The Hidden Cost of Domestic Abuse That Employers Overlook

By Cheryl Sharp, Workplace Domestic Abuse Expert

Domestic abuse doesn’t always show at work in obvious ways. Often the signs are subtle and easily misunderstood. A previously reliable employee who suddenly seems distracted. Someone who has started arriving late with no clear explanation. Or a high performer who seems exhausted and overwhelmed.

Statistics show that one in three women and one in five men will experience domestic abuse at some point in their lives. Despite how common it is, it remains an issue many people feel unable to speak about openly. Feelings of shame, fear and isolation often prevent victims from telling others what is happening.

For some individuals the workplace provides a brief escape from what is happening at home. For others, work does not offer that relief. Many abusers use both physical and digital methods to maintain control throughout the day, meaning the impact of the abuse follows victims into the workplace.

While the personal toll of domestic abuse is immense, its economic impact is also significant. Research shows that 75% of people experiencing domestic abuse are targeted by their abuser while at work. Across the UK, domestic abuse is estimated to cost the economy £14 billion every year. For businesses alone, the financial impact is believed to reach £316 million annually through reduced productivity, sickness absence, lost wages and sick pay.

How domestic abuse affects the workplace

Technology has made it easier for abusers to monitor and control their partners throughout the working day. Victims may receive constant phone calls or messages demanding an immediate response. These communications can quickly escalate into threats if they are not answered straight away.

In some cases, abusers turn up at the workplace without warning, creating distressing and sometimes frightening situations for both the victim and their colleagues. An abuser might deliberately hide car keys so their partner arrives late to work, start arguments before important meetings, or even contact the employer with false accusations in an attempt to damage the employee’s reputation.

For someone living in this situation, work can become another source of anxiety rather than a place of safety. For employers, the consequences often begin to show through performance issues, absences or declining wellbeing.

The business impact

The financial consequences for organisations can surface in a number of ways. Productivity may fall as employees struggle to concentrate while dealing with ongoing abuse. Increased absence is also common, whether due to injuries, legal appointments, housing issues or emotional distress.

Domestic abuse can also have a wider impact on team morale. When colleagues see someone struggling it can affect the atmosphere within a team and create concern.

There are also reputational risks that businesses sometimes overlook. If an employee experiencing domestic abuse feels unsupported by their employer, word can travel quickly. Organisations that fail to respond appropriately risk damaging their reputation. Those that demonstrate genuine care and support during difficult circumstances strengthen their reputation as responsible employers.

What employers can do

Supporting someone experiencing domestic abuse requires sensitivity and care. Managers should be trained to recognise potential warning signs and understand that abuse is not always physical. Changes in behaviour, unexplained injuries, anxiety around communication or sudden financial stress may all be indicators.

Creating safe opportunities for employees to speak up is essential. Victims need to know there are trusted individuals within the organisation they can approach without fear of judgement or exposure.

There are several practical steps organisations can take to support staff. Implementing a clear domestic abuse policy is an important starting point. This signals that the organisation recognises the issue and is committed to supporting employees who may be affected.

Leadership teams should be trained to identify possible signs of abuse and respond with empathy. Just as importantly, they need to know what support can realistically be offered and how to direct employees to specialist support services.

Flexibility can also make a meaningful difference. Temporary changes to working hours, adjustments to location, or understanding when someone needs to leave suddenly for an appointment can ease pressure during a difficult time.

Employers can work with the employee to put simple protective measures in place, such as not sharing personal information with callers, managing unexpected visitors carefully, or allowing alternative contact details to be used.

Financial barriers are often one of the biggest factors that prevent victims from leaving abusive relationships. In some circumstances, organisations may be able to provide practical assistance, such as salary payments into a different account or short-term financial support to help with emergency accommodation or relocation.

Employers and managers are not expected to be specialists in domestic abuse. However, they should know how to respond appropriately and where to direct employees for professional help.

Policies alone are not enough. They must be supported by a workplace culture built on trust, empathy and confidentiality. When employees feel genuinely supported, they are more likely to remain engaged and committed to their organisation.

Business leaders have an opportunity to make a meaningful difference. A clear policy, supported by compassionate leadership and practical help, can provide someone experiencing abuse with the reassurance they need to take the first step towards safety.