Many workplace violence policies only copy statutory text, without addressing stigma, trust, or trauma. A strong domestic violence policy makes employees feel safe to come forward — not afraid to. Here’s how to write one that works.

Many employers assume responding to employee domestic violence is an HR issue—but most programs fail when HR operates alone. Building a cross-functional IPV response team ensures policies are actionable, coordinated, and safe. Here’s how to form one.

On December 9, I’ll be presenting a webinar with the Learning Network, Knowledge Hub, and Respect at Work on how trauma- and violence-informed (TVI) approaches can transform workplace responses to intimate partner violence. This is a topic deeply personal to me, and I’ll also be sharing daily LinkedIn videos for the 16 Days of Activism Against Gender-Based Violence with practical tips for employers and HR professionals.

Ontario’s new 211 support line for men who cause harm is a promising early intervention. But for real progress, we must include survivors in design, embed accountability, and move prevention further upstream—with education that redefines what healthy relationships look like.

Many employers assume domestic violence doesn’t touch their workplace — but the truth is, one in ten employees are affected right now. Here’s why leaders must stop looking away and start addressing intimate partner violence as a workplace issue.

In OPSEU v LCBO, a rural worker facing intimate partner violence and suspected alcohol use was terminated despite the employer “doing everything right.” This case reveals why trauma- and violence-informed accommodation matters — and how communities can step up to remove barriers to safety and support.

The BC Human Rights Tribunal has confirmed a connection between domestic violence and the protected grounds of sex, gender, and marital status under the Human Rights Code. In The Worker v Translink Security Management Ltd, the Tribunal denied an employer’s bid to dismiss a complaint, underscoring employers’ duty to consider domestic violence in accommodation and disciplinary decisions.

Ontario’s OHSA requires employers to protect workers from domestic violence at work—but most policies don’t define what that means. This post explores how employers can interpret and apply the law using guidance from experts, government policy, and legislation across Canada. Understanding the full scope of domestic violence is key to creating safer workplaces.

The theme for this week's LinkedIn series was workplace domestic violence, from defining the term to risk assessments and safety planning.

I did a LinkedIn series lining up with the 16 Days of Activism Against Gender-Based Violence to talk about domestic violence at work.

Domestic violence doesn’t stay at home — it impacts employees’ safety, well-being, and productivity. This post explores trauma-informed policies, response plans, and workplace culture strategies to support survivors effectively and legally.