Domestic abuse is a workplace issue. With one in four women and one in seven men experiencing domestic abuse in their lifetime, most UK workplaces will employ both victim-survivors and perpetrators of domestic abuse. Crucially, for someone experiencing domestic abuse at home, work may be their only safe place.
However, we know that domestic abuse often follows people into the workplace. A Vodafone Foundation study found that 56% of surveyed employers said that domestic abuse led to absenteeism. Nearly as many (54%) said that it caused the quality of their employees’ work to suffer. Over half of victim-survivors responded that the abuse directly affected their co-workers. The accumulated lost output from employees affected by abuse costs businesses in England an estimated £17 billion per year. Taking action on domestic abuse is, therefore, not only good for employee wellbeing and retention – it is fundamentally good for business.
What’s more, employers have a duty of care towards their employees who are impacted by domestic abuse, as outlined in the Statutory Guidance accompanying the Domestic Abuse Act 2021.
What is domestic abuse?
Domestic abuse is defined in the Domestic Abuse Act 2021 as abusive behaviour which takes place between two people aged 16 or over who are personally connected to each other. Examples include abuse of a spouse, or a former partner, or of parents or grandparents by adult children.
This abuse can be physical violence, controlling or coercive behaviour, economic abuse, sexual abuse, threatening behaviour, and psychological or emotional abuse. At its core, domestic abuse is about one person exercising power and control over another.
There are many myths about what domestic abuse is and who it happens to. The reality is that domestic abuse can and does happen to anyone – regardless of gender, age, ethnicity, sexual orientation, economic status, or level of seniority.
How can employers help those experiencing domestic abuse?
As an employer, you are not expected to be experts on domestic abuse. However, you can make a huge difference to an employee who is experiencing abuse, and help educate your workforce so that they, in turn, can take action.
Having a supportive employer and remaining in work can enable a survivor to access the specialist support they need, and potentially help them escape their abusive situation. Having stable employment and financial independence is vitally important for someone who decides to leave an abusive relationship.
Disclosing domestic abuse is an act of great courage and strength. By creating an open culture of trust, telling employees that survivors will be believed, and providing your workforce with clearly signposted resources, you make it more likely that they will feel safe to seek help and begin the process of rebuilding their lives.
By clearly stating that domestic abuse is not tolerated in your organisation, you also signal to perpetrators that their behaviour is unacceptable and must stop.
What do survivors of domestic abuse say about their employer’s role?
“When I introduced our domestic abuse awareness and support programme at my old employer, little did I think that I’d ever need to call on its services. But a few years down the line I found myself needing to do just that. The firm listened to me, gave me the time I needed to get counselling and to plan my exit from the abusive relationship.” – EIDA member
“For some victims, work is the only safe space that they can access, which is why it is so important for them to get the support they need at work. If we can normalise the conversation around domestic abuse at work, if we can create really open environments where people feel they won’t be judged for disclosing, or where they aren’t going to worry about losing their jobs, then you can make a real difference.” – EIDA ambassador
The “RRR” framework all employers can use
An effective workplace domestic abuse response does not have to be expensive. It is about leadership, raising awareness, creating a positive culture, and signposting to specialist support. The “Recognise, Respond, and Refer” framework is an effective model all organisations can use in their domestic abuse response.
1. Recognise
Recognising domestic abuse isn’t always straightforward since people experiencing abuse will often try to hide it or may not realise that they are being abused since the behaviour has been normalised over time. However, signs at work may include:
- Regular interruptions including calls, texts, emails, or the abuser turning up at the workplace or external events.
- Regular or sudden absenteeism, arriving late/leaving work early without explanation, or anxiety around leaving work on time.
- Sudden changes in behaviour or performance at work (e.g. becoming quiet, withdrawn, emotional, or angry).
- Isolation from colleagues, friends, and family.
- Injuries with inconsistent or no explanation.
2. Respond
Responding with empathy and care to someone disclosing abuse is vital. Ask the victim-survivor how they would like you to help them and what they need. Try to avoid giving personal opinions or unsolicited advice. Remember, safety always comes first.
You may be able to offer them:
- A private space where they can make calls.
- Adjustments to their work pattern, hours, or duties.
- Access to an employee assistance programme.
- Time away from work to attend court hearings, counselling, or other appointments.
3. Refer
Referring to specialist support is an important part of your workplace response.
- EIDA provides a Directory of Support Services to national and specialist services.
- You can also use the Bright Sky app service directory to find specialist support services in a chosen location.
A call to action for employers
Domestic abuse is a safety and wellbeing issue, and by implementing an effective workplace response, employers will not only change lives – they can save lives. We encourage all employers to play their part in creating a society where victim-survivors thrive and domestic abuse is not tolerated.
