Domestic Abuse Bill

Lord Kennedy of Southwark Excerpts

Committee stage & Committee: 3rd sitting (Hansard) & Committee: 3rd sitting (Hansard): House of Lords
Monday 1st February 2021 Lords Chamber

[Baroness Hamwee (LD) [V]]

My Lords, we have Amendment 57 in this group—or clutch—of amendments, pushing what I hope is an open door: the need for protection of abused or allegedly abused people not only at home. The Government have an amendment extending prohibition to other places, and another amendment relating to the workplace or educational establishment, and those are welcome. Other noble Lords will speak to their amendments using terminology about where the abuser or alleged abuser lives or works. Amendment 79 would allow for discretion when both parties worked in the same place.

Our Amendment 57 is similar to the Government’s amendment, but it applies to domestic abuse protection notices, whereas the Government’s amendment is about domestic abuse protection orders. I regard notices as preventative—not leading inevitably to an order. It is far better, to state the obvious, if one can head off abuse by a notice. Perhaps I am naive in hoping so, but I note that the Minister’s letter or the draft guidance recently circulated—I cannot remember which one—makes the same point. In any event, reasons for including the workplace and other premises as prohibited, apart from the home, can surely apply when a notice is given as well as subsequently. As a matter of drafting, I wondered why Clause 21(2) was necessary, since it seems to be covered by Clause 21(1), but that is not the issue and it certainly makes the point as to what is covered. I suspect that others are going to make very similar points, but I beg to move Amendment 57.

[Lord Kennedy of Southwark (Lab Co-op)]

My Lords, Amendments 58, 59, 60, 74, 76, 77 and 79 are tabled in my name and that of my noble friend Lord Hunt of Kings Heath. I am grateful to all noble Lords who have signed up to speak in support of them, in particular the noble Baronesses, Lady Ritchie of Downpatrick and Lady Newlove.

These workplace amendments were discussed in the other place and it is right that we make it absolutely clear in the Bill that domestic abuse protection orders and the notices that precede them can cover a victim’s workplace as well as their home. Presently, the Bill says only that a perpetrator can be prevented from coming within a certain distance of where a victim lives. I acknowledge that the noble Baroness, Lady Williams of Trafford, has tabled Amendment 75, which uses the term “specified premises”, but I would prefer the word “workplace” in the Bill, as that is stronger. The amendments I am proposing would ensure that those making domestic abuse protection notices and orders had the discretion to consider the workplace as well as the home.

The Government have said that they would expect a domestic abuse protection order to include restrictions on a perpetrator’s access to where the victim works if the court considered it necessary. However, expectation is not strong enough; the workplace should be referred to explicitly. Work is an important part of people’s lives; other than their home, it is the one place where they are present during fixed hours, normally in a fixed place. That makes a person vulnerable and victims need the added protection that my group of amendments would bring.

There is also the issue of the perpetrator seeking to drive a victim out of work to wreck their economic circumstances, as well as the other horrors they are seeking to inflict on a victim. Women have been murdered at work and the Government have a responsibility to ensure that victims are protected in all aspects of their lives. In 2005, Clare Bernal was killed by her ex-boyfriend—who worked on the same premises as she did—while she was at work. In 2010, Jane Clough was murdered by her ex-boyfriend as she walked into work. In 2014, Hollie Gazzard was murdered by her partner at her place of work. In 2016, four women were murdered in their workplaces by men. All these women would have benefited from stronger workplace protections.

The TUC undertook a survey and found that 47.3% of respondents said that their abusive partner turned up at their workplace and 43.6% said that they stalked them outside their workplace. Without the scope to extend domestic abuse protection orders to the workplace, victims will continue to be harassed, threatened and assaulted at work by abusive partners. Their job prospects and safety will continue to be threatened, and, tragically, as we have heard, in some cases they will be murdered.

Government Amendment 78 states that domestic abuse protection orders should avoid interfering with the perpetrator’s work, rather than, more specifically, their usual times of work. This should mean that in cases where a perpetrator and victim share a place of work, the perpetrator’s work patterns can be adapted to ensure the victim remains in work safely. It will be helpful if the noble Lord, Lord Parkinson of Whitley Bay, can confirm that that is the intention when he responds at the end of this debate, and that that will be made clear in any guidance issued by the Government.

This is a really important issue; victims need certainty and clarity to provide them with the protection they need. I hope that at the end of this debate we can get a positive statement that we need to look at this further and come back to it on Report.

[Lord Hunt of Kings Heath (Lab) [V]]

My Lords, I was very glad to add my name to my noble friend’s amendments on the workplace. I am grateful to Unison, of which I am a member, for its briefing on this.

Like my noble friend, I am convinced of the need to ensure that victims of domestic abuse are protected at work and that their employers do everything that they can to support them. Domestic abuse is a trade union and workplace issue, as much as any other form of abuse that affects workers’ conditions and income. Home and work issues cannot always be neatly separated. Abusive and violent behaviour does not take place only in the home, but frequently crosses over into the workplace, where victims can experience stalking, threats, harassment and worse. Equally, work can be a lifeline to independent survival for victims of domestic abuse, as they ought to be able to leave their home and maintain a level of income independent from the perpetrator.

All victims should feel safe in the knowledge that they can take action to put their lives back on track with their employment secure, and to be protected while they are at work. This is an important area on which the Government must focus more. I would like to see the remit of domestic abuse protection orders explicitly extended to cover the workplace. They are, after all, intended to secure the immediate protection of a victim from a suspected perpetrator and set out the prohibitions and requirements necessary to do so. Under the current wording of the Bill, an order may prohibit a perpetrator from coming within a certain distance of the premises lived in by the victim. However, as we heard from my noble friend, there is no mention of the victim’s workplace. Originally, the Government said that they would expect a DAPO to include restrictions on a perpetrator’s access to where the victim worked only if the court considered it necessary, which is not explicit.

My noble friend has referred already to a TUC survey from 2015 which found that one in 10 of those who experienced domestic violence reported that the violence continued in the workplace. We surely must do more to ensure that victims will not be harassed at work by abusive partners threatening their job prospects—the importance of which I have referred to—and their safety.

At Second Reading, the noble Baroness, Lady Williams, referred to the announcement last June that the Department for Business, Energy and Industrial Strategy was undertaking a review of support in the workplace for victims of domestic abuse. Very recently, the key findings from that review were published, alongside the areas of work that the Government will take forward as a result. The report identifies that an effective employer response is founded on being able to spot the signs of domestic abuse and know how to signpost to specialist services. It also sets out the steps which the Government will take to work with employers to raise awareness of domestic abuse as a workplace issue. This is obviously very important. The outcome of the review also focuses on what best practice looks like and the positive role that employers can play. It also discusses the role that employment rights can play in giving employers and employees the certainty that they need.

The Government have promised to consider through a consultation the steps which can be taken for victims of domestic abuse, as well as to consult on taking forward their manifesto commitment to

“encourage flexible working and consult on making it the default unless employers have good reasons not to.”

This is clearly progress. I welcome it, and the amendment from the Government in this group that enables a court making a domestic abuse protection order to prohibit the person against whom it is made from coming within a specified distance of other premises, in addition to those where the person to be protected by the order lives. This is in parallel to the other amendment from the Government, which makes it clear that the requirements imposed on a person by a domestic abuse protection order, so far as practicable, must not interfere with the person’s work or their attendance at an educational establishment.