A 2019 incident in a West Virginia county illustrates how domestic violence can disrupt the workplace. An employee identified as Wanda (pseudonym) requested time off to handle a home situation, but her employer refused. Shortly after, her abusive partner arrived at her workplace and threatened her at gunpoint, forcing the office to shut down for the rest of the day.
Samuel “Raymie” White, a lawyer and the Legal Services Director for the West Virginia Coalition Against Domestic Violence, who represented Wanda, argues that such scenarios are not isolated. He told Fast Company that intimate partner violence often spills into professional settings, putting other employees at risk and harming business operations.
“Situations like his clients’ ‘end up disrupting business for hours…They have to call the police, the police have to show up…It’s really to [employers’] advantage to work with victims,’” White said. This aligns with a growing recognition among HR experts that domestic violence is a workplace safety issue, not just a private matter.
Proponents of workplace protections note that survivors may miss work, be less productive, or face security threats on company premises. In most U.S. states, employers are not legally required to offer paid leave or accommodations for domestic violence, though some have adopted voluntary policies.
Some critics worry that expanded employer involvement could blur boundaries between professional and personal life, or lead to privacy violations for survivors. Yet White emphasizes that proactive measures can reduce liability and prevent dangerous disruptions, benefiting both employees and the bottom line.