An employer’s role in preventing and responding to domestic violence

Domestic violence has gained significant attention in recent years due to its profound impact not only on families and friends but also on coworkers and the workplace. Shockingly, 1 in 5 workers report experiencing the effects of domestic violence at work. Employers play a crucial role in addressing domestic violence-related issues in the workplace, ensuring employee safety, fostering a supportive environment, and mitigating the risk of discrimination claims.

Have a policy and a plan

One of an employer’s top goals should be to create a work environment in which employees feel free to raise their concerns about potential violence, whether that be at the office or at home. Employers can take a big step in that direction by creating a workplace violence policy that provides clear procedures for supervisors and employees to report and respond to threatening or violent behavior. Additionally, all employers are required under the Occupational Safety and Health Act (OSHA) to provide a safe workplace “free from recognized hazards” for their employees. Sometimes, domestic violence perpetrators follow their victims to work. Therefore, a safety/evacuation plan is another essential element for employers must have to provide employees with a safe workplace.

Research conducted by the Society for Human Resource Management (SHRM) found that 83% of corporate executives believe domestic violence negatively impacts their company’s bottom line, yet only 13% of workplaces have a formal policy to address it. Creating a clear policy sends a strong message that your organization is committed to safety and provides a framework for addressing concerns. For example, if a domestic violence perpetrator follows an employee to work, having a pre-established safety plan ensures everyone knows what steps to take.

Fostering trust: How to handle sensitive employee information

If you know about any restraining orders or domestic violence situations, you can take steps to help ensure the safety of the affected employees as well as all other employees in the workplace. Currently, there are no legal restrictions on asking employees to provide information on any restraining orders or domestic violence situations they may have as part of an employer safety plan. But you should always consult with an attorney about matters of workplace violence prevention to ensure you are not violating any employee rights.

Here’s something to consider: Even if it is legally permissible to request employees to disclose information about active restraining orders or domestic violence situations that could affect the workplace, making such disclosure mandatory is generally not advisable. These situations are deeply personal and sensitive, and requiring this information could be perceived as an invasion of employees’ privacy and dignity.

Instead, it may be more effective to request the information voluntarily rather than mandating it. When doing so, approach the request with sensitivity and ensure ample confidentiality measures are in place to safeguard employees’ personal information.

Implementing a well-structured domestic violence policy can further demonstrate your organization’s commitment to supporting employees who are experiencing domestic violence. Such a policy serves as a signal that your primary intent is to protect and support employees, rather than simply identifying potential risks to the workplace. It can also help alleviate fears of retaliation, reassuring employees that their disclosures will not lead to negative consequences but instead to meaningful support and protection.

Understand state-specific domestic violence laws

Domestic violence laws vary by state, and employers must be aware of their obligations. Common requirements include:

• Providing unpaid, job-protected leave for court appearances, counseling, or relocation.
• Offering paid leave if mandated by state law.
• Protecting employees from retaliation for taking time off.

Further, several states such as California, Illinois, and Nevada allow employers to seek an order of protection against an individual to prohibit further violence or threats of violence by a person if:

• An employee has suffered unlawful violence or a credible threat of violence from the person; and
• The unlawful violence has been carried out at the employee’s place of work or the credible threat of violence can reasonably be constructed to be carried out at the employee’s place of work by the person.

Educate employees on domestic violence awareness

Training is a powerful tool for preventing and addressing domestic violence in the workplace. Consider offering:

• Regular workshops on recognizing warning signs of domestic violence.
• Information about internal policies and external resources, such as hotlines and shelters.
• Guidance for managers and people leaders on handling sensitive discussions.

Share reputable domestic violence awareness resources to further support employees

• The National Domestic Violence Hotline provides 24/7 confidential support via phone or chat.
• Futures Without Violence offers resources for workplace training and domestic violence prevention.
• Workplaces Respond to Domestic and Sexual Violence focuses on tools for employers and employees to address these issues collaboratively.

By educating employees and providing these resources and others, employers can foster a culture of awareness and support.

Offer EAPs as a safety net

Finally, consider offering a free, confidential Employee Assistance Program (EAP) to support employees and their families. EAPs serve as a vital safety net, providing resources and support during challenging times. These programs are specifically designed to address a range of issues that can impact employees’ wellbeing and workplace safety.

While the exact services offered vary by plan, EAPs typically include short-term, confidential counseling and advice for issues such as substance abuse, marital and family challenges, mental health concerns, financial stress, and other personal difficulties. By addressing these underlying problems, EAPs can help reduce stressors that contribute to workplace violence, absenteeism, and decreased productivity.

Bottom line

Addressing domestic violence in the workplace is not just a legal obligation—it’s a moral imperative. By implementing a policy, safety plan, and training program, employers can create a safer, more supportive environment. Combining these efforts with state law compliance and resources like EAPs ensures that employees feel protected and valued.

Taking these steps helps safeguard your workplace while sending a clear message: your organization is committed to the wellbeing and safety of all employees.