• Twitter
  • Facebook
  • Home
  • Exit this website NOW
Safe Ireland
  • Home
  • Get Help
    • Where to find help
    • Safety Information
    • Understanding domestic violence
    • What types of support are available?
  • Get Involved
    • Why should I get involved?
    • How to fundraise and donate
    • What can I do as an employer?
    • Events
    • Our Campaigns
  • About
    • Our mission
    • Impact of our work
    • What we do
    • Our team
    • Transparency
    • Media Information
  • Summit
    • Safe World Summit 2018
    • Speakers 2018
    • Safe Ireland Summit 2016
    • Speakers 2016
    • Contributions
  • Donate
  • Search
  • Menu
  • What can I do as an Employer?

One in three Irish women experience domestic violence. So as an employer, domestic violence should concern you: it’s probably affecting your employees and your business.

Domestic violence affects personal safety and wellbeing and it is costing your business through absenteeism and loss of productivity. It is important that you are proactive in your response to domestic violence. Below you will find guidelines that will help you recognise domestic violence and respond to it appropriately.

All day

The impacts of domestic violence do not subside during the hours of 9 – 5. The effects of living with abuse permeate every facet of a person’s life, including work. Domestic violence disrupts a person’s ability to work well at a time when they need an income.

Absenteeism

Victims of domestic violence may miss work as a result of illness or injury. Or, because they have to appear in court or at other appointments. Perpetrators may also try to sabotage their partner’s work by limiting their access to transport to get to work. Or for example, by hiding her uniform.

Productivity

At work, victims of domestic violence may lack concentration, be anxious or stressed. They are likely to suffer from low self esteem, a lack of self-confidence or depression. This significantly affects performance levels.

Domestic violence in the workplace

Often violence will continue during work hours. Perpetrators may send threatening messages or call constantly to harass their victim. They may turn up at the workplace, which then becomes a health and safety issue, not only for the victim, but also for other employees.

What can I do as an employer?

It is important that the workplace is a safe and supportive environment. This will encourage women, who are experiencing domestic violence, to feel comfortable enough to come forward. The following guidelines will help you create this type of environment.

Signs of Domestic Abuse

Possible signs of domestic abuse may include:

  • Arriving late to work or high absenteeism without explanation
  • Uncharacteristic depression, anxiety, distraction or problems with concentration
  • Changes in the quality of work performance for no apparent reason
  • Receiving repeated upsetting calls/texts/emails
  • Being obsessed with time
  • Needing regular time off for appointments
  • Inappropriate or excessive clothing or make-up
  • Repeated injuries or unexpected bruising or explanations that do not fit the injuries
    sustained
  • Working increased hours for no apparent reason
Creating Workplace Awareness of Domestic Abuse

Consideration should be given to the following:

  • Routinely reminding all staff never to divulge personal information about employees to callers.
  • Providing information and leaflets on domestic abuse to employees.
  • Including articles about domestic abuse in the company’s newsletter and publications.
  • Making people aware of helpline numbers e.g. displaying posters in prominent locations;
    putting “helpline” stickers on the back of toilet doors; including the helpline numbers in payslips.
  • Ensuring that key staff receive training to enable them to recognise and respond appropriately to
    suspicions and/or disclosures of domestic abuse.
  • Inviting specialist services into the workplace to speak to staff as part of a health awareness
    programme or as a volunteer/fundraising initiative by staff.
Respond to Disclosures of Domestic Abuse

It takes courage to disclose information about domestic abuse and it can be traumatic. However
this may be alleviated if the employer takes the disclosure seriously, believes what is said and
follows the guidelines set out below:

  • Create an environment where employees feel safe and able to talk about issues that are affecting them.
  • Choose a private place to talk – a quiet place away from others.
  • Be attentive and listen carefully. Give the employee time to say what she wants.
  • Be reassuring and do not blame or judge. Reassure her that she is not to blame for whatever has happened.
  • Do not ask leading questions or make suggestions. Let her speak in her own time. Do not stop her recalling significant events but do not make her repeat the story unnecessarily.
  • Do not offer advice under any circumstances or attempt reconciliation but rather provide details of the support services that are available.
  • Do not over-react. Be aware of your own feelings and remain calm. An overly emotional response can silence the person disclosing.
  • Do not recommend couple counselling – this can be very unsafe where there is domestic abuse.
  • Managers should make a managerial commitment rather than a personal commitment to help a member of staff resolve any non-work issue.
  • The Confidentiality Policy of the company should be applied to all disclosures of domestic abuse.
Employer Resources

The information in this table has been adapted from the following sources. Please click the links below to view the full documents.

  • HSE Employers Guidelines on Domestic Abuse
  • ICTU Domestic Abuse Guidelines

Be informed

Find out more about the range of support services available

  • Why should I get involved?
  • How to fundraise and donate
  • What can I do as an employer?
  • Events
  • Our Campaigns
    • Man Up
    • Face Up to Domestic Violence
    • Safe Homes Safe Communities
Exit Website Now

You can click this button at any time to leave this site.

Latest Press Releases

  • Working for Safer Homes and Safer Communities – Coercive Control Expert Evan Stark to Visit Ireland in December 2018November 21, 2018 - 4:59 pm
  • Change will only start when we believe women who report violence, says Safe Ireland on eve of international SummitOctober 21, 2018 - 7:00 pm
  • Safe Ireland Says There is An Urgent Need for Stronger Sentencing for Partner Violence As Provided in new DV ActOctober 16, 2018 - 5:47 pm
  • Domestic Violence Costing the Economy More than Previously ThoughtOctober 4, 2018 - 12:19 pm
  • Applications for bursaries to attend the Safe World Summit now openOctober 2, 2018 - 3:07 pm

Main Funders:

  • Home
  • Get Help
  • Get Involved
  • About
  • Summit
  • Blog
  • Policy & Publications
  • Media Information
  • Press Releases
  • Links
  • Donate
  • Contact Us
  • Sitemap
  • Privacy
  • Terms
  • Cookies
  • Exit Website
Together for Yes

Safe Ireland National Social Change Agency CLG trading as SAFE IRELAND, is a company limited by guarantee not having a share capital, registered in Dublin, Ireland with registered company number 291205. Safe Ireland National Social Change Agency CLG is a registered charity with CHY number 13064.

© Safe Ireland
  • Twitter
  • Facebook
We use cookies to ensure that we give you the best experience on our website. If you continue to use this site we will assume that you consent to receive all cookies on this website.OkRead more
Scroll to top