A UNION has called on the county council to end the "hostile environment" for domestic abuse victims which means they could be punished for taking unauthorised time off.

Unison has called on Worcestershire County Council to improve the support it provides to staff who are experiencing domestic abuse by exempting survivors from sickness monitoring and exempting victims from performance monitoring.

The union has also called for managers to carry out domestic abuse awareness training and for victims and survivors to be reemployed elsewhere discreetly if they want to be.

The move comes after a call to grant ten days leave to county council staff who were victims of domestic abuse was rejected by the council's Conservatives in September last year.

A similar motion to grant ten days leave to domestic abuse victims for staff at Worcester City Council was backed unanimously a month later.

Councillor Simon Geraghty, leader of the county council, and his cabinet colleagues Cllr Alan Amos, Cllr Andy Roberts and Cllr Lucy Hodgson all backed the city council plan but rejected the same plan at county council level.

Lyn-Marie Chapman, branch secretary of Unison Worcestershire, said: “We’re asking the council to do the right thing and commit to ending the hostile environment for domestic abuse victims.

“Ending domestic violence requires a multi-agency approach. That doesn’t just include enforcement but building a safe environment for survivors to feel confident asking for support at work and the council can help achieve this.

“The numbers speak for themselves. One in four women will experience domestic violence in their lifetime and two women a week die at the hands of their partner.

"There is no time for foot-dragging, the council must act now.”

Cllr Karen May, cabinet member for transformation and commissioning, said: “Worcestershire County Council remains committed to tackling domestic abuse and sexual violence.

“The council has a range of policies to support employees with time-off with pay including up to seven days special leave.

“The council’s current policy framework remains flexible and can be utilised to further support all employees including those experiencing domestic abuse.

“We continue to encourage employees to work closely with line managers to ensure that their individual circumstances are taken into account.”