The CIPD and the EHRC have launched guidance on managing and supporting employees experiencing domestic abuse. The guidance highlights that domestic abuse has an impact at work. Research shows that a high proportion of those enduring domestic abuse are targeted at work. Domestic abuse can negatively affect those abused as well as their workplace colleagues. However, importantly, the workplace can often be one of the few places that a person experiencing abuse can be separate from their abuser, and therefore can be the place where people are able to ask for and access support. The guidance recommends employers have a clear policy in place on supporting employees experiencing domestic abuse, but also an effective framework of support. Most importantly though, employees need to be made aware of the policy and how to access support if they need it. This framework of employer support could be made up of four steps: 1. Recognise the problem; 2. Respond appropriately to disclosure; 3. Provide support; and 4. Refer to the appropriate help.
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