Amendment 174

Domestic Abuse Bill - Committee (6th Day) – in the House of Lords at 6:45 pm on 10 February 2021.

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Baroness Burt of Solihull:

Moved by Baroness Burt of Solihull

174: After Clause 72, insert the following new Clause—“Code of practice: employer’s duty of care(1) In this section—(a) “worker” means an individual who has entered into or works under a contract of employment or any other contract, whether express or implied and (if it is express) whether oral or in writing, whereby the individual undertakes to do or perform personally any work or services for another party to the contract whose status is not by virtue of the contract that of a client or customer of any profession or business undertaking carried on by the individual; and(b) “employer” means the person to whom the worker undertakes to perform the work or services in question.(2) The Secretary of State must issue a code of practice (a “code”) containing provision designed to ensure that persons affected by domestic abuse who are workers receive appropriate care and support from their employer in relation to their work.(3) A code may include provision requiring an employer to make reasonable adjustments for the purpose of ensuring that persons affected by domestic abuse are not, by reason of being so affected, placed at a substantial disadvantage in relation to their work in comparison with persons who are not so affected.(4) The Secretary of State may revoke or amend a code.(5) Before issuing, revoking or amending a code the Secretary of State must—(a) issue proposals, and(b) consult the Commissioner and such other persons as the Secretary of State thinks appropriate.(6) Failure to comply with a provision of a code does not of itself make a person liable to civil or criminal proceedings; but a code shall be—(a) admissible in evidence in criminal or civil proceedings, and(b) taken into account by a court or tribunal in any case in which it appears to the court or tribunal to be relevant, including (in particular) any case in which a question arises as to whether an employer is in breach of a duty of care owed to a worker.”Member’s explanatory statementThis amendment would require the Secretary of State to issue a code of practice containing provision designed to ensure that persons affected by domestic abuse who are workers receive appropriate care and support from their employer.

Photo of Baroness Burt of Solihull Baroness Burt of Solihull Liberal Democrat

My Lords, Amendment 174 standing in my name spells out the duty of care that any reasonable employer might expect to undertake in looking after an employee suffering from domestic abuse in a code of practice which the Secretary of State must issue.

Work is often the only respite for a victim from abuses that they are suffering at home and the only opportunity they might get to contact help agencies. Work provides, as well as financial reward and escape, a sense of purpose and self-worth which can be severely undermined at home. Workers are more productive and effective when they can bring their whole selves to work. Employers have a duty of care which they would be expected to exercise in other circumstances, such as sickness or bereavement, and give time off accordingly.

This amendment is not stipulating any additional cost requirement in terms of time off. It is laying down the expectation on the part of workers that, in these circumstances, the employer will make reasonable adjustments and not disadvantage them further because what they are going through may not enable them to achieve peak performance—just as if they were ill or had been bereaved, and so on. It does not seek to criminalise or penalise any employer who does not comply with the code, although it can be taken into consideration in any subsequent court case where they have not exercised their duty of care.

I hope this amendment is pushing against an open door: the Government recently published their review, Workplace Support for Victims of Domestic Abuse, which covers what employers can do to tackle all forms of domestic abuse. The review identifies a lack of awareness of warning signs of domestic abuse, a stigma surrounding talking about it and a lack of knowledge of what actions to take to help. Having a code will enable workers to feel they can come forward for help and that they will not be stigmatised. The Chartered Institute of Personnel and Development is all over this, having already produced guidelines with the Equality and Human Rights Commission last September.

Amendment 182, in the names of the noble Lords, Lord Kennedy and Lord Hunt, adds paid leave to the support employers will be expected to give. The CIPD and the union Unison are also recommending paid leave, but I have stopped short of that in this amendment, not because I disagree with paid leave but because, given the degree of ignorance of some employers, I would prefer time to be given for awareness and understanding to bed in before potentially alienating unenlightened employers by hitting them in their pockets. I beg to move.

Photo of Lord Kennedy of Southwark Lord Kennedy of Southwark Opposition Whip (Lords), Shadow Spokesperson (Home Affairs), Shadow Spokesperson (Communities and Local Government), Shadow Spokesperson (Housing) 7:00, 10 February 2021

My Lords, I am delighted to support Amendment 174, moved by the noble Baroness, Lady Burt of Solihull. As she explained, the amendment will require the Secretary of State to

“issue a code of practice … containing provision designed to ensure that persons affected by domestic abuse who are workers receive appropriate care and support from their employer”.

There is an important issue here: as the noble Baroness told us, work may often be the only place where a victim can escape their abuser. An abuser, of course, may want to disrupt and cause the victim as many difficulties as possible, maybe with a view to driving them out of work, to make them more economically dependent on them or to drive them to destitution, so they are forced to rely further on the abusive partner.

The code is important because it will provide guidance to employers on good practice, on what the employer should be doing to get this right. Paragraph (6) of the proposed new clause puts this on a statutory footing and underpins the intent of the amendment. I am sure that the overwhelming majority of employers will want to do the correct thing and support their employee who is having difficulties, struggling and being abused, but they may not know what they could or should do. In that sense, the code is an important tool, because it will give the employer the guidance and direction needed to make, as the noble Baroness, said, those reasonable adjustments to support their employee.

My Amendment 182 seeks to put a requirement in the Bill that guidance provided by employers should include what support they should give the victims of abuse, including, as we have heard, the provision of paid leave. This is only guidance: in some ways, it is trying to do something similar to what Amendments 174 is doing but with the addition of paid leave, through guidance, rather than a code. It may or may not be more attractive to the Government; we will wait and see.

We must help victims of abuse. If they want to be in, or remain in, work, we have a duty to help them do that. It helps with their economic security, financial stability and even financial independence. When we talk about the issues in the Bill relating to domestic abuse, it is all about control—making people unable to be independent and completely dependent on their abuser. One of our tasks with the Bill must be to identify the points where the abuser seeks to take control and stop them exerting that control.

The relationship between employers and employees is important. The way in which employers can take reasonable action, make reasonable adjustments and take reasonable steps for victims of abuse on their payroll must be central to the aims of the Bill.

Photo of Baroness Newlove Baroness Newlove Deputy Chairman of Committees, Deputy Speaker (Lords)

My Lords, I support Amendments 174 and 182.

In my former role as Victims’ Commissioner, I had the pleasure of meeting victims and survivors of domestic abuse, but it saddened me to hear that their workplace was the only thing that let them down, with no support from their colleagues. As has already been said, the workplace should be safe and somewhere where they feel they can escape from domestic abuse and coercive control. It should feel like a safe haven.

I have also met many victims who have gone back to work because, financially, they cannot afford to take time off. I was amazed to hear the story of a victim who was so upset that one of her colleagues went to the boss, saying that she could not cope. The victim was called into the office and asked to kindly keep her emotions to herself, as she was upsetting colleagues in the workplace. That story has never left me. It is hard enough to hold a job down, especially with the global pandemic, as we do not know what we will face when the lockdown is lifted and we are all able to go back to some kind of normality, but during the lockdown, victims of domestic abuse have experienced life in a pressure cooker environment. Therefore, we need to look at the workplace, and that is why I support both amendments.

There is a duty of care in the workplace. Workspaces, including the desk, the chair and the height of the monitor, have to be assessed. Surely it would be good if the designate domestic abuse commissioner worked with the Secretary of State on a code of practice to ensure that employers have a duty of care to give support to a person who is suffering domestic abuse.

We know that financial independence gives victims a way of empowering themselves and that a lack of such independence makes leaving a violent home a hard struggle. I know from speaking to victims who have left their home and gone into a refuge that they have had to give up their businesses and their independence. If they have money, they still have to pay the mortgage, and that is a hold that the perpetrator has on them.

A few years ago, I had the pleasure of going to a very early breakfast meeting with Jess Phillips from the other place. We had a meeting with the New Zealand MP Jan Logie, who was fighting to get paid leave for domestic abuse victims. I do not want to make too heavy a point about that but I applaud her success in getting that through the New Zealand Parliament after seven years of struggling to have her voice heard. She received applause in Parliament for getting that measure passed. Unfortunately, we know only too well that perpetrators like to use a pincer movement on their victims, especially with coercive control. As I have said in other speeches, they want to part their victims from their family and friends.

Our workplace is supposed to be somewhere where we can have open conversations. There might be a safe mentor whom you can talk to and unload the pressure so that you can go back to your home and relationship, having had some of the stress removed—albeit you will go through the same cycle again.

I support the amendments. I ask the Government to look at producing guidance on this issue, because we will see more and more people suffering financially, physically and mentally, and the perpetrator will enjoy every bit of that unless we empower the victim.

Photo of Lord Hunt of Kings Heath Lord Hunt of Kings Heath Labour

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.

Photo of Baroness Bennett of Manor Castle Baroness Bennett of Manor Castle Green

My Lords, it is a pleasure to follow the noble Lord, Lord Hunt of Kings Heath, and I agree with him that these two amendments, Amendment 174 in the name of the noble Baroness, Lady Burt of Solihull, and Amendment 182 in the names of the noble Lords, Lord Kennedy of Southwark and Lord Hunt, are complementary and, I would add, an essential part of the Bill to make it the complete package. Your Lordships are trying to make the Bill the best that it can be.

I will follow the noble Lord, Lord Hunt, in reflecting on the valuable advice given by the designate domestic abuse commissioner for England and Wales throughout the Bill. That advice noted that, while the BEIS best practice guide offers suggestions and advice that pretty much reflects these two amendments, its recommendations are only voluntary. Yet if we look around the world and, as we so often do, at New Zealand, we see an example of a place where this is part of the statutory provision that gives workers the protection they need.

I note the TUC submission to that BEIS review of this issue. It included something that is probably covered by the amendment of the noble Baroness, Lady Burt, if not explicitly spelled out: the need for flexible working arrangements. We can well understand that, in the turmoil of surviving and escaping domestic abuse, flexible work might well be essential.

I also reflect on the TUC advice about the need to provide what might be called “training in first aid” for staff members, to ensure that those who see evidence of abuse or have abuse disclosed to them know what to do. In that context, I refer to the powerful contribution just made by the noble Baroness, Lady Newlove. Thinking about the suffering of that victim of abuse being so treated in a workplace, it is not enough to say that employers should not behave in that way, as the BEIS guidance currently does; we need statutory provision that says that it is their legal responsibility.

Photo of Baroness Hamwee Baroness Hamwee Liberal Democrat Lords Spokesperson (Immigration) 7:15, 10 February 2021

My Lords, the Equality and Human Rights Commission is pretty hard pressed and overloaded, so it is interesting that it chose to work on the subject of domestic abuse at work in conjunction with the Chartered Institute of Personnel and Development—the human resources professional body—from which we had a helpful briefing.

We spoke earlier about the impact of domestic abuse at work, about the workplace being a haven, about workplace culture and the importance to both employer and employee of dealing sensitively, appropriately and helpfully with domestic abuse. I regard this as part of occupational health and safety. As has been said, neither amendment seeks direct legislative provision.

Proposed new subsection (2) in Amendment 174, with regard to a code of practice, uses the terms

“appropriate care and support from their employer.”

It is not looking for the employer to solve the problem but to enable access to professional support and give flexibility to accommodate the needs of a victim or survivor. As the CIPD says in respect of its guide, Managing and Supporting Employees Experiencing Domestic Abuse, what employer support could look like includes

“recognising the problem, responding appropriately to disclosure, providing support, and referring to the appropriate help.”

One good outcome of the pandemic is the greater alertness to the various situations in which employees find themselves. I include in that senior staff right up to the top. We sometimes talk as if “the employer” is not made up of human beings. We will all be aware of, or work with, organisations that have a huge range of policies applying to employment and the workplace. They are, in effect, codes of practice. Both amendments identify a gap that should be filled.

Photo of Lord Parkinson of Whitley Bay Lord Parkinson of Whitley Bay Lord in Waiting (HM Household) (Whip)

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.

Photo of Baroness Burt of Solihull Baroness Burt of Solihull Liberal Democrat

My Lords, I thank all noble Lords who have spoken in this brief but very important debate today. The noble Lord, Lord Kennedy of Southwark, made the point that paid leave is guidance only. That is a very helpful thing; at this incremental stage we are seeking to win over employers rather than beat them down and require them to pay employees who are suffering from domestic violence.

I thought the noble Baroness, Lady Newlove, put it very elegantly when she said that we have a code to make the work environment safe and happy, so the code we are talking about would create a good emotional work environment to go with the good physical one. The noble Lord, Lord Hunt of Kings Heath, made many very good points. He said that domestic abuse is a work issue. It crosses over. As I said in my earlier remarks, you have to be able to bring your whole self to work; you cannot just leave the sad and difficult bits at home.

The noble Baroness, Lady Bennett of Manor Castle, raised the need for flexible working in these difficult circumstances. I was pleased by the Minister’s comment that the Government will be bringing forward proposals and are consulting on making flexible working the default. I will be delighted when that day comes and I hope it will not be too far away. My noble friend Lady Hamwee said that these two amendments have identified a gap that should be filled.

I am delighted with the cautious comments of the noble Lord, Lord Parkinson, saying that the Government are working with bodies to bring forward proposals. I hope that progress will be forthcoming and less than glacial. With that, I beg leave to withdraw the amendment.

Amendment 174 withdrawn.

Photo of Lord Lexden Lord Lexden Deputy Chairman of Committees, Deputy Speaker (Lords)

My Lords, we come now to Amendment 175. Again, I remind noble Lords that anyone wishing to speak after the Minister should email the clerk during the debate. Anyone wishing to press this amendment to a Division must make that clear in debate. I call the noble Baroness, Lady Burt of Solihull.