Domestic Abuse Is a Workplace Issue HR Can’t Ignore

The effects of domestic abuse are often felt beyond the home. For employers, the issue carries significant implications for productivity, safety, retention, and workplace culture. And with an estimated one in three women and one in seven men experiencing domestic abuse during their lifetimes, chances are high that employees in every organization are dealing with its consequences in silence.

Speaking at SHRM26 in Orlando, Mollie Campbell, founder and CEO of Employers Against Domestic Abuse Alliance, brought both professional expertise and personal experience to the discussion.

“I’m a survivor of domestic abuse,” Campbell said. “I left my abuser on April 3, 2020. What was the last straw? It wasn’t just one thing. It was an accumulation of things.”

She described the reality of abuse in stark terms, experiencing gaslighting, intimidation, control. emotional and sexual abuse, false accusations, and alienation from family and friends.

“During this time I really didn’t understand I was being abused,” she said. “I just thought ‘oh he’s difficult to live with.’ ”

Campbell also felt shame, stigma, and embarrassment, impacting her time at work. “83% of survivors report that the abuse directly impacted their ability to do their job,” she said.

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More than half have lost at least one job because of abuse, while half have missed workdays and often struggle with chronic absenteeism. In addition, 27% of all workplace violence incidents are related to domestic abuse, she noted. Financial pressures also trap many victims, with almost 75% of survivors remaining in abusive relationships because of economic insecurity, she said.

The burden survivors carry into the workplace every day is often invisible. Exhaustion, fear, depression, anxiety, and stigma can manifest as declining productivity, lack of concentration, diminished motivation, absenteeism, and low morale.

“Domestic abuse victims are all around you. In every workplace,” Campbell said.

That reality places HR leaders in a pivotal position. “HR are the custodians of culture,” she said, outlining several steps organizations can take to create safer workplaces.

First, leadership must make a visible commitment. “It starts at the top with the leader,” she said, recommending an executive pledge that publicly declares the organization a safe workplace.

Employers should also establish domestic abuse awareness policies, train managers and employees, and develop safety plans both for the organization and for workers who seek help. Accommodations such as adjusted schedules, remote work arrangements, or enhanced security may be necessary.

Campbell also encouraged organizations to display hotline and resource information, include domestic abuse awareness during onboarding, and communicate their commitment externally through career sites and recruiting materials.

Finally, she urged employers to build partnerships with local shelters, advocacy groups, and community organizations.

For HR leaders, creating a safe workplace begins with recognizing that domestic abuse is not solely a personal issue, it is a workplace issue with human and business consequences.

“If you are a victim, you are not alone. Reach out for help,” she said. “If you are a coworker, recognize the signs and be a safe person at work. If you are an employer, become a safe place workplace.”