Breaking the Silence: How to Address Domestic Violence in the Workplace

By Ruth M. Glenn| Oct 1, 2025

According to the Corporate Alliance to End Partner Violence ¹ phone survey

• 44% of full-time employees reported experiencing the effects of domestic violence in their workplace. This could include witnessing incidents, dealing with disruptions caused by a colleague’s situation, or being part of a workplace culture shaped by such experiences.
• 21% identified as victims of intimate partner violence themselves, showing that a significant portion of the workforce is directly affected.

The workplace isn’t immune to the ripple effects of domestic violence. Whether it’s a colleague struggling silently or disruptions that affect team dynamics, the impact often goes unnoticed—but it’s far more common than many realize.

Discussing domestic violence is crucial because it has tangible effects on the workplace. While its impact reaches every facet of life, it is often overlooked as a work-related issue. Victims and abusers are present in every workforce, yet the organizational costs are rarely recognized. Employers in healthy organizations acknowledge how domestic violence disrupt business operations and affect employee well-being.

Domestic violence remains a challenging and often taboo topic, yet its significance in the workplace cannot be overstated. Over the past three decades, especially since the enactment of the Violence Against Women Act (VAWA), society has made important strides in opening avenues for conversations and increasing awareness about the impacts of domestic violence—not just on families and homes, but also on communities and businesses.

The following definitions clarify how to understand and interpret the material in this insight article:

• Domestic violence includes physical, sexual, emotional and financial (economic) abuse perpetrated by intimate partners. It affects individuals across all demographics—there is no single social background or culture immune to this public health crisis.
• Domestic violence is fundamentally about power and control. Although all genders can be affected as victims or perpetrators, data indicates that between 80% and 90% of victims are women.
• While “domestic violence” is the preferred term here, it is also referred to as “interpersonal violence” or “gender-based violence.” For clarity, the term “domestic violence” will be used throughout this section.

The statistics related to domestic violence in the United States are alarming. Every minute, approximately 24 people in the United States experience rape, physical violence, or stalking by an intimate partner — adding up to more than 12 million victims annually. ² Nearly 1 in 4 adult women and approximately 1 in 7 adult men report having experienced severe physical violence from an intimate partner in their lifetime. ³ These numbers are sobering and emphasize the widespread nature of the issue.

The consequences of domestic violence are not solely personal; they have far-reaching effects on society and the workplace. Each year, intimate partner violence is estimated to cost U.S. businesses at least $5.8 billion in medical and mental health services and lost productivity, including approximately $1.8 billion in lost wages. ⁴ In the workplace, the stakes can be life-threatening: homicide is the second leading cause of death for women on the job, and about 1 in 5 of these deaths is perpetrated by an intimate partner.

Proactive organizations can prepare to recognize the signs of domestic violence to identify and support both potential victims and abusers. Victims may display unexplained injuries, frequent absenteeism, anxiety, or emotional distress. Abusers may exhibit controlling behavior or blame others for problems, though it should be noted that the abusive behaviors are primarily reserved for the abused person.

Workplaces can establish clear policies and protocols to address domestic violence when and if it arises. These protocols should outline steps for responding to immediate risks, such as contacting law enforcement, and providing guidance on identifying victimized or abusive employees. Reporting procedures should be clearly defined, and victims should be encouraged to develop safety plans.

Effective policies should also detail how organizations can create a safe environment for victims to seek support and for addressing the behaviors of abusers. Educational materials, training, and resources for both employers and employees are essential. These measures should include confidentiality standards, reporting procedures, and security protocols to protect victims and hold abusers accountable. An initial assessment of the workplace is also vital to identify areas for development and improvement.

Awareness, training, and resource development should be tailored to the size and nature of the organization. Involving external entities—such as national and local domestic violence programs, law enforcement, employee assistance programs, and legal assistance—can enhance the effectiveness of workplace responses.

October is Domestic Violence Awareness Month—a time when communities across the nation unite to shine a light on this critical issue. But awareness without action isn’t enough. As business leaders, you have the power to transform your workplace into a beacon of hope for employees who may be silently struggling.

Every policy you implement, every training session you conduct, and every resource you provide could be the lifeline someone desperately needs. When you create a culture where employees feel safe seeking help, you’re not just protecting your workforce—you’re potentially saving lives.

The path forward is clear:

• Partner with local domestic violence organizations
• Assess your current workplace safety measures
• Develop comprehensive domestic violence policies
• Train managers and staff to recognize warning signs
• Communicate available resources regularly and confidentially

These actions are not merely procedural steps — they have the power to impact real lives and offer hope to those who may be suffering in silence. Remember: an employee experiencing domestic violence doesn’t need judgment — they need support, safety, and hope that their situation can improve. Your workplace can be where that hope begins.

This October, and every month thereafter, commit to being part of the solution. Because when businesses take a stand against domestic violence, entire communities become safer, stronger, and more resilient.

Your employees’ safety isn’t just good business—it’s the right thing to do. The time to act is now.

For help if you are a victim, contact the National Domestic Violence Hotline at 1-800-799-7233 or text START to 88788. Help is available 24/7, 365 days a year.

If you need other resources, visit NDVH web site at www.thehotline.org

Ruth M. Glenn is a nationally respected leader with over two decades of executive experience spanning government and nonprofit sectors. Ruth was the Co-founder and President of Survivor Justice Action (SJA) and former CEO of the National Coalition Against Domestic Violence. She has testified before Congress, shaped national policy conversations, and directed Colorado’s $4M State Domestic Violence Program, overseeing 48 statewide programs and securing a $10M federal grant. As part of the APG team, Ruth brings unmatched expertise in survivor-centered strategy, policy advocacy, and coalition building to help organizations advance justice, safety, and healing for survivors.

Learn more or connect at Ruth@ArrowPerformanceGroup.com.