Is identifying domestic violence your responsibility?

Physical, psychological, or sexual abuse: domestic violence has a huge impact. About 70 percent of victims have a paid job. More than half miss three or more workdays per month; domestic violence is responsible for at least ten percent of (sick) leave (source: sociaalwerknederland.nl). Concentration problems and loss of productivity are also common. That’s why it’s important for your employees to know they can talk to you about it. And for you to know which steps you can take to stop domestic violence.

By Myrtille van Hout

Safe workplace, safe home
You should feel safe at work, and fortunately, more and more employers are paying attention to this. Think of preventing aggressive behavior, sexual harassment, and bullying. Unsafe environments can have a negative effect on the health and well-being of employees, resulting in depression and absenteeism. If the workplace is safe, it can also be a place where victims of domestic violence dare to share their problems. If, as an employer, you know how to act, you can take the first steps toward help and stopping the violence.

Help from outside needed
Domestic violence does not stop on its own; often, intervention from others is needed. As an employer, you can ensure that the topic is open for discussion within your organization and offer a helping hand. If you suspect that one of your employees is a victim of domestic violence, or perhaps a perpetrator, it is important to start a conversation about it. This does require good conversation skills, because what if your suspicions are unfounded?

Signs of domestic violence
For your employee’s safety, it is important to be alert to the signs of domestic violence. People are often ashamed and try to hide it. Still, you may notice that someone is very quiet and withdrawn, or on the contrary, exhibits hyperactive behavior. Or that someone is startled by touch or often has injuries with implausible explanations. Unusual social behavior can also indicate domestic violence, such as difficulty with eye contact or frequently canceling or postponing appointments. And psychosomatic complaints such as trembling, sweating, heart palpitations, hyperventilation, depression, and stomach pain can be signs—the list of signals is extensive.

Involving a professional
What makes it even more complex is that no single signal is clear proof; something else may be going on. That’s why it’s important to call in a professional, such as a confidential counselor or company doctor. They know how to start the conversation and where employees can turn for help. This way, you can help ensure that your employee’s home becomes safe again.

Case manager as first point of contact
If you suspect that an employee is a victim of domestic violence, feel free to contact one of our case managers. As the central point of contact, they know which care providers have the competencies to observe behavioral changes, recognize signals, and have the right conversation. If it concerns employees with a migrant background, intercultural competence is also important. Whether you have suspicions or are certain, sharing your concerns with us is an important first step.

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