Understanding Domestic Abuse: Essential Training for Organisations

Domestic abuse is a serious and widespread issue that can affect people of any age, gender, sexuality, ethnicity, faith or background. It can also affect workplaces, schools, churches, charities and other organisations. With compassionate, informed responses, professionals can help create safer environments and connect people experiencing abuse with specialist support.

This article offers practical guidance for UK organisations on recognising domestic abuse, responding safely and strengthening workplace practice. It reflects Tikvah Training & Consultancy’s Christian values of compassion, dignity, hope and service.

The Scope of Domestic Abuse

Domestic abuse is not limited to physical violence. In England and Wales, the Office for National Statistics estimated that 3.8 million people aged 16 and over experienced domestic abuse in the year ending March 2025 — 7.

8% of the population aged 16 and over. This figure relates to England and Wales and should not be presented as a statistic for the whole UK.

Source: Office for National Statistics, Domestic abuse in England and Wales, year ending March 2025.

Domestic abuse is a pattern of behaviour used to gain or maintain power and control. It may take place in current or former intimate or family relationships and can include physical, sexual, emotional, psychological, economic and controlling or coercive behaviour. Technology can also be used to monitor, threaten, isolate or control someone.

Types and Signs of Domestic Abuse

People experiencing domestic abuse may not identify with the term, disclose what is happening or show obvious signs. There is no single presentation, and responsibility always lies with the person using abuse.

• Physical abuse: hitting, pushing, choking, restraining, causing injuries or threatening physical harm.

• Sexual abuse: sexual contact without consent, pressure, assault or reproductive coercion.

• Emotional or psychological abuse: humiliation, intimidation, threats, manipulation, gaslighting, monitoring or persistent criticism.

• Controlling or coercive behaviour: isolation from family and friends, restricting movement, dictating appearance or activities, or creating fear.

• Economic abuse: controlling money, preventing access to bank accounts, interfering with employment or creating debt.

• Digital abuse and stalking: tracking devices, monitoring accounts, repeated unwanted contact, impersonation or threats online.

Possible indicators can include unexplained injuries, changes in confidence or behaviour, anxiety, distress, withdrawal, difficulties managing work, frequent lateness or absence, a partner repeatedly contacting or collecting them, or appearing unable to make ordinary decisions freely. These signs can have many causes and should never be treated as proof. Avoid assumptions and respond with care.

The Impact of Domestic Abuse on the Workplace

Domestic abuse can affect attendance, wellbeing, concentration, performance, finances and safety. It may also create risks at the workplace, online or during travel. Employers should understand that abuse can affect anyone, including colleagues, managers and volunteers, and should consider the needs of people with disabilities, LGBTQ+ people, migrants and those facing additional barriers to support.

Training Employees and Creating a Safe Workplace

Effective training helps people understand domestic abuse, challenge myths, recognise possible concerns and respond safely. It should be trauma-informed, inclusive and clear about confidentiality, safeguarding responsibilities and the limits of the organisation’s role.

Employers and colleagues should offer a private, safe and non-judgemental opportunity to talk. Listen, believe the person, avoid blaming questions and do not pressure them to leave or disclose more than they wish. Do not try to act as a counsellor or investigator, confront the alleged perpetrator, mediate, or promise absolute confidentiality. Instead, explain what you can and cannot do, follow organisational safeguarding and domestic abuse policies, record information proportionately and accurately, and signpost to appropriate specialist support.

Developing a Response Plan

Organisations should have a clear, accessible policy that covers prevention, disclosure, risk assessment, safeguarding, confidentiality, workplace safety and reasonable adjustments. Identify trained points of contact, provide managers with guidance, and review procedures regularly. Where there is an immediate risk of harm, prioritise safety and contact emergency services.

A thoughtful response may include flexible working, safe contact arrangements, changes to access or routines, time for appointments, and support with maintaining employment. Any action should be agreed with the person wherever possible and should not increase risk. Specialist domestic abuse services can advise on safety planning and appropriate next steps.

Where to get help

If someone is in immediate danger, call 999. If it is not safe to speak on a mobile call, use the Silent Solution by pressing 55 when prompted. For urgent medical help, call 999 or attend A&E.

In Northern Ireland, the Domestic & Sexual Abuse Helpline is 0808 802 1414 and is available 24 hours a day. Across the UK, people can also contact a local specialist domestic abuse service or visit the official GOV.UK guidance for current support options. Employers should signpost rather than investigate and should consider safety before sharing information or making contact.

Conclusion

Domestic abuse is a safeguarding, wellbeing and workplace issue that requires informed, compassionate action. By building confident policies, equipping people through practical training and responding with dignity, organisations can help create safer cultures where people are heard and supported.

Tikvah Training & Consultancy helps organisations turn awareness into effective practice. Contact us to discuss tailored domestic abuse awareness training, safeguarding support and consultancy for your organisation.