Domestic abuse does not always stay at home. Its impact can follow someone into the workplace, affecting their wellbeing, safety, attendance, confidence and ability to work.
For some people experiencing abuse, work may also be one of the few places where they spend time away from the person harming them. A trusted colleague, manager or HR professional may be one of the first people they speak to about what is happening.
This means employers have an important role to play.
For HR professionals and employers across Leicester, Leicestershire and Rutland, understanding how to recognise possible signs of domestic abuse, respond appropriately to a disclosure and signpost someone towards specialist support can make a real difference.
At Freeva, we provide specialist domestic abuse support alongside training for professionals and organisations who want to feel more confident responding to domestic abuse in the workplace.
Why Domestic Abuse Is a Workplace Issue
Domestic abuse can affect anyone, regardless of their age, gender, sexuality, ethnicity, background, profession or position within an organisation.
Its effects can also extend into the workplace.
A person experiencing domestic abuse may be dealing with threatening calls or messages during working hours, financial control, stalking or harassment, disrupted sleep, injuries, anxiety or attempts by the person harming them to prevent them from attending work.
This can affect attendance, performance and wellbeing, but these changes should never automatically be treated as evidence that someone is experiencing abuse.
Instead, they may provide an opportunity to check in sensitively.
Creating a workplace where domestic abuse can be discussed without judgement can make it easier for someone to ask for help when they feel ready.
How Can HR Support an Employee Experiencing Domestic Abuse?
HR professionals are not expected to become domestic abuse specialists or to solve the situation themselves.
Their role is to listen, respond appropriately, consider workplace safety and help the employee access specialist support.
Step 1: Create a Safe and Supportive Workplace Culture
Someone experiencing domestic abuse may be worried about telling their employer what is happening.
They may fear being judged, not being believed or being treated differently at work. They may also be concerned about confidentiality or the potential impact on their job.
Employers can help by making it clear that domestic abuse is taken seriously.
Consider:
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Introducing a workplace domestic abuse policy -
Ensuring managers and HR teams receive appropriate training -
Displaying information about local and national domestic abuse services -
Including support information within staff wellbeing resources or intranet pages -
Identifying appropriately trained members of staff employees can approach confidentially -
Regularly communicating that support is available
Small changes can send an important message: you can talk to us, and you will be taken seriously.
Step 2: Recognise Possible Signs
There is no single way that someone experiencing domestic abuse will behave, and some people may show no outward signs at all.
However, changes in behaviour or working patterns could indicate that someone needs support.
These might include:
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Increased absence or frequent lateness -
Needing to leave work unexpectedly -
A noticeable change in performance -
Becoming withdrawn, anxious or unusually quiet -
Receiving repeated or distressing telephone calls or messages -
Unexplained injuries -
Changes in clothing or appearance -
Appearing reluctant to leave work -
Someone repeatedly arriving at or contacting the workplace -
A noticeable change in confidence or behaviour
These signs do not necessarily mean that domestic abuse is taking place. Rather than making assumptions, managers and HR professionals should create an opportunity for a private and supportive conversation. A simple, compassionate question such as “I’ve noticed you don’t seem yourself recently. Is everything OK?” may give someone the opportunity to talk.
Step 3: Respond Appropriately to a Disclosure
If an employee tells you that they are experiencing domestic abuse, how you respond matters.
They may have spent a considerable amount of time deciding whether it is safe to tell someone.
Listen without judgement and allow them to speak at their own pace.
Avoid asking them to prove what has happened or questioning why they have remained in the relationship. Leaving an abusive relationship can be complex and, in some circumstances, can increase risk.
Instead:
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Listen and take what they tell you seriously -
Ask what they need from you -
Respect their choices and autonomy -
Explain clearly what can and cannot remain confidential -
Consider any immediate workplace safety concerns -
Record information appropriately and securely in line with organisational procedures -
Signpost them to specialist domestic abuse support
HR professionals do not need to have all the answers. Knowing where specialist help is available is an important part of responding safely.
Step 4: Consider Practical Workplace Support
Every person’s circumstances will be different, so support should be discussed with the employee rather than automatically put in place.
Practical measures might include:
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Changing or screening work telephone calls -
Reviewing how personal information is shared -
Changing working hours temporarily -
Considering flexible working arrangements -
Changing a work location where appropriate -
Reviewing lone-working arrangements -
Providing a safe place to make telephone calls -
Supporting attendance at relevant appointments -
Reviewing workplace security -
Making reception or security staff aware of a potential risk where appropriate and agreed -
Recording incidents of harassment or unwanted contact occurring at work
For someone experiencing domestic abuse, seemingly small workplace adjustments can sometimes make a significant difference to their sense of safety. Organisations should also consider how domestic abuse is addressed within their existing safeguarding, wellbeing and HR policies.
Step 5: Connect Employees With Specialist Domestic Abuse Support
HR professionals can provide valuable support, but they should not be expected to replace specialist domestic abuse services.
Referral and signposting are therefore important.
Freeva provides specialist support for people affected by domestic abuse, rape and sexual violence across Leicester, Leicestershire and Rutland.
Our services recognise that everyone’s experience is different and include specialist support for people from a range of communities and backgrounds.
Freeva Helpline
If an employee would like to talk confidentially about domestic abuse or sexual violence, they can contact the Freeva Helpline on 0808 802 0028.
Our team can provide information, advice, safety planning and access to further specialist support.
Professionals can also refer someone to Freeva for specialist support where appropriate.
If someone is in immediate danger, call 999.
The 24-hour National Domestic Abuse Helpline is also available on 0808 2000 247.
Domestic Abuse Training for HR Teams and Employers in Leicester, Leicestershire and Rutland
Having a policy is important, but staff also need the confidence to put it into practice.
Freeva provides domestic abuse training for professionals and organisations across Leicester, Leicestershire and Rutland.
Our specialist training can help HR teams, managers and employees develop a better understanding of domestic abuse and feel more confident when somebody approaches them for support.
Training topics include areas such as:
- Understanding domestic abuse
- Recognising warning signs
- Responding appropriately to disclosures
- Supporting survivors in abusive relationships
- Understanding stalking and harassment
- Engaging people who use abusive behaviours
- Knowing when and how to refer to specialist services
Training can also be tailored to the needs of individual organisations.
Building Safer and More Supportive Workplaces
A supportive response from an employer cannot remove the abuse someone is experiencing, but it can ensure they do not have to navigate it entirely alone.
For organisations in Leicester, Leicestershire and Rutland, creating a workplace response to domestic abuse starts with awareness.
Train managers to recognise possible signs. Give employees clear information about where they can find help. Develop policies that prioritise safety and dignity. Most importantly, create a culture where someone experiencing abuse knows they can speak without fear of judgement.
At Freeva, we work towards a society where everyone can live free from violence and abuse.
By helping workplaces recognise, respond to and refer people experiencing domestic abuse to appropriate specialist services, employers can be part of that change.
