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 training@leewaynwa.org.uk 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.