Today is International Day for the Elimination of Violence against Women.
This year the focus is on digital abuse as well as domestic abuse which can be physical or mental.
What is digital abuse?
Digital tools are increasingly being used to stalk, harass women and girls. This includes:
Image-based abuse/ non-consensual sharing of intimate images – often called revenge porn or leaked nudes.
Cyberbullying, trolling, and online threats.
Online harassment and sexual harassment.
AI-generated deepfakes such as sexually explicit images, deepfake pornography, and digitally manipulated images, videos or audio.
Hate speech and disinformation on social media platforms.
Doxxing – publishing private information.
Online stalking or surveillance/tracking to monitor someone’s activities.
Online grooming and sexual exploitation.
Catfishing and impersonation.
Misogynistic networks
These acts don’t just happen online. They often lead to offline violence in real life (IRL), such as coercion, physical abuse, and even femicide, killing of women and girls. The harm can be long-lasting and affect survivors over a prolonged period of time.
Digital violence targets women more than men, across all walks of life, but especially those with public or online visibility – such as activists, journalists, women in politics, human rights defenders, and young women.
As an employer you must make sure you have software in place to combat online abuse in the workplace. Speak to an IT company and get your systems fully audited so you can implement any new software to help.
Why does this matter in the workplace?
Both digital abuse, physical violence and mental abuse against women is a violation of human rights, and the workplace cannot be a haven if we ignore its impact.
Domestic abuse often spills over into work: absence, reduced performance, trauma, and fear. Organisations may not always realise the cost or responsibility.
Business owners, managers and colleagues are uniquely placed to recognise signs, provide and signpost support, and help create a culture where people feel safe to speak up.
What can you do in your workplace to help keep women safe?
Here are practical steps everyone can take, but if you are a business owner, make sure you:
Create a clear policy and communicate it. Have a policy on domestic abuse/violence at work (or include it within the broader wellbeing/health & safety policy).
Ensure it's visible to everyone, and that employees know where to go if they need help. See below for a list.
Use a leadership voice to encourage senior staff to openly acknowledge the importance of supporting victims, reinforcing a culture of safety.
Train line managers and employees on recognising signs
Some warning signs may include:
Frequent unexplained absence, lateness or need to leave early.
Behaviour change: anxiety, withdrawal, reduced concentration.
Someone routinely contacted at odd hours by partner/ex‐partner.
Visible injuries or excuses that don't fully explain them.
Reluctance to discuss home life or a partner, or sudden need for flexibility.
While such signs do not prove abuse, they do signal a need for a sensitive check-in. Employers aren't expected to navigate this complex issue alone, and it is essential to improve your understanding of coercive control.·
Offer practical support & flexible responses, such as allowing flexible working hours or remote work, if someone is at risk or needs to escape a controlling environment.
Allow flexible working, changes to location, contact details, etc, if someone is at risk.
Ensure you provide a designated point of contact, someone who is trusted, trained, and aware of confidentiality.
Promote external supports: domestic abuse helplines, specialist charities, and legal advice.
Ensure confidentiality and reassure the employee that their job/security won't be at risk for seeking help.
Embed it in company culture, not just as a one-off.
Make this topic part of your wellbeing, EDI (Equality, Diversity & Inclusion) and health & safety agenda, not a side issue.
Use awareness days like today and other campaigns to keep the issue top of mind and ensure information is accessible.
Encourage peer support, ally behaviour, and messaging that the workplace is a safe space.
The business and human case.
Beyond the moral imperative, there is a strong business case for supporting employees experiencing abuse, as it reduces the risk of absence. It also fosters a culture of trust and safety. And when women feel safe and supported, they can bring their whole selves to work and contribute fully.
A call to action
Today, make sure:
Review your current policy: Does it explicitly address domestic abuse/violence against women?
Ask: "Do our people know the signs? Do our managers feel confident to act?"
Commit to one small change after reading this and make some checks. Make sure there are details of a helpline or of domestic abuse leave in the workplace, and in your wellbeing policies, to make a tangible difference.
At Plain Talking HR, we specialise in helping businesses build HR frameworks that are not just compliant, but human-centred. If you'd like support reviewing your policy, training your team or embedding a stronger, safer culture, let's talk.
Together we can ensure your workplace is a place of safety, dignity and support, where violence against women is unwelcome, and those who need help can find it.
Here’s a list of trusted UK organisations that provide support for women experiencing abuse, including domestic violence, forced marriage, sexual violence and other gender-based harms. If you or someone you know are in immediate danger, call 999 and ask for help from the police.
Key Support Organisations
Refuge – The UK’s largest specialist domestic abuse charity working with women and children.
Women’s Aid – A grassroots federation providing lifesaving services and a national online directory of local domestic abuse services.
Rights of Women – Provides free, confidential legal advice to women in England & Wales on issues including domestic and sexual violence.
Freedom Charity – UK charity specialising in forced marriage, female genital mutilation (FGM) and honour-based abuse, providing helpline and awareness programs.
National Domestic Abuse Helpline (24/7) – Run by Refuge; freephone number for women experiencing domestic abuse, including options for translation and BT TypeTalk for hearing impaired.
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