I wonder what's in the Domestic Abuse (Safe Leave) Bill?

Domestic violence in the UK is legally defined as any instance or repeated pattern of abuse between people aged 16 or older and are personally connected to each other. It can include psychological, physical, sexual, financial, and emotional abuse as well as controlling or coercive behaviour - all of which can have long-lasting effects on victims.

Alex McIntyre, Labour’s MP recently introduced a Private Members Bill in the House of Commons which aims to support victims of domestic abuse. One of the greatest barriers to leaving an abusive relationship is the financial burden victim’s encounter with McIntyre stating an alarming figure of around £50,000 that survivors of domestic abuse need to escape their abuser and work towards leading an independent life. If the Bill is approved, it would entitle victims to up to two weeks of paid leave from their jobs, enabling them to attend court hearings, seek medical treatment and secure alternative accommodation without the added anxiety of losing their job.

The scale of domestic violence in the UK and the wider implications 

Domestic violence remains a significant issue in the UK and McIntyre highlighted alarming statistics, noting that approximately 2.1 million people have experienced some form of DV, with the majority of victims being women. However, McIntyre stressed that the issue is not gender-specific and highlighted that around 750,000 men are also affected. A recent National Policing Statement also reported that 3,000 cases of violence against women and girls are recorded daily in the UK, marking a 37% increase between 2018 and 2023.

What does this mean for employers?

While McIntyre acknowledged the financial implications for businesses, he argued that domestic abuse already has a significant economic cost. A 2019 study by KPMG found that UK businesses lose around £316 million annually due to work absences related to domestic abuse. Reports by Women’s Aid also estimate that domestic abuse cost society £78 billion in 2022 alone - making it clear that domestic violence affects not just individuals but the economy as a whole, including employers.

Statistically, most organisations are likely to have employees who are directly or indirectly affected by domestic violence, and it is important that supportive workplace policies are put in place so that it can benefit employers when employees are impacted by domestic abuse.

Domestic abuse can undoubtedly severely impact an employee’s ability to work due to physical injuries, mental health struggles such as anxiety and depression and coping mechanisms like substance abuse. Employers therefore need to respond as workplaces often serve as the only safe space for some victims, making employer involvement crucial.

What should employers be doing?

Experts agree that paid leave is just one element of a broader support system for domestic abuse victims. Some key recommendations for businesses include:

• Recognising that some victims may require more than 10 days of leave and offering flexibility based on individual circumstances.
• Supporting long-term recovery, including providing additional accommodations for employees who have left abusive relationships.
• Training HR and management staff on domestic violence awareness and how to offer appropriate support.
• Providing practical assistance, such as signposting victims to support agencies and ensuring access to private spaces for seeking legal and emotional help.
• Implementing a domestic abuse policy to establish a clear framework for supporting affected employees.
• Encouraging a workplace culture of empathy and support to ensure that victims feel safe to disclose their experiences without fear of judgment.

Employers should also consider making reasonable adjustments to accommodate employees who have fled abusive situations. Adjustments such as flexible working arrangements, additional security measures and assistance with relocation may be necessary to ensure their safety and wellbeing.

Given the private and distressing nature of domestic violence, victims may be reluctant to pursue litigation to enforce their rights. Therefore, alternative resolution methods that prioritise privacy should also be considered.

Next steps

The second reading of the Bill is scheduled for 20 June 2025 with a draft version expected to be made public before that date. It remains uncertain whether the government will support the Bill.

While the proposed legislation would provide essential security and reduce some anxiety for survivors, it is crucial for employers to understand the law’s implications including its costs and application.

McIntyre’s Bill represents a much-needed step towards workplace protections for domestic violence survivors. However, businesses should not wait for legislation to act and instead work towards implementing proactive support measures now to help ensure a safer, more inclusive and compassionate workplace for all employees.

If you have any questions on how you can support your employees, or would like assistance drafting a domestic abuse policy,  you can contact our Employment Law team on 023 8071 7717 or email employment@warnergoodman.co.uk.  Our Family Law team are also available to discuss their options regarding legal steps that can be taken.