Legal Steps To Take If An Employee Faces Domestic Violence: A Guide For Business Owners

For business owners, navigating the complexities of employee behavior outside of work can be a daunting task. While an employee’s personal life is generally private, it becomes a matter of concern for employers in certain situations, such as when an employee is charged with domestic violence.

Domestic violence

Domestic violence charges can pose numerous challenges for a business. These include loss of productivity, increased risk of workplace violence, and even damaged reputation.

Therefore, a business owner might wonder about the best way forward in such situations. One important aspect is understanding the legal implications. In this case, businesses may need to find a domestic violence law firm that can provide proper guidance on handling these issues.

If you’re a business owner, here are some steps and considerations to ponder:

1. Understand Your Legal Obligations

The first step to take upon knowing that an employee faces domestic violence is understanding their legal obligations. For instance, the accused has the right to a fair trial, and as an employer, you can’t simply terminate an employee based solely on allegations or charges. As such, you should ensure you’re not violating any laws related to wrongful termination or discrimination.

Moreover, while respecting the rights of the accused, you also must ensure the safety of other employees. Therefore, evaluate whether the employee poses an immediate threat to others.

2. Evaluate The Impact On The Workplace

While upholding these obligations, employers must also consider the broader workplace environment. The news of an employee charged with domestic violence can spread within and outside the organization. It’s best to consider the possible impact on your company’s reputation so you’ll know what steps are necessary to mitigate the consequences.

On the other hand, the well-being of your employees is crucial. When you know an employee is facing domestic violence, find the time to address any concerns, provide support, and maintain a communicative environment.

3. Implement Interim Measures

While awaiting further developments in the legal process, there are some immediate steps you can consider. For instance, depending on the nature of the role, you might consider temporarily moving the charged employee to a different department or role.

Moreover, depending on company policy and circumstances, you might offer or require the employee to take a leave of absence while the legal matters are settled.

4. Maintain Confidentiality

An individual facing domestic violence is dealing with a serious allegation. Because of this, it’s essential to treat the situation with sensitivity. For instance, you should avoid gossip by reminding your staff to refrain from discussing the matter unnecessarily.

Additionally, secure important records. Any records or reports related to the employee’s charges should be securely stored and only accessed by authorized personnel.

5. Address Any Potential Workplace Relationships

If the alleged domestic violence victim also works within the company, further complications may arise. To avoid these, it’s crucial to offer support. The victim might need resources or time off, so consider referring them to appropriate support services.

Also, if the victim and the charged employee work closely, temporary changes in reporting lines or duties might be necessary to handle the situation more appropriately.

Domestic violence law

6. Develop Or Review Company Policies

Given the potential impact of domestic violence cases on your business, it’s best to develop or revisit your company policies to deal with the situation more effectively. If you don’t have a clear policy on handling such cases, now is the time to create one. If you do, review and ensure it is up to date.

Moreover, regular training sessions on company policies and ethical behavior are paramount as they can allow you to take the necessary action to prevent future issues.

7. Seek Legal Counsel

Navigating this sensitive situation requires expert advice to ensure the company acts justly and avoids potential liabilities. They can offer guidance on employee rights by ensuring that any decisions made don’t infringe upon the rights of the accused. They can also advise on liability issues by understanding potential liabilities related to the situation.

Lastly, legal professionals assist in policy development. If updating or creating company policies, legal input is invaluable.

8. Monitor The Situation

In tandem with legal advice, continuous monitoring of the situation is crucial. Regularly check on the status of the charges as this can help make informed decisions. Also, reassess the interim measures implemented. Depending on developments, the actions you initially carried out may need adjustments.

9. Implement Post-Resolution Actions

Once the legal process concludes, implement post-resolution actions. For instance, if the employee is acquitted or the charges are dropped, consider the terms of their return and any necessary adjustments. If the employee is convicted, consult with your legal team about the next steps, including termination.

10. Ensure Continuous Learning

Each incident, while challenging, is a learning opportunity. Understand the situation’s impact on your staff and gather feedback for improvements by conducting sessions. Also, consider conducting background checks during the hiring process, but always in compliance with relevant laws to ensure the applicant isn’t involved in any pending cases.


Business owners find themselves at the crossroads of legal, ethical, and operational decisions when an employee is charged with domestic violence. It’s a challenging scenario, but by keeping the information mentioned above in mind, you can navigate it effectively to protect your business.


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