When Domestic Violence Comes to Work

Domestic Violence Awareness Month has been observed every October since 1987. According to the Domestic Violence Awareness Project, the 2026 campaign’s theme is “With Survivors, Always,” focusing on action, community solidarity, and fighting barriers to safety.

The statistics are unnerving – the Centers for Disease Control and Prevention reports that nearly one in three women (over 43 million) and more than one in six men (over 20 million) will have experienced one or more types of domestic violence in their lifetime. Intimate partner violence can include physical violence, sexual violence, stalking, and psychological aggression. The impacts of domestic violence include physical injury, safety concerns, the need for medical care, the necessity of filing a police report, and missing work.

Not only is absence a work-related concern of domestic violence for the employee, but it can also cause an employee to experience a variety of effects, including difficulty concentrating, which can result in decreased productivity; an increase in mental health challenges including depression, anxiety, and PTSD; the creation of financial instability; and disruption to their work if they experience workplace harassment from the abuser via phone calls, texts, emails, etc.

Employers cannot ignore the human impact of domestic violence on the victims or their coworkers. Colleagues may experience stress and fear if threats or violence occur at work. Concern for the affected employee can create additional stress. Additionally, the need to cover the affected absences can create employee relations issues.

Not all states have enacted domestic violence victim protection laws. Regardless, employers should develop a policy addressing the issue, ensure employees are aware of the resources available to them (such as an EAP), and be prepared to develop individual safety plans that might include time off for legal and court appointments, schedule adjustments, changes to work location, and modified parking arrangements. HR can create a list of local agencies available to help victims of domestic violence, as well as any shelters in the area. Making these resources available in the break room, next to time clocks, and other places where an employee can pick up a copy anonymously can reduce some of the stigma often experienced by victims.

Finally, managers should be trained regarding the signs of potential domestic violence and how to address their concerns with the employee. Common indicators include unexplained injuries or frequent medical issues; a sudden decline in job performance; anxiety, distress, and apprehension about leaving work; changes in attendance patterns; and signs of stalking or monitoring by another person. HR and managers should express concern for the employee’s safety, listen without passing judgment, respect the employee’s personal agency to make their own decisions, and maintain confidentiality.

Below are additional resources on the impact and prevention of domestic violence:

US Department of Justice – Office on Violence Against Women
Resources for Victims and Survivors
Includes links to state resources

National Domestic Violence Hotline
800.799.SAFE

American Psychiatric Association
Domestic Violence