Our Dear Readers may wonder how discussing gender based violence (GBV) relates to the safe and supportive work environment we strive to offer our colleagues. Unfortunately, personal life and suffering from domestic violence, often have significant repercussions on an individual’s professional life. According to 2023 U.S. statistics, victims of domestic violence miss approximately eight million workdays annually. (1) In case you are wondering, eight million workdays are roughly 30 651 years, or 32 000 jobs. The numbers are no different in Europe: according to a report published last year, the annual loss is approximately EUR 336 billion. (2) These figures clearly indicate that domestic violence has a tremendous spillover effect on workplace performance, and therefore companies cannot not address the problem.
The impact of domestic violence extends beyond home. A Canadian study conducted in 2020 revealed that, in nearly three-quarters of cases, victims of domestic violence receive harassing phone calls from their abusers during work hours. In one-third of these cases, harassment prevents the victim from reaching their workplace, leading to increased tension among colleagues and a heavier workload, often culminating in job loss. Worse still, some abusers may show up at their partner’s place of employment, posing a threat to both the victim and their colleagues. Gender-based cyberbullying is increasing, and the expansion of remote work opportunities has contributed to a rise in domestic abuse. To make matters worse there is also an increase in third-party violence against – mostly female – front-line workers in healthcare or social care. (3)
These examples are not isolated and are prompting legal responses in several regions, however, regulations have not yet kept pace with emerging threats and escalating violence in the working environments. In the United States, over ten states have implemented workplace restraining orders, which must be enforced with the victim's consent. The ILO Violence and Harassment Convention No 190 that has come into force in 2021 and is ratified by 13 European countries “imposes binding obligation (..) to implement laws and policies to prevent and address violence and harassment in the world of work.” (4) Some European countries offer more protection than others, but most of the legislation is related to domestic abuse and some clauses can be interpreted within the working environments as well. Germany has enacted laws addressing workplace stalking and providing protection orders. (5) In France GBV victims are entitled to unemployment benefits; Slovenia among many other measures offer the right to protection in workplaces; in Ireland victims have five days of paid annual leave, Italy offers 90-days of annual leave for GBV survivors.
One might assume that businesses have protocols in place to address the consequences of domestic violence within the workplace, but this is not always the case. In the U.S., only one in five companies has a dedicated policy or manual for prevention and support in such situations, highlighting a significant gap in workplace safety and employee well-being.
But what can businesses do about domestic abuse as they are not law enforcement agencies? First and foremost, creating a safe working environment can help GBV victims by offering flexible work arrangements without the fear of job loss. These arrangements could include remote work, if it provides a secure environment, paid leave, or access to mental health services. By acknowledging the issue and providing support, companies can foster a safer environment, which may be a critical first step in helping employees leave abusive situations. One approach is to raise awareness and offer training workshops to educate employees about domestic violence, as shown in Table 2.
However, to assist employees more directly, HR teams and line managers can collaborate with affected individuals to develop a workplace safety plan.
As Table 3 illustrates, such a plan can include safety protocols for alerting company security, designating temporary safe spaces on company premises, reassigning parking spaces, providing escorts to and from parking areas, and adjusting financial arrangements—such as ensuring that bank transfers are directed to the employee rather than the abuser, among other measures.
While not all of these measures may be feasible for every company, addressing the issue and demonstrating empathy can be transformative for victims.
By taking an active role in providing a safe environment for the abused colleagues, the company not only fulfills its moral obligation and responsibility but also creates loyal employers and a supportive working culture. And that is beneficial for all segments of the company life.
Ágnes Holtzer
Sources:
1 Maurer, Roy (2023). When Domestic Violence Come to Work. https://www.shrm.org/mena/topics-tools/news/risk-management/domestic-violence-comes-to-work
2 Syndicate European Trade Union (2024). Safe at work, Safe at home, Safe Online. Report. https://www.etuc.org/sites/default/files/publication/file/2024-10/Report%20-%20EN%20-%20151024%20-%20WEB.pdf, pg 17
3 Syndicate European Trade Union (2024). Safe at work, Safe at home, Safe Online. Report, pg 20.
4 Syndicate European Trade Union (2024). Safe at work, Safe at home, Safe Online. Report, pg 31.
5 UN Woman (2020). Legislation and policies on domestic violence and its effects on the world of work. https://www.endvawnow.org/en/articles/1946-legislation-and-policies-on-domestic-violence-and-its-effects-on-the-world-of-work.html
6 Syndicate European Trade Union (2024). Safe at work, Safe at home, Safe Online. Report, pg 28.
7 Cornell Law School. domestic violence and workplace model tool kit. https://www.lawschool.cornell.edu/academics/experiential-learning/clinical-program/gender-justice-clinic/domestic-violence-and-the-workplace-model-policy-and-toolkit/
8 Cornell Law School. domestic violence and workplace model tool kit.
