💜 Recognizing the Unseen: Domestic Violence and the Workplace 💜

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 💜 Recognizing the Unseen: 

Domestic Violence and the Workplace 💜

By Purciarele Group



October marks Domestic Violence Awareness Month, a powerful reminder that what happens at home can deeply affect what happens at work. Behind missed shifts, late arrivals, or sudden changes in behavior, there may be stories of fear, instability, or survival that never reach the surface.

For employers and HR professionals, this isn’t just a personal issue — it’s a workplace responsibility.

🕊️ Why This Matters to Every Employer

Domestic violence doesn’t stop when the workday begins. It can impact productivity, attendance, safety, and team morale. Victims often rely on their jobs for stability, but fear of losing employment or privacy keeps many silent.

Small and mid-sized businesses, especially those with close-knit teams, are uniquely positioned to notice early warning signs and create a culture of care that protects both employees and the organization.

⚖️ Employment Laws You Should Know

While state laws vary, most recognize that employees affected by domestic violence may need time away from work to seek protection, medical care, counseling, or relocation.

Here’s a general overview:

  • Several states — including California, Illinois, New York, and Florida — require employers to provide job-protected leave or accommodations for domestic violence victims.

  • Federal law does not currently mandate leave, but under the FMLA (for employers with 50+ employees), victims may qualify if the abuse leads to a serious health condition.

  • The EEOC also provides guidance reminding employers that victims may be protected under existing laws like Title VII or the ADA if discrimination occurs based on sex or related medical conditions.

Even if your state doesn’t require leave, implementing a domestic violence policy voluntarily demonstrates leadership, compassion, and proactive risk management.

🧭 HR’s Role in Creating Safe Workplaces

Strong HR practices can make the difference between silence and safety.

1. Build a written domestic violence policy.
Include leave options, confidentiality assurances, and resources. Make sure managers know what to do if an employee discloses abuse.

2. Train your leaders.
Supervisors should recognize warning signs such as unexplained absences, visible injuries, or unusual visitor activity — and know how to respond appropriately.

3. Prioritize confidentiality.
Protect privacy at all costs. Employees must trust HR as a safe space, not a liability.

4. Share resources.
Post national and local hotline numbers discreetly in common areas or employee portals.
👉 National Domestic Violence Hotline: 1-800-799-SAFE (7233) | thehotline.org

5. Lead with compassion and consistency.
Approach every situation with empathy while following proper documentation and compliance steps.

💜 When You Create a Culture of Care, Everyone Wins

Domestic violence is not just a home issue — it’s a human issue, and every workplace has a role to play. Businesses that respond with empathy and clear policies not only protect their teams but also strengthen trust, retention, and reputation.

Caring for people is compliance in action.

💬 Need Guidance?

Purciarele Group helps businesses across the U.S. develop HR policies and training programs that balance compassion with compliance — including domestic violence awareness, leave policies, and leadership training.

Let’s make sure your team knows how to recognize the signs and respond the right way.

👉 Schedule a complimentary consultation: www.purciarelegroup.com
📧 info@purciarelegroup.com | 📞 904-840-9074

Purciarele Group – We love HR so you don’t have to™

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