CIPD responds to draft legislative programme

Responding to the governmentís draft legislative programme, the Chartered Institute of Personnel and Development (CIPD) has expressed concern about proposals to create an entitlement to apprenticeships; moves towards ëpositive measuresí to increase workplace diversity; and plans to introduce legislation on agency workersí rights. However, the CIPD has also welcomed proposals for simplification in both equality legislation and skills provision, together with plans to introduce a right to request time off for training.

Education and Skills

John McGurk, CIPD Skills Adviser, said:

ìWe are concerned that the proposed statutory entitlement to an apprenticeship could undermine employer support. Apprenticeships are valuable if they are designed to meet business needs. Employers are ready to offer apprenticeships if they meet these business needs and are being taken up by young people keen to improve themselves. But they should not be allowed to be approached by apprentices as an ëentitlementí. Youth unemployment will not be solved by a ërightí to an apprenticeship.

ìWe cautiously welcome the proposal to introduce a ëright to requestí time off for training. The ëlight touchí right to request approach has worked well with flexible working, for both employers and employees. Four out of five such requests are accepted by employers, who are in turn experiencing a higher level of employee engagement and motivation from their growing flexible workforces. However, it is important that we do not lose sight of the fact that training is a two-way street. It is of benefit to the learner, but must also contribute to meeting the business needs of the employer. If this test is not met, the employer must be able to decline requests for training.î

Single Equalities Bill

Freda Line, CIPD Diversity Adviser, said:

ìA Single Equalities Bill offers an opportunity to simplify and clarify the plethora of different legislation affecting equality and diversity. It also offers an opportunity to break down the false hierarchies that have grown up between different forms of discrimination.

ìExtreme caution needs to be exercised before introducing any proposals to allow more positive action measures. There is a very fine line between positive action and the kind of US style affirmative action which has long been seen as inappropriate for the UK. Getting this wrong will be counterproductive, potentially damaging workplace relationships and undermining the business case for diversity.î

Agency workers

Mike Emmott, CIPD Employee Relations Adviser, said:

ìIt is disappointing that the government feels the need to bring forward legislation on this issue. Agency workers play a positive role in the UK labour market. Many actively choose to work on an agency basis, preferring the combination of flexibility and rewards this approach offers. If legislation is to be enacted that reflects the current draft EU Directive, our research shows employers would resist a qualifying period of less than six months, but would be comfortable with a qualifying period between six and 12 months.î