Domestic violence has been receiving growing attention in recent years and is now one of our most significant societal issues. As an employer, you have the opportunity to notice and act on the violence that many others may not see.
11,000 sick leave cases per year are directly linked to domestic violence, according to figures from the National Board of Health and Welfare. But the actual number is likely much higher. Often, the person subjected to violence feels great shame, and it’s common for them to have been isolated from family and friends, making it difficult for those close to them to see what is really happening.
Christina Hollberg is a psychologist at Falck. In conversations with employees across the country, she often encounters people living with a violent partner.
"The workplace might be the only place where we have the opportunity to discover that someone is living in a violent relationship, which is why it’s incredibly important to include domestic violence in systematic workplace safety efforts," says Christina Hollberg.
Regularly raise the issue of domestic violence
One way to address the issue in the workplace and initiate discussions is to incorporate it into regular routines. Include questions in the employee reviews about how employees are doing at home and in their relationships, talk about it at workplace meetings, and ask questions if there’s repeated short-term absence. It can also be valuable to have a page on the intranet with information about where to seek help if one is subjected to violence – and to dare to ask when you suspect something.
"What’s important to remember is that the opportunity to tell someone might be the first step in having the courage to leave the relationship. It can feel scary to ask, but if you find out what support services you can refer someone to, it might feel easier."
The opportunity to tell someone might be the first step in having the courage to leave the relationship
Make the workplace a safe place
If it turns out that an employee is subjected to violence in a relationship, it’s important not to blame the person but rather to listen, ask what they need, and follow up. You can offer to call a support organization together to get the right help, or allow them to make calls during work hours, which can be easier since the person subjected to violence is often monitored at home.
"Show that you care. One way is to ensure that work is a safe place. Sometimes it can help if you set rules together, such as it not being allowed for the employee to work from home or take private calls during work hours."
Showing that you understand the employee is in a very difficult situation can reduce stress related to work. Be understanding and show that it’s okay for the employee to always be the one who takes care of sick children, goes to all parent-teacher meetings, and needs to take calls from their children during work hours.
"It’s important to know that as an employer, you can’t aim to get the employee to leave their relationship. That’s not possible. Most people know they are in a harmful relationship and that it shouldn’t be that way," says Christina, continuing:
"For those who are on the sidelines and want to support, it can be helpful to understand the processes around domestic violence, how violence can be normalized in a relationship, and that anyone can be affected. It can also be reassuring to know that most people in violent relationships eventually leave, even though it may take time."
Recognize signs of domestic violence
As an employer and colleague, there are things to be aware of. Some signs include depression, anxiety, worry, memory problems, and frequent short-term absences. The person may seem stressed, and at first, you might think they are heading towards burnout.
"Keep in mind that domestic violence can be a contributing factor to why things aren’t working at the workplace. The employee is so preoccupied with managing their relationship, even when they are at work, and they live under constant threat. This, of course, has a significant impact."
Other signs may include the employee frequently receiving calls from their partner during work hours. They may always be picked up and dropped off at work and never participate in social activities or conferences.
"If you see signs that something isn’t right, have the courage to ask. As a manager, it’s also important that you have someone you can talk to and discuss these tough issues with so that you, too, receive support in how you can help your employee."
