Domestic abuse impacts one in four women in England and Wales and can affect every area of a victim-survivor's life. Governments across the world have acknowledged the significant impact this abuse can have on women in the workplace.
For example, in 2023, new legislation was enacted in Australia which entitles workers to 10 days of paid leave for domestic abuse. “Workers should never have to choose between their safety and wages,” said Tony Burke, Australian Minister for Employment and Workplace Relations, at the time.
“Paid family and domestic violence leave is a workplace entitlement that will save lives,” he continued. “The measure will allow victims of family violence to take time off work without losing income and without losing their jobs.”
But what about the UK? In 2022, the Conservative government committed to reviewing whether the law around paid leave was sufficient for survivors of domestic abuse. Earlier this year, the findings of the review confirmed that the government would not be creating a specific leave entitlement for those experiencing domestic abuse.
"Some who die by suicide may be ‘hidden victims’ of domestic abuse, left uncounted and unrecognised.”
How does domestic violence impact women in the UK workforce?
A 2019 study detailed the significant impacts of domestic abuse on women in the UK workforce. It found that female victim-survivors of domestic abuse potentially lose up to £5,800 in earnings annually due to the negative impacts of abuse on their career progression. From an employer’s perspective, the economic costs of domestic abuse on businesses are staggering. The Vodafone and KPMG study estimated that UK businesses lose £316 million in economic output each year as a result of work absences related to domestic abuse.
In October 2022, one study surveyed 3,000 victim-survivors of domestic and family violence in Australia. Of these, a staggering 2,515 said that their job was impacted by their experience of DVF in the following ways:
- 1 in 2 say that DFV negatively impacted their career progression and opportunities.
- 2 in 3 say that DFV impacted their ability to concentrate at work.
- 2 in 5 say that DFV impacted their productivity and ability to enjoy their job.
- 1 in 3 say that DFV led them to socially withdraw from co-workers.
- 1 in 4 say that DFV impacted their punctuality for work.
“Understanding the link between DFV and reduced work performance is essential to inform workplace support practice and policies, ensuring that victim-survivors are not subjected to performance management or at risk of demotion or employment termination,” said Professor Fitz-Gibbon, co-author of the Monash University study.
Scope is calling on the government to listen to disabled people and fix the broken benefits system.
How do UK workplaces help women experiencing domestic abuse?
Unlike Australia, presently, there is no national legislation in England, Wales, or Scotland that prescribes paid domestic abuse leave. There are examples of UK based companies and Councils in Scotland that offer paid domestic abuse leave, however, it is not available universally. In the UK, this is often called ‘safe leave’.
In April 2024, former Minister for Enterprise, Markets and Small Business Kevin Hollinrake issued a statement following a review into domestic abuse statutory leave in the UK. It read in part: “As part of our review, we explored whether government should go further and create a specific leave entitlement for those experiencing domestic abuse. We have carefully considered this idea and our view is that now is not the right time to bring forward specific proposals in this area, which are likely to be complex to design given that the needs of victims of domestic abuse can be very different.”
The current UK government has stated that it has no plans to introduce a specific paid leave entitlement at this time.
“When women rise up and make a stand, there’s no stopping us.”
Which other countries offer paid domestic violence leave?
In April 2022, Northern Ireland passed legislation which entitles domestic abuse victims to up to 10 days of paid leave per year. Later that year in September, the Republic of Ireland approved the publication of a bill that will allow victims up to five days leave annually.
New Zealand enacted ‘family violence leave’ in 2018, which entitles victims to 10 days of paid domestic violence leave per year. They can also ask for a short-term flexible working arrangement for up to two months (such as a change to duties, work location and working hours).
In Canada, the ‘Canada Labour Code’ includes 10 days of leave per year – of which five are paid – for victims of family violence. In the US, a number of states and the District of Columbia have passed laws or acts giving victims of domestic violence the right to take time off work, though most is unpaid, meaning victims would likely choose to take paid sick leave instead.
In the Philippines, the ‘Anti-Violence Against Women and Their Children Law’ means victims are entitled to a leave of up to 10 days with full pay.
“Why was I upset after what he’d done to me?”
Should the UK do the same?
According to Professor Kate Fitz-Gibbon, director at the Monash Gender and Family Violence Prevention Centre: “The UK should absolutely look to these countries as an example of how we can improve workplace supports for victim-survivors of domestic abuse.
"Paid domestic violence leave provides important recognition in workplaces that employees may need time off work if they are experiencing any form of domestic violence. This legislation will contribute to creating a safe and supportive workplace environment for Australians who experience domestic violence. The UK should absolutely follow and align with best practice.”
But what do victim-survivors think? Jasminder*, a survivor of domestic abuse, says: “I do believe paid domestic abuse leave should be offered by employers. Employers could assist colleagues experiencing domestic abuse by helping to identify this and recognise patterns of behaviours in victims, for example people pleasing behaviour. Employers can also support with offering counselling and to understand that due to the trauma the employee may not be able to carry out their usual duties or need time off to attend therapy or court hearings.
“If they have children, they may need to be there for their children more who will also be suffering. The employee could be suffering financially and perhaps an advance in salary may be helpful.
“Generally speaking, a listening ear would be an invaluable support, quite often the victim has not been heard in their relationship and they just need someone to listen to them. If there is a serious threat, the employer should encourage and even help the employee with contacting the police to make a report and generally ensuring their place of work is a safe space and ensure security or additional security to keep any perpetrator away.”
But Penelope* thinks there needs to be other protections in place.“Paid domestic abuse leave is a start – clearly there are economic and social advantages to it," she says. "But it’s not a panacea – barely the tip of the iceberg. It needs to be a fully work-through strategy with the government mandating elements. Just think about the pregnancy penalty. Domestic abuse leave could potentially do more harm than good, once information is in the wrong hands. I've reported my domestic abuse situation and I became the office gossip – despite sharing confidentially to my female line manager – and I've also been sacked, again by a female. Knowing what I know now, I would just take annual or sick leave.”
One in six women have been financially abused.
“Domestic abuse can impact all areas of a survivor’s life, including their employment," Abigail Ampofo, interim CEO of Refuge, also told GLAMOUR. "Paid domestic abuse leave could provide a lifeline for survivors, allowing them to prioritise their safety without fear of losing their job and financial freedom.
“With 1 in 4 women in England and Wales experiencing domestic abuse in their lifetime, it is vital that employers are aware of domestic abuse and have HR policies in place that accommodate and support survivors in the workplace. While paid domestic abuse leave is not commonplace in the England and Wales it could make an enormous difference to the wellbeing of many survivors and would represent a huge step in making workplaces across the country more accessible and supportive for survivors of domestic abuse.
“Navigating domestic abuse is incredibly difficult for survivors, and we encourage employers to put robust policies in place to support survivors in the workplace. For employers who are unsure where to start, Sharon’s Policy is a free domestic abuse policy template which is updated every year to ensure it is in line with the latest legislation.
“Disclosures of domestic abuse should be always handled confidentially and sensitively. It is essential for employers to offer flexibility and provide reasonable adjustments, including allowing the employee to have time off for their mental wellbeing and to attend appointments with support organisations, their GP, solicitors or the police.
“Employers can also signpost to Refuge’s 24-hour National Domestic Abuse Helpline, where our team of highly trained female advisors can offer support, advice and assist with safety planning.”
GLAMOUR is campaigning for the government to introduce an Image-Based Abuse Bill in partnership with Jodie Campaigns, the End Violence Against Women Coalition, Not Your Porn, and Professor Clare McGlynn.
If you need confidential support, please call Refuge’s 24-hour National Domestic Abuse Helpline on 0808 2000 247 or access digital support via live chat Monday-Friday 3-10pm via www.nationaldahelpline.org.uk.
*Names have been changed.
In partnership with the End Violence Against Women Coalition, Not Your Porn, and Professor Clare McGlynn.
