It is important to recognize that domestic abuse can affect the workplace. One in four women and 1 in 7 men will experience domestic abuse during their lifetime. Most UK workplaces employ both victims-survivors as well as perpetrators. For someone who is experiencing domestic violence at home, the workplace may be the only place they feel safe.
We know, however, that domestic violence often follows people to the workplace. In a Vodafone Foundation study , 56% of employers surveyed said domestic abuse was a factor in absenteeism. A similar number (54%) claimed that the quality of work was affected. Over half of the victim-survivors said that the abuse affected their coworkers. Businesses in England lose an estimated PS17billion per year due to the lost productivity of employees who are abused. Domestic abuse can have a positive impact on employee retention and wellbeing, but it also has a positive effect on business.
The Statutory Guidance that accompanies the Domestic Abuse Act, 2021, outlines employers’ duty of care to their employees impacted by domestic violence.
What is domestic violence?
In the Domestic Abuse Act of 2021, domestic abuse is defined as abusive behavior that occurs between two individuals aged 16 and over who have a personal connection to each other. Adult children may abuse a spouse or former partner or their parents or grandparents.
The abuse may be in the form of physical violence, coercive or controlling behaviours, economic abuse, emotional or psychological abuse, or sexual abuse. Domestic abuse is a matter of one person exerting power and control over the other.
Many myths exist about domestic abuse and its victims. Domestic abuse is a reality that can happen to anyone, regardless of age, gender, ethnicity or sexual orientation.
What can employers do to help victims of domestic violence?
You are not expected to have any expertise in domestic violence as an employer. You can help an employee suffering abuse and educate your employees so they can act.
A supportive employer can help a victim access specialist support and possibly escape the abusive relationship. It is important to have a stable job and financial independence for anyone who wants to leave an abusive situation.
Disclosure of domestic abuse requires courage and strength. You can increase the likelihood that your employees will seek help by creating a culture of openness, reassuring them that their stories will be taken seriously, and clearly identifying resources.
By stating clearly that domestic abuse will not be tolerated within your organization, you are also sending a message to the perpetrators of this behaviour that it is unacceptable and they must stop.
What do domestic abuse survivors say about the employer’s role in their case?
When I first introduced the domestic abuse awareness program at my former employer, I never imagined that I would ever have to use its services. A few years later, I needed to call on its services. The firm listened, and gave me time to seek counselling and plan my escape from an abusive relationship.” EIDA Member
It is important that victims receive the support they require at work. We can make a difference if we normalise the discussion around domestic abuse in the workplace, and create an environment where people don’t feel judged or worried about losing their job.
All employers can benefit from the “RRR Framework”
A workplace response that is effective in addressing domestic abuse does not need to be costly. Leadership, awareness raising, a positive work environment, and pointing people to support from specialists are all important. The framework, “Recognise Respond and Refer”, is an effective model that all organisations can use to respond to domestic abuse.
1. Recognise
Recognisingdomestic violence is not always easy. People who are being abused may try to hide the abuse or they may not even realise it because their behaviour has become normalised. Signs of abuse at work include:
- The abuser may interrupt the victim regularly with calls, emails, texts or by showing up at work or other external events.
- Arriving late or leaving early without explanation or regular or sudden absence from work.
- Changes in behavior or performance at work that are sudden (e.g., becoming quieter, withdrawn, emotional or angry). Quiet, emotional or angry.
- Isolation of colleagues, family members, and friends.
- Injury with no or inconsistent explanation.
2. Response
It is important to respondwith care and empathy when someone discloses abuse. Ask the victim/survivor what they want you to do for them. Avoid giving unsolicited or personal advice. Safety always comes first.
You might be able:
- The space is private and allows them to make phone calls.
- Changes in their working hours, work schedule, or duties.
- Employee Assistance Programmes
- Attendance at court, counseling or other appointments.
3. Refer to the following:
Referring for specialist support is important to your workplace response.
Employers: A call to Action
Employers can change lives by taking action against domestic abuse. We encourage employers to do their part in creating an environment where domestic abuse is no longer tolerated and victims-survivors can thrive.
