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This policy applies to all employees, workers and volunteers.

Key points

  • We encourage anyone affected by domestic violence and/or abuse to discuss this with their line manager or a member of the local people team. 
  • If a manager suspects that someone is affected by domestic violence and/or abuse, they should try to initiate a conversation with the individual to discuss this. (See our managers' guidance for suggestions on how to handle this.)
  • If someone says they’re being affected by domestic violence and/or abuse, the manager should point out sources of advice and support. They should also consider reasonable workplace adjustments. This might include flexible working, or safety measures such as changing telephone numbers. 
  • All discussions should be treated in the strictest confidence, although confidentiality may be broken to protect children or adults at risk. 
  • If allegations relating to domestic violence and/or abuse are brought against an employee, worker or volunteer, the matter should be handled in accordance with our disciplinary procedure.


We use the government’s definition of domestic violence and abuse, which is:

Any incident or pattern of incidents of controlling, coercive, threatening behaviour, violence or abuse between those aged 16 or over who are, or have been, intimate with partners or family members regardless of gender or sexuality.

Your responsibilities

  • Line managers should support those experiencing domestic violence and/or abuse in a sympathetic, sensitive and non-judgemental way. They should also signpost them to appropriate organisations/support services for help and advice (See Appendices A & B of the policy)
  • Local people teams should advise managers and employees/workers in respect of this policy, sourcing advice from local Volunteering & Community Engagement teams where needed.
  • The corporate people team is responsible for reviewing and updating this policy.
1 August 2018
Latest update