Our EIDA Beacons are an inspiring group of organisations leading the cultural shift among UK employers about domestic abuse. They meet regularly to discuss best practice for businesses to support their employees impacted by domestic abuse. Drawing on their own experiences of what works (and what doesn’t), EIDA Beacons create resources that inspire and support others.

At the May 2023 meeting, EIDA Beacons shared views on the various ways in which an employer might respond when there are concerns that an employee may be a perpetrator of domestic abuse - or where an employee may disclose to work colleagues that they engage in abusive behaviours.

These are the initial thoughts that emerged from the discussion:

  1. Prevalence: A quarter of women¹ and a sixth of men² are likely to experience domestic abuse in their lifetimes. Each year, more than 2 million adults³ and approximately 5.5% of the current workforce⁴ (higher in some sectors) experience some form of domestic abuse. For every victim, there is a perpetrator behind the abuse, and some perpetrators may be abusing multiple victims. Organisations of any size are likely to have both victims/survivors and perpetrators of domestic abuse in their midst. The TUC carried out a survey of nearly 3,500 people in August 2014 and found that over 40% had experienced domestic abuse, with 12.6% experiencing domestic abuse extending into the workplace⁵. One in six respondents who had experienced domestic abuse reported that their abuser was employed in the same workplace. Colleagues often become aware through the victim/survivor sharing their experience or through spotting the signs. Colleagues are well placed to offer a helpful, appropriate response as part of their informal role as a caring and concerned colleague and/or friend.

  2. Focus on victims and survivors: In any work on domestic abuse, including work involving perpetrators, the safety, wellbeing, and experience of the victim/survivor come first. Most organisations focus on supporting their employees who are victims/survivors of domestic abuse. Where employers refer to perpetrators in their domestic abuse guidance or policies, they usually make clear that the organisation does not tolerate domestic abuse and other harmful behaviours and that perpetrators should be held accountable: for example, stating that those who use work equipment (e.g., computers / mobile phones) to perpetrate abuse will face disciplinary action and that conduct outside the workplace could give rise to disciplinary action in appropriate cases. One reflection was whether there is a tension between an organisation making a commitment that they "do not tolerate" or "have zero tolerance of" domestic abuse and providing any form of support to those who cause harm. The root of the problem lies with the behaviour of perpetrators who will be employed across all sectors of the economy and sometimes in the same workplace as the victim/survivor and there may be a benefit in offering support to those who wish to achieve behaviour change. A domestic abuse policy could outline both the disciplinary action and the support to change approaches, setting out clearly the situations where each would apply, building in safety considerations for the victim/survivor. Ultimately, an employer needs to tailor the response based on the need, risk and impact on survivors (and potentially the wider workforce) in each case. 

  3. Legal obligations: Be aware of your legal obligations as an employer and the potential consequences of taking (or not taking) action relating to employees who are alleged perpetrators of domestic abuse. This includes relevant health and safety and employment law, and the common law duty of care. Do your disciplinary policies refer to domestic abuse? Note that the statutory guidance accompanying the Domestic Abuse Act 2021 states that employers should consider the impact of domestic abuse on employees as part of the duty of care they owe to their employees.

  4. Language: Consider the language used. The Respect "Make a Change" website intentionally uses language that does not refer to "domestic abuse" or "perpetrators" in recognition of the fact that people often do not identify with these terms and may not have recognised their behaviours as abusive or amounting to domestic abuse. Domestic abuse perpetrator programmes (DAPPs) focused on behaviour change will ideally change and expand perpetrators’ understanding and ownership of domestic abuse as they progress and do the work. The Make a Change model developed by Respect in partnership with Women’s Aid Federation of England therefore sees the naming, acknowledging, and owning of domestic abuse as a goal of their behaviour change programme, not a pre-requisite or requirement for joining a programme. Employers may prefer to use phrases such as "a person using harmful behaviours" to acknowledge this starting point, although it will be important for policies and procedures to be clear about what sort of behaviour will trigger disciplinary action.

  5. Signposting: If employers choose to signpost perpetrators to support services, they should be aware that provision is patchy. According to the Drive Project, less than 1% of domestic abuse perpetrators currently receive specialist intervention⁶. Results from the Domestic Abuse Commissioner’s mapping of services found that fewer than half of survivors were able to access the community-based support they wanted/needed, and only 7% of survivors who wanted their perpetrator to receive support to change their behaviour were able to access it⁷.  

  6. Some things to consider in developing a response to employees engaged in harmful behaviours tailored to your own organisation: 

  • Consistent response: how can you develop a coordinated and consistent response? How do you ensure new joiners know about your approach to domestic abuse? What infrastructure needs to be in place to embed a consistent response? It is helpful to consider how an alleged perpetrator might present themselves within the organisation: cases handled by HR, Health & Safety, Occupational Health? Involve each of those areas of the organisation in developing your response. 
  • Subject matter experts: work with external subject matter experts to ensure best practice in awareness raising, guidance and policy documents. 
  • Guidance and training: ensure you provide guidance and training for line managers and others that includes how to respond where there are concerns that an employee may be engaged in abusive behaviour. Use the 3 Rs protocol: Recognise, Respond, Refer. 
  • Safety comes first: the safety and wellbeing of the victim/survivor must always be a priority. Also think about safeguarding for colleagues: for example, you may decide to include in your guidance that those meeting with an alleged perpetrator should consider taking someone else with them.
  • Consider the various scenarios that may occur: for example, the victim/survivor and the perpetrator may both work for your organisation. This is likely to create greater risks. How would you mitigate the risks?
  • Policy: decide what your policy approach is going to be: will you signpost alleged perpetrators to behaviour change programmes? If so, find out whether any programmes are available in your area so that you can signpost people to them where appropriate. Be aware that service is patchy. Your local authority may be able to give you this information. 
  • Confidentiality: when investigating allegations that an employee has engaged in harmful behaviours, ask all those involved to keep the matter confidential.
  • Data: consider whether you can gather data and information about cases involving alleged perpetrators so you can reflect, learn and improve your approach. Be aware of data protection obligations, particularly if you are processing special categories or criminal offence data.
  • Have an awareness of external processes: an employee may be required to complete a behaviour change programme as part of a police investigation or court process. This may require time out of work to undertake such a course.

Further resources: 

Respect (www.respect.uk.net) has the following services: 

  • The Respect phoneline for domestic abuse perpetrators and those supporting them: 0800 8024040 (current hours Monday to Friday, 10am to 5pm)
  • An early response, self-referral, programme ("Make a Change") for people who are concerned that they are using abuse in their intimate / previously intimate relationships, developed in partnership with Women’s Aid Federation of England. It is currently available in Trafford, Sunderland, Merseyside and Durham.
  • "Make Change Happen": a three-hour workshop for colleagues, friends, families and neighbours (to spot signs of domestic abuse with focus on person using harm, consider the safety needs of those experiencing abuse, know how to have a safe conversation, signpost to perpetrator programmes)
  • A useful video demonstrating a conversation with someone who has been violent and signposting them to specialist support: Geese Respect EP5 GP Suspecting Abuse CC - YouTube

Hestia has a helpline for employers, The Respond to Abuse Advice Line, on 0203 8793695 (current hours Monday to Friday 9am to 5pm), see also: www.hestia.org. 

The Project Mirabal study website (https://projectmirabal.co.uk/) includes both full and executive summary reports evidencing that perpetrator programmes have some success in reducing abuse. The ‘Tools for Programmes’ tab has videos reflecting the experiences of those using harmful behaviours, which may be useful as part of awareness raising work. 

¹ Source: Global database on Violence against Women

² Source: Domestic abuse, sexual assault and stalking statistics from March 2016 ONS Crime Survey

³ Source: Crime Survey for England and Wales

⁴ Source: 5.5% is an estimate from Respect based on general population statistics: https://www.ons.gov.uk/peoplepopulationandcommunity/crimeandjustice
/articles/domesticabuseprevalenceandtrendsenglandandwales/yearendingmarch2021

⁵ Source : https://www.tuc.org.uk/sites/default/files/Domestic_Violence_And_The_Workplace_0.pdf

⁶ Source: http://driveproject.org.uk/wp-content/uploads/2021/02/Call-to-action.pdf

⁷ Source: https://domesticabusecommissioner.uk/national-mapping-of-domestic-abuse-services/

Thank you to all our EIDA Beacons, to Respect and to National Grid for sharing these insights. 

May 2023

logos of EIDA Beacon members

Learn more about becoming an EIDA Beacon

Resource created: June 2023 

Perpetrators

Documents and Links

Insights from EIDA Beacons - Developing a Response to Perpetrators of Domestic Abuse - June 23_0.pdf330.12 KB