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.
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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.