DV in the Workplace

Domestic violence doesn’t stay at home when someone comes to work. It can impact an employee’s safety, well-being, and productivity—and, in some cases, may even pose a risk to coworkers or clients. Whether through emotional distress, stalking, financial control, or physical harm, the effects of domestic violence can ripple into the workplace in subtle or serious ways.

Creating a supportive, informed environment is essential. By recognizing the signs, offering compassionate support, and having clear policies in place, organizations can help protect their employees and foster a culture of safety and dignity.

Before Beginning: 

Watch the provided video above about domestic violence in the workplace in order to spur active participation in the exercise below.

Scenario Overview:

An employee, “Maria”, has been increasingly withdrawn and frequently takes personal calls in private. Coworkers notice bruises, and one reports overhearing a tense phone conversation where she said, “Please don’t come here. I told you I can’t talk at work.”

Three days later, Maria’s ex-partner shows up at reception, asking to speak to her. He is agitated, refuses to leave, and raises his voice. The front desk team is unsure whether they can call the police or what information they can share.


Phases of the Exercise:

Phase 1: Early Warning Signs

• What signs of DV might you recognize in a coworker?

• What is your organization’s process for addressing suspected DV when the employee hasn’t disclosed it?

• Who can staff talk to confidentially?
  
  

Phase 2: Immediate Threat

• What is the proper procedure when a non-employee becomes disruptive on-site?

• Who has authority to intervene or call law enforcement?

• How do you ensure Maria’s safety without breaching her confidentiality?
  
  

Phase 3: Aftermath and Follow-Up

• If Maria chooses to disclose DV, what support systems are in place?

• How do you address staff safety, emotional impact, and potential retaliation?

• How do you protect Maria's job while supporting time off, court dates, or relocation?

Injects (Timed Prompts to Advance the Scenario):

1. 10 minutes in – Maria receives a threatening voicemail.

2. 25 minutes in – Her ex appears again, this time in the parking lot.

3. 45 minutes in – Maria doesn’t show up to work the next day. Her manager is unsure what to do.
   
   

Discussion Questions:

• What protections exist for Maria under your workplace policy and state/federal law (e.g., VAWA, FMLA)?

• Are front desk and facilities staff adequately trained to respond?

• How is employee privacy balanced with workplace safety?
  
  

Debrief and Takeaways:

• What went well?

• What gaps were identified?

• What changes should be made to policy or training?