Contribution
I am grateful to the noble Baroness, Lady Smith of Llanfaes, for tabling the amendments and explaining them, and for the support given to her by my noble friends Lady Chakrabarti and Lady O’Grady of Upper Holloway, and the noble Lord, Lord Russell of Liverpool, and for the comments from the noble Lord, Lord Cameron of Lochiel, and the noble Baroness, Lady Doocey, on the Front Benches, and the noble Baroness, Lady Fox of Buckley, and the noble Lord, Lord Blencathra.
The Government’s concerns about the amendment do not reflect those expressed by the noble Lords, Lord Cameron and Lord Blencathra, and the noble Baronesses, Lady Doocey and Lady Fox. They made valid points, but they are not ones I will deploy in the argument against the contributions in the debate. I am grateful also for the comments on the amendments by the noble Lord, Lord Pannick.
I start by saying to the noble Baroness, Lady Smith, that the violence against women and girls strategy will be published tomorrow, as has been recognised. It is ambitious. It sets a target to reduce violence against women and girls per se over a 10-year period, and I am grateful to my noble friend for her endorsement of that approach.
I hope I do not disappoint the noble Lord, Lord Russell of Liverpool, in deploying some of these arguments, because I was not party to the arguments in previous Bills, but I will explain to the Committee where the Government are coming from in relation to the points the noble Baroness made. It is important and absolutely right that we reduce violence against women and girls in the workplace, as well as in domestic or public settings. This may reflect some of the arguments that the noble Lord may have heard before, but under existing health and safety at work legislation—the 1974 Act and its related secondary legislation—employers have a clear duty to protect their workers from health and safety risks, including workplace violence. They are required, under the legislation from 1974— which was passed by a previous Labour Government 51 years ago but is still relevant today—to assess and take appropriate steps to eliminate or reduce those risks.
The 1974 Act, along with a range of related regulations, further mandates employers to take measures to reduce the risks of workplace violence. As part of this, the Management of Health and Safety at Work Regulations 1999—again, a measure from a Labour Government some 26 years ago—requires employers to assess risks in the workplace, including the potential for violence, and take suitable action to reduce or eliminate those risks. The Health and Safety Executive and local authorities, which are both responsible for enforcing the 1974 Act, implement proactive and reactive measures to ensure that employers comply with their duties, which my noble friend Lady O’Grady will be aware of from her previous life experience. This includes ensuring that employers assess risks and implement appropriate controls to protect their workforce, and anyone else affected by their work, from workplace violence. The Health and Safety Executive has also published accessible guidance on its website to help employers comply with their legal obligations.
I heard what my noble friend Lady O’Grady said, but Amendment 349, in the name of the noble Baroness, Lady Smith of Llanfaes, would require the HSE to publish a health and safety framework specifically focused on illegal violence and harassment in the workplace. As I have set out, employers already have duties under the Management of Health and Safety at Work Regulations to manage such risks, including violence and aggression. Although workplace harassment could be addressed under the 1974 Act, as has been mentioned, the HSE does not intervene where there is a more appropriate regulator or where more directly applicable legislation applies.
Harassment offences in the workplace are covered under the Protection from Harassment Act 1997, which, again, was passed by my predecessors in office. Additionally, the Equality and Human Rights Commission can act under the Equality Act 2010, which was also passed by my party’s predecessors in office. Recent amendments to the Equality Act 2010, which came into force in October 2024, require employers to take proactive measures to prevent sexual harassment in the workplace. This provision is enforced by the EHRC. In the VAWG strategy, which will be published tomorrow—so I am not able to divulge every aspect—there are measures on stalking and on domestic violence protection orders, as well as a whole range of things, including measures in the Bill.
I therefore reassure the noble Baroness that there is a legal framework, which is both robust and comprehensive, for addressing illegal violence and harassment in the workplace. The Government remain committed to raising awareness of this issue and want to examine, as they are doing now, how to apply the violence against women and girls strategy to reduce violence against women and girls across the piece. I ask the noble Baroness to withdraw her amendment, because the proposals in the VAWG strategy tomorrow and the outline I have given of the performance of the Health and Safety Executive are, I hope, sufficient to show that we take this issue seriously and that the Government will not tolerate violence in the workplace.