Domestic Abuse Bill — House of Lords, 2021-02-10
Topic: Labor
Philip Alexander Hunt (Labour, Centre-left): My Lords, I am glad to put my name to my noble friend Lord Kennedy’s Amendment 182, but I also welcome Amendment 174 tabled by the noble Baroness, Lady Burt. I see the two as complementary. I remind the Committee of my membership of Unison. I am pleased that we are returning to debating these really important workforce issues Experiencing domestic abuse can significantly affect a person’s work life as well as their home life. Victims may have to relocate, which impacts on their ability to get to work, and the effects of the abuse may affect their performance or ability to work at all. As I said in the debate on the group of amendments beginning with Amendment 57, domestic abuse is a trade union and workplace issue as much as any other form of abuse that affects workers’ conditions and income. Home and work issues cannot always be neatly separated, and abusive, violent behaviour does not take place only in the home; it frequently crosses over into the workplace, where victims experience stalking, threats, harassment and sometimes worse As the noble Baroness, Lady Newlove, just said, work can equally be a lifeline to independence and survival for victims of domestic abuse. They are able to leave their homes to go elsewhere and can maintain a level of income independent of the perpetrator. All victims should surely feel safe in the knowledge that they can take action to put their lives back on track, with their employment secure, and that they are protected while at work. I agree with the amendment of the noble Baroness, Lady Burt, which seeks the issuing by the Secretary of State of a code of practice. I would also like to see a guarantee that employers will be provided with guidance about the provision of paid leave, which is reflected in my noble friend’s amendment. Guidance really does go hand in hand with a code of practice Granting paid leave is one of the most effective actions an employer can take to support workers who are the victims of domestic abuse. Time off allows them the time and space to address the impact of the abuse, such as by receiving medical treatment, finding safe accommodation and attending court or police dates. The great thing is that some employers understand this. During the lockdown, we saw the introduction of safe spaces for the victims of domestic abuse by businesses across the UK, including Boots, Superdrug and Morrisons. This demonstrates the huge impact that businesses can have in supporting victims of domestic abuse. Some employers have policies in place that introduce other practical measures. For example, Vodafone plans to offer up to 10 days’ paid leave to victims of domestic abuse and to provide specialist training for human resources managers to enable them to support employees experiencing violence or domestic abuse Hestia is part of a coalition of domestic abuse charities and organisations carrying out a programme called Everyone’s Business, which aims to encourage as many employers as possible to consider how they can support employees being impacted by domestic abuse, so there is something to build on. Despite this, only 5% of employers have in place a domestic abuse policy of any kind. A provision in the Domestic Abuse Bill to make it mandatory for employers to provide care and support for employees suffering abuse has the potential to make a significant practical difference to victims and survivors alike. The domestic abuse commissioner supports the inclusion in the Bill of paid leave and guidance, and I hope very much that the Government will give this further consideration.