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Abuse

Abuse includes domestic violence, rape and sexual assault.

A quarter of women and a sixth of men will suffer domestic abuse.

2 women a week will be killed as a result.

 

Roughly 8% of your employees are victims of abuse.

 

It costs UK business over £1.9 billion pa.

 

Serious sexual offences (rape, sexual assault, exploitation and child abuse) are increasing (up to 45,326 recorded cases in 2010/11), about 11% in reality.

 

Most employees will know someone who has been abused, or is an abuser or has been affected by it, but they may not think it’s happening to a colleague.

 

Normally harassment/bullying, grievance or disciplinary procedures are in place to deal with abusive or violent behaviour at work, but how do you tackle the impact of domestic violence or a sexual assault on work?

 

Currently there is no direct employment legislation requiring you to care for victims of abuse, nor helping abusers to stop. There are however, a number of criminal acts and duties under health and safety law that impact upon the workplace which may make you and your organisation liable should you fail to take action where the abuse becomes known to you or colleagues. These include harassment, stalking, forced marriage, 'honour' crime, and the duty of care to protect your employees’ safety.

 

Victims will be stressed. This may lead to higher absence, presenteeism, deteriorating mental health, hospitalisation, disability, lower productivity, lateness, inflexibility, poor performance or conduct, and a higher labour turnover.

 

It may impact directly by the abuser harassing your employee at work or on their way to work. Abuse may happen whilst at work particularly when working from home. Other employees may become involved directly or indirectly and they or their families may become at risk. There are potential PR issues.

 

We provide policies, training and support to raise awareness of abuse and how to deal with it at work. Please contact us when you need further advice or support.

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