Employers can be a safe support for domestic violence survivors

Roughly 1 in 3 women and 1 in 6 men in the US will experience domestic violence at some point in their lifetime. Some survivors never ask for help, even from those closest to them, including friends and coworkers.

Employers can have an important role to play in reducing stigma and supporting employees who are or have experienced abuse, according to trauma experts who spoke with HR Brew.

“It’s a conversation for employers because it is impacting your workplace and your workforce already, regardless of whether or not you’re talking about it,” Stephanie Lemek, founder of The Wounded Workforce, which provides trauma-informed organizational training, and a survivor of domestic violence, told HR Brew.

Home life comes into work. While some leaders may believe that employees should keep their work and home lives separate, it’s rarely fully possible, including when their home life is unsafe, according to advocates. Roughly 8 in 10 domestic violence survivors said that abuse made it more difficult for them to work, and 30% said their employer did not help them, a 2025 Futures Without Violence survey found.

Domestic violence can lead to absenteeism and turnover, and is estimated to cost US employers 8 million lost workdays and $1.8 billion in productivity, SHRM reported in 2024. It can also create wider workplace safety issues if, for example, the abuser comes to the office.

“We very often see that abusers actually interfere with work, so they may engage in behaviors that make it difficult for the survivor to get to work on time…They may call and harass them at work in a way that is disruptive and distressing to the whole workplace.” said Liz Roberts, CEO of victim services organization Safe Horizon, which offers organizational training and has worked with organizations like the NBA and Verizon.

She added, “the abuse really does spill over into the workplace in a very big way, and I find that a lot of employers underestimate how common abuse is.”

Workers experiencing domestic violence may feel particularly attached to their jobs because they offer vital economic stability and community. “The workplace is often the one place survivors are regularly separated from the person who is harming them, so it also represents an opportunity for a rare point of intervention,” according to Lemek.

Legal protections and employer benefits. Roughly half of states (26) have domestic abuse laws that guarantee survivors time off from work, which they may need to attend court dates, victim advocates meetings, or doctor appointments. Such leave is unpaid in many states, though Alaska, Michigan, and Arizona, provide paid time off. In some states, like New York and California, domestic violence protections have been added to Family and Medical Leave Act policies.

Employers should familiarize themselves with the laws in their states, and with the resources available through their employee assistance programs (EAP), and provide workers with flexible schedule options and information that’s easy and safe to access, Lemek said.

“Put up a QR code or a flyer for an EAP somewhere private, like a bathroom stall.”

Employers should look beyond EAPs as well, as they may not have the specific resources that survivors need, according to Roberts. “What we like to see is that every company knows who their local domestic violence and sexual assault providers are.” she said. “And that when they are aware of a situation of abuse, that they may refer to the EAP, but they also refer to that nonprofit provider, because they’re going to have the really specialized skills and safety planning, legal advocacy and other things that a survivor may need that go well beyond counseling.”

Provide informed training. More than half of survivors (60%) surveyed by Futures Without Violence said their employer does not offer domestic violence-related training. But workforce training, the organization found, encouraged employees to disclose their experience, and allowed employers to better support them.

Roberts and Lemek said that organizations should provide domestic violence training to HR, managers, and employees.

“One very easy and generally free thing to do, just once a year, is have a workshop, invite a local nonprofit to come in and do domestic violence and sexual violence 101,” Roberts said.

It’s not a one-size-fits-all solution, Lemek said, but training can increase awareness and reduce stigma. It can also help employees feel more comfortable requesting accommodations, like time off, Roberts noted.

Training for both managers and HR professionals “addresses the reality that there are always going to be survivors in the workplace and that they may need accommodations, that they may need support and flexibility, and that that’s the organization’s commitment,” Roberts said. But survivors, Lemek said, should not feel like they have to disclose their experience to receive support; that could cause further trauma.

Another training may sound daunting, but Lemek said that it can be incorporated into existing leadership or mental health training.

Training usually focuses on the warning signs of abuse, like unexplained injuries, unplanned absences, or threats, according to Roberts.

“Managers will say, ‘I did see some of those warning signs, but I didn’t want to offend the person,’ and I understand that feeling,” she said. “It’s completely manageable. So if you approach the person in the right, respectful, compassionate way, that’s going to be well-received by most employees.”

Empathetic leadership. HR should make it clear that employees have support, resources, and job security, according to Lemek. It could be something as simple as a manager reaching out to an employee to see how they’re doing, she said.

“Give them clarity around what’s happening in the conversation,” Lemek said, noting that many HR leaders might not have a close relationship with most employees within an organization. “Just getting super clear is so powerful, especially when we have that imbalance of power in the employer-employee situation.”

An employer that supports employees and acknowledges their experiences is likely to be one where workers will feel more comfortable reaching out for help or using the services that are available to them.

“The reality is, it’s not just good for the individuals, it’s not just the right thing to do, but it really is better for the organization as well,” Lemek said. “It allows you to retain talented people and to really increase loyalty among your employees.”

If you are in crisis, you can reach out to the National Domestic Violence Hotline. Call 1.800.799.SAFE or text “START” to 88788.