When Domestic Violence Comes to Work: How Employers Can Lead with Compassion

For those who may not be aware, October marks Domestic Violence Awareness Month. And whilst this is a time to reflect on how domestic violence affects far too many individuals, it is also an opportunity to look at how it may make its way into the workplace.

Domestic Violence Can Come to Work…

It is a sad truth that domestic violence extends into the workplace. According to the National Domestic Violence Hotline, nearly 8 million days of paid work are lost each year due to domestic violence, equating to over 32,000 full-time jobs.

And if this isn’t worrying enough, a staggering 96% of employed domestic violence victims report experiencing problems at work due to the abuse. These problems can manifest in a variety of ways, such as a sudden drop productivity, a startingly increase in absence, and even workplace harassment.

How Can Employers Support Those Who Need It?

Employers have a unique opportunity, and a moral obligation, to support employees experiencing domestic violence, and there are several ways that they can start to do this:

1. Develop and Implement Supportive Policies

Right from the offset, it’s so important for employers to establish clear policies that address how they support those staff who are currently victims of or are survivors of domestic violence. Therse policies can include strategies such as confidentiality assurances to protect employees’ privacy, flexible working arrangements to accommodate any potential legal appointments, and leave offerings for employees who need time to address domestic violence issues.

2. Provide Training and Awareness Programs

It’s imperative that middle managers receive training to recognize the signs of domestic violence and know how to appropriately respond to these. This training should aim to educate leaders on the warning signs of abuse, as well as the complex intersectionality of domestic abuse and how it can present differently depending on who has fallen victim to it (for example, it may be harder to spot in a male employee). It can also be worth investigating your Employee Assistance Program service and whether or not they supply specialised counselling for those dealing with a domestic violence situation.

3. Create a Safe and Supportive Work Environment

Lastly, employers have to make an effort to foster an environment where employees feel safe to disclose sensitive information. Those companies that are audibly promoting a zero-tolerance policy towards harassment and discrimination and actively encouraging open communication are going to be the ones who see their employees confide in them.

What Does the Law Say?

Employers must be aware of the legal protections available to employees experiencing domestic violence. In the United States, laws such as the Family and Medical Leave Act (FMLA) and state-specific domestic violence leave laws may provide employees with job-protected leave. It’s essential for employers to stay informed about these laws to ensure they remain compliant, as well as knowing how to support affected employees effectively.

Conclusion

Domestic Violence Awareness Month serves as a reminder of the significant impact domestic violence has on individuals and workplaces. By implementing compassionate policies, providing training, and fostering a safe workplace, employers can make a meaningful difference in the lives of those affected by domestic violence.

If you would like to discuss how we can help your company implement clear and effective domestic violence support strategies, please get in touch with us today.