Employers Urged to Address Domestic Violence as a Workplace Issue
Domestic violence, often perceived as a private matter, significantly impacts the workplace, posing risks to survivors and their colleagues while disrupting business operations. Many survivors and employers remain unaware of existing workplace protections, creating an environment of increased vulnerability. A 2025 survey by Futures Without Violence revealed that 53% of survivors fear disclosing abuse to employers due to potential discrimination, job loss, or retaliation, with 71% unaware of relevant employment laws.
Intimate partner violence frequently extends beyond the home, manifesting in the workplace and jeopardizing the safety of employees. Abusers may target victims at their place of employment or engage in cyber harassment, disrupting work and professional relationships. Such incidents often necessitate police intervention and can lead to business shutdowns, as demonstrated by an incident in a West Virginia county where an abuser threatened an employee at gunpoint.
Samuel “Raymie” White, Legal Services Director for the West Virginia Coalition Against Domestic Violence, emphasizes that offering workplace protections to survivors is crucial not only for their safety but also for the well-being of other employees and the smooth operation of businesses. He notes that these situations can disrupt business for hours, requiring police involvement and resource allocation.
Workplace protections for survivors vary significantly by state. Futures Without Violence reports that 11 states, along with Washington D.C. and Puerto Rico, have specific anti-discrimination employment laws for survivors. These include New York, California, Illinois, Connecticut, and Colorado. Additional states like Iowa, Indiana, Rhode Island, and Maine prohibit employment discrimination against employees seeking protective orders. Vermont stands out for forbidding discrimination based on an employee's status as a crime victim.
While some states, like Florida, allow eligible employees time off for issues related to domestic violence, the decision for paid leave often remains at the employer's discretion. In states without specific protections, survivors may utilize general paid time off or sick leave policies. Recent legislative changes include Pennsylvania adding unemployment insurance benefits for survivors and Virginia adopting paid leave protections.
A systemic lack of awareness is a major barrier to utilizing these protections. Ana Van Balen, Vice President for Workplace and Economic Opportunity at Futures Without Violence, found that even those responsible for enforcing state employment protection laws were often unaware of them. Experts suggest that educating employers directly and integrating information about these rights into employee training, rather than burying it in handbooks, is key to increasing awareness.
Noelle Clark, Chief Justice Officer at Community Action Stops Abuse in Florida, advises survivors to document any employer refusals to follow protective laws. Employers can implement low-cost accommodations, such as circulating photos of abusers to staff or blocking specific phone numbers, to enhance workplace safety. Economic security is a primary factor preventing survivors from leaving harmful relationships, making access to unemployment insurance critical in cases where work must be ceased. According to Fast Company, these measures are not just about employee welfare but also about maintaining business continuity and a safe working environment.
