Cheryl SharpOne in four women and one in six men experience domestic abuse. It’s a topic that has long been kept behind closed doors, with victims afraid to speak out through feelings of both shame and fear. For some the workplace provides a place of respite from the abuse. For others it doesn’t provide that solitude. Many abusers find ways to contact their partner at work through both physical and digital means causing much distress and trauma.
Beyond the personal impact, domestic abuse also has a significant financial impact on UK businesses. Research shows that 75% of people experiencing domestic abuse are targeted by their abuser at work. Domestic abuse costs the UK economy £14bn annually. For businesses specifically, the impact on the bottom line is estimated to be £316m per year due to decreased productivity, time off, lost wages, and sick pay.
When the workplace is part of the abuse
Abusers use technology to monitor and control their partners throughout the working day. Constant calls and messages demanding immediate responses. Threats about what will happen if they fail to get back to them, and some abusers may even show up at the workplace unannounced, creating scenes that are disruptive and frightening for everyone.
They may look to sabotage their work performance deliberately – hiding car keys so that they are late for work, starting arguments before important meetings, or even contacting their employer with false allegations to damage their reputation. For the employee experiencing this, work becomes another source of stress rather than a refuge. And for the business, the impact is palpable.
The cost to a business
The financial impact of domestic abuse on businesses can show up in multiple ways. Decreased productivity followed by increased absenteeism. It can be hard for someone experiencing abuse to keep up their quality of work due to feeling anxious and distracted by what is happening.
Team morale can also be negatively affected. When colleagues witness someone struggling – whether they understand what has happened or not, it can affect the whole team .
The reputational risk
Beyond the direct financial costs, there is also a reputational risk that many businesses may not consider until it could be too late. If an employee experiencing domestic abuse does not receive appropriate support from their employer, the word will spread and a company’s reputation damaged quickly and publicly if they do not respond in the right way.
Conversely, businesses that demonstrate genuine commitment to supporting their team through difficult circumstances build strong reputations as employers of choice.
What organisations can do to help
Supporting a victim of domestic abuse is a sensitive situation to deal with and one that must be handled with the upmost care. Managers need to be trained to spot the signs. Not all abuse is physical and abuse may manifest itself in other ways. Providing safe spaces for the victim to open up and talk about the issues they are facing is imperative, whether that’s with their manager or a trusted colleague.
There are many practical steps businesses can take to support your employees in this situation. Implementing a clear domestic abuse policy is key. This signals to employees that domestic abuse is an issue taken very seriously and that support is available for those who need it.
- Companies should train their leadership team to recognise potential signs of abuse and how to respond with compassion. They also need to understand what support can be offered and how to signpost affected employees to specialist support services.
- A domestic abuse policy should incorporate guidelines around flexible working arrangements. Sometimes the most helpful thing you can offer is flexibility – adjusted hours, temporary changes to work location, or understanding when someone needs to leave suddenly for an appointment.
- Companies should work together with the victim to determine what security measures would help them. Simple changes like not disclosing employee information to callers, having a process for dealing with unexpected visitors, or allowing employees to use alternative contact details can make a significant difference to a vulnerable person’s safety.
- Does the victim need support to help them leave the situation. Can the business lend them the money they need to put a deposit down on somewhere to live? Can other financial assistance be provided? Perhaps they could have their salary paid into a different bank account. Finances are often the biggest barrier to leaving their partner.
Employers and managers are not expected to be experts in domestic abuse, but they should know where to direct people for professional support.
Domestic abuse policies must be supported by a workplace culture grounded in trust, empathy and confidentiality. When employees feel genuinely supported, they are more loyal, more productive, and more likely to stay with their employer long-term. Business leaders have a unique opportunity to make a real difference. A clear, thoughtful policy backed by genuine support can help someone feel safe enough to take the first step toward freedom. This is not a ‘nice to have’; It’s essential.
Cheryl Sharp, Workplace Domestic Abuse Expert
