This commentary was originally published in Business Times on 23 July 2020.

As domestic violence cases surged at the beginning of Singapore’s circuit breaker, attention was duly paid to how family, friends and neighbours could provide support to those at risk of abuse.

However, there is an overlooked group of people who may be an invaluable source of support for victims of violence: employers and colleagues. Society tends to expect us to maintain a separation between our public and private lives. However – as the Covid-19 work-from-home boom has revealed – this divide is something of a fantasy. All the more so when it comes to domestic violence, which has a real and recognisable impact on the workplace.

What does domestic violence have to do with work?

Victims carry their trauma to work

Domestic violence can lead to serious consequences among workers: increased absenteeism and reduced performance. Perpetrators may be restraining their victims from leaving the house, whether physically or via threats. During the circuit breaker, when going to the office was not an option, Sheila had her work laptop destroyed, which made it impossible for her to work from home. She later called Aware’s Women’s Helpline to seek assistance.

Another woman, Tina, called the Helpline to say that, along with other forms of abuse and violence, her husband was intentionally trying to make it difficult for her to work by screaming at her when she was on work calls. Unfortunately, this is not an uncommon tactic to exert power and control over a victim. Besides the physical and psychological impacts of abuse, which can be long-term and crippling, a victim’s professional performance will naturally take a hit in this setting.

Unwanted visitors at the office

Sometimes, the office itself becomes a site of violence and abuse. Perpetrators often harass their victims at work, either in person or by message, e-mail, phone calls and more. Most perpetrators know where their victims work, and know their routines – knowledge that can unfortunately leave an employee vulnerable even after she ends an abusive relationship. A perpetrator may stalk his victim during her commute, or enter her workplace (or the surrounding premises) to harass her.

Research states that the risk of abuse is higher when a victim is entering or exiting the office, without her colleagues around her. Co-workers, clients and other bystanders may even become targets themselves. Many victims of domestic violence end up leaving their jobs. Some try to escape the violence and need time to figure out the next steps (eg. legal options, place of refuge, new bank accounts, etc); others are forced to quit by their abusers, in an effort to isolate and control them. Employers may also dismiss victims due to frequent absences at work and decreased productivity– further compounding their already agonising situations.

Work can be refuge or lifeline

Most companies do not have a formal workplace domestic violence prevention policy. This is largely due to specious, but unfortunately prevalent, ideas about domestic violence being a “family matter”, or best left to social services. Yet for many victims of domestic violence, workplaces are an essential refuge. Work not only provides them stability, it also reassures them that they are worthy of dignity and respect, even when their partners make them feel worthless.

The financial independence that continued employment provides can enable victims to escape abusive relationships – a prospect that would be hard to imagine if they were jobless and completely dependent on their abusers. Many victims also disclose their abuse to trusted colleagues, making these colleagues an invaluable bridge to provide information about helpful resources, such as protection specialist centres and shelters.

What can employers do?

Employers can play a crucial role in tackling domestic violence, during Covid-19 and beyond. They can keep in touch with those they believe to be at risk of domestic violence, or encourage other employees to do so. This could take the form of regular check-ins with them, whether over calls or texts (eg. if victims are concerned about being overheard by their abusers).

Employers can also clearly signpost support services, such as Aware’s Women’s Helpline, to their employees. This information is especially important to have at hand when employees disclose experiences of abuse and violence to colleagues. After all, many abusers cut victims off from their family and friends, leaving them with precious few chances to ask for help. Beyond the humanitarian impulse to help a colleague or employee in need, tackling domestic violence also makes business sense.

Of course, you do not need a price tag to convince you that domestic violence is abhorrent. But the numbers may surprise you all the same: According to the Centers for Disease Control and Prevention, the lifetime economic cost of domestic violence is estimated to be US$3.6 trillion across the US population. This toll manifests in reduced productivity, absenteeism, employee turnover, medical and other costs.

Aware’s corporate training arm, Catalyse Consulting, works with companies to equip employees with the skills to respond when colleagues disclose domestic abuse. A company we trained recently updated its HR policy to overtly acknowledge the potential workplace impact of domestic violence. It promised training for the workforce, and the ability to refer victims to resources. The policy also included measures such as paid leave, flexible work arrangements, emergency accommodation and financial assistance for those experiencing domestic violence. For them, these benefits could make for an essential safety net.

What can the government do?

Last year, the International Labour Organisation (ILO) adopted the first-ever treaty on violence and harassment at work, which emphasised that domestic violence affected employment and productivity at varying levels. The Convention recommended that “measures must be taken against domestic violence equally as in the case of violence at work”. However, the idea of employers being obligated to address domestic violence was one of the reasons why Singapore abstained from signing the treaty. The government argued that an official recognition of the effects of domestic violence at work, and attempts to mitigate its impact, would “expand workplace safety and health well beyond the workplace remit”.

In contrast to Singapore’s approach, fellow commonwealth countries Australia and New Zealand have already taken steps to recognise the workplace impact of domestic violence. In 2018, New Zealand passed legislation allowing those affected by domestic violence up to 10 days per year additional paid annual leave. The same year, Australia amended its Fair Work Act to introduce five days of unpaid leave for domestic violence victims. Last month, the United Kingdom’s government announced a review of workplace support for survivors of domestic abuse. It will look at how employers might pay wages into different accounts to safeguard cash for those living with a controlling partner, or otherwise make emergency cash available.

Domestic violence places a painful and preventable cost on workplaces. Government and employers alike should ensure that victims of domestic violence are not alone, either at home or at work.

Shailey Hingorani is the Head of Research and Advocacy in AWARE