Domestic violence is a workplace issue.

A 2004 study VicHealth found that, among women under 45, intimate partner violence contributes more to poor health, disability, and death than any other risk factor, including obesity and smoking.

The serious consequences of domestic violence do not simply disappear when victims leave their homes and go to work.

The effects of domestic violence can show up at work in the form of reduced work productivity, absenteeism, and an increased risk of violence in the workplace.
An employee living in domestic violence may have their work disrupted because of injuries and time required for recovery.

They may lose opportunities for advancement or be unable to do their work adequately. Other staff may have to pick up extra work and may experience anxiety in trying to support their colleague.

Workplace safety may become an issue if a violent person harasses the victim in the workplace.

It has been estimated in a 2004 report by Access Economics that the total annual cost of domestic violence in Australia is $8.1 billion, in terms of the costs to the victim, others affected by the violence and the community.

There are many things that businesses can do

• Ask service providers for some key information to display in the workplace You could display this information in places such as tearooms, toilets, lifts etc. This will help to let staff know that it is OK to talk about domestic violence and that if they are experiencing it, they can get help.
• Create awareness that domestic violence is a workplace issue Once you have some understanding of the issues; share this with other managers and staff. Stress the impact that domestic violence has on business and why it is important to make it a workplace issue. Perhaps organise an information session or include domestic violence as an agenda item at an existing management or team meeting You could present to the meeting yourself or ask someone from a domestic violence service to speak at the meeting.
• Use your corporate identity to support violence prevention activities. If possible, use your corporate identity when you support violence prevention initiatives. This will give a strong message to the community that your business is speaking out against violence. Order a box of white ribbons for management and staff to wear during 16 Days of Activism to Stop Violence Against Women (November 25– 10 December) to show your support for ending violence against women - visit www.whiteribbonday.org.au
• Develop a protocol to help managers support an employee who discloses domestic violence.
• This does not need to be too detailed, perhaps just the information about responding supportively and the phone numbers for key services that can help.
• Review internal policies You could review your internal Occupational Health and Safety policies to check that there are adequate procedures in place to deal with harassment, sexual harassment, bullying and physical violence if it occurs in the workplace.

• Changes in behaviour and work performance
• Preoccupation/lack of concentration
• Increased or unexplained absences
• Harassing phone calls to the workplace
• Bruises or injuries that are unexplained or coming up with explanations that just don’t add up
• Talking about domestic violence with your staff

• Believing what the person tells you and not judging
• Acknowledging their fear and taking their concerns seriously
• Protecting her confidentiality
• Conveying that she is a valued part of the team
• Giving the person the contact number of the (NSW) Domestic Violence Line 1800 65 64 63
• Offering flexible working hours so the person can seek help from solicitors, counsellors etc.
• Supporting the individual’s decisions and being patient and respectful.