Employers should play their part in helping staff who are victims of domestic abuse, as it is both a safety and productivity issue, according to the Centre Against Abuse.

The charity is rolling out the new Workplace Safeguarding Leadership Programme, which will offer training and support to equip employers to recognise and respond to domestic abuse.

Laurie Shiell, executive director of the CAA, said: “It’s important that human resources and managers recognise what it looks like when domestic abuse comes to work and how to address it effectively, so that the employee feels like they are not going to be penalised because they are in an abusive situation.”

The programme offers practical tools, guidance and support, including executive coaching, policy development, staff training, and ongoing partnership with the CAA and offers a “master class” on workplace safeguarding.

Ms Shiell said: “It includes ongoing support — so, if a situation arises, and we get a call from HR, and they say, ‘Can you come and assist us with this?’ We’ll come. We’ll meet with the client. We’ll find out exactly what the client’s needs are. We will also meet with HR to discuss how to best keep that individual safe.

“These things actually encourage an employee to speak up and it provides a safer, more supportive workplace environment.

“Ultimately, the impact is both human and organisational. Employees feel safer and supported, and organisations are better equipped to manage risk and uphold their duty of care to their employees.”

While many employers work with the Employee Assistance Programme as a partner organisation to support staff social and mental wellbeing, Ms Shiell said the specialist experience of the CAA’s counsellors made them experts in dealing with domestic abuse situations.

“We started this because we recognise that 98 per cent of our clientele are employed and these people are showing up at work and trying their best to be productive,” Ms Shiell said.

“Some employers may feel this is a private matter, and we understand that is a concern. I worked in HR for over ten years, so I’ve seen when abuse comes to work and how it’s been handled and how it can be handled better.

“I’ve been at a workplace where the abuser has shown up at the workplace. That’s a safety risk and an employer needs to know how to address it. Sometimes, the frontline person or security officer will have no clue as to what to do.

“It hits your bottom line as employers. It impacts productivity. You may see increased absenteeism. It increases insurance claims, because people tend to go to the hospital, they may have to go to counselling. We are providing this package to help them address that situation.”

Signs of domestic abuse may include an employee constantly working late, because they do not want to go home, or being distracted and unusually unproductive. Ms Shiell added: “The bruises may be the last thing you see.

“It can start with a pattern of behaviour that is unusual for this person. Perhaps they are having doctor’s appointments more frequently and always corresponding, always on the phone. An abuser loves to monopolise a person’s time.

“It may show up in how they dress — wearing long sleeves all the time during the summer.

“It may show up in financial abuse — they don’t have money for anything, even though they just got paid, and they ask for advances.”

Men could be in abusive relationships as well as women, Ms Shiell stressed.

“We want to be able to give employers the vision to be able to see it early, to address it early, and to provide support early,” she added.

• Employers interested in learning more about the new programme should e-mail info@centreagainstabuse.bm or call 292-4366