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New guidance is launched yesterday to help employers manage and support employees affected by domestic abuse, which one in four women will experience at some point in their lifetime.

The guidance, developed by the Equality and Human Rights Commission and the Chartered Institute of Personnel and Development, outlines how employers should respond if an employee is affected by domestic abuse.

The guidance is designed to enable employers to develop a domestic abuse workplace policy and provides tips for managers on how to manage and support an employee experiencing domestic abuse. These small steps can include giving an employee time off to consult a lawyer, diverting telephone calls or providing a safe car park space.

The guidance is necessary because domestic abuse is a subject that managers struggle to respond to appropriately. People experiencing domestic abuse can be subject to disciplinary action and even lose their jobs because their behaviour, being late for example, is misinterpreted. A domestic abuse workplace policy will mean that  skilled and experienced staff are able to retain their jobs and feel safe and supported in the workplace.

Statistics show that:

• Domestic abuse currently costs UK businesses over £1.9 billion a year
• In the UK, in any one year, more than 20% of employed women take time off work because of domestic violence, and 2% lose their jobs as a direct result of the abuse
• 75% of women that experience domestic abuse are targeted at work – from harassing phone calls and abusive partners arriving at the office unannounced, to physical assaults.

Ann Beynon, EHRC Board Member and Commissioner for Wales, comments: “We are delighted to publish this guide in partnership with the CIPD which will have huge benefits for organisations. As Commissioner for the Equality and Human Rights Commission my aim is that every employer benefits from taking effective action in the workplace to ensure their staff experiencing domestic abuse feel safe and supported at work.

“This guidance includes low cost, common sense practical tips through to steps on developing an effective domestic abuse workplace policy. Therefore, whether a large company or one of the many SMEs there are steps you can take to help managers facilitate conversations about domestic abuse and put in place support for employees."

Ben Willmott, CIPD Head of Public Policy, comments: "The guidance makes clear that there are simple steps employers can take to respond to this sensitive issue. To a large degree this is about basic good people management involving managers listening, empathising and showing concern for employees. However it is important managers are aware of the warning signs that might suggest a member of staff may be suffering from abuse, as well as the sources of support available to victims."

Notes

Read ‘Managing and supporting staff experiencing domestic abuse’ guidance

The guidance will also be available on the CIPD website from Wednesday 10 April at:

http://www.cipd.co.uk/publicpolicy/policy-reports/supporting-employees-domestic-abuse.aspx

For more information and interview bids please contact the Equality and Human Rights Commission, Jamie Westcombe, 029 2044 7710 (mobile: 07843325231).

Below is a list of ten low cost, common sense actions businesses can take to manage domestic abuse in the workplace, with benefits for both employees and businesses.

Recognise the problem

1. Look for sudden changes in behaviour and/or changes in the quality of    work performance for unexplained reasons despite a previously strong record
2. Look for changes in the way an employee dresses i.e. excessive clothing on hot days, changes in the amount of make-up worn

Respond

3. Believe an employee if they disclose experiencing domestic abuse - do not ask for proof
4. Reassure the employee that the organisation has an understanding of how domestic abuse may affect their work performance and the support that can be offered

Provide support

5. Divert phone calls and email messages and look to change a phone extension if an employee is receiving harassing calls
6. Agree with the employee what to tell colleagues and how they should respond if their ex/partner telephones or visits the workplace
7. Ensure the employee does not work alone or in an isolated area and check that staff have arrangements for getting safely to and from home
8. Keep a record of any incidents of abuse on the workplace, including persistent telephone calls, emails or visits to the workplace
9. Put up domestic abuse helpline posters on the back of toilet doors 

Refer to the appropriate help

10. Have a list of the support services offered in your area that is easily accessible and refer employees to appropriate organisations that deal with domestic abuse.