Five Compelling Reasons Why Employers Should Address Domestic Violence 

Domestic violence can adversely affect the well being and productivity of employees who are victims, as well as their co-workers. Effects of domestic violence in the workplace include increased absenteeism, staff turnover and health care costs as well as reduced productivity. 

Employers face numerous human resource concerns, with limited time and money. Often a decision to focus on a specific problem is not made until the problem becomes significant and costly. Historically, problems with a social stigma are less likely to receive attention, as both employers and employees may be reluctant to acknowledge that these problems exist.

Domestic violence was a hidden concern that did not show up on the public's radar screen until relatively recently. Some employers are addressing it, but many more are not. The following are five compelling reasons that employers should take action on this issue.  

Reason 1. Domestic violence affects many employees.

• It is estimated that one in five women and one in nine men will experience domestic violence in the course of their lifetime ¹
• 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. ²

Reason 2. Domestic violence is a performance and productivity concern.

• Domestic violence can result in deterioration in an employee’s performance, increased absenteeism or poor timekeeping, threatening job prospects and job security. ³
• People experiencing domestic violence are especially vulnerable once they attempt to leave abusive partners and may become vulnerable going to or from work or while they are at work as the abuser knows where they can be located. 

Reason 3. Domestic violence is a management issue.

• Employers have a duty of care under the Health and Safety at Work (NI) Order 1978 to ensure, as far as is reasonably practicable, the health and safety of employees.
• The Management of Health and Safety at Work Regulations (NI) 1992 also requires employers to assess the risks of violence to employees’ ad make arrangements for their health and safety by effective planning, organisaton and control.

Reason 4. Taking action in response to domestic violence works.

• After participating in domestic violence training at a factory, the rate of employees asking for workplace counseling services for domestic abuse problems was 14 times what it had been prior to the training.⁴
• When a sample group of 40 abused employees at the factory began using the domestic abuse counseling services, their average absence rate was higher than the factory’s average absence rate. After using counseling services, the abused employees reduced their absenteeism rates to normal.⁵

Reason 5. Employers can make a difference.

• Numerous businesses, government agencies and domestic violence experts are already addressing domestic violence, with great success. You can make a difference in your workplace and in the lives of employees who are facing abuse.

Information on Domestic Violence in the  workplace training can be found here.

Self assess your workplace practice – undertake our short checklist

Notes

1. NI Crime Survey 2003/4
2. Walby and Allen, 2004
3. Developing a Workplace Policy on Domestic Abuse: Guidance for employers NIO 2006
4. Urban, B.Y. (2000). Anonymous Foundation Domestic Abuse Prevention Program Evaluation: Final Client Survey Report. Chicago, IL: The University of Illinois at Chicago. Contact byurban@aol.com.  
5. Ibid.