In the case of an emergency 999 immediately

Prioritise safety:

Ask whether they have a safe place to go. Support them to call 999 or a Domestic Abuse Support Service such as Wiltshire – FearFree if they feel unsafe or have no safe place to go to

Employers are not being asked to become specialists in handling domestic abuse, nor should staff take on the role of healthcare workers or counsellors. There is a role for everyone in addressing the stigma, knowing what to look for and encouraging conversations when it is suspected that something is amiss.

Domestic Abuse can take many different forms, including physical violence, sexual violence, emotional or psychological abuse, financial/ economic abuse, and harassment, stalking & digital abuse. It can involve a range of behaviours, such as intimidation, isolation, manipulation, coercion, and threats. Find out more at  Domestic Abuse – FearFree.

If you believe that you, or someone else, could be a victim of domestic abuse, there are some early warning signs to look out for in the workplace (a proactive employer should be looking out for these signs more generally without assuming it will be related to domestic abuse). You may notice a colleague:​​​​​​​​​​​​​​

• Jumping and looking anxious when their mobile rings
• Looking anxiously at texts, and receiving them more often
• Looking tired and withdrawn
• Not engaging socially or never without their partner
• Wearing clothing that covers arms and legs in warmer weather
• Trying to conceal bruises and cuts
• No access to (or no longer has) a mobile or social media
• Increased presenteeism or absence

Every organisation is different, and your approach should reflect the size and structure of your business. Taking simple steps can be incredibly effective in supporting employees.  CIPD recommend employers have a clear policy in place on supporting employees experiencing domestic abuse and an effective framework of support. Most importantly though, employees need to be made aware of the policy and how to access support if they need it. CIPD suggests an employer support framework could be made up of four steps:

1. Recognise the problem
2. Respond appropriately to disclosure
3. Provide support
4. Refer to the appropriate help

(Source: CIPD)

Establishing a workplace policy and offering specific guidance on domestic abuse are critical to:

• Raise awareness
• Identify responsibilities
• Establish due process to ensure adequate support is provided in the event of a disclosure
• Create a culture where employees feel able to disclose domestic abuse

Employers should make clear what support is available if an employee is experiencing domestic abuse, such as:

• Finding a way to communicate safely, for example by text message if calls are not possible, or a different email address if their email is being monitored by the perpetrator
• Agreeing on a code word or hand signal for someone to use to alert others that they’re experiencing domestic abuse
• Arranging another place they can do their work instead of at home
• Being flexible around working hours
• Time off, for example to attend support appointments
• Helping the person get other appropriate support

(Source: ACAS)

Accessing and remaining in work is vital to earn an income and the security that provides, making social connections and maintaining health and wellbeing. For individuals experiencing domestic abuse, the workplace itself can also be a place of safety and respite from the perpetrator, and a place where they can make the arrangements they need and contacting specialist services.

Good work provides physical and mental health benefits, providing opportunities for employees who are affected by abuse to remain in work can support their wellbeing over the long term.

For employers, domestic abuse can mean a reduction in productivity and staff unexpectedly taking time off work – which can have impact on the wider team and workplace environment. Employers themselves describe how managers and HR often deeply care for the welfare and safety of their members of staff, including the victim themselves and the people they work with. (Source: Workplace support for victims of domestic abuse – GOV.UK (www.gov.uk))

Lost productivity and absence linked to domestic abuse can mean significant economic losses for individuals and employers. Research by Vodafone and KPMG found that UK business lose £316 million in economic output each year as result of work absences related to domestic abuse. (Source: The workplace impacts of domestic violence and abuse, KPMG report for Vodaphone Group, 2019)

At Wiltshire Council we are here to help you and your employees to develop a healthy workplace. Our team can provide support, answer your queries and signpost you to the latest information and guidance.

If you would like to make your workplace a healthier place to work, find out more or meet with us, please contact:

Call: 0300 0034566

[email protected]