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There is no doubt that domestic abuse affects someone's working life.
A safe and supportive work environment can make all the difference to employees experiencing domestic violence and abuse (DVA). The workplace can also respond to and prevent DVA. They can provide referrals to specialist services, financial support to escape, and raising awareness to help prevent DVA.
DVA is a workplace issue. It can stop a victim from engaging in employment or education. It's likely to affect their career progression. They can experience a range of issues like physical injuries, sleep deprivation, low morale or self-esteem, and heightened anxiety levels. All of this can contribute to lateness, absenteeism and poor performance. And the repercussions for survivors can be physical, economic and psychological.
The workplace is often one of the few places that a person experiencing abuse can be separate from their abuser. It's likely to be the only place that they experience some independence. Colleagues and managers can often be the only people outside of the home that they talk to. The workplace can be where they ask for and get support. This may make them feel safe enough to make a disclosure.
What you can do
Ideally, employers should be proactive in raising awareness of domestic violence and abuse. They should be ready to respond appropriately if an employee discloses their experience of DVA. Being prepared can help reduce the stigma surrounding the issue.
It is important for employers to create working environments that encourage and support any employees enduring abuse. They should feel able to raise the issue at work without fear of stigma or victimisation. It's equally important to ensure that information about advice, support and assistance is known and understood by all staff. This is particularly important for your staff with managerial responsibilities.
Further information for employers can be found at the Employers' Initiative on Domestic Abuse (EIDA) website.
The EIDA is a free-to-join members' network of employers. It supports around 1,500 large and small businesses, to take effective action on domestic abuse.
Recognise, Respond, Refer and Record
There are four key points to remember to best assist an employee who seeks support.
Recognise
There are many reasons why survivors of domestic abuse may not confide in anyone in their place of work. It's more likely the manager will become aware of the situation through associated issues. The signs that an employee may be experiencing domestic violence and abuse at home can include:
- Work productivity signs: such as, persistent lateness and/or absenteeism. Changes in the quality of work performance without explanation or with unusual explanation. Upset at work due to receipt of upsetting emails, texts, phone calls. They may refuse overtime or be unable to stay later than their usual working hours.
- Psychological signs: such as, upset or anxious at work. Uncharacteristic depression, anxiety or distraction. Changes in behaviour such as they become quiet and withdrawn and avoid interacting with others, appear fearful or nervous.
- Physical signs: such as, repeated injuries, signs of bruises or injuries that seem implausible. Frequent sudden or unexpected medical problems or sickness absence. Changes in the way an employee dresses or uses makeup.
Respond
It is important to remember when discussing any incident with your employee, that you should not offer your personal interpretation or advice. You should also avoid trying to determine the level of risk on your own. Employees should feel that you are available for support whenever needed. But the specialist services can provide more tailored advice.
Helpful tips:
- Try to avoid responding in a shocked or alarmed way.
- Reassure them that support is available and that it is a positive step to talk about their experiences.
- Do not make promises or offer support that you cannot follow through with.
- Maintain professional boundaries. Listen and avoid making judgements about the situation or telling them what to do.
- Be involved in their safety plan by informing relevant staff (security) of the alleged perpetrator. You might allow them to either use a different entrance or work from a different building if possible, or change their shift pattern. This must be with the employee's consent.
- If you think the employee is in imminent danger or serious harm, call the police on 999.
Refer
Make sure that they know how to find details of the current domestic violence and abuse support services. It's important that your employee has the chance to think through all the available options. They must decide for themselves how they want to handle matters. Don’t impose opinions or views on how they should proceed.
Record
All discussions and actions that have been taken should be noted within appropriate records. It is essential to record concerns or disclosures of DVA. The manager should inform the employee they will be doing this. All records should be kept confidential.
Managing performance and/or attendance
Managers should be aware of the possibility of DVA when implementing any Competence or Attendance Management Policies. If the manager suspects DVA could be the cause of poor performance or absence, they should create a safe environment in which the employee is free to disclose the abuse if they wish to do so. The focus should be on supporting the employee rather than penalising.
Work colleagues often become close friends and confidantes. It may be that an employee discloses to that colleague. There is information for friends and family that may be useful if a work-friend discloses that they are being abused.
Employees who perpetrate DVA
If an employee suspects a colleague is perpetrating DVA they should inform their manager in confidence. The safety of the victim and any dependents is the priority. A manager may be concerned an employee is a perpetrator of DVA if:
- an employee directly discloses perpetrating DVA
- an employee raises concerns about a colleague’s possible abusive behaviour
- an employee discloses being a victim of DVA and the perpetrator is also an employee.
Response
DVA is a serious matter and could lead to disciplinary action in work and/or a criminal conviction. If an employee is perpetrating DVA the priority for the manager is to provide safety and promote help. The manager should speak to the employee respectfully without excusing their actions. If unsure how to approach an employee, contact specialist support. You can also signpost the employee to these services. If the manager is concerned a child or vulnerable adult is at significant risk of harm, they should discuss with their safeguarding lead or contact Manchester Social Care.
Get more information and a tool kit at Domestic Abuse: a toolkit for employers.