Should you have a domestic abuse policy?
Should you have a domestic abuse policy?
You may view domestic abuse as primarily a personal issue, but it can also have significant implications in the workplace so you can play a role in supporting staff affected by it. Is it worth putting in place a policy covering this?
Why have a policy?
A 2023 survey by The HR Dept revealed that nearly two thirds of employers still don't have a domestic abuse policy in place. Although there's no legal requirement to have such a policy, you should consider implementing one because: (1) domestic abuse can impact on an employee's physical and mental health, attendance, productivity and work relationships and a policy signals that you take staff wellbeing seriously and you are committed to providing them with support; (2) you are under a statutory duty to keep your employees free from risk of harm to their health, safety and welfare at work as far as is reasonably practicable, and this can include the risk of an abusive partner harassing the employee or their colleagues at work, whether by phone, email or turning up at the workplace; and (3) it can help managers to deal sensitively and constructively with disclosures of abuse.
What to include in a policy
Your policy doesn't need to be complex, but it does need to be practical and aimed at protecting the health, safety and welfare of all your staff, not just the employee being abused. We suggest you include:
A statement of commitment to providing support and assistance
A broad definition of what domestic abuse covers, which also recognises that it can be perpetrated by wider family members and not just partners and that men as well as women can be victims
A first point of contact at work so that those experiencing domestic abuse know where to turn to seek advice
Guidance for managers on how to handle disclosures of domestic abuse and support employees
An outline of the support you may be able to offer internally, such as confidential discussion with the first point of contact or a manager, being flexible around working hours and location, allowing time off for appointments or counselling, paying wages into a different bank account, screening calls, etc. Do always ask the employee what support you can offer them
Encouragement for the employee to seek external help and support from the appropriate authorities and agencies. The first point of contact should also be equipped to signpost to external organisations, helplines and charities
Specific provision for homeworkers who may be less able to access support.
Tip. If you offer an employee assistance programme, include details of that too.
Training
Ensure the first point of contact and managers are trained in handling disclosures of domestic abuse. Again, this doesn't need to be complex. They just need to appreciate the importance of being empathetic, understanding and non-judgmental and to know what they can do to support the employee at work and to assist them in seeking professional external support and advice.
Introducing a domestic abuse policy can help to create a safe and supportive environment where employees know they can seek internal help and referral to external agencies if they need it. It can also assist in building staff awareness of domestic abuse and provide guidance to managers on recognising the signs and supporting employees.