Domestic Abuse Bill — House of Lords, 2021-02-10
Topic: Law and Crime
Stephen Parkinson (Conservative, Centre-right): My Lords, I am grateful to all noble Lords who have spoken in this debate and I join those who have already wished the noble Baroness, Lady Bennett of Manor Castle, a happy birthday. She has had a busy birthday in your Lordships’ House today. I hope that we will finish in time for her to celebrate before the day is over. I am particularly grateful to the noble Baroness, Lady Burt of Solihull, and the noble Lord, Lord Kennedy of Southwark, for setting out their amendments in the way they did. They bring us on to the role that employers can and should play in supporting employees who are victims of domestic abuse The Government agree that employers can play an important role, and that there is more that can be done in this area by working with them to help lift the lid on this often-hidden crime. However, as noble Lords have noted, this is a sensitive area and it is vital to ensure that we have the right approach. That is why, in June last year, the Department for Business, Energy and Industrial Strategy launched a review into support in the workplace for victims of domestic abuse. This comprised a call for evidence, a literature review and discussions with interested parties and groups to explore the issues in greater depth. As the noble Baroness, Lady Burt of Solihull noted, we published the report from this review last month, on 14 January The findings in this report show that, for people experiencing domestic abuse, the workplace can be a place of safety and respite. As my noble friend Lady Newlove said, it is somewhere where they might have a trusted mentor or confidant. They can make the arrangements that they need there and perhaps use a work telephone to contact refuges or other services, which can help them escape their abuser. The review also highlighted the importance of employers responding with empathy and sensitivity to disclosures of domestic abuse, asking the right questions and ensuring that the workplace is a safe place for people to come forward The evidence provided to the Government made it clear that victims may also need flexibility to engage with services such as refuges, healthcare, the police and the courts, during their regular working hours. Sometimes that might mean changes to their working location or the type of work that they do in order to ensure their safety. We expect employers to respond with empathy and flexibility to such requests. No victim should need to worry about their employment while they are seeking to leave an abusive situation Where victims of domestic abuse need to change their working patterns or locations, they may be able to make use of the existing right to request flexible working, which noble Lords noted. Our review into how employers can support victims of domestic abuse generated some valuable insights, which will be considered when we take forward the commitment that we made in our manifesto to consult on making flexible working the default The Government recognise that there is much merit in providing guidance and support to employers on how to support victims of domestic abuse. The review that I mentioned found that, while employers want to support their staff, they may lack the awareness, understanding and capacity to do so. My noble friend Lady Newlove gave an example of an employer who, sadly, got it wrong. As the noble Baroness, Lady Hamwee, said, companies are made up of people; this is first and foremost a human interaction. People want to get it right, but they need to be given the right advice on how to do so. It is also clear that domestic abuse can bring difficult challenges for employers, for example where victims and perpetrators work together in the same place The Government want to ensure that employers have the tools and support that they need to support their staff. As set out in our report, therefore, we will work with representatives of victims, employers and workers alike to bring forward proposals in this area. We welcome the positive action that we have already seen across the country. The noble Lord, Lord Hunt of Kings Heath, mentioned Vodafone, which is one of many employers, including Lloyds and many more, which are showing the way by adopting policies that support victims in the workplace and by raising awareness of domestic abuse as a workplace issue. We will continue to encourage employers to follow suit wherever possible In doing that, we recognise and value the good work being done by a variety of organisations, some of which have been mentioned in our debate, to provide support and guidance for employers: for example, the Employers’ Initiative on Domestic Abuse, Hestia, Public Health England, Business in the Community, the Equalities and Human Rights Commission and the Chartered Institute of Personnel and Development all provide resources for employers free of charge. As the noble Baroness, Lady Burt of Solihull, said, they are all over this, and trade unions are doing important work in this area, as well Through our review, the Government have set out a clear course of action to help employers to support victims of domestic abuse. It creates a firm basis on which to make progress. Given that commitment and the findings of the report from last month which I mentioned, I hope that the noble Baroness will be content to withdraw her amendment.