When Home Becomes a Liability – Why Leaders Must Act on Domestic Violence at Work

At Change Collective, you receive tailored support – built on research, experience, and real-world implementation.

When violence at home becomes a risk in the workplace – the manager’s role and responsibility

Intimate partner violence doesn’t just affect the individual – it impacts workplace safety, performance, and organizational climate. Many managers want to help but lack guidance. Here, we explain why employers play a critical role – and how you can act with the support of Change Collective’s proven methods.

According to statistics, around 5% of your employees are currently in relationships that negatively affect their psychological or physical wellbeing.

This impacts employees’ concentration, absenteeism, presenteeism, and mental health.

Common signs at work: sudden silence, irregular behavior, visible worry, fear of making mistakes – and in some cases, anger.

Fact: A large proportion of those subjected to violence at home still try to hide it at work – until it affects everything.

What does this mean for you as a manager?

• Lower individual performance

• Lower team performance

• Reduced innovation and organizational development

• Increased recruitment costs

What is the cost of doing nothing?

If an employee is affected by trauma, you can lose up to 159,000 SEK per year in productivity – per person.(Based on an average salary of 35,000 SEK/month)

Additionally, replacing an employee after resignation can cost over 400,000 SEK, according to Deloitte.”

Ignoring intimate partner violence isn’t just a risk for the individual – it puts your employer brand, workplace health data, and ESG reporting at risk.

What a manager should (and shouldn’t) do

“I knew something was wrong – but I was afraid to act. Now we have a clear plan.”

• Use direct, caring language such as: “I’ve noticed something seems different – would you like to talk?”

• Listen with empathy – not interrogation – and then refer onward appropriately.

• A manager should not act as a therapist or psychologist. Instead, refer to a professional with trauma-specific expertise. Referring someone to a general therapist without this background can prolong the process – or, in the worst case, harm the employee’s recovery.

Wise people say: “You can’t just ‘therapy’ your way out of this kind of relationship.”

A system that works – not just a policy or a lecture

Many workplaces have guidelines on paper. But how often are they put into meaningful action?

Change Collective offers a full system:

• Workplace safety audits

• In-depth training for HR and leadership

• Support sessions for affected employees

• Structured action plans with follow-up

“Facility management leader: Now we understand the consequences of doing nothing.”

With us, you get access to a methodology, a structured system, trauma-informed human support, and a forward-looking plan – tailored to your organization.

Your next step – protect your people & business goals

✅ Book a free 30-minute consultation

📈 Receive a concrete, tailored plan within 10 days

Outcomes: Reduced absenteeism and presenteeism, improved loyalty, and a stronger organizational culture.