“If they have children, they may need to be there for their children more who will also be suffering. The employee could be suffering financially and perhaps an advance in salary may be helpful.
“Generally speaking, a listening ear would be an invaluable support, quite often the victim has not been heard in their relationship and they just need someone to listen to them. If there is a serious threat, the employer should encourage and even help the employee with contacting the police to make a report and generally ensuring their place of work is a safe space and ensure security or additional security to keep any perpetrator away.”
However Penelope* thinks there must be different protections in place.“Paid domestic abuse leave is a start – clearly there are economic and social advantages to it,” she says. “But it’s not a panacea – barely the tip of the iceberg. It needs to be a fully work-through strategy with the government mandating elements. Just think about the pregnancy penalty. Domestic abuse leave could potentially do more harm than good, once information is in the wrong hands. I’ve reported my domestic abuse situation and I became the office gossip – despite sharing confidentially to my female line manager – and I’ve also been sacked, again by a female. Knowing what I know now, I would just take annual or sick leave.”
“Domestic abuse can impact all areas of a survivor’s life, including their employment,” Abigail Ampofo, interim CEO of Refuge, also told GLAMOUR. “Paid domestic abuse leave could provide a lifeline for survivors, allowing them to prioritise their safety without fear of losing their job and financial freedom.
“With 1 in 4 women in England and Wales experiencing domestic abuse in their lifetime, it is vital that employers are aware of domestic abuse and have HR policies in place that accommodate and support survivors in the workplace. While paid domestic abuse leave is not commonplace in the England and Wales it could make an enormous difference to the wellbeing of many survivors and would represent a huge step in making workplaces across the country more accessible and supportive for survivors of domestic abuse.
“Navigating domestic abuse is incredibly difficult for survivors, and we encourage employers to put robust policies in place to support survivors in the workplace. For employers who are unsure where to start, Sharon’s Policy is a free domestic abuse policy template which is updated every year to ensure it is in line with the latest legislation.
“Disclosures of domestic abuse should be always handled confidentially and sensitively. It is essential for employers to offer flexibility and provide reasonable adjustments, including allowing the employee to have time off for their mental wellbeing and to attend appointments with support organisations, their GP, solicitors or the police.
“Employers can also signpost to Refuge’s 24-hour National Domestic Abuse Helpline, where our team of highly trained female advisors can offer support, advice and assist with safety planning.”
GLAMOUR is campaigning for the federal government to introduce an Picture-Based mostly Abuse Invoice in partnership with Jodie Campaigns, the Finish Violence In opposition to Ladies Coalition, Not Your Porn, and Professor Clare McGlynn.
In case you want confidential assist, please name Refuge’s 24-hour Nationwide Home Abuse Helpline on 0808 2000 247 or entry digital assist through stay chat Monday-Friday 3-10pm through www.nationaldahelpline.org.uk.
*Names have been modified.
