Identification of domestic abuse
Employees experiencing domestic abuse may not feel able to tell people at work of their situation or approach their manager. However, other issues may alert a manager to the possibility of domestic abuse, such as:
- frequent absence from work
- poor performance
- an employee's partner frequently contacting them at work
Managers should take this into account in considering how to deal with the situation. If they identify an underlying cause, offering support may mean that the employee can deal with their situation.
To aid managers we advise that they complete our awareness of domestic violence and abuse e-learning.
Recognising when an employee may need help
Everyone reacts to domestic abuse in different ways. We should ensure we do not rush to form a judgement or conclusion. There are warning signs that an employee is experiencing domestic abuse, such as:
- coming to work repeatedly with injuries and the reason for them does not line up with the injury
- using heavy make-up to cover injuries
- an unusual number of calls from home and strong reactions to the calls
- being late for work and needing to leave early
- not wanting to go home
- relying on their partner to bring them to work and take them home
- being secretive about home life
- being unable to mix with colleagues outside of office hours or for social events
- frequent absenteeism
- a drop in the level of their performance or productivity
- emotional reactions such as tearful, angry, depressed, nervous, confused
- their partner, ex-partner or other family member exerts an unusual amount of control over their life
- being extremely passive or aggressive
- seeming chronically depressed or depressed in cycles
- isolating themselves at work
The most important sign is that they may begin to behave in an unusual way for them.
Adjustments to working arrangements
An employee suffering from domestic abuse may need to take time off work to attend:
- counselling sessions
- legal appointments
- domestic abuse support appointments
- make alternative living arrangements
Managers will make every effort to assist an employee if they need to be absent from work.
They may allow paid time off under the special leave provisions of our leave and time off policy.
Where an appointment or time off is planned, the employee may use annual leave or flexi-time. The individual's situation will determine the length of the absence.
Reviewing employee's circumstances
Many workplace actions and safeguards are temporary.
Managers should discuss safety and review changes in circumstances with the employee at regular intervals.
Confidentiality and right to privacy
We may decide to breach confidentiality. We will only do this after careful consideration and taking specialist advice.
In these circumstances, a manager will discuss this with the employee to explain why we are doing so. We will seek the employee's agreement where possible.
We keep all records concerning domestic abuse strictly confidential. We will only share this information on a need-to-know basis. We will take any breach of confidentiality by an employee seriously and may take disciplinary action.
With domestic abuse in a same-sex relationship, we must take care to avoid the double disclosure of confidential information. We may not know about an individual's sexual preferences.