We need to talk about domestic violence at work.
- Rika Sawatsky
- Nov 27
- 3 min read
Day 3 of the 16 Days of Activism Against Gender-Based Violence
This is Day 3 of the 16 Days of Activism Against Gender-Based Violence, and the third post in my series: 16 tips in 16 days to help employers build workplace domestic and intimate partner violence (IPV) programs that actually support employees.
If you'd like to go back to Day 1, click here.
We Have to Talk About Domestic Violence— Because Silence Is Unsafe
A workplace culture that never mentions intimate partner violence sends a message — even if unintentionally:
“This is not a safe place to talk about this.”
When employees fear judgment, retaliation, or being seen as “a problem,” they stay silent — even when the abuse is affecting their workday, safety, or ability to be present.
Just like the Bell Let’s Talk campaign changed how we talk about mental health, employers can shift the norms around domestic and intimate partner violence.
We don’t have to wait for a national campaign.
Workplaces can lead this change themselves.
IPV Is Already in Your Workplace — Whether You See It or Not
On any given day, in any workplace, research consistently shows between 6.5% and 10.3% of employees are currently experiencing abuse at home.
And for most of those employees:
The abuse follows them to work
Harassment continues through text, email, calls, or stalking
Productivity and attendance decline
Safety risks increase
If we don’t see it, it’s not because it isn’t there.
It’s because stigma keeps it hidden.
Employers Can—and Must—Break the Silence
Talking about IPV isn’t overstepping.
It’s part of your legal duty to act under occupational health and safety law.
And more importantly — it’s part of building cultural safety and trust.
When leadership speaks openly about IPV, it signals:
It’s okay to ask for help
The organization understands IPV is complex and common
Employees won’t be punished for disclosing
Accommodations are available
Silence protects stigma.
Conversation protects people.
What a Workplace “Let’s Talk About IPV” Campaign Could Look Like
Communication can be simple and meaningful.
Examples include:
Posters in hallways, elevators, and washrooms
Intranet campaigns
Email messages or newsletters
Talking points for managers
A short segment in town halls or safety huddles
Slides in onboarding training
Visible reminders that supports exist
While traveling in Sardinia this summer, I saw an island-wide poster campaign raising awareness and offering support resources, shown above.
A workplace could easily do the same — tailored to the demographics and needs of its employees.
You don’t need perfection to start — you just need visibility and consistency.
What Happens When We Normalize It?
We’ve already seen this pattern with mental health:
First: silence
Then: small awareness steps
Then: conversation becomes normal
Then: policy, accommodations, and early support become accessible
We still have work to do — but now, many employees feel empowered to ask for help.
That same cultural shift is possible for intimate partner violence.
If You’re Ready to Start This Work, I Can Help
I’m an employment lawyer supporting organizations implementing domestic and intimate partner violence programs grounded in trauma- and violence-informed practice.
If your workplace is ready to build a full strategy, reach out. I provide policy, training, and implementation support.
You don’t need to wait for a major campaign.
Your workplace can become the catalyst.
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References:
The UK's Equality and Human Rights Commission found that 10% of every workplace is currently dealing with IPV. EHRC (UK)
A study out of the US places that figure at 10.3% (paywalled but free access through many public libraries online).
The Centre for Research and Education on Violence Against Women and Children found a rate of 6.5% in Canada back in 2014.
