Ms Pauline O'Hare:

I am conscious of the time, but I will just make a few more points before handing over to Dr. McGann. Ms Buckley mentioned the fear of recrimination over joining a union. It should be highlighted that there are strong statutory protections for employees from victimisation and discrimination.

I have already mentioned my next point, but it is important that I highlight it again because it arises often. What was reported in respect of domestic violence was not an accurate reflection of what was said. At the start of this meeting, I stressed that we highlighted in our submission to the Department the difficulties that employees face in showing proof. We highlighted the example of coercive control. We also highlighted what compassionate things employers were doing and continue to do. It has been mentioned by several committee members that there are a number of companies that already have policies in place. We note the Government's recommendation that employers reserve a right. Employers want to comply with their legal obligation, be that a requirement for proof or not. We are not demanding that proof be required, as has been reported. Regardless of whether proof is required, employers still need to be told how to comply with their legal obligations. Once a legislative framework is put around something, it is not just a matter of providing leave. Questions arise about whether employers need to comply with GDPR and retain statutory records. Under other legislation, not retaining a record is a criminal offence. What do employers need to do and to get? IBEC is very supportive of any measure that is put in place to support victims of domestic violence. Employers just need to know what they have to do. We are guided by the Government in that regard.