What is the Domestic Abuse (Safe Leave) Bill?

The Domestic Abuse (Safe Leave) Bill was introduced in Parliament as a Private Members’ Bill in January 2025. Set for a second reading in June 2025, the Bill proposes that individuals experiencing domestic abuse be granted 10 days of paid leave to give them time to deal with the practical and emotional steps required to navigate the complex challenges associated with escaping an abusive relationship.

The Bill is still in its early stages and will undergo consultation as to its practical application; however, it represents an opportunity for employers to provide much-needed and long-awaited relief to the victims of domestic abuse.

What is domestic abuse?

The Domestic Abuse Act 2021 states that behaviour is “abusive” if it consists of physical or sexual abuse, violent or threatening behaviour, controlling or coercive behaviour, economic abuse, or psychological, emotional or other abuse, whether a single incident or a course of conduct.

Escaping a situation of domestic abuse and building a new life can take many thousands of pounds and a substantial amount of time.  For most individuals, taking time off work to deal with the initial important steps to ensure the victim’s own safety (and that of any children) is the only way to find the time to do this. But currently, an employee has to use their annual holiday entitlement or sick leave to deal with these matters, unless the employer is willing to grant additional leave.

What are the changes proposed by the Domestic Abuse (Safe Leave) Bill?

The Bill proposes the introduction of 10 days’ paid leave for victims of domestic abuse. The paid leave could be used for important tasks such as finding emergency housing, taking legal advice, attending court hearings or police interviews, arranging childcare, and accessing medical care or counselling.

Domestic abuse can have consequences far beyond the home; it can create poor mental health and physical illness that can affect performance at work and give rise to absenteeism. The Bill seeks to raise awareness of domestic abuse and the issue in the workplace.

Employment Rights Bill

As a Private Members’ Bill, it’s not clear whether the Domestic Abuse Bill will reach the point of enactment. However, even if it doesn’t, the Employment Rights Bill (the landmark bill which has had its second reading in the House of Lords) proposes the introduction of regulations which would provide for at least 10 days’ paid leave for domestic abuse victims, together with a requirement for employers to take reasonable steps to prevent domestic abuse in the workplace. It would also give protection from detriment or dismissal, to individuals who are the victims of domestic abuse, or are affected by it. This will further impact workplace policies.

How can employers prepare now?

Employers can take the following proactive steps now to prepare for the potential impact:

– Employers should assess their current policies and practices to determine whether they already have provisions in place to support employees who are experiencing domestic abuse. If current policies do not include leave entitlements for domestic abuse situations, employers should consider implementing a policy that addresses the needs of domestic abuse survivors. Clear guidelines can help ensure that employees understand their rights and the procedure to follow when requesting time off.

– Organisations should review their existing data protection policies to ensure compliance with privacy laws to ensure confidentiality and data protection when handling sensitive information about domestic abuse cases. Strict confidentiality, data security, and only sharing with staff who need to know are all key.

– It will be crucial to provide training to managers, HR personnel, and any staff members who may be involved in receiving and responding to requests for safe leave. Sensitive situations will require empathy and a professional approach, and employees should be supported and treated without bias or judgment.

– Employers should review their flexible working options, as employees affected by domestic abuse may need to adjust their work hours and their work location. The Employment Relations (Flexible Working) Act 2023 already gives employees the right to request flexible working arrangements from day one of their employment. Employers should ensure that their flexible working policies are aligned with the needs of domestic abuse survivors and that they can quickly and easily provide the necessary adjustments.

– Organisations should look to develop a broader domestic abuse strategy, which can include a variety of initiatives such as raising awareness about domestic abuse in the workplace, providing access to counselling services, and creating a supportive environment where employees feel safe disclosing personal sensitive information.

A specialist lawyer can help businesses to understand the potential legal requirements ahead of time, prepare for the new law, and help implement valuable workplace policies.

If you have any questions or concerns about the Domestic Abuse (Safe Leave) Bill or the Employment Rights Bill, please contact employment lawyer Julie Morris.