EIDA collected insights from our members in 2025, to build on membership surveys conducted in 2017 and 2020 in partnership with Ipsos Mori. EIDA has grown from 324 members in 2020, to over 1,800 at the time of the 2025 survey. The aims of this survey were to evaluate the impact that membership of EIDA has had on member organisations; understand how our members are responding to domestic abuse; and how EIDA can continue to support members effectively.
Key findings
Employer members’ response to domestic abuse
- Since joining EIDA, 65% of surveyed members said they have a specific domestic abuse policy, compared to 32% before joining, an increase of 103%. Of the members who do not have a specific domestic abuse policy, a quarter are in the process of developing one.
- Most employers surveyed are more confident about supporting victim-survivors compared to perpetrators, which we will be addressing with new guidance and resources later this year.
- More than half of respondents are supporting customers or clients impacted by domestic abuse and an increasing number (12%) are asking suppliers to implement a domestic abuse response.
“The EIDA team drive personal, meaningful change which meets organisations where they are.” – EIDA member
Employer members’ workplace cultures
- Senior leaders at EIDA member organisations see domestic abuse as a workplace issue.
- 9 in 10 agreed that an effective workplace response to domestic abuse will aid employee retention.
- Members do not believe that promoting their response to domestic abuse poses a reputational risk. Similarly, they do not think that disclosing experiences of domestic abuse at work would damage an employee’s career.
- A third of members surveyed had received a disclosure of domestic abuse from one or more employees in the last 12 months, compared to just over one in five in 2020, suggesting that domestic abuse is talked about more openly and that employees are aware of the support their employer can provide.
“Through EIDA events and resources we’ve been able to learn from other organisations, share best practice, and continually improve our response to domestic abuse. Line managers are now better equipped to recognise warning signs and respond appropriately and sensitively.” – EIDA member
Impact of EIDA membership
- 83% of members surveyed agreed that being a member of EIDA has had a positive impact on their organisation’s ability to support employees who are experiencing domestic abuse.
- The EIDA Handbook and related guides are the most useful resources with 86% of members finding them useful.
- Surveyed members find our regular online Insight Hours the most useful event.
- 19% of EIDA members have contacted the EIDA team directly for support. If you have any queries about domestic abuse and the workplace, or EIDA membership more generally, please contact [email protected]
“There has been a significant impact on my organisation. For me, it’s about knowing that there is a website at my fingertips which provides useful information, advice and guidance. […] we also have the opportunity to communicate and collaborate with other businesses too.” – EIDA member
EIDA will respond to the survey findings by:
- Running a dedicated campaign in 2026 to provide more awareness and guidance about addressing perpetrators of domestic abuse. You can find our current guidance here, alongside video guidance from the Crown Prosecution Service (CPS) and law firm and EIDA Beacon, Hogan Lovells, here.
- Continuing to update our domestic abuse policy template (Sharon’s Policy) annually.
- Continuing to expand our work with Government on the role of employers as part of a whole-of-society response to domestic abuse.
- Expanding our resource library aimed at smaller employers.
- Producing more employer case studies.
- Continuing to highlight our support service directory, which employers can use to signpost to specialist support.
