How Workplaces Can Support Employees Who Are Victims or Survivors of Domestic Violence

By Christine Murray

Safe, stable employment can be a true lifeline for many victims and survivors of abusive relationships. A supportive workplace full of kind coworkers can be a safe haven for a victim who is used to being belittled, threatened, and hurt in their home. And, a consistent paycheck that provides a living wage can offer financial security to help a victim plan to leave an abusive relationship, as well as to help a survivor rebuild their life after the relationship ends. 

Unfortunately, however, many employers fail to provide a safe, supportive workplace that is responsive to the unique needs of victims and survivors. Sometimes, this is due to a lack of awareness about the dynamics of abusive relationships and the steps that employers can take to support victims and survivors. In other cases, employers allow toxic, perhaps even abusive, workplace cultures to flourish. In unhealthy workplace environments, the stress and trauma that victims and survivors can be multiplied. 

Thankfully, there’s been growing attention in recent years to the topic of how employers can address domestic violence. Organizations like Cornell Law School and the Workplaces Respond to Domestic and Sexual Violence National Resource Center are leading the way in creating model policies and resources that employers can adopt. If you are an employer, know that you don’t need to start from scratch if you’re interested in taking steps to address domestic violence within your workplace, and these resources can offer a helpful starting point.

In addition to tapping into existing resources, below are some practical strategies that employers can use to better support victims and survivors who work within their organizations.

1. Provide regular, up-to-date training to anyone in a supervisory or management role.

Supervisors and managers need to be equipped with the knowledge to recognize the signs of abuse and the appropriate steps to take when they suspect an employee may be in danger. Regular training ensures they are aware of best practices and legal obligations, helping them create a supportive and safe work environment for those who may be impacted by domestic violence.

2. Place informational resources about the signs of an abusive relationship and resources available for support (e.g., the National Domestic Violence Hotline and local victim service agencies) in visible places that are accessible to all employees.

Posters, brochures, or even an internal website page offering information about domestic violence can provide employees with discreet access to life-saving resources. Visible resources serve as a reminder that the workplace is supportive and prepared to help, offering victims essential information without needing to ask for it directly.

3. Implement family-friendly workplace policies and allow for as much flexibility as possible with schedules during times of crisis or schedule demands related to the abusive relationship (e.g., court cases).

Survivors of abuse often face significant disruptions to their daily lives, such as attending court hearings, seeking counseling, or finding safe housing. Flexible scheduling, paid leave, and other family-friendly policies can provide the necessary support for employees to manage these demands without risking their employment or financial stability.

4. Have “safe people” who employees can turn to when they are going through difficult life experiences, such as mental health challenges or an abusive relationship.

It’s important for employees to know there are trusted individuals within the organization who they can approach for support, whether it’s someone in HR or a designated staff member trained in handling sensitive situations. Sometimes, employees may not feel comfortable talking to their immediate supervisor, so offering multiple options is important. It’s also important for employees to understand the privacy and confidentiality terms of any sources of support they may reach out to, including HR or an Employee Assistance Program (EAP). 

5. Foster a safe, positive workplace culture because you never know what people may be going through at home.

A respectful, non-judgmental, and supportive workplace culture can make a significant difference for survivors of abusive relationships. When the workplace is a safe and stable environment, it can be a source of relief and affirmation for employees who are dealing with trauma in their personal lives. Cultivating kindness and understanding in everyday interactions can have a far-reaching impact on those who need it most.

Conclusion

Workplaces have the potential to be places of empowerment and support for victims and survivors of domestic violence. By implementing thoughtful policies, providing accessible resources, and fostering a culture of compassion and understanding, employers can create a lifeline for those in need. 

The journey of healing from an abusive relationship is complex and often long, but when workplaces become supportive environments for survivors, they can be part of the solution. Every step an employer takes to support their employees in these difficult situations can make a powerful difference and ultimately contribute to a safe, supportive workplace climate.