One of the most distressing consequences of the COVID-19 pandemic is the increase in reports of domestic abuse. With the current lockdown arrangements likely to continue well into the spring, and the advice to work from home if possible likely to stay in force for much longer, victims of domestic abuse risk being more isolated and vulnerable than ever.
With this in mind, the Business Minister, Paul Scully MP, has written an open letter to employers encouraging them to take proactive steps to support staff who may be at risk of domestic abuse. This may be particularly challenging when staff are working remotely, but it's all the more important. Employers should bear in mind that their legal obligation to take all reasonably practicable steps to provide a safe workplace applies to remote workers as much as to staff working in the employer's premises. Likewise, employers shouldn't assume that their employees' personal lives are none of their business. Quite apart from legal obligations, there is a clear business case for providing support; domestic abuse has knock-on effects on absence levels, productivity and employee welfare, and can even have an impact on other staff, as perpetrators often harass their victims at work. It's estimated that domestic abuse costs UK employers £1.9 billion every year.
Fortunately, providing appropriate support doesn't need to be complex. First, employers can ensure that managers receive training on spotting early signs that someone may be being subjected to domestic abuse. Specialist charities such as Hestia can provide useful resources and advice on this, and many provide training. Any training should emphasise that both sexes can be victims and perpetrators of domestic abuse and that managers should avoid making assumptions based on stereotypes or personal characteristics.
Signposting employees to useful resources like an Employee Assistance Programme or specialist helplines can be very useful (again, it would be sensible to include details of specialised helplines for LGBTQ victims). Employers should make sure that these resources are readily available on the intranet/noticeboards and are provided in an appropriate format for visually-impaired staff or those who don't speak fluent English.
In some cases, staff may need time off or temporary changes to working arrangements (particularly if they need to move out to a refuge). Employers should be as sympathetic and flexible as possible. Likewise, if an employee discloses domestic abuse for the first time in the context of a disciplinary or performance management process, the employer should be open-minded and sympathetic.
ACAS has also produced useful guidance, which can be accessed here.
