Domestic abuse is nothing to do with employers or the workplace, right? Wrong.
Some three-quarters of people who endure domestic violence are also targeted at work, and an abusive home environment can have a serious knock-on effect on health, work and performance.
Employers can’t solve the issue of domestic violence alone but they can spot the signs of employees who are suffering and create safe spaces where people can speak up.
The effects of domestic abuse can influence the health and self-confidence of staff who may in turn feel unable to confide in others or seek help. Many of those that experience domestic abuse have difficulty attending work regularly and demonstrate longer term symptoms such as depression, anxiety, or stress that consequently affect work performance.
Domestic violence may happen behind closed doors but it has far reaching consequences and is known to have an impact on the working lives of those living with an abusive partner. The scale of the problem is huge.
Over one in ten (12.6 per cent) of those who experienced domestic violence reported that the violence continued in the workplace. For nearly half of those who reported that the abuse continued at work, the abuse took the form of their partner turning up at their workplace or stalking them outside their workplace. This is a finding that should raise alarm bells for both employers and trade unions as it highlights the extent to which abusive and violent behaviour can spill over into the workplace.
In the UK, in any one year, more than one in five victims of domestic violence take time off work because of abuse and two per cent lose their jobs as a direct result of the abuse.
One in four women and one in six men suffer from domestic abuse in their lifetime and domestic abuse costs businesses £1.9 billion every year due to decreased productivity,
time off work, lost wages and sick pay.
Everyone has the right to a life free from abuse in any form. Domestic abuse is wholly unacceptable and inexcusable behavior, and responsibility for domestic abuse lies with
the perpetrator.
When it comes to assisting the individual employers must keep their safety in mind at all times. In instances where the employee is worried about receiving abuse whilst at work employers should agree how best to react if the perpetrator attends the workplace.
Most importantly employers should encourage staff to seek professional help or contact
the relevant authorities to discuss the abuse. Employers should resist the temptation to make contact on behalf of their employee and instead direct them to the qualified organizations.
In many instances suffering domestic abuse can also lead to anxiety, depression and other mental health disorders. To address this, employers may consider allowing affected staff a prolonged period of paid sick leave to aid in their recovery.
Supporting employees who are experiencing domestic violence is crucial. Without a job and
a source of income, those experiencing the abuse are less likely to find a way of escaping
the abusive relationship. The emotional support of colleagues or of a union rep could also provide an important life line to an employee trapped in an abusive relationship. Without
the link to the workplace and colleagues, those suffering abuse are more isolated and therefore more vulnerable.
