Parliament asked to consider new employment rights for domestic abuse survivors

Specialist employment lawyer, David Dixey, takes a look at a Bill currently being debated in parliament, to give rights to survivors of domestic abuse.

The MP for Gloucester Alex McIntyre has brought a 'Private Members’ Bill' before Parliament which, if it becomes law, would give domestic abuse victims/survivors in England and Wales greater workplace rights should they need to take time off to deal with the practical and other effects of domestic abuse.

When introducing his bill the MP cited shocking statistics on the extent of reported cases and how this issue effects society as a whole; obviously many of these victims/survivors are also employees who are forced to juggle work commitments whilst addressing the consequences of abuse, including but not limited to:

• urgently locating safe accommodation
• protecting family members (particularly children)
• attending police interviews/court appointments

The Bill seeks to create a right for such victims/survivors to take up to 10 days paid 'safe leave', enabling them to deal with the above issues at an extremely traumatic time. In support of the Bill it is argued that there will be benefits for both employers and employees, for example, victims will not feel obliged to take annual leave in such cases or risk facing sanctions for non-attendance. Meanwhile, employers will have a clear mechanism for handling these situations in circumstances where 'forced' attendance of employees may in any case be counterproductive, adversely affecting productivity and performance.

Whether or not the Bill becomes law ACAS already provide guidance on best practice regarding this issue within its wider publication covering health, safety and wellbeing when working from home: Domestic violence and abuse - wellbeing when working from home
The guidance also suggests employers should consider having a domestic abuse policy in the staff handbook; this would set out:

1. a clear commitment to taking the issue seriously
2. common signs of domestic abuse
3. the support available for employees and managers

Having such a policy in place will further demonstrate an employer’s commitment to the issue of wellbeing and show that the business has a progressive approach.

We will be following the Bill’s progress.

If you would like to discuss implementing a policy to support victims/survivors of domestic abuse, or indeed any other policy, the employment law solicitors at Holmes & Hills can help.