Employers are being urged to take stronger action to support staff affected by domestic abuse, as a new workplace service launches to help businesses develop policies, deliver training and build cultures of safety. The move comes amid concern that fewer than 5 percent of UK organisations have a formal domestic abuse policy in place.
The new initiative, led by domestic abuse advocate Cheryl Sharp, provides tailored policy creation and staff training to help managers identify warning signs, respond appropriately and reduce risk. Sharp said too many employers remain unprepared to support survivors despite the scale of the issue, with one in four women and one in six men experiencing abuse during their lifetime. According to figures cited in the release, three quarters of victims are targeted at work.
The service aims to close this policy gap by giving employers practical tools to create safer environments. Sharp’s training programme, The Business Case for Supporting Survivors, covers different forms of abuse, visible workplace indicators and how to handle disclosures with empathy and clarity.
‘It’s already impacting your business’
Sharp said employers must not assume abuse is a personal issue that stops at the workplace door. “The uncomfortable truth is that whether you have a policy in place or not, domestic abuse is already impacting your business. Every workplace needs a robust policy that safeguards vulnerable employees and offers clear guidance for managers and colleagues.”
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She added that “[d]omestic abuse doesn’t stay at home. It follows people to work through constant phone calls, threatening messages and the mental toll of living in survival mode. The effect on businesses is both significant and measurable.”
For firms seeking to create meaningful change, Sharp said awareness must go beyond one-off policies and become embedded in daily culture. “To truly make a difference, organisations must embed domestic abuse awareness into their culture, leadership and everyday practices. That means having a clear policy, training leaders, raising awareness company-wide and knowing how to connect people to specialist support.
“Most importantly, it’s about creating a workplace where disclosure is met with belief, compassion and practical help.”
The cost of inaction
Domestic abuse is estimated to cost the UK economy £14 billion a year. The direct cost for employers is reported to be £316 million through sick leave, absence, reduced productivity and staff turnover. Survivors may feel forced to leave their roles if their work performance is affected and no support is offered.
Having a formal workplace policy not only gives survivors clarity on where to turn; it also educates colleagues and leaders on how to respond. Education, say observers, is central to creating a culture in which abuse is taken seriously and met with appropriate support rather than silence or stigma.
Practical measures for employers
The service includes bespoke guidance on safeguarding employees at risk. It can involve adjusting working arrangements, updating contact protocols, reviewing security or offering time off. Training content also addresses how abuse can manifest through changes in concentration, attendance or behaviour, helping managers recognise concerns early.
Sharp works directly with HR leaders and business owners to ensure interventions are relevant and realistic. By aligning awareness with operational policies, she said organisations can protect employees while minimising disruption and legal risk.
A personal mission
Sharp’s advocacy is grounded in her own experience. After leaving an abusive relationship in 2011 with no income or support, she went on to rebuild her life and establish a business. She founded Pink Pig Financials, an accountancy firm, in 2014 and has since become a speaker and trainer on the role employers can play in supporting survivors.
With formal domestic abuse policies still rare in UK workplaces, the launch of a dedicated training and guidance service offers a clear route for employers seeking to strengthen wellbeing provision and protect vulnerable staff. Sharp said a proactive, compassionate response can make the difference between a survivor staying in employment or being pushed further into crisis.
