Domestic Violence is a Workplace Issue and Workplaces Can Be Part of the Solution

By Johanna Bullin

As part of Domestic Violence Awareness Month, I recently spoke with Tracey Leigh-Allen, whose background spans domestic violence services, prevention and education, including work in the Respect at Work space.

One message came through clearly during our conversation: domestic and family violence is not just a personal issue. It is a whole-of-society issue and workplaces have an important role to play in supporting safety, recovery and long-term stability.

With around two-thirds of people experiencing domestic and family violence also being employed, workplaces can often become one of the safest and most consistent support networks someone has access to.

Why workplaces matter

For many people experiencing domestic violence, work can provide more than just financial security.

It can offer:

• routine

• connection

• safety

• access to support services

• and a sense of independence

At the same time, domestic violence can also follow people into the workplace.

Tracey explained that perpetrators may use work phones, company vehicles, technology or workplace routines as part of coercive control and monitoring behaviours. In some situations, a workplace may become one of the few safe places where someone can seek help, contact support services or begin accessing resources safely.

This is why workplace awareness matters so much.

The signs are not always obvious

There is no single way domestic violence presents itself at work.

While people often assume they would notice visible signs such as bruising or injuries, Tracey explained that many people actively try to hide what they are experiencing or provide alternative explanations.

Instead, the indicators are often subtle and gradual.

This can include:

• withdrawing socially

• increased sick leave or lateness

• avoiding workplace events

• difficulty concentrating

• changes in productivity or performance

• heightened anxiety around phone calls or messages

• fearfulness or distraction

• reluctance to go home at the end of the workday

In some cases, workplaces may also notice financial control indicators, such as wages being directed into a partner’s account with limited employee access to funds.

Tracey emphasised that these signs on their own do not confirm domestic violence, but they may indicate that someone needs support, understanding and a safe environment.

Support starts with listening

One of the strongest themes throughout the discussion was the importance of responding without judgement.

Often, people genuinely want to help, but move too quickly into “fixing” the situation without first listening to what the employee actually wants or needs.

Tracey stressed that workplaces do not need to have all the answers.

Instead, the focus should be on:

• listening

• offering options

• creating safety

• and connecting people with specialist support services

Sometimes practical measures such as workplace safety plans or agreed code words can help employees feel safer and more supported while at work.

Importantly, support should be empowering rather than overwhelming.

Domestic violence leave alone is not a strategy

While paid domestic violence leave is an important step forward, Tracey explained that it should not be viewed as a complete workplace response.

Effective support requires a broader domestic and family violence workplace strategy that may include:

• flexible working arrangements

• workplace safety planning

• leadership training

• staff awareness programs

• IT and cyber safety support

• clear referral pathways to local services

• and access to specialised Employee Assistance Programs (EAP)

Technology can also play a role in supporting employee safety, including filtering or redirecting abusive emails and strengthening privacy protections where needed.

Some organisations are also training designated domestic and family violence contact officers to provide informed workplace support and guidance.

Leadership and culture matter

Creating a safe workplace culture starts from the top.

Tracey described leadership as “vital”, because workplace culture is shaped by what leaders prioritise, discuss and normalise.

Employees are far more likely to seek support when they know:

• their workplace has a clear strategy

• leaders understand the issue

• support services are available

• and conversations around domestic violence are not treated as taboo

Even small actions can make a significant difference.

Support can change someone’s future

Perhaps the most powerful reminder from the conversation was that recovery is rarely quick or linear.

Someone may disclose domestic violence, access support, return to the relationship, leave again, or require ongoing assistance over time.

Tracey highlighted that domestic violence is deeply connected to trauma, recovery and long-term financial security.

“The smallest support can make a huge difference,” she explained.

Domestic and family violence does not discriminate, and workplaces do not need to become experts overnight. But by creating informed, supportive and safe environments, organisations can become an important part of someone’s pathway to safety and recovery.