Why prevention needs to consider it

Domestic violence can affect concentration, attendance and safety, and reach the workplace through calls, visits or threats. Where home and work overlap, it may directly affect work activities. ILO guidance recognises consequences for the affected person and the wider workforce.

It should not automatically be equated with every form of workplace violence and harassment, or dismissed as a private matter unrelated to the employer. Prevention focuses on workplace threats and barriers that can be addressed safely within the organisation’s role.

A framework requiring local adaptation

ILO Convention 190 calls for recognising these effects and mitigating their impact at work as far as reasonably practicable. Specific duties concerning leave, mobility, protection or evidence depend on national legislation and applicable agreements.

It is therefore incorrect to promise a universal number of leave days or require the same documents in every country. Responsible staff need to understand the local framework and have a clear route for obtaining advice on individual situations.

Support without taking control

A private conversation can explore immediate work needs and safe ways to maintain contact. Do not pressure someone to disclose details or contact the alleged perpetrator to mediate. Coordination with specialist services helps avoid actions that could increase danger.

For example, threatening calls to the workplace may prompt discussion with the person about communications, visitor access and internal alerts. Disclosing schedules, location or contact details without authorisation may compromise safety. Each proposed measure needs consideration of its consequences and confidentiality requirements.

Protect the working environment

An immediate threat requires activation of emergency arrangements and appropriate competent assistance. The organisation should know who makes decisions and how reception staff, colleagues and others exposed will be protected.

Follow-up should be discreet and review changing needs. Providing support does not turn an employer into a clinical, police or legal service. It does require avoiding blame and responding consistently within its responsibilities, rather than treating the affected person’s work difficulties as misconduct without considering the circumstances.