By understanding the signs of abuse, creating a supportive environment, and providing effective support, employers can safeguard their employees and potentially save lives.
What is domestic abuse?
Domestic abuse is not always physical. It can include controlling or coercive behaviour, economic abuse, and emotional abuse. Anyone can be a victim of domestic abuse, regardless of gender, age, ethnicity, sexual orientation, economic status, or level of seniority.
Read more: Domestic abuse
Why is domestic abuse a business issue?
Domestic abuse can follow someone into the workplace, through emails, phone calls or their abuser showing up at work. Victim-survivors may be prevented from working.
Domestic abuse nearly always impacts a person’s ability to concentrate and to work effectively. The financial impact on businesses through lost output (absence and lost productivity) in England alone is estimated at £17 billion each year.
The statutory guidance accompanying the Domestic Abuse Act 2021 makes clear that an employer’s duty of care includes considering the impact of domestic abuse on employees.
Read more: How HR can best support victims of domestic abuse
What can employers do about domestic abuse?
When responding to domestic abuse, follow the 'Recognise, Respond, Refer' framework.
Recognise: Spotting that someone may be experiencing domestic abuse is hard.
Signs may include:
- Regular interruptions including calls, texts, emails and their partner/family member turning up at the workplace or at external events.
- Absenteeism, arriving late, leaving early, or obsession with leaving work on time.
- Appearing isolated from social networks.
- Changes in behaviour or performance at work (becoming withdrawn, emotional or angry).
- Unusual changes in appearance (heavy clothing in the summer, or heavy make-up).
- Unexplained injuries.
It’s important to note that many of these signs may not be related to domestic abuse. Each situation should be considered on a case-by-case basis.
Read more: “You will be believed”: How Avon and Somerset Police learned to support domestic abuse survivors
Respond: Disclosing domestic abuse is an act of courage that takes strength. If an employee discloses abuse, it is vital that they feel listened to, believed, and supported.
Ask the employee what they need, and agree the best course of action to ensure their safety and wellbeing. Try to avoid providing solutions, opinions, or unsolicited advice.
Support may include:
- A private space to make calls.
- Adjustments to the person's work pattern, hours, or responsibilities.
- Access to an employee assistance programme.
- Time away from work to attend court hearings, counselling, or other appointments.
- Signposting to specialist domestic abuse services.
If you are a manager or HR professional and an employee discloses domestic abuse, make a note of the conversation as you may be asked to provide evidence in an investigation. Tell the employee that notes will be kept in a safe, confidential place, with access restricted to relevant people.
Refer: You are not expected to become a domestic abuse expert. Referring people to specialist support is an important part of responding appropriately.
- You can refer to a list of nationally available helplines: Directory of Support Services | Employers' Initiative on Domestic Abuse (eida.org.uk).
- You can use the Bright Sky service directory to find local support services.
- If you believe someone is in immediate danger, call the police.
All UK employers can also join the Employers’ Initiative on Domestic Abuse (EIDA). Membership is free and gives you access to resources such as a template domestic abuse policy, practical guidance for managers, webinars and events, and a large network of other engaged employers.
By Susan Bright, CEO of Employers' Initiative on Domestic Abuse
