In January, a Labour MP presented a private members’ bill to Parliament proposing to create a right for employees to have up to ten days paid “safe leave” to deal with issues relating to domestic abuse or violence.
What is the Bill?
While much of the detail around how the Bill would operate in practice is yet to be announced, it is anticipated that, if passed, the Bill will mirror similar legislation which is already in force in Northern Ireland and which provides 10 days of paid safe leave per year for victims and survivors of domestic abuse. It is anticipated that ‘safe leave’ would function in broadly the same way as other statutory leave entitlements and would allow employees to use it to address the practical and emotional steps required to deal with a domestic abuse situation.
How will this affect employers?
The immediate concern for employers might be that this would give employees additional rights to paid time off work at a time when the cost of employment is rising, but it could lead to an overall strengthening of the employment relationship and, by encouraging discussions around the issues of domestic abuse, it might also help the employer avoid employees having to take more absence from work further down the line, or leave altogether.
When will it come into force?
The Bill had its first reading in January and is due to have its second reading in June 2025. At that stage, we will know more about the details of the proposed Bill, and whether the Government will support it.
What can employers do to prepare for safe leave?
There is no guarantee that the Bill will become law, but having policies and procedures in place can be valuable in helping employees deal with domestic abuse situations and it is sensible for employers to set out their approach to dealing with workplace issues relating to domestic abuse. This could include things like:
- Training managers on how to look out for signs of domestic abuse
- Knowing how and where to signpost employees to enable them to get specialist help and support about domestic abuse issues
- Carrying out risk assessments for those working from home, which would include flagging any potential domestic abuse situations and arranging another place they can do their work instead of at home
- Building conversations around domestic situations into one-to-one or supervision sessions with employees.
- Having a domestic abuse policy, which sets out things like:
- a clear commitment to taking the issue seriously
- common signs of domestic abuse
- the support available for employees and managers.
How can Tozers help?
If you have any specific questions about the Domestic Abuse (Safe Leave) Bill, please contact Tozers’ Employment Team who will discuss your unique requirements and collaborate with you to find solutions.
