What to do if an employee discloses domestic abuse

According to the Office for National Statistics, an estimated 2.3 million adults (aged 16 and over) experienced domestic abuse in 2024.

Domestic abuse is sadly common and your employees could be victims.

If someone on your team discloses domestic abuse, you might not know how to react and what you should / shouldn’t do.

And that’s why we’ve created this short guide to offer you some support.

Here’s how to handle a disclosure calmly and responsibly.

Offer space and listen properly

You might notice an employee:

• becoming distressed during a regular check in
• avoiding personal calls during working hours
• asking to change their shift pattern because someone always knows where they are

These may be signs that something deeper is going on.

If someone trusts you enough to tell you they are experiencing domestic abuse, your response matters more than you realise.

You do not need to ask for evidence.

You do not need to dig into details.

You simply need to create a safe, steady space for them to share what they feel comfortable sharing.

Keep their information private

Only involve the smallest number of people needed to keep the employee safe and supported. Keep the details tightly contained.

The only time you may need to take things further is if there is an immediate safeguarding concern, especially involving children. If you are unsure, get advice before acting.

What you should not do is share the details casually with other managers or team members. That not only breaks trust, it can also increase the risk to the employee.

Think about their safety while they’re at work

Domestic abuse can spill into the workplace, especially in roles where someone’s schedule is predictable or the public can access the building.

Depending on the situation, it may help to:

• change where they park or enter the premises
• keep their working pattern discreet
• adjust who can visit or contact them
• update emergency contact information
• move their workstation temporarily

These are small steps, but they can help your employee to feel safer without drawing unwanted attention.

Offer adjustments that protect your employee and your business

Domestic abuse can affect attendance, focus and consistency at work.

Instead of moving straight to performance management, look at short term adjustments that can help the employee to stay stable and keep your business running smoothly.

This might include:

• flexibility around essential appointments
• temporarily shifting certain tasks to reduce errors or risk
• adjusting working hours to avoid predictable patterns
• scheduling short check ins to keep work on track
• agreeing a clear plan for communication and expectations

These adjustments are not about lowering standards.

They are about managing risk, keeping work moving and preventing issues from escalating into performance disputes.

Signpost to the right support

You are not expected to be an expert in domestic abuse. Your role is to guide the employee towards people who are.

If you believe there is an immediate risk to life, call 999.

For everything else, let the employee decide whether to involve the police and support them by signposting to specialist services that can guide them safely.

You can point them to:

• the National Domestic Abuse Helpline
• local domestic abuse support services
• the Men’s Advice Line
• their GP
• your Employee Assistance Programme

This keeps boundaries clear while ensuring that they are not dealing with everything alone.

Handle attendance or performance concerns with extra care

If domestic abuse has contributed to lateness, absence or reduced productivity, take a cautious approach.

Moving straight into formal action can put your business at risk of unfair dismissal claims, discrimination issues or reputational damage. It is much safer to review the situation with an expert first.

Before taking any steps:

• review the situation with an HR consultant
• document the support you have offered
• keep any sensitive notes separate from standard records
• explore adjustments first

A supportive approach protects both the employee and your business.

Prepare your managers before something happens

Most managers feel unprepared for a disclosure like this. A simple, clear workplace process can make all the difference.

This does not need to be a long policy. It can be as straightforward as outlining:

• who employees can speak to
• how confidentiality works
• what adjustments can be made quickly
• when to escalate for safeguarding advice
• how to approach related performance issues safely

A little preparation helps managers to respond with confidence rather than fear.

Your next step

Domestic abuse is sensitive and emotionally complex, but you do not need to navigate it alone.

If you want help with creating a clear process, training your managers or putting supportive safeguards in place, we can guide you through it in a way that protects your employee and your business.