A Safe Space: How Work Can Be a Lifeline for Survivors of Abuse

Listening to the recent File on 4 programme about femicide and the 8-stage Homicide Timeline developed by Dr. Jane Monckton-Smith made me reflect on my own experience. Looking back, I realise how at risk I was. I was fortunate to be able to leave, but I know how difficult that can be - and for too many women, it feels impossible.

One thing that is often overlooked is the role the workplace can play as a lifeline for survivors. For people in coercive and controlling relationships, work is more than just a job - it can be a place of safety. It might be the only time they are away from their abuser, the only space where they can speak freely, or the only opportunity they have to access help.

How Employers and Colleagues Can Make a Difference

When I look back on my own experience, I can see that my workplace gave me moments of freedom and clarity that I didn’t have at home. It gave me time to think, a place to breathe, and a way to maintain financial independence - something that is critical for anyone planning to leave an abusive situation. But at the same time, I know how difficult it can be to ask for help at work. Many survivors fear they won’t be believed, or worse, that they will be judged as unreliable or problematic employees. That’s why workplace culture and policies matter so much.

Steps Employers Can Take to Support Survivors

1. Recognising the Signs: Not all abuse is physical. Many survivors experience coercive control, where their movements, finances, and even communication are monitored. Employers and colleagues should be aware of red flags, such as:

• A colleague who is always anxious about checking their phone or leaving on time.

• Someone whose confidence has noticeably dropped.

• An employee whose partner frequently contacts them at work or unexpectedly shows up.

• Sudden changes in behaviour, performance, or appearance.

2. Creating Safe Reporting Mechanisms: Too often, survivors don’t know where to turn for help. Employers should ensure there are clear, confidential ways for staff to disclose abuse, whether through HR, an Employee Assistance Programme (EAP), or a trained domestic abuse champion in the organisation. Survivors need to know that if they disclose, they will be believed and supported.

3. Offering Flexibility and Practical Support: Abuse doesn’t just happen at home—it impacts every part of a survivor’s life. Employers can help by offering:

• Flexible working to allow time for court appointments or support services.

• Advance salary payments for those needing financial help to leave.

• Relocation support for staff who may need to move for safety reasons.

Why This Matters

Workplaces have the power to change - and even save - lives. A supportive employer can give a survivor the financial means, emotional support, and practical help they need to escape an abusive situation.

I know this because work was part of what saved me.

But there are still too many people trapped in relationships that threaten their safety, who don’t see a way out. That’s why we need to talk about this more—so that every employer, every colleague, and every survivor knows that work can be a lifeline.

If you are an employer, think about how your organisation could better support survivors. And if you are someone experiencing domestic abuse, know that help is out there, and you are not alone.

If you are affected by anything in this article, you can seek support from organisations like Refuge (www.refuge.org.uk) or Women's Aid (www.womensaid.org.uk).