Monitoring
39. It is clear that the impact of parental
leave, whether paid or unpaid, needs to be monitored carefully.
In the United States the report produced by the Family Leave Commission
provides a detailed account of the impact of the Family and Medical
Leave Act. This report provides the basis for an informed debate
about future legislationincluding the possible introduction
of an element of payment. Ms Lenhoff considered the establishment
of an independent Commission in the United States an example of
"good government."[78]
In the UK it is only by monitoring the impact of the new entitlement
to take parental leave that the success or otherwise of the policy
can be judged. In particular, careful monitoring will be able
to identify the level of take-up in different sections of society.
Professor Peter Moss told us that "decisions on payment (as
well as other features of leave such as flexibility) should be
explicitly related to clear and stated objectives for parental
leave and regularly reviewed in the context of monitoring and
research into the impact of parental leave."[79]
40. It is essential that the Government should establish
an effective monitoring system. The DTI will seek to monitor the
take up of leave, but there will be no statutory reporting procedure.[80]
We are concerned that this may be insufficient. The Equal Opportunities
Commission believes that there is merit in having an independent
body to oversee the introduction of statutory parental leave,
and provide advice and support for employers and individuals.[81]
The National Childbirth Trust argued that the impact of parental
leave should be monitored by an independent Commission appointed
by the appropriate Secretary of State.[82]
We recommend that the Government should establish an independent
body to monitor the take-up and impact of parental leave.
Conclusion
41. We welcome the introduction of parental
leave but are concerned that take-up will be very low unless there
is an element of payment. We recommend that the Government should
introduce a flat-rate method of payment for those taking parental
leave. Such a method of payment would be relatively inexpensive
and could form the basis for more generous provision in the future.
We recommend that a flat-rate payment should be introduced for
a specific length of time after which careful monitoring of the
take-up and impact of parental leave should form the basis for
informed decisions about payment.
1 Paternity and Maternity Leave: Public Consultation,
DTI Employment Relations Directorate, August 1999. Back
2
Fairness at Work, Cm 3968, May 1998, p.3. Back
3
Labour Party Conference Speech. Back
4
Appendix 2, para.3. Back
5
See Supporting Families: A Consultation Document, October 1998. Back
6
HC Deb 9 February 1999,vol.325, col.135. Back
7
Q 7. Back
8
Q 159. Back
9
Appendix 4. Back
10
Ev. p.63. Back
11
See Paternity and Maternity Leave: Public Consultation, DTI Employment
Relations Directorate, August 1999, para.22. Back
12
A Workable Balance: Report to Congress on Family and Medical
Leave Policies, Commission on Leave, 1996. Copies of the
report are available from : The Women's Bureau, U.S. Department
of Labor, 200 Constitution Avenue, NW, Suite S-3002, Washington
DC 20210. Back
13
For detailed consideration of the social security implications
for individuals taking parental leave, see the submissions from
the DSS (Appendix 1) and from Carolyn George of South Tyneside
Metropolitan Borough Council (Appendix 3). Back
14
Q 151. Back
15
Appendix 1, para.1. Back
16
Ev. p.56. Back
17
Q 159. Back
18
Appendix 6, para.3. Back
19
Appendix 2. Back
20
Ev. p.48, para.5. Back
21
Appendix 4. Back
22
Appendix 13. Back
23
Q 4. Back
24
Appendix 20. Back
25
Q 151. Back
26
Appendix 4, para.9. Back
27
Appendix 14, para.13. Back
28
Ev. p.4, para.4. Back
29
Appendix 8, para.21. Back
30
Ev. p.20, para.25. Back
31
Q 68. Back
32
Q 150. Back
33
Q 68 Back
34
Q 96. Back
35
Ev. p.32, para.5. Back
36
Parental and Maternity Leave: Public Consultation, Department
of Trade and Industry Employment Relations Directorate, August
1999, pp.6-8. Back
37
Appendix 23, para.1. Back
38
Ev. p.48, para. 7. Back
39
Ev. p.48, para.7. Back
40
Q 111. Back
41
Q 164. Back
42
Appendix 14, para. 7. Back
43
Appendix 8, para. 53. Back
44
See Ev. p.3.. Back
45
Appendix 24. Back
46
Appendix 15, para.22. Back
47
Q 12. Back
48
Ev. p.64, para.5. Back
49
Appendix 21, para.7. Back
50
Ev. p.31. Back
51
Appendix 10, para.1.4. Back
52
Q 132. Back
53
A Workable Balance: Report to Congress on Family and Medical
Leave Policies, Commission on Leave, 1996, p.284. Back
54
Appendix 24. Back
55
For a fuller explanation of the tax credit proposal see Ev pp.8-9,
45-46. Back
56
Paternity and Maternity Leave: Public Consultation, DTI Employment
Relations Directorate, August 1999. Back
57
Ev. p.8, para 3.9. Back
58
Ev. p.32, para.9. Back
59
Appendix 15, para.29. Back
60
Appendix 8, para.79. Back
61
Appendix 12, para.26. Back
62
First Report from the Social Security Committee, Session 1998-99,
Tax and Benefits: Implementation of Tax Credits, HC 29,
para. 57-60. Back
63
Ev. p.47. Back
64
Q 43. Back
65
Appendix 13. Back
66
Appendix 4. Back
67
Appendix 12, para.3. Back
68
Appendix 11, para.4. Back
69
HC Deb 17 May 1999,vol.327, col.252w. Back
70
Ev. p.5. Back
71
Appendix 13. Back
72
See HC Deb 17 May 1999, vol.327, col.252w. Back
73
Appendix 8, para.70. Back
74
Ev. p.22, para.39. Back
75
Appendix 12. Back
76
Appendix 8, para.71. Back
77
ibid. Back
78
Q 162. Back
79
Appendix 4. Back
80
The Employment Relations Bill: Regulatory Impact Assessment, Department
of Trade and Industry, February 1999, para.48. Back
81
Appendix 15, para.23. Back
82
Appendix 16. Back