28/10/2026

We have previously updated members on the proposed introduction of paid Domestic Abuse Safe Leave in Northern Ireland. The Domestic Abuse (Safe Leave) Act (Northern Ireland) 2022 received Royal Assent in 2022 but has not yet been commenced. Previous Ministerial Statements indicated that implementation was intended before the end of the current Assembly mandate.

On 23 October 2026, Economy Minister Dr Caoimhe Archibald confirmed that it is expected that the right to take paid Safe Leave will come into effect in April 2027, subject to the necessary Assembly processes and scrutiny. Further detail was also provided on how the new statutory entitlement will operate.

What has now been confirmed?

In its response to the Public Consultation that closed on 27 September 2024 the Department for the Economy confirmed:

• Domestic abuse will be defined broadly, covering the full spectrum of behaviours consulted on and encompassing both single incidents and patterns of behaviour;
• The Safe Leave year will, as far as appropriate, be aligned with how a leave year is determined for annual leave under the Working Time Regulations (Northern Ireland) 2016, while remaining a distinct and separate entitlement;
• Safe Leave can be taken flexibly, including in half-days;
• Notification requirements will be limited and those taking Safe Leave will not have to disclose the particular purpose for taking the leave or details of the abuse;
• All eligible employees and workers will be entitled to 10 days of paid Safe Leave in each leave year, whether they work full-time or part-time; and
• Safe Leave will be paid at the employee or worker’s normal rate of pay.
• Thise accessing Safe Leave will not have to disclose the particular reason for taking it or details of the abuse they have experienced.

The Department is now finalising the draft regulations.

Supporting guidance is also being developed with its Domestic Abuse Safe Leave Working Group, which is intended to assist employers in understanding their responsibilities, practically dealing sensitively with requests and protecting personal information.

What should employers be doing now?

With an intended implementation date of April 2027 now identified, employers should begin considering what changes may be required to their existing arrangements.

In particular, employers may wish to:

• review existing special leave, absence and domestic abuse policies;
• consider how the new entitlement will interact with any enhanced domestic abuse support already offered;
• consider what changes may be needed to HR and payroll systems;
• review how requests and records relating to Safe Leave will be handled confidentially; and
• consider appropriate guidance or training for managers and HR teams who may receive requests.

This builds on the preparatory steps we have previously highlighted to members around policies, manager training and confidential support arrangements.

There is still further detail to come and we will continue to keep members updated as the regulations and guidance progress and will provide further practical guidance ahead of implementation.

Further details are set out in the Domestic Abuse – Safe Leave Public Consultation: Departmental Response