Armed Forces (Flexible Working) Bill [HL] — House of Lords, 2017-07-11
Topic: Defense
Julie Smith (Liberal Democrats, Centre to centre-left): My Lords, like most noble and noble and gallant Lords who have spoken this afternoon, I welcome the Bill, but with a degree of caution. I have a few more questions to add to the myriad that the Minister already faces. I, and the Liberal Democrat Benches as a whole, are less sceptical about the proposals than the noble Lord, Lord Touhig, but we have some concerns, and we might even agree with him on at least one point The Bill is intended to assist with recruitment and retention, and may help in particular with the recruitment and retention of women. As several noble and gallant Lords have pointed out, the devil is in the detail—or, at least, the devil would be in the detail if we could find any detail. At the moment, we are still waiting. The issues in the Bill are potentially profound. They may be extremely beneficial to those people who are able to use flexible working, but they raise concerns for all the services, and for those members of the Armed Forces who are not making use of flexible working. That is something that I want to come back to with regard to the impact on morale of those still doing their normal hours. Will they face further constraints and difficulties We have a set of issues about morale, particularly those raised by the regular Armed Forces Continuous Attitude Survey results from 2017. While family life and work/life balance may be important, other factors are also important—most notably, accommodation. As several other noble Lords have sought the indulgence of the House to raise other issues, such as mental health, families and counselling services, I crave the House’s indulgence for a moment to ask the Minister what work the Government are doing to deal with one of the biggest issues that affects service families—the nature of accommodation and, in particular, the maintenance of service accommodation. There are still regular complaints and a very serious sense that CarillionAmey does not deliver. One issue is that its contract is not sufficiently well specified. But if you have cold water instead of hot water or a cooker that does not function, there are real questions about how quickly it will respond. What scope is there through this Bill—although it will probably not be through this Bill—or through the course of this Parliament to look at ways in which to enhance service accommodation? That is one issue that affects family life in the services and, by extension therefore, morale, and potential questions of retention Accommodation is one issue, but pensions is another and pay is another. There is a range of issues that need to be dealt with. This Bill deals with a very small aspect of morale—the issue of flexible working. One question that I would like the Minister to address, which has come up and on which, although I hate to suggest it, there is a degree of confusion on some Benches, is about the elision there seems to be between part-time and flexible working. My understanding is that those two things are distinct and that flexible working would not necessarily entail a reduction in pay. Part-time work would, as it would in any walk of life, but engaging in a degree of flexible working, which could entail home working or flexible hours, would not in and of itself necessarily entail a pay cut. If the Minister could clarify that, it might be helpful to the progress of the Bill There are clearly questions of recruitment and retention. These proposals—assuming that the detail is appropriate—may assist with retention. Serving men and women may at the margins think that the ability to undertake flexible hours or to take leave to deal with caring responsibilities would help them to make the decision to remain rather than leave the services. That clearly could be beneficial to the individuals and the services, as well as to the UK as a whole, if we are not losing skilled people My noble friend Lady Jolly raised the question of information. How do serving men and women find out about this? The Armed Forces Continuous Attitude Survey suggests that only about one-quarter of servicemen and women actually think that leading officers give them adequate information. That has been one of the problems with the new employment model: there is a feeling among service men and women that they do not necessarily understand the detail. What is going to be different about this flexible working Bill? How are service men and women going to find out about the provisions? Are they going to have some general information? How far are we going to get into the details with them of whether there is going to be a cap on the number of service men and women who will be allowed flexible working at any one time The positive side is retention of people who may be looking for flexible working, but what about full-time regulars who may have to take on an additional burden if some of their colleagues are no longer available for deployment outside a particular geographical area or for a certain amount of time? That could give opportunities for reservists to be called up, as the Minister suggested, but it also raises questions about people who are still doing full-time work. I have had feedback which suggests that full-timers may then feel under additional pressure. If that is the case, what impact will it have on their retention rates? Have the Government undertaken any work into the impact on retention for full-timers I will look next at recruitment. Some work done by PricewaterhouseCoopers on public opinion suggests that there are very high levels of trust in the Armed Forces, right across the spectrum, but younger people are slightly less prone to trust them. About 80% of respondents thought that the Armed Forces are important for jobs, skills and training. Once again, as with trust in the Armed Forces, fewer young people are aware of the skills and training available. What are the Government doing to make recruitment more attractive; to enable young people—particularly young women—to understand the potential opportunities? I will correct something that the noble Earl, Lord Attlee, touched on. He seemed to imply that my noble friend Lady Burt had suggested that we could let in women or other people who did not meet the appropriate physical standards. What my noble friend actually said was that, as the nature of warfare changes, so the variety of skills and talent may change. For example, for cyberwarfare you do not need the physical attributes of a Royal Marine. There may be people from all sorts of backgrounds who would never have dreamed of joining the Armed Forces. They are not necessarily opposed to the Armed Forces or disagree with them—they are not pacifists—but they would never want to do some of the physical things. They are so computer savvy that they would be brilliant recruits, but they are not about to go along to the local recruitment office. What are the Government doing about a wider approach to recruitment Many questions have already been raised and I do not want to reiterate them. We clearly need to think about manning levels generally and ensuring that flexible working does not damage operational capabilities. I assume that Her Majesty’s Government have looked into this and believe that the proposals being put forward will not create any problems for operational capabilities. The Minister certainly suggested that they are evidence-based, yet they have raised several concerns. Can the Minister reassure the House that they are not aimed at cost saving; that manning and deployment proposals have been thought through; and that the high-level support for flexible working will be there through the ranks? Like the noble Lord, Lord Touhig, the Liberal Democrat Benches would like to see regulations subject to affirmative rather than negative procedures. It is important that this House and the other place can actually see what is being proposed. We would also like to know how the military regulations are promulgated and scrutinised, as was touched on earlier In conclusion, these Benches give the proposals a cautious welcome. My noble friend Lady Burt said, in effect: "What’s not to like". There is very little in here to disagree with, but we clearly need to be very careful to ensure that the proposals are fit for purpose. We therefore look forward to the clarifications that the Minister will give this evening. We look forward even more to elaboration in Committee on the many questions that have come up this evening.