How Employers Can Really Support Survivors at Work

By Naisha Goel

When people talk about domestic violence and work, they usually focus on survivors--how they can get hired, explain a gap in their resume, or build up their confidence again. But we don’t talk enough about what employers can do to help.

Here’s the thing: One in four women and one in nine men experience intimate partner violence at some point in their lives. So if you're an employer, IPV survivors are already part of your team. The real question isn’t whether you have employees facing this; it's whether they feel safe enough at work to reach out for help.

So, what can employers actually do to make things better?

Create a culture where people feel safe speaking up

Leaders set the tone. If those at the top never talk about domestic violence or how it might affect their people, no one else is going to either. Even small things, putting DV resources in the handbook, posting hotline numbers in break rooms, or mentioning Domestic Violence Awareness Month, show survivors they aren’t invisible.

Help managers spot the signs

Most survivors won’t come right out and say what’s going on. Instead, you might notice someone is distracted, absent a lot, shows up with unexplained injuries, or gets lots of calls or texts at work. Managers aren’t supposed to be therapists, but a little training on how to respond kindly and connect people to real help can make a big difference.

Be flexible with time off and safety

Leaving an abusive relationship usually isn’t a single moment; it’s a whole process. People might need to go to court, move homes, or meet with advocates. When employers offer flexible schedules, remote work, or paid leave, it’s not just a nice gesture; it’s a way to help someone keep their job during an incredibly tough time.

Make safety at work a priority

Sometimes, the danger comes to work too. Abusers do show up at workplaces; it happens. Employers need a plan: update the front desk list, let security know, or work with someone to build a safety plan. No one should feel like work is the most dangerous place they go.

Make sure people know where to get help

HR doesn’t need all the answers, but they should know where to send people. Build relationships with local DV organizations, keep a resource list handy, and check that your Employee Assistance Program really offers DV support. These are simple steps that make a real difference.

Why this really matters

Supporting survivor employees is about creating a place where people don’t have to pick between their safety and their paycheck. When employers step up for survivors, they keep loyal, resilient team members who just needed someone in their corner.

If you’re an employer who wants to learn more or get connected with organizations doing this work, reach out. Reignite Resumes partners with companies that want to be a real support for survivors at work.