{"id":17819,"date":"2022-03-17T10:12:43","date_gmt":"2022-03-17T10:12:43","guid":{"rendered":"https:\/\/blogs.dlapiper.com\/beaware\/?p=17819"},"modified":"2022-03-17T10:15:06","modified_gmt":"2022-03-17T10:15:06","slug":"domestic-abuse-providing-support-and-empowering-employees","status":"publish","type":"post","link":"https:\/\/blogs.dlapiper.com\/beaware\/domestic-abuse-providing-support-and-empowering-employees\/","title":{"rendered":"Domestic abuse: Providing support and empowering employees"},"content":{"rendered":"

Employee wellbeing: Life events – Are you an employer of choice?<\/strong><\/p>\n

This final article in our Employee Wellbeing series focuses on the issue of domestic abuse \u2013 brought sharply into the spotlight by the impacts of the COVID-19 pandemic lockdowns – and why this is an area in which employers need to be fully informed and have in place appropriate employee support and safeguards.<\/p>\n

What is domestic abuse?<\/strong><\/p>\n

Domestic abuse is pervasive and cuts across lines of income, class and culture. It occurs between two individuals who are personally connected to each other and includes, but is not limited to, physical harm. It can also comprise coercive control; economic abuse, whereby a victim\u2019s financial independence is restricted, or employment interfered with; physiological control by means of gaslighting or controlling social interactions; and cyber harassment.<\/p>\n

While it is predominantly females who experience domestic abuse – with 25% of women in the UK experiencing domestic violence – men too can be affected[1]<\/a>. Reports indicate that as many as 15% of men in the UK have been subjected to abuse, with many more reluctant to speak up.[2]<\/a><\/p>\n

Why should employers provide support?<\/strong><\/p>\n

Employers are not experts and cannot solve issues of domestic abuse single-handedly; however they can play an important role. Employers are well-placed to help identify problems, escalate them where necessary, and empower employees to seek help.<\/p>\n

Beyond the ethical considerations, there are also clear commercial reasons for employers to have in place a comprehensive strategy for supporting employees affected by domestic abuse.<\/p>\n

Businesses in the UK lose around \u00a3316,000,000 annually from absences caused by domestic abuse.[3]<\/a> Productivity can also be impacted, with a high number of individuals experiencing domestic abuse reporting that their ability to work has been affected.[4]<\/a> By recognising that this is more than a social issue, companies can reduce absenteeism, promote a healthy work environment, and build a more resilient and sustainable workforce.<\/p>\n

The legal position<\/strong><\/p>\n

While there are currently no legal obligations on employers to specifically support employees who are suffering domestic abuse, a recent BEIS report entitled, \u201cWorkplace support for victims of domestic violence\u201d has highlighted the government\u2019s intention that employers should take an active role in this space.[5]<\/a> Further legislative steps could therefore be taken in the future.<\/p>\n

There are also a number of current legal duties that may be relevant, which include:<\/p>\n