Search
Close this search box.

Revealed: The links between rises in domestic abuse and football tournaments

Whilst the Euros, and other football events, do not directly cause domestic abuse, offenses increase dramatically while matches are played, highlighting a vast problem within the UK that must be understood and addressed. We believe it is immensely important to be aware of the increased risk and spotlight the need to support and protect vulnerable victims.

As we move into the knockout stages of the Euros, tensions and passions are increasing across the UK. Devoted fans are coming out to enjoy the hot weather and support the team as they move every step closer to the dream of lifting the trophy. The further the team gets in the tournament, so the intensity of emotions will rise, igniting excitement, joy, and, in some cases, rage across the nation.

There is a darker side to large-scale football events, heavily impacting the physical and mental health of many people across the UK. And the link between domestic violence and large-scale football matches has been well documented. Lancaster University found a 38% increase in domestic abuse when the England team played. More recently, West Mercia Police reported that domestic violence increased by 11% the day after an England match.

Domestic abuse is a growing problem within the UK, with 1 in 5 adults experience domestic violence during their lifetime. This means that 1 in every 5 of your employees could be coping with domestic abuse in your workplace right now.

Bertrand Stern-Gillet, CEO at Health Assured, says “Whilst the Euros, and other football events, do not directly cause domestic abuse, offenses increase dramatically while matches are played, highlighting a vast problem within the UK that must be understood and addressed. We believe it is immensely important to be aware of the increased risk and spotlight the need to support and protect vulnerable victims.

“Employers have a duty of care for the health, safety and wellbeing of their employees and should consider the impact of domestic abuse on them as part of this duty. With the evidence showing that UK businesses lose as much as £14bn a year as a result of domestic abuse, there’s both a personal and financial impact to consider.

“It’s essential for leaders to provide necessary support to victims who may not have the ability to use their voice and reach out for the help they require.”

How can employers be aware of the signs an employee may be suffering from domestic abuse?

“Domestic abuse can impact an employee in extreme ways, affecting their professional and personal life, such as a reduction in productivity and poor mental wellbeing.

“As a leader, it is important to assist your people in a meaningful, respectful, and confidential way. This is especially true if you feel they are dealing with domestic abuse. Leaders should be able to spot signs that indicate if an individual is coping with domestic violence, so they can support wherever necessary.”

Some signs may include:

  • Unexplained injuries
  • Declining performance
  • Mood changes or changes in attitude or behaviour
  • Increased absences
  • Withdrawing from interacting with colleagues
  • Becoming obsessed with timekeeping
  • Being secretive or not talking about their home life
  • Increased fatigue
  • A partner stalking the employee at the workplace or waiting outside for them to finish

What support can leaders offer employees who are victims of domestic abuse?

  1. Create a confidential and safe space to talk

Create a safe and private space for potential victims to feel supported, heard, and allow them to have a voice to disclose the abuse and seek help. It is imperative to keep all conversations confidential, so make sure there is a dedicated space to talk openly and honestly without interruptions.

  1. Offer training for your leaders

Providing training for your leaders, managers, and supervisors is a sure way for them to understand how to support employees who are dealing with domestic abuse. This gives them confidence to spot the signs and offer practical support.

  1. Signpost to relevant information

Provide and understand necessary, up-to-date, and useful information about organisations and support systems that help victims of domestic violence. Signposting to relevant information offers access to lifesaving information and help for potential victims that they may not be able to access from home.

Organisations, such as Women’s Aid, Men’s advice line, and the Freephone National Domestic Abuse Helpline are great and trusted organisations to start with.

  1. Be flexible

Offering flexibility for domestic abuse victims provides extra time for them to deal with the potentially severe consequences of domestic violence. Allowing greater flexibility and control over their working environment may empower victims and give them the opportunity to focus on their mental wellbeing and safety.

  1. Offer practical support

There are various steps that can be taken, for example, alerting reception to the identity of the abuser, offering safe car parking facilities and ensuring the employee is accompanied to their car before and after work. Providing new mobile phone numbers and email addresses and giving paid time off to attend appointments and arrange new accommodation are also simple but important steps.

  1. Take the lead on mental health

Providing mental health support is essential for many employees to perform optimally, overcome stressful challenges, and have a good mental wellbeing. Mental health support provides a safe and confidential space for employees to speak to a professional counsellor and gain relevant and potentially lifesaving advice for domestic abuse victims.

    Read more

    Latest News

    Read More

    Guide to effective neurodiversity training to managers

    24 July 2024

    Newsletter

    Receive the latest HR news and strategic content

    Please note, as per the GDPR Legislation, we need to ensure you are ‘Opted In’ to receive updates from ‘theHRDIRECTOR’. We will NEVER sell, rent, share or give away your data to third parties. We only use it to send information about our products and updates within the HR space To see our Privacy Policy – click here

    Latest HR Jobs

    University Of The Arts LondonSalary: £32,624 to £39,342 per annum

    University of Oxford – Radcliffe Department of Medicine, MRC Weatherall Institute of Molecular MedicineSalary: £28,759 to £33,966 per annum, with a discretionary range to £37,099

    Swansea University – Human ResourcesSalary: £45,585 to £54,395 per annum

    Job Title: HR Director Location: Kent, United Kingdom Job Type: Full-time Salary: £60,000-£80,000pa Job Description: Reed HR are seeking an experienced HR Director to join

    Read the latest digital issue of theHRDIRECTOR for FREE

    Read the latest digital issue of theHRDIRECTOR for FREE