How employers can support staff experiencing domestic abuse

Following a surge in calls to domestic abuse helplines amid the lockdown, the CIPD and Equality and Human Rights Commission (EHRC) have published a new guide for employers to better support staff experiencing domestic abuse. 

With more people working from home as a result of the pandemic, escape routes or time away from an abuser has been dramatically curtailed. As a result, employers may need to reconsider the support they can offer staff experiencing domestic abuse. 

Both CIPD and EHRC are calling on employers to take a more active role in supporting staff at risk of domestic abuse. They advise employers to provide a well-publicised policy and framework of support. In addition, employers must proactively make staff aware of the available support. Most staff, however, are actually unaware that such workplace support exists. A recent CIPD survey found that just 24% of UK staff are aware that their company has a domestic abuse policy. 

SIGNPOSTING PROFESSIONAL HELP

There’s evidence that domestic abuse incidents have increased amid the pandemic, which has seen more people working from home. So it’s vital that employers are “knowledgeable about the issue as they are ideally placed to offer a lifeline to those experiencing it”, pointed out CIPD Senior Policy Adviser Claire McCartney. “The workplace can often be one of the few places that a person experiencing abuse can be separate from their abuser, and therefore the place where people are able to ask for and access support.”

She believes that companies must have a clear policy in place to support employees at risk of domestic abuse. Employers should “be able to signpost them to professional support” and “offer the flexibility to access that support”, noted McCartney. Line managers must therefore be adequately trained to “effectively support employees and most importantly, deal with it in a non-judgmental and empathetic way”, she added.

PROVIDING A SUPPORTIVE WORKPLACE 

Although employers are not expected to ‘solve’ the problem, it’s vital to help employees access professional support. The new guide, Managing and supporting employees experiencing domestic abuse, sets out a framework of what this support could look like. This includes recognising the problem, responding appropriately to disclosure, providing support and referring to appropriate help.

Commenting on the guide, Caroline Waters, Interim Chair of the EHRC, stated: “For some the workplace is more than just an office, colleagues and a pay cheque. It can be a sanctuary from abuse at home or a safe place to turn to for support. Our lives and workplaces have changed dramatically as a result of the pandemic. A darker side has been the limited opportunities for those experiencing domestic abuse to reach out and ask for help. We know that employers aren’t going to be able to prevent domestic abuse from occurring. But by following the steps outlined in this guidance, they will be able to provide a supportive workplace for staff.”

ACCESS TO ESSENTIAL SERVICES

The CIPD and EHRC are also backing the UN Women’s call for more employers to offer 10 days of paid leave to anyone experiencing domestic abuse. This could go a long way to support an individual if they are struggling to do their work or need to access essential services.

CIPD and EHRC’s new guide sets out key recommendations for employers. They include:

• Developing a policy or framework.
• Creating open work cultures where individuals feel safe to disclose domestic abuse.
• Offering flexibility for people to attend counselling, legal/finance appointments or access professional support.

KEY RECOMMENDATIONS

Here are a few key recommendations employers:

• Develop a domestic abuse policy and create an effective framework around domestic abuse support.

• If your company is a member of a recognised trade union, review and agree policies with union representatives.

• Employers have a duty of care for the safety and wellbeing of their staff as they are in a strong position to create a safe workplace. Think about the safety/security measures that are potentially required.

• Treat everyone as an individual as everyone’s situation will be different. It’s vital not to make assumptions about what someone is experiencing, what they need, or the sex of the perpetrator.

• Create open work cultures that help to break the silence around this important issue. Ensure staff know that the organisation will support people experiencing domestic abuse to seek help.

• Offer flexibility to enable people to attend counselling, legal/finance appointments or get professional support, for example concerning childcare and housing.

• Outline people’s different roles and responsibilities when it comes to supporting employees experiencing domestic abuse. For example, HR should take central responsibility for developing a policy and procedures on domestic abuse and facilitating awareness-raising training. Line managers should receive appropriate training on how to effectively support someone experiencing domestic abuse.

• Explain clearly the practical steps required to encourage and appropriately respond to abuse disclosure. This includes signposting people to professional support. Employers also have an obligation to prioritise confidentiality wherever possible.

• Signpost to supportive services, charities and organisations and outline the types of support that someone might need. This includes legal/financial support, housing support, support with childcare, or other specialist counselling.

Click here to download the report.