Domestic Violence
The True Business Costs
Employers face numerous human resource concerns, with limited time and money.
Often a decision to focus on a specific problem is not made until it becomes significant and costly.
Domestic violence was a hidden concern that did not show up on the public's radar screen until relatively recently. Some employers are addressing it, but many more are not.
The following are FIVE compelling reasons WHY employers should take action on this issue:
1. Domestic Violence affects many employees ·
- It is estimated that one in five women and one in nine men in Northern Ireland will experience domestic violence in the course of their lifetime1
- In the UK, in any one year, more than 20% of employed women take time off work because of domestic violence, and 2% lose their jobs as a direct result of the abuse.2
2. Domestic Violence is a performance and productivity concern ·
- Domestic violence can result in deterioration in an employee’s performance, increased absenteeism or poor timekeeping, threatening job prospects and job security.3
- People experiencing domestic violence are especially vulnerable once they attempt to leave abusive partners and may become vulnerable going to or from work or while they are at work as the abuser knows where they can be located.
3. Domestic Violence is a Management Issue
·
- Employers have a duty of care under the Health and Safety at Work (NI) Order 1978 to ensure, as far as is reasonably practicable, the health and safety of employees
- The Management of Health and Safety at Work Regulations (NI) 1992 also requires employers to assess the risks of violence to employees’ and make arrangements for their health and safety by effective planning, organisation and control.
4. Taking action in response to Domestic Violence works
- "I am delighted to have worked with Onus to develop a domestic violence workplace policy for my business, because I want my employees to be confident that their place of work is safe, that they can ask for the support that they need, and that their employer will understand their needs at a very difficult time. An employer's stance against domestic violence, whether the employee is the victim or the perpetrator, should be express, unambiguous, and non-negotiable. In any event, that makes business sense." - Philip Armstrong, Principal, Armstrong Solicitors
- “As part of our wider commitment to employee wellbeing, Triangle have worked with ONUS on the development of a workplace policy on Domestic Abuse. Through this policy, we aim to ensure a supportive work environment for any affected employees and take proactive steps to reduce the potential impact of this issue on our organisation.” - Michelle Burnett HR Manager , Triangle Housing
5. Employers can make a difference
- Numerous businesses, government agencies and domestic violence experts are already addressing domestic violence. You can make a difference in your workplace and in the lives of employees who are facing abuse by providing a place of safety.
Notes:
- Tackling Violence at Home Strategy 2005
- Walby and Allen, 2004
- Developing a Workplace Policy on Domestic Violence and Abuse: Guidance for Employers, DHSSPS 2006
