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.