In August 2022, the Labour Relations Agency published a ‘Safe at Home, Safe at Work’ guide which focused on how employers can support and assist employees that are suffering from domestic abuse and violence. There has been a pressing need to focus on this issue since the COVID-19 pandemic and particularly with an increase in remote working. It is important that employers are aware that even if domestic abuse occurs beyond the workplace environment, the impact on their employees can resonate within their employment.

Aside from having a tailored domestic abuse and violence policy within the workplace to support and protect employees, employers must be aware of the Domestic Abuse (Safe Leave) Bill which received Royal Assent on 12th May 2022.

This legislation makes provision for paid safe leave for employees that are victims of domestic abuse. An employee who fits the criteria (which is to be subsequently defined in Regulations) will be entitled to no less than 10 days leave in each leave year and it does not have to be a single continuous period.

The provision of this leave will enable qualifying employees to deal with various issues relating to their domestic abuse such as seeking legal advice and pursuing legal remedies, finding alternative accommodation, availing of healthcare facilities and welfare support and protecting family members.

Northern Ireland is the first jurisdiction within the UK to pass this kind of legislation – whilst we await a confirmed date for its implementation, employers should be working on incorporating this legislation into existing policies within their workplace.