Domestic Abuse and the workplace. What HR needs to know and do

Domestic abuse is increasingly being recognised as a workplace issue, not just a personal one. For HR teams, the challenge isn’t awareness, it’s knowing how to respond consistently, confidently, and in a way that balances compassion with duty of care.

In this guide, Kelly Armitage, Technical HR Consultant at AdviserPlus, explores how domestic abuse can present at work, the risks for employers, and the practical steps HR teams can take to support employees while strengthening organisational resilience.

Why is domestic abuse is becoming a workplace issue for HR

For some employees, the workplace could be the safest place they enter all week. That reality alone makes domestic abuse and the workplace a core responsibility for HR, particularly given it is estimated to affect up to 1 in 5 adults (NCDV). When employees are affected by domestic abuse the signs can show up at work; absenteeism or presenteeism, stress, reduced concentration or physical injuries, which are all areas that sit firmly within HRs remit.

Alongside this there has been a broader societal shift over the last decade, as the taboo around mental health has been eroded, making space for conversations about other issues once considered too personal for the workplace.

Why HR and managers are often the first to notice the signs

This remains a core responsibility for HR because domestic abuse is fundamentally a human issue that manifests in human behaviour. Managers and HR teams are often the first to notice subtle changes in demeanour, performance or attendance because they’re interacting with employees day to day. In many cases, the workplace may be the only consistent point of contact someone has outside the home.

What practical steps can HR teams take when an employee discloses domestic abuse?

The first point of contact when an employee discloses domestic abuse is usually to their line manager. Managers are usually seeing or at least speaking to their employees daily, so equipping them with the skills to hold these difficult and personal conversations is key. Many well-meaning managers are unsure of what to say in these situations out of fear of overstepping or prying simply because they’ve never been taught how to respond. Trauma-informed training and clear policies give them the confidence to handle disclosures calmly, protect confidentiality, and follow the right steps.

Equipping managers to handle disclosures with confidence

Educating employees on the different forms of domestic abuse is key to allowing everyone to spot the signs and risks; including those who have, or are being subjected to abuse, and may not have identified that what they are going through is considered abuse. Domestic abuse takes more forms, not just physical violence but other non-physical behaviour is also considered abuse, such as emotional, sexual, physiological, stalking and financial control.

Recognising risks within the workplace

It’s also important that training recognises that the perpetrator may, in some cases, be someone within the organisation. This means managers and employees need to be equipped not only to support disclosures, but to recognise signs of inappropriate, controlling or abusive behaviour at work and understand where to go for confidential advice or to report concerns about a colleague.

Practical support also matters. Flexible working adjustments, paid time off for appointments, EAP access, safe spaces to make calls, and signposting to specialist services can all help. Internal roles like wellbeing champions or trained first responders can give both employees and managers an extra layer of support.

Creating a culture where people feel safe to speak up

Culture sits underneath all of this. Employees are far more likely to speak up if they feel safe doing so.

HR doesn’t need to do everything alone. Domestic abuse charities and specialist organisations bring expertise most businesses don’t have in-house, whether through policy advice, training or referral pathways. Partnering with them ensures that support is compassionate, credible and aligned with best practice.

How does domestic abuse affect employee performance, attendance, and retention at work?

From an HR perspective, the impact of domestic abuse on work can present in different ways, there is no single experience, which makes it harder to spot.

When performance appears unaffected

For some individuals, work may act as a safe haven or a welcome distraction, which can mean they continue to perform well or appear unaffected on the surface. In some cases, high performance can be a way of maintaining a sense of control during an otherwise highly stressful situation.

However, HR teams often observe that many employees facing domestic abuse are struggling beneath that surface. They may be physically present at work but mentally exhausted, distracted, or under significant emotional strain, which can increase the likelihood of mistakes or reduced concentration over time.

Changes in attendance patterns

In terms of attendance, this can show up as difficulty arriving on time, increased absence, or patterns such as staying late at work to avoid going home. From a retention perspective, some employees may feel unable to contemplate a job change while dealing with high levels of stress at home. The uncertainty and additional pressure of changing roles, alongside concerns about how it might affect their personal situation, can make staying put feel like the only manageable option.

What legal and duty-of-care risks do employers face if domestic abuse is not addressed in the workplace?

If domestic abuse is not addressed in the workplace, employers can be exposed to a range of legal and duty-of-care risks. Employers have a legal and ethical obligation to take reasonable steps to protect the health, safety and wellbeing of their employees. Where there are known risks connected to domestic abuse, failing to act or respond appropriately could be seen as a breach of that duty, particularly if harm occurs that could reasonably have been anticipated or mitigated.

Legal exposure and organisational risk

There are also potential legal implications linked to employment law, health and safety obligations and discrimination risk. Inappropriate handling of disclosures, rigid application of policies or failure to make reasonable adjustments could give rise to grievances, employment tribunal claims and reputational damage. Addressing domestic abuse proactively through clear policies, training and support is therefore not only a wellbeing issue, but a critical part of managing legal risk and fulfilling an employer’s duty of care to the wider workforce.

How can organisations create a workplace culture where employees feel safe to speak up about domestic abuse?

Creating a culture where employees feel safe to speak up about domestic abuse starts with removing fear and stigma. Employees need to know that disclosing domestic abuse will be met with understanding, confidentiality and support, not judgement or unintended consequences for their role or career. Psychological safety is critical; people are far more likely to speak up when they trust that they will be listened to and taken seriously, whether they are asking for help for themselves or raising concerns about someone else.

Embedding trust through consistent action

That trust is built through consistent signals from the organisation. A clear, visible commitment to supporting employees affected by domestic abuse should be embedded across policies, internal communications and onboarding, and reinforced through leadership behaviour. Managers should be equipped to respond appropriately and signpost support, rather than feeling they need to “fix” the situation themselves. Often just being there, listening to the employee and offering that safe space and support is what they are looking for. It is important to allow the employee the space and time to decide on what steps they want to take rather than feel rushed into something they are not yet prepared to do. Regularly reviewing policies through a trauma-informed lens helps ensure they remain practical, compassionate and relevant.

Why is employer-led training critical in preventing work from becoming another point of control for abusers?

It is estimated that a significant proportion of people experiencing domestic abuse are also targeted while at work, whether through harassing phone calls or emails, controlling behaviour around attending the workplace, or in some cases the perpetrator turning up and making threats. This means the workplace can quickly become part of the abuse dynamic if the organisation is unprepared.

Employer-led training is critical because it ensures that managers and colleagues understand how domestic abuse can manifest in a work setting and know what action to take if they witness concerning behaviour or receive a disclosure.

This includes understanding that abusive behaviour may come from within the organisation, and ensuring people know how to escalate concerns safely if a colleague’s behaviour raises red flags.

Clear, consistent training helps employees recognise risks, follow agreed protocols and escalate concerns appropriately, reducing the chance of ad-hoc or unsafe responses. When everyone understands their role, the workplace is far less likely to become another point of control and far more likely to act as a source of protection and support.

From policy to practice: building confidence where it matters most

Creating a workplace where employees feel safe to speak up about domestic abuse starts with strong foundations: clear policies, confident managers, and consistent, compassionate responses when it matters most.

For many organisations, the real challenge lies in translating good intent into consistent day-to-day practice and that’s where the right support can make a real difference.

Across Empowering People Group, our teams work with employers to strengthen manager capability, embed practical policies, and provide access to specialist HR and employment law guidance when complex or sensitive situations arise. Whether it’s reviewing your approach, supporting individual cases, or equipping managers with the confidence to respond appropriately, the focus is on helping you close the gap between policy and practice. Get in touch to discuss how we can support your organisation.

If you or someone you know is affected by domestic abuse

If you or someone you know is experiencing domestic abuse, support is available. You are not alone, and there are organisations that can offer confidential advice, guidance and practical help.

National Domestic Abuse Helpline (24/7): 0808 2000 247
Women’s Aid: www.womensaid.org.uk
Refuge: www.refuge.org.uk
Respect Men’s Advice Line: 0808 801 0327
National Centre for Domestic Violence (NCDV): www.ncdv.org.uk

If you are in immediate danger, call 999.