Domestic Abuse | What employers need to know

She’s throwing things into an overnight bag. She’s dressed in the first clean things she could get her hands on. She’s watching the clock.

He’ll be home any minute.

She doesn’t have much time.

She’s trying to think of who she can call, where she can go. She braces herself and rings her sister. 

Of course you can stay here, her sister says. I’ll come and pick you up.

She says no, there isn’t time. She’ll call a taxi. Not an Uber, because he can trace her account. 

She grabs some essentials. Her bank card. Her phone. A change of clothes. 

She takes one last look around. This is probably the last time she’ll ever see her home. 

She slips out of the door and into a waiting taxi.

When she gets to her sister’s house, she sinks into the sofa that will be her bed for the coming days. 

They double lock the door. Just in case.

Then she sets her morning alarm. Because she’s got work the next day. 

And this is where you come in.

(I’ll refer to the person in this story as ‘she’, for readability, but domestic abuse can and does happen to all genders.)

Employers have legal responsibilities to their employees as outlined in the Domestic Abuse Act 2021. 

But according to the Employers Initiative on Domestic Abuse, only 5% of UK employers have a policy in place.

If someone in your organisation is experiencing domestic abuse, do you think you might spot the signs? Would your managers know what to do if someone disclosed? Would you know the steps you need to take to make sure your workplace is safe?

As an employer, you are in a unique position. The action you take in this area could save a person’s life. 

But before we dig into what you can do, you might have a few questions. 

Why doesn’t she just call the Police? 

You wouldn’t be the first person to ask this question. She’s in danger, right? Surely she can get a restraining order or non-molestation order? 

You might even be thinking, why does she have to be the one to leave? Surely the Police can remove him? 

There is a provision in the law for this, it’s called an occupation order. But her safety is dependent on him complying with it.

Do you know how many perpetrators abide by these protective orders? And what happens when they don’t?

Prosecutions for breaching protective orders in cases of domestic abuse have fallen to below 40% in recent years. 

40%. Just let that sink in for a moment.

That’s over 60% of perpetrators breaching restraining orders, non-molestation orders, and occupation orders. With no legal consequences.

And what’s more, the risk increases once she leaves 

According to the Femicide Census, 38% of women killed by their ex partners between 2009 - 2018 were murdered within one month of leaving. While 89% were killed within 12 months. 

So, tragically, once she leaves, she isn’t safe. In fact, the risk goes up.

Then there’s the psychological deadlock of trauma bonding. 

Put simply, trauma bonding happens when the person you love is also the person who hurts you. 

It’s a very real thing that happens in a person’s brain and it keeps them stuck. Because he’s not a monster all the time. 

Intimate partner abuse breeds confusion, and over time the brain creates neural pathways that bond victims to their abusers. Because he is all at once her abuser and her source of comfort.

Which means that leaving can be a psychological and emotional wrench, even if that seems nonsensical from an outside perspective.

So, in many cases, once she does leave her brain will be screaming at her to go back.

But let’s look at what you can do to help. 

Flexible working arrangements

When someone flees their home, they may have to move out of the area as a safety measure. Whether that’s to go and stay with family, friends, or move to a refuge. 

At this point, many people have to leave their jobs as a result.

As an employer, think about how you can support your employees to stay in work. Whether that’s through flexible working arrangements, remote working, or even paid leave. 

The Domestic Abuse (Safe Leave) Bill 2025 has just been introduced to parliament. If this is passed into law, it will give employees 10 days leave from work if they are experiencing domestic abuse. 

But you don’t have to wait for this to come into force. 

Internal Domestic Abuse Policy

The Domestic Abuse Statutory Guidance 2022  states that as victims are often isolated from friends and family, their colleagues and managers are sometimes the only people they speak to outside of the home on a daily basis.

This means you are significantly placed to spot signs and support an employee if they come forward. 

If this happens, there needs to be a policy in place providing guidance on what should happen next.

A policy that outlines how to respond, information on specialist services, details of available training for staff, as well as guidance on how to practically support victims and survivors. 

It’s important that everyone in your organisation understands their responsibilities in terms of confidentiality and safeguarding, especially if there are children in the family.

You’ll also need to consider your approach to perpetrators, because sometimes both the victim and perpetrator work together.

If you already have an internal policy, brilliant. You’re in the 5%. 

But is it accessible? Are people aware of it? Is there training available to help staff develop their understanding?

Health and Safety

You know that as an employer you have a duty of care toward your employees. According to statutory guidance, this includes considering the impact of domestic violence. 

You also have to think about the safety of everyone else in your workplace. Particularly as 47% of those experiencing domestic abuse have reported that the perpetrator turned up at their workplace.

Another reason why it’s so essential that everyone knows what to do if someone discloses abuse.

If you can, training someone to be a wellbeing champion with specific expertise in this area, can be a great resource.

Help is at hand

This can be a lot to take in. But there’s a lot of help available for employers. 

The Employers Initiative on Domestic Abuse can provide support with creating and implementing an internal policy. 

ACAS has also produced guidance to help employers navigate this complex area. 

And there’s plenty of information in chapter 7 of the Domestic Abuse Statutory Guidance 2022, along with further signposting to organisations and charities that can help.

Remember, you could save a life.

One last thing

If any of this sounds familiar. Something you’ve been through or are currently going through, you’re not alone. And please know that things don’t have to be this way. 

There are organisations out there ready to help. Here are some.

Take that first step and talk to someone, even if you’re not ready to leave yet. 

There’s light on the other side, I promise.