Domestic abuse affects more employees than many organisations realise. One in four women and one in six men will experience it in their lifetime, yet it remains an issue often hidden behind shame and fear.
For many victims, work offers respite away from what’s happening at home; for others, their abuser intrudes on their professional life with phone calls, messages, threats and even physical presence.
This is not just a personal tragedy; it is a critical workplace wellbeing and organisational risk. Research shows that 75% of people experiencing domestic abuse are targeted at work, contributing to a financial impact of £14 billion to the UK economy each year. Businesses alone carry an estimated £316 million annually in lost productivity, absenteeism, and associated costs.
When Work Isn’t a Safe Space
Abusers increasingly use digital and physical tactics to maintain control of their partner throughout the working day. Persistent messages demanding immediate replies, intimidation over missed calls, or unexpected visits can leave an employee distressed and unable to focus.
Some perpetrators also attempt to actively sabotage work performance by disrupting morning routines, so the victim is repeatedly late, instigating emotional conflict before key meetings, or even fabricating allegations to damage their partner’s credibility at work. For the individual, the workplace becomes a place of additional fear. For HR teams, the repercussions are visible: performance dips, increased absences, and employees withdrawing from colleagues or responsibilities.
The Organisational Impact
The cost to businesses extends well beyond productivity. Employees enduring domestic abuse often struggle with concentration, motivation and emotional regulation – factors that naturally affect output and engagement.
There is also a wider cultural impact. When colleagues witness someone visibly struggling, even without knowing the cause, morale can drop and team dynamics can shift. HR may see rising interpersonal tensions, unexplained conflict or disengagement across teams.
A lack of support for employees facing domestic abuse also poses a significant reputational risk. Not just internally, but in today’s world, stories of poor employer responses travel quickly and can affect talent attraction, retention, and public trust.
Conversely, organisations that respond with empathy, flexibility and clear processes strengthen their employer brand and reinforce a culture of safety and trust. This creates workplaces people want to join and stay in.
Building a Safe and Supportive Culture
Supporting someone experiencing domestic abuse requires sensitivity, consistency and well-established protocols. HR and line managers need to understand the signs to look out for, recognising that abuse is not always physical. Behavioural changes, frequent unexplained absences, visible anxiety or sudden performance deterioration may all be key indicators.
Creating psychologically safe spaces is vital. Employees must feel comfortable enough to approach their manager, HR or a trusted colleague without fear of judgement or escalation.
A comprehensive organisational response should include:
1. A clear, accessible domestic abuse policy
A published policy signals that the organisation acknowledges the issue and has supportive processes in place. This should outline:
- how employees can seek help
- the organisation’s confidentiality commitments
- the practical support available
- referral routes to specialist services
2. Training for managers and HR teams
Leaders must be equipped to spot warning signs, respond compassionately and understand what support mechanisms exist. This includes knowing how to signpost to professional services who can provide expert advice.
3. Flexible working options for safety
Adjustments to an individual’s working day can offer crucial breathing space. This may include flexible hours, temporary changes to work location, or understanding last-minute absences for appointments related to the abuse.
4. Practical safety measures
Simple operational changes can significantly increase an employee’s safety:
- controlling what information is shared with external callers
- procedures for unexpected visitors
- allowing alternative contact details
- adjusting parking, entry points or security alerts where needed
5. Financial and logistical support where appropriate
Finances often trap victims in abusive situations. Employers may be able to offer emergency financial assistance or salary advances. They could also consider redirecting a salary into a safe bank account or supporting the victim with relocation costs or housing deposits. As financial worries can be one of the biggest barriers to leaving a volatile situation these steps can be life changing.
Culture Matters Most
Policies only work when embedded in a culture of empathy, trust and confidentiality. Employees who feel supported at work are more engaged, more loyal, and more productive. HR leaders have a powerful opportunity to create environments where victims are believed, protected and able to seek help safely.
Sadly, fewer than 5% of UK businesses have a domestic abuse policy in place. To help improve this, I recently launched personalised domestic abuse policies and training for organisations looking to support staff. We work together to develop a plan that works for their workforce, ensuring that employees feel safe, secure and able to come forward.
Domestic abuse is a workplace wellbeing issue and a moral responsibility. For employers committed to creating psychologically safe organisations, this support is not optional. It is essential.
Cheryl Sharp
Cheryl is a mum of four from Essex and after leaving school with few qualifications she settled into being a mum and wife at a fairly young age. However, her marriage became abusive and her self-esteem which was already low – plummeted. Realising enough was enough, Cheryl knew she needed to get out of the situation, but with two young children and no financial stability, she had to take action.
She retrained, started her own accountancy firm and fast forward 10 years, she is now championing more support for DA victims in the workplace. Through mentoring, Cheryl also helps other women who have escaped DA, empowering them and equipping them with the skills and confidence they need to become financially secure and able to support themselves. She also speaks to other businesses and employers about how to spot signs of DA in their workforce, what to do if you suspect DA and how to offer support to that person.