Violence against Women and Girls

Apsana Begum Excerpts

Thursday 9th January 2025 Commons Chamber

[Apsana Begum (Poplar and Limehouse) (Ind)]

Violence against women and girls is one of the most prevalent and pervasive human rights violations in the world. As an ongoing survivor of domestic abuse and as chair of the all-party parliamentary group on domestic abuse and violence, I know that it can affect women at all stages and in all aspects of their lives. As survivors, we are complex and multifaceted beings, and we are being let down, so I continue to advocate for the need for a multifaceted approach and a comprehensive and cross-departmental strategy that goes beyond criminal justice to social security, housing, employment, health and so on to address perpetrators and empower survivors. A whole-system approach is vital. In the time I have today, I will focus my remarks on the rights of survivors in the workplace.

On Second Reading of the Employment Rights Bill, I raised the point that domestic abuse could have an impact on an individual’s working life through unexplained absences, lateness and negatively impacted performance. For one in 10 survivors, the abuse continues in the workplace, often with their partner turning up at their workplace or stalking them outside their workplace, which is something I know first-hand. The statutory guidance of the Domestic Abuse Act 2021 reminds us how pivotal the role of an employer can be.

Soon after the general election concluded, the APPG on domestic abuse and violence met and discussed how parliamentarians can advocate for the rights of survivors in the workplace. There are calls from organisations, campaigners and Members across the House in that regard, which I will raise now. First is the call for a right for victims of domestic abuse to take leave of absence from work and for regulations to be introduced to give effect to that right, including a minimum of 10 days of paid leave. Survivors may need to take time off work and may not be able to return to work immediately after escaping a perpetrator, for example. They may need time to seek emergency health or housing needs, attend court and so much more.

I draw the House’s attention to the fact that 10 days of paid leave for domestic abuse survivors is a provision available in Northern Ireland. Paid leave measures have also been implemented in other parts of the world, such as New Zealand, the Philippines and some states in the USA. I acknowledge that a handful of organisations in the UK provide paid leave for domestic abuse survivors, but many of us believe that right should be accessible to all survivors, no matter who they work for.

Many of us would also like to see protections for workers from adverse treatment if they are, or are suspected to be a person affected by domestic abuse. That surely must include protections from being dismissed to ensure a survivor’s long-term earning potential is not negatively impacted, as well as ensuring financial independence and freedom from economic abuse in many cases.

My final point on employment rights and domestic abuse survivors is about the work that organisations, campaigns, such as those led by the Employers’ Initiative on Domestic Abuse, and trade unions have done to ensure that employers take all reasonable steps to prevent workers from experiencing domestic abuse. Those steps could include implementing domestic abuse policies in every workplace and ensuring that risk assessments are done for every worker who discloses domestic abuse. That would surely be a progressive next step forward in the struggle to eradicate violence against women and girls from all parts of our society.

The history of challenging violence against women and girls has always had pioneering activism and fighting for social change at its heart. Because of so many survivors around the world, I would never allow my voice to be silenced. The next step is to look at how we support survivors to make sure that no one has to experience abuse in the workplace.