Policy on Supporting Staff Experiencing Domestic Abuse 

1. Aim  
The school recognises that domestic abuse can have a devastating impact on staff and 
their families and is committed to the safety and wellbeing of its staff.  
The school will provide a non-judgmental and supportive environment to employees who 
are experiencing domestic abuse. We will treat any information sensitively and in the 
strictest confidence, avoiding victim blaming.  
The purpose of this policy is to ensure that staff who have experienced domestic abuse 
receive the right response from their employer in line with legislation and best practice. 
The policy aim is to promote safety and to empower colleagues who are experiencing 
domestic abuse to act.  

The policy sets out:  
 ▪ Definitions of domestic abuse, its impacts, and how to respond when it occurs.  
 ▪ A framework of support to employees experiencing domestic abuse, for identifying abuse 
   early, and providing support effectively.  
 ▪ The West Sussex County Council and School’s role in challenging and addressing abusive 
   behaviour.  
 ▪ Guidance to headteachers/line managers on how to identify the signs of domestic abuse, 
   to respond safely and offer appropriate support to employees.  

2. Scope  
This policy applies to all school-based staff on permanent, temporary, and fixed term 
contracts, from their first day of employment.  
This policy does not apply to agency workers whose employment policies will be defined 
by their agency. However, the school is committed to supporting all colleagues at risk of, 
or experiencing, domestic abuse.  

3. Accessibility  
If you require this document in an alternative format, please contact HR Policy Queries 
by sending an email to: HRPolicyQueries@westsussex.gov.uk 2  

4. Introduction 
The school recognises that staff, like any individual, could be affected by domestic and 
sexual violence and abuse. According to the National Centre for Domestic Violence, 
nationally 1 in 4 women and 1 in 6 men will experience abuse by an intimate partner. More 
than a quarter of trans people in relationships report to have experienced domestic 
abuse.  
Domestic and Sexual Violence and Abuse (DSVA) occur in all groups and sections of 
society affecting people regardless of race, disability, sex, sexual orientation, age, 
gender identity, religion or belief, culture or class and occurs in both heterosexual and 
non-heterosexual relationships.  
Both women and men can be victims, although women and girls experience these forms of 
violence and abuse disproportionately and cumulatively during their lifetime.  
DSVA can have a significant impact on individuals’ mental, emotional, and physical health 
and wellbeing and can lead to deterioration in work performance through increased 
sickness absence, timekeeping problems, and reduced productivity.  
As an employer, the school has a duty of care to its employees. This means the school 
must do all it reasonably can to support health, safety, and wellbeing including making 
sure the working environment is safe and in ensuring that mental and physical health are 
treated as equally important.  
The school is committed to having a workplace culture in which employees experiencing 
forms of abuse feel able to speak up and seek help and support, and within which sexist, 
harassment or abusive behaviours from other employees are not accepted.  
Where it is alleged, an employee has, or is, perpetrating any form of abuse, sexist, 
harassment, or abusive behaviour, such matters will be taken seriously and addressed 
through the Behaviour In The Workplace and Disciplinary Policy as appropriate.  
This Policy sets out the schools’ framework for supporting employees who have 
experienced, or are experiencing, DSVA.  

5. Definitions 
The school recognises the statutory definition of domestic abuse (Domestic Abuse Act) 
which identifies that abusive behaviour is seen as relating to two parties aged 16 or over 
who are "personally connected" (for example, are or were, in an intimate relationship). 
Abuse could include physical or sexual abuse, violent or threatening behaviour, controlling 
or coercive behaviour, and economic, psychological, or emotional abuse.  
A person who is currently, or has previously, been subjected to domestic abuse, is 
sometimes referred to as either a survivor or the victim.  
The school refers to the person whose behaviour is abusive to the survivor as the person 
causing harm.  
Domestic abuse is characterised by an individual’s abusive behaviour that uses coercive 
actions as a means of controlling a survivor. Being subjected to domestic abuse is not the 
fault of the survivor or their children.  

6. Responsibilities for the Policy  
Coordinated Response  
The safety of survivors, their children, colleagues, other children in the school and the 
wider public are of concern to the school when responding to domestic abuse.  
Responding safely to domestic abuse requires a coordinated approach to responses and 
decisions. When the school receives disclosures that a member of staff is experiencing 
or perpetrating domestic abuse, different West Sussex County Council (WSCC) 
departments will be involved to assist and support.  
The specific roles and responsibilities of school staff and WSCC are set out below.  
Senior Leadership Team 
The Senior Leadership Team (SLT) at the school will provide a leadership culture in which 
survivors do not feel judged, blamed, or penalised for their experience of domestic abuse 
and the impact it may have on their work.  
SLT will ensure that there are resources in place, including mandatory training on 
domestic abuse for all school employees, to ensure they are aware of the provisions 
within this policy.  
WSCC have teams that can ensure appropriate training is in place for staff involved in 
responding to domestic abuse including safeguarding teams and Human Resources and for 
ensuring providers such as the Employee Assistance Programme (EAP) and Occupational 
Health are equipped to support the needs of staff who are experiencing or perpetrating 
domestic abuse. 

The Role of Headteachers/Line Managers  
Headteachers/line managers are instrumental in ensuring the health, safety, and 
wellbeing of staff and may often be best placed to recognise the signs of domestic abuse 
or provide the first line of support to employees.  
Headteachers/line managers should seek to build trusting relationships with team 
members in order to provide a work environment that encourages individuals to share 
concerns when they arise.  
Headteachers/line managers will need to pay attention to signs of domestic abuse to 
allow early intervention. Where concerns arise, headteachers/line managers will need to: 
 ▪ Treat all domestic abuse situations seriously, deal with them confidentially where possible 
   and with discretion and ensure the policy is applied consistently to staff regardless of 
   any protected characteristics.  
 ▪ Build awareness of this policy and the help and support available.  

The Role of Specialist Safeguarding Services  
WSCC Safeguarding Services can provide information and guidance about safeguarding 
responses for adults and children in relation to domestic abuse concerns.  

Record keeping  
Security of information related to domestic abuse is an essential part of an effective 
and safe domestic abuse response. Unsafe information sharing or storage may result in 
an escalation in risk to the safety of a survivor and their children.  
Records about domestic abuse must be kept confidentially including absences related to 
domestic abuse. If the Headteacher/line manager becomes aware of domestic abuse, a 
file note will be recorded for monitoring and safeguarding purposes. The most 
appropriate place to keep these records is within line management confidential 
supervision notes. Where information is shared with HR then they will hold their own 
confidential records.  

Headteachers/line managers can contact:  
 ▪ The Integrated Front Door for Children’s Services;  
 ▪ The Safeguarding Adults Hub for concerns relating to adults with care and support needs;  
 ▪ WORTH Services for advice on high-risk domestic abuse cases.  
   These services will fulfil the following requirements:  
 ▪ To support school colleagues in responding to domestic abuse.  
 ▪ To ensure information systems for documenting and monitoring staff domestic abuse are 
   safe and effective.  
 ▪ To participate in the Domestic Homicide Review process for cases that involve a member 
   of school staff.  
 ▪ To contribute to maintaining the school’s domestic abuse training.  

Support from the HR Business Partner Education Team  
The HR Business Partner Education Team work alongside headteachers/line managers 
and WORTH Services to ensure support is provided to staff experiencing domestic 
abuse.  
In some situations, a survivor may make a disclosure to the HR Business Partner 
Education Team who will need to consider linking them to appropriate internal and 
external support services.  
In addition, the HR Business Partner Education Team will consider domestic abuse 
matters in relation to employment policy and practice development, in contracting with 
providers (e.g., EAP and Occupational Health), and in developing training for 
headteachers/line managers.  

Reviewing and improving practice 
The Head of Community Safety and Wellbeing oversees WSCC’s Domestic Abuse 
Strategic Group. This group leads on the development and review of the Council’s 
domestic abuse strategic framework.  
The group works with key colleagues, including the HR Business Partner Education Team, 
to review themes and learning from the application of this policy and make 
recommendations for future development.  
Any referral to Children’s Services, the Safeguarding Adults Hub, or WORTH 
Services will result in a Mosaic record being created.  

7. Approaches to domestic abuse 
Identifying Survivors  
Being aware of the potential indicators of domestic abuse is important in identifying 
survivors. This section sets out potential indicators of domestic abuse and sources of 
additional information.  
Women are more likely to experience repeated and severe forms of abuse, including 
sexual violence. They are more likely to experience sustained physical, psychological, or 
emotional abuse, controlling and coercive behaviour, or violence which results in injury or 
death.  
It is important to note however that people of all genders may experience domestic 
abuse. The organisation Mankind provides information about male victims of domestic 
abuse. Galop provides information regarding domestic abuse within the LGBTQ+ 
community.  
Staff may be caring for partners or family members who are older people. Domestic 
abuse perpetrated by older people is often recorded incorrectly as elder abuse or not 
recognised as domestic abuse (older people and domestic abuse and more needs to be 
done to support older people).  
A domestic abuse survivor may not ask for help due to feelings of isolation, fear of not 
being taken seriously, myths and stereotypes about domestic abuse, including victim 
blaming. Concepts of shame linked to religious or cultural beliefs can also affect a 
survivor's willingness and confidence to ask for help. However, colleagues may spot signs 
indicating domestic abuse. These may include:  
 ▪ Attendance: Absences from work, lateness, needing to leave work early due to stress and 
   anxiety.  
 ▪ Working Patterns: Presenteeism, excessive working hours, avoiding annual leave, may 
   indicate a person preferring to be at work rather than at home.  
 ▪ Performance: Deterioration in performance and productivity.  
 ▪ Behaviour: Changes in a colleague's behaviour, for example, crying, appearing stressed, 
   anxious, depressed, distracted, withdrawn or quiet and expressing low self-esteem.  
 ▪ Communication: Changes in the way they communicate, for example, making many personal 
   calls or texts and reacting strongly to personal calls.  
 ▪ Physical: Visible physical indications such as unexplained or frequent bruises or injuries. 
   In some cases, a person subjected to domestic abuse may wear excessive clothing to 
   cover these indicators.  
Such signs may arise from a range of circumstances, so it is important not to make 
assumptions but to have conversations to check a colleague's wellbeing and to obtain 
more information.  

Headteachers/Line Managers Identifying Concerns  
Headteachers/line managers hold regular supportive one-to-one meetings with members 
of their team. This should provide individuals with a safe and confidential space to 
discuss or disclose personal concerns and may also provide opportunity for the 
Headteacher/line managers to identify and explore concerns regarding domestic abuse. 
The school respects people's right to privacy and staff will not be forced to share private 
information. However, if a Headteacher/line manager believes that a member of staff is 
experiencing domestic abuse, they should discuss this with the person concerned to 
understand their situation better and initiate support if required.  
If a Headteacher/line manager suspects that an employee is experiencing domestic 
abuse, they should facilitate a conversation to be able to discuss this and offer support. 
Ignoring or shying away from the subject can perpetuate fear of stigma and increase 
feelings of anxiety. Often employees will not feel confident in speaking up, so a 
Headteacher/line manager making the first move to begin a conversation can be critical 
in providing a first step in support.  
Before undertaking such a conversation, the Headteacher/line manager may find it 
helpful to consult WORTH Services and the HR Business Partner Education Team for 
advice on preparing for the conversation.  
The role of a Headteacher/line manager is to make clear that employees will be supported 
and to outline what help is available and to provide guidance and signposting on how 
further support can be obtained. The Headteacher/line manager cannot deal with the 
abuse itself but can ensure the employee has access to advice and options on how to deal 
with the matter.  
Headteachers/line managers should discuss such issues positively and sympathetically 
ensuring that the member of staff is able to disclose concerns.  

Colleagues Identifying Concerns  
If staff become concerned that a colleague might be experiencing domestic abuse, staff 
may be able to discuss their concerns with that person and encourage them to speak to 
their Headteacher/line manager.  In some circumstances, an employee may find it more 
appropriate to consider talking to their Headteacher/line manager rather than 
approaching the individual concerned.  
A concerned employee may also seek advice from WORTH Services if they are unsure 
about whether to approach an individual, or to raise a concern with their 
Headteacher/line manager.  

Individuals Disclosing Domestic Abuse  
Staff disclosing domestic abuse will be treated supportively, and disclosures will be taken 
seriously. For their safety and workplace support, staff are encouraged to inform their 
Headteacher/line manager if they are experiencing domestic abuse.  
Where a disclosure is made to a Headteacher/line manager, the Headteacher/line 
manager will ensure that they are offered support. This may include signposting or 
connecting with specialist teams within WSCC, external organisations who can offer 
support, and raising aware of this policy.  
Headteacher/line managers will not be able to resolve the problem for the individual, but 
they will be able to connect to support and explore safety planning.  
Appendix 2 provides details of specialist domestic abuse resources.  
The school recognises that a person subjected to domestic abuse may be reluctant to 
talk about personal issues with the people they work with.  
If a staff survivor of abuse prefers not to disclose domestic abuse to their 
employer, they can find support by calling the freephone 24-hour National 
Domestic Violence Helpline on 0808 2000 247 or contacting a local specialist 
service (Appendix 2).  
If a member of staff is in immediate danger, they should contact the police by 
ringing 999. 
A member of staff may prefer to make a disclosure to another manager other than their 
direct line manager, in which case the same level of support and signposting will be 
provided.  
Other ways of disclosing abuse in confidence are:  
 ▪ Other managers: individuals who do not feel able to speak to their direct line manager 
   or Headteacher may consider speaking to another manager within the school, or a 
   member of the Governing Body.  
 ▪ WORTH Services: Contact Details for WORTH Services  
 ▪ Human Resources: individuals who feel unable to talk to their Headteacher or line 
   manager may contact Human Resources to seek support and signposting.  
▪ Trade Unions: members of a trade union may seek confidential advice and support from 
   their trade union. The Trade Union may be able to provide support, offer signposting, 
   and support the individual to make a disclosure to the school if appropriate.  

8. Support for Survivors  
The school will provide support for employees who are survivors of domestic abuse and 
will work with them to establish what support would be beneficial.  
Headteachers/line managers need to be open to different ways of supporting individuals 
and the survivor's views should be central to planning and decision making. Support 
offered to survivors may include:  
 ▪ Signposting to this policy.  
 ▪ Signposting to support services in the local area via Safe Space Sussex  
 ▪ Signposting to support including specialist domestic abuse services (see appendix 1) and 
   the Employee Assistance Programme.   
 ▪ A discussion with the survivor to consider support needs and safety considerations such 
   as abusive partners or ex-partners visiting the workplace, abusive phone calls, 
   intimidation, or harassment by the person causing harm.  
 ▪ A risk assessment and individual support and safety plan, with the support of WORTH 
   Services and the HR Business Partner Education Team.  
 ▪ Special leave as outlined in the schools Guidance on Other and Discretionary Leave.  
 ▪ Return to work discussions with headteachers/line managers following absences to discuss 
   a survivor's support needs.  
 ▪ Temporary or permanent changes to working patterns.  
 ▪ Changes to specific duties to avoid contact with the person causing harm.  
 ▪ Measures to improve safety at school, for example, changes to work email address and 
   phone number to avoid harassment.  

9. Referrals and Confidentiality Considerations  
The school recognises the importance of discretion and confidentiality in reducing fear 
of disclosure.  
The school recognises that the fear of disclosure may be heightened within some groups 
of people and influence their decision to come forward. For example, disclosure from a 
member of the LGBTQ+ or neurodivergent community may involve revealing additional 
sensitive personal information and/or create concern regarding heteronormative 
assumptions about abuse. The school recognises that people with disabilities are 
proportionally more likely to experience domestic abuse but can have additional barriers 
to overcome when disclosing abuse.  
Where headteachers/line managers and colleagues are responding to domestic abuse, 
they have a responsibility to exercise discretion and sensitivity. Survivors may be afraid 
of the consequences of information sharing and should be reassured that information will 
only be shared where it is necessary to support safety and risk mitigation.  
Where there are safeguarding issues concerning children or adults at risk, 
confidentiality cannot be guaranteed.  
Where a member of staff is at risk of harm, the school has a duty to share information 
without consent under the Public Interest Disclosures Act 1998.  
Where a Headteacher/line manager or a colleague or Human Resources have concern for 
the safety of an employee, or for any child or adult at risk, in connection with domestic 
abuse they can seek initial advice from WORTH Services to explore the risk further. 
The matter can be discussed with WORTH Services anonymously in the first instance 
(i.e., without disclosing the identity of the individual concerned). Before disclosing 
individual details to WORTH Services, consent should be obtained from the member of 
staff prior to making contact where possible.  
WORTH Services may advise that a referral must be made to Children’s Safeguarding 
via the Integrated Front Door or to the Safeguarding Adults Hub for adults with care 
and support needs, i.e. where their ability to manage daily life is significantly affected 
and additional support is required.  
Any referral received by Children’s Safeguarding or the Safeguarding Adults Hub which 
references an alleged criminal matter will automatically be shared with the police in line 
with statutory safeguarding procedures. 
Where a referral is made, the Independent Domestic Violence Advisory (IDVA) service 
may contact the survivor, although the individual will be under no obligation to engage 
with the IDVA service if this is not wanted.  
In any other circumstance, survivor consent should be sought before sharing information 
where possible. A decision to share information without survivor consent must only be 
taken on advice from WORTH Services.  
WORTH Services will advise on information sharing where there is justification based 
on and in accordance with the school’s and WSCC safeguarding policies and procedures.  
It will be the responsibility of the individual who has identified the concern to make the 
referral to Adults or Children’s Safeguarding Team.  
Survivors are to be kept informed of what information has been shared, with whom and 
for what purpose.  
Improper disclosure of information is a breach of confidentiality. Where there is an 
unjustified breach of confidentiality, or where confidentiality is breached without 
seeking advice from WORTH Services or a Safeguarding Team in the first instance, this 
may lead to disciplinary action. 
Individuals should be particularly aware that any disclosure to the person causing harm 
is likely to increase the risk of harm to a survivor. The Headteacher/line manager or 
colleague or Human Resources must not disclose any information to the person causing 
harm. See section 10 for further information.  
Any safeguarding concerns related to children and adults with care and support needs 
should be referred to WSCC safeguarding services by the Headteacher/line manager, or 
colleague, or Human Resources who has identified the safeguarding concern.  
A referral to a Multi-Agency Risk Assessment Conference (MARAC) may be made to if 
there are high-risk concerns of current domestic abuse, to support with the safety of 
the survivor and any children and risk management. A referral to MARAC should be 
discussed and with the member of staff where possible and safe to do so. 

10. Person(s) Causing Harm  
The school is committed to addressing issues related to employees who may be using 
harmful behaviour in a domestic situation. Misconduct within and outside of work could 
constitute misconduct that will be considered in accordance with the school’s Standards 
of Conduct and Disciplinary Policy. The school may also consider informing the police 
where allegations of a potentially criminal nature arise subject to considerations set out 
in section 6 of this policy. Where a manager or colleague become aware of an alleged 
criminal matter, they must seek immediate advice from HR and/or from WORTH 
Services before contacting the police directly. This ensures that safeguarding and police 
processes are joined up and that the safety of the survivor remains the priority.  
It is possible that the person using harmful behaviours, and the victim of abuse could be 
employees of the school. In such circumstances advice should be sought from WORTH 
Services and the HR Business Partner Education Team in responding to the situation and 
considering safety within the workplace. In such circumstances, specific consideration 
may need to be given to system access and confidentiality.  
The school also recognises that employees who are using harmful behaviours in a domestic 
situation may want to change their behaviour and access support to achieve this. 
Perpetrating domestic abuse is a choice and there are services, often referred to as 
behaviour change programmes, for people who want to address their abusive behaviour. 
The Respect Service can be contacted by anyone who is concerned about domestic abuse 
perpetration.  
Identifying individuals using harmful behaviours: Individuals using harmful behaviours 
may not seek help due to fear of judgement, sanction, or stigma. It may not be possible 
to assess whether someone is causing harm based on their outward behaviour. They may 
conceal their abuse by behaving pleasantly. Headteachers/line managers and colleagues 
may notice some of the following indicators of domestic abuse:  
 ▪ Uncharacteristic late or absent behaviour with no explanation.  
 ▪ Deterioration in performance and productivity.  
 ▪ Repeated injuries, scratches, bite marks, bruised knuckles, injuries to wrists and 
   forearms.  
 ▪ An obsession with time and avoiding socialising.  
 ▪ Constant text messaging or telephoning a partner.  
 ▪ Sexual jealousy or possessiveness.  
 ▪ Increase in substance use and dependence.  
 ▪ Negative comments made by an individual about their partner, or the same or other 
   gendered people in general.  
 ▪ Anger and blame directed at their partner about child contact arrangements.  

Such signs may arise from a range of circumstances, so it is important not to make 
assumptions and explore the indicators with the individual before making an allegation. 
Headteachers/line managers should consider seeking advice from HR and WORTH 
Services if they have concerns. 
An immediate disclosure is unlikely as there are barriers to individuals acknowledging 
their abuse and seeking help. Some individuals, even when they have sought help 
voluntarily, will be unlikely to disclose the seriousness or extent of their abuse. Even 
those who are concerned enough to seek help may present with other problems such as 
alcohol, stress, or depression, and may not refer directly to abuse as the problem.  

Responding to disclosures regarding someone using harmful behaviours:  
Disclosures that an employee is using harmful behaviours in a domestic situation can come  
from various sources such as the police, Multi-Agency Risk Assessment Conference 
specialists (MARAC), or the individual themselves.  
Information should not be shared with the individual using harmful behaviours if it could 
increase the risk to a survivor or children. Advice should be sought from WORTH 
Services and the HR Business Partner Education Team on how to respond before any 
action is taken.  
Allegations will be dealt with fairly and with support and guidance for the person who is 
the subject of the allegation or disclosure. Confidentiality will be maintained, and 
information restricted to those who need to know. There is no single way of responding 
to individuals using harmful behaviours, but serious consideration should be given to 
managing and reducing risk to survivors.  
Actions could include:  
 ▪ Informing the police.  
 ▪ Raising safeguarding concerns in relation to children and adults at risk.  
 • Request support or raise a concern about a child - West Sussex County Council  
 • Raise a concern about an adult - West Sussex County Council  
 ▪ Assessment of risk in the workplace and to survivors.  
 ▪ Consideration of investigation in accordance with the schools Disciplinary Policy following 
   advice from the HR Business Partner Education Team  
 ▪ Signposting or referring individual to services or programmes if they are expressing a  
   desire to change.  
 ▪ Notification to the respective professional body if the individual is a registered 
   professional.  
 ▪ DBS referral.  
 ▪ Advising the individual to contact their Trade Union if they are a member.  
A member of SLT may need to be allocated to liaise with the person alleged to be causing 
harm about support options and actions. The individual will be informed of the concerns 
that have been raised and kept informed of action being taken, including the progress of 
any investigation.  

Appendices

For detailed Appendix information, please download the below pdf file.

9. Document History  

Reviewed 
Ratified 
March 26  
Expires 
April 27 
20