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....
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