Nearly nine out of ten workers experiencing domestic abuse report that it directly impacts their work performance. Domestic abuse is not just a personal issue; it is a critical workplace health and safety concern affecting millions of employees across the UK.
It is estimated that around 1 in 3 women and 1 in 5 men in the UK will experience domestic abuse during their lifetime, with some studies suggesting the true figures may be even higher. These are not just statistics; they represent real people whose safety, well-being, and ability to work are affected every day.
Understanding Domestic Abuse in the Workplace
When we think of workplace health and safety, we often imagine hazards such as wet floors, heavy machinery, or ergonomic risks. But one hazard is far less visible, yet equally serious: domestic abuse.
Domestic abuse takes many forms, including coercive control, emotional manipulation, psychological abuse, financial restriction and digital harassment. Physical violence is only one part of a much wider pattern of behaviour designed to exert power and control.
These impacts do not stay at home. They follow people into the workplace.
A partner or ex-partner may:
- Make repeated calls or send messages during working hours
- Turn up unexpectedly at the workplace
- Monitor movements or communications
- Interfere with transport or finances
Even without physical presence, the psychological impact can be significant. Stress, anxiety and trauma can affect concentration, decision-making and overall mental health.
Safety Risks at Work
Employers have a duty to provide a safe working environment. Domestic abuse can compromise this in several ways:
- Direct physical risk
Threats or harassment at the workplace can endanger both the individual and their colleagues. - Psychological risk
Ongoing trauma can lead to burnout, mistakes or accidents - Operational impact
Absenteeism, presenteeism and reduced productivity affect teams and business performance.
Research shows that a significant number of people experiencing domestic abuse are also targeted at work, reinforcing the need for employers to recognise this as a workplace issue, not just a personal one.
The Legal and Business Responsibility
Employers have a legal duty of care. Statutory guidance linked to the Domestic Abuse Act 2021 makes it clear that organisations should consider the impact of domestic abuse as part of this responsibility.
There is also a clear business case.
Domestic abuse costs UK businesses millions each year through lost productivity, absence and staff turnover. But beyond financial impact, there is a moral responsibility to create environments where employees feel safe, supported and able to seek help.
For many victim-survivors, the workplace may be the only place they can safely speak up.
Creating a Safe and Supportive Workplace
Proactive measures can make a meaningful difference:
- Develop a clear domestic abuse policy with safe reporting pathways
- Offer flexible working arrangements where needed
- Train managers to recognise signs and respond appropriately
- Provide access to specialist support services
Education is key. When managers and colleagues understand what to look for and how to respond, they are far more confident in supporting someone safely and appropriately.
More Than Policy
A policy alone is not enough.
Real impact comes from combining policy, training and workplace culture. When organisations take a joined-up approach, they create environments where people feel believed, supported and able to access help when they need it most.
Conclusion
Domestic abuse is not just a private matter. It is a workplace health and safety issue.
By recognising the risks and taking action, employers can protect not only productivity, but also people. A workplace that understands domestic abuse is safer, more compassionate and better equipped to respond.
Because while we cannot always prevent abuse from happening, we can change what happens when someone finds the courage to speak up.
