Why is domestic abuse a workplace issue?

Good People Management

Being a good employer includes supporting staff through new or difficult periods in their lives. 

Domestic abuse has a devastating impact on individuals and their families.

Office of National Statistics Reports

1 in 4 women & 1 in 6 men

will be a victim of domestic abuse in their lifetime

There are 2.3 Million Victims of Domestic abuse each year

2/3 of victims are female

1/3 of victims are male

People experiencing domestic abuse are often subject to disciplinary action and lose their jobs because their behaviour, being late for example or absenteeism, is misinterpreted.

Employers have a responsibility to provide all staff with a safe and effective work environment. For some employees the workplace is a safe haven and the only place that offers routes to safety.

Having a domestic abuse workplace policy and procedures, can clearly demonstrate domestic abuse is not tolerated

within or outside the workplace.

The Business Case

Supporting staff who have experienced or are experiencing domestic abuse makes business sense. 

Not only will this be a reflection of good management practice but also corporate social responsibility.

In England and Wales

£14.1 billion: the estimated cost to the UK economy of lost output

due to decreased productivity, administrative difficulties from unplanned time off, lost wages and sick pay. 

Domestic abuse can cause employees to be distracted at work, arrive late, leave early or miss work

and can increase employee turnover

An understanding and effective workplace policy to deal with the impact of domestic abuse will build a more nurturing and safer working environment for all staff, encouraging greater staff retention and importantly economic independence for those individuals living with or fleeing domestic abuse. 

A Duty of Care

All employers have a duty of care and health and safety laws ensure workers have the right to work in a safe environment where risks to health and well-being are considered and dealt with efficiently.

An effective employer response is premised upon more awareness and better understanding of domestic abuse.

This includes being able to spot the signs of abuse, knowing how to respond to a disclosure from a member of staff or colleague and signpost to specialist domestic abuse and victims’ organisations and record details accurately. 

ISO 45003 

SO 45003 is the first global standard giving practical guidance on managing

psychological health in the workplace.

It provides guidance on the management of psycho-social risk, as part of an

occupational health and safety management system.

It supports organisations

who want to;

• build a positive working environment
• improve organisational resilience
• create a positive health and safety culture
• enhance performance and productivity
• reduce absenteeism