After many years of discussions around the issue of Domestic Abuse Paid Leave, it could finally become a legal right, thanks to a Bill put forward by Gloucester MP Alex McIntyre.
The Bill was introduced at the start of the year and has been well received, with a second reading due to be scheduled soon.
It is hoped that, if enacted, this Bill will enable survivors to access support without fear of losing their job and will also contribute to the government's wider strategy to halve violence against women and girls over the next decade.
An Outline of What to Expect
Whilst key details and features of the Bill will be drawn up as it progresses through Parliament, there is already an outline of what we can expect from the Domestic Abuse (Safe Leave) Bill.
It aims to provide survivors with 10 days of paid leave, enabling them to attend police interviews, attend court, attend appointments, find a place of safety, or access support.
For many survivors, taking time off work for these types of things means that they have to use up holiday entitlement or take unpaid leave. Paid leave will help them to access support, without fear of potentially losing their job or their income.
Research published by the Home Office, alongside the Domestic Abuse Act, found that there was £14bn of lost output through time lost at work due to domestic abuse, as well as reduced hours, productivity and hiring costs.
It is hoped that this Bill will help to reduce these associated costs of domestic abuse, whilst also enabling survivors to access support.
Countries such as Canada, New Zealand and Ireland already have policies in place for domestic abuse paid leave, and it is positive that England and Wales is looking to follow their example.
Everyone’s Business
We are hopeful that, if this Bill was to go through, it would kick-start a wider conversation around the role that employers have to safeguard employees experiencing domestic abuse.
Whilst domestic abuse is an issue that affects so many people, it is not an issue that is often covered in workplace policies and procedures.
There is also a lack of training around domestic abuse for key staff, meaning that it is often not fully understood, and employers are missing the opportunity to spot the signs that an employee is experiencing domestic abuse and signpost them to support.
We hope that this Bill will encourage businesses to take a more active role in tackling domestic abuse and provide guidance on the steps that they can take to ensure that they are creating the best possible environment for their staff.
This legislation has so much potential, and we look forward to updating supporters on its progress over the coming months.
Leeway provides regular Domestic Abuse Awareness training sessions for individuals, businesses, and organisations, to help them spot the signs of domestic abuse and confidently respond to it. We also provide bespoke sessions to meet the specific needs of an organisation. For more information, visit our Training page.
