Sadly, one in four women and one in seven men will experience domestic abuse in their lifetime, according to data from the Office for National Statistics in November 2023.
Often a victim's workplace provides them with a safe haven, away from the abuse of their partner. Despite this, 95% of employees still don’t have a specific domestic abuse policy in place, the Domestic Abuse Alliance claims, which could provide people with the support they need to leave a bad situation.
Read more: Supporting domestic abuse survivors: Three things HR should know
Those who find themselves in a toxic situation may have to choose between their partner and their children, or to walk away from financial stability. By this point, their self-confidence may be at an all-time low and they will start to feel stuck in a situation they can’t get out of. When this happens, victims and survivors of domestic abuse need to know that their employer will support them.
Having a specific domestic abuse leave policy in place is vital and could mean the difference between them leaving the situation they are in or staying. In some cases, it can mean life or death. The policy might include allowing paid time off to sort practicalities, or helping people feel safer in the workplace by implementing tighter security. For the victim, having a dedicated domestic abuse policy shows that they are in a safe and supportive environment when at work, which can provide much-needed reassurance when things at home go from bad to worse.
There are a number of things that employers can implement as part of their domestic abuse policy. These considerations can make a huge difference. First and foremost, ensure that there is someone they know that they can talk to. It might be a line manager, HR or trusted colleague; sometimes the hardest step is admitting there is a problem. At the same time, train staff and managers on the signs to look out for in employees, remembering that not all scars and abuse will be physically visible.
Read more: UK workers unsure how to help colleagues experiencing abuse
Take time to listen to your employee by giving them space to talk about how they feel and what they are going through. Ask them what support they need, and work together to determine what can be put into place to help, providing short timescales so they know you are taking things seriously.
If you have a physical place of work, can measures be put in place to stop the abuser getting to them at work? Consider putting security keypads and cameras on entrance doors to the workplace to provide some reassurance. If your team works remotely, can you provide them with a safe space to work in, away from the home? A desk in a co-working space can offer some escape from home life. Can emails and telephone numbers be changed, to stop abusers getting to the victim at work?
Read more: Domestic abuse: what are your responsibilities as an employer?
Consider offering paid leave for victims. Often there are things that need sorting that can’t be done when being watched at home. This might include seeing a solicitor or finding somewhere to live. As their employer, you could offer to provide references for a rental property as well as providing a loan to help with a deposit and moving costs.
Finances can play a huge part in being able to leave a violent home situation. Offer to pay wages into a different bank account to help build their financial independence. This could mean the difference between them having to stay in a toxic situation and being able to leave.
I’m a survivor of domestic abuse and I know how hard it is to walk away from a bad situation. As an employer, you have the power to make a real difference by implementing a domestic abuse policy, training managers on spotting signs of abuse, and creating a supportive environment for survivors. Your actions as an employer can help change and even save someone’s life.
Support for employers is available. Charities like Employers’ Initiative on Domestic Abuse provide best practices, resources and practical guidance to help you carry out this vital duty of care.
By Cheryl Sharp, CEO of accountancy firm Pink Pig Financials
