David is a solicitor who has practised in employment law for 20 years, advising many small and medium sized businesses, and is a branch chairman of the party in South Staffordshire.
> Policy summary
The liberation of small business – employers of 20 or fewer – from the burden of unfair dismissal legislation, statutory disciplinary procedures, the discrimination regime and similar regulations.
> Policy explanation
Since 1997 small business has faced a hostile employment law regime. The former compensation cap of £12,000 for unfair dismissal now exceeds £58,000. The requirement for two years’ qualifying service has been reduced to one year. Procedures more suited to large organisations with dedicated personnel departments bear down on even the smallest of firms troubled by poor performance and misconduct. The need to abide by parental leave rules and “family friendly” policies takes its toll on productivity, alongside a discrimination claims environment where the burden of proof is now tantamount to guilty until proven innocent.
A big business can shrug off a bad outcome in the employment tribunal or an expensive settlement. The same payout might send a small business to the edge of insolvency, if not all the way there.
A succinct Employment Law Reform Bill is all that is needed to put this right. For example: “In the case of small businesses, the tribunal compensation limit in both dismissal and discrimination claims shall be capped at £10,000”; “the statutory disciplinary and grievance procedures, and the regulations relating to parental leave and flexible working, shall not be binding upon small businesses”; “an employee seeking to bring a tribunal claim against a small business must have been continuously employed for two years”; and so on.
Small businesses need to be liberated as far as possible from the dead hand of regulation and the waste of time and resources that it inflicts. Their owners can be left free to choose whether to recruit their 21st employee, and enter a tougher regime, as and when they have prospered sufficiently to bring themselves up to that level.
> Political risks and opportunities
The major risk - the inevitable talk of sweatshops and bullying from our political opponents - is mere scaremongering. The overwhelming majority of good employees in small businesses will want nothing more than to trade their time and skills, not talk of their rights. Just as the owner will want to grow the business by encouraging and rewarding them where due. Common sense does not need legislative gold plating.
Set small business free from these burdens and watch the reward: greater productivity, higher tax revenue and further employment opportunities.
The fact that EU regulation (e.g. the Social Chapter) was the driving force behind many of these legislative burdens will call for greater political will to put these countermeasures in place and face down the consequential criticism, but this is not something to be shirked.
> Questions for ConservativeHome readers
In context, a call for readers’ practical examples may be more useful. My interest in such a policy reflects almost 20 years’ experience as an employment lawyer and partner in a small firm of my own with a number of small business clients whose confidentiality I cannot breach.
> Costs
Direct cost, zero, save perhaps for the medium term financing of redundancies within the departments affected by the anticipated drop in tribunal claims that this reform would achieve. Contrast this with the direct and indirect reward as described above.
David Cooper's overall conclusion: "Our party ought to be the champions of those who consider themselves, under this government, to be over taxed, over regulated, over governed, badly governed and “governed by the wrong people” (aka the EU). A policy such as this one ought to strike a chord within that general context, without being open to criticism as a mere dog whistle issue."
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