Application number: wv00358203 Client number: 79338729 30 March 2023

After six months employment with the Employer, Employees can take up to 10 paid days off a year to deal with the effects of domestic violence. The employee can take domestic violence leave if:

1. 
   they are affected by domestic violence
   
2. 
   a child living with them — no matter how often — is affected
   

by domestic violence.

2. 
   There is no time limit on when the abuse occurred.
   
3. 
   The employee must tell their manager if they are going to take domestic violence leave as soon as they can (before their usual start time, if possible).
   
4. 
   This domestic violence leave entitlement renews every 12 months. Employees may not carry forward any leave they do not take.
   
5. 
   The employer will not pay the employee for unused domestic violence leave when their employment ends.
   
6. 
   If the employee has used all their domestic violence leave, or does not qualify, the employer might let them take annual leave or unpaid leave.
   

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7. 
   The employee can also ask for flexible work arrangements for up to two months to deal with the effects of domestic abuse.
   

5. 
   Parental leave
   

a) The Employee can take parental leave in accordance with the Parental Leave and Employment Protection Act 1987.

6. 
   Leave for other reasons
   

a) If an Employee needs time off for things they must to do by law, such as jury duty or service in the Territorial and Reserve Forces, the Employer will meet any obligations the law requires. This will be unpaid leave.

7. 
   Unpaid leave
   

a) The Employee may ask for time off without pay for any reason, and the Employer will consider the request.
8 General Provisions 8.1 Indemnity

1. 
   The Employer will, as much as legally required, cover the Employee for costs or other liabilities they face, so long as they were doing their job in the manner prescribed by the Employer and with reasonable skill and care at the time.
   
2. 
   This does not include expenses or liabilities faced by the Employee because of:
   

1. 
   Their own negligence;
   
2. 
   Breach of duty;
   
3. 
   An unlawful act or omission; or
   
4. 
   Any other fault on the part of the Employee.
   

2. 
   Health & safety
   

1. 
   The Employer and Employee will meet their obligations under the Health and Safety at Work Act 2015.
   
2. 
   The Employer’s duties include:
   

1. 
   Taking reasonably practicable steps to ensure the Employee’s health and safety while in the workplace;
   
2. 
   Providing and maintaining a safe working environment for Employees and others in the workplace;
   

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3. 
   Providing and maintaining facilities for the welfare of the Employee while at work;
   
4. 
   Providing all necessary training and instructions to Employees;
   
5. 
   Making sure machinery and equipment is safe;
   
6. 
   Making sure working arrangements are not hazardous;
   
7. 
   Providing procedures to deal with work emergencies;
   
8. 
   Making sure health and safety Employee engagement and