Homeworking and domestic abuse
[ch 8: page 51]Levels of domestic abuse have increased during the pandemic. During the first lockdown, domestic abuse charity Refuge reported a 700% increase in calls to its helpline in a single day. Employers’ legal duty of care to their employees extends to a duty to:
• look out for signs of domestic abuse;
• respond appropriately;
• support someone who is experiencing domestic abuse; and
• keep a record of incidents at work and when employees report domestic abuse, and any actions taken.
Employers can help by publicising the support they offer, in an accessible policy agreed with a recognised trade union. Support can include, for example:
• agreeing a way to communicate safely, for example by text message if calls are not possible, or a different email address if the email is monitored by the abuser;
• agreeing a code word or hand signal to use to alert others to their predicament;
• arranging somewhere else the individual can work instead of at home;
• taking a flexible approach to working hours; and
• helping the individual to access appropriate support and allowing time off, for example to attend support appointments.