POLICY TEMPLATEDOMESTIC VIOLENCE
This domestic violence Policy and Procedure Template aims to assist WEPs signatories in recognizing
and assessing the risks of workplace-related domestic violence, and spot signs of domestic violence.
It also aims to help signatories establish clear guidelines for supporting employees who are victims
and survivors of domestic violence. The text can be used as is or customized according to yourcompany’s requirements.

I.

INTRODUCTION
The Company recognizes that in all organizations, there is a risk of domestic violence in the workplace or
involving a worker. This Policy is intended to set out the Company’s guidelines for recognizing and assessing
the risks of workplace-related domestic violence (To explore UN Women resources for WEPs signatories,
please visit the WEPs website).

• The Company is a signatory of the Women’s Empowerment Principles (WEPs)
since 20_ _.
• Signing the WEPs was part of our overall goal to promote gender equality
and women’s empowerment in the workplace, marketplace and community.
• As part of this commitment, we believe strongly in safety and security of all
our employees whether at work or at home.

II.

SCOPE
This Policy applies to all Company workers as well as the Company’s agents, guests, customers, vendors,
and other third parties. This Policy applies to conduct in the workplace and in any work-related settingsoutside the workplace, such as during business trips, tours and Company-sponsored or authorized social
events and other functions. This Policy applies to the Company worldwide, except where compliance withthis Policy would cause an operating unit or divisions to violate any law in the country in which it is located.

III. DEFINITIONS
Bystander is a person who is aware of, present at/a witness of an incident of domestic violence involving
a worker, or domestic violence in the workplace, but does not take part.1
Domestic violence includes physical, sexual, emotional, psychological, patrimonial, property, and economic
violence. Domestic violence can occur within intimate relationships, including marital, non-marital, samesex and non-cohabiting relationships, as well as between individuals with family relationships and membersof the same household. 2
Worker includes employees, independent contractors and consultants who provide services to the Company.
Workplace means any land, premises or location in or for which a worker works.

IV. WORKERS’ RIGHTS AND RESPONSIBILITIESWorkers are entitled to work free from domestic violence. Workers who are aware of a risk of domestic
violence to themselves or to a worker, shall bring it to the attention of the Company.
Workers shall complete all workplace violence or harassment training required of them by the Company,
including any training provided in relation to recognizing and dealing with issues of domestic violence.

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V.

MANAGEMENT’S RESPONSIBILITIESManagement must ensure, as much as reasonably possible, that no workers are subjected to domestic
violence. Management will investigate all concerns brought to its attention, and work with impacted
individuals to try to reduce risk.
Management will ensure that all workers are aware of the risks of domestic violence in the workplace aswell as domestic violence to workers outside of the workplace, and may undertake training in relation tosame. Management will ensure that all workers are aware of assistance which may be provided to workers
who may be subject to domestic violence.

VI. POLICY
1.

In the event that a worker is subjected to actual or threatened domestic violence, whether within or outsideof the workplace, the worker is strongly encouraged to immediately report same to any of the following:I.

a trusted manager or supervisor;II.

human resources;III.

a trusted individual on the senior management team;IV.

a joint health & safety representative or committee, if applicable; orV.

a trade union, if applicable. In addition, nothing in this policy prohibits the worker from making a reportor complaint directly to the police or any applicable external administrative body that has jurisdiction
over domestic violence issues within the workplace or involving workers.

2.

Any worker who is determined to have engaged in domestic violence, even if that domestic violence involves
a non-worker, will be subject to disciplinary action, up to and including suspension without pay and/or
termination of employment. Records of all disciplinary action will be retained in the worker’s personnel
file. In addition, the offender may be required to participate in appropriate training or counselling.

3.

Concerns about actual or threatened domestic violence may be reported in writing or verbally and madein person, by email, by telephone, to a company hotline, or other means. Every concerns will be reviewed
as expeditiously as possible, having regard to such things as the nature of the concern, and whether it
involves someone within or outside of the workplace. Where the conduct complained of is extremely serious,or where the conduct is alleged to have been made by senior management, an external and independent
investigation will be preferred. In the event that there were witnesses to the complained about behavior,
witnesses will be interviewed. Every effort will be made to prevent disclosure of confidential and/or sensitive
information, while at the same time ensuring that each incident is carefully and completely investigated.
In particular, any party interviewed during an investigation will be reminded in writing prior to their interview
of the need to keep the investigation and their evidence confidential, as well as the fact that retaliation isstrictly prohibited.

POLICY TEMPLATE: DOMESTIC VIOLENCE

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4.

Subject to the laws of the jurisdiction where the alleged conduct takes place, consideration may be given
to shifting the burden of proof to the alleged perpetrator.

5.

The individual raising the concern and/or any worker who may be at risk due of domestic violence in theworkplace, will be provided with updates from time to time as the concern is reviewed and the company
strives to both:I.

protect its workers from domestic violence; andII.

determine a way to potentially deal with the perpetrator. It must be understood that while the Company
will do all that it can to support workers who are subject to actual or threatened domestic violence,
if that domestic violence takes place outside of the workplace, there may be limits upon actions thatthe company can take with respect to a non-worker.

6.

In the event of a threat of workplace violence against a worker which has the potential to impact otherworkers (i.e. a threat of domestic violence that may be carried out in the workplace by a non-worker),
the Company will work together with the worker to determine a plan of action to best protect both theworker as well as other workers who may be impacted. In such a situation, workers may need to be advisedof the risk of a domestic violence episode in the workplace and the steps being taken by the company toprotect against same; however the identity of the targeted worker will be kept confidential unless it is notpossible, in which case the targeted worker will be advised of same in advance.

7.

In the event of domestic violence against a worker, the Company will inform the worker about all available
support during and after the complaints process, including trade unions or worker representatives,
if applicable, EAP (Employee Assistance Programs), or other internal or external resources (including
community services).

8.

The Company will provide training to all managerial and supervisory workers with respect to understanding
how to handle issues of domestic violence in the workplace or involving workers.

9.

This Policy does not affect the rights of workers to pursue complaints under the relevant laws of theappropriate jurisdiction.

10. A concern can be raised at any time. There is no statute of limitations.
11.

V.

In the event of any questions in relation to this Policy,
please contact [Human Resources].

IMPLEMENTATION
See Appendix A, which provides a sample
workplace domestic violence procedure.

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APPENDIX ATEMPLATE DOMESTIC VIOLENCE PROCEDURE
1. DOMESTIC VIOLENCE IN THE WORKPLACE
If management becomes aware of a domestic violence situation that has the potential to occur in theworkplace and that might expose workers to physical, sexual, psychological, or economic injury, every
reasonable precaution will be taken to ensure the protections of workers.
Workers should report to management any concerns regarding domestic violence if they perceive thatdomestic violence may impact them or others in the workplace. Management will work closely with thetargeted worker, while striving to maintain confidentiality to the extent consistent with protecting the targeted
worker and co-workers against any risks of domestic violence in the workplace. Together, management
and the targeted worker will develop an individual safety plan, working with law enforcement, courts orother organizations that may already be involved as necessary.
In addition, Management should take steps well before the reporting of any domestic violence concerns,
to create a general plan for addressing domestic violence, having regard to the following:Consultations and awareness raising• Conduct broader awareness raising about domestic violence within the company andwith its business partners and suppliers• Disseminate regular messaging from leaders about the Company’s commitment tosupporting employees affected by domestic violence, confidentially and without
recrimination• Engage in wider, multinational corporate awareness raising, funding and networks
of influence• Consult women workers and listening to ideas, experiences and suggestions• Regularly conduct domestic violence and security training for all management andstaff, and particularly for managers, training on ‘non-judgmental listening skills’.

Communication• Communicate regularly with all employees and team members, stay in touch andbuild trust• Encourage survivors to seek help, stressing that this will be without recrimination fromtheir manager or the company

POLICY TEMPLATE: DOMESTIC VIOLENCE

5• Keep contact up through regular company-wide and one-to-one communications,and find safe ways for a survivor to contact a manager or domestic violence support
service. Ask employees if there is a specific platform or app they prefer to use – or ifthey prefer an instant message or text over a call
• Give reassurance and support to survivors in their own safety planning.

Spot the signs of domestic violence• Be attentive to potential signs of domestic violence, for example, if someone is being
distant, withdrawn and does not fully participate in calls or online meetings; if they are
tired, worried, distracted or anxious; or if they are called away or interrupted by apartner when on the phone or in an online meeting.3

Measures• Put in place measures for attempting to ensure the safety of an impacted employeetransiting through any Company parking lot or garage to and from the workplace,including security escorts• Ensure added security to enter the workplace (i.e. keypads or swipe cards), as well as
added security to enter the impacted employee’s office or workspace• Institute special measures for victims and survivors of domestic violence, including paid
time off, flexible working arrangements, reorganization or work tasks and work location,and financial support and / or advanced payment of salaries or loans in circumstancesof financial abuse.
• Adopt case-specific assistance measures, including personal alarms, Company-provided
cell phones for victims and survivors, and flexible work schedules• Put in place workplace support and safety measures in situations of remote working,for example, by introducing a safety code or hand signal for victims and survivors ofdomestic violence to ask for emergency help through co-workers or their manager during
video-assisted meetings.4• Establish company hotline/dedicated email monitored by a health and safety team thatcan offer support and information about available services.

Support system• Offer advice about a protection/restraining order and about contacting the police if theorder has been breached.
• Decide who in the workplace should be aware of incidents or threats of workplace
domestic violence• Create a network of trained workplace advocates / champions who provide confidential
advice and information for survivors6• Establish a list of up-to-date resources for victims and survivors of domestic violence,
including counselling, helplines and shelters• Ensure that survivors have access to emergency contact numbers and that they aresafely stored on a mobile phone
Management should also be aware that for workers whose workplace is a home office (for example,
during COVID-19 remote work actions), there is often a legal duty to also try to assist workers who are
suffering from domestic violence in their home workspace. In situations where all workers are working
remotely, it can be good practice to ask employees to complete a home workplace occupational healthand safety questionnaire dealing with a number of health and safety issues (e.g. ergonomics, hazards
in the home workspace), which also includes questions about the possibility of domestic violence in thehome office. Doing so may give employees an opportunity to reach out for assistance which they were
unaware existed. Bringing the employee back into a non-home workplace should be considered in casessuch as this, in order to provide greater protection to the employee during the workday.

2. DOMESTIC VIOLENCE TO A WORKER, OUTSIDE OF THE WORKPLACEManagement should be aware that workers who suffer domestic violence are more likely to suffer fromabsenteeism. This can result from such things as a violent episode which leaves the employee physically or
mentally injured, as well as the inability of the employee to get to work due to financial abuse. If management
has reason to suspect that a worker may be suffering from domestic violence outside of the workplace,there may be a professional, moral or even a potential legal obligation (the legal obligation is most likely toarise in situations where a worker suffers from domestic violence while working from home, in a situation
where home might also be the workplace) to reach out to the worker and / or facilitate safe means forsurvivors to contact a manager or support services, in order to try to clarify the situation and provide
whatever assistance may be possible. For employees who miss work due to domestic violence, accommodationand support should be provided, rather than a cessation of the work relationship or other forms of recrimination.
Where relevant, such support might include, for example:
1.

Provide paid leave for victims and survivors of domestic violence, and offer financial support, advancedsalary payment and/or loans in situations of financial abuse.

2.

Establish flexible work arrangements, reorganization of tasks or work location, as necessary, for victims
and survivors of domestic violence.

3.

Provide temporary protection against dismissal or other forms of recrimination for victims and survivors ofdomestic violence, as appropriate.

4.

Provide necessary work-related protections to victims and survivors of domestic violence (for example,
facilitating the victim to change work-related telephone numbers or work from alternative sites).

5.

Provide information about available support services, free training and assistance to victims and survivorsof domestic violence.

POLICY TEMPLATE: DOMESTIC VIOLENCE

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To ensure that victims and survivors of domestic violence feel secure in reporting on instances of domestic
violence to their employers, supervisors or HR representatives (as appropriate) and that reported instances
are not missed, management should also consider:
1.

Linking this policy and procedure back to the global commitment to the Women’s Empowerment Principles
and to advancing gender equality in the workplace, marketplace and community

2.

Regularly messaging from leaders about commitment to supporting employees affected by domestic
violence, confidentially and without recrimination

3.

Including domestic violence in broader workplace risk assessments

4.

Consulting women workers and listening to ideas, experiences and suggestions

5.

Running awareness-raising campaigns and regular training sessions for management and employees about
the effects of domestic violence

6.

Creating a network of trained workplace advocates / champions who provide confidential advice andinformation for survivors

7.

Encouraging everyone to take a stand against domestic violence, including employees at all levels,
their family and friends to act as active bystanders who report their concerns if someone is in danger.

8.

Setting up a dedicated email monitored by a health and safety team for support and information about
available services.

ENDNOTES
1.

Read more about bystander interventions in: UN Women, 2019. What Will it
Take? Promoting Cultural Change to End Sexual Harassment. Available here.

2. UN Women, 2012. Handbook for Legislation on Violence Against Women,
page 23. Available here.

3. UN Women, 2020. The COVID-19 Shadow Pandemic: Domestic Violence in theWorld of Work - A Call to Action for the Private Sector, p. 4. Available here.
4. UN Women, 2020. The COVID-19 Shadow Pandemic: Domestic Violence in theWorld of Work - A Call to Action for the Private Sector, p. 4. Available here.

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ACKNOWLEDGEMENTS:
This policy template was prepared through pro bono support from the international law firm, Dentons, also a signatory to the
Women’s Empowerment Principles. The support was provided to WE EMPOWER-G7 programme, funded by the European Union
and jointly implemeneted by the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) andthe International Labour Organization.

Promoting Economic Empowerment of Women at Work through Responsible Business Conduct in G7 Countries(WE EMPOWER—G7 Programme) is funded by the European Union (EU) and jointly implemented with the International
Labour Organization (ILO). The Programme (2018-2021) will convene stakeholder dialogues in the EU, Canada, Japan andthe US to exchange knowledge, experiences, good practices and lessons learned in the context of the changing world ofwork. Under the Women’s Empowerment Principles (WEPs), WE EMPOWER is working to equip companies to go beyond
making commitments on gender equality and women’s empowerment, to strengthening their implementation, datacollection and reporting on the WEPs.

DISCLAIMER:
The views expressed in this publication are those of the authors and do not necessarily represent the views of the European
Union, UN Women, International Labour Organization or the United Nations and their Member States.
Graphic / Editorial Design: oliver.gantner@unwomen.org

This policy template was prepared through pro bono support from the international law firm, Dentons,
also a signatory to the Women’s Empowerment Principles

POLICY TEMPLATE: DOMESTIC VIOLENCE

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weps.org@WEPrinciples
empowerwomen.org@Empower_Women

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Principle 2

Treat all women and men fairly at work– respect andsupport human rights and nondiscrimination.

Principle 3

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all women and men workers.

Principle 4

Promote education, training and professional
development for women.

Principle 5

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Principle 6

Promote equality through community initiatives
and advocacy.

Principle 7

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