Domestic violence is a pervasive and deeply troubling issue that affects one in five adults during their lifetime. Its impact is not confined to the home; it spills over into various aspects of victims' lives, including their workplaces.
Domestic violence was thrust into the spotlight in 2020 when calls to the police increased significantly as a result of people being housebound during the Covid-19 pandemic. As an employment lawyer, I had never knowingly advised on any case that had an element of domestic violence. When domestic violence spills over into the workplace it is a complex issue that demands attention, understanding, and proactive measures from employers, colleagues, and society at large.
Domestic violence refers to a pattern of abusive behaviours used by one partner in an intimate relationship to gain power and control over the other. It can take various forms, including physical, emotional, psychological, sexual, and economic abuse. Victims of domestic violence often suffer in silence due to fear, shame, and the belief that they have nowhere to turn for help.
The workplace is not a refuge from domestic violence, as many might assume. In fact, it can become an additional battleground for victims. Abusers may attempt to control their partners by interfering with their work lives, such as constant phone calls, threats, and stalking. This can lead to increased absenteeism, decreased productivity, and strained interpersonal relationships with colleagues.
Victims of domestic violence often face unique challenges in their professional lives. The fear of repercussions from abusers can lead to a cycle of missed workdays, inconsistent performance, and even job loss. Additionally, the emotional toll of domestic violence can affect concentration, decision-making abilities, and overall job satisfaction.
To address domestic violence in the workplace, employers need to adopt a compassionate and supportive approach. Creating an environment where employees feel safe to share their experiences can be pivotal. This can be achieved by implementing the following measures:
Raise Awareness: Organisations should provide training to employees to help them recognize the signs of domestic violence and understand its impact on victims.
Develop Policies: Clear policies that outline the company’s stance on domestic violence, along with guidelines for reporting and seeking help, can empower victims to come forward.
Confidentiality: Guaranteeing confidentiality for those who disclose their experiences is crucial. Fear of retaliation or judgement often prevents victims from seeking help.
Flexible Work Arrangements: Offering flexible schedules or remote work options can help victims manage their personal situations while maintaining their careers.
Employee Assistance Programs (EAPs): Providing access to counselling, legal support, and resources through EAPs can be immensely valuable for employees dealing with domestic violence.
Beyond organisational measures, colleagues and managers play a vital role in creating a safe and supportive workplace. Managers can be trained to recognise signs of distress and respond appropriately, offering resources and support to those in need. I recently attended a fantastic course run by Changing Relations on the part that employers play in supporting victims and addressing the behaviour of abusers and this is training that we will be rolling out to our clients in the autumn.
The most recent statistics show that in the UK, 1.5 million domestic abuse-related incidents and crimes were recorded by the police in the year ending March 2022. With significant underfunding of domestic violence resources by the UK government, organisations can help support victims by creating a culture of support, awareness, and empathy, which can go a long way in breaking the cycle of silence and providing a lifeline to those affected by domestic violence. It’s time to unite as a society to tackle this issue, not just within the confines of our homes, but also within the very spaces where we spend a significant portion of our lives – our workplaces.
If you are interested in attending the training sessions run in conjunction with Changing Relations, please contact claire@clrlaw.co.uk Solicitor/Director at CLR Law.