Employers should be prepared to act in cases of domestic abuse

Feature

Employers should be prepared to act in cases of domestic abuse

Lorraine O’Brien

Lorraine O’Brien is the CEO of The Employers’ Initiative on Domestic Abuse (EIDA) which is calling on employers to increase their role in protection of those experiencing domestic abuse. As increasing numbers are working from home, this has become a high-profile issue.

The legal sector is playing a powerful role in tackling all forms of domestic abuse. Demonstrated in part by the vibrant legal contingent among our membership, ranging from The Supreme Court and global practices such as Linklaters and Norton Rose Fulbright LLP, to practices in all corners of the country and membership bodies, such as the International Bar Association (IBA). The action they are taking is both welcome, and sadly, necessary.

The Covid-19 crisis has thrown the issue of domestic abuse into sharp focus, as the shift to working from home removed the workplace as a safe reprieve for those experiencing domestic abuse.

To put this challenge into context, calls to the National Domestic Abuse Helpline, run by Refuge, and visits to its website have risen exponentially during the crisis – up 50% on last year within a few weeks of the first lockdown.

This alarming rise in calls for help is mirrored around the world. In Hubei province, China, domestic violence reports more than tripled in one month. In Spain, calls to a Catalan government helpline rose by 20% in the first few days of the confinement period; in Cyprus, calls to a similar hotline rose 30% in one week after its first confirmed case of coronavirus.

Legal action

The action being taken is varied in form and aim, proving that there are numerous ways in which employers can play their part.

Linklaters LLP announced their new policy and package of support for employees experiencing domestic abuse. Innovation at this level from a sector global leader is powerful.

As David Martin, Linklaters’ Global Diversity, and Inclusion Partner, put only too well, “Domestic abuse is a workplace issue.” No matter how big or wieldy a company might be, there is room to act.

From another large firm, we are delighted that Hogan Lovells has signed up as one of our founder Beacons – pledging to go above and beyond by acting as a mentor to other businesses who want to act against abuse and providing pro-bono support to the EIDA and our partners. One live project is the Hogan Lovells’ team working with us and employment tribunals to prepare for the arrival of the Domestic Abuse Bill. And in an example of how organisations supporting the sector can also have a commanding impact, The International Bar Association has hosted two successful webinars to engage their members and stakeholders on the issue of an employers’ role in tackling domestic abuse. They are committed for the long-term by commissioning a collaborative research project examining specific action being taken by the legal sector around the world.

The fact that we can point to such impactful, varied, and generous activity, is one small slither of light in this incredibly tough time. Providing support and protection for employees for whom home is not a safe place has been a challenge met head on by our members across the legal community. Although protection and support of employees is the driving motivation for all employers acting, it is worth noting that the cost of domestic abuse to business is estimated at £1.9bn – in the form of decreased productivity, time off work, lost wages, and sick pay. There is not just a moral imperative to act. There is a bottom-line argument to be made for tackling domestic abuse through the workplace too.

Beyond Covid-19

The Employers Initiative for Domestic Abuse (EIDA) was founded on the premise that employers have a unique vantage point and can provide a private source of support for employees who may be experiencing abuse; as well as to deliver training and education to staff on how to spot signs of abuse. We are pleased that our message and aim is having an impact in the legal profession. But of course, there is always more to do.

We are committed to continuing to provide targeted toolkits and signposting for our membership, as well as facilitating exchanges of best practice, successful initiatives, and policies through virtual networking meetings.

With various parts of the UK currently affected by local lockdowns, however efficient the rollout of potential vaccines, the effects of the Coronavirus pandemic will be with us for some time to come. In many cases, the changes that businesses have made in response to the pandemic will become permanent, with more employees working from home than ever before. We are calling on more legal firms to take practical steps to support their employees - you would be in good company. Whether you work in the legal sphere or beyond, domestic abuse is all our business.

The EIDA is free for employers to join. ■