Data about tribunal cases will continue to be collected in the usual way. We know that disabled people are more likely to be impacted by unfair dismissals. Employees already have day one protections against discrimination, and recent developments in the Employment Rights Bill do not change that protection. This Government are absolutely committed to supporting disabled people to thrive at work, including by introducing disability pay gap reporting and stronger flexible working rights.
We know that workers are often unfairly dismissed before the two-year threshold despite the application of the Equality Act 2010. That threshold was one year under the previous Labour Government; we are reducing it again down to six months. However, there is still a risk of disabled workers, ethnic minority workers and young workers being unfairly dismissed. Will the Government monitor the data about workers who have been unfairly dismissed in the first six months to ensure that their protected characteristics are not a feature of their dismissal?
I thank my hon. Friend for her tireless campaigning on this important issue. It is right that we ensure that disabled people are protected at work. She may also wish to approach the Ministry of Justice, as the Department that collects data on protected characteristics across employment tribunals.
I thank the Minister for that answer. When ladies are dismissed, many feel they have been dismissed unfairly, and that men would not find themselves in that position. It is important that ladies feel they are getting equal opportunities and fairness under the law. How can the Minister ensure that ladies get those same opportunities and fairness? The present system seems unfair to them.
The hon. Gentleman is absolutely right: everybody should feel able to work without fear of discrimination. He is right that we must make sure—and we do make sure—that the law protects all.