Homeworking and domestic abuse

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.