Domestic Abuse Is a Workplace Issue: How Employers Can Help

People often view domestic abuse as a personal matter, but its impact does not stop at home. For many survivors, the effects of abuse can follow them into the workplace, affecting attendance, productivity, engagement, morale, and overall well-being. It can also create challenges for colleagues, managers, and HR teams who may recognize that something is wrong but may not know how to respond.

The Employers Against Domestic Abuse Alliance is working to change that by helping organizations better understand domestic abuse as a workplace issue. The Alliance notes that an estimated one in three women and one in seven men will experience domestic violence at some point in their lives, underscoring why employers should be prepared to respond with care, confidentiality and practical support.

Founded by survivors and advocates, the Alliance equips employers with the resources, guidance, and support needed to create safe, informed, and compassionate workplaces. Its work is rooted in a simple but important idea: Employers do not need to become domestic abuse experts, but they do need to be prepared to support employees who may be experiencing abuse.

Through its Safe Place Workplace Program, the Alliance helps organizations take practical steps to address the effects of domestic abuse at work. The program focuses on building awareness, reducing stigma, and creating clear pathways for employees to access help. It also encourages employers to recognize that every employee deserves to feel safe, supported, and empowered both at home and on the job.

For HR professionals, this work is especially relevant. HR teams are often called upon to navigate sensitive employee situations, support workplace safety, and connect employees with appropriate resources. When domestic abuse intersects with the workplace, preparation matters. A thoughtful response can help ensure that employees are treated with empathy, confidentiality, and care while also supporting a safe and respectful workplace culture.

SHRM encourages employers to prepare in advance by developing clear policies, training managers to recognize warning signs, connecting employees to appropriate resources such as employee assistance programs and local support organizations, and maintaining a workplace culture where employees feel safe seeking help.

SHRM Members who have questions about how to respond to a specific situation can also contact SHRM’s Knowledge Advisors for guidance, tools, and resources to help determine appropriate next steps while keeping the focus on supporting workers and maintaining safe workplaces.

By bringing domestic abuse out of the shadows and into the workplace conversation, the Employers Against Domestic Abuse Alliance is helping employers move from awareness to action—creating workplaces where survivors can find support, stability, and dignity.