The Domestic Abuse (Safe Leave) Bill

It would follow similar laws already in place in the Republic of Ireland, New Zealand, Australia, Canada and the Philippines. 

 

 

Sadly, domestic abuse is so widespread that most workplaces are likely to have someone affected at present or in future. One in four women and one in seven men have experienced domestic abuse. Police in England and Wales recorded 1.5 million domestic-abuse-related incidents in the year 2022/2023. 

 

At least one woman is killed by a current or former partner every week in this country. In 2014, Hollie Gazzard was murdered at work by her abusive boyfriend days after she ended the relationship. He also threatened colleagues and customers who tried to help her. 

 

Victims of abuse may lose time for medical treatment, counselling and arranging to leave, while 40% were prevented from getting to work by their abuser. KPMG estimates this lost time costs businesses £316 million a year. Victims may also see their performance affected by stress and trauma. This lost output costs employers an average of £7,245 per victim. 

 

For some, the cost of taking unpaid time off, especially facing the expense of building a new life, makes it impossible to leave. Others may face disciplinary action for losing too much time. 

 

 

Employers already have some duties which are relevant to domestic abuse. Employers must protect employees’ health, safety and welfare in the workplace as far as reasonably possible. This is especially relevant if the employee works from home or, as with Holly Gazzard, their abuser knows where they work. 

 

Employers may need to record information to help support and protect an employee facing abuse. They have duties around how they store this data and maintain confidentiality. 

 

 

Consider general security measures to keep staff safe from physical threats at work such as managing physical access to the workplace, installing cameras and improving external lighting. 

 

But remember that each situation is different. If you become aware that a specific worker is at risk, ask how best you can help them. This could include: 

 

 

Make sure that any records relating to these discussions are kept confidential and secure. Only necessary people approved by the employee should have access. 

 

To facilitate this support it would be helpful to provide training about domestic violence for staff in management or HR positions. This should help them to understand: 

 

 

There are many misconceptions and judgments around abuse. Make it clear that anyone can be abused, regardless of personality, sex, sexual orientation, marital status, age, disability, religion or gender recognition status. You could face discrimination claims if employees feel they have been denied (or even offered) support based on their protected characteristics. 

 

A Domestic Abuse policy may help employees understand the support available and feel supported to seeking help. It could also help managers respond to performance issues if they are aware of relevant abuse. For example, should they change the standard approach to disciplinary actions, lost time or performance management? 

 

Given the amount of couples who meet at work, there is a risk that the accused abuser could also work in the same workplace. This gives you duties to both parties and creates more risk, so we would advise that you seek specific legal advice. 

 

 

Employers can start building an environment where employees feel comfortable disclosing abuse and asking for help – whether that is leave or other forms of support. This could benefit employers, as supportive workplaces can improve retention, loyalty and motivation. 

 

Employers should also understand that safe leave is only a small part of helping victims. The matter will not be resolved in 10 days, and the employee will need support before they take leave and when they return to work.