important element, but some of it is cultural. It is about leadership in the business community and senior management looking at their own organisations and satisfying themselves that they are doing the right thing. As parliamentarians, we interact regularly with the business community, and I hope that we will have the conversations with senior business leaders in the weeks and months to come. I hope that those conversations will be well received by business. I am grateful for her intervention and hope to see her in Committee.
I was just making the point about the support that I have encountered for expanding the time limit. It is widely supported by stakeholders and that reform has also been advocated by the Equality and Human Rights Commission, the Women and Equalities Committee, the Petitions Committee and the Law Commission. The Government have acknowledged the problem and I have had good conversations about it, but so far they
have not made a commitment. I hope that will be a further point of debate, because advising women to make an out-of-time application will not cut it.
I asked the Ministry of Justice how many exceptions had been granted, and in a written answer it said that it did not have that information—I suspect it is very few. Indeed, I have had anecdotal accounts of law firms refusing to represent women if their claim has not been lodged within the current limit, as judges often do not use their discretion. Improving access to justice is an important part of this issue.
Bad employers must know that there will be consequences to their discriminatory treatment. I would be grateful if the Minister would look at when the Government are planning to implement the Law Commission’s April 2020 recommendations and extend the time limit for all employment tribunal claims to six months.
I said earlier that there is no more important job than raising a family. It seems only fair that no one should be penalised for doing so by losing their job. I also said that three in four pregnant women in the workplace experience pregnancy and maternity discrimination, and that 54,000 women a year lose their job just for getting pregnant. We have had a good debate about this. By any metric, ensuring that women are treated decently and fairly should be a foundation of a civilised society, rather than just an aspiration. If we are serious about tackling discrimination in the workplace, providing parity and equality and ensuring that employers fulfil their obligation, we need laws to support that ambition that are fit for the 21st century and the modern workplace. The Bill will not fix everything, but if it is passed, it will be an important step towards providing working families with more security and dignity in the workplace, which they both need and deserve.
Let me say, once again, how grateful I am to all those who have offered support and to all right hon. and hon. Members present. I very much hope that the Bill will have support from the Government and all parties, and I commend it to the House.
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