How Osborne's benefit cuts could hurt the Tories in marginal seats

Labour releases data showing that thousands of working families in Conservative marginals will be hit by the cuts.

Labour is increasingly confident that it is not just right in principle to oppose George Osborne's 1 per cent cap on benefit increases but also right politically. While Osborne, the Conservatives' chief election strategist, believes that the measure will increase support for the Tories among those voters who considered the last government too soft on welfare claimants, Labour argues that he has miscalculated by hitting the very "strivers" he claims to support. Sixty per cent of the real-terms cut to benefits will fall on working households and, according to the Institute for Fiscal Studies, the average one earner couple will be £534 a year worse off by 2015.

Overnight, Labour released some fascinating HMRC data showing how the cuts to tax credits will hit voters in Conservative marginals. In the Tories' 60 most vulnerable seats, there are an average of 15 working families receiving tax credits for every one marginal voter. For instance, in North Warwickshire, the party's most marginal seat (held by 54 votes at the last election), there are 6,800 families receiving working tax credits. In Broxtowe, the 10th most marginal (held by 389 votes), the figure is 5,700, in St Albans, the 40th most marginal (held by 2,243 votes), it is 6,700.

A Labour spokesman said: "Everyone knows the next election will be a living standards election. George Osborne's strivers' tax is going to hit working families in Tory-held seats. He thought he was playing a clever political game, but instead he is likely to find he has cost the seats of dozens of his colleagues."

If this sounds a lot like wishful thinking, the thesis that austerity will cost the Tories votes at the next election remains a plausible one. A frequent complaint heard by Conservative candidates on the doorstep in 2010 was that the party planned to take away their tax credits. Now it has done so, the electoral fallout is hard to predict. But the belief that in-work voters deprived of their benefits will be assuaged by the knowledge that others are suffering more is no more convincing than the belief that they will fall into the arms of Labour.

Chancellor George Osborne is seen during a visit to the offices of HM Revenue & Customs. Photograph: Getty Images.

George Eaton is political editor of the New Statesman.

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There's nothing Luddite about banning zero-hours contracts

The TUC general secretary responds to the Taylor Review. 

Unions have been criticised over the past week for our lukewarm response to the Taylor Review. According to the report’s author we were wrong to expect “quick fixes”, when “gradual change” is the order of the day. “Why aren’t you celebrating the new ‘flexibility’ the gig economy has unleashed?” others have complained.

Our response to these arguments is clear. Unions are not Luddites, and we recognise that the world of work is changing. But to understand these changes, we need to recognise that we’ve seen shifts in the balance of power in the workplace that go well beyond the replacement of a paper schedule with an app.

Years of attacks on trade unions have reduced workers’ bargaining power. This is key to understanding today’s world of work. Economic theory says that the near full employment rates should enable workers to ask for higher pay – but we’re still in the middle of the longest pay squeeze for 150 years.

And while fears of mass unemployment didn’t materialise after the economic crisis, we saw working people increasingly forced to accept jobs with less security, be it zero-hours contracts, agency work, or low-paid self-employment.

The key test for us is not whether new laws respond to new technology. It’s whether they harness it to make the world of work better, and give working people the confidence they need to negotiate better rights.

Don’t get me wrong. Matthew Taylor’s review is not without merit. We support his call for the abolishment of the Swedish Derogation – a loophole that has allowed employers to get away with paying agency workers less, even when they are doing the same job as their permanent colleagues.

Guaranteeing all workers the right to sick pay would make a real difference, as would asking employers to pay a higher rate for non-contracted hours. Payment for when shifts are cancelled at the last minute, as is now increasingly the case in the United States, was a key ask in our submission to the review.

But where the report falls short is not taking power seriously. 

The proposed new "dependent contractor status" carries real risks of downgrading people’s ability to receive a fair day’s pay for a fair day’s work. Here new technology isn’t creating new risks – it’s exacerbating old ones that we have fought to eradicate.

It’s no surprise that we are nervous about the return of "piece rates" or payment for tasks completed, rather than hours worked. Our experience of these has been in sectors like contract cleaning and hotels, where they’re used to set unreasonable targets, and drive down pay. Forgive us for being sceptical about Uber’s record of following the letter of the law.

Taylor’s proposals on zero-hours contracts also miss the point. Those on zero hours contracts – working in low paid sectors like hospitality, caring, and retail - are dependent on their boss for the hours they need to pay their bills. A "right to request" guaranteed hours from an exploitative boss is no right at all for many workers. Those in insecure jobs are in constant fear of having their hours cut if they speak up at work. Will the "right to request" really change this?

Tilting the balance of power back towards workers is what the trade union movement exists for. But it’s also vital to delivering the better productivity and growth Britain so sorely needs.

There is plenty of evidence from across the UK and the wider world that workplaces with good terms and conditions, pay and worker voice are more productive. That’s why the OECD (hardly a left-wing mouth piece) has called for a new debate about how collective bargaining can deliver more equality, more inclusion and better jobs all round.

We know as a union movement that we have to up our game. And part of that thinking must include how trade unions can take advantage of new technologies to organise workers.

We are ready for this challenge. Our role isn’t to stop changes in technology. It’s to make sure technology is used to make working people’s lives better, and to make sure any gains are fairly shared.

Frances O'Grady is the General Secretary of the TUC.