The above bill has passed its third reading in Parliament. It aims to enhance legal protections in the workplace for people affected by domestic violence. The Bill amends the Domestic Violence Act 1995, Employment Relations Act 2000, Health and Safety at Work Act 2015, Holidays Act 2003, and Human Rights Act 1993.
Key points too note for your business:
1. The new law entitles employees affected by domestic violence to up to 10 days of paid domestic violence leave per year. Employees will be able to take this leave as needed – similar to the existing sick leave and bereavement leave provisions.
2. Employees will be able to request a short-term variation to their working arrangements (up to two months or shorter) to which you must respond to urgently and within 10 working days. The variation can include changes to hours of work, location and duties of work.
3. The law explicitly prohibits an employee being treated adversely in their employment on the grounds that they are, or are suspected to be, a person affected by domestic violence.
4. Employees will be able to raise a grievance if they believe that their employer unreasonably refused a request made under the new provisions and must do so within six months.
5. The changes will come into effect on the 1st April 2019.
To ensure your business meets the minimum requirement of the bill it is important to have provisions for this type of leave within your employment agreements and/or leave policy.
CONTACT & NEXT STEPS:
If you would like further information on any of the above, please feel free to get in touch by email: email@example.com