I will speak to my Amendment 29 and support my noble friend Lord Fox’s Amendment 27. My amendment probes the Government’s intended meaning for the phrase “reasonably believed”, which relates to short-notice cancellation of shifts. This phrase may seem innocuous at first glance, but it carries considerable weight in determining whether workers—particularly those in insecure or temporary arrangements—are entitled to compensation when a shift is cancelled, shortened or otherwise fails to materialise. Without a clear understanding of what constitutes a reasonable belief in this context, we risk leaving both worker and employer in an uncertain and potentially contentious position. A test that lacks definition can quickly become a source of dispute rather than a resolution.
To be clear, my intention is not to impose overly prescriptive language on the Government, but rather to seek clarity on how this standard is to be understood and applied. For example, it is not enough for an employee to assert that they are expecting a shift to proceed even when the hirer has not provided written confirmation. What factors should we consider in assessing what is reasonable? Should they include previous patterns of communication, the urgency of the situation or a reliance on verbal assurances? Clarity is not a luxury that employment law has—it is a necessity. Vague thresholds serve no one, least of all those trying to navigate an already precarious labour market. I hope the Minister will take this opportunity to provide reassurance that the Government’s use of this term is underpinned by clear guidance, sound reasoning and a fair balance between the interests of workers and agencies alike.