This is a summary of our Insight Hour with Hestia in October 2024, providing information on the role of Independent Domestic Violence Advocates (IDVA) in the workplace and how employers can be innovative in their responses to domestic abuse.
Hestia support people in crisis. They provide refuges and domestic abuse support in London and the south-east. They also run the national Everyone’s Business service and Employer Advice Line to support employers and employees on how to respond effectively to domestic abuse and raise workplace awareness across the UK. While employers do not need to be experts on domestic abuse, they are well-placed to spot the signs among employees impacted by it. Employers can contribute to breaking down the stigma around domestic abuse and be part of the solution.
Practical support for employers
Hestia have worked with over 400 businesses to provide training for HR professionals, line managers, and domestic abuse champions. They also provide Independent Domestic Violence Advocates (IDVAs) and Independent Sexual Violence Advocates (ISVAs) as a service to employers to support their employees. They host the national UK SAYS NO MORE campaign to prevent domestic abuse and sexual violence; they operate the UK Bright Sky domestic abuse app; and have created Safe Spaces for members of the public in over 6000 pharmacies and bank branches across the UK – as well as online Safe Spaces.
The national Respond to Abuse Advice Line is referenced in the Domestic Abuse Act (2021) Statutory Guidance and is often used by employers at a point of crisis when an employee has disclosed an ongoing domestic abuse case, and the employer is unsure how to respond. Hestia encourage employers to be “domestic abuse curious” and proactively support employees experiencing domestic abuse and equip managers and HR with knowledge and skills to do so.
Hestia also organise the Everyone’s Business Award, an annual award given to employers that have displayed an outstanding commitment to tackling domestic abuse within their workplaces. Past winners have demonstrated strong evidence of senior leadership support, institutional accountability, and a clear strategy. Other crucial elements include training for employees on spotting the signs of domestic abuse, handling disclosures, using by-and-for services to support those who are affected, and consistent and regular communication about domestic abuse both internally and externally. The 2025 Everyone’s Business Awards are open to submissions.
IDVA service for employers
Hestia provide a dedicated IDVA service for employers, where victim-survivors in the workplace can access safety planning, practical and emotional support as well as help to navigate the process of rebuilding their lives after abuse – such as liaising with police, family and criminal courts and community services. When assigning an IDVA to an organisation, Hestia devise a service level agreement in line with employer regulations, and establish an understanding of their needs, values, and strategic aims. IDVAs provide employees with confidential, trauma-informed support for as long as they need, and adapt to workplace requirements such as hybrid or remote working. Hestia’s IDVA service has so far supported over 500 victim-survivors across all levels of risk in organisations such as police forces, accountancy firms and construction companies.
Case study: EY’s experience of workplace IDVAs
The accountancy firm EY has over 25,000 employees and began their workplace domestic abuse journey in 2018. Paul Quinlan recounts cases of employees struggling with performance issues resulting from domestic abuse. While EY had an Employee Assistance Programme (EAP), there was a need for stronger expertise and more robust support. The turning point for Paul was reading the national statistics on how common domestic abuse is, which brought to light just how many employees could potentially be affected. EY produced a written domestic abuse guidance document and linked up with Everyone’s Business at Hestia.
While EY has a broad domestic abuse response, they found that the IDVA service was the most valuable support they could signpost their employees to. They also provide training for HR professional and maintain a regular drumbeat of communication around domestic abuse internally. As the response was rolled out, they received internal disclosures that in turn contributed to senior leadership support for a domestic abuse response – as the need for it was clear.
EY’s journey illustrates how employers can end the silence around domestic abuse and make workplaces a safe haven for employees that are affected. When domestic abuse becomes a workplace conversation, trust is built, enabling people to come forward about their experiences and seek support. Workplace IDVAs enable employees to access that support directly through work.
