Unions & women’s groups hail flagship workers’ rights bill
Employment Rights Bill described as a "significant step forward for equality at work”
The TUC and women’s organisations have joined forces to welcome the government’s flagship workers’ rights bill which they say represents a “significant step forward for gender equality at work”.
In a major joint intervention, the TUC, EVAW, Equality Trust, Pregnant Then Screwed, Young Women’s Trust, Women’s Budget Group, Timewise and other groups say the legislation is “badly needed”.
In a timely call, the campaigners urge “politicians of all parties to do the right thing, and back this Bill to deliver these much-needed, long overdue changes”. The Bill, which is currently making its way through parliament, will return to the House of Commons in September for MPs to consider the Lords’ amendments – after Peers voted to water down key protections, including by keeping workers on zero hours contracts.
The two houses will continue to vote on amendments in a process known as “ping-pong” until a way forward is agreed.
Unions and equality campaigners say that the Employment Rights Bill is “badly needed” and warn “our economy isn’t working for women”.
Highlighting long-lasting factors holding women back, the organisations said:
Our economy isn’t working for women.
Too often, women are held back at work because of poor pay, and limited rights.
That’s why these reforms are so badly needed for women at work.
As women’s organisations, we know these practical, popular reforms will make a real difference to women’s lives.
Pointing at the benefits that everyone will derive from the bill, campaigners say:
This is an important opportunity to start correcting gender inequalities which have held back women at work and hampered our economy.
By advancing gender equality and protecting working women, we will build a fairer, more secure labour market for all.
A significant step forward for women
If passed in full, the Employment Rights Bill will introduce measures that the campaigners say will level the playing field for working women. These include:
- Giving women greater protection from abuse at work – including by introducing protection against third party harassment and banning the use of non-disclosure agreements (NDAs) that prevent disclosure of harassment, including sexual harassment or discrimination
- Banning exploitative zero hours contracts.
- Strengthening family rights.
- Putting a duty on employers to put in place mandatory plans to close the gender pay gap.
The campaigners point to the gender pay gap, which will take 16 years to close at current rates of progress and the significant overrepresentation of women in insecure, precarious work as key reasons why the Employment Rights Bill will be a big step forward for women at work.
The full statement and list of signatories:
“A significant step forward for women’s equality at work”: Why We Back the Employment Rights Bill
The Employment Rights Bill will deliver popular, common-sense reforms that campaigners have long been calling for. Make no mistake, this is a significant step forward for women’s equality at work.
Sensible and long overdue changes like giving women greater protection from abuse and harassment at work; banning exploitative zero hours contracts; and strengthening family rights, all represent significant progress that can’t come fast enough.
Our economy isn’t working for women. Too often, women are held back at work because of poor pay, and limited rights.
One stark example is the gender pay gap, which will take 16 years to close at current rates of progress. Then there is the significant overrepresentation of women in insecure, precarious work. In the care sector – which is rife with zero-hours contracts and low pay – there are four women to every one man.
That’s why these reforms are so badly needed for women at work.
As women’s organisations, we know these practical, popular reforms will make a real difference to women’s lives.
This is an important opportunity to start correcting gender inequalities which have held back women at work and hampered our economy.
By advancing gender equality and protecting working women, we will build a fairer, more secure labour market for all.
It’s vital that politicians of all parties do the right thing, and back this Bill to deliver these much-needed, long overdue changes.
In particular, the Bill will introduce:
Stronger protections from workplace harassment
No one should face abuse at work – yet 58% of women have experienced sexual harassment, bullying or verbal abuse at work. The Bill will ban the use of non-disclosure agreements in cases of harassment and discrimination; and it will require employers to take all reasonable steps to prevent sexual harassment of staff, and give workers protections from harassment by third parties – such as customers and clients. These measures will make workplaces safer for everyone.
An end to exploitative zero-hours contracts
Women are 34% more likely than men to be on zero-hours contracts – with BME and disabled women even more likely to be on these exploitative contracts which often come with low pay, no security, and unpredictable hours. The Bill’s ban on exploitative zero-hours contracts will help to deliver stable jobs and reduce the gender gap in pay and rights.
Safeguards for new parents
The Bill strengthens the rights of new and expectant parents. It will extend bereavement leave to parents who experience pregnancy loss at any point throughout the pregnancy; and it will reinforce protections against dismissal for pregnant women and new parents, helping ensure that starting a family doesn’t mean losing your livelihood.
Expanded right to flexible working
All too often women find themselves juggling work, childcare and looking after older relatives – and rigid work structures can make it impossible for women to keep their jobs. The Bill will introduce the right to request flexible work from day one of employment – supporting carers, boosting retention, and helping close the gender employment gap.
Mandatory gender pay gap action plans
Women still earn significantly less than men. The Bill will require employers to publish action plans on how they intend to close this gap. This will drive real accountability and progress.
Signatories:
Paul Nowak, TUC General Secretary
Kate Bell, TUC Assistant General Secretary
Dr Mary-Ann Stephenson, Director, Women’s Budget Group
Claire Reindorp, CEO, Young Women’s Trust
Andrea Simon, Executive Director, End Violence Against Women Coalition (EVAW)
Rachel Grocott, CEO, Pregnant Then Screwed
Jo Wittams and Priya Sahni-Nicholas, Co-Executive Directors, Equality Trust
Lauren Bolam, Rights of Women
Clare McNeil, CEO, Timewise
Marie Hemingway, CTO, Speak Out Revolution
Dame Heather Rabbatts, Chair, Times Up UK
Zelda Perkins, Founder, Can’t Buy My Silence UK
Lindsay England, Founder, JUST A BALL GAME?
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