A consortium of employer support services has launched a new guide – “Protecting Every Future” – to help managers support employees who may be experiencing domestic abuse during pregnancy.

To gain support among policymakers, the coalition has also penned a co-signed letter to government figures, asking them to back stronger protections and provision of support in the workplace for people living with domestic abuse.

The statistics surrounding domestic abuse are stark, particularly during pregnancy, which is a key moment when abuse can begin or escalate:

 30 per cent of domestic abuse cases begin during pregnancy, and between 40-60 per cent of women experiencing abuse are abused during pregnancy (SafeLives).

Research* highlights 40 per cent of parents who experienced domestic abuse during pregnancy, or during the first two years of their child’s life, did not feel able to seek professional help at the time. A third (33 per cent) said they did not know where to begin to look for help.

“Protecting Every Future” aims to embed domestic abuse awareness and support in workplace maternity and family-friendly policies and procedures, ensuring that pregnant employees are supported professionally and personally during what can be a challenging time for many.

The Domestic Abuse Commissioner, Dame Nicole Jacobs, recently published a ground-breaking report: Victims in their own right? Babies, children and young people’s experiences of domestic abuse. It highlights research that shows, despite the prevalence of domestic abuse in pregnancy, detection and facilitation of disclosure of abuse by maternity services is comparatively low, with just 0.5% of maternity patients recorded as disclosing domestic abuse.

“Protecting Every Future” provides actionable steps that employers can take to create a secure, supportive environment for their staff. The guide contains suggested wording for workplace maternity and family-friendly policies and questions that can be included in risk assessments to help create safe opportunities for employees to disclose domestic abuse without fear of repercussions or exposure.

Domestic Abuse Education, Domestic Abuse Alliance, and The HR Dept. first joined forces in 2021 to co-create “Sharon’s Policy” with Employers’ Initiative on Domestic Abuse. “Sharon’s Policy” is a free template policy and associated set of guidance notes designed to support employers to implement a domestic abuse policy in their workplace. Sharon Livermore MBE’s lived experience of abuse has shaped these documents, which over 1,000 UK businesses have already used to inform their workplace practices.

Now these services are calling for stronger legislative frameworks that mandate specific workplace practices to support people living with abuse, and training for managers and HR professionals to recognise the signs and how to safely respond. To help drive legislative change, the coalition has penned a co-signed letter to Parliamentarians and those who act as a voice for domestic abuse survivors.

Recipients of the letter include Jess Phillips MP, Under-Secretary of State for Safeguarding and Violence Against Women and Girls; Dame Nicole Jacobs, Domestic Abuse Commissioner; Jess Asato MP (Officer for The All-Party Parliamentary Group on Domestic Violence and Abuse); Alison McGovern MP, Minister of State for Employment (Department for Work and Pensions); and other MPs who are supporting enhanced measures to tackle violence against women and girls.

Sharon Livermore MBE, domestic abuse survivor and founder of Domestic Abuse Education, said: “Incorporating domestic abuse awareness and support into maternity and family-friendly policies and procedures isn’t just good practice – it’s essential for ensuring that all employees, particularly those at risk, feel safe and supported.”

“The workplace plays a crucial role in identifying and preventing harm. Employers can make a life-saving impact by implementing domestic abuse policies and strengthening workplace procedures,” Sharon continued.

“Protecting Every Future” includes signposting to specialist support services including civil legal help from Domestic Abuse Alliance and internal workplace resources such as Domestic Abuse Champions, HR Teams, and Employee Assistance Programmes. These tools enable managers to offer practical support while maintaining confidentiality.

Rosie Watson, Head of External Relations at the Domestic Abuse Alliance said: “The government has pledged to halve violence against women and girls in the next 10 years. Embedding the principles set out in “Protecting Every Future” is a tangible action employers can take to help tackle the epidemic of domestic abuse across the UK.”

“With the right workplace support, employees experiencing domestic abuse can feel empowered to seek help, such as navigating the civil legal system, securing a protection order, and regaining control over their safety and future,” Rosie continued.

Felicity Kenny, Managing Director of The HR Dept, commented “Domestic abuse impacts every facet of a person’s life, including their ability to work, maintain economic independence, and to seek help safely. Unfortunately, many employees experiencing abuse face additional risk and isolation when seeking support, due to a lack of awareness or an absence of workplace policies surrounding this topic. Employers can take forward the practical steps set out in the “Protecting Every Future” guide and help create safer and more productive workplaces for everyone.”

“Protecting Every Future” has been created with support from Employers’ Initiative on Domestic Abuse, Refuge, and The For Baby’s Sake Trust.

Gemma Sherrington, CEO of Refuge, said: “While domestic abuse can take many forms, we know it can escalate during or after pregnancy as the perpetrator exploits the situation to maintain control. From 2023 – 2024, 14% of Refuge’s service users reported being pregnant.

“For many survivors of domestic abuse, effective support from their employer can offer a lifeline, allowing them to rebuild their lives without fear of losing their income. When factoring in the added cost of raising a child, this is particularly important for pregnant or recently pregnant survivors.

“Fostering supportive workplaces is a vital step towards creating a society where every survivor is heard. We highly recommend all employers follow the guidance offered by Protecting Every Future, alongside Sharon’s Policy, to help ensure pregnant and recently pregnant survivors are able to access the support they deserve.”

TSB has won awards for best practice in supporting vulnerable customers. It was the first organisation to offer physical and online Safe Spaces, in partnership with Hestia, and all TSB branch colleagues are trained to spot the signs of domestic abuse and to support those in need. The TSB Flee Fund gives domestic abuse victims up to £500 to pay for essentials to make leaving an abusive relationship possible. Money given through the Flee Fund does not have to be repaid.

Kate Osiadacz, TSB’s Head of Responsible Business, said: “This guide makes it clear that businesses have a role to play in supporting abuse victim-survivors. We’ve seen the difference that support measures can make – like the TSB Flee Fund for colleagues and customers escaping abuse. That’s why we are looking at how we reflect these insights in our existing policies – so colleagues know what vital help is available, when it matters.”

Research conducted by The For Baby’s Sake Trust