As we mark five years of Sharon’s Policy, we are reminded of something we see every day in our work with survivors: domestic abuse does not stay at home; it follows people into the workplace.
At Domestic Abuse Alliance, we work closely with frontline services, legal partners and employers across the UK. We understand how critical the workplace can be – often the only safe space where someone experiencing abuse may feel able to seek help.
A Changing National Landscape
In December 2025, the UK Government published its Violence Against Women and Girls (VAWG) Strategy and Action Plan, setting out strengthened expectations for employers.
For the first time, employers are being clearly recognised as key actors in prevention, early intervention and reporting.
This shift reflects a growing understanding that domestic abuse is not only a personal issue – it is also a workplace safeguarding issue.
Employers are now expected to:
- Maintain clear domestic abuse workplace policies
- Provide safe and confidential reporting pathways
- Strengthen safeguarding and support measures
- Engage with national networks such as EIDA
- Prepare for increased monitoring and accountability
This represents a significant step forward but also a clear challenge: many organisations are still not equipped to respond confidently to domestic abuse disclosures.
Why Sharon’s Policy Matters
Long before these national expectations were introduced, Sharon’s Policy has given thousands of organisations the tools to respond to disclosures of abuse confidently and consistently.
Launched in 2021, Sharon’s Policy was co-created by Sharon Livermore MBE, the Employers’ Initiative on Domestic Abuse (EIDA), The HR Dept, and Domestic Abuse Alliance.
Developed as a free-to-use domestic abuse policy and guidance framework, it was designed to help employers recognise the signs of abuse, respond safely and support employees to access emotional and practical support to help them cope and recover.
Since then, it has become a trusted resource for organisations seeking to build safer, more informed workplace responses to domestic abuse.
More than 3,000 employers nationwide have now adopted Sharon’s Policy, which includes:
- A free domestic abuse workplace policy template
- Comprehensive guidance for implementation
- Clear frameworks for handling disclosures safely
Reflecting on its impact, Sharon Livermore, founder of Domestic Abuse Education, said:
“Five years on, I am incredibly proud that Sharon’s Policy has helped thousands of businesses take practical action to support their employees. Domestic abuse does not stay at home – it follows people into the workplace. With the Government now placing clear expectations on employers through the new VAWG Strategy, the need for safe, consistent workplace responses has never been greater.”
Domestic Abuse in the Workforce
Domestic abuse remains one of the most widespread and often hidden issues affecting the workforce.
The Crime Survey for England and Wales estimates that 3.8 million people aged 16 and over experienced domestic abuse in the year ending March 2025.
This is not an issue employers can afford to overlook.
We also know that risk can increase at key life stages. For example:
- Domestic abuse is 30% more likely to begin during pregnancy
- It is 40–60% more likely to escalate during pregnancy
This highlights the importance of early intervention and workplace awareness. It’s also the reason why Sharon’s Policy was expanded in 2025 to include the Protecting Every Future guide – to help managers support employees who may be experiencing domestic abuse during pregnancy.
A Whole-Society Response
The Government’s 2025 VAWG Strategy emphasises a “whole-of-society” response, recognising workplaces as critical safe spaces.
As Susan Bright, CEO of the Employers’ Initiative on Domestic Abuse (EIDA), explains:
“EIDA is a free to join member network supporting employers to put in place an effective workplace response to domestic abuse. Sharon’s Policy is one of our most used resources, and a cornerstone of an effective workplace response to domestic abuse. Domestic abuse seeps into our workplaces and has a massive impact on victim-survivors, their families, friends, and colleagues. With the right culture and understanding, employers can enable their employees to seek support, stay safe and remain in work. Employers can also call out concerning behaviours and hold those who abuse to account.”
Turning Policy into Practice
For many organisations, implementing a structured domestic abuse policy has led to real change.
Gemma Jackson, Head of Diversity, Equity and Inclusion at Intact Insurance, said:
“Sharon’s Policy has played a pivotal role in strengthening our commitment to safeguarding the health, safety and wellbeing of our people. It has given us the structure and clarity needed to develop a policy tailored to the realities our colleagues face, enabling us to break the silence around domestic abuse and foster a safe, supportive environment where individuals feel empowered to seek help. Since implementing the policy, we have seen an increase in disclosures. While these stories are difficult to hear, they show that our colleagues trust us to provide a safe space. Many have bravely shared their personal experiences, further opening the conversation and helping us better understand how to support those affected. We’ve also received direct feedback from individuals who have taken positive steps toward their own safety and wellbeing as a result of the support available to them. As we recognise the five-year anniversary of Sharon’s Policy, we are proud to stand with others who are driving meaningful change. Together, we are helping ensure that every organisation has the tools and confidence to support colleagues impacted by domestic abuse.”
Supporting Employers to Respond Safely
At Domestic Abuse Alliance, we see every day how important it is that responses are not only compassionate but also safe and informed.
As Rosie Watson, our Head of External Relations, said:
“As we mark the five-year anniversary of Sharon’s Policy, we’re reminded just how vital clear and effective referral pathways are for anyone seeking support. At Domestic Abuse Alliance we see every day how life-changing it is when someone does know how to respond and refer someone safely – ensuring that no survivor is left without access to the specialist help they deserve.”
Through services such as WEPROTECT, we help accelerate access to legal protection by connecting victims to specialist support quickly and securely.
Building the Right Foundations
Having a clear domestic abuse policy is now a fundamental part of workplace safeguarding.
As Lisa Davies, Operations Director at The HR Dept, said:
“Having a clear domestic abuse policy is so important for HR and business leaders. It’s an integral part of safeguarding, employee wellbeing, and a responsible workplace culture. Sharon’s Policy gives HR professionals and business owners the tools to act with confidence, protect employees and create a supportive environment where everyone can thrive.”
Looking Ahead
Five years on, Sharon’s Policy continues to play a vital role in shaping how employers respond to domestic abuse.
Now, with the Government placing clearer expectations on organisations, the need for accessible, evidence-based workplace policies has never been greater.
From where we stand, the message is simple:
Workplaces are not separate from domestic abuse; they are part of the response.
And with the right tools, training, and partnerships, employers can make a meaningful difference in helping people feel safe again.
