Agenda item

This report seeks approval for a revised Domestic Abuse Workplace Policy for Medway Council.

Discussion

The Head of Employee Relations introduced the report which sought approval for a revised Domestic Abuse Workplace Policy for Medway Council. The Policy modernised definitions and scope in line with the Domestic Abuse Act 2021, strengthened support for employees (including the introduction of trained Domestic Abuse Champions), clarified manager responsibilities and safeguarding routes, and formalised the Council’s approach to alleged perpetrators who were Council employees.

Members were informed that the policy had been developed collaboratively with HR and the Council’s Public Health team who were the subject experts in this area, drawing on national research, best practice and alignment with other authorities. The appendices included up-to-date national and local support pathways.

It was queried how uptake of the policy could be monitored, including whether anonymised data by directorate, grade, contract type and protected characteristics could be captured safely and lawfully; and how it would link to the wider policy framework, in particular where risks might arise from colleagues, service users, contractors or members of the public. In response, the Head of Employee Relations agreed that it was important to understand usage patterns, but this needed to be balanced against ensuring any monitoring did not deter staff from coming forward. It was confirmed that further work would be undertaken, including discussions with the Equality Board and staff forums, to explore safe and appropriate approaches. The challenge of how this would link into wider framework where the risk might be from the public,  contractors, service users or colleagues, was welcomed and this would also be looked into.

A concern was raised around clarity of definitions, particularly the omission of cohabitation and the breadth of the term “intimate personal relationship.” The HR Consultant and Policy Lead advised that he would query this with the Public Health team who were the subject experts in this area. In any case the view was that the policy should not be too restrictive and matters would be considered on an evidenced based, case- by-case basis. It was agreed that the specific reference to cohabitation would be reviewed.

It was queried how the policy applied to elected members, as some employment?related processes were not directly applicable. Officers agreed to review and clarify this element.

In response to a question about the engagement with national domestic abuse charities and trade unions in developing the policy, it was confirmed that the Public Health team’s advice was based on national standards and that local trade unions had been consulted, not national.

Members noted the Joint Consultative Committee comments from the earlier meeting where the policy had been welcomed and recognised as one of the first to benefit from the new informal consultation process. Wider signposting to disability associations had been requested, along with greater diversity amongst champions and a request that that the policy be shared in an accessible, easy?to?understand format online.

Decision

The Employment Matters Committee:

a)       approved the revised Domestic Abuse Workplace Policy at Appendix A (and its appendices, Appendix B-E) for immediate implementation;

b)       noted the key improvements in scope, legal alignment, support arrangements and perpetrator-management protocols, as set out in the Summary of Changes at Appendix F to the report; and

c)       agreed to the provision of targeted communications and training for managers and Champions to support consistent uptake, led by the Council’s Public Health team.