Domestic Abuse Bill

Baroness Hamwee Excerpts

Committee stage & Committee: 6th sitting (Hansard) & Committee: 6th sitting (Hansard): House of Lords
Wednesday 10th February 2021 Lords Chamber

[Baroness Hamwee (LD) [V]]

My Lords, I am speaking on this group because I respect the experience and judgment of the signatories to these two amendments. The noble Baroness, Lady Meacher, mentioned the resentment that can grow after a long period of caring for a family member. I would add the sheer exhaustion and the discovery that the person who is being cared for does not seem to be the person they once were.

The first amendment on the duty to report reminds me of debates we held not so long ago about a mandatory duty to report and act on the abuse or neglect of children. This amendment does not go that far. It seems to be cast as a contract of employment. I am not sure what the outcome would be in the case of non-compliance. It may be too detailed at this stage when we are discussing principles.

This is another aspect of awareness and the culture change, which have been discussed quite a lot this afternoon. The amendment is worded as if someone is carrying out a financial assessment. Would that person have more access than someone carrying out an occupational health assessment of the needs for adaptations? I accept that a financial assessment is about more than paperwork, but there will be clues, such as, “Oh, my daughter deals with all that”.

The amendment is linked to the amendment introduced on the second day of Committee about mandatory awareness training for professionals. Its focus was on front-line professionals, but all the points made then apply here too. When the House looks again at that amendment, as I am sure it will, can we think about how it is relevant to this situation? In that debate, my noble friend Lady Burt talked about co-ordination between agencies. The Minister, who gave a sympathetic and detailed response, referred to guidance from different agencies. As the mover of that amendment, the noble Baroness, Lady Armstrong of Hill Top, said,

“there is plenty of guidance but no means of making sure that it is always translated into action.”–[Official Report, 27/1/21; col. 1741.]

Despite the Scottish and Welsh examples about the power of entry, I am rather leery of going down this path. I do not know the extent to which professionals, other than the police and social workers, can apply for an order, as the noble Baroness, Lady Meacher, mentioned. I am too much of a Pollyanna in wanting to start from a position of sympathy with both sides and to take a gentler approach, but I know that gentleness and nuance do not always work. Adult safeguarding is complex, especially if access is blocked. All this raises issues around privacy and the importance of building relationships.

I realise that the life and limb threshold for the police to gain entry under PACE is high. I also appreciate that there has been work on this issue, although, unlike the noble Lord, Lord Hunt, I could not get past “page not found” when I searched for it this morning.

The noble Baroness, Lady Greengross, is a doughty campaigner and advocate. I appreciate I have been a bit picky, so I make it clear that I share the concerns which lie behind these amendments, although I have some reservations about their detail.

[Baroness Hodgson of Abinger (Con) [V]]

My Lords, like others, I congratulate the noble Baroness, Lady Greengross, on championing the rights of older people over so many years. I will speak in support of Amendments 165 and 166.

At Second Reading, I highlighted the ONS statistics showing that in 2017, when it comes to older victims, more than 200,000 people aged 60 to 74 experienced domestic abuse in England and Wales. One in four victims of domestic homicide are over the age of 60. Age UK argues that older victims are systematically overlooked, suggesting that an older person being physically or mentally abused by their adult child or grandchild, family member or spouse of 50-plus years is far less likely to be recognised for who they are—a victim. It is a well-known fact that, in the UK, women regularly outlive men. As a result, they are often more vulnerable, living on their own and frail.

The noble Baroness, Lady Greengross, highlighted the work of Hourglass, formerly Action on Elder Abuse. Its recent polling, conducted during the pandemic last year, showed that the number of calls related to the abuse of older people by a neighbour doubled. Meanwhile, 38% of calls in the first six months of 2020 related to sons or daughters as the perpetrators. Hourglass also reports that financial abuse is the most common type of abuse reported to its helpline, making up 40% of calls in 2019. These facts only reinforce the importance of these two amendments.

Amendment 165 is needed because financial assessment is an important marker and access point where potential abuse can be identified. Amendment 166 will ensure powers equal to those tried and tested across the border in Scotland and is an important safeguard for all, including older victims. How we treat our vulnerable is a reflection of our society and the elderly, like the very young, are among the most vulnerable. We need a zero-tolerance attitude to abuse, whatever the age of those involved, and must work hard to protect the vulnerable and support the many hidden victims of such crimes.

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I also reflect on the TUC advice about the need to provide what might be called “training in first aid” for staff members, to ensure that those who see evidence of abuse or have abuse disclosed to them know what to do. In that context, I refer to the powerful contribution just made by the noble Baroness, Lady Newlove. Thinking about the suffering of that victim of abuse being so treated in a workplace, it is not enough to say that employers should not behave in that way, as the BEIS guidance currently does; we need statutory provision that says that it is their legal responsibility.

[Baroness Hamwee (LD) [V]]

My Lords, the Equality and Human Rights Commission is pretty hard pressed and overloaded, so it is interesting that it chose to work on the subject of domestic abuse at work in conjunction with the Chartered Institute of Personnel and Development—the human resources professional body—from which we had a helpful briefing.

We spoke earlier about the impact of domestic abuse at work, about the workplace being a haven, about workplace culture and the importance to both employer and employee of dealing sensitively, appropriately and helpfully with domestic abuse. I regard this as part of occupational health and safety. As has been said, neither amendment seeks direct legislative provision.

Proposed new subsection (2) in Amendment 174, with regard to a code of practice, uses the terms

“appropriate care and support from their employer.”

It is not looking for the employer to solve the problem but to enable access to professional support and give flexibility to accommodate the needs of a victim or survivor. As the CIPD says in respect of its guide, Managing and Supporting Employees Experiencing Domestic Abuse, what employer support could look like includes

“recognising the problem, responding appropriately to disclosure, providing support, and referring to the appropriate help.”

One good outcome of the pandemic is the greater alertness to the various situations in which employees find themselves. I include in that senior staff right up to the top. We sometimes talk as if “the employer” is not made up of human beings. We will all be aware of, or work with, organisations that have a huge range of policies applying to employment and the workplace. They are, in effect, codes of practice. Both amendments identify a gap that should be filled.

[Lord Parkinson of Whitley Bay (Con)]

My Lords, I am grateful to all noble Lords who have spoken in this debate and I join those who have already wished the noble Baroness, Lady Bennett of Manor Castle, a happy birthday. She has had a busy birthday in your Lordships’ House today. I hope that we will finish in time for her to celebrate before the day is over. I am particularly grateful to the noble Baroness, Lady Burt of Solihull, and the noble Lord, Lord Kennedy of Southwark, for setting out their amendments in the way they did. They bring us on to the role that employers can and should play in supporting employees who are victims of domestic abuse.

The Government agree that employers can play an important role, and that there is more that can be done in this area by working with them to help lift the lid on this often-hidden crime. However, as noble Lords have noted, this is a sensitive area and it is vital to ensure that we have the right approach. That is why, in June last year, the Department for Business, Energy and Industrial Strategy launched a review into support in the workplace for victims of domestic abuse. This comprised a call for evidence, a literature review and discussions with interested parties and groups to explore the issues in greater depth. As the noble Baroness, Lady Burt of Solihull noted, we published the report from this review last month, on 14 January.

The findings in this report show that, for people experiencing domestic abuse, the workplace can be a place of safety and respite. As my noble friend Lady Newlove said, it is somewhere where they might have a trusted mentor or confidant. They can make the arrangements that they need there and perhaps use a work telephone to contact refuges or other services, which can help them escape their abuser. The review also highlighted the importance of employers responding with empathy and sensitivity to disclosures of domestic abuse, asking the right questions and ensuring that the workplace is a safe place for people to come forward.

The evidence provided to the Government made it clear that victims may also need flexibility to engage with services such as refuges, healthcare, the police and the courts, during their regular working hours. Sometimes that might mean changes to their working location or the type of work that they do in order to ensure their safety. We expect employers to respond with empathy and flexibility to such requests. No victim should need to worry about their employment while they are seeking to leave an abusive situation.

Where victims of domestic abuse need to change their working patterns or locations, they may be able to make use of the existing right to request flexible working, which noble Lords noted. Our review into how employers can support victims of domestic abuse generated some valuable insights, which will be considered when we take forward the commitment that we made in our manifesto to consult on making flexible working the default.

The Government recognise that there is much merit in providing guidance and support to employers on how to support victims of domestic abuse. The review that I mentioned found that, while employers want to support their staff, they may lack the awareness, understanding and capacity to do so. My noble friend Lady Newlove gave an example of an employer who, sadly, got it wrong. As the noble Baroness, Lady Hamwee, said, companies are made up of people; this is first and foremost a human interaction. People want to get it right, but they need to be given the right advice on how to do so. It is also clear that domestic abuse can bring difficult challenges for employers, for example where victims and perpetrators work together in the same place.

The Government want to ensure that employers have the tools and support that they need to support their staff. As set out in our report, therefore, we will work with representatives of victims, employers and workers alike to bring forward proposals in this area. We welcome the positive action that we have already seen across the country. The noble Lord, Lord Hunt of Kings Heath, mentioned Vodafone, which is one of many employers, including Lloyds and many more, which are showing the way by adopting policies that support victims in the workplace and by raising awareness of domestic abuse as a workplace issue. We will continue to encourage employers to follow suit wherever possible.

In doing that, we recognise and value the good work being done by a variety of organisations, some of which have been mentioned in our debate, to provide support and guidance for employers: for example, the Employers’ Initiative on Domestic Abuse, Hestia, Public Health England, Business in the Community, the Equalities and Human Rights Commission and the Chartered Institute of Personnel and Development all provide resources for employers free of charge. As the noble Baroness, Lady Burt of Solihull, said, they are all over this, and trade unions are doing important work in this area, as well.

Through our review, the Government have set out a clear course of action to help employers to support victims of domestic abuse. It creates a firm basis on which to make progress. Given that commitment and the findings of the report from last month which I mentioned, I hope that the noble Baroness will be content to withdraw her amendment.