Supporting employees vulnerable to domestic abuse

Government consultation on domestic abuse

The Government launched a consultation over the summer, looking at how victims of domestic abuse can be given the support they need within the workplace. The ACAS Council response to this consultation included the following suggestions, which employers should take heed of:

• Raise awareness within the workplace of domestic abuse issues to help destigmatise them, and consequently help workers feel able to speak up without fear of judgement or repercussions.
• Put in place a robust domestic abuse policy, developed in consultation with employees or with trade union representatives where applicable. Make this accessible via different channels, to support those working from home, on long-term leave or on furlough.
• Train workers and management on the signs and symptoms of domestic abuse, how to respond and where to seek further help. It may be worth having a select number of individuals trained as ‘initial points of contact’ for vulnerable workers to reach out to.
• Have domestic abuse resources available and signpost to support agencies for both survivors and perpetrators.
• Introduce confidential reporting channels and agree code words or hand signals for employees to use when they feel they are in immediate danger.
• Use flexible working and special leave arrangements to support the wellbeing of individuals, including for instance in attending appointments.

If you need legal advice in relation to an employee who is either suffering from or perpetrating domestic violence, please contact our employment law team, who will be happy to help. You can also find further useful information from Business in the Community, who have created a Domestic Abuse Toolkit for employers, or from the CIPD website where you will find guidance on managing and supporting employees experiencing domestic abuse.