Domestic abuse guidelines

​​​​​​​​​​​​Introduction​

This document provides information about the Jersey Public Services commitment to supporting employees who are experiencing domestic abuse.

This guidance supersedes all previous policies, circulars and procedures connected with domestic abuse within the Public Service​.

Purpose

The purpose of this guidance is to raise awareness of the internal and external resources available.

It also provides line managers and colleagues with advice on how to best support team members who are experiencing domestic abuse.​

This guidance aims to:

• support health and wellbeing at work, raising awareness of domestic abuse and enabling employees experiencing domestic abuse to remain productive and at work
  
• provide guidance for line managers on how to support the wellbeing of employees, and raise awareness of the sources of support available to them both within the Government of Jersey and Island wide
  
• assist employees who may be affected by domestic abuse. This may include, if appropriate:
• confidential means for asking for help
• referral information
• specific considerations at the workplace
• flexible working or special leave to seek medical
• counselling
• legal assistance and temporary workplace relocation
  
• maintain appropriate confidentiality and respect for the rights of the individual involved in responding to domestic abuse, whilst adhering to relevant safeguarding information sharing protocols
  

What is domestic abuse

Any incident or a pattern of incidents, where controlling, coercive or threatening behaviour, violence, or abuse between adults aged 16 or over who are, or who have been connected personally, or are family members, regardless of gender, sexuality, or ethnicity.

This can encompass but is not limited to the following types of abuse:

• psychological
  
• physical
  
• sexual
  
• financial and economical
  
• emotional
  

Controlling behaviour is a range of acts designed to:

• make a person subordinate or dependent
• isolate them from sources of support
• exploit their resources and capacities for personal gain
• deprive them of the means needed for independence, resistance and escape and regulating their everyday behaviour

Coercive behaviour is an act, or a pattern of acts of assault, threats, humiliation and intimidation or other abuse that is used to harm, punish, or frighten their victim.

Domestic abuse can occur in all areas of society irrespective of:

• gender
• race
• culture
• nationality
• religion
• sexuality
• disability
• age
• class
• education level

Domestic abuse and the workplace

We support the understanding that everyone has the right to a life free from abuse in any form. Domestic abuse is wholly unacceptable and inexcusable behaviour, and responsibility for domestic abuse lies with the abuser.

Domestic abuse can negatively affect the work life of those being abused and workplace colleagues around them.

Domestic abuse can occur while an employee is at work via methods such as threatening and harassing phone calls and emails.

An employee may experience abuse when travelling to and from work.

Domestic abuse can affect an employee's performance, attendance, career prospects and job security.

The workplace can be one of the few places where an employee experiencing domestic abuse can be away from their abuser. It is important to understand that this is an opportunity for the employee to be able to ask for support and access the relevant information and resources.

When addressing performance and safety issues we will make reasonable efforts to take your situation into consideration if you are going through a difficult employment process. 

If you are experiencing domestic abuse and attempting to leave your abuser, this can increase your vulnerability when travelling to and from work or even while at work, if your abuser knows your place of work.​

In the event the alleged perpetrator and victim are working in the same building, arrangements should be made to ensure the safety, support, and protection, by amending the working arrangements. Advice should be sought from your departmental people services representative.

Absence options

If you need to be absent from work because of circumstances of domestic abuse, the length and manner of any absence can be determined as best for the individual as it is recognised that everybody's circumstances may differ.

Depending on circumstances options may include:

• application of the flexible working policy, informal or formal basis, to enable the employee to seek support and protection, go to court, look for alternative housing, attend counselling, arrange childcare
  
• consideration of special leave under the special leave policy​
  

Safety at work

We undertake to ensure your safety and will actively provide support to minimise the risk to your safety at work.

In situations where you have declared concerns about your safety, this may include for example:

• changing the location of your workplace
• adjusting your working hours on a temporary basis

If this is likely to result in a longer-term arrangement, please seek advice from your departmental people services representative.

Support and wellbeing

We will make every effort to assist you if you are experiencing domestic abuse.

To enable us to do this effectively and appropriately, you're encouraged to seek support which you can do by having a conversation with one of the following, depending on who you feel most comfortable talking to:

• your line manager
  
• a departmental HR representative
  
• a member of the wellbeing team
  
• a colleague supporter who will signpost you to the appropriate support with your agreement
  
• the freedom to speak up guardian, applicable to Health and Community Services employees only
  

The conversation will be treated in strict confidence and dealt with in a sensitive manner.

We aim to ensure that there is always someone a​vailable and approachable to ensure you can talk in a private and safe place.

The role of this person is to:

• listen, reassure and support
  
• be confidential, subject to the requirements of child and adult protection
  
• respond sensitively and in a non-judgemental way
  
• help signpost you to appropriate support
  
• help identify any immediate steps that may be needed to keep you safe at work
  
• encourage you to seek advice from the relevant agencies​
  

Your wellbeing is our priority, you should feel safe and supported in the workplace. Sources of wellbeing and guidance can be found for public servants on MyStates (internal website)​.

You can also seek support from:

• Jersey Domestic and Sexual Abuse​ Support
• Freeda

Confidentiality​​

An employee's right to confidentiality is respected. However, in circumstances of safeguarding, then alternative agencies may need to be involved, and confidentiality may not be guaranteed.​​