Not everyone who calls in sick on Monday will be doing it to hide a hangover.
Existing domestic violence intensifies around national men’s football matches, fuelled by alcohol but caused by the abuser themselves. We should celebrate national events, whilst remembering that, whatever the result for England in the Euros final on Sunday, many women, partners and children across the country will be losing.
We’ve seen some serious changes in the number of calls to our helpline during major football tournaments.
When England was last playing in the Euros back in 2021, we saw a staggering 79% increase in calls and referrals compared to the previous year.
For many victims of domestic abuse, the workplace can be both a refuge and a lifeline. It is crucial for employers to recognise the pivotal role they can play in supporting employees who disclose that they are victims of domestic abuse.
Supporting employees experiencing domestic abuse: A guide for employers
Domestic abuse is a pattern of controlling, coercive, threatening, degrading, and violent behaviour. It includes physical, emotional, psychological, sexual, and financial abuse. Victims often feel isolated, fearful, and unsure of where to turn for help. When an employee discloses their experience of domestic abuse, it is a significant and brave step towards seeking support.
Employers have a critical role in supporting employees who are victims of domestic abuse. By fostering a supportive environment, providing practical assistance, and understanding the legal framework, employers can make a significant difference in the lives of their employees. A compassionate and proactive approach not only helps those in need but also cultivates a workplace culture of care, respect, and trust.
10 ways employers create a supportive environment for victims and survivors
1. Raise awareness: Regularly share information about domestic abuse and support services. Use newsletters, posters, and internal communications to keep the topic visible. Consider partnering with your business’s local charity providing support, or tap into a national domestic abuse charity’s resources for guidance.
2. Domestic abuse policy: Develop and communicate a clear domestic abuse policy. This should outline the support available and the steps employees can take if they need help.
You could consider providing paid leave for employees to attend medical, legal, or counselling appointments related to domestic abuse. Vodafone, when it discovered almost a third of workers had experienced domestic abuse in some form, introduced up to 10 days paid ‘safe leave’ for specialist help and supporting any children they might have.
3. Training: Train managers and HR personnel to recognise the signs of domestic abuse and respond appropriately. This includes understanding the nuances of confidentiality and the appropriate steps to take if an employee discloses abuse, rather than training them to give specialist advice.
Educate all employees about domestic abuse, how to recognise it, and how to support colleagues. This helps in creating a supportive network within the workplace. There are resources and toolkits via EIDA and charity’s like ours who can offer ‘lunch and learn’ sessions.
4. Trust and privacy: Assure employees that their disclosures will be handled with the utmost confidentiality. Information should only be shared on a need-to-know basis and with the employee’s consent.
Foster trust by being empathetic, non-judgmental, and supportive when an employee discloses their situation. Don’t challenge them about their own behaviour (“why don’t you just leave?”) or tell them what to do.
5. Flexible work arrangements: Offer flexible working hours, remote working options, or temporary changes in work location to help an employee manage their situation.
6. Workplace safety: Work with the employee help them feel safer at work. This might include changing work phone numbers, adjusting parking arrangements, or providing security escorts into buildings. Ensure that the employee has access to emergency contacts and knows who to reach out to within the organisation for help – and to always call 99 in an emergency.
Regularly conduct risk assessments to ensure the safety of all employees, particularly if the abuser may pose a threat to the workplace.
Employee support programmes: Provide information about and access to counselling services, both through employee assistance programmes and external support organisations. Many victims experience financial abuse at the hands of the perpetrator. Offer financial support or advice for those who may need it, such as salary advances or access to financial counselling.
7. Legal rights and framework: Be aware of the legal rights regarding leave for victims of domestic abuse. This includes understanding statutory entitlements and any additional support the organisation can offer. Also ensure compliance with any legal obligations related to making reasonable adjustments for employees experiencing domestic abuse.
Seek legal advice to stay informed about any new laws or regulations concerning domestic abuse and employee protection.
8. Empathy and support: When an employee discloses domestic abuse, listen actively and without interrupting, offer empathy, and avoid making assumptions or judgments. Reassure the employee that they are not alone, that the organisation supports them, and that their safety and wellbeing are a priority. Regularly check in with the employee to see how they are doing and if they need further assistance.
9. Community connections: Build relationships with local domestic abuse charities and organisations to provide employees with a wider network of support. Your local authority has a statutory duty to help victims of domestic abuse and will have a commissioned service that takes referrals.
For more information and resources on how to support employees experiencing domestic abuse, or to enquire about your organisation partnering with or receiving training and support from The Dash Charity please contact us or visit our website.
