This episode is supported by Movember, the leading charity
changing the face of Men's health.
Hello and welcome to To Be a Boy with Me, Jolie Braley.
And me, Elliot Ray. Today's guest is the minister
responsible for the Employment Rights Act and the Parental
Leave Review. She's also the MP for Halifax,
the town where I was born and grew up until the age of 14 when
I left the Leeds Boo. Minister Dearden was elected in
2024 and in 2025 she was appointed Minister for
Employment Rights and Consumer Protection.
Minister Dearden, welcome to the podcast.
Thank you for having me. Really lovely to be with you and
we're looking forward to chatting.
Yeah. Brilliant.
We've got lots. Of.
Questions. We are able to talk about the
Employment Rights Act and as of today, employees are entitled to
paternity leave and unpaid parental leave from the first
day in a new job. They are also entitled to
bereaved partners, potential leave and stronger protections
for workers who report sexual harassment.
Statutory sick pay now has no earnings threshold and is
available from day one of being sick.
Employers are. Now being encouraged to publish
action plans to explain how they will reduce their gender pay gap
and support employees through menopause.
And finally, a new body has been established to uphold workers
rights called the Fair Work Agency.
So it's been pretty busy in your office.
Minister Tayton, first question, could you explain to us the
exact changes you have made to paternity leave and unpaid
parental leave? Because I'm actually I'm not
sure many people understand the difference between what unpaid
parental leave is and and the potential leave changes.
Yes, of course, really happy to and just to start off by saying
I'm, you know, so happy that I get to be the minister leading
on this really significant piece of work for the government and
the country will affect so many people's lives.
And we can touch on that and all the different policies you've
just alluded to that we're introducing.
And as of today, and particularly for unpaid parental
leave, impacting and benefiting more than 1.5 million working
parents to 1/30/2000 parents becoming eligible for paternity
leave and over 18 million people will be affected by this act in
itself. So it's a really, really
brilliant piece of legislation that I'm so proud to be leading
on as, as the minister and for the changes, particularly as you
mentioned to paternity leave and an unpaid parental leave can
walk through kind of the changes we've made and the impact that
I'll have for your listeners and and for parents across the
country. Parents are already entitled to
take, and there's 18 weeks of unpaid parental leave for each
child and they can take that at any point up to their child's
18th birthday at a maximum of four weeks per calendar year.
Whether it's spending time with your kids in school holidays or
whatever, you need to use that leave for us there.
But at the moment you've got to have worked somewhere for a year
before you're eligible. So that's what we're scrapping.
So from today, 6th of April, you can take it from that first day
in your new role to provide that flexibility.
And we're also making paternity leave a day one, right?
So that's giving fathers and parents so much more flexibility
in how they can use it with the shared parental leave as that's,
you know, going to help help those 1.5 million more parents
that I mentioned right at the start.
And there's over 30,000 dads accessing paternity leave.
So a really, really significant moment.
So to clarify on paternity leave that's a non birthing parent
will still have to have worked for the same employer for at
least six months up to the qualifying week, which is 15
weeks before the baby is due before being eligible for
statutory paternity pay. Is that right?
Yes, that's right. And being really honest with
you, we would of course like to go further on pay, but we've got
to think carefully about the costs, the costs involved, which
is why we've launched the huge parental leave and and pay
review last year. And that's a really important
and focused piece of work. And I'm absolutely the top of my
To Do List along with all the secondary legislation with the
Employment Rights Act. But it's really important.
And we've heard so much from colleagues in the House to
constituents of in my own constituency of Halifax, to
families across the country. And what we've prioritized right
now is making these changes to return to leave so that parents
can access that guaranteed protective time off with their
families as soon as they start a new job.
And that's a really important step.
And I've seen, as you know, statutory pays is the legal
minimum that employers have to provide.
And I've met a lot of employers who go above and beyond that and
provide even more generous packages.
And we've heard that throughout the review as well.
And that's why we are looking at it as a whole in terms of leave
and pay to understand what more we can do to support working
families in in a sustainable way as possible.
OK, great. Thank you.
We've got loads of. Questions on the plan to leave
with you to ask you, as you would imagine, looking at the
changes that are coming in today, the gender pay gap action
plans, they're going to become mandatory in 2027.
But as of today, you're encouraging employees to do
gender pay gap action plans. And it's for employees who have
over 250 employees. They have to set 1 action that
they will do to reduce the gender pay gap in their
organization and to support employees who are experiencing
menopause. How will you hold employees
accountable? Thank you.
For business, it's a really important part of, of what we're
looking at for our wider make work pay agenda.
And as you mentioned, the action plans will be voluntary for a
year starting from this April to give employers that time to
understand the new process. And we'll cover the menopause
support as well as the gender pay gap with really, really
crucial issues that we need to address.
So we really encourage employers to participate in the, in the
voluntary year. And I will of course be
assessing as much as possible the impact and, and the take up
of employers, because while we of course want to hold them to
count, we want them to employees to feel accountable and
empowered to take that action that will lead to sustainable
change in their workplaces and beyond too.
So it's making sure that it's as meaningful as possible and long
lasting in workplaces. And whether you know, it's
looking at the action plans being published and visible to
everyone so they can be held accountable in that way.
And just see what actions we can take over time as we assess
their impact. And the take up will be a really
important stage and part of this too.
Will the Fair Work Agency be involved in that?
So they will be checking that employees are publishing those
action plans. In the immediate term when we
set up the Fair Work agency and from this month, obviously
bringing, bringing together those 3 enforcement bodies,
looking at the existing remits and responsibilities to make a
smooth process for, for those three agencies coming into one.
But there's loads of the potential for the agency in
terms of enforcement, working with employers that they're
aware of legislation and guidance across all different
aspects of the new policies we're introducing.
So we'll be working with them really closely and they're
obviously really keen to work with businesses to comply with
law and make sure that they are working as close to the guidance
and seeking that support if, if they need it.
If this is a new policy for people, for example, with with
the gender pay gaps and all the support that we want them to
provide with the menopause. So there's lots of potential for
the agency to further support employers as it sort of becomes
a bit more cemented of the the coming months and years bringing
those agencies together. But I think it's such a
brilliant opportunity to better provide that guidance and
clarity to employees and employers, particularly for for
action plans like this as well. Right.
Great. Thank you.
Let's have a look at some of the changes that commute because
there was so much happening with this act.
I am hugely supportive of it, have campaigned hard for like 7
of the different changes that are coming in.
And so, yeah, there's. So there's a lot and the key
ones that we want to talk about because of our audience.
The stronger flexible working rights, enhanced redundancy
protection is for pregnant workers and those returning from
parental leave, miscarriage leave, restrictions on the use
of Ndas and then to exploitative 0 hour contracts and extending
the tribunal time limit from three months to six months so
that you have a longer period to raise a tribunal claim from the
point that discrimination occurs.
That was actually the law that sculpted me when I experienced
pregnancy discrimination. All of those changes that they
can be in place by April 2027, is that the deadline or is it
later in 2027? So we've got the road map for
all these different policies on the government website that
lists all the changes that are coming in from this year to
next. So we've really provided that
clarity to employers, but employees as well abound when
these rights will come in. But there's lots of obviously
loads of changes that are coming in.
Statues to pay from April, a flexible working which we're
currently consulting on to the end of April.
I'm really, really keen to hear as many reflections and insights
to those and we can pick that up to Ndas sort of consulting as
soon as we can and then introducing that giving, giving
people time really to to make sure they can process and
understand the legislation before they introduce.
So they're all quite staged and staggered and really encourage
people to check out our road map on our website and it can list
all the current consultations that are coming up as well.
So it's really clear how you can get involved and share your
experiences and share that legislation too.
Brilliant. Yeah.
And please do do that people keep your eye on that is this is
a really once in a lifetime opportunity to have your say on
laws that will impact you and work.
When I was at pregnant then screed we did do some
campaigning on non disclosure agreements alongside the woman
sells Elder Perkins, who I'm sure you know, And we found that
about half a million women had signed non disclosure agreements
due to pregnancy or maternity discrimination, which is a
significant number. And it was really damaging their
mental health because not only had they experienced this really
overt discrimination, there were then in silence.
I'm talking about it to anybody else.
And that was really damaging for them.
We'll obviously haven't done the consultation on this.
And I do appreciate that there's still a way to go before this is
written into legislation and the detail is finalized.
Do you expect that these changes will ensure that non disclosure
agreements can't be used to hide and bury cases of discrimination
and harassment? Well, I want to start off by
saying thank you to all your campaigning work and on so many
parts of this legislation, but know how important this is to
you and that, you know, being able to work with people like
Zelda who are just incredible forces of nature has been such a
privilege. And as my colleague Lou here in
Parliament, who's kind of been championing this and working
really closely with Zelda. So I'm really delighted that
it's a focus of the act and will be a really, really important
bit of legislation when it comes in, you know, where they've used
by employers to silence worker subjected to harassment and
discrimination and how we can ensure that we can stop victims
from suffering in silence. And I've heard so many instances
and circumstances that people have been through.
And we do know as part of this in some circumstances that some
people who, who have suffered harassment and discrimination
might want that confidentiality as well.
And we won't want to take that away.
But that's why the consultation is, is really important seeking
those those views, those different cases and experiences
where Ndas between an employer and a worker about harassment or
discrimination are still valid and conditions they must meet.
And obviously the list of individuals as well that that
workers who choose sign these Ndas will be allowed to speak
to. So the consultation is looking
at all those things. But I suppose to your point
around backdated and, and once the Ndas become unenforceable,
but kind of we expect to happen and I suppose they're already
quite limited reasons why a court might find an NDA as
unenforceable, for example, whistleblowing or of covering up
a crime. And as you said, the, the
measures that we're bringing in won't be retrospective, although
there could still be those various reasons and you know it,
it wouldn't be right for me to say or suggest what could happen
if someone breaks a historic NDA.
And we'd always encourage anyone to get legal advice first, of
course, but we really do believe in the action of protecting
workers against the misuse of Ndas and where they're being
used to, to cover up relevant harassment and discrimination.
And that's, you know, it's a really, really important part of
the act and legislation coming forwards.
And, you know, we want to make sure that people do have a
greater say when they want that confidentiality and know how
important that is. And if they do that, better
understanding of of what they're agreeing to as well.
So we'll be working really closely obviously and yourselves
Zelda, amazing campaigners in this space through the
development consultation and make sure we are capturing all
of that before we do bring in specifics of the legislation.
Great. OK, Thank you.
Yeah, I mean, we, I get so many questions from people saying
when this new law comes in, does it mean I'll be able to break my
NDA? So as you're saying, really
definitely get legal advice before you consider doing that
because the law will not be retrospective, flexible working,
big thing amongst parents and changes that you're bringing in
I think are great and will make a really, really big difference.
The consultation is open at the moment.
Please do go complete the consultation.
It closes on the 30th of April. Could you give us again, you're
obviously consulting so you haven't crossed the T's and
dotted the IS yet. Could you give us a broad
outline of what these you expect this law to achieve?
So we really want to give people the chance to fit work and
family life, personal circumstances, people's health
conditions, caring responsibilities, parents with
young children, greater flexibility when it comes to
work. You know, the world of work is
transformed and people's expectations and way of working
has to, and you know, it's only right that legislation keeps
pace with that and particularly for flexible working.
And we know how much it can ultimately change people's lives
when it's done properly and when they have that understanding
with their employer. So that's why we want to
introduce these changes that will require employees to accept
flexible working requests unless it's not reasonably feasible.
So that's what we're consulting on, introducing a, what we're
calling a reasonables, A reasonableness test, which means
that if an employer rejects a request, I'll need to have a
good explanation as to why that's reasonable.
So as you say, that consultation is, is underway on the reforms
until the 30th of April. So please, everyone who's
listening, get involved. And these changes will take
place next year too. And it switches it on its head,
doesn't it? I mean, what?
The previous changes to flexible working laws have simply moved
the time at which you can request flexible working, but
it's still very easy to reject it.
But this will turn things on its head so that it's actually
harder for an employer to reject a request than it is to just
say, yeah, OK, that works because they're going to have to
document in writing exactly why, as you said, it doesn't fit the
reasonable test. And that then could be used
potentially in an employment tribunal if the person that is
in receipt of the rejection thinks that that hasn't followed
the reasonable test. So it's, I think the I really do
feel that this will strengthen people's rights and give them
much that many more people will have flexible working requests
accepted as a result. So thank you for bringing that,
Lauren, thank you for working on it.
Please everybody, go and fill in the consultation redundancy
protections. Again, something that I worked
on for years. You have recently completed the
consultation on enhanced redundancy protections for those
who are pregnant and those who have recently returned from
work. I'm sure you haven't gone
through all of the responses yet and don't have it all finalised,
but what these laws will do is strengthen those rights so it is
harder to make somebody redundant or push them out of
their job during that phase pregnancy until about 6 months
after they return from work. What I suppose I really want to
understand is how will you measure the impact of that new
law? How will you know that it's
working? Another great question.
Thank you. And yeah, really, really
important piece of of legislation area.
And you're right, we closed that consultation earlier this year
on the 15th of January. I think we had nearly 900
responses which was brilliant. And thank you to everybody that
shared their experiences and views of of how they want this
legislation to work and and out. And we're currently working
through all of those. I suppose through the policy,
what we want to see in terms of how we measure success is a
decrease in the number of dismissals, a decrease in the
incidence of pregnancy and maternity discrimination as
well, and improved employment rates for pregnant women and
mothers. And if we get all those right, I
think that is successive of this policy.
And you know, when you hear what the experiences and stories that
come through the consultation to the women that that I've met and
the charities and organisations and campaigners in this space.
And I know you can again, so much too.
And thank you. We do really want to protect
this cohort who are uniquely vulnerable and at the same time
ensuring that they continue to to be hired in the workplace and
do get those opportunities. So we're currently working
through all of all of the responses that we receive that
reflect really varied experiences to make sure that no
matter what that this this group are protected in the workplace
and and do have those enhanced, enhanced rights when we look to
dismissal. But that we continue to make
sure that they get those opportunities in the workplace
as well. So and we'll hopefully be able
to say more in due course when we work for all the responses
and we get through the fine details of the policy.
I mean, the our, the rights for those who are pregnant and those
who recently returned in the UK are far weaker than they are in
the rest of Europe. So it's really great that you're
strengthening these laws. The last government didn't do
any research on what was happening in terms of pregnancy
and maternity discrimination. The last bit of good research
that we have on this is from 2015 when the Equality and Human
Rights Commission were commissioned to, to, to look at
this issue. And they found that the number
of women pushed out there just for getting pregnant or taking
maternity leave is 54,000 women a year, which is a woman every
10 minutes in the UK. It's like one in nine pregnant
women that get pushed out of their jobs and 77% of working
mums encounter some form of discrimination.
And because we didn't have any more research since 2015, which
is obviously a very long time ago now, we did it ourselves
when I was at pregnant and screened and it was really good
data. 25,000 people responded to the survey and we had, we made
the data nationally representative.
So it was good quality research and we found that it increased
again to 74,000 women every year.
And when I'm asked why that is, I say, well, it's because very
little has changed in the last 10 years.
There's no, the last government did very little to strengthen
our rights despite knowing this was a massive issue.
I believe these new rights will start to reduce pregnancy,
maternity discrimination. And we asked the Prime Minister
when we interviewed him whether. There will be a commitment from
the government to track that and to evidence what is actually
happening to women in the workforce.
Can you also say that that will be something the government will
commit to when? We look at this this policy or
the legislation in the act of all have the reviews, you know,
over a number of years to make sure we can measure the impact
and effectiveness of them. And absolutely this is this is
not in that book of policy and how we review the effectiveness
of it and ultimately the impact it's had and has delivered the
intended policy change that we wanted it to.
And so, yes. Brilliant.
OK, good, yay. Right.
And let's move on to the parental leave review and
potentially, which is something Elliot and I are kind of
obsessed with just. A little bit.
Just tiny bit. Lots of people are.
It is a much anticipated review is really again it's probably I
would say the last opportunity we have potentially to improve
our parental leave rights in the UK.
Elliot and I both campaigned for six weeks pertain to live at 90%
of salary for a number of years. Some research that I did with
the Centre for Progressive Policy found that if we if we
were to do this, it would decrease the gender pay gap by
4%. And the Joseph Roundtree
Foundation estimates that it could add 2.6 billion pounds to
the wider economy. And evidence from countries with
more generous paternity leave show the really clear benefits.
It reduces the motherhood penalty, better maternal mental
and physical health, stronger relationships, improve child
development and higher life satisfaction for fathers.
So the benefits are just enormous and it pulls really
well across the spectrum no matter who you vote for.
It polls really well as something that the British
public would really like to see given all of the evidence.
And I know that you're still doing the review, which is due
to conclude in 20 early 2027. How likely is it do you think
that that your government will increase potential leave and
pay? Really glad we're getting to
this topic and the question, but it's one that, as you can
imagine, I am asked about a significant amount on in terms
of the direction of the review and how important it is and how
welcome it is by charities, campaigners, organizations who
have been who have long been campaigning for changes to the
system. And really recognize it's not
been looked at as a whole for a, for a long period of time, which
is why we're taking this year to, to really digest all the
different apps from, from different organizations.
Everything you've just alluded to in terms of the impacts that
surely that the various policies could have in terms of our
labour market, for our economy, for people getting into work and
ultimately their finances and the wider economic impacts of,
of so many different aspects of the parental leave and peer
review. My colleagues in Parliament are
also really, really passionate and, and so glad that the
government is leading on this. And so it's a, it's a real
opportunity and we completely understand the challenges that
many parents face when trying to balance their lives at work and
at home. And we're on the side of working
people. And I want going through all the
different policies we're doing because.
But we know that the parental leave system does need to be
reviewed, including maternity pay.
So that's why this review is really important.
In addition to what we've announced today with the unpaid
side of things straight away is well, what we what we're doing
about the wider system and on pay.
And I really do hear that. And here the desire for us to to
move at pace on this because it's just not being looked at
for such a significant amount of time.
So it's been really brilliant to have so much engagement in this
review. And obviously there is so much
scope when we're looking at all the different entitlements.
And to be really honest with you, even when I'm out with my
non political mayors, this is the part of my job that most
excited about and and engage with and hold me to account to.
So there's absolutely no escape in this.
And you mentioned it Paul as well.
And it just, it's someone, you know, everybody interacts with
this system as at somewhere stage in their lives or their
family friends have. So we do really, really
understand the need to improve and paternity leave and pay.
And This is why it's such a good opportunity for us and we want
to get it right. Yeah, I think it will be huge.
I speak to dads everyday who they really struggle.
They go through this massive, massive life change.
They have a couple of weeks off, sometimes that's in hospital,
sometimes their parents had AC section and literally go back to
work like nothing's changed. And it's really, really
difficult. I think this would be a
transformational change to the lives of families.
And how much is the government looking at what's going on
overseas? You know, in in Spain, 17 weeks
for pay, Norway 15 weeks 100% pay benefits across the economy
to well-being of parents of children through this review is
is the government looking at that best practice and what we
can take from that. Yes, absolutely.
The officials of department are working flat out on all the
evidence that we're hearing from from so many people, reflections
of experiences abroad too. And you mentioned a couple
earlier and to to colleagues in the house and conversations I'm
having, you know, we are really kind of taking that step back
and looking at best practice elsewhere and the impact and,
and sort of ultimately how it's change the system and people's
lives in in different and areas of the world.
So yeah, we're really, really looking at as broad a scope as
possible. And I think that's why it is so
exciting because that's not been done on such a scale before.
Well, for a long time, anyway. And I think self-employed dads
are really important in this too and that's part of the review.
I'm a self-employed dad myself and when my second came along,
it was basically taking, taking unpaid leave and then losing
money because I'm not working as well.
And so many dads, self-employed dads just don't take any leave.
They literally go back to work straight away.
Yeah. So how much is?
Is that a part of the review that you're considering?
Yeah. So they're absolutely in scope
of the parental leaving and pay review and really recognise your
well, your personal experience of, of the system and the impact
it's had on you and your pay. And prior to becoming a member
of Parliament, I worked for a trade union called community.
We had lots of self-employed and freelance members of the union.
And they also, they always express their circumstances and
so their desire of what they wanted to see in a safety net.
So it's something I'm really alive and conscious to in terms
of that, that lack of support. And that's why they are in scope
of of the review and and to the impact and experiences
self-employed mums as well with maternity allowance to keep in
touch today is really recognize the experiences that the wider
self-employed workforce face in the parental leave and and pay
system. And I think that's why it is
important that they are including this.
The University of Bath did some research which finds that
including self-employed in paternity provisions could add 3
billion per year to the economy. And the JRF calculated how much
it would cost to include the self-employed in paternity
provisions and they found it was 18.9 million a year.
So it feels like the economics on this does make sense,
including the self-employed and paternity provisions.
And of course you've seen the campaigns recently from kinship
carers because I mean completely excluded from pet, the parental
leave system, which seems really unfair considering they saved
the government £4 billion per year.
I have a friend who's a kinship carer and she's had to leave her
job because it's just become so difficult and now they're in a
real mess financially. So again, you know,
self-employed carers, that the system really locks so many
people out of it talking about mothers because we have a lot of
mothers who listen to the podcast, particularly mothers of
sons like me. Statutory maternity pay is now
worth less than half the minimum wage.
Think it adds up to about 499 an hour when you were you break it
down and 3/4 of mothers rely on debt just to get through
maternity leave. I'm sure you will know that cost
is cited as the main reason why women are not having children,
why we have a bit the baby crisis we came.
We've seen the birth rate drop significantly and that poses a
risk for our future economy. Do you think it's also time we
increase maternity pay? Really understand the concerns
around maternity pay and the parental leave review will will
consider this and as you can imagine we have had lots of
representations from mothers themselves to charities and
organizations that are campaign for change in this space.
So absolutely understand the concerns and the review is
considering it for the for that reason.
And in the meantime, obviously whilst we're considering all the
different stages and forms of the review and the run up to
next year, we'll be able to hopefully announce our vision
and changes. Really want to reduce those
wider cost pressures on mums and on families.
And you'll know, lots of work that's happened across across
government on that, as well as the increase in labour market
participation, lots of it covered in the Employment Rights
Act of how we rebalance that flexibility and security.
And also removing the barriers to take time off work, which
we've, we've touched on a bit in this podcast as well.
But just to really recognize the concerns.
And whilst we're looking at in the review in the meantime, it's
not. So we're not doing anything else
to alleviate those pressures their families and mums
absolutely face. But we know there's obviously
always so much more we can do to to make sure that we can get
more money back into people's pockets and they do feel better
off. And we're committed and
determined to working on that day in, day out across
government too. Lovely.
Thank you. And then my final question.
There is a change that we could bring in that won't cost
anything. That seems really obvious to me.
And it's actually something that Jo Swinson campaigned on when
she was an MP, Jo Swinson from Liberal Democrats, for anybody
that doesn't know who I mean by JoJo Swinson, I'm sure you will
do. But and, and we now have a
petition out on this. What do you think about making
it mandatory for employers to publish their parental leave
policies online? Because if we did that, I feel
that it would mean people would start to improve their parental
leave policies because they will be in competition with other
employees for the best employees.
And it seems like such a small thing that we could do that
doesn't cost anything, but could have a really significant impact
on working families across the country.
So the, the ACT I suppose, takes those, those first steps towards
requiring those large employers to, to publish action plans
detailing the steps to taking to narrow the gender pay gap
alongside their gender pay gap figures.
And we've talked a bit about the action plans as well.
They'll be voluntary from this month to, to next year.
And those encouraging compliance and, and everything that we want
to see in terms of the opportunity that presents for
organisations to be much more transparent.
And I think that also presents a real opportunity to encourage
organisations to be more transparent about their parental
leave and and pay policies to workplace flexibility and the
broader pay and progression practices that they have.
So I always encourage businesses to be more transparent about
their parental leave policies in the meantime and want them to
feel empowered to publish this information as soon as they can.
And that should be the norm. You know that increased
transparency will benefit everybody, employers, the
current employees, those looking for work, so they can really
understand different policies that organisations offer that
can be part of, but they're looking for a particular job and
if that works for them. But also how we can drive up
standards as well with businesses.
And we talk about this a lot with the ACT, lots of the
policies we're introducing at a level that playing field.
So good businesses who are already going above and beyond
in terms of what the Employment Rights Act delivers aren't
undercut by those who don't play by the same rules.
And but actually when you look to initiatives like this, how it
can really level up that playing field and make sure those
brilliant businesses who do go above and beyond and people know
about their policies and commit that decision.
But that increased transparency can only help that and help
businesses as a whole too. We definitely encourage that
from the from businesses to be to be more transparent and look
how we can progress those particular action plans too.
Will this not be part of the parental leave review?
We've heard it come come quite a lot from businesses who kind of
want to demonstrate the impact that it's had if they had do
have that transparency and kind of the progression that they've
seen. So it definitely has has come
through the evidence we've heard and when we're having
conversations with them as well. So it could, it could be
something when you conclude the review and you say the changes
that the government is prepared to make off the back of that
review. It could be something that could
that would be put forward as this is one of the things we're
going to do. We're going to make it mandatory
for parental parental leave policies to be published online.
Yeah, we've been, we've been quite specific when we've sort
of launched the terms of reference of exactly what the
review is looking at. But you know, when other things
have cropped up or best practice and evidence from employers
about really encouraging that label market participation.
And if they do have those brilliant policies in the
workplaces, you know that evidence base feeds into my
wider work as well around lab market participation, the role
of businesses and employers and enabling that flexibility and
security at work. So it absolutely will play a
part in that evidence base and the future vision of workplaces
that we want to see and people's experience of it, no matter
where they are in this country or the size of the employee
would work for it. Absolutely just feed into that.
If anybody has any evidence on that, if anybody would like to
make a suggestion on how that work or how that's impacted
their company, what would how would they do that?
So I mean, I meet with businesses quite regularly and
always really keen to hear those different experiences too.
If they want to kind of formally feed in, if they haven't already
to the review. We're really keen to hear from
them and put them in touch with, with our brilliant team here are
working flat out on our on our wider review.
So do feel free to get in touch or directly with their Member of
Parliament as well. Have had had lots of
representations from MPs across the House who are really
interested in this and hear those direct experiences for
businesses and their constituency and their
constituents as well. So please do engage with with
those processes and and with parliamentary colleagues too.
Brilliant, lovely kinship carers are but also currently excluded
from our parental leave system, which seems just so unfair
considering they saved the government over £4 billion per
year. What?
What are your thoughts on kinship carers and where they
sit within the parental leave review?
The. Kinship carers are just
incredible and, you know, they do such amazing work and that's
why they're, you know, considered as part of the
parental leave and pay review because we recognize that
they're currently not supported in the system.
And, you know, I've met with kinship carers here in
Parliament, but in my own constituency recently in my
surgery and met a kinship carer who had an experience where she
had to give up her job and her circumstances changed her.
She had an impact on her relationship and her her wider
network. And she wouldn't change any of
that for the world because it's a, it's a responsibility that
she's taken so seriously and has changed her life for the better.
But it has absolutely impacted her.
And she shared her experiences with me and that similar
experiences, the case for lots of kinship carers across the
country. And that's why it's right that
we look at the support available to them.
My colleagues in the Education department are doing lots of
this already, trials in different areas to ensure that
they can sort of have that better support in terms of
payments. But when it comes to the wider
system for parental leave and pay, we really want to make sure
that their experiences are a key part of it.
And that's why they are in scope and just want to say thank you
to them. And they're, they're an amazing
force of nature. Lovely.
That's so, that's so good to hear.
Thank you. I'm sure that, you know, that
will be hugely appreciated because they definitely feel
very ignored and they do such an important job, don't they?
They really do thank you have covered.
Laws So thank you so much. It's been really great to
chapter all. And yeah, really nice to meet
you as well. And we're really excited about
all the changes that are coming up and about the parental leave
review I'm sure would be the last you hear from Elliot and I
hope. Not.