Domestic abuse is increasingly recognised as a business issue in the UK. The most recent data tells us that one in four employees will experience domestic abuse in their lifetime, an increase from the previous – also far too many – one in five.

This means that practically every UK workplace will employ someone who is affected by domestic abuse, and likely also perpetrators of abuse. The effects of abuse follow victim-survivors into the workplace, and may manifest as decreased productivity, absences, and changes in performance. 

As outlined in the Statutory Guidance accompanying the Domestic Abuse Act 2021, employers have a duty of care to their employees, which includes considering the impact of domestic abuse. Having a supportive and responsive employer can make a world of difference to someone experiencing domestic abuse.

While employers are not expected to be domestic abuse experts, any organisation can implement steps to recognise domestic abuse in the workplace, respond to those who are affected, and refer them to external specialist support. 

Why race matters: looking beyond the statistics

The Employers’ Initiative on Domestic Abuse (EIDA) has recently run a public campaign to spotlight the impact of domestic abuse on the Black community, and how employers can support their Black employees. The campaign was created in collaboration with Black victim-survivors, independent experts, specialist services, and inclusive employers. 

Too often, Black people are rendered invisible in public narratives around domestic abuse. While official statistics cite a 3.4% prevalence among Black and Black British people, this figure is widely considered to reflect underreporting rather than lower incidence compared to the general population.

Numerous qualitative studies tell a more complex story: one where systemic barriers, institutional bias, and cultural stigma intersect to silence Black voices and prolong suffering:

• Research from SafeLives found that Black people experiencing domestic abuse suffer 1.5 times longer before seeking help, compared with their white British counterparts
• Surviving Economic Abuse reports that Black women are twice as likely to experience economic abuse
• Recent data from Sistah Space highlights a widespread lack of trust in statutory services:
  • 87% of Black women did not feel that statutory services were supportive when they reported their abuse
  • 97% said they lacked confidence that reporting abuse would result in fair and supportive treatment from police or other services

The wider context of institutional racism

This crisis of confidence cannot be separated from the wider context. UK police forces have faced sustained criticism over institutional racism, both in the treatment of Black victims of crime and in their internal practices. Police are 14% less likely to refer Black women to Refuge than white women, a disparity that can put lives at risk. The lack of substantial progress on these issues will only erode confidence among Black communities further. 

Black men, too, face significant barriers to seeking and accessing support. At present, there are no specialist domestic abuse services dedicated to Black male victim-survivors in the UK. This absence contributes to a culture of silence, shame, and isolation. 

A culture of silence around domestic abuse

There is still a culture of silence surrounding domestic abuse in our society. Many Black victim-survivors face not only abuse, but also the fear of social repercussions within their communities. For some, speaking out may spark fear that talking openly about abuse could reinforce negative stereotypes about Black families, relationships, or masculinity.

This burden of representation can be especially heavy in the workplace, where Black employees may already be navigating racial bias, microaggressions, or underrepresentation. The result is that some victim-survivors may suffer in silence, unsure if their employer can be trusted to respond with care, understanding, and confidentiality.

Especially during turbulent times of hostile public rhetoric, employers need to demonstrate their commitment to the safety and wellbeing of all employees, especially those from marginalised backgrounds.

The increased polarisation of politics has direct impacts on communities that are targeted. Demonstrating an organisational stance against such narratives is a crucial avenue for an organisation to support Black employees. 

Taking action: creating a culture of safety and support for all employees

Workplaces have a unique opportunity – and responsibility – to create environments where employees feel safe, heard, and supported. Support can start with:

• Creating safe disclosure pathways
• Training managers to respond with empathy and without judgement
• Establishing relationships with specialist services, particularly those led by and for Black communities
• Signposting clearly to such services internally so that employees can access them independently of sharing their experience with work colleagues

Employers should ensure workplace policies are inclusive and explicitly address domestic abuse, including the specific needs of Black and other marginalised employees.

Importantly, the Black victim-survivors we have spoken to urge employers not to allow the fear of seeming prejudiced or biased prevent them from addressing concerns about domestic abuse with colleagues. Showing care and concern, and keeping the conversation about domestic abuse alive within the workplace, signals to all employees that this is an issue you take seriously within your organisation. 

Supporting Black employees affected by domestic abuse is about equitable support and recognising the unique barriers these communities face. It means recognising that one-size-fits-all approaches do not work, and that systemic inequalities demand thoughtful, informed responses. In doing so, organisations don’t just support individual employees, they model the inclusive leadership we need across all of society. 

EIDA is a free-to-join membership organisation supporting UK employers to take effective action on domestic abuse. Join here and be part of the change.