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Intimate partner violence at work


Manage the risk of intimate partner violence at work


Has hubris hijacked safety?


Threat Assessment and Management Workshop

Forensic Psychiatry in Europe: What Works?


ProActive in the media


Respectful workplace – challenging the status quo




Home life can often spill over into working life, and the serious problem of intimate partner violence (IPV) is no exception.

Research estimates that 20 per cent of IPV incidents occur at work.

And even when IPV occurs at home, it can affect the workplace, with many victims taking time off work.

The human and financial costs of IPV are simply enormous.

Our latest news story IPV at work reveals the connection between IPV and work and how your organisation can help prevent and respond to IPV.

Kind Regards,

Joe Moore
Managing Director
ProActive ReSolutions


Intimate partner violence (IPV) at work

Intimate partner violence (IPV) is a prevalent and serious problem, but IPV in the workplace is not as widely recognised.

Some 20 to 25 per cent of men and women around the world are directly affected by IPV.

And a sizable proportion of IPV incidents, perhaps 20 per cent, occur at work.

Human costs

IPV incidents range in severity from threats or intimidation to assaults and even homicides.

Perpetrators sometimes target co-workers as well as their intimate partners.

Many women who are victims of IPV miss time at work in addition to experiencing distress and seeking health care services.

Even when IPV occurs at home, however, it can affect the workplace.

Many victims take time off work after assaults or use healthcare benefits, including employee assistance programs.

Economic costs

IPV has major economic costs on top of its human costs.

In the US, about 8 million paid workdays are lost due to IPV each year, with lost productivity totaling more than USD $700 million.

The estimated losses are proportionately high in Australia, Canada, and other countries.

Risk management

It comes as no surprise that governments and businesses are taking steps to deal with IPV in the workplace.

Many jurisdictions have revised or are currently revising their occupational health and safety regulations to require employers to protect all employees from IPV in the workplace. (The province of Ontario in Canada is an example.)

In Australia, the PSA/CPSU and the Australian Domestic and Family Violence Clearinghouse have developed a draft domestic violence clause for serving on employers during enterprise negotiations and adding to awards.

A number of private-sector organisations provide businesses with information and tools to enhance the safety and well-being of employees affected by IPV.

Corporate Alliance to End Partner Violence and Australia's CEO Challenge, Workplace Partners Against Domestic Violence are two of these organisations.

Some good news

IPV is a problem that can be managed effectively.

Research indicates that victims of IPV are safer when they receive appropriate support and services, including from employers and co-workers.

There are steps every organisation can take to help prevent and respond to IPV.

Expert solutions

ProActive ReSolutions has extensive experience in dealing with IPV.

  • We train police, corrections, and health care professionals around the world to assess and manage risk for IPV, using tools such as the Spousal Assault Risk Assessment guide (SARA) and the Brief Spousal Assault Form for the Evaluation of Risk (B-SAFER).
  • We also help organisations respond to IPV in the workplace.
  • We assist in the development of policies and procedures regarding IPV.
  • We train employees to recognise and respond to warning signs of workplace violence, including IPV.
  • When IPV spills over into the workplace, we assess and manage the risks to employees.

If you think we can help your organisation, visit ProActive ReSolutions


Manage the risk of intimate partner violence (IPV) at work:

  1. Revise policies and procedures so they encourage victims of IPV to seek appropriate support and assistance from supervisors.
  2. Train employees so they can recognise the warning signs of IPV and other forms of violence and respond appropriately to them.
  3. Train supervisors so they have the basic information and skills they need to provide appropriate support and assistance to victims of IPV.
  4. Build internal expertise or consult with external experts regarding risk for IPV, so supervisors can determine when IPV might spill over into the workplace and what reasonable steps could be taken to protect the safety of affected employees.


Has hubris hijacked safety?

Sometimes people make decisions without seeking expert advice despite such advice being necessary to achieve the best outcome.

Watch this space in the September issue of ProActive Voice for suggestions on how to improve your decision making.


Threat Assessment and Management Workshop

October 25 - 29

Location: Ottawa, Ontario

Facilitators: P. Randall Kropp & Stephen Hart

Cost: $1500

Learn more about this event

Forensic Psychiatry in Europe: What Works?

December 9 - 10

Location: Rekem, Belgium

Presenter: Stephen Hart

Learn more about this event


Fact sheet: Respectful workplace – challenging the status quo

Reproduced as ‘Workplace policies don’t guarantee respectful workplaces’ in WorkplaceOHS.com.au

Reproduced as ‘Respectful workplace policies doesn’t guarantee respectful behaviour’ in Workplace Violence News


Respectful workplace – challenging the status quo

A new plain-English fact sheet to help you and your colleagues reap the benefits of direct conversations about difficult behaviours in the workplace.

View the PDF fact sheet


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