Kate Dearden MP: speeches

Speeches

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces; Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I hope that my hon. Friend heard that, in the review, we will absolutely focus on the enforcement regime, including whether the penalty regime he mentions—and the example that he refers to—remains proportionate and effective in encouraging compliance. It is important that we build that into the review. Let us see how it works in practice. Clearly, where the CAC needs further support, we will review that. Seeing how the policy plays out in practice will form an essential part of our review. As I have mentioned, we are absolutely committed to ensuring that the new rights operate effectively in the workplace, and the review is a key part of that. This is an essential and significant moment in industrial relations across the UK. We want to foster good practice. I am grateful to everyone who has contributed to the consultations, and worked with me and my brilliant officials in the Department, to ensure that the regulations could be brought to the House today and come into effect next month. We want to ensure that the legislation is effective, proportionate and suited to the realities of modern workplaces. It is a shame that the Conservatives cannot support us today. My question for them is: do they believe that workers should be able to hear from an independent trade union in their workplace? That is exactly what the legislation is about. I commend the regulations and the code of practice to the Committee.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces; Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I beg to move, That the Committee has considered the draft Code of Practice on the Right of Trade Unions to Access Workplaces.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces; Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I thank my hon. Friend and promise him that I will get to his points—particularly on seafarers as well as the wider review—shortly. I will respond and touch on a lot of those points, and I hope that colleagues always know that I am available for conversations on all areas of my brief. The shadow Minister raised small businesses. I have touched on how important they are and how committed we are to working with them, whether under the Employment Rights Act or across our Department and Government. On the ERA, as he mentioned, we are working closely with SMEs, particularly on the consultations. We are hearing their views and their considerations are essential to all our work. We are providing that guidance and working closely with ACAS to provide training, support and resources. The phased implementation has been really important throughout the past two years in terms of guidance of when changes will be introduced under the Employment Rights Act. We are absolutely committed to working closely with our small businesses, which are the backbone of our economy. In addition, we are giving them support, whether it is in small business strategy, the work we are doing on payments, access to finance or open opportunities for exports and trade. We are always keen to work with our small businesses and give them the support that they need. Before I respond to the contribution from colleagues on my side of the Committee, for which I thank them again, I want to say that the Conservatives often talk about workers’ rights. The shadow Minister, the hon. Member for Bromsgrove, mentioned the pro-worker, pro-business angle, which I have addressed consistently in the approach to this legislation, but he mentioned workers’ rights as though they are a threat to business. As discussed in detail in a delegated legislation Committee yesterday, good employment relations are a sign of strength and a successful economy. That is part of our promise to strengthen workers’ rights. These regulations give trade unions the proper power and ability to organise, while keeping the clear safeguards that I mentioned in my opening remarks. That is how we have arrived at a sensible and proportionate framework. I thank my hon. Friends, who raised a number of issues. I absolutely share their ambition for a strong and effective right of access. These regulations are an important part of making that right real. We will judge the framework on whether it helps workers to organise in practice and gives them a meaningful route to deliver the policy objectives set out in the Employment Rights Act, which many colleagues have spoken about today. Engaging with workers for those statutory access purposes is essential. That is why, as I mentioned in my opening remarks, we have committed to a review within six months of implementation. It will look at many of the practical issues that colleagues have raised, including the operation of the enforcement regime, and whether the penalty regime remains proportionate and effective in encouraging compliance.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces; Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I am sure that the hon. Gentleman has raised his concerns directly with the Minister responsible for that sector. In respect of the access requirement, I hope that hon. Members have heard my commitment to follow up and engage with them further. That invitation extends to our engagement with maritime trade unions on access provisions, particularly in the context of seafarers and merchant shipping with a close connection to the UK. I absolutely commit to that today, and it will form part of the review following implementation. Through our wider employment rights legislation, we are absolutely committed to protecting the working conditions of those working abroad, with international services frequently calling at UK ports. I hope that hon. Members welcome the reassurance on follow-up and review. I have covered lots of hon. Members’ questions, but I am always happy to follow up. I hope the Committee agrees that the regulations and the accompanying code of practice strike the appropriate balance. We commit to further follow-up in reviewing how the legislation plays out in practice, so as to absolutely meet the intention outlined in the Act.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces; Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I thank all colleagues for their contributions during this debate; they are very much appreciated. The scrutiny offered has been constructive too, so I thank all colleagues for their speeches and interventions. I will start off with the reflections from the shadow Minister, the hon. Member for Bromsgrove, particularly around growth. As a principle and a starting point, the argument that workers’ rights are bad for growth is just a false choice. A modern economy needs productive workplaces; it needs good communication and a workforce who feel that their voice has been heard. This framework supports those things. That is exactly what we are discussing today. We are asking business to engage with a lawful process, with clear rules and safeguards; I hope that my introductory speech outlined many of those in detail. The draft code is designed to make access practical, exactly for that purpose: it encourages those voluntary agreements first and provides a clear route to resolve disagreements where they cannot be reached. Good employment relations are the foundation of productivity for our country. We truly believe that the two go hand in hand in terms of growth, workers’ rights and building our economy. The shadow Minister referenced SMEs in particular, and I thank him for doing so.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces; Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I thank my hon. Friend for his intervention, which is appreciated. I outlined the rationale for the threshold aligning with the statutory recognition framework. Below the 21-worker threshold, they are still voluntary, and many trade unions are recognising smaller and micro employers. Where we can encourage good co-operation and working with trade unions, we will always do that. As I said, SMEs in particular are the backbone of our economy—I come from a small business family and know just how hard small businesses work, day in, day out for our communities and in all our constituencies.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces; Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  We have committed to reviewing the framework within six months of implementation, and I will work closely with my hon. Friend on the timeline and what the review will look like. I know that, like other hon. Members, he is keen to be kept updated on that. I commit to working closely with him on it, and to providing him with updates as much as I can. The review will consider the 21-worker threshold, CAC decision making, model terms, digital access and joint applications. I thank hon. Members for the points they raised on that. I thank hon. Members for mentioning seafarers, and particularly the concerns raised by the RMT. As a starting point, I am happy to commit to engaging further with colleagues and with maritime trade unions on access provisions.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces; Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  It is a pleasure to serve under your chairmanship this afternoon, Mr Stringer. These regulations were laid before the House on 6 July 2026. The Employment Rights Act 2025 established, for the first time in Great Britain, a statutory framework through which independent trade unions and employers can negotiate agreements for access to workplaces. At present, trade unions have no general independent right of access to workplaces. Where unions cannot reach a voluntary agreement with an employer, they can act only through individual members in a workplace, which can limit their ability to represent workers and facilitate collective bargaining. The new statutory framework enables unions to access workplaces physically and to communicate with workers, both in person and digitally. It will benefit workers, employers and trade unions alike by supporting constructive engagement, providing greater certainty and creating clearer routes to resolution where access agreements cannot be reached. The right of access is underpinned by access principles established by the 2025 Act. Those principles recognise that trade union officials should be able to communicate effectively with workers for the statutory access purposes, that employers should take reasonable steps to facilitate access, and that access should be refused entirely only where it is reasonable in all the circumstances to do so. The framework encourages employers and trade unions to first reach access agreements through discussion and negotiation. However, where that is not possible via negotiation, the framework enables the union or employer to refer the case to the Central Arbitration Committee, known as the CAC, for a determination on whether access should be granted and on what terms. The regulations before the Committee provide the practical and operational detail needed for the framework to operate effectively. They establish the procedures for access requests and negotiations, set out the matters the CAC must consider when determining applications, and establish the enforcement framework where statutory access agreements are breached. The accompanying draft code of practice supports employers and trade unions on how the framework should operate in practice, including requests for access, negotiations, digital access and enforcement. Turning to specific matters included in the regulations, part 3 of the regulations provides that the CAC must refuse an application for statutory access where the employer has fewer than 21 workers. That threshold aligns the access framework with the existing statutory recognition regime in the Trade Union and Labour Relations (Consolidation) Act 1992. Applying a consistent threshold across those closely related frameworks provides greater clarity for employers, workers, unions and the CAC, while recognising the operational and administrative challenges that the smallest employers may face. That is why employers with fewer than 21 workers fall outside the scope of CAC-imposed access agreements. Regarding the practical operation of access agreements, the Government have been clear that access must operate in a way that is compatible with the legitimate operational needs of employers. Access is therefore not unrestricted and cannot unreasonably interfere with an employer’s operation. Access will take place under an agreement setting out where, when and how it may be exercised. Union officials will need to take account of relevant operational, health, safety, security and safeguarding requirements. Part 3 of the regulations sets out certain circumstances where it is to be regarded as reasonable for the CAC to refuse access, and circumstances where access must be refused altogether, including where the CAC considers that necessary in the interests of national security or to avoid prejudice to the prevention, detection or prosecution of criminal offences. We recognise that different workplaces face different operational realities. What may be appropriate in an office environment may not be appropriate in a customer-facing business, on a construction site or in a high-security workplace. The framework therefore requires access agreements to reflect the circumstances of the workplace concerned. I turn to frequency of access. Part 3 of the regulations and the draft code identify weekly access as one of the model access terms. The Government’s view is that access agreements should provide a genuine opportunity for trade unions to communicate with workers, rather than access being so infrequent that its practical value is limited. The Government consider weekly access to provide an appropriate level of regularity to support effective engagement between trade unions and workers. It helps to maintain continuity of engagement, increases the likelihood that union representatives can reach workers across different shifts and working patterns and provides employers with a predictable and structured pattern of engagement. Weekly access is not mandatory, and trade unions and employers remain free to negotiate arrangements that reflect the circumstances of the workplace and the workforce concerned. Part 4 of the regulations specifies the maximum financial penalties that the CAC may impose on the liable party and the factors it must consider when determining the exact penalty amount. It is important to emphasise that financial penalties are not available at the initial complaint stage, and the framework is designed first to provide the liable party with the opportunity to remedy their actions and secure compliance. The CAC may require the liable party to take specified steps to ensure that access takes place in accordance with the agreement. Financial penalties become available only where there is subsequent non-compliance after the CAC has already intervened. The framework adopts a graduated approach. The maximum penalty is £75,000 for a first penalty order, £150,000 for a second and £500,000 for subsequent penalty orders under the same access agreement. These are maximum amounts, not automatic penalties, and the CAC must consider factors including the nature and gravity of the breach and the number of workers affected. That ensures that penalties can be tailored to the particular circumstances of the case, while providing the CAC with meaningful powers to address deliberate and repeated non-compliance where necessary. The Government are committed to ensuring that the new access framework operates effectively in practice. That is why, alongside the statutory review requirements contained in the regulations, we have committed to reviewing the operation of the framework within six months of implementation. The review will consider how the framework is functioning in practice, in consultation with trade unions, employers and the CAC. The regulations and the code of practice establish the operational and procedural framework for a new statutory right of access and establish clear routes for determination and enforcement where agreement cannot be reached or an agreement is subsequently breached. Crucially, the framework enables unions to engage with workers in person or digitally for the purposes of representation, support, recruitment, organisation, and collective bargaining and delivers on our commitment to strengthen fair and constructive industrial relations as part of our plan to make work pay. I therefore commend the regulations and the code of practice to the Committee.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces; Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I can absolutely commit to following up and meeting my hon. Friend, her constituents and those involved. I thank her for making me aware of that issue in Committee.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I hope that my hon. Friend heard that, in the review, we will absolutely focus on the enforcement regime, including whether the penalty regime he mentions—and the example that he refers to—remains proportionate and effective in encouraging compliance. It is important that we build that into the review. Let us see how it works in practice. Clearly, where the CAC needs further support, we will review that. Seeing how the policy plays out in practice will form an essential part of our review. As I have mentioned, we are absolutely committed to ensuring that the new rights operate effectively in the workplace, and the review is a key part of that. This is an essential and significant moment in industrial relations across the UK. We want to foster good practice. I am grateful to everyone who has contributed to the consultations, and worked with me and my brilliant officials in the Department, to ensure that the regulations could be brought to the House today and come into effect next month. We want to ensure that the legislation is effective, proportionate and suited to the realities of modern workplaces. It is a shame that the Conservatives cannot support us today. My question for them is: do they believe that workers should be able to hear from an independent trade union in their workplace? That is exactly what the legislation is about. I commend the regulations and the code of practice to the Committee.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

  More

  I beg to move, That the Committee has considered the draft Code of Practice on the Right of Trade Unions to Access Workplaces.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I thank my hon. Friend and promise him that I will get to his points—particularly on seafarers as well as the wider review—shortly. I will respond and touch on a lot of those points, and I hope that colleagues always know that I am available for conversations on all areas of my brief. The shadow Minister raised small businesses. I have touched on how important they are and how committed we are to working with them, whether under the Employment Rights Act or across our Department and Government. On the ERA, as he mentioned, we are working closely with SMEs, particularly on the consultations. We are hearing their views and their considerations are essential to all our work. We are providing that guidance and working closely with ACAS to provide training, support and resources. The phased implementation has been really important throughout the past two years in terms of guidance of when changes will be introduced under the Employment Rights Act. We are absolutely committed to working closely with our small businesses, which are the backbone of our economy. In addition, we are giving them support, whether it is in small business strategy, the work we are doing on payments, access to finance or open opportunities for exports and trade. We are always keen to work with our small businesses and give them the support that they need. Before I respond to the contribution from colleagues on my side of the Committee, for which I thank them again, I want to say that the Conservatives often talk about workers’ rights. The shadow Minister, the hon. Member for Bromsgrove, mentioned the pro-worker, pro-business angle, which I have addressed consistently in the approach to this legislation, but he mentioned workers’ rights as though they are a threat to business. As discussed in detail in a delegated legislation Committee yesterday, good employment relations are a sign of strength and a successful economy. That is part of our promise to strengthen workers’ rights. These regulations give trade unions the proper power and ability to organise, while keeping the clear safeguards that I mentioned in my opening remarks. That is how we have arrived at a sensible and proportionate framework. I thank my hon. Friends, who raised a number of issues. I absolutely share their ambition for a strong and effective right of access. These regulations are an important part of making that right real. We will judge the framework on whether it helps workers to organise in practice and gives them a meaningful route to deliver the policy objectives set out in the Employment Rights Act, which many colleagues have spoken about today. Engaging with workers for those statutory access purposes is essential. That is why, as I mentioned in my opening remarks, we have committed to a review within six months of implementation. It will look at many of the practical issues that colleagues have raised, including the operation of the enforcement regime, and whether the penalty regime remains proportionate and effective in encouraging compliance.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

  More

  I am sure that the hon. Gentleman has raised his concerns directly with the Minister responsible for that sector. In respect of the access requirement, I hope that hon. Members have heard my commitment to follow up and engage with them further. That invitation extends to our engagement with maritime trade unions on access provisions, particularly in the context of seafarers and merchant shipping with a close connection to the UK. I absolutely commit to that today, and it will form part of the review following implementation. Through our wider employment rights legislation, we are absolutely committed to protecting the working conditions of those working abroad, with international services frequently calling at UK ports. I hope that hon. Members welcome the reassurance on follow-up and review. I have covered lots of hon. Members’ questions, but I am always happy to follow up. I hope the Committee agrees that the regulations and the accompanying code of practice strike the appropriate balance. We commit to further follow-up in reviewing how the legislation plays out in practice, so as to absolutely meet the intention outlined in the Act.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

  More

  I thank all colleagues for their contributions during this debate; they are very much appreciated. The scrutiny offered has been constructive too, so I thank all colleagues for their speeches and interventions. I will start off with the reflections from the shadow Minister, the hon. Member for Bromsgrove, particularly around growth. As a principle and a starting point, the argument that workers’ rights are bad for growth is just a false choice. A modern economy needs productive workplaces; it needs good communication and a workforce who feel that their voice has been heard. This framework supports those things. That is exactly what we are discussing today. We are asking business to engage with a lawful process, with clear rules and safeguards; I hope that my introductory speech outlined many of those in detail. The draft code is designed to make access practical, exactly for that purpose: it encourages those voluntary agreements first and provides a clear route to resolve disagreements where they cannot be reached. Good employment relations are the foundation of productivity for our country. We truly believe that the two go hand in hand in terms of growth, workers’ rights and building our economy. The shadow Minister referenced SMEs in particular, and I thank him for doing so.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

  More

  I thank my hon. Friend for his intervention, which is appreciated. I outlined the rationale for the threshold aligning with the statutory recognition framework. Below the 21-worker threshold, they are still voluntary, and many trade unions are recognising smaller and micro employers. Where we can encourage good co-operation and working with trade unions, we will always do that. As I said, SMEs in particular are the backbone of our economy—I come from a small business family and know just how hard small businesses work, day in, day out for our communities and in all our constituencies.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

  More

  We have committed to reviewing the framework within six months of implementation, and I will work closely with my hon. Friend on the timeline and what the review will look like. I know that, like other hon. Members, he is keen to be kept updated on that. I commit to working closely with him on it, and to providing him with updates as much as I can. The review will consider the 21-worker threshold, CAC decision making, model terms, digital access and joint applications. I thank hon. Members for the points they raised on that. I thank hon. Members for mentioning seafarers, and particularly the concerns raised by the RMT. As a starting point, I am happy to commit to engaging further with colleagues and with maritime trade unions on access provisions.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

  More

  It is a pleasure to serve under your chairmanship this afternoon, Mr Stringer. These regulations were laid before the House on 6 July 2026. The Employment Rights Act 2025 established, for the first time in Great Britain, a statutory framework through which independent trade unions and employers can negotiate agreements for access to workplaces. At present, trade unions have no general independent right of access to workplaces. Where unions cannot reach a voluntary agreement with an employer, they can act only through individual members in a workplace, which can limit their ability to represent workers and facilitate collective bargaining. The new statutory framework enables unions to access workplaces physically and to communicate with workers, both in person and digitally. It will benefit workers, employers and trade unions alike by supporting constructive engagement, providing greater certainty and creating clearer routes to resolution where access agreements cannot be reached. The right of access is underpinned by access principles established by the 2025 Act. Those principles recognise that trade union officials should be able to communicate effectively with workers for the statutory access purposes, that employers should take reasonable steps to facilitate access, and that access should be refused entirely only where it is reasonable in all the circumstances to do so. The framework encourages employers and trade unions to first reach access agreements through discussion and negotiation. However, where that is not possible via negotiation, the framework enables the union or employer to refer the case to the Central Arbitration Committee, known as the CAC, for a determination on whether access should be granted and on what terms. The regulations before the Committee provide the practical and operational detail needed for the framework to operate effectively. They establish the procedures for access requests and negotiations, set out the matters the CAC must consider when determining applications, and establish the enforcement framework where statutory access agreements are breached. The accompanying draft code of practice supports employers and trade unions on how the framework should operate in practice, including requests for access, negotiations, digital access and enforcement. Turning to specific matters included in the regulations, part 3 of the regulations provides that the CAC must refuse an application for statutory access where the employer has fewer than 21 workers. That threshold aligns the access framework with the existing statutory recognition regime in the Trade Union and Labour Relations (Consolidation) Act 1992. Applying a consistent threshold across those closely related frameworks provides greater clarity for employers, workers, unions and the CAC, while recognising the operational and administrative challenges that the smallest employers may face. That is why employers with fewer than 21 workers fall outside the scope of CAC-imposed access agreements. Regarding the practical operation of access agreements, the Government have been clear that access must operate in a way that is compatible with the legitimate operational needs of employers. Access is therefore not unrestricted and cannot unreasonably interfere with an employer’s operation. Access will take place under an agreement setting out where, when and how it may be exercised. Union officials will need to take account of relevant operational, health, safety, security and safeguarding requirements. Part 3 of the regulations sets out certain circumstances where it is to be regarded as reasonable for the CAC to refuse access, and circumstances where access must be refused altogether, including where the CAC considers that necessary in the interests of national security or to avoid prejudice to the prevention, detection or prosecution of criminal offences. We recognise that different workplaces face different operational realities. What may be appropriate in an office environment may not be appropriate in a customer-facing business, on a construction site or in a high-security workplace. The framework therefore requires access agreements to reflect the circumstances of the workplace concerned. I turn to frequency of access. Part 3 of the regulations and the draft code identify weekly access as one of the model access terms. The Government’s view is that access agreements should provide a genuine opportunity for trade unions to communicate with workers, rather than access being so infrequent that its practical value is limited. The Government consider weekly access to provide an appropriate level of regularity to support effective engagement between trade unions and workers. It helps to maintain continuity of engagement, increases the likelihood that union representatives can reach workers across different shifts and working patterns and provides employers with a predictable and structured pattern of engagement. Weekly access is not mandatory, and trade unions and employers remain free to negotiate arrangements that reflect the circumstances of the workplace and the workforce concerned. Part 4 of the regulations specifies the maximum financial penalties that the CAC may impose on the liable party and the factors it must consider when determining the exact penalty amount. It is important to emphasise that financial penalties are not available at the initial complaint stage, and the framework is designed first to provide the liable party with the opportunity to remedy their actions and secure compliance. The CAC may require the liable party to take specified steps to ensure that access takes place in accordance with the agreement. Financial penalties become available only where there is subsequent non-compliance after the CAC has already intervened. The framework adopts a graduated approach. The maximum penalty is £75,000 for a first penalty order, £150,000 for a second and £500,000 for subsequent penalty orders under the same access agreement. These are maximum amounts, not automatic penalties, and the CAC must consider factors including the nature and gravity of the breach and the number of workers affected. That ensures that penalties can be tailored to the particular circumstances of the case, while providing the CAC with meaningful powers to address deliberate and repeated non-compliance where necessary. The Government are committed to ensuring that the new access framework operates effectively in practice. That is why, alongside the statutory review requirements contained in the regulations, we have committed to reviewing the operation of the framework within six months of implementation. The review will consider how the framework is functioning in practice, in consultation with trade unions, employers and the CAC. The regulations and the code of practice establish the operational and procedural framework for a new statutory right of access and establish clear routes for determination and enforcement where agreement cannot be reached or an agreement is subsequently breached. Crucially, the framework enables unions to engage with workers in person or digitally for the purposes of representation, support, recruitment, organisation, and collective bargaining and delivers on our commitment to strengthen fair and constructive industrial relations as part of our plan to make work pay. I therefore commend the regulations and the code of practice to the Committee.

• 9 Sept 2026 · Draft Code of Practice on the Right of Trade Unions to Access Workplaces Draft Trade Unions (Right to Access Workplaces) Regulations 2026 · Hansard source

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  I can absolutely commit to following up and meeting my hon. Friend, her constituents and those involved. I thank her for making me aware of that issue in Committee.

• 8 Sept 2026 · Draft ACAS Code of Practice on Time Off for Trade Union Duties and Activities · Hansard source

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  I beg to move, That the Committee has considered the draft Acas Code of Practice on Time Off for Trade Union Duties and Activities. It is a pleasure to serve under your chairmanship this afternoon, Sir Jeremy. The measure was laid in draft before this House on 6 July 2026. This Government are resetting and modernising our industrial relations framework. We believe that strong trade unions are essential for tackling insecurity, inequality, discrimination, enforcement and low pay. The Government want to ensure that trade union workplace representatives can take sufficient reasonable paid time off and have sufficient access to facilities to enable them to fulfil their union representative duties. The Acas code of practice, issued under section 199 of the Trade Union and Labour Relations (Consolidation) Act 1992, provides practical guidance on reasonable paid time off and access to accommodation and other facilities that employees who are trade union representatives are entitled to take to fulfil their trade union duties. The code has been updated following the changes introduced by the Employment Rights Act 2025, which strengthened and introduced rights for employees who are trade union representatives. There are three key changes made by the Employment Rights Act to the existing statutory framework. First, it strengthens the existing right to reasonable paid facility time for trade union representatives to carry out their duties. The legislation now makes it clear that, where a request is made, it should generally be treated as reasonable, and it is for the employer to demonstrate otherwise if challenged in a tribunal. Secondly, there is a statutory provision that representatives should be provided with reasonable access to facilities, such as meeting spaces, communication tools and appropriate workplace resources, to enable them to carry out their duties or undergo relevant training. Thirdly, the Act introduces a new right for trade union equality representatives to reasonable paid time off for specified equality-related purposes. Those changes are due to take effect on 30 October. The code has been updated to reflect the changes and support effective and smooth implementation when these new rights come into force in October. It provides clear, accessible guidance to employers, trade unions and representatives on how the statutory framework should operate in practice. The code sets out in practical terms how these rights should be applied, covering matters such as the kinds of activities that fall under the statutory duties and purposes, factors that might make a request reasonable or not, how unions and employers should communicate about arrangements for time off, and the agreement of arrangements between employers and unions. Importantly, the code supports constructive engagement between employers and unions. The intention is not to prescribe rigid rules but to encourage that co-operation and clarity, so that arrangements work for employers, businesses and trade unions. The code provides clear guidance that will give employers confidence in how to approach requests, and will help representatives to understand how to exercise their rights appropriately. In that sense, the laying of this code is a necessary step to ensure that the changes made by the 2025 Act operate as intended from day one. I therefore support this code of practice and commend it to the House.

• 8 Sept 2026 · Draft ACAS Code of Practice on Time Off for Trade Union Duties and Activities · Hansard source

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  I welcome the shadow Minister to his role and to the Committee. I look forward to working with him and debating many issues—this one in particular. He spoke a lot about industrial action. I always find it quite rich when the Opposition talk about strike days, because on their watch they did absolutely nothing to further good industrial relations in this country. That is a real shame, because it is a detriment not only to those employers but to trade unions, our society and our economy as a whole. That is why this Government are absolutely acting responsibly. I will come to the issue that we are debating today, but let me first say that we recognise the need to make sure that our wider industrial relations framework is functioning so that we can resolve disputes in the workplace early. That is good for businesses, employers and trade unions, so enforcement and ensuring we have negotiation skills across the workplace are really important. What the Government are doing to reset industrial relations is responsible. We are modernising our wider framework, alongside passing lots of legislation, including the instrument that we are discussing today, and helping to usher in a more co-operative and constructive approach among employers, workers and their unions. I think that is a really good thing.

• 8 Sept 2026 · Draft ACAS Code of Practice on Time Off for Trade Union Duties and Activities · Hansard source

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  I will not be drawn on the ins and outs of every single dispute that is happening in the industrial relations landscape. I will bring us back to what a responsible Government are doing: fostering good industrial relations, which is absolutely the right thing to do. Unfortunately, perhaps the shadow Minister and I just disagree on that point. Let me bring us back to the draft Acas code of practice. The statutory instrument will ensure that employers have the guidance they need based on what was passed in the Employment Rights Act. It is a necessary step so that employers have the guidance to facilitate the legislation and understand their duties. It is really important to provide that guidance and clarity. We have already touched on the ability to resolve grievances early, and it is really good and positive for reps to have more ability to spend time on doing that in the workplace. In addition, they can improve communication, support workplace training and prevent disputes. That is great workplace value, and that is what we want to foster going forward. The measure we are debating is necessary and the right step to take. As I said in my introductory speech, we want to make sure that the code plays a key role in ensuring that the new rights introduced in the Act passed last year can operate effectively in practice from the point at which they come into force next month. I hope the code of practice will be approved. It is a real shame that the Opposition cannot support us today.

• 2 Sept 2026 · Draft Protection Against Detriment (Industrial Action) Regulations 2026 · Hansard source

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  I thank the shadow Minister for his remarks; it has been a pleasure to debate him in numerous secondary legislation Committees. He is always diligent with his questions and his scrutiny, and I appreciate that and wish him well in his new role. Taking the shadow Minister’s questions in turn, he mentioned the impact on businesses of understanding the guidance that will be in place and ensuring that they feel prepared to address and adapt if necessary. We of course consulted business representatives, as we did at length throughout every stage of the Employment Rights Act, to gain their views on this guidance in particular. We will move at pace to ensure that employers get that support with the guidance so that they can comply as necessary. I would add, however, that at the moment employers very rarely have to impose detriments, so we do not believe that there will be a significant amount of work for employers to do. I referred in my opening remarks to the frequency of employers imposing detriments on workers taking industrial action and how rare it is. Given the scale of employers having to understand the guidance, we do not really see the risk as significant, but of course we will work to publish as soon as possible and work closely with businesses, as we always do. The shadow Minister mentioned the frequency of strike action, and I gently remind him of the unfortunate highs under the previous Government: 2.5 million days were lost to strike action under the previous Government. That figure has increasingly come down. We want to ensure that, alongside all these measures, we have good industrial relations and that employers, businesses, trade unions and Government can get around the table to discuss the challenges we face across this country as well as those we face in workplaces. We recognise that trade unions, their representatives, business and employers will not agree on everything all the time, but fostering good industrial relations across workplaces across the country is my ambition and this Government’s ambition. We know that strike action is often the last resort, and it is an important right for workers to use if necessary, but we want to foster good industrial relations. That is a key part, not just of this draft instrument, but of our wider approach. I have been working on consistently with colleagues in the Ministry of Justice on the issue of employment tribunals, recognising that backlog—it was not helped by the previous Government’s cuts, unfortunately, where we saw significant decreases to the employment tribunal system. It suits no one when they do not have access to justice—neither workers nor employers. People want a system that works for them and can work through cases, and to have that support and that ultimate access to justice. It is really important that we get those backlogs down. We have set up a taskforce with union representatives, businesses, employers, myself and my colleague in the Ministry of Justice, and we have been working at pace since October last year on how to fundamentally fix the system, recognising the pressures and the backlog we already face. As I have said, on the particular instrument we are debating here, there have been two cases in recent years relating to detriments for participation in industrial action. We do not have the frequency of employers imposing detriments on workers taking industrial available to us, because it is so rare—but of course we are conscious of the point about employment tribunals. On industrial action, the shadow Minister mentioned all the regulations that are already in place. Trade union activities and strike action are already highly regulated already. We have talked a lot about that throughout the passage of the Employment Rights Act, as he referred to. We want to ensure that workers abide by the regulations and the law in place, just as we want employers to do; that is why this debate is so important. That conduct is important for the good industrial relations that I mentioned earlier. Finally, the shadow Minister mentioned pay and the impact on common law. Of course we want to ensure that we can enable that process of lessons being learned, so that we can understand and hear what is developing in common law and feed it into our work on this issue. I mentioned in my opening remarks what this instrument will and will not do, so hopefully our intentions in making this change have been understood. We will of course review common law as we always would. On the response the shadow Minister is waiting for, I can only apologise; I will chase that and ensure he gets it in due course. I hope I have answered many of the questions from this debate and that all hon. Members can support this important principle of protecting workers from unfair treatment for taking industrial action. If any of our constituents were put in that position, we would want them to have the law behind them and to have that support, so I hope that colleagues across the House will support this statutory instrument. Question put and agreed to.

• 2 Sept 2026 · Draft Protection Against Detriment (Industrial Action) Regulations 2026 · Hansard source

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  I beg to move, That the Committee has considered the draft Protection Against Detriment (Industrial Action) Regulations 2026. It is a pleasure to serve under your chairship, Ms Vaz. This draft instrument was laid before the House on 24 June 2026 and relates to protection against detriment for workers taking protected industrial action under the Trade Union and Labour Relations (Consolidation) Act 1992. It is being introduced to provide essential protection to workers, ensuring that they can take industrial action without being treated unfairly by their employer as a result. The 2024 Supreme Court judgment in Secretary of State for Business and Trade v . Mercer ruled that the current protections from detriment for trade union activity under section 146 of the Trade Union and Labour Relations (Consolidation) Act do not extend to protected industrial action. As a result, the Supreme Court made a declaration of incompatibility between UK legislation and article 11 of the European convention on human rights, the right to free association. This means that there is a gap in the law that could enable bad faith employers to unfairly penalise workers taking industrial action. While it should always be treated as a last resort, this Government believe that industrial action is an integral and vital part of a worker’s right to express their collective voice if they choose to. If a worker does choose to take industrial action, it is essential that employers treat them fairly and with respect, as the vast majority of employers have always done. This draft instrument remedies the existing gap in the law, enabling workers to take industrial action without being at risk of suffering detriment as a result. It also ensures that UK law regarding detriments will be compatible with the European convention on human rights. The draft protection against detriment regulations are made under section 236A of the 1992 Act, which was introduced by the Employment Rights Act 2025. The draft regulations, taken together with section 236A of the 1992 Act, prohibit all detriments to which an employer can subject a worker for the sole or main purpose of penalising, preventing or deterring protected industrial action. This Government are committed to protecting workers who take industrial action while ensuring that employers are not unduly affected. The vast majority of employers already act responsibly and do not impose detriments on workers for taking industrial action. The draft legislation therefore targets the rare cases where such treatment may occur, without disrupting the day-to-day running of responsible businesses. That is why this legislation prohibits only detriments for the sole or main purpose of penalising, preventing or deterring industrial action. That means that during a period of industrial action, ordinary business practices will not be banned as long as they are not used for the sole or main purpose of preventing, penalising or deterring a worker from taking industrial action. For example, disciplinary action may still be taken against a worker who has committed misconduct unrelated to strike action during an ongoing period of strike action. Employers will still be able to manage industrial action in ways that do not involve imposing a legal detriment. Examples of that include proactive negotiation prior to industrial action commencing and contingency planning to mitigate the impact. Turning to the issue of deduction of pay following industrial action, in common law the principle of “No work, no pay” applies. This means that if a worker does not attend work for a day due to taking industrial action, the employer is under no obligation to pay them for that day. The draft regulations state that they do not affect that common law position. The rules enabling the deduction of pay on account of a worker having taken part in protected industrial action will remain as they are. The draft statutory instrument also adds section 236A of the 1992 Act to the list of claims in schedule A2 to that Act. Detriments claims will therefore be added to the list of claims in schedule A2. For claims in this list, an employment tribunal is able to increase or decrease compensation awards by 25%, depending on whether the employer or worker has failed to follow the ACAS code of practice on disciplinary and grievance procedures. This will encourage fairness and co-operation by both employers and workers and will help timely resolution of disputes to allow employers to return to usual business as quickly as possible. This statutory instrument is essential to provide workers with sufficient protection when exercising their fundamental right to take industrial action, and to make UK legislation compatible with the European convention on human rights. It prevents the door being left open for the very small number of bad faith employers who might exploit the gap in legislation that was highlighted by that Supreme Court judgment, while still allowing good faith employers to deal with industrial action in a non-punitive manner and enabling them to continue to use normal business practices during industrial action. I therefore commend this instrument to the House, and I trust that Members will support it.

• 1 Sept 2026 · Science Facilities and Laboratories · Hansard source

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  It is a pleasure to serve under your chairship, Mr Wishart. I congratulate my hon. Friend the Member for Scarborough and Whitby (Alison Hume) on securing this really important debate on the future of the UK’s science facilities and laboratories. She has been a strong advocate for the Boulby laboratory, which is just outside her constituency, and I thank her for her brilliant speech, which reflected her creative and unique insight into this vital sector. It is always great to hear about her work before she entered this place, and her adventures—it is pretty cool. I welcome and thank the incredible scientists from Boulby underground laboratory and the many other attendees who have joined us in the Gallery for this debate—it is a pleasure to see you all. The Government are committed to ensuring that the UK remains a leading nation in science and technology, which are fundamental to our economy, our public services and our national security. On average, every £1 of public research and development investment leverages £2 of private investment and generates £8 in net economic benefits for the UK in the long term. That investment is about backing the people, facilities and technologies that turn excellent research into practical benefits.

• 1 Sept 2026 · Science Facilities and Laboratories · Hansard source

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  I am coming to the difficult choices about how to prioritise funding. We can of course follow up with any further information that the hon. Gentleman requires from the relevant Minister. Ensuring that the UK remains at the forefront of global research requires not just record levels of investment, but difficult choices about how to prioritise funding. When a country has world-class research projects across so many disciplines and sectors, prioritisation is unavoidable. The fact that we cannot fund every excellent idea is a reflection of the depth, ambition and international competitiveness of UK research and innovation. But, of course, our responsibility is to ensure that the infrastructure we do support continues to deliver the greatest scientific, economic, industrial and societal benefit for the country, including in the places we have heard about today. That means taking long-term decisions.