Last reviewed 31 August 2021

The Department for Business, Energy and Industrial Strategy (BEIS) has joined the Employers' Initiative on Domestic Abuse (EIDA) as a Beacon member and called on more businesses to do the same.

Becoming an EIDA Beacon will increase the support for employees who may have been victims or at risk of domestic abuse, it explained, by raising awareness and education among staff, as well as providing additional resources and advice.

BEIS has highlighted the report it issued recently, Workplace Support for Victims of Domestic Abuse, which can be found at https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/952445/workplace-support-for-victims-of-domestic-abuse-report.pdf.

It showed that few employers have been aware of the signs of domestic abuse and an even smaller number have a clear policy in place to support survivors.

Business Minister Paul Scully said: “For anyone experiencing or at risk from domestic abuse, I want to make sure help and support is readily available to them in the workplace. No one should have to suffer in silence, and that’s why my Department is joining the EIDA to ensure employees get the support they need”.

More details of EIDA membership is available at www.eida.org.uk/eida-beacon-programme.

Joining is a quick and free step employers can take towards furthering their support for victims of domestic abuse, Mr Scully said.

Earlier this year, he sent an open letter to UK employers on the key steps they can take to build awareness of domestic abuse and to ensure they are noticing warning signs.

Comment by Kate Palmer, HR Advice and Consultancy Director at Peninsula

Domestic abuse can happen to anyone, regardless of their characteristics or socio-economic status. The impact can be felt throughout the individual’s life, including their time at work.

It can have a significant impact on their physical and mental wellbeing, affecting their ability to perform to their best or attend work, which can be serious and long term.

Employers therefore should consider taking steps to adopt and promote initiatives and policies to support their employees who may have been affected by this serious issue.

This can be as simple as promoting free to access resources or allowing those affected time to make arrangements during their working day. Encouraging a culture of openness and sensitivity amongst staff will help to ensure effectiveness of these steps.