On 13 January 2025, Ryan Wellings was found guilty of assault and coercive and controlling behaviour against his partner, Kiena Dawes, who took her own life in July 2022 because of the actions of Ryan Wellings. This case once again brings attention to the threat of domestic violence with SafeLives approximating that 2.1 million people in the UK have experienced some form of domestic abuse. The conclusion of this trial coincided with the introduction of a private members Bill that represents a significant step forward in supporting victims of domestic abuse within the workplace. The introduction of this Bill is rooted in the findings of a review report published in January 2021 which highlighted the challenges faced by domestic abuse victims in the workplace.
Domestic Abuse (Safe Leave) Bill
The Domestic Abuse (Safe Leave) Bill, presented by Gloucester’s MP Alex McIntyre, which had its first reading in the House of Commons on 7 January 2025, aims to provide a statutory right to 10 days paid 'safe leave' for employees dealing with domestic abuse.
If passed, the bill would allow domestic abuse victims to:
- Receive medical treatment
- Seek alternative accommodation
- Protect family members
- Attend court proceedings
- Access support services including seeking legal advice.
Alex McIntyre emphasised the importance of the bill, stating, "Victims of abuse should never have to choose between their safety and their wages". The proposed legislation follows similar laws already in existence in Northern Ireland, Australia, New Zealand, and the Philippines.
Not only is there a financial burden to leave an abuser based on the costs of fleeing and rebuilding a new life, but victims also need to take time off work. Many are forced to take annual leave or take time off sick which can lead to issues with their employers. Unfortunately, some victims take the impossible decision that they simply cannot afford to leave or to take time off work, so they remain in unsafe situations. The Bill is therefore proposed to give victims time they need to seek help and to find the resources they need to escape the abuse.
Implications for employers
Some companies, such as BP, have already implemented policies offering 10 days' paid leave and financial assistance for employees fleeing abusive situations. However, experts caution that while the proposed 10-day leave is a positive step, it may not be sufficient for full recovery and escape from abusive situations.
Some employers may argue that this new Bill puts another financial burden on business. Whilst this is true as employers will pay for the 10 days leave, domestic abuse already costs businesses and the economy and a 2019 study by KPMG shows that businesses in the UK lost £316 million a year because of work-related absences due to domestic abuse. Employers who offer supportive work environments will encourage loyalty and create a safer and happier workplace.
For many victims, the workplace provides their only safe place and so employers should also consider:
- Introducing a domestic abuse policy to support employees in disclosing this to their employer and provide a framework for supporting those who do.
- Training managers and HR on domestic abuse awareness and how to support employees.
- Providing guidance and support on how to deal with workplace issues that may arise as a result of domestic abuse.
- Providing access to counselling and other resources.
Looking forward
The Domestic Abuse (Safe Leave) Bill will progress through Parliament with its second reading due on the 20 June 2025.
Whilst the proposed legislation marks progress, it also opens broader discussions about the role of employers in supporting victims of domestic abuse. The Domestic Abuse (Safe Leave) Bill represents a crucial development in the ongoing efforts to support domestic abuse victims. By providing a statutory right to paid leave, the Bill acknowledges the complex and varying needs of victims and offers a practical solution to help them navigate their difficult circumstances.
How can we help?
BPE can help employers take a proactive approach by assisting with drafting policies and procedures, as well as training for managers on the correct procedures to follow.
Please do not hesitate to get in touch with BPE’s Employment Team for further advice, assistance and any training requirements.
