By preparing now for the proposed changes to employment law set out in the Domestic Abuse (Safe Leave) Bill, HR can help employers provide support for victims and survivors.
On 7 January, Labour MP Alex Mcintyre tabled a bill in parliament that would mean victims or survivors of domestic abuse would be entitled to ask their employer for extra time off work. The Domestic Abuse (Safe Leave) Bill would allow victims and survivors to request ‘safe leave’ from employers. Employees would use the time to find a place to stay, deal with health issues related to the abuse, or attend police interviews.
Read more: Supporting domestic abuse survivors: Three things HR should know
Should the legislation be passed, staff would be able to request up to 10 days extra leave. This is a great step forward, allowing society to offer further support to victims. Domestic violence cases have gone under the radar for too long. It is fair and proper that employers offer their support, when possible, to victims and survivors.
However, legislators need to ensure that all businesses are consulted properly, before any changes are brought in, particularly as this could have a cost implication on employers, who may already have a fine line balancing staffing provision with business needs. While larger organisations may be able to shoulder the extra costs, the UK economy is predominantly made up of SMEs, who tend to rely on a finite number of people to carry out their day-to-day work.
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