Domestic Abuse Is a Workplace Issue: What L&D Need to Know
Domestic abuse is often seen as a private issue, something that remains on the other side of the office door. The reality is very different. Domestic abuse casts a shadow over every aspect of a victim's life, including their work.
Around 1 in 3 women and 1 in 5 men will experience domestic abuse during their lifetime.
In a typical organisation of 250 employees, approximately 65 people may have been, or will be, affected by domestic abuse. It does not discriminate, affecting people of all backgrounds, social statuses, sexual orientations and religions. In other words, domestic abuse may be affecting colleagues we work alongside every day, including those who appear happy, confident, and outwardly unaffected.
For many people experiencing domestic abuse, the workplace can provide a vital refuge and is often described as the only place where they feel safe from their perpetrator. Yet abuse doesn't always stop before reaching the office. Many victims report being stalked, harassed or controlled during working hours, whether they are in the office or working remotely.
Employers are increasingly being challenged to embrace the uncomfortable by implementing policies, having difficult conversations and taking an active role in supporting employees affected by domestic abuse. Just as organisations have invested in initiatives such as Mental Health First Aid, they should also be equipped to recognise the signs of domestic abuse and respond appropriately. When employers are equipped to recognise potential warning signs and respond appropriately, they are better placed to offer meaningful support when it is needed.
I had the privilege of meeting Sharon Livermore MBE through the fantastic organisation EIDA (Employers' Initiative on Domestic Abuse). Sharon is an extraordinary individual who has transformed her own experiences as a survivor into powerful education, training, and awareness programmes for businesses.
As the founder of Domestic Abuse Education, Sharon works with a wide range of employers to help them understand the realities and complexities of domestic abuse. Her work equips organisations with the knowledge and confidence to support affected employees and demonstrates just how significant a positive workplace response can be in helping survivors feel safe, supported, and empowered.
With her unique perspective as both a survivor and a leading advocate for domestic abuse awareness in the workplace, Sharon offers invaluable insight into how employers can recognise, respond to, and support those affected by domestic abuse. Here’s what Sharon had to say about the importance of Domestic Abuse Education, and how we as L&D professionals can make a difference.
In Conversation with Sharon Livermore MBE
You often draw on your own lived experience in the work you do. Looking back, what role did your employer play while you were experiencing domestic abuse?
Work provided a routine and structure that helped me stay focused and keep going during a very difficult time. Being at work gave me a sense of normality and allowed me to be myself. It was the one place where I knew I was not completely isolated from other people.
In terms of support, my employer was understanding when I disclosed what was happening. They enabled me to attend appointments with the police and offered support initially. However, I was made to take annual leave for my court case. This was because there weren't any policies or guidance in place to advise employers on how to manage situations like this, which is why the work I do is so important. There was limited opportunity for intervention before my disclosure. Looking back, colleagues and managers had many pieces of the puzzle, but they were not equipped to recognise the signs of domestic abuse or understand what they were seeing. Even if concerns had been identified, there was a lack of knowledge and training about how to respond appropriately or where to refer someone for specialist support.
Based on your experience, what's the one thing you wish more employers truly understood about domestic abuse?
I wish employers understood that domestic abuse does not discriminate. It can happen to anyone, regardless of gender, age, background, profession, or level of seniority within an organisation. There is often an assumption that domestic abuse only affects certain groups of people, but the reality is that it can impact anyone. When employers recognise this, they create a workplace culture where everyone feels able to seek support without fear of judgement or disbelief. Employees need to know that they will be listened to, taken seriously, and supported regardless of who they are or the position they hold. The more inclusive an employer's understanding of domestic abuse is, the more likely it is that those experiencing it will feel safe enough to come forward.
When you work with employers, what are some of the most common misconceptions you come across about domestic abuse?
One of the most common misconceptions is that domestic abuse is purely a private matter and has little impact on the workplace. In reality, abuse often follows victims into work through harassment, excessive phone calls, stalking, monitoring, anxiety, exhaustion, and reduced wellbeing. Employers are often already seeing the effects without realising what is causing them. Another misconception is that domestic abuse is always physical. Many employers are surprised to learn that coercive control, emotional abuse, financial abuse, and psychological abuse can be just as damaging and are often harder to recognise. Because there may be no visible injuries, the signs can easily be missed. I also encounter the belief that victims can simply leave if they want to. This overlooks the complex emotional, financial, practical, and safety barriers that make leaving extremely difficult and, in many cases, the most dangerous time for a victim. Finally, many employers assume they would know if someone in their organisation was experiencing domestic abuse. The reality is that many victims become experts at hiding what is happening because of fear, shame, or concern about how they will be perceived. This is why awareness, education, and creating a supportive workplace culture are so important.
Learning and Development professionals are often key drivers of culture and awareness. What role can they play in helping organisations better understand and respond to domestic abuse?
They are often in a unique position to influence organisational culture by ensuring that domestic abuse awareness is embedded into learning programmes, leadership development, wellbeing initiatives, and people management training. By equipping employees and managers with the knowledge to recognise, respond and refer, they can help turn awareness into meaningful action. Personally, I feel that one of the biggest gaps is not a lack of compassion, but a lack of confidence. Many people want to help but are afraid of saying the wrong thing or do not know what support is available. They can also help challenge common misconceptions about domestic abuse, ensuring employees understand that it can affect anyone. This is particularly important in creating an inclusive culture where all employees feel able to seek support if they need it.
Why is it so important for organisations to invest in both domestic abuse awareness training and clear workplace policies?
For many victims and survivors, work may be the only place where they have regular contact with others outside of the abuse. This means colleagues and managers may be among the few people in a position to notice when something is wrong and provide support. Without the right awareness and training, however, those opportunities can easily be missed. My own experience showed me that people often have pieces of the puzzle but do not always recognise them as signs of domestic abuse. Changes in behaviour, attendance, performance, confidence, or wellbeing can all be indicators that someone is struggling, yet many managers lack the knowledge or confidence to respond appropriately. Training helps bridge that gap, giving people the skills to recognise potential warning signs, have supportive conversations, and signpost employees to specialist support. Implementing a domestic abuse policy is equally important because it provides a clear framework for how an organisation will respond. It gives employees confidence that support is available and helps managers understand their responsibilities. Most importantly, it ensures that support is consistent rather than dependent on an individual manager's knowledge or experience.
Finally, if there's one message you'd like readers in the L&D and People profession to take away from this conversation, what would it be?
If there was one thing I would suggest to anyone reading this in the L&D or People space, it would be to start by looking at what you already have in place. Do you have a domestic abuse policy or guidance? If you don’t, that is a really important starting point. A policy gives your organisation a framework for responding and, importantly, lets employees know that domestic abuse is something you recognise and are prepared to support them with. We have a free domestic abuse policy template and guidance notes available to help organisations take that first step. However, I would also stress that a policy on its own isn't enough. To create a genuinely supportive workplace, you need policy, training and cultural change. People need to understand what domestic abuse can look like, know how to recognise the signs, feel confident having a conversation, and understand where to signpost someone for specialist support. Most importantly, employees need to feel that they will be listened to without judgement. For me, the starting point is simply to ask yourself: "If someone in our organisation was experiencing domestic abuse today, would we know what to do?" If the answer isn't a confident yes, then that's where the work needs to begin.
You can access their free policy template and guidance notes here: https://domesticabuseeducation.co.uk/sharons-domestic-abuse-policy/
This article was written by Yazmine Long (Senior Talent Development Advisor) at Peters and Peters Solicitors.
With thanks to Sharon Livermore MBE, for contributing.
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