If you haven’t already heard, there’s a new bill making its way through Parliament - the Domestic Abuse Safe Leave Bill. This acts as a powerful reminder that safety in the workplace isn’t just about risk assessments, employee assistance programs (EAPs), gym memberships, on-site wellbeing initiatives, and even perks like pool tables, quiet rooms for decompression, or access to mental health apps. It’s about fostering self-love, helping employees feel respected and supported in both their professional and personal growth. This means creating an environment where they genuinely feel safe, empowered, and valued, not just as workers but as individuals.

For business leaders and line managers in the creative industries, this presents both a challenge and an opportunity. A challenge, because it requires a shift in mindset and practice. An opportunity, because embedding a culture of care isn’t just the right thing to do - it makes workplaces more engaged, productive, and ultimately, more human.

What is the Domestic Abuse Safe Leave Bill?

The Domestic Abuse Safe Leave Bill, currently being considered by Parliament, proposes that victims of domestic abuse should be entitled to paid leave to access support, attend legal proceedings, or relocate if necessary, without the added pressure of work commitments. The bill is currently under discussion in Parliament, with potential implementation projected within the next year. If passed, this would be a significant step towards recognising the intersection between personal safety and professional life.

At its core, this bill acknowledges that work isn’t just a place where tasks get done, it’s a crucial support system for many people. For victims of domestic abuse, the workplace can be a lifeline - a place of routine, financial stability, and, potentially, an avenue for escape. Employers, therefore, have an essential role to play in ensuring that this support is embedded in company culture rather than left to chance.

Workplace Safety is More Than Just Policies

Creating a culture of care means supporting employees' self-love and personal wellbeing by ensuring they feel both physically and emotionally secure at work. It’s about fostering an environment where people can show up as their full selves without fear of judgment or harm. Legislation is a great catalyst for change, but real transformation happens when leaders proactively create environments that foster safety and self-worth.

Here’s how you can help to lead the charge:

Normalise Conversations About Safety and Wellbeing

If people don’t feel safe talking about issues like domestic abuse, mental health struggles, or burnout, then the best policies in the world won’t make a difference. Leaders and managers should:

• Promote an open-door policy where employees feel they can speak up without fear of judgment or repercussions.
• Provide training on recognising signs of domestic abuse and how to respond with sensitivity.
• Use internal communications to reinforce that safety, both physical and emotional, is a priority.

Design Policies That Actually Work

Policies should be more than a box-ticking exercise. They need to be accessible, practical, and embedded in company culture. This means:

• Offering flexible working arrangements for those dealing with personal crises.
• Ensuring line managers understand how to signpost employees to specialist support.
• Providing paid safe leave in advance of any legal obligation.

Make Workplaces a Safe Space—Literally and Culturally

Psychological safety is just as important as physical safety. In a sector known for tight deadlines and high stress, fostering a culture of trust is key. Leaders can:

• Encourage a non-toxic, blame-free work environment where people feel safe to express concerns.
• Have clear, well-communicated protocols for dealing with harassment or safety threats.
• Ensure workspaces themselves feel welcoming and safe. Small things like well-lit office spaces, private meeting rooms, and security protocols can make a difference.

The Business Case for Care

Beyond the moral and ethical imperative, there’s a strong business case for prioritising safety and wellbeing. Companies that cultivate a culture of care see:

• Lower absenteeism – Employees who feel supported are less likely to need extended time off due to stress or personal crises.
• Higher engagement – People who feel valued and safe are naturally more engaged, creative, and productive.
• Better retention – A safe and supportive workplace is a major factor in reducing turnover, particularly in high-pressure industries.

Leading with Compassion

When workplaces actively support self-love through safety, respect, and emotional security, employees don’t just survive, they thrive. The Domestic Abuse Safe Leave Bill is a reminder that businesses can and should play a role in societal change. But legislation is just the starting point. A truly caring workplace culture isn’t built on compliance alone; it’s built on compassion, understanding, and proactive leadership.

For leaders and managers in the creative industries, the message is clear: prioritising safety isn’t a distraction from business success, it’s a foundation for it. And in a sector that thrives on human connection, imagination, and collaboration, creating a culture of care isn’t just good practice, it’s essential.

Don't wait for the law to tell you to do the right thing - start acting now.

Want to explore how Fresh Seed can help you embed a healthy workplace culture that promotes safety and wellbeing on all levels? Get in touch with us for a chat using the button below.