Support for individuals and managers
We recognise that developing a life free from abuse is a process, not an event. We will provide ongoing support for employees who disclose abuse.
We require all employees to do basic training about domestic abuse. Managers will respond sympathetically, confidentially and effectively to employees who disclose they are experiencing domestic abuse.
Where domestic abuse is reported, managers will treat unplanned absences and poor timekeeping sympathetically. We will support managers to help employees involved in sensitive issues, including domestic abuse.
Managers must maintain a secure environment for all employees. They may need to inform colleagues about potential risks and refer to appropriate agencies, with consent. They will explore these options with the employee.
Managers should complete a Domestic Abuse, Stalking and Honour-based Abuse (DASH) risk assessment with the employee.
It will help them to determine the most appropriate course of action and response. Managers should become familiar with this risk assessment and referral pathways. We will use it to allocate resources and intervention.
For more details, view the:
- DASH flowchart and MARAC process map
Managers must contact the police if they believe the victim:
- is at imminent high risk of significant harm or death
- and, a crime has been committed
They must call 999 and make an emergency referral to the Multi-Agency Risk Assessment Conference (MARAC).
If managers believe the victim is not at imminent high risk of significant harm or death, they should:
- encourage the victim to report the abuse to the police
- tell the victim they are making a referral to MARAC
- provide details of specialist domestic abuse services
If managers believe a crime has been committed, but there is no immediate danger, they should:
- call 101
- tell the victim that they are making a referral to MARAC and that an Independent Domestic Violence Advisor (IDVA) will contact them
If managers believe that any children linked to the abused or the abuser are affected, they must call children's services on 01522 782111.
Managers can also provide the following support:
- special paid leave for relevant appointments (for example, with support agencies, solicitors, to rearrange housing or childcare, and for court appointments)
- temporarily looking at taking their name or picture off public or internal systems
- using other existing policies, including working flexibly
- access to the employee support and counselling services in work time
This list, as well as safety planning, is not exhaustive.
For guidance around safety planning, read the multi-agency domestic abuse joint protocol.
Managers must respect the rights of employees to make their own decisions at every stage while supporting them. Employees are not always aware of what support and advice we can offer. They rely on us to inform them of all their choices before they can make an informed decision. We then have to respect that decision and signpost accordingly.
Supporting employees when working at home
We will provide support information and communications to staff confirming our concern for the welfare of all employees. If they disclose abuse, we will help them access support if it is safe to do so.
Many staff members experiencing domestic abuse will have used their work environment as a safe space to access specialist support. Where employees are working from home, they will need an alternative. For example, they may need information about:
- available online support
- technical security tips, such as how to hide browser history
For more information, read the SafeLives COVID-19 advice.
Managers should have sufficient structured contact with all their team members, including any absent due to sickness. Contact with an employer may be an opportunity for someone who is still living with their abuser to have a 'legitimate' link to the outside world.
Managers may be in the best possible position to check in with someone who is isolated and may be at risk.