Employers are increasingly recognising that domestic abuse is not a private matter confined to the home – it reaches into every aspect of a victim-survivor’s life, including the workplace. With an estimated one in five employees in the UK experiencing domestic abuse, its impact on employee wellbeing, productivity, attendance, and safety is unquestionable. The cost of lost output resulting from domestic abuse to businesses in England alone currently stands at £17 billion per year. 

As awareness of domestic abuse grows, so too does recognition of the role employers and HR professionals can play in supporting affected employees. The workplace can be one of the few safe spaces for a person experiencing abuse, and HR professionals are often vital first responders when employees disclose what is happening to them. 

Disclosing that you are experiencing domestic abuse is an act of immense strength. When someone chooses to share their experience, it’s often a tentative step toward safety. How colleagues and HR professionals respond in this moment is crucial: it can determine whether the employee feels supported enough to take further steps or retreats back into silence. 

How to respond to an employee disclosing domestic abuse

HR professionals must approach disclosures with empathy, sensitivity, and support. The first and most important step is to believe the person. Your response should reassure them that they’ve done the right thing by speaking up. Recognising that disclosing is an act of courage and strength is crucial. Acknowledge that victim-survivors may feel shame, fear, or confusion.

Use non-judgmental, empowering language. Phrases like “I’m sorry this is happening to you” or “you are not alone” can offer comfort and validation.

Avoid terms that suggest blame or imply that the employee should “just leave” the abusive situation. Rather than offering your personal opinions or advice on what they should do next, ask them what they need and how you can support them. 

Referring to specialist support

HR professionals are not expected to be experts on domestic abuse interventions. Signposting to specialist domestic abuse services is an essential part of an effective workplace response.

Some employee assistance programmes (EAPs) have domestic abuse specialists, and employers can keep a list of local and national domestic abuse charities and helplines on their intranet pages. 

Handling sensitive information related to domestic abuse

HR professionals must navigate domestic abuse disclosures with a clear understanding of legal obligations under data protection and employment law. Ask the employee for their consent to record the disclosure, noting that complete confidentiality will be maintained as long as it is safe to do so.  If there is an immediate threat to life or safety, it may be necessary for the workplace to share information with the police.

If an employee consents to have their disclosure documented – for example, for use in legal proceedings or workplace adjustments – records must be securely stored in a password-protected place. Clear procedures should be in place to ensure this information is only accessible to designated individuals. Any physical records must also be securely locked and monitored.

A trauma-informed approach

Ultimately, a trauma-informed approach should underpin every HR policy and practice related to domestic abuse. This means recognising the lasting effects of trauma and supporting the employee’s individual path to recovery. 

It is a common myth that the abuse ends once the abusive relationship has ended, and it is important to recognise that this is rarely the case. Post-separation abuse occurs in the majority of cases, and victim-survivors may face additional triggers and trauma resurfacing during criminal proceedings, family court cases, or if their perpetrators remain in their lives. Some victim-survivors may remain in the relationship for complex reasons including fear, financial dependence, or children. HR’s role is not to force decisions, but to provide ongoing support tailored to the employee’s needs.

Responding well can change someone’s life

Domestic abuse has profound psychological, emotional, and physical impacts. Victim-survivors may lose their sense of self, identity, and confidence. They may develop mistrust toward others, including colleagues and employers, as a result of coercive control, violence, and trauma.

HR professionals are in a strong position to support employees experiencing domestic abuse. By responding with empathy, respecting confidentiality, understanding legal obligations, and committing to trauma-informed care, HR can help create a safer, more compassionate workplace. When employees feel heard and supported, they’re more likely to seek help, make informed decisions, and begin the path toward safety and recovery. Knowing how to handle disclosures can change someone’s life.  

EIDA invites all HR professionals in the UK to sign the HR Charter against domestic abuse, to commit to raising awareness of domestic abuse wherever they work. Signatories gain access to all the tools, resources, and events available to employers that are members of EIDA.