The devastating story of Kiena Dawes [who took her own life after suffering abuse at the hands of her partner] has once again put domestic violence in the spotlight. But while most discussions focus on legal and social support, one critical aspect is often overlooked: the role of employers. Domestic abuse does not stay at home, it follows victims to work; affecting their safety, productivity, and mental wellbeing. It is time for employers to recognise their power to make a difference.
For many victims, the workplace is more than just a job, it is an escape. It is the one place where they can find support, autonomy and financial independence. Yet, domestic abuse can deeply disrupt this sanctuary. In countries such as Australia and New Zealand, employees are entitled to paid domestic violence leave, allowing them to attend court hearings, seek medical help, or find safety without financial strain. The UK, however, has no statutory requirement for such support, leaving thousands of employees in precarious situations. This needs to change.
Employers are not powerless bystanders, they have a duty to act. A strong workplace response can mean the difference between safety and continued suffering, therefore, organisations should implement clear domestic violence policies, offering paid leave, flexible-working arrangements, and confidential support services. HR teams must be trained to handle disclosures with empathy and discretion, ensuring that victims feel safe to come forward.
Creating a workplace culture where employees do not fear stigma or repercussions is key. Simple changes, such as a domestic violence policy in the employee handbook, training managers to recognise warning signs, and offering access to counselling, can have life-changing impacts. Providing emergency financial assistance or access to legal aid can further empower victims to take action.
Beyond the moral imperative, supporting employees facing domestic abuse makes business sense. Employers that prioritise employee wellbeing see improved retention, higher engagement, and better overall productivity. More importantly, they create an environment where employees know they are valued, not just as workers, but as human beings.
Domestic violence is not just a personal issue, it is a workplace concern. Employers have the opportunity and the responsibility to be part of the solution, and it is time to step up. By offering real support and fostering a safe workplace, organisations can change lives and contribute to a society where no one has to choose between their safety and their job.
Emma Gross is an employment law partner at Spencer West
