Support from an HR consultant in Manchester on what to do if an employee tells you they are experiencing domestic abuse.
If you have never had an employee tell you they are experiencing domestic abuse, you are not alone. Many business owners see it as a private issue and assume it will not affect the workplace. When a disclosure does happen, managers often freeze or say the wrong thing through panic.
That reaction matters. Domestic abuse can affect attendance, concentration, and safety at work. A poor response can increase risk for the employee and create legal, reputational, and operational problems for your business. If you need support, HR consultancy services in Manchester can help you respond calmly and appropriately.
This article explains what to do when an employee confides in you and how to protect both the person involved and your business.
Why your response matters
Signs often appear at work before a clear disclosure, so managers may be the first to notice something is wrong.
If someone trusts you enough to speak up, a calm and practical response can make a real difference to their safety.
Your role is not to investigate. It is to listen, respond responsibly, and put protective steps in place.
Make space and listen
Create a safe, private space and let the employee talk at their own pace. Keep the following in mind:
common signs at work include visible distress, avoiding calls, requests for shift changes or short-notice time off, and reduced focus
you do not need evidence or detailed personal information
do not press for more detail or try to prove anything
The priority is listening and offering stability, not solving everything at once.
Keep it private
Treat disclosures as highly sensitive.
Share details only with the minimum number of people who genuinely need to know.
Avoid casual conversations with other managers or colleagues.
If there is an immediate risk to life, or concerns involving children, safeguarding advice may be needed. If you are unsure, seek guidance before acting.
Workplace safety
Domestic abuse can affect the workplace. Small, discreet changes can reduce risk without drawing attention, such as:
changing parking or entry arrangements
keeping schedules and movements discreet
limiting workplace contact or visitors
updating emergency contact details
offering a temporary workstation move
These measures are protective and low key.
Practical adjustments
Abuse often affects attendance, focus, and consistency. Rather than moving straight to formal performance management, consider short-term adjustments first:
flexible time off for appointments
temporary changes to duties or tasks
adjusted working hours
short, regular check-ins with a nominated person
a clear communication plan covering who will be informed and how
This is about managing risk and keeping the business running while supporting the employee, not lowering standards.
Signpost to specialist support
You do not need to be an expert. If there is immediate danger, call 999. Otherwise, it is for the employee to decide whether to involve the police.
You can signpost support such as:
local domestic abuse services
GP
Employee Assistance Programme, if available
Offer help accessing support if the employee wants it, but do not force action.
Handle performance with care
If domestic abuse is contributing to lateness, absence, or reduced productivity, acting too quickly can increase risk.
Before taking formal steps:
review the situation with an HR consultant
document the support and adjustments offered
keep sensitive notes separate and secure
explore temporary adjustments first
This approach protects your business and reduces the chance of harm.
Prepare managers
Most managers feel unprepared for disclosures. A simple workplace process reduces fear-driven mistakes. Make sure your process covers:
who employees can speak to
confidentiality boundaries
what adjustments are available
when to seek safeguarding advice
how to handle attendance or performance issues safely