Recognizing Domestic Violence Awareness Month: Guidance for Employers

As October marks Domestic Violence Awareness Month, it’s an important time to reflect on how this critical issue extends beyond the home and into the workplace. Domestic violence doesn’t exist in isolation, and its impact can significantly affect employees’ well-being, safety, and productivity.

Rachel Ablin, our firm’s founder, has a unique insight into this issue through her work on the board of SHALVA, an organization dedicated to supporting individuals experiencing domestic abuse.

Rachel’s experience has taught her that employers need to recognize the role they play in creating a safe environment not only for victims of domestic violence but their coworkers as well. As a workplace investigator and attorney, she believes that every employer has a responsibility to be informed and proactive when it comes to domestic violence.

How Employers Are Impacted by Domestic Violence

Domestic violence doesn’t always stay at home; it can infiltrate the workplace, affecting not only victims but also the entire organization.

Employees who are victims of abuse may suffer from absenteeism, reduced productivity, and emotional distress. Abusers may attempt to stalk or harass their victims at work, potentially leading to increased workplace violence, including, in extreme cases, shootings or other dangerous incidents.

Employers who recognize the signs and offer support can help mitigate these risks while fostering a culture of empathy and safety.

Key Considerations for Employers

Employers are in a unique position to support employees who may be experiencing domestic violence. Here are some crucial steps to consider:

1. Recognize the signs. Look out for indicators that an employee may be dealing with domestic violence. These can include unexplained injuries, frequent absences, decreased productivity, or unusual anxiety about leaving the workplace.
2. Develop clear policies. Establish and communicate workplace policies that address domestic violence, offering guidance on how to support employees in need. These policies should include safety measures, leave accommodations, and non-discrimination provisions.
3. Offer resources and support. Provide employees with access to local and national resources, such as domestic violence hotlines or shelters. Partnering with organizations that specialize in handling domestic violence can offer employees confidential access to expert support.
4. Ensure confidentiality. Privacy is crucial. Employees need to know that any disclosures they make regarding domestic violence will be handled with the utmost confidentiality.
5. Train Managers. Equip supervisors and HR personnel with the tools to respond appropriately to domestic violence situations. This includes understanding the legal protections available to victims and how to handle disclosures sensitively.

Navigating Legal Obligations and Providing Support

Employers should be aware that several states have laws in place to protect employees experiencing domestic violence. These laws may require companies to provide victims with time off for court appearances and counseling.