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Supporting employees affected by domestic abuse: Why it’ s a business issue
Ahead of Domestic Abuse Awareness month in October, we caught up with Kathryn Fairlie, Director of KR HR & Training Consultancy, to discuss how employers can get involved.
Kathryn, there’ s been a lot of talk recently about domestic abuse legislation. What’ s changing? Jess Asato MP has proposed that any employer with five or more staff must have a domestic abuse policy, outlining support available. There’ s also the Domestic Abuse( Safe Leave) Bill, which would give paid time off for people to attend court hearings, counselling or seek safe housing. While we don’ t yet know if these proposals will become law, they’ re part of a much-needed conversation around recognising domestic abuse as a workplace issue.
The proposals strengthen existing statutory guidance under the Domestic Abuse Act 2021 which outlines the employers’ duty to consider how domestic abuse might affect the health, safety and wellbeing of their employees. This is particularly vital where people work from home.
The statistics are stark. Can you share some of the latest figures? Absolutely. New data now recognises coercive control alongside physical abuse. The latest estimates show 1 in 4 people( 1 in 3 women, 1 in 5 men) experience domestic abuse in adulthood. Even in the smallest firms, it is likely that someone is affected.
Why should employers treat this as more than a“ private matter”? Work can be the only safe place someone has – a lifeline for identity, confidence, and financial security. Around 75 % of women subjected to abuse are targeted at work, and 86 % say it impacts their performance. The cost to the UK economy is estimated at £ 14bn annually in lost output. A moral and business imperative.
What are the key things employers can do right now? 1. Have a clear policy – Free templates like Sharon’ s Policy are a great starting point.
2. Train managers to spot signs and respond appropriately. Free accredited training is available from the Survivor’ s Trust.
3. Join the Employer’ s Initiative on Domestic Abuse to raise awareness, show commitment and access a wealth of free resources.
4. Support pregnant employees. Abuse often starts or escalates in pregnancy. Build in questions about domestic abuse to routine touchpoints such as pregnant worker risk assessments, keeping in touch days and return to work meetings.
5. Consider your workplace culture. Do people feel able to raise concerns? Creating psychological safety is something we incorporate into our management masterclasses and is essential for building an environment where individuals feel safe to disclose.
How should employers handle a disclosure? Listen without judgement, believe the person, thank them for trusting you, and know where to signpost help. Download details of national and local resources from our website. Visit: krhrconsultancy. co. uk / news /
Final message for Wiltshire businesses ahead of Domestic Abuse Awareness Month? Use October as your moment to act and raise awareness. You may never know whose life you’ ve changed – or saved – by making your workplace a place of safety and support.
MANAGEMENT MASTERCLASS:
Join us for an exciting interactive workshop where you ' ll learn the latest people practices to take your team ' s performance to the next level.
“ Thank you for a great, informative day. Both practical and engaging. I feel much more
confident."
“ We had a great day filled with learning, laughs, and valuable lessons.”
People practices to transform team performance
Wed, 15th October
WorkShed
09.30- 16.00 Swindon
Kathryn Fairlie
Trainer
RECRUITING & RETAINING TALENT |
MASTERING DIFFICULT CONVERSATIONS |
MAXIMISING PERFORMANCE |
CREATING A PSYCHOLOGICALLY SAFE WORKPLACE |
Secure your place now!
Email kathryn @ krhrconsultancy. co. uk
16 www. tbeswindonandwilts. co. uk