My Lords, I support Amendment 75 tabled by the noble Baroness, Lady Burt, to which I have added my name. Surely one of the attractions of this amendment for the Government is that it will not cost any taxpayer money, but it would, as the noble Baroness, Lady Burt, has indicated, make a big difference to the lives of an awful lot of people and, indeed, improve their productivity at work.
Many employers are already extending their duty of care responsibilities to employees who are the victims of domestic abuse. The aim of the amendment is to extend this good practice to all employers through the use of a code of practice. There are strong reasons for the Government to accept this amendment. According to research carried out by the Home Office in 2016-17, police handling of domestic abuse in England and Wales cost £1.3 billion—10.2% of the policing budget. The same research showed that the lost output and reduced productivity resulting from domestic abuse cost the country £14 billion, although presumably a lot of that will have been borne by employers in lost output. It is therefore not surprising that BEIS has made it clear in a recent report that it supports employers acting on domestic abuse. The department pointed to three challenges, including the need to raise employer awareness and to spot the signs of abuse. What better way to do that than with a code of practice for employers issued by the Government? The BEIS report committed to establishing a working group made up of the Government, employers, representatives of domestic abuse victims, and trade unions to convene regularly to find practical solutions, drive culture change and establish best practice. Of course, such a working group could usefully contribute to a code of practice.
As has been widely publicised, Covid has greatly exacerbated the problem. Calls to the Refuge national domestic abuse helpline have increased by 66% and visits to the website increased by an extraordinary 957% in the two weeks prior to 27 May 2020. These are extraordinary figures, and this is therefore a peculiarly appropriate moment for the Government to support this proposal. We know that domestic abuse remains shrouded in shame and secrecy, so that too often victims do not seek the help that they need. As one victim, a police officer, said: “There is no way that I would have even framed what I was going through as abuse. It had just gradually become my normal. The chances of me reaching out for help or support would be zero.” Hence the importance of employers taking the initiative to make it clear that they understand the issues and are there to provide support in relation to work.
Thanks to the tireless efforts on this issue of Elizabeth Filkin, chair of the Employers’ Initiative on Domestic Abuse, and her colleagues, many well-known employers are already offering support to employees who are domestic abuse victims. I quote from a report by Elizabeth Filkin, Theresa May and others, to illustrate the examples of employer support which could and should be followed by others, and which would be stimulated by a code of practice as proposed here by the noble Baroness, Lady Burt. The report says that
“Lloyds Banking Group has informed staff that if they need to leave home, it will arrange hotel accommodation and help them move”,
which is pretty impressive, and
“Chelsea Football Club are supporting Refuge. Boots, Morrisons and pharmacies are providing safe spaces in their shops for customers facing domestic abuse to gain access to domestic abuse services. … Thames Valley Police created a Vulnerability Task Force during lockdown which focussed on historic victims of domestic abuse who may have been unable to report due to COVID-19 restrictions. From the beginning of lockdown to 5 June they had over 1500 contacts with victims … The feedback from these contacts has been extremely positive”.
Following on from the contribution by the noble Earl, Lord Lytton, clearly the code would need to take account of the very different circumstances of many small businesses. One government department, BEIS, is already committed to the employer domestic abuse agenda represented by this amendment. I hope that the Minister can assure the House today that the Government accept the proposal for a code of practice on this issue. I look forward to the Minister’s response.