Domestic Abuse and Work in Great Britain

Who this guide is for

People working in England, Wales or Scotland who are experiencing domestic abuse and need time off, changes to their work, or support from their employer.

What this guide does not cover

• People working in Northern Ireland: see the Northern Ireland guide.
• Court orders to protect you from the abuser: see our domestic abuse court orders guide.
• Making a flexible working request in detail, and a refused request: see our flexible working guide.
• Sick pay, dismissal and your other rights at work: see our employee rights guide.
• Somewhere safe to stay, refuges and homelessness help. Ask the helpline for your nation.
• An employee who is abusing someone. Ask Acas.

What the rules depend on

1. Are you in danger now? Yes: call 999 first.
2. Where do you work? England, Wales or Scotland: this guide. Northern Ireland: its own guide.
3. Are you an employee or a worker? The right to ask for flexible working and time off for dependants are for employees. Workers usually do not get them. If you are not sure, see our employee rights guide.
4. What do you need the time for? Your own appointments (court, police, a solicitor, housing, a doctor): no legal right to time off, so ask your employer. An emergency involving a dependant: time off for dependants. Changes to your hours or where you work: a flexible working request.
5. What does your contract or workplace policy say? It may give you domestic abuse leave, special leave or paid time off that the law does not.

"Can I get paid time off because of domestic abuse?"

Not as a legal right in Great Britain. Ask your employer: your contract or a workplace policy may give you paid or unpaid leave. You can also ask to use paid holiday.

The Domestic Abuse (Safe Leave) Bill is a private member's bill introduced in the House of Commons in January 2025. It is not law.

"I need to change my hours or where I work"

Employees can ask for flexible working from their first day in a job. That can include different hours or a different place of work. Your employer does not have to agree. For how to ask and what to do if you are refused, see our flexible working guide.

"Something has happened to my child or someone who depends on me"

Employees can take time off to help a dependant with an unexpected problem or emergency. A dependant can be your husband, wife, civil partner or partner, your child, your parent, someone who lives in your household (not a tenant, lodger or employee), or someone who relies on you. The law does not set how much time: it must be reasonable.

This right does not cover your own appointments or your own court hearing. For those, ask your employer.

"What should my employer do?"

Acas says employers have a duty of care towards employees, offering them the advice and support they need, including around workplace adjustments. It recommends employers have a domestic abuse policy. You can ask your employer what support it offers, for example changes to your hours, your place of work or your contact details.

"I've been dismissed or treated badly"

See our employee rights guide. Most employment tribunal claims have a strict time limit, and you must notify Acas first.

Deadlines you must meet

• Most tribunal claims: 3 months less 1 day from the act you are complaining about, or 6 months less 1 day where that act (or the last act in a series) happened on or after 1 October 2026.
• Notify Acas within your time limit, so that the clock is paused.
• Your exact date depends on your facts: see our tribunal deadline guide.

Money figures

• Whether time off is paid depends on your contract or your employer's policy.

Traps

• Northern Ireland's safe leave law does not apply in Great Britain, and it is not in force in Northern Ireland either.
• Time off for dependants is for an emergency involving a dependant, not for your own court hearing or appointments.
• Flexible working is a right to ask. Your employer can refuse.
• Workers usually do not have the right to ask for flexible working or time off for dependants.
• A bill in Parliament is not the law.