Our Training for HR and Management can support you to navigate many of the scenarios you may encounter but a robust policy is a crucial starting point. There has been much progress in recent years with the development and implementation of domestic abuse policies and our colleagues at domesticabuseeducation.co.uk provide some excellent templates to support you with getting a DA Policy off the ground.
Government guidance
The below advice is from the government’s Workplace Support for Victims of Domestic Abuse Report[i] published Jan 2021. It sets out some of the recognised good practice with regards to DA policies in the workplace. This list is not exhaustive:
· A comprehensive domestic abuse policy sets out signs of domestic abuse, roles and responsibilities, education and training, steps to ensure safety in the workplace, as well as what the employer can practically offer in terms of financial assistance, flexibility and paid leave
· The practical support offer to employees, with frequently mentioned measures which can be helpful including:
· paying salaries into separate accounts
· additional financial assistance
· access to counselling or other health-related services
· access to time and space within work to make calls and other arrangements as well as flexibility and time out of work
· employers could also take steps to ensure safety in and around the place of work, such as informing security, providing safe parking spaces, accompanying to buses or trains, and ensure that information about the employees whereabouts is not accessible (for example, listing members of staff on websites)
We are happy to discuss your needs. Please contact us to arrange a free consultation.
[i] Workplace support for victims of domestic abuse: review report (accessible webpage) - GOV.UK (www.gov.uk)
Domestic Abuse Policy Development
Every workplace is different so domestic abuse policies should be tailored to your organisation. Home and hybrid working are more common than ever making tackling domestic abuse more complex.
As a senior member of staff, HR officer, mental health first aider or manager, you may encounter a variety of domestic abuse related situations. Your DA policy can be your foundation.
Common Scenarios:
- A colleague is concerned about their fellow colleague’s wellbeing and approaches you for advice.
- A victim / survivor of abuse approaches you directly seeking support.
- The person being harmed and the one using harmful behaviour both work within your company.
- You are concerned for the wellbeing of an employee but you aren’t sure if it is domestic abuse related.
- An employee approaches you describing difficulties at home and that they have been “fighting” with their partner.
However, many policies do not incorporate a response to those using abuse or are concerned about their behaviour. If they do they tend to be of a disciplinary nature or recommend signposting to local support which is often a postcode lottery. A core belief of DAWS is:
“we need to be encouraging those using harmful behaviour to recognise it, understand it and stop it”
This does not mean that disciplinary action should not be taken when it is appropriate or necessary to do so. But the workplace is also an opportunity to encourage people to access support and reflect on their behaviour before things spiral.
Where your company already has a domestic abuse policy we are happy to review this and work with you to incorporate a thorough response to those using abusive behaviour. Should you not have one at all then we can work with you to create one that considers your working environment e.g office based, home working or hybrid.