Domestic Abuse (Safe Leave Bill): Guide for Employers

On 7 January 2025, Labour MP for Gloucester, Alex McIntyre was given leave in the House of Commons to introduce the Domestic Abuse (Safe Leave) Bill 2025 (‘the Safe Leave Bill’) to make provision for an entitlement to paid safe leave for employees who are victims of domestic abuse.

We consider the provisions of the Bill and steps employers can take now to support employees who are experiencing domestic abuse.

What will change with the Safe Leave Bill?

As outlined by Alex McIntyre MP, approximately 2.1 million people in the UK have experienced some form of domestic abuse. Leaving an abusive relationship is often challenging from a financial perspective and the demands on a victim’s time can be overwhelming.

The Safe Leave Bill will introduce up to two weeks’ of paid leave, designed to provide victims of domestic abuse with the time and space they need to seek support, attend legal proceedings, move to a safer location, or address other personal matters, without the added pressure of work obligations or the need to take annual or sick leave.

Next steps for employers

The provisions of the Bill will be subject to consultation, and it will be read for a second time on Friday, 20th June 2025, following which we will provide a further update.

Employers can take steps now to support employees suffering from domestic abuse by:

  • Introducing a workplace policy outlining the process an employer will follow if notified by an employee that they are experiencing domestic abuse, providing clear assurances around confidentiality and non-retaliation.
  • Ensuring that managers and HR personnel are trained to handle any reports of domestic abuse sensitively.
  • Fostering a workplace that is supportive of employees experiencing domestic abuse, including partnering with domestic abuse charities, promoting awareness, and creating an open and inclusive work environment where employees feel safe to disclose personal issues.

CIPD and the Equality and Human Rights Commission previously published guidance to help employers support employees experiencing domestic abuse which is available here.

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