Domestic violence doesn’t stay at home—it often follows survivors into the workplace, impacting productivity, safety, and overall well-being. For many survivors, work is more than just a job; it can be a lifeline for financial independence and a safe space away from their abuser. Employers play a crucial role in supporting employees experiencing domestic violence and fostering a workplace culture of safety and compassion.
Why Domestic Violence is a Workplace Issue
Two types of wills are allowed under North Dakota law:
- Impact on Attendance and Performance: Survivors may face difficulties with attendance, focus, or meeting deadlines due to abuse.
- Safety Concerns: Abusers may stalk or harass survivors at work, jeopardizing the safety of the entire workplace.
- Financial Dependency: Survivors often rely on their jobs to rebuild their lives, making workplace support critical for long-term recovery.
Why It Matters
Supporting survivors isn’t just the right thing to do—it benefits the workplace as a whole. A compassionate, proactive approach can:
- Improve employee morale and loyalty.
- Reduce absenteeism and turnover.
- Enhance workplace safety and productivity.
Taking the First Step
Employers don’t need to have all the answers to make a difference. Partnering with local domestic violence organizations, offering training, and committing to policies that support survivors can create a safer and more inclusive workplace.
If your workplace is ready to take action, resources like the National Domestic Violence Hotline and state-level advocacy groups can provide guidance on crafting effective policies and providing employee support.
How Employers Can Make a Difference
- Create a Safe and Supportive Environment
- Policy Development: Implement workplace policies that address domestic violence, including accommodations for survivors and guidelines for reporting abuse.
- Confidentiality: Ensure all reports and requests for support are handled with discretion to protect the survivor’s privacy.
- Provide Resources and Training
- Awareness Training: Train managers and HR staff to recognize signs of abuse, respond empathetically, and connect employees to resources.
- Resource Sharing: Share information about local shelters, hotlines, and legal assistance in employee handbooks or through posters in break rooms.
- Offer Practical Support
- Flexible Work Arrangements: Allow survivors to adjust their schedules or work remotely to accommodate court dates, counseling sessions, or safety planning.
- Financial Assistance: Provide access to emergency funds, paid leave, or advance pay to help survivors during crises.
- Ensure Workplace Safety
- Security Measures: Work with building security to protect survivors, such as screening visitors or providing escorts to and from the workplace.
- Restraining Orders: Collaborate with survivors to enforce protective orders, ensuring abusers cannot access the workplace.
- Foster a Culture of Zero Tolerance
- Anti-Abuse Stance: Make it clear that harassment, stalking, or any abusive behavior will not be tolerated, whether it’s perpetrated by employees or external parties.
- Supportive Culture: Promote open conversations about domestic violence to reduce stigma and encourage employees to seek help.
Who Do I Contact With Additional Questions?
Seniors 60 and over Call:
1-866-621-9886
Others Call:
1-800-634-5263
You may apply for legal services by completing our online website application.