Justin Madders MP: speeches

Speeches

• 31 Oct 2024 · Make Work Pay Programme · Hansard source

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  Absolutely. We are determined to ensure that the particular sectors that my hon. Friend mentioned, where low pay and insecurity are rife, will benefit. We are working closely with businesses and employers across the spectrum to ensure that we get the proposals right because, for too long, insecurity and low pay have been rife in the UK economy. That has to change.

• 31 Oct 2024 · Make Work Pay Programme · Hansard source

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  As the Chancellor announced yesterday, the national living wage will rise to £12.21 an hour, meaning that a full-time worker can earn an extra £1,400 a year. We have also announced the stopping of the use of minimum service levels and tackled late payments for the self-employed. Of course, we have now introduced the Employment Rights Bill, which will raise living standards across the country and provide better support for businesses engaged in good practice. It also makes good on our promise to the British people that we will now make work pay.

• 31 Oct 2024 · E-bike Battery Fires · Hansard source

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  My hon. Friend is absolutely right. Manufacturers must already ensure that products are safe and provide instructions for safe use, including safe charging. I pay tribute to the London Fire Brigade for the work it is doing on this issue. Unfortunately, as we have heard, there are far too many fires. That is why we launched our awareness campaign last week. We are hoping, through the Product Regulation and Metrology Bill, to make sure we have powers to keep up with technological developments and ensure that e-bikes can be sold safely to consumers in the UK.

• 31 Oct 2024 · E-bike Battery Fires · Hansard source

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  The Office for Product Safety and Standards within my Department has been working across Government and industry to protect consumers and understand the causes of any safety issues. That has included giving consumers clear information that enables them to purchase, use and charge products safely; assessing the compliance of manufacturers and importers to ensure that products are safe when placed on the market; and a programme of work to address the sale of non-compliant products available through online marketplaces, including e-bikes and their batteries. Last week, I visited the OPSS’s Teddington laboratories, where we launched the Department’s new “Buy Safe, Be Safe” consumer campaign.

• 31 Oct 2024 · Topical Questions · Hansard source

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  I would be delighted to meet my hon. Friend. Under the “Get Britain Working” plan, more disabled people and people with health conditions will be supported to enter and stay in work, and I am happy to discuss with her how we can achieve that aim.

• 31 Oct 2024 · Topical Questions · Hansard source

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  I gently point out to the hon. Lady that that represents a 0.4% increase on businesses’ total costs—a small price to pay for what the impact assessment says “will strengthen working conditions for the lowest-paid and most vulnerable in the labour market, increasing fairness and equality across Britain. It will have significant positive impacts on workers who are trapped in insecure work, face discrimination, or suffer from unscrupulous employer behaviour like ‘fire and refire’ practices”. If the hon. Lady does not support that, I am sure that she can talk to her constituents about why.

• 31 Oct 2024 · Topical Questions · Hansard source

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  My hon. Friend is absolutely right that we need to get more people back into work, and need to support them to return. In the Employment Rights Bill, we are looking to increase the scope of sick pay to include people below the lower earnings limit, and to introduce payments from day one. We have no plans to increase the rate of statutory sick pay, but when we get the reforms through, we will no doubt look at how we can reform it for the better. My Department for Work and Pensions colleagues will consider that in due course.

• 23 Oct 2024 · Paternity Leave and Pay · Hansard source

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  I am sorry but I do not have time to take interventions. We recognise that parental leave and pay entitlement, such as paternity leave and pay, play a key role in that balance. It is an important of the lives of parents and children for the parent to be able to take time away from work when their child is born—or first placed, as we recognise this debate covers other arrangements—so that partners can provide support and families can be together for the first time. We know the parental system needs improvement. Hon. Members can look back on previous debates, where it is clearly on the record that Labour in opposition felt that the parental system was in need of reform. I will set out some of the changes we plan to make in relation to the Employment Rights Bill. As has been said, there have been some modest improvements in arrangements in the last 12 months. On 6 April, changes were introduced that allow parents to take leave and pay in two non-consecutive weeks, at any point in the first year after the birth or adoption of their child, and to give shorter notice for leave periods. That was a move forward but we want to go further. The Employment Rights Bill will make paternity leave a day one right. Currently, parents are eligible for leave only if they have been employed in their job for 26 weeks, by 15 weeks before the baby is due. We will remove the requirement for a continuity of service condition for paternity leave. That will allow eligible employees to give notice of their intention to take that entitlement, from day one in the job. It will make paternity leave accessible to all employees, including those who may have low job security and low continuity of service, not only those who are able to reach the current set qualifying periods. We believe this measure will bring tens of thousands more parents into scope for the entitlement, meaning that many more families will benefit from protected time off. We will make other changes to paternity leave to make it more flexible for parents. We will remove the restriction requiring paternity leave and pay to be taken before shared parental leave and pay. Currently, when shared parental leave and pay is taken, fathers lose their right to take any paternity leave and pay that they have not already taken. We think that is creating unintended consequences, and we will remove that restriction in order to provide the flexibility for employees to take advantage of the different types of leave available to them at the moment to care for their child in whatever order works for them and their family. That will also remove the risk that parents will lose their entitlement to take paternity leave and pay by misunderstanding the restrictions. As several hon. Members said, it is a complicated process; I had not realised that there was a cottage industry in completing forms for shared parental leave. That is clearly something we need to consider in due course. We are making other commitments to improve parental leave. We are going to make unpaid parental leave a day one right. The provision gives an employed parent the right to take up to four weeks of leave per year for their child, unless the employer agrees to more. The maximum leave per child is 18 weeks in total. Currently, an employee must have worked in their job for a year to qualify for that entitlement. The Employment Rights Bill will remove that continuity of service requirement, and regulations will then enable parents to give notice of their intention to take that leave on the first day in a new job. We are very keen on having day one rights for employees in a whole range of areas. That, alongside the changes to paternity leave and pay, will increase flexibility and solidify and enhance economic activity for employed parents. Evidence shows that people who move jobs get wage increases. The current system of employees waiting up to a year for parental leave entitlements when they change employer means that parents are put off seeking new jobs that could have boosted their family income at a time when they need it more than ever. We also know that the whole parental leave system does not support working families. As Members have said, we have committed to a review of the parental leave system. Inevitably, we will not be able to do that without looking at the questions raised today about how paternity leave and pay work. It is clearly part of a larger interconnected web. The review will be undertaken separately to the Employment Rights Bill, but work on planning for its delivery is already under way. I want to give my hon. Friend the Member for Telford an opportunity to respond, so I will bring my speech to a close. We are listening carefully to the many representations we have heard. Our plan to make work pay is a core part of our Government’s mission to grow the economy, raise living standards across the country and create opportunities for all. It will help more people stay in work, improve job security and boost living standards. The whole approach we are taking will benefit families across the board. It will benefit workers and businesses beyond the important specific interventions we have talked about today. We have a very important package of measures that I am proud to be a part of delivering in this new Government.

• 23 Oct 2024 · Paternity Leave and Pay · Hansard source

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  It is a pleasure to see you in the Chair this afternoon, Mr Pritchard. I congratulate my hon. Friend the Member for Telford (Shaun Davies) on securing today’s debate, which has been very well attended. I did not think that we would see such unanimity, but there is clearly a fresh view in the House. We would not have had this sort of turnout or this kind of debate in previous Parliaments, but there is clearly a mood among newly elected Members—and of course among older, more experienced Members—for change. I would reference all the contributions, but we will not have time for that. As always, I am grateful to the hon. Member for Strangford (Jim Shannon) and my hon. Friends the Members for Walthamstow (Ms Creasy), for Livingston (Gregor Poynton), for Bexleyheath and Crayford (Daniel Francis), for Crawley (Peter Lamb), for Makerfield (Josh Simons), for East Renfrewshire (Blair McDougall), for Hitchin (Alistair Strathern), for Congleton (Mrs Russell), for Wolverhampton North East (Mrs Brackenridge), for Gloucester (Alex McIntyre), for Mid Derbyshire (Jonathan Davies), for High Peak (Jon Pearce), and the hon. Members for Didcot and Wantage (Olly Glover) and for Lewes (James MacCleary) for their contributions. I think that shows that across the nation there is great interest and appetite for reform. Apologies if I did not catch everyone’s contribution. I will make a couple of points. The hon. Member for Henley and Thame (Freddie van Mierlo), and I think a couple of other Members, talked about the fact that those working in the gig economy and those who are self-employed do not qualify for any paternity leave. Clearly, we have set out in our “Next Steps” document on employment law reform a review of the worker status and self-employed issues. My hon. Friend the Member for Congleton raised, as I would expect her to, the very important points about maternity discrimination. She will know that there are measures in the Employment Rights Bill to strengthen protections against dismissal for those on maternity leave. I cannot continue without mentioning and congratulating in advance my hon. Friend the Member for High Peak on his impending fatherhood for the third time. My hon. Friend the Member for Telford was absolutely right that this issue is about not just the father’s role, but the wider role in society and the bond between father and child. He talked about his research into how Government Departments had handled the matter. It is fair to say that, as a newly elected Government, we want to see Government being an exemplar of best practice as an employer. He expanded our often-used phrase of being “pro-worker, pro-business” to add “pro-family”. I have no difficulty with that in this context. The Government are committed to ensuring that employed parents receive the best possible support for their work and home lives. Our plan to make work pay will ensure that there is more flexibility and security for working families. Workers must be supported to work, while balancing the essential ingredients of their wider family life, whether that is raising children, improving their own wellbeing or looking after a loved one with a long-term health condition.

• 22 Oct 2024 · Whistleblowing Protections · Hansard source

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  It is a pleasure to see you in the Chair this afternoon, Sir Mark. I start by offering my triple congratulations to my hon. Friend the Member for Stoke-on-Trent Central (Gareth Snell): first, congratulations on returning to this place—it is good to see him back—secondly, congratulations on securing the debate; and thirdly, congratulations on being appointed chair of the all-party group for whistleblowing, which I am sure he will lead with distinction. We have heard a number of very important and passionate contributions today. I will do my best to sum them up, but it is fair to say that we are looking forward to working with all Members across the board on this very important topic. Before addressing some of those points, I will start by discussing the current whistleblowing framework. As Members have said, it is essentially about employment protection, and that is the reason why I am here, as the Minister for Employment Rights, to respond on the Government’s behalf. The protections were introduced by the Public Interest Disclosure Act 1998, which amended the Employment Rights Act 1996. The legislation was intended to provide a route for workers to make disclosures of information that they reasonably believed were in the public interest and tended to show a relevant failure or someone covering up a relevant failure. Those relevant failures could include criminal offences, the endangerment of health and safety, causing damage to the environment, a miscarriage of justice or a breach of any legal obligation. Disclosures need to be made in line with the requirements of the legislation, usually to a worker’s employer or lawyer, or a prescribed person. As Members may know, there are more than 90 different prescribed persons under the legislation to whom relevant failures can be reported. They are usually regulators, such as the Equalities and Human Rights Commission and the Financial Conduct Authority. I will not go through every single prescribed person today, but most have a statutory obligation to report on the disclosures that they receive and to publish the reports annually. Since the reporting requirements came into effect, there has been an increase in the number of disclosures that are made to prescribed persons. The volume of disclosures is around 50,000 a year and, as we can probably tell from the contributions today, they are highly concentrated in the health, public administration and financial and insurance sectors. The reports summarise the actions that a prescribed person has taken, but there is variation in how that information is protected. As we have discussed, workers have, under the law, a right not to be dismissed or subjected to a detriment as a result of making a protected disclosure, and there is recourse to an employment tribunal. The number of employment tribunal complaints under the jurisdiction for protected disclosure in each year since 2017-18 has increased, reaching 3,128 in 2020-21. That is the latest year for which a full dataset is available. But enough of the overview. We need to talk about some of the important contributions that we have heard from Members. This debate is really about how whistleblowing affects individuals. We know that it can fundamentally and irrevocably damage, indeed end, that relationship with the employer. We know there are reasons why people will not speak up: some are in senior positions and fear for their career or their reputation, some may be at the other end of the spectrum and fear insecurity and power imbalances that may make it difficult to speak up, and some may have a link to the organisation but may not be covered under the legislation. I would like to make a few comments about the contributions in this debate. I am grateful to my hon. Friend the Member for Redditch (Chris Bloore) for contributing. I am sure if he had come in earlier, his speech would have covered many of the points that had already been made, but that is the lottery of Westminster Hall, and I am sure there will be many opportunities for him to speak earlier in other debates. He referenced a number of Members’ speeches. It was particularly pleasing to hear from my hon. Friend the Member for Congleton (Mrs Sarah Russell), who brought her professional experience to bear today. She made an interesting suggestion about the use of “some other substantial reason” as a potentially fair reason for dismissing someone in whistleblowing cases. We probably need to look at the use of “some other substantial reason”, as it is likely that it gets overused. However, as she will be aware, the current Employment Rights Bill has enough in it for us to be getting on with. She made an interesting suggestion in respect of the potential use of the Fair Work Agency here, and that is something we will bear in mind. The Liberal Democrat spokesperson, the hon. Member for Wokingham (Clive Jones), highlighted some of the legal issues under the current legislation, including the question whether someone is within scope, the hurdles that they have to overcome to qualify for protection and the public interest test. Those are all things that we want to look at in a broader sense, if we get around to a review of the legislation. I take his point about officials in the Department for Work and Pensions, but I hope that this Administration would want to be an exemplar of best practice, and we would want people to feel confident that they can speak out if they see a wrong or an injustice. It was a pleasure, as always, to hear from the hon. Member for Strangford (Jim Shannon), in his customary place—I may have swapped positions, but he remains a permanent fixture over there. He spoke very movingly about his friend Brian and the great personal cost of his efforts to expose wrongdoing. Brian’s resilience came through in the hon. Member’s description of his fight. As he said, it was about doing the right thing, and his message was that, “you are not alone when you do the right thing.” We should be sending that message to anyone who thinks about blowing the whistle. Of course, the matter is devolved to Northern Ireland, but that message should ring out across the whole of the United Kingdom and Northern Ireland. My hon. Friend the Member for Hackney South and Shoreditch (Dame Meg Hillier) raised some specific issues about the Department of Health and Social Care and her constituent Sarah McMahon. I am sorry to hear of the three years of personal difficulties Sarah McMahon has suffered as a result of doing the right thing. Unfortunately, too many organisations make it very difficult for individuals who blow the whistle. I understand that the Department for Health and Social Care has concluded a review of the statutory duty of candour, and it has issued a call for evidence, which I think is ongoing. I take her message of frustration about the length of time that these things take, and I will pass that message back to the Department. However, my hon. Friend made the important point that some organisations have got it right and encourage people to speak up when they see a wrong. There are some very good examples, including the aviation industry, which is a particular exemplar of that. It is the standard that we should be aiming for. My hon. Friend the Member for Stoke-on-Trent Central, who opened the debate, said that the law looks at how things happen after the disclosure, and always through the prism of an employment relationship. That was a good analysis of where we are and perhaps why there are shortcomings in some of the legislation. I agree that this is about the law giving people the confidence to speak up. I am sure we will return to some of the things we hope to do on that.

• 22 Oct 2024 · Whistleblowing Protections · Hansard source

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  indicated assent.

• 22 Oct 2024 · Whistleblowing Protections · Hansard source

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  My hon. Friend makes a very fair point. I suspect that a week ahead of the Budget we will not get the kind of investment he would like to see. He talked about the legislation, focusing on existing employment relationships and the broader ambit of employment. The legislation was probably framed in that way in the first place because that is where the biggest power imbalance lies: between an employer and their employee. We can consider how we would broaden this out, but we will bring in particular measures with our Employment Rights Bill. Hon. Members will be aware that Second Reading took place last night, when we made some specific announcements on our overall package. The Bill is the biggest upgrade in workers’ rights in a generation, and in it we will address specific issues about whistleblowing on sexual harassment. The Trades Union Congress states that 58% of women have been sexually harassed at work. That is a staggering, appalling figure that must be tackled, and it is one of the reasons why we want to improve people’s ability to ring the alarm bell when sexual harassment occurs. The Bill will require employers to create and maintain workplaces and working conditions free from harassment, including by third parties. It will strengthen the legal duty of employers to take all reasonable steps to prevent sexual harassment before it starts, and it will enable regulations to specify steps that an employer must take to protect their employees from sexual harassment to ensure that effective steps are taken. It also includes protections for whistleblowers and will make clear that sexual harassment can be the basis for a protected disclosure, which is one of the most important steps we can take to make workplaces safer. Workers who make a protected disclosure will then have legal recourse if their employer subjects them to a detriment for speaking up. My hon. Friend the Member for Stoke-on-Trent Central mentioned, as did several other Members, the possibility of an office for the whistleblower. There were a number of suggestions about the potential remit and role that it could have. Clearly, the cost and precise functions and powers of that would need careful consideration, particularly in how it would relate to current regulators. The point he made about the resources of regulators is relevant to that. There would also have to be some consideration given to how it would exist as an independent body from Government. I must disappoint my hon. Friend the Member for Congleton by saying that the pledge to create the office did not make it into our final manifesto, but that is not to say we are ruling it out forever and a day. We will consider it as we look at a broader review of the whistleblowing framework. On that point, I will address the remarks made by the shadow Minister, the hon. Member for Orpington, about the review initiated by the previous Government, which was intended to assess the effectiveness of the whistleblowing framework against its original objectives. As he rightly pointed out, that review was not released before the general election. It certainly does not seem appropriate for us to let that work go to waste; I will talk to my officials about how and when we can release that information, but I see no reason why we should not do so. It will be a starting point for further work in this area. The number of issues raised today shows that the appetite for reform in this area is much broader than the review commissioned under the previous Government recognised. Of course, other measures are due to be enacted in the next 12 months, but we can do more to ensure people feel confident when they speak out. As several Members said, the King’s Speech made clear that we will deliver on our manifesto commitment to implement a Hillsborough law to introduce a legal duty of candour on public servants and authorities. The Prime Minister made clear that that Bill will enter Parliament before the next anniversary of the Hillsborough disaster. We believe it will be a catalyst for a change of culture in the public sector by improving transparency and accountability where public services have failed. It will help to address the unacceptable defensive culture that is prevalent across too much of the public sector. It has been said several times that the NHS is one of the worst examples of that; certainly, from my experience, there is a hard focus on trying to justify actions, rather than get to the root of the complaint. Bishop James Jones’s report made it clear that those things have to change, not just in the NHS, but across the whole public sector. That Bill will be an important starting point in changing the culture both in the public sector and across the country. We all want it to improve so that whistleblowers have the confidence to speak out and have the assurance that, if something happens to them as a result, they will be protected and supported.

• 5 Sept 2024 · Employment Rights · Hansard source

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  I thank the shadow Secretary of State for his question. I just remind him that he has to direct the question to the Minister responding—I am sure we will get there in the end. I also remind the shadow Secretary of State that during the general election, the front page of The Times had 120 businesses supporting the Labour party in full knowledge of our plans to make work pay. We are consulting regularly and frequently—almost on a daily basis—with businesses about how the plans will work. I am afraid that the shadow Secretary of State has spent the summer putting out scaremongering statements about what this all means. In fact, the only statement he made over the summer on which I agreed with him was that his party deserved to lose the general election.

• 5 Sept 2024 · Employment Rights · Hansard source

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  We have already taken a number of steps to improve employment rights in this country. We have written to the Low Pay Commission to ask it to end the discriminatory age bands, so that all adults will be paid the same minimum wage rates. We have also asked it to look at including the cost of living when setting future wage rates, and have announced that we will repeal the unconscionable and unworkable Strikes (Minimum Service Levels) Act 2023, but there will be more. We will transform workers’ rights in this country, and will introduce the employment rights Bill within 100 days of taking office, as we promised.

• 5 Sept 2024 · Employment Rights · Hansard source

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  Again, I have to point out that I am not the Secretary of State—perhaps one day. We heard all these arguments 20 years ago with the minimum wage. Conservative Members were wrong about that, and they are wrong about this. I just hope they are a bit quicker to come round to realising that this country is going to prosper with improved workers’ rights, working in partnership with businesses to improve the economy for the benefit of everyone.

• 5 Sept 2024 · Employment Rights · Hansard source

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  My hon. Friend is right: the explosion of zero-hours contracts in this country has been shameful. Over 1 million people are now on zero-hours contracts, and one in five of those people report that they would like to be able to get more hours of work, so we are going to end the uncertainty of zero-hours contracts. We are going to make sure that work pays, and we are going to give those people a legal right to a contract that reflects the number of hours they regularly work over a 12-week period.

• 5 Sept 2024 · Topical Questions · Hansard source

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  I draw the House’s attention to my proud membership of the GMB trade union. We believe that businesses work best when they give workers a voice through a recognised trade union. I would be very interested to hear more about what has happened at the Amazon warehouse in Coventry. The Government will look closely at that as part of our plan to make work pay. We will simplify the process and laws around statutory recognition.

• 5 Sept 2024 · Topical Questions · Hansard source

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  That certainly took the nation’s interest in more than one way. The Department for Culture, Media and Sport has already announced a review into it, and we will look at secondary pricing. The whole system needs urgent reconsideration, and we understand that the Competition and Markets Authority is looking into the matter, too.

• 5 Sept 2024 · Topical Questions · Hansard source

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  The introduction of the minimum wage was one of the proudest achievements of the last Labour Government, but for too long the UK’s labour market enforcement system has been fragmented and ineffective. That is bad for workers and bad for the majority of businesses that want do to the right thing and comply with the law. That is why we will create a fair work agency to bring together employment rights enforcement, including of the minimum wage.

• 30 Jul 2024 · Post Office Horizon · Hansard source

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  I thank the Liberal Democrat spokesperson for their contribution. We are concerned that matters are taking too long. We have been working with lawyers who have signed up to a framework for representing claimants, and we are looking at ways we can speed the process up. There are issues in terms of collating enough expert evidence to support the claims, but we are looking at how that can be accelerated. On the independent process, we are looking at an independent mediation step after the initial decisions and offers are made, and ultimately an independent appeal decision will be considered as well.

• 30 Jul 2024 · Post Office Horizon · Hansard source

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  We promised to update Parliament before the summer recess, and we have done that by way of a written ministerial statement. I note that, when the shadow Minister was the Minister, he came and answered on most occasions for the Government. We certainly did not take that as an indication that the Government were taking this matter any less seriously than they should, and that is not the case now either. I understand the frustration that the shadow Secretary of State has about the number of letters that have gone out, but there have been difficulties in corroborating some of that data. I understand that, when he made that promise as a Minister, he did so in good faith, but it has turned out that additional physical checks have been required. We have had to access court documents—sometimes stretching back decades—which has meant that there have been delays. The Ministry of Justice has put more resource into that to ensure that work carries on at pace. As the shadow Secretary of State has noted, the website is now up and running and applicants can register on it. I am pleased to report that, as of this morning, 89 people have already done so. We hope that, once verification checks have been completed, payments can be processed within 10 working days. We understand that the question on the Court of Appeal was discussed at length during the passage of the Post Office (Horizon System) Compensation Act 2024. The matter deserves further consideration, and I understand that the Minister for postal services has had conversations on what we can do in that respect.

• 30 Jul 2024 · Post Office Horizon · Hansard source

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  My right hon. Friend makes an important point. We want payments to be processed as quickly as possible. Data is updated monthly on the Government website. We can see that, in terms of the group litigation order, 210 offers have now been made. Under the Horizon shortfall scheme, of 2,730 claimants, altogether 2,417 offers have been accepted. Of the 110 convictions on the overturned convictions scheme, initial payments have now been made to 103 of those people.

• 30 Jul 2024 · Post Office Horizon · Hansard source

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  My hon. Friend refers to some specific circumstances that I would welcome further information on. If he can contact the Department, the relevant Minister will look through those circumstances to see whether there is anything we can do, because we do not want anyone to be out of pocket as a result of this scandal.

• 30 Jul 2024 · Post Office Horizon · Hansard source

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  I will certainly relay that back to the Department, and we will look in some detail at that. It is important that communities have a post office that they can access. They are a vital part of our infrastructure in this country and a vital lifeline for many individuals, and we want to make sure that every community is served as much as possible.

• 30 Jul 2024 · Post Office Horizon · Hansard source

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  As hon. Members will know, convictions across the UK have been quashed through recent legislation, and those affected are now able to apply for financial redress under the Horizon convictions redress scheme. The scheme will be wholly delivered by the Department, not the Post Office. All the forms of redress, including those pursued under the group litigation order, will be delivered by the existing schemes. Since taking office, this Government have continued to work closely with the Scottish Government and the Northern Ireland Executive to identify those who have had their convictions overturned. Letters have started to be issued to those eligible that will confirm that their conviction has been quashed and provide further information on how to access financial redress. But I would encourage those who believe that they are eligible not to wait for a letter. Please do come forward now and register for the Horizon conviction redress scheme. We have put guidance on gov.uk to help people know where they stand: whether their conviction has been overturned and, if eligible, how to apply for redress through the registration and application process. Victims will be able to choose from two options: first, they can either accept a fixed settlement of £600,000; or, secondly, they can choose a full claim assessment if they believe their losses exceed £600,000 and wish to have their application fully examined by the Government. No matter what route they choose to take, once an applicant’s eligibility is confirmed, they will be paid a preliminary payment of £200,000. We are making sure that they can access historical data from both the Post Office and His Majesty’s Revenue and Customs to support their decision and the application. We also recognise that, with the best will and support in the world, in a few cases, some information may not be retrievable, but I assure hon. Members that, even in those cases, we will do all we can to ensure that a fair offer is made to sub-postmasters who have suffered this terrible injustice. This House was united in the last Parliament in its wish to see justice for sub-postmasters. In this Parliament, we intend to deliver on that.