Workplace Domestic Abuse Policy - Template, Sample Form Pro · UK-law
✓ Valid in United Kingdom · drafted to comply with local law
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Domestic Abuse Workplace Policy
of:
________
1. Purpose and Commitment
1.1 ________ (the "Organisation", "we", "us" or "our") recognises that any member of our workforce may experience domestic abuse and that this can have significant implications for them, both personally and within the workplace. By way of example:
(a) surviving or experiencing domestic abuse may impact an individual's ability to focus upon and engage properly with their work;
(b) a perpetrator of abuse may seek to interfere with a person's career prospects or ability to work;
(c) abuse may take place within the workplace by way of ongoing harassment, threats or intimidation by a perpetrator.
1.2 This policy sets out the support we make available to those who have experienced or are experiencing domestic abuse, and reflects our commitment to providing a safe and supportive environment for any person affected by domestic abuse.
1.3 This policy applies to all employees, workers, agency staff, contractors, consultants, apprentices, casual staff and volunteers (collectively referred to as "staff members") throughout the workplace.
1.4 This is a statement of policy only and does not form part of any contract of employment, contract of services or contract for work, and we reserve the right to amend, withdraw or replace it at any time.
1.5 The person with overall responsibility for this policy and to whom questions about its operation should be addressed is ________.
2. Definition of Domestic Abuse
2.1 The meaning of domestic abuse adopted in this policy is based upon the statutory definition contained in the Domestic Abuse Act 2021. We have done so in order to assist staff members in understanding the nature of domestic abuse and to provide specific examples. We recognise that domestic abuse can cover a wide range of circumstances and can vary in individual cases.
2.2 In this policy, domestic abuse means any abusive behaviour perpetrated by one person aged 16 or over against another person aged 16 or over to whom they are personally connected. Persons are "personally connected" where they:
2.3 Behaviour is "abusive" if it consists of any of the following:
(a) physical or sexual abuse;
(b) violent or threatening behaviour;
(c) controlling or coercive behaviour;
(d) economic abuse (being any behaviour that has a substantial adverse effect on a person's ability to acquire, use or maintain money or other property, or to obtain goods or services);
(e) psychological, emotional or other abuse.
2.4 It does not matter whether the behaviour consists of a single incident or a course of conduct.
3. Reporting
3.1 Any staff member who is experiencing or has experienced domestic abuse may report this as follows:
________
3.2 Any such conversation will be treated as confidential in accordance with section 4 below.
4. Record Keeping and Confidentiality
4.1 Any personal information shared by a staff member when reporting or discussing concerns surrounding domestic abuse will be processed lawfully, fairly and transparently in accordance with the UK General Data Protection Regulation, the Data Protection Act 2018 and our data protection policy documents, which can be located: ________.
4.2 We recognise that some of the information shared may constitute special category personal data within the meaning of Article 9 of the UK GDPR. Such data will only be processed where a lawful basis and an appropriate condition for processing applies, and will be held securely and retained only for so long as is necessary.
4.3 A confidential record of all discussions relating to domestic abuse will be kept; however, this will be held entirely separately from personnel files. Information shared by a person who has experienced or is experiencing abuse will not have any adverse impact upon their employment or workplace records.
5. Support
5.1 Where a staff member discloses that they are experiencing or have experienced domestic abuse, discussions will take place to explore how we, as an organisation, can support the individual concerned.
5.2 Support will be discussed in line with the individual needs and circumstances of the staff member concerned. Examples of the forms of support we may be able to offer include:
________
5.3 Where appropriate, we will undertake a risk assessment and put in place reasonable workplace safety measures, mindful of our duties under the Health and Safety at Work etc. Act 1974 and the Equality Act 2010.
6. Our Specialist Scheme
6.1 We are proud to have a scheme in place at our workplace which offers support and raises awareness in relation to domestic abuse as follows:
________
7. Time Off and Absences
7.1 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 (whether physical or mental illness) will be dealt with in accordance with our usual sickness absence procedures, which can be found: ________.
7.2 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. By way of example, this may include time off in order to:
(a) attend family court hearings;
(b) attend criminal court hearings as a witness or complainant;
(c) attend appointments with advocates and support workers;
(d) make housing or childcare arrangements;
(e) attend medical, legal or counselling appointments.
7.3 We appreciate that there are a wide range of circumstances where time off may be necessary and the above list is not intended to be exhaustive. We ask that appointments are scheduled outside of working hours where this is reasonably possible. Requests for such leave should be made in line with our usual procedure for requesting time off wherever possible.
7.4 Nothing in this policy affects a staff member's statutory rights, including (where applicable) the right to reasonable unpaid time off to deal with an emergency involving a dependant under section 57A of the Employment Rights Act 1996.
7.5 The nature of domestic abuse is such that a staff member may require urgent time off which they have been unable to plan for. In those circumstances, the absence may be reported in the following manner:
________
7.6 We have set a limit on any period of paid leave granted for a reason of domestic abuse under this policy (where this falls outside a sickness-related absence) at a maximum of ________ day(s) per calendar year. The Organisation may, however, exercise its discretion to grant additional periods of leave where this is justified in the circumstances.
8. Zero Tolerance of Perpetration
8.1 We operate a zero-tolerance policy in relation to the perpetration of domestic abuse. Any staff member who is alleged to have perpetrated domestic abuse:
(a) during their working hours; or
(b) using any form of work equipment or facilities; or
(c) by using their status, title or job position,
may be the subject of the appropriate disciplinary procedures, irrespective of whether the person in receipt of the abuse is a staff member.
8.2 Any disciplinary investigation and disciplinary steps will always be conducted fairly, reasonably and in accordance with our usual disciplinary procedures, which can be located as follows: ________, having regard to the ACAS Code of Practice on Disciplinary and Grievance Procedures.
8.3 Where a criminal investigation is ongoing, we may be required to await the outcome of that investigation before any disciplinary process can be commenced or concluded.
8.4 Any person who has been found to have perpetrated domestic abuse is strongly encouraged by us to address such behaviour by accessing appropriate support, therapy and behaviour-change programmes.
9. Non-Victimisation and Equality
9.1 No staff member will suffer any detriment, dismissal or less favourable treatment as a result of having disclosed that they are experiencing or have experienced domestic abuse, or as a result of seeking support under this policy.
9.2 This policy will be applied consistently and fairly to all staff members regardless of any protected characteristic under the Equality Act 2010.
10. Review of this Policy
10.1 We will keep this policy under regular review in order to ensure that it remains effective, appropriate and up to date with current legislation and best practice. Any amendments to this policy will be communicated to all staff members. This policy will be reviewed as follows:
________
11. Further Information and Support
11.1 A range of external organisations are able to offer confidential advice and support to those who are experiencing or have experienced domestic abuse, as well as to those who perpetrate abuse and wish to change their behaviour. Details of these organisations and other relevant resources can be located as follows:
________
11.2 In an emergency, or where there is an immediate risk to safety, staff members should always contact the emergency services by dialling 999.
This policy has been adopted by ________.
Signed: ________
Position: ________
Dated: ________
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