Safe Leave Bill: 6 ways HR professionals can prepare

This year, we’re expecting landmark changes in Employment Rights that are expected to shake up the world of work as we know it. One of the quieter but deeply impactful changes comes from the Domestic Abuse (Safe Leave) Bill– a private members’ bill that if passed, would entitle victims and survivors of domestic abuse to up to 10 days of paid safe leave, giving them space to attend court, access medical care, or seek safety, without the added burden of losing income. After all, individuals suffering in silence from domestic abuse should not be forced to choose between safety and their financial reality. Only with a focus on empathy will we build long-lasting, meaningful relationships with employees.

Why the safe leave bill should matter to HR

Around 2.1 million people in the UK are affected by domestic abuse every year. That is one in four women. One in seven men. These aren’t just figures- they could be employees in your business, colleagues you’ve worked with before or team members you’ve been in meetings with.

While domestic abuse might happen at home, its impact doesn’t only stay there. In HR, we might see the consequences in:

• Increased absenteeism
• Reduced productivity
• Mental health struggles
• Higher staff turnover
• Disengagement and low morale

6 Ways HR Professionals Can Prepare for the Safe Leave Bill

If the bill becomes law, HR teams will be expected to lead from the front. That means more than just adjusting your leave policies.

Here’s what we recommend having on your radar:

1. Paid Safe Leave- Employees experiencing domestic abuse will be entitled to up to 10 days of paid leave, from day one of employment. This time must be ringfenced for things like legal proceedings, medical treatment or finding safety.
2. Clear Policies- Now’s the time to develop or update your domestic abuse policy. It needs to be clear, compassionate and practical- with defined processes for requesting safe leave and accessing support.
3. Line Manager Training- Line managers are often the first to notice when something’s wrong. Equip them with the training to spot signs of abuse and handle disclosures with sensitivity and care.
4. Safe Working Environments- For remote or hybrid staff, home isn’t always a safe place. Risk assessments should be tailored accordingly, with alternative working options made available where needed.
5. Confidentiality and Support Plans – Employees must feel safe coming forward. Introduce a confidential reporting process and build a support plan that includes internal contacts and signposting to external services. An independent helpline could make a huge difference.
6. Non-Discrimination Guarantee – The bill includes protections against discrimination. That means no negative impact on terms, conditions, or prospects for taking safe leave.

The Business Impact of the Safe Leave Bill: Cost vs. Social Responsibility

While some employers may have concerns about the financial implications, the broader picture tells a different story. The societal cost of domestic abuse was estimated at £78 billion. This staggering figure reinforces that safety isn’t just a personal issue-it’s an economic one.

Beyond compliance, businesses have an opportunity to redefine workplace culture through:

• Awareness Campaigns- Open discussions and training to break the silence and reduce the shame and stigma that domestic abuse victims and survivors may feel. The trauma from domestic abuse leaves a lasting imprint on victims and survivors, taking years, if not decades, to heal from.
• Enhanced Security Measures- Strengthening protections in the workplace for employees facing domestic abuse threats and ensuring that support is readily available even without formal disclosure.

Why HR Leaders Should Champion the Safe Leave Bill

By embracing the principles of the bill early, you can drive lasting change across the business. It’s not just about compliance- it’s about creating a positive workplace culture. Getting ahead of the changes can help your organisation by reducing absenteeism; providing safe leave for victims and survivors helps stabilise workplace attendance.

Supporting employees during such an emotionally charged time leads to improved mental and physical health, reducing stress and anxiety. Employees want to work somewhere where they feel supported, and embracing the principles of this bill can help enhance their overall well-being.

A Small Price to Pay for a Safer Future

Domestic abuse is not just a personal tragedy—it’s a workplace issue, as businesses, and in particular HR teams, hold the power to shape a culture of safety and support. By embracing the Domestic Abuse (Safe Leave) Bill, businesses will send a clear message: employees matter, their well-being is non-negotiable, and a safer society begins in the workplace.

This is more than legislation—it’s a call to action. The question is, will businesses step up?

If you have any questions about how you can support your organisation through the changes expected with the Safe Leave Bill, please do not hesitate to get in contact with Tori McStravock or your usual AAB contact.