WHEN DOMESTIC VIOLENCE ENTERS THE WORKPLACE
Chances are you employ someone who is a victim of domestic violence. It becomes an employer concern when domestic violence enters the workplace.
According to government statistics, there are as many as 40,000 incidents of on-the-job violence in which victims knew their attackers intimately. More than 70% of human resources and security personnel surveyed reported an incident of domestic violence in their workplace.
These events cost businesses millions of dollars a year by endangering co-workers, disrupting workflow, and leading to vandalism and property damage, and they can lower productivity for affected employees because of higher rates of depression, absenteeism, and substance misuse.
Consider the legal implications: federal and state laws generally require employers to provide a safe workplace. If you are aware of a domestic violence threat and fail to act, you could face costly liability if there is an incident.
For more on how workplace violence affects companies and risk management, see Workplace Violence and Its Impact.
Signs supervisors should watch for
According to the Family Violence Prevention Fund, supervisors are often among the first at work to learn that an employee is a domestic violence victim. Train supervisors to look for these possible signs:
- Unexplained bruises or injuries that don't match the reported cause
- Wearing inappropriate clothing that might be covering injuries
- Appearing distracted, upset, or depressed at work
- High rate of absenteeism
- Repeated, upsetting phone calls at work
Supervisors who notice any of these signs should speak privately with the employee, explain what they've observed, refer the employee to company or community support, and report the situation to management and security personnel as appropriate.
Basic security steps employers can take
To help safeguard employees and reduce the risk of domestic incidents on the job, consider implementing practical security and support measures:
- Encourage employees to notify supervisors about abuse, stalking, restraining orders, and related risks, and to provide photos of potential attackers to security staff.
- Create a buddy or escort system to accompany at-risk employees to and from parking areas or public transportation.
- Provide a portable alarm the employee can activate if confronted at work.
- Offer counseling services or direct employees to community resources and support organizations; employers may find useful guidance in Health and Safety in the Workplace.
- Enforce procedures that limit unauthorized access to the workplace, such as photo IDs, visitor sign-in, and escorted access.
- When feasible, transfer threatened employees away from front-line customer areas to back offices or other worksites until the situation is resolved.
- Adjust work schedules or grant leave if an employee needs time for medical care, legal matters, court appearances, counseling, or relocation; consult your organization's workplace violence policy when considering discipline or removal of an attacker from the premises.
Document threats, complaints, and the actions you take to protect employees. For specific coverage or policy questions, talk to an agent.
Frequently Asked Questions
What should I do if an employee tells me they are being stalked by a partner?
Listen privately, take the concern seriously, document the report, and refer the employee to workplace support or community resources while coordinating with your security team.
Can an employer refuse to let a threatening person onto company property?
Yes, employers can restrict access to protect employees, but follow company policies and local laws and document the rationale for restricting access.
Should supervisors confront the suspected abuser if they spot them at work?
No. Supervisors should avoid direct confrontation and instead contact security or law enforcement if there is an immediate threat.
What records should employers keep when handling domestic violence situations?
Keep confidential records of reports, safety plans, notified personnel, and any accommodations or schedule changes made for the employee.