– By Saskia Garner, Head of Policy and Campaigns at the Suzy Lamplugh Trust
The Suzy Lamplugh Trust has forty years of experience in reducing the risk of violence and aggression in the workplace and beyond through campaigning, education, and support. A key part of our work is raising awareness of stalking – a crime that is often misunderstood, underreported, and can have devastating impacts on victim-survivors’ lives, including their working lives.
For many people, work is a place of routine, purpose, and connection. But for those experiencing stalking, it can also become a place of heightened anxiety and risk if the stalker targets them in the workplace. Employers have a crucial role to play in recognising stalking behaviours and supporting affected employees, whether they are being stalked by a colleague, or a stalker is using a victim-survivor’s place of work to make unwanted contact.
The impact of stalking on victim-survivors
The Suzy Lamplugh Trust defines stalking as a pattern of fixated, obsessive, unwanted, and repeated behaviour that causes fear, alarm, or distress. It can include many behaviours such as following someone, repeatedly contacting them, monitoring their online activity, or showing up uninvited at their home or workplace.
Stalking is not a one-off incident – it is a course of conduct that continues (and often escalates) over time. It can happen between strangers, acquaintances, colleagues, family members, or former partners. It may form part of domestic abuse, particularly if the victim-survivor has ended an abusive relationship, or the abuser suspects that they may end the relationship.
The impacts on victim-survivors can include:
- Persistent fear and anxiety
- Disruption to daily routines, including work
- Reduced productivity and concentration
- Physical and mental health impacts
- Increased risk of serious harm
- Feeling isolated and alone
- Confusion, doubts, and self-blame
Stalking and the workplace
The effects of stalking often extend beyond the victim-survivor, affecting people connected to them emotionally, socially, or professionally.
For someone experiencing stalking, the workplace may be one of the few places where they feel a sense of stability and normality owing to its routine nature. However, this same predictability of a regular work schedule can make workplaces a target for stalkers, who may attempt to make contact through visits, phone calls, emails, or by using publicly available information.
This makes the role of employers critical in addressing stalking and supporting affected employees. With the right awareness and policies in place, workplaces can become safe, supportive environments, rather than additional sources of stress.
Managers and colleagues may notice warning signs such as:
- Repeated unwanted calls, emails, or visits to the workplace
- The employee appearing anxious, distracted, or fearful
- Changes in the employee’s routine or requests for increased security
- Reluctance to share personal information or whereabouts
- Increased absenteeism or lateness
- A sudden change in an employee’s performance
Recognising these signs can make a significant difference to early intervention, including helping the employee to access the support they need.
How employers can support employees experiencing stalking
- Raise awareness of stalking
Understanding what stalking is – and how it differs from harassment or one-off incidents – is essential. Training managers and HR professionals helps ensure they can recognise patterns of behaviour and respond appropriately. - Create a supportive and open culture
Employees are more likely to disclose concerns if they feel believed and supported, and a safe space is created for them to disclose. Make it clear that stalking is taken seriously, they will be believed, and that help is available without judgement. - Develop clear workplace policies
Workplace policies should include stalking and outline how disclosures will be handled, confidentiality measures, and available support. - Put safety measures in place
Simple adjustments can significantly improve safety, such as:
- Changing the employee’s work location or hours
- Screening calls or emails
- Providing secure parking or security escorts
- Removing personal information from public directories and company websites
Each situation is different, and responses should be tailored to the individual with advice from a specialist stalking advocacy service such as the National Stalking Helpline.
- Support digital safety
Stalking often includes online monitoring. Employers can help by reviewing what employee information is publicly accessible and offering guidance on privacy and security. Internal IT teams may be able to provide guidance on how to keep both workplace and private tech secure. - Signpost to specialist support
Employers are not expected to be experts, but knowing where to refer employees for information and support is vital. The Suzy Lamplugh Trust provides guidance and resources on stalking, including practical steps for staying safe as well as support through our National Stalking Helpline. Our helpline has supported over 100,000 people since its inception.
No one should feel unsafe at work. And with the right support, the workplace can become a place of reassurance, empowerment, and safety for those experiencing stalking.
