How do I tell my employer that I am being domestically abused at home?

Domestic abuse not only affects personal life but professional wellbeing. It can create challenges in focusing on work, meeting deadlines, or maintaining a sense of safety and security.

While discussing such a personal matter with your employer can be intimidating, many organisations have support systems to assist employees in these situations.

Why inform your employer?

It is important to first consider the benefits of informing your employer of your experience with domestic abuse. Sharing your experience can open vital doors to support, such as:

• Adjustments to your work schedule to attend appointments or legal proceedings.

• Security measures to protect you in the workplace.

• Access to Employee Assistance Programs (EAPs) for counselling and guidance.

  
  

By informing your employer, you can ensure that your workplace becomes a safer, more accommodating environment during a difficult time.

Recommended steps to take

1. Understand Workplace Policies

"How do I tell my employer that Iam being domestically abused at home?"

A helpful starting point is to familiarise yourself with your employer's domestic abuse policies. Many organisations have specific guidelines for supporting employees in such situations. You might find this information in the employee handbook or through Human Resources (HR).

If you’re unsure, reach out to HR confidentially to inquire about support systems without initially disclosing your circumstances.

2. Choose the Right Person to Approach

Decide whom you feel most comfortable sharing this information with. Options may include:

• Your direct supervisor or manager.

• A HR representative.

• A workplace welfare officer(if available).

  
  

Ensure that the person you choose has the authority to implement support measures and will handle your disclosure with the utmost confidentiality.

3. Prepare for the Conversation

Preparing for this discussion can help ease nerves and ensure you convey your needs effectively.

Key Points to Cover:

• Brief Explanation: Share that you are experiencing domestic abuse and how it is affecting your work.

• Specific Needs: Discuss what adjustments or accommodations you require, such as flexible hours, remote work, or time off.

• Documentation (Optional): If applicable, bring supporting documents such as restraining orders or letters from a counsellor, though this is not mandatory.

  
  

4. Arrange a Private Meeting

Set up a private, in-person or virtual meeting to discuss your situation. Let the person know in advance that the matter is sensitive, so they can prepare to handle the conversation appropriately.

How to Start the Conversation:

• “I need to share something personal that is affecting my work. I am experiencing domestic abuse at home and would appreciate some support to navigate this.”

• “This has been challenging for me to talk about, but I believe it’s important to share so we can work together on any necessary adjustments.”

  
  

5. Know Your Rights

Domestic abuse survivors have legal rights under the The Domestic Abuse Act 2021. While the Act itself focuses on legal protections and systemic responses, it indirectly influences workplace practices by encouraging employers to create a safe and supportive environment.

6. Leverage External Resources

While your employer can provide workplace-specific support, external organisations offer additional assistance:

• Domestic Violence Hotlines: Confidential 24/7 support for survivors.

• Legal Aid Services: Guidance on restraining orders or custody matters.

• Support Organisations: Groups like Refuge (UK) and Women’s Aid, and provide counselling, housing assistance, and advocacy.

  
  

7. Follow Up

After your initial conversation, follow up with your employer to ensure any measures that are agreed are implemented. Be open to adjusting support arrangements as your circumstances evolve.

Conclusion

Talking to your employer about domestic abuse can be daunting, but it is a crucial step toward accessing support and safeguarding your wellbeing. Remember, you are not alone. Many employers are equipped to assist, and external resources are always available to help you navigate this challenging time.

By taking this courageous step, you prioritise your safety and lay the groundwork for a more secure and supportive future.

Call a specialist employment lawyer  

Magara law is an employment law firm in Bicester, Banbury, Reading and Paddington, London, and services clients nationwide. For more information or to our employment law team at Magara Law, call 01869 325 883 or email roy@magaralaw.co.uk.