Crime and Policing Bill

Baroness Smith of Llanfaes Excerpts

Committee stage
Wednesday 17th December 2025 Lords Chamber

Moved by

[Baroness Smith of Llanfaes]

348: After Clause 109, insert the following new Clause—
“Duty to prevent illegal violence and harassment in the workplace(1) Section 2 of the Health and Safety at Work etc. Act 1974 (general duties of employers to their employees) is amended as follows.(2) After subsection (2)(e) insert—“(f) the adoption of proactive and preventative measures to protect all persons working in their workplace from illegal violence and harassment, including—(i) gender-based violence;(ii) sexual harassment;(iii) illegal psychological and emotional abuse;(iv) physical and sexual abuse;(v) stalking and illegal harassment, including online illegal harassment;(vi) threats of illegal violence.”.(3) After subsection (3) insert—“(3A) It shall be the duty of every employer to prepare, and as often as may be appropriate revise, an assessment to identify potential risks of illegal violence and harassment in the workplace and implement policies and procedures to eliminate these risks so far as is reasonably practicable.(3B) It shall be the duty of every employer to provide training to all employees on recognising and preventing illegal violence and harassment in the workplace, with a focus on gender-responsive approaches.(3C) In subsection (3B) a “gender-responsive approach” means taking into account the various needs, interests, and experiences of people of different gender identities, including women and girls, when designing and implementing policies and procedures.(3D) In this section, “persons working in the workplace” includes—(a) employees,(b) full-time, part-time, and temporary workers, and(c) interns and apprentices.(3E) In subsection (2)(f) and subsections (3A) and (3B), a reference to the workplace includes remote and hybrid work environments.”.”

[Baroness Smith of Llanfaes (PC)]

My Lords, I rise to speak to Amendments 348 and 349, in my name. I thank the noble Lords, Lord Russell of Liverpool and Lord Hendy, for adding their names. These amendments seek to tackle one of the most pressing issues in our society, gender-based violence and harassment, with a clear focus on workplaces. As I open this debate, I look forward to hearing contributions from across the Committee on how we can strengthen protections for workers and make our workplaces truly safe.

Amendments 348 and 349 would establish a health and safety framework to address violence against women and girls in the workplace and create a new duty on employers to prevent violence and harassment by amending Section 2 of the Health and Safety at Work Act. This is not the first time I have brought this proposal before noble Lords. During the passage of the Employment Rights Bill, we had a constructive debate on the proposal. Since then, support has grown both inside and outside Parliament. Just last month, the End Not Defend campaign held an event here in Parliament attended by Peers and Members of the other place. Survivors shared harrowing experiences of how the law is failing them. Trade unions, specialist organisations and survivors themselves are calling for action. Their courage in sharing their experiences demands a response from us.

This Bill already introduces a new offence to protect retail workers. It is a welcome step, but why stop there? Violence and harassment affect workers across all sectors. If we are serious about halving violence against women and girls within the next decade, as His Majesty’s Government have pledged, we need a cross-departmental approach that moves beyond a sole focus on criminalisation to prevention and tackling the root causes. Leveraging health and safety law is one way to achieve this. It would make VAWG prevention everybody’s business. These amendments were co-written with the Suzy Lamplugh Trust and Rights of Women—organisations with decades of experience in supporting victims. The amendments’ aims are also supported by several workers unions.

Current legislation falls short. The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduced a preventive duty on sexual harassment, but in practice enforcement occurs only after harm has happened. The Employment Rights Bill will strengthen this requirement when it introduces protections around third-party harassment. However, enforcement can occur only after sexual harassment has been experienced, limiting its preventive function. It also excludes other forms of violence against women and girls in the workplace, such as other forms of harassment and all forms of violence, including physical, psychological and emotional abuse.

The UK ratified ILO Convention No. 190, which requires a gender-responsive approach to workplace safety, yet our laws do not reflect this obligation. Recent cases show the urgency of this, including the tragic murder of Gracie Spinks by a colleague who stalked her, despite repeated reports. Female NHS surgeons report harassment and even rape in operating theatres, described as “surgery’s open secret”. Royal Artillery Gunner Jaysley Beck took her own life after relentless harassment by her superior. There have been reports of sexual assault and rape at Harrods, the CBI, the BBC and McDonald’s.

The Harrods case was not a failure of individual courage; it was a failure of structural responsibility. Multiple institutions had sight of risk, but none had a duty to prevent it. Harrods looked like a modern employer, but it functioned as a closed environment in which power went unchecked and young women were left unprotected. These amendments would have required the risk assessments that never happened. Survivors of al-Fayed’s abuse, represented by no one above, say the same thing again and again: no one stopped him. Legislators must ensure that no workplace in the UK can ever operate with that level of impunity again. Where accountability is optional, exploitation becomes operational. The Harrods redress scheme shows exactly why voluntary arrangements cannot substitute for enforceable duties on employers.

These are not isolated incidents. Rights of Women reports that 56% of calls to its advice line involve harassment or violence from colleagues. The Suzy Lamplugh Trust found that women are eight times more likely than men to experience sexual misconduct at work, yet there is no government data collection, no reporting requirement, and outdated attitudes persist that VAWG is a private matter.

I would like to illustrate the lack of regulation for VAWG in the workplace and why these amendments are necessary. The Equality Act addresses sexual harassment as discrimination but excludes other forms of VAWG, leaving significant safety issues unregulated by the Equality and Human Rights Commission. Employers can adopt domestic abuse policies voluntarily, as recommended by the EHRC in guidance to employers on domestic abuse—although the Welsh version is actually over a decade old. However, much of the currently available guidance assumes domestic abuse occurs outside the workplace and outside the remit of the employer’s liability. This does not align with the statutory guidance to employers in the Domestic Abuse Act, which states that employers should consider the impact of domestic abuse on their employees as part of their duty of care under health and safety law, as regulated by the Health and Safety Executive.

Despite the growing evidence that gender-based violence and harassment harm workers’ health and safety, the Health and Safety Executive does not recognise gender-based violence as a workplace hazard. In its evidence to the Women and Equalities Select Committee 2018 inquiry on sexual harassment, the Health and Safety Executive stated clearly that it has a policy of not applying the Health and Safety at Work Act when it deems that other agencies or regulators have more specific responsibilities. The Health and Safety Executive is currently advising workers to report harassment to bodies that lack enforcement powers. This must change, and harassment and violence in the workplace should be recognised as a health and safety at work matter.

Health and safety frameworks provide a structured, enforceable approach. Updating them to include VAWG would ensure employers have a positive duty to prevent harm, not just to respond after an incident. As with existing health and safety duties, this would be proportionate. These amendments are practical and scalable. They would require risk assessment, clear policies, training, and confidential reporting mechanisms—all proportionate to the size and risk profile of the workplace and consistent with the existing health and safety frameworks.

Amendments 348 and 349 prioritise prevention and victim protection. They reflect expert advice and growing public demand. They align with the Government’s own commitment to halving violence against women and girls within the next decade. Tomorrow, the VAWG strategy will be published. The Safeguarding Minister in the other place said on Monday that

“the strategy has to be for everybody … It has to be for employers as well. It is for businesses, charities—everybody in society”.—[Official Report, Commons, 15/12/25; col. 651.]

I hope that these amendments are viewed as one way to make that vision a reality.

We know what happens when accountability is optional. We have seen it in shops, in hospitals, in the Armed Forces, and we owe it to those who have spoken up and to those who still feel unable to, to act. I look forward to the Minister’s response and hope His Majesty’s Government will consider these arguments as the Crime and Policing Bill progresses through this House. I beg to move.

[Lord Russell of Liverpool (CB)]

My Lords, I was happy once again to add my name to these two amendments from the noble Baroness, because we had a very similar debate on 21 May during the passage of the Employment Rights Bill. On 11 July, the noble Baroness followed up with a letter to the then Minister—the noble Baroness, Lady Jones—laying out the case very clearly.

The Government have the laudable intention of trying to reduce violence against women and girls by 50%, but there is a strange incongruence in respect of that ambition. I wonder if noble Lords are aware of how much time people, if they are fortunate enough to be employed, spend in the workplace during an average year? It is 52% of the year. In a year, more than half of an average employee’s time is spent in and around the workplace. Therefore, when one is putting together a comprehensive strategy to try and reduce violence against women and girls, excluding the workplace from close scrutiny and oversight seems somewhat of an oversight. What the noble Baroness is suggesting in these two amendments therefore seems eminently sensible. Without looking at this very carefully and ensuring that it is effectively included within the strategy in some way, shape or form, the strategy will be fundamentally flawed from the start.

The Health and Safety at Work etc. Act, which is often cited by Governments of whatever persuasion as being the bedrock of trying to ensure rights in the workplace, is now exactly 51 years old. I am sure the Government will wheel out, as they have on previous occasions, the many other Acts and regulations that have been put on the statute book at various points over the past 51 years. However, during the last 51 years, for better or worse—I think for worse—the situation in the workplace, for women and girls in particular but also for men, has fundamentally changed, and the regulations and legislation have not kept up. There is clearly an imbalance.

One need only look at the range of organisations that have suffered quite a lot of reputational damage as a result of not trying to put in place regulations and rules and of not instilling, primarily through leadership, a culture to ensure that the sort of behaviour that we are talking about and trying to stop is called out. I could go through an exhaustive list, but we can look at the embarrassment that various police forces have had to endure in the last few years. We can also look at the embarrassment that the Church of England has had to face and is still facing; that is an institution that not only finds it extraordinarily difficult to acknowledge the existence of that sort of behaviour within its ranks but has the strange anomaly that it is an organisation part of whose purpose in life is to forgive. However, it is not enough to forgive things going wrong if you are not prioritising the needs of those who are being wronged, and that is unfortunately the case in the Church of England and, of course, in the Roman Catholic Church throughout the world, as is very well known.

The military is also an embarrassing example. To have lost a First Sea Lord through impropriety at work is not exactly an example of stellar leadership. It makes one wonder how it was possible for an individual to reach that level of rank—with fundamental and comprehensive reviews and training taking place, in theory, right the way through their career—and to arrive at the pinnacle of their military profession only then to be publicly found very wanting. Clearly, there was something fundamentally wrong with the culture there. We have also had Cabinet Ministers who have had to resign on the basis of inappropriate behaviour in the workplace, particularly harassment and bullying. This is a problem that is endemic; to ignore it is simply not acceptable.

I hope and expect that the Minister’s reply will not be a carbon copy of the answer that the noble Lord, Lord Leong, gave in the debate on the 21 May. That answer was, in effect, a list of all the various regulations and legislation that, in theory, are meant to enable one to address and stop this, but which clearly are not working. To try and defend it, when clearly it is not working, makes one feel that the Minister, if he does do that, is unfortunately taking King Canute as a role model. It is simply not acceptable.

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[Baroness Fox of Buckley (Non-Afl)]

I suggested then that I was not happy with the wording of an amendment, and it has simply been repeated. I made a speech that I thought was reasonable at the time. This is actually not the same speech, but I am raising some of the issues. I ask, as I asked earlier, why would we use that approach to protecting women and girls when women in the workplace are at present actually the victims of some of these gender-related policies? Therefore, if the amendment comes back as a more straightforward, narrowly defined amendment about sexual harassment at work, I would be much more interested in hearing about it. It is the amendment that is repeated, not just my speech. It is exactly the same wording that I objected to before. No account has been taken of any of the criticisms made in Committee, at the probing stage, so I think I can reasonably say that I would like us all to not repeat ourselves, including with this amendment.

[Baroness Smith of Llanfaes (PC)]

I want to come back really briefly on the language of “gender-responsive approach”. That is not a “gender-inclusive approach”: it is based on the ILO convention that our Government ratified, along with the rest of the global community, and relates to the fact that more women than men face misconduct at work. I wanted to clarify the language there, but I do take those points.

[Baroness O’Grady of Upper Holloway (Lab)]

My Lords, I add my support for these probing amendments and I thank the noble Baroness, Lady Smith, for her work on this issue. I strongly welcome the Government’s promise to launch the largest crackdown in history to reduce violence against women and girls. While of course the misery of experiencing violence and harassment is not exclusive to women, surveys from the TUC and others have shown that it is overwhelmingly women who suffer this abuse. I also welcome the Government’s recognition that we need a whole-system approach that places prevention and survivors at its heart. As we have heard already, every part of society has to step up if we are to achieve the goal of every woman feeling safe everywhere, and that must include action to make the workplace a place of safety for women, too.

I had hoped that we had moved on from the notion that violence against women is somehow a private or domestic matter, but let us take the practical example of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations. This is the UK’s health and safety law that requires employers to report specific serious work-related incidents, such as fatalities and major injuries, to the Health and Safety Executive. These reports help the HSE track risks and prevent future harm, making it a vital legal duty to maintain workplace safety and accountability. But, if you look at it today, you see that the HSE website explicitly states that, while acts of violence to a person at work that result in death or a major injury are reportable, a physical injury inflicted on one employee by another during a dispute about a so-called “personal matter”, or an employee at work

“being injured by a relative or a friend who visits them at work about a domestic matter”

is not reportable. So, the HSE has no responsibility to track violence against women that happens in the workplace which is deemed to be a personal or domestic matter. I find that pretty shocking. You have to question why women’s experience of violence at work is disregarded in this way.

As we have also heard, the Equality and Human Rights Commission has responsibility for the duty on employers to prevent sexual harassment, but it is open and public that it will investigate only what it describes as “strategic cases”, as it simply does not have adequate resources to deliver comprehensive enforcement. Surely, health and safety inspectors who have the powers and ability to go into workplaces have a role to play in enforcing prevention of sexual harassment.

The UK has fallen far behind the ILO’s recommended standard for the ratio of labour inspectors to the size of workforce. In effect, the safety and welfare of British workers has been deprioritised over the last decade and more compared with other countries. But it seems that the safety and welfare of women workers have been deprioritised even more. There is an opportunity for an update and a reset. The new fair work agency and boosting the number of labour inspectors will be vital, but we must get the health and safety framework right, too. For the sake of women workers, I hope the Minister will talk to other colleagues, for sure, but also give careful consideration to the amendments before us.

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[Baroness Smith of Llanfaes (PC)]

It is very clear, from what we have heard in this debate, that the status quo is not working, so what does the Minister propose that the Government actually do to improve this? As we have heard, the Minister has listed all these pieces of legislation, which are clearly not working because so many women still face these issues in the workplace.

[Lord Hanson of Flint (Lab)]

I am grateful to the noble Baroness for that, and I hope I can give her assurance. My honourable friend Jess Phillips is the Minister directly responsible for the violence against women and girls strategy, although I obviously account to this House for it. She has a history of ensuring that we focus on the reduction of violence against women and girls. The strategy she will publish tomorrow is a strategy for across the piece; it is not just, as we have discussed today, for domestic or public violence against women and girls but a comprehensive strategy. I hope the noble Baroness will give my colleague the benefit of the doubt that she shares the view to reduce and eliminate domestic violence or violence in a workplace setting against women and girls. I speak for the Government in expressing that view.

I therefore hope the noble Baroness will withdraw her amendment and examine in detail the strategy which will be published tomorrow. I will make sure my honourable friend Jess Phillips sees the debate we have had and looks at the points made by noble Lords from across the Committee on how the Health and Safety Executive operates, particularly on the personal basis that has been discussed today.

I hope, with those reassurances, that the noble Baroness will know that this Government are committed to taking action to reduce violence against women and girls by half over a decade. The points she has raised about the workplace are valid but we believe the measures are there to ensure enforcement takes place. I am sure we can reflect with colleague Ministers on how the Health and Safety Executive operates its responsibilities to help achieve the objectives the Government have set in the VAWG strategy.

[Baroness Smith of Llanfaes (PC)]

I thank all noble Lords who have participated in this debate. I say in response to the Minister that I welcome the publication of the VAWG strategy tomorrow and will look in detail for anything which addresses the workplace.

I turn back to this debate. These specific probing amendments have set out a clear objective and I am grateful to all those who have contributed. It is clear that the Committee agrees with the objective these amendments are trying to achieve, yet they perhaps need more work in terms of the wording.

I will respond to a few of the comments made by noble Lords. The reminder by the noble Lord, Lord Russell, of just how much time individuals spend in the workplace highlights how we cannot achieve the Government’s aim to halve violence against women and girls within this decade by ignoring the workplace and how important it is.

In response to the point from the Conservative Front Bench on employers, the noble Lord, Lord Pannick, raised an interesting point about how having a framework of this kind can help protect employers. That is a positive. Having more guidance, a framework and risk assessments also protects employers’ liability in the future. There were a few points raised there—

[Captain of the King’s Bodyguard of the Yeomen of the Guard and Deputy Chief Whip (Baroness Wheeler) (Lab)]

I remind the noble Baroness that, in withdrawing amendments, statements need to be brief. She does not need to summarise the debate.

[Baroness Smith of Llanfaes (PC)]

I appreciate those comments. However, this is about how we will take the amendments further. This has been a really useful discussion in Committee and I value the contributions that people have made. I will not press my amendments today. However, this is not the end of this discussion. I value the comments from the Minister about how we will progress this, particularly with the wording of the amendments and by taking on board the comments raised by noble Lords in this debate. I hope that His Majesty’s Government will reflect on the debate— I am grateful that this will be shared with the Minister in the other place, Jess Phillips—and I would welcome further engagement. I beg leave to withdraw my amendment.

Amendment 348 withdrawn.