Domestic Violence in the Workplace: What Every Employer Should Know

Many people think of domestic violence as a personal issue that occurs outside of work. Still, the effects of domestic violence in the workplace are often felt during the workday, as well. That can create challenges for employees, coworkers, managers and employers, as victims of abuse may experience safety concerns, emotional distress, attendance issues and disruptions caused by an abusive partner's behavior.

In some situations, domestic violence and work become closely connected when harassment, threats or stalking extend into the workplace.

Understanding how domestic violence and the workplace intersect can help your organization create a safer environment, respond appropriately to employee concerns, and connect your workers with available resources while maintaining privacy and professionalism. Here's what to know.

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What Is Domestic Violence in the Workplace?

Domestic violence in the workplace refers to the ways domestic abuse affects employees while they're at work. While the abuse itself often occurs outside the workplace, its impact can follow employees into their professional lives.

Examples of domestic abuse in the workplace may include:

• Threatening phone calls, emails or text messages during work hours

• Repeated harassment through personal or work communication channels

• Stalking behaviors near the workplace

• Abusive partners appearing at the worksite unexpectedly

• Threats directed toward coworkers or supervisors

• Safety concerns that affect the broader workplace

In some cases, an abusive person may attempt to monitor an employee's location, interfere with their employment, or use the workplace as a means of maintaining control.

As a result, domestic violence at work can become both a personal concern for the employer and an organizational concern for your company and other team members.

How Domestic Violence Can Affect Employees at Work

The effects of workplace domestic violence often extend beyond immediate safety risks, and employees experiencing abuse may be dealing with challenges that affect their job performance, attendance and overall well-being.

Absenteeism and tardiness can be common, as employees dealing with domestic violence may miss work due to injuries, court appearances, medical appointments, counseling sessions or safety concerns.

Frequent tardiness may also occur if an abusive partner interferes with transportation or attempts to prevent the employee from reporting to work.

Ongoing threats, harassment or anxiety can make it difficult to concentrate on work tasks, as well, and your employees may spend time addressing personal crises, responding to communications from an abusive partner, or managing safety concerns.

Victims of domestic violence often experience stress, fear, anxiety, depression and emotional exhaustion, all of which can affect workplace engagement, decision-making, and interactions with coworkers.

When domestic violence at workplace settings involves stalking, threats or unwanted visits, the safety of other employees may also become a concern, and your organization may need to implement additional security measures to reduce risks.

If you have an employee experiencing abuse, they may request modified schedules, remote work arrangements, workspace relocations, or other accommodations that support their safety.

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Warning Signs Managers May Notice

As a manager, you aren't expected to diagnose abuse or investigate personal situations, but you might see changes that could show an employee is experiencing difficulties related to domestic violence and work.

Potential warning signs include:

• Sudden attendance problems

• Frequent absences or lateness

• Unexplained injuries

• Increased personal phone calls or text messages during work

• Noticeable anxiety about leaving work

• Fear or concern regarding a specific individual

• Dramatic behavioral or emotional changes

• Decreased concentration or productivity

• Visible stress or emotional distress

It's important to remember that these signs can have many causes, and you shouldn't attempt to investigate, diagnose or assume that domestic violence is happening.

Instead, focus on observable workplace concerns and follow your organization's procedures when support might be needed.

What Managers Should Do If an Employee Discloses Abuse

Employees who disclose abuse are often sharing highly personal and difficult information, and your response can influence whether your employee feels supported and safe. To help protect your employee, let them share information at their own pace.

Active listening shows your concern without forcing the employee to disclose more than they're comfortable sharing.

You should also respond professionally and avoid displaying shock, anger or panic, as a calm response helps maintain trust and encourages productive conversation.

Employees experiencing abuse may already feel embarrassed, fearful or overwhelmed, and criticism, blame or assumptions about the situation could make that worse.

Remember, you don't need complete information about an employee's personal circumstances. Instead, conversations should focus on workplace safety, available resources and organizational support, including discussing any potential workplace impacts, including security concerns, schedule accommodations or communication preferences.

Human resources can help coordinate available resources, review workplace policies and support safety planning when necessary.

Workplace Safety Considerations

When domestic violence and the workplace intersect, you may need to evaluate your workplace safety measures, including implementing visitor controls or restricting access to certain individuals when appropriate, and providing security personnel and reception staff with limited information about potential safety concerns to help monitor workplace access.

You may also want to consider escorted parking arrangements, improved lighting or modified parking assignments to help address safety risks, including ensuring clear procedures for responding to threats, harassment, or workplace violence incidents are in place.

Domestic violence situations can sometimes increase workplace violence risks, so any existing workplace violence prevention programs should include escalation procedures and reporting mechanisms that support employee safety.

Leave, Benefits and Available Resources

Employees affected by domestic violence at work may benefit from workplace resources and support programs, including employee assistance programs (EAPs), time off policies for legal proceedings, medical treatment, counseling, relocation efforts or safety planning, and Family and Medical Leave Act (FMLA) considerations.

In certain circumstances, eligible employees may qualify for leave protections under applicable laws, including situations involving mental health treatment or serious health conditions.

Local shelters, advocacy organizations, legal aid services and crisis support organizations may provide additional assistance, and your human resources department can help employees understand their available benefits, workplace policies and accommodation options.

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Why Employers Need Clear Procedures

Your organization is better positioned to respond effectively when clear procedures are already in place, including policies that address:

Manager training

Managers should understand how to recognize workplace concerns, respond appropriately and escalate situations when necessary.

Escalation procedures

Employees and managers should know when and how to involve HR, security personnel, or other designated contacts.

Documentation expectations

Organizations should establish guidelines for documenting workplace incidents, threats, or safety concerns.

Confidentiality limitations

While privacy should be respected, employees should understand that certain safety-related information may need to be shared with HR, security, or other appropriate personnel.

Consistent responses

Standardized procedures help ensure employees receive fair, appropriate, and consistent support across the organization.

Supporting Employees Affected by Domestic Violence 

As an employer or manager, you can't solve domestic violence situations for your employees, nor should you attempt to act as a counselor or investigator. However, your organization can create a workplace environment that prioritizes safety, provides support, and connects your employees with appropriate resources.

Axcet HR can help. We understand that the effects of domestic violence in the workplace can impact attendance, productivity, employee well-being and workplace safety, and employers can benefit from having clear policies, trained managers and established response procedures.

We'll help you approach these situations with compassion, professionalism, and consistency, so you can work with affected employees while reducing risk for everyone in the workplace. Let's talk about the next steps to strong policies and employee support.