Domestic Abuse: A Workplace Issue
Despite the fact that around 10% of the workforce are affected by domestic abuse and the significant cost that it has on businesses, it is not something that is often considered a “workplace issue.”
Very few businesses will have specific policies or procedures around domestic abuse and it’s probably fair to say that knowledge around domestic abuse is also patchy, particularly when it comes to spotting the signs or providing effective support for colleagues.
Leeway’s goal is to change this, supporting businesses to understand the impact that domestic abuse is having on their organisation, as well as equipping them with the knowledge and tools to support colleagues.
A key part of this is understanding what domestic abuse is and how this may be identifiable in a workplace context.
For instance, you may have noticed that an employee has suddenly started to frequently turn up to work late having previously been reliable and punctual, or maybe they start to take sick leave on a regular basis.
The instinctive first reaction might be anger or frustration, but it is important to fully understand their situation and tackle any conversations in a sensitive way.
Domestic abuse isn’t an issue that people can simply leave at home. They can’t switch it off and not worry about it again until 5pm.
As many as 75% of people are actually targeted at work, reiterating the fact that it is not a solely “home” issue that can be ignored whilst working.
Despite this, people experiencing domestic abuse are more likely to be disciplined or even lose their jobs as a result of higher levels of absence from work, poor time keeping or reduced productivity.
Not only will this have an adverse impact on someone experiencing domestic abuse, but it will also have a financial impact on your business too through recruitment costs and lost output.
Understanding domestic abuse and the impacts it has on those that experience it can go a long way to supporting colleagues affected by it, as well as reducing the costs to your business.
It may be that you make adjustments to someone’s working arrangements, providing them with greater flexibility to attend appointments or to access specialist support.
Employers have a duty of care and are responsible for the physical and emotional health and safety of employees, which should include domestic abuse.
A Bill has been put forward to introduce paid domestic abuse leave in the UK, following the lead of countries like Canada, New Zealand and Ireland.
This is landmark step forward for victims and businesses, providing a legal framework outlining businesses’ obligation to support employees experiencing domestic abuse.
Get Ahead of The Curve
With a Bill supporting paid domestic abuse leave going through parliament, it is clear that businesses have an increasingly important role to play in tackling domestic abuse – and Leeway can help you get ahead of the curve!
We provide Domestic Abuse Awareness Training which aims to equip businesses and organisations with the knowledge and ability to spot the signs of domestic abuse, whilst also being able to signpost employees or clients to access support.
This provides a great platform for your business to understand domestic abuse, the impacts that it is having on your organisation, and the role that you can play in tackling it.
We also provide bespoke sessions specifically tailored to meet the needs of your business, as well as support around updating or drafting policies around domestic abuse.
Not only does this help you to meet your duty of care to your employees, but it will also help to provide a seamless transition if new legislation around paid domestic abuse leave is introduced.
To find out more about how Leeway can support your business, email [email protected] or visit our website www.leewaysupport.org/training.
We are also running a free Domestic Abuse Training taster session exclusively for Norfolk Chambers of Commerce members! For more information about this or to book your place click here.