Employers have a duty of care towards their employees & staff and therefore need to be fully aware of the nature and impact of domestic abuse and stalking, on an individual and the business.
In order to protect the individual and the business employers need to be aware of their responsibilities under the following Acts:
Health & Safety at Work Act 1974 and the Management of Health & Safety at Work Regulations 1999
Employment Rights Acts 1996
Protection of Freedoms Act 2012
Serious Crime Act 2015 (Section 76)
There is a lot that businesses can do to send out key messages within their organisations that domestic abuse, coercion & control, and stalking is unacceptable:
Implement domestic violence/abuse (DVA) & Stalking policies
Ensure confidentiality – however if anyone else is at risk you may need to refer the issue to the police or other agencies
Serious Offence – Advise that you will consider reporting incidents to the police
Risk Assessment & Safety Planning – will need to be carried out for employee and colleagues.
Recording information accurately – It is imperative that personnel records are kept confidential and have no adverse impact on an employee’s employment record
Employers have a duty to maintain a safe place to work and to record any threats in the workplace
Be aware that it takes a lot of courage on the part of the victim to come forward therefore employers can remove ‘barriers to safety’ for victims by
Believing them – do not ask for proof
Responding appropriately – do not be judgemental
Encouraging victims to contact support services and make these easily available to them
Time off or flexible working hours may be required for the victim to receive support and/or to make arrangements with schools, finances, accommodation, court hearings.
Businesses will also have perpetrators that will use workplace resources to carry out abuse
This course has been accredited by The CPD Standards Office.