Supporting employees experiencing domestic abuse and a new workplace pledge

Claire McCartney, Senior Resourcing and Inclusion Policy Adviser, CIPD.

Polly Harrar, Founder, The Sharan Project, Lead Delivery Partner, EDAC. 

Last year, the CIPD and the Equality and Human Rights Commission(EHRC) launched comprehensive guidance for organisations on supporting employees experiencing domestic abuse. This is important because there can be a tendency for organisations to see this as personal rather than a workplace issue. A CIPD survey of UK employees suggests that just under a quarter (24%) are aware of their employer having a policy or support in place on domestic abuse*.

Yet, domestic abuse has an impact at work. Research shows that a high proportion of those enduring domestic abuse are targeted at work. Domestic abuse can negatively affect those abused as well as their workplace colleagues. However, importantly, the workplace can often be one of the few places that a person experiencing abuse can be separate from their abuser, and therefore can be the place where people are able to ask for and access support.

The impact of the pandemic and new ways of working

Sadly, incidences of domestic abuse have increased as a result of the pandemic and related restrictions. The changing nature of work due to the pandemic, also means that more people are working from home and that escape routes or time apart from an abuser may be dramatically curtailed. Employers need to think about how support can be maintained as we all work in different ways. An empathetic, non-judgmental approach and flexibility (for example in working hours or concerning work tasks) are two key areas employers should focus on.

The Employers Domestic Abuse Covenant

We want to raise our members’ awareness and support for the Employers Domestic Abuse Covenant or EDAC which is one of only 3 covenants supported by the UK Government and follows on from the Armed Forces Covenant and the Care Leavers Covenant. It is the first Covenant of its kind with a focus on domestic abuse and is to be included as a recommendation in the Domestic Abuse Act.

EDAC is a pledge taken by businesses to support women affected by abuse to enter or re-enter the workplace. Employers are invited to sign up to the C  and identify opportunities within their organisation for survivors seeking sustainable workplace and employment opportunities.

We recognise that men and other marginalised groups are also affected by abuse and whilst EDAC focuses on supporting women who are disproportionately affected, we work with a network of partners and organisations who specialise in supporting other groups.

Why sign up?

Domestic abuse has sadly become more prevalent during the pandemic and is exacerbated by the implications of restrictions, redundancies, and reduction in workplace opportunities. This Covenant shines a spotlight on economic abuse and provides assistance to women who are actively seeking support in finding sustainable employment.

No jobs? No problem, there is a wide range of other support opportunities that employers can offer to really showcase their support in a simple and effective way such as mentoring, e-courses, work placements, volunteering, apprenticeships, confidence and life skill-building programmes, communication campaigns and much more.

The ultimate aim of the Covenant is to harness real and meaningful social change, create inclusive and positive opportunities, develop long term, sustainable solutions for victims/survivors of abuse and build their confidence, resilience, skills and access to the workplace.

How to sign up

All EDAC members pledge to raise awareness of domestic abuse within the workplace and encourage meaningful conversations. To create inclusive workplace opportunities for victims/survivors of domestic abuse and enhance recruitment practices to be an inclusive employer of choice. Act as a champion to break the taboos surrounding victims/survivors of domestic abuse and share good practices and encourage other organisations to get involved.

Signing up to EDAC is free and takes moments to submit, just go to and click on ‘sign up to the Covenant’. A member of the engagement team will then be in touch and ensure you have all the tools and information you need to start making a difference. A video with more information can be found here. Alternatively, you can call the partnerships team on 0300 102 3231 or email

We all have a role to play to end violence against women and girls and to ensure women affected by abuse have a positive future. This is a great initiative, and I would encourage you to consider supporting EDAC to ensure your social values and policies reflect the needs of this audience.

Key recommendations from the CIPD/EHRC for employers

It’s essential that employers are knowledgeable about domestic abuse as they are ideally placed to offer key support to those experiencing it. Through our guidance, we want to encourage more employers to take an active supporting role, which can make a huge difference to employees experiencing domestic abuse and their future, with practical recommendations of how to do that.

We recommend employers have a clear policy in place on supporting employees experiencing domestic abuse, but also an effective framework of support. Most importantly though, employees need to be made aware of the policy and how to access support if they need it. We propose that this framework of employer support could be made up of four steps:

  • Recognise the problem
  • Respond appropriately to disclosure
  • Provide support
  • Refer to the appropriate help.

Together with the EHRC the CIPD’s key recommendations are as follows:

  • Develop a domestic abuse policy and create an effective framework around domestic abuse support.
  • Where an organisation has a recognised trade union, policies should be reviewed and agreed with union representatives.
  • Most survivors are women with a male perpetrator, but it’s important to remember that men can also be subject to abuse, and domestic abuse can happen in same-sex relationships. We should therefore not make assumptions about who the abuser may be or what a survivor may be experiencing but listen and respond in a supportive way.
  • Employers have a duty of care for the health, safety and wellbeing of their staff and are in a strong position to create a safe and supportive workplace environment. Think about the safety/security measures that may be required.
  • Create open work cultures that help to break the silence around this important issue and ensure people know that the organisation will support people experiencing domestic abuse to seek help.
  • Offer flexibility to enable people to attend counselling, legal and finance appointments, get support from professional organisations and make arrangements, for example concerning childcare and housing.
  • Outline people’s different roles and responsibilities when it comes to supporting employees experiencing domestic abuse. For example, HR should take central responsibility for developing a policy and procedures on domestic abuse and facilitating awareness-raising training. Line managers should receive appropriate training on how to effectively support someone experiencing domestic abuse. They need to be clear on how to encourage and appropriately respond to the disclosure of abuse and signpost people to professional support. They also have an obligation to prioritise confidentiality wherever possible. Supportive and empathetic employees and co-workers can assist an affected colleague in gaining confidence to seek support.
  • Make it clear that abusive behaviour is the responsibility of the perpetrator and misconduct inside and outside of work is viewed seriously – and can lead to disciplinary action.
  • Signpost to supportive services, charities and organisations and outline the types of support that someone might need, such as legal support, housing support, support with childcare, support in dealing with financial abuse, specialist counselling.

The CIPD’s response to the Government’s consultation

The CIPD has also responded to the Government’s consultation on Domestic Abuse and Workplace Support, for more information on our submission, see here. We have also responded to other Government consultations and the APPG for Women and Work call for evidence, where we discuss the subject of domestic abuse and workplace support.

*Data was collected as part of the CIPD’s COVID-19 Working Lives survey and is based on responses from 1080 working adults. The survey was conducted online by YouGov in June 2020. Figures have been weighted and are representative of all UK working adults (aged 18+).

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