News

Anew Welcomes Coercive Control Legislation

As of January 26th, 2022, coercive control is a criminal offence in Ireland. Coercive control is where a person knowingly and persistently engages in behaviour that: is controlling or coercive, has a serious effect on a relevant person, and a reasonable person would consider it likely to have a serious effect on a relevant person.

Anew Joins Children’s Rights Alliance

Founded in 1995, the Children’s Rights Alliance unites over 100 members working together to make Ireland one of the best places in the world to be a child, changing the lives of all children in Ireland by making sure that their rights are respected and protected in our laws, policies and services.

IWD Celebration 2023

Inspirational stories at Anew’s IWD Celebration 2023 highlighted the importance of equity, especially in the context of the pregnant women and new mothers we work with in Anew who are experiencing the huge inequity of homelessness.

@SenLynnRuane

#iwd2023 #embraceequity

2021 Annual Report Launch

On September 23rd we launched our 2021 Annual Report in the Oak Room of the Mansion House on Dublin’s Dawson Street

Work Life Balance and Miscellaneous Provisions Bill 2022

Landmark New Domestic Violence Leave Legislation Passed in Ireland on Wednesday evening but one vital component still missing writes Sarah Benson, Chief Executive, Women’s Aid.

The passing of the Work Life Balance and Miscellaneous Provisions Bill 2022, introduced by Minister Roderic O’Gorman, Department of Children, Equality, Disability, Integration and Youth is most welcome.

The legislation includes a provision for statutory Domestic Violence Leave which will provide a vital tool for those subjected to abuse to access safety and maintain economic independence.

Once commenced, the new legislation will provide for a maximum five days of leave over a twelve-month period. It is a measure that will ensure that valued workers are given the best opportunity to access safety, advice and support at possibly the worst moment in their working lives.

Overall, this legislation is an excellent first step for Ireland. If done right, it will be a pivotal tool to offer support, to raise awareness in every workplace and further reduce the stigma that persists towards those subjected to domestic abuse.

Implementation is key, and Women’s Aid also welcomes the support the Department of Children, Equality, Disability, Integration and Youth have committed to assist employers with appropriate policies for businesses of all sizes to help ensure it has the positive impact intended while minimising any difficulty for employers.

However, I remain concerned that the rate of pay has not yet been determined by the Minister and if it is anything less that an employee’s full pay it could act as a deterrent rather than a support for victims of domestic abuse.

It is vitally important that this new leave is made as safe and supportive as possible. While we accept and appreciate the motivation and efforts of Minister O’Gorman in bringing this landmark legislation, the Minister has nonetheless created yet another process required to determine the rate of pay for this leave.

We hope that there will be no delay to finalising this matter so the law can take effect and we strongly believe that the law should start on the basis of full pay and we are confident that, on evaluation, it will not prove to be an excessive burden on employers.

Providing Domestic Violence Leave, once it is supported by a policy to let employees know how it can be accessed, is a genuine ‘win-win’ for employers and employees alike. It is already recognised as a proportionately small investment in a policy and practice that contributes enormously to staff well-being and satisfaction.

Women’s Aid is working with companies, large and small, who already provide Domestic Violence Leave at full rate of pay, knowing it is the supportive thing to do for valued team members in their time of need, while increasing staff retention and satisfaction.

For more information on our Employer Engagement Programme visit https://lnkd.in/ejzeiQ4W

Work Life Balance and Miscellaneous Provisions Bill 2022

Landmark New Domestic Violence Leave Legislation Passed in Ireland on Wednesday evening but one vital component still missing writes Sarah Benson, Chief Executive, Women’s Aid.

The passing of the Work Life Balance and Miscellaneous Provisions Bill 2022, introduced by Minister Roderic O’Gorman, Department of Children, Equality, Disability, Integration and Youth is most welcome.

The legislation includes a provision for statutory Domestic Violence Leave which will provide a vital tool for those subjected to abuse to access safety and maintain economic independence.

Once commenced, the new legislation will provide for a maximum five days of leave over a twelve-month period. It is a measure that will ensure that valued workers are given the best opportunity to access safety, advice and support at possibly the worst moment in their working lives.

Overall, this legislation is an excellent first step for Ireland. If done right, it will be a pivotal tool to offer support, to raise awareness in every workplace and further reduce the stigma that persists towards those subjected to domestic abuse.

Implementation is key, and Women’s Aid also welcomes the support the Department of Children, Equality, Disability, Integration and Youth have committed to assist employers with appropriate policies for businesses of all sizes to help ensure it has the positive impact intended while minimising any difficulty for employers.

However, I remain concerned that the rate of pay has not yet been determined by the Minister and if it is anything less that an employee’s full pay it could act as a deterrent rather than a support for victims of domestic abuse.

It is vitally important that this new leave is made as safe and supportive as possible. While we accept and appreciate the motivation and efforts of Minister O’Gorman in bringing this landmark legislation, the Minister has nonetheless created yet another process required to determine the rate of pay for this leave.

We hope that there will be no delay to finalising this matter so the law can take effect and we strongly believe that the law should start on the basis of full pay and we are confident that, on evaluation, it will not prove to be an excessive burden on employers.

Providing Domestic Violence Leave, once it is supported by a policy to let employees know how it can be accessed, is a genuine ‘win-win’ for employers and employees alike. It is already recognised as a proportionately small investment in a policy and practice that contributes enormously to staff well-being and satisfaction.

Women’s Aid is working with companies, large and small, who already provide Domestic Violence Leave at full rate of pay, knowing it is the supportive thing to do for valued team members in their time of need, while increasing staff retention and satisfaction.

For more information on our Employer Engagement Programme visit https://lnkd.in/ejzeiQ4W

What’s New with Anew?

Strategic Plan 2023 – 2025

Our Strategic Plan identifies our primary stakeholders as pregnant women and new mothers, in particular those who are experiencing or at risk of experiencing homelessness. The service evolution of Anew clearly illustrates that even today the mere fact of becoming pregnant can often lead to a temporary crisis with many emotional and practical implications and a very high risk of homelessness.

As the main stakeholder, Anew keeps the mother and baby as the top priority and through its unique service Anew’s main objective is to improve post-natal outcomes. This is achieved by ensuring that pregnant women are supported through their pregnancy and early motherhood, practically through the provision of temporary accommodation and life skills and emotionally through key-working, peer to peer support and counselling.

A top objective is for a rapid exit from homelessness and a move to sustainable and safe long-term tenancy.