09.12.2022 
Josephin Hartmann 
14769
Violence at home: How employers can help
For those who experience domestic violence, the workplace often becomes a protected space. Managers can support victims: with understanding, a willingness to talk and the provision of help.
It is often underestimated: When employees call in sick to work, the reason may be that they have been subjected to psychological, physical or sexual violence at home. Companies can provide support in this delicate situation. However, it is important to handle the situation sensitively and offer the right support.
pme life situation coach Jutta Dreyer gives tips on how you as an employer and manager can support affected employees.
Domestic violence: tips on how managers can support affected employees
1. watch out for signs: Withdrawal, depressed, anxious
Domestic violence is not a private matter, it concerns us all. Most managers share this view. Pme life situation coach Jutta Dreyer often sees managers calling her because they are worried about their employees. When they use our advice, they already have the impression that the situation at home is very difficult and that violence could be involved.
It is often difficult to recognize whether employees are affected by domestic violence, as it is a shameful topic. Those affected try to hide it for as long as possible. They are ashamed and often feel guilty for their situation.
Therefore, managers can only look out for small signs that violence is taking place at home.
Signs can be:
- Withdrawal: Person withdraws, no longer or less and less participates in team meetings, talks less and less about home.
- Person appears depressed or anxious.
2. offer help: Make contact with help centers
Jutta Dreyer is familiar with the situation where managers call and need immediate help, for example when an affected employee is sitting next to them and is very afraid to go home.
"This call is the first right step that managers can take. It paves the way for them to contact us, as the people concerned would not pick up the phone themselves. Once contact has been made, we take over the conversation to build trust."
Jutta Dreyer, life situation coach, pme Assistance
However, managers may also call in acute situations because the violent family member is already at the door to collect the person concerned from work. In such cases, a manager should call the police so that the employee is not put at risk.
3. communicate offers of help within the company
If a conversation is held with affected employees and the person opens up, it is important what the manager radiates. It is about signaling understanding for the fact that the person concerned has found themselves in such a situation and that it is not something to be ashamed of.
However, this applies to all problems - be it addiction or mental illness. A manager can provide support by offering help services such as the pme intranet Familienservice . Putting up posters with emergency numbers for people who experience violence at home can also help.
In this way, employers send a signal of understanding to their employees. At the same time, the inhibition threshold for seeking support is not so high.
4 Gently seek a conversation
Managers can also actively seek the conversation. However, caution is advised here. Anyone offering to talk should not open the door directly. Direct statements such as "Are you experiencing violence at home?" can overwhelm the other person.
It is better to approach the topic carefully. Gentle questions such as "Could it be that it is difficult at home?" or "Could it be that you are being put under pressure at home?" make it easier for those affected to talk openly about it.
Jutta Dreyer encourages:
"It is important for managers not to give up straight away if they are rejected. The person concerned could initially reply that everything is fine. The manager can stay on the ball and signal a willingness to talk at any time."
Q&A for managers: important questions and answers in brief
As a manager, is it your job to prevent domestic violence?
Quite clearly: no. But the employees concerned can be supported with appropriate offers - always provided that the person wants this!
Be aware of how shameful this topic is and that it is rarely communicated in the workplace. Try to develop an understanding for some difficult life situations. Convey the attitude that the person concerned is not to blame for the violence against them.
How can you provide support?
Offer the employee a quiet room (e.g. your office) where he/she can call the pme hotline Familienservice without being disturbed. Encourage them to do so, but do not exert any pressure.
You can also offer to call the employee together. This can be very helpful if he/she is not confident enough to make the call alone or may have language problems.
How intensively should you provide support?
The most important thing is to support and encourage the employee to contact a counselor, such as the pme Familienservice - but don't turn yourself into a grievance box!
What can you do as a manager if there is an acute threat situation on site (in your unit)?
In the event of acute threats, call the police: 110. If, for example, an employee is afraid to go home because he/she is afraid of violence, you can call the pme Familienservice as a customer.
IMPORTANT TO KNOW: Violence Protection Act
Victims of domestic violence have the right to apply for court protection orders so that they are protected from further attacks by the perpetrator. The same applies to victims of stalking.
More information under: Violence Protection Act
Further help and links:
www.big-koordinierung.de
weisser-ring.de/haeuslichegewalt
www.hilfetelefon.de/gewalt-gegen-frauen/haeusliche-gewalt.html
