My Lords, it is a pleasure to follow the noble Baroness, Lady Bennett. She makes very many important points, and I hope that noble Lords listened to them this evening. This has been a short but deeply important debate and I shall speak in support of Amendment 24, to which I have added my name. As has already been said, it is a cross-party amendment signed by the noble Baronesses, Lady Ritchie of Downpatrick and Lady Bennett of Manor Castle, and the noble Lord, Lord Hain.
As the noble Baroness, Lady Ritchie, has already comprehensively explained, the purpose of this amendment is to raise very real concerns about the potential impact on the obligations under Article 2 of the Northern Ireland protocol, which ensures that there will be no reduction of rights, safeguards or equality of opportunity in Northern Ireland, as set out in the Good Friday/Belfast agreement, following the end of the transition period in just over six weeks’ time. Article 13(3) of the protocol obliges Northern Ireland to remain in alignment with EU equality directives, as set out in Annexe 1. This amendment would ensure that Northern Ireland could not be challenged under the Clause 5 non-discrimination principle as set out in the Bill if, in future, it has to make certain changes to the law to ensure that it remains aligned to EU standards after the United Kingdom has left the European Union.
At present, all parts of the United Kingdom are aligned under EU law covering equality issues, but this will not necessarily always be the case. I will take the specific example of equal pay. Currently, the whole of the United Kingdom is covered by the equal treatment directive, but if, in the near future, the EU amends that directive to incorporate extended equal pay obligations on employers, the new obligations would have to be introduced in Northern Ireland but not in Great Britain. As the noble Baroness, Lady Ritchie, and the noble Lord, Lord Hain, spelled out very clearly, it is possible to imagine that a British company with a predominantly female workforce might decide not to employ staff in Northern Ireland. Under the indirect discrimination prohibition in the Bill, it is not inconceivable that the employer could then challenge the Northern Ireland legislation that had been put in place to comply with Article 13(3) of the protocol. It is also possible to imagine similar scenarios following future amendments to EU race, equality and disability directives, for example.
The Government will no doubt reply that it is not their intention to reduce standards in UK equalities legislation following the end of the transition period. But it is equally unlikely that, in years to come, Britain will follow and replicate every future amendment to EU equalities directives. This amendment is therefore really about future proofing. This is a complex matter. All legislation is capable of resulting in unintended consequences, but it is surely important to anticipate future problems now and to provide potential solutions to safeguard against such problems.
In his concluding remarks, I would be very grateful if the Minister could reassure the House that the Government have thought through how the non-discrimination principle set out in Clauses 5 and 6 will operate in practice in Northern Ireland, given the pre-existing commitments set out in Articles 2 and 13(3) of the Northern Ireland protocol. Equally, I would be grateful if he could give assurances that there will be no reduction in the mandate for the Equality Commission for Northern Ireland and the Northern Ireland Human Rights Commission to oversee the Government’s implementation of Article 2 of the Northern Ireland protocol. I conclude by echoing the request of the noble Baroness, Lady Ritchie, for a meeting with the Minister and the Northern Ireland Human Rights Commission to discuss these matters further.