Think Business, Think Equality | Domestic Abuse

Domestic Abuse

1Do you have a workplace policy on domestic abuse?

YesNo

2Does your domestic abuse policy include the following?

Select all that apply

A definition of domestic abuseInformation on the different forms of abuse (e.g. coercive control, financial abuse, stalking)The impact of domestic abuse on staff, colleagues and the workplaceHow you will support victim-survivorsClarification of staff roles and responsibilities (e.g. line managers, HR, colleagues)How you will manage perpetrators of domestic abuseA commitment to confidentiality, including record-keeping protocolsSignposting to specialist support services (e.g. Women’s Aid, helplines)Provision for domestic abuse leave (paid or unpaid)Safety planning and risk assessment proceduresLinks to other workplace policies (e.g. absence management, flexible working, ICT/internet & email use, health & safety)A process for monitoring and reviewing the policy’s effectivenessNone of the above

3Do line managers receive training on your domestic abuse policy?

YesUnsureNo

4Do any of your workplace policies take into account the experiences of staff affected by domestic abuse?

Select all that apply

Health and safetyAbsence management (e.g. Bradford Factor triggers)Flexible workingInternet and email useEmployee code of conductNone of the above

5Have any staff disclosed an experience of domestic abuse?

YesUnsureNo

6How did you respond to the disclosure(s)?

Select all that apply

Provided a confidential and safe space for discussionOrganised regular check-ins with staff member Signposted to local or national specialist servicesSignposted to your employee assistance programme (if available)Referred the disclosure to an HR specialistConducted a risk assessmentDeveloped a safety planHighlighted or offered domestic abuse leaveAdjusted working hours or work locationEnsured colleagues did not disclose personal detailsOther supportive actionDidn’t take any specific action

7Do line managers feel confident about responding to a disclosure of domestic abuse?

YesUnsureNo

8Do line managers know how to recognise the signs of domestic abuse?

YesUnsureNo

9Do you provide any of the following support for staff experiencing domestic abuse?

Select all that apply

Signposting to local or national specialist services (e.g. Women’s Aid, helplines)Safety planningConducting risk assessmentsAccess to an employee assistance programmePaid or unpaid domestic abuse leaveOccupational health adviceAdjustments to working hours or locationEnsuring personal details are kept confidentialUnsureNone of the above

10Are you confident in how your business would manage a staff member who has allegedly perpetrated domestic abuse?

YesUnsureNo

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Think Business Think Equality

Domestic Abuse

Domestic Abuse

1Do you have a workplace policy on domestic abuse?

2Does your domestic abuse policy include the following?

3Do line managers receive training on your domestic abuse policy?

4Do any of your workplace policies take into account the experiences of staff affected by domestic abuse?

5Have any staff disclosed an experience of domestic abuse?

6How did you respond to the disclosure(s)?

7Do line managers feel confident about responding to a disclosure of domestic abuse?

8Do line managers know how to recognise the signs of domestic abuse?

9Do you provide any of the following support for staff experiencing domestic abuse?

10Are you confident in how your business would manage a staff member who has allegedly perpetrated domestic abuse?

Create an account