Workplace Domestic Abuse Policy

Domestic Abuse Workplace Policy

of:

________

This policy and our commitment

We recognise that any member of our workforce may experience domestic abuse and that this can have significant implications upon them within the workplace. For example:

- surviving or experiencing domestic abuse may impact an individual's ability to focus and engage properly with their work;
- a perpetrator of abuse can often seek to interfere with a person's career prospects or ability to work;
- abuse may take place within the workplace, by way of ongoing harassment, threats or intimidation techniques from a perpetrator;

This policy aims to set out the support we make available to those who have experienced or are experiencing domestic abuse. We wish to ensure that we are able to provide a safe and supportive environment for any person who is affected by domestic abuse.

This policy is applicable to all staff members throughout the workplace but does not form part of any contract of employment, contract of services or contract for work.

Definition of domestic abuse

We recognise that domestic abuse can cover a wide range of circumstances. In this policy, the meaning of domestic abuse shall include any abuse perpetrated by one person against another person who is personally connected to them. A personal connection of an individual will include a connection by way of:

- marriage;
- an agreement to marry in the future;
- sharing a child together;
- a current relationship;
- a previous relationship;
- a civil partnership;
- an agreement to enter into a civil partnership;
- being family members/related to one another.

Abusive behaviour can include things such as:

- violence or threatening behaviour;
- physical or sexual abuse;
- control or coercion;
- economic abuse;
- physiological abuse.

We have based the above meaning of domestic abuse upon the statutory definition. We do so in order to assist staff members in understanding the nature of domestic abuse, and in order to provide some specific examples. We recognise as an organisation that domestic abuse can cover a wide range of circumstances and can vary in individual cases.

Reporting

Any staff member who is experiencing or has experienced domestic abuse is able to report this as follows:

________

Any such conversation must be treated as confidential (see the relevant section below).

Record keeping and confidentiality

Any personal information shared by a staff member during a consultation in which they are sharing or reporting concerns surrounding domestic abuse shall be processed in accordance with our data protection policy documents, which can be located: ________.

A confidential record of all discussions relating to domestic abuse shall be kept however this shall be entirely separate from personnel files. The information shared by a person who has experienced abuse or is experiencing abuse shall not have any adverse impact upon their employment/workplace records.

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Support

Where a staff member shares that they are experiencing or have experienced domestic abuse, discussions should take place to explore how we, as an organisation, can support the individual concerned.

Support will be discussed in line with the individual needs and circumstances of the staff member concerned. Examples of possible forms of support we may be able to offer are:

________

Our specialist scheme

We are proud to have a scheme in place at our workplace which offers support and raises awareness for domestic abuse as follows:

________

Absences

We recognise that those who have experienced or are experiencing domestic abuse may require time off work for a number of reasons. Absences for any domestic abuse-related health reasons (i.e physical or mental illness) will be dealt with in accordance with our usual sickness procedures, which can be found: ________.

Where the circumstances are deemed appropriate, we are also able to offer paid leave for staff members who require additional time off for domestic abuse related reasons. For example, this may include time off in order to:

- attend family court hearings;
- attend criminal court hearings as a witness/complainant;
- attend appointments with advocates and support workers;
- make housing arrangements.

We appreciate there are a wide range of different circumstances where time off may be necessary and the above list is not intended to be exhaustive. We do ask that appointments are scheduled outside of working hours if this is a possibility. Requests for such periods of leave should be made in line with our usual procedure for requesting time off wherever possible.

The nature of domestic abuse is such that there may be circumstances in which a staff member requires urgent time off where they have been unable to plan for this. In those circumstances, the absence can be reported in the following manner:

________

We have fixed a limit to any periods of leave granted for a reason of domestic abuse in accordance with this policy (where this falls outside of a sickness-related absence) at a maximum of ________ day per calendar year, however, the organisation may exercise its discretion where additional periods of leave are justified in the circumstances.

Zero tolerance

We operate a zero-tolerance policy in relation to domestic abuse. Any staff member who has been alleged to have perpetrated domestic abuse:

- during their working hours; or
- using any form of work equipment; or
- by using their status, title or with reference to their job position.

may be the subject of the appropriate disciplinary procedures, irrespective of whether the party in receipt of the abuse is a staff member.

The appropriate disciplinary investigation and disciplinary steps shall always take place fairly, appropriately and in accordance with our usual procedures which can be located as follows: ________.

Where any criminal investigation is ongoing, we may be required to await the outcome of this before any disciplinary process can be commenced.

Any person who has been found to have perpetrated domestic abuse is strongly encouraged by us as an organisation to address such behaviour by accessing appropriate support, therapy and groups etc.

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This policy has been created by ________

Dated: ________