One in four women will experience domestic abuse at some point in their lifetime. This means it is likely that all workplaces will have staff that have experienced, or are experiencing, domestic abuse, as well as those who are perpetrators of abuse.
Although every situation is unique, would you know how to recognise the signs that one of your employees is being subjected to domestic abuse? And if you did know what to look for, would you know what you could and could not do?
Recognising the signs of domestic abuse
Domestic abuse can take many forms, including physical, emotional, psychological, financial, and sexual abuse. It often involves a pattern of behaviour used to gain or maintain power and control over an intimate partner. Signs in the workplace are varied and might involve some or all of the following:
- Unexplained injuries such as bruises, cuts, or burns and possible covering up of injuries
- Frequent absences or tardiness, often with vague or implausible explanations
- Requests for time off without a clear reason or a pattern of frequent leave
- Decreased job performance
- Lack of concentration
- Increased anxiety, depression, or signs of stress
- Unusual/excessive number of phone calls and appearing fearful, anxious or nervous when they happen
- Frequent and disruptive personal visits from a partner
- Abrupt changes in personality, including withdrawal from work colleagues
- Reluctance to participate in office functions/social events or travel
- Insufficient financial resources
What can employers do?
New, stronger sexual harassment laws in the workplace came into force in the UK on October 26, 2024. This extended an employer’s duty to take “all reasonable steps” to prevent sexual harassment of their workers.
Whilst there are currently no mandatory requirements for employers to implement a domestic abuse policy in the workplace, or to offer leave to victims of domestic abuse, employers have a duty to promote health, safety and wellbeing at work. Employers might want to introduce a domestic abuse policy and implement procedures to recognise, respond to and support victims of domestic abuse in the workplace.
It’s important that employers and their management team are trained/learn to recognise the signs (see above) and encourage employees to speak up and are able to respond with confidentiality and sensitivity to any disclosures. They may also want to take some steps to support the employee, whether that’s additional flexibility around their working arrangements (such as changing working hours, location or even an email address), paid time off, alerting security to protect the victim, provide access to EAPs and/or financial assistance.
What can’t employers do?
In the Government’s Workplace Support for Victims of Domestic Abuse Review Report, employers cannot:
- Discriminate or Penalise: Employers cannot take disciplinary action or terminate employment based on performance, safety, or attendance issues directly caused by domestic abuse.
- Ignore Safety Concerns: Employers cannot ignore threats, harassment, or stalking incidents that occur within the workplace or via company equipment.
- Breach Confidentiality: Employers cannot share an employee’s disclosure of abuse without their consent, unless there is a pressing safeguarding issue (e.g., children at risk).
- Force Disclosure or Action: Employers cannot force a victim to report to the police or compel them to take specific actions, such as separating from the abuser.
- Act as Counsellors: Employers should not attempt to provide counselling themselves, but rather signpost to specialists.
You might be interested to know that we offer training in this area to equip HR teams, managers, and staff to recognise signs, handle disclosures confidently, and provide support, while always maintaining confidentiality. Please get in touch – debby@total-spectrum.com to discuss this in more detail, or to make an appointment.
