Beyond Awareness: Is Your Workplace Ready to Respond to Domestic Violence?

Imagine an employee tells their manager that an abusive former partner has been waiting near the building. The employee is frightened but worried that asking for help could jeopardize their job. Does the manager know whom to contact, what to say, and how to respond without making the situation worse?

For employers, the answer should not be improvised in the moment. A compassionate response matters, but so do clear policies, established procedures, and an understanding of the employer’s responsibilities. This Domestic Violence Awareness Month, SHRM and the Employers Against Domestic Abuse Alliance (The Alliance) are encouraging organizations to examine not just whether they have resources available, but whether their workplaces are truly prepared to respond when an employee needs support.

The need for preparation is clear. According to 2025 research from the National Domestic Violence Hotline and Futures Without Violence, 53% of surveyed survivors did not disclose abuse to their employers because of concerns about discrimination, job loss, or retaliation. This underscores the importance of creating workplace environments where employees can seek assistance without fear of negative consequences or unnecessary barriers to accessing support.

“Workplace readiness is about more than having the right policy on paper,” said Emily M. Dickens, chief administrative officer of SHRM. “It means ensuring that supervisors know how to respond, employees understand where to turn, and organizations are prepared to protect both individual dignity and workplace safety.”

For HR leaders, preparedness begins with important questions. Do employees know where to seek confidential assistance? Are frontline managers trained to recognize potential warning signs, respond appropriately, and connect employees with resources? Are workplace safety protocols in place? And do employers understand applicable leave, accommodation, anti-retaliation, and workplace safety requirements?

Equally important is assessing whether existing resources are effective and accessible. For example, does an organization's employee assistance program (EAP) offer meaningful support for employees experiencing domestic violence? Do employees understand how to access these services and what confidentiality protections apply? Employers should also consider whether resources are readily available without requiring employees to disclose sensitive personal circumstances. Regular communication about available assistance, flexible workplace policies, and clear pathways to support can help employees access resources even when they choose not to self-identify.

Employees experiencing abuse must remain central to decisions about their safety and well-being. Depending on individual circumstances, support may involve flexible work arrangements, adjusted schedules, access to EAPs, or coordination with workplace security personnel. Employers should respect employees' autonomy while fulfilling applicable legal and workplace safety obligations.

“An employee who asks for help should find a thoughtful response, not a confusing process,” said Mollie Campbell, founder and CEO of The Alliance. “We want employers to be ready with practical options while respecting the choices and circumstances of the person seeking support.”

Fortunately, employers do not have to navigate these challenges alone. SHRM offers resources such as its Understanding Workplace Violence Prevention and Response Toolkit, which provides guidance on workplace safety planning, prevention, and response. SHRM Members can also consult HR Knowledge Advisors for guidance on complex workplace situations.

The Alliance similarly offers an Employer’s Toolkit, available through its Advocate Membership, which includes a workplace domestic abuse policy template, employee training resources, and a roadmap for organizational readiness. Its Safe Place Workplace Program provides additional support for employers developing comprehensive policies, training, and safety protocols.

To help employers translate these resources into action, SHRM and The Alliance hosted “Beyond the Home: HR’s Role in Domestic Violence Support and Workplace Preparedness” on Thursday, Oct. 22, available on demand..

Featuring Campbell and Dale Clinton, chair of The Alliance’s Board of Directors, the webinar will explore how domestic violence intersects with the workplace, practical approaches to supporting employees, and the policies, safety measures, and compliance considerations employers should understand.

The question for every organization is not simply whether domestic violence could affect its workforce. It is whether the organization is prepared to respond when it does, with trained managers, accessible resources, and a workplace where employees can seek help without unnecessary barriers.