Employer responsibilities and information

Under the Domestic Abuse Act 2021 Guidance, Employers have an important role to play in helping victims of domestic abuse to remain in work, in the workplace itself, and to help victims access the support they need through signposting to specialist services and raising awareness about domestic abuse.

All employers need to consider what action they can take in relation to this role
and their responsibilities. Employers continue to have a pivotal role as new ways of
working in response to the Covid-19 pandemic, including home working and hybrid
working, are established.

For those experiencing abuse, the workplace can often offer a safe space and a respite away from the perpetrator. Colleagues and managers can often be the only people outside the home that victims talk to each day and are therefore uniquely placed to help spot signs of abuse.

Domestic abuse can impact on victims’ ability to access work and their career prospects. Examples of how perpetrators may prevent victims from working include through threats, causing physical injuries or restraining them. Perpetrators may also try to harass victims whilst at work, abuse or threaten their colleagues or employer, or control their income. Victims may be forced to stop working when they flee from perpetrators due to having to move area or go into a refuge

Employers have a duty of care to their employees. Legally, this means that they need to abide by relevant health and safety and employment law, as well as the common law duty of care. Employers must ensure, as far as reasonably practicable, the health, safety and welfare at work of their employees. Employers should consider the impact of domestic abuse on their employees as part of their duty of care.

As best practice, employers should develop policies to set out their approach to domestic abuse within their workforce including, for example, signposting to specialist organisations, roles and responsibilities within the organisation, any education and training available, the practical support they can offer to victims in their workforce and their approach to perpetrators in the workplace. This support offer may include access to paid leave or flexible working arrangements which can be helpful to victims in certain situations, for example, managing appointments related to domestic abuse or finding safe accommodation.

To read the full guidance please visit Domestic Abuse Statutory Guidance (publishing.service.gov.uk)

The Employers’ Initiative on Domestic Abuse (EIDA) support small and large employers to take action on domestic abuse.

It is free to join the network of member employers who are already taking action: by raising awareness among employees, supporting those facing domestic abuse, and providing access to services to help perpetrators to stop.

For more information, please visit What we do | Employers' Initiative on Domestic Abuse (eida.org.uk)

The Employers Domestic Abuse Covenant (EDAC), a commitment by businesses to support those affected by abuse to enter or re-enter the workplace. Employers are invited to sign the Covenant and identify workplace skills and opportunities for victims seeking sustainable employment opportunities. Get Involved - EDAC (edac uk.org)

Sharon's Policy

Sharon’s Policy is a FREE domestic abuse policy template, developed in collaboration with Domestic Abuse Alliance , Employers’ Initiative on Domestic Abuse and The HR Dept. This initiative has been created to assist businesses of all sizes and in all sectors, in supporting employees affected by domestic abuse.

The policy is legally reviewed and annually updated, and comes with practical guidance notes to help tailor it to any organisation’s specific needs.

For more information and to download the Policy document please visit: Sharon's Policy