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Employee protections exist and can save lives — yet awareness remains alarmingly low among both workers and employers.
In a small West Virginia county a few years ago, Wanda (a pseudonym) asked her employer for time off to handle a dangerous situation at home. Her request was denied. Shortly afterward, her abusive partner showed up at her workplace and threatened her at gunpoint. Police were called, and the office was shut down for the rest of the day.
Samuel “Raymie” White, Wanda’s lawyer and Legal Services Director for the West Virginia Coalition Against Domestic Violence, shares this story to highlight a critical truth: Supporting survivors of intimate partner violence isn’t just the right thing to do — it protects other employees and keeps businesses running smoothly.
“These situations end up disrupting business for hours,” White explains. “Employers have to call the police, deal with the threat… It’s really to their advantage to work with victims.”
Domestic abuse doesn’t stop at the front door
Intimate partner violence rarely stays confined to the home. Abusers often know where their victims work and frequently extend their control into the workplace through threats, harassment, unwanted visits, incessant calls, or cyberstalking. Colleagues can become unintended targets, and survivors may face damaged professional relationships when private matters spill into the office.
“I’ve worked with a lot of survivors where work — once a potential refuge — becomes another site of danger after they try to leave,” says Noelle Clark, Chief Justice Officer at Community Action Stops Abuse in Florida. Abusers may send explicit photos to a survivor’s boss or coworkers, forcing uncomfortable conversations and eroding trust. Survivors often need time off for court appearances, safety planning, or finding secure housing — time that can be the difference between staying trapped and breaking free.
In the worst cases, the workplace becomes so unsafe that survivors are forced to quit. Access to unemployment benefits in these situations is vital, as economic dependence is the top reason many stay in abusive relationships.
The awareness gap is dangerous
According to a 2025 survey by Futures Without Violence, 53% of domestic violence survivors chose not to disclose their abuse at work due to fear of discrimination, job loss, or retaliation. A staggering 71% didn’t even know whether their state or locality had laws protecting employees facing domestic violence, dating violence, sexual assault, or stalking.
This lack of awareness puts lives at risk. “People would say, ‘We don’t know what you’re talking about,’” notes Ana Van Balen, Vice President for Workplace and Economic Opportunity at Futures Without Violence, when asking survivors in states with long-standing protections if they had ever used them.
What protections exist?
Workplace protections for survivors vary significantly by location:
- **11 states plus Washington, D.C., and Puerto Rico** have specific anti-discrimination laws for survivors (including New York, California, Illinois, Connecticut, and Colorado).
- Several others prohibit discrimination against employees seeking protective orders.
- Some states offer job-protected leave (paid or unpaid) for survivors and their family members.
- In states without targeted laws, general sick leave, paid time off, or accommodations for court involvement may still apply.
Even in places like West Virginia, where specific protections are limited, employers are encouraged to accommodate victims or witnesses involved in the criminal justice system. Where laws exist, survivors should document all requests and denials in writing to build a record for HR or legal action.
More states are stepping up. Pennsylvania recently expanded unemployment insurance for survivors, and Virginia approved paid leave protections — victories driven by advocacy from victim service organizations.
Bridging the awareness gap
Most people learn about workplace benefits during onboarding, but domestic violence protections are rarely covered. Thick employee handbooks go unread, and even some enforcement agencies remain unaware of the laws.
Experts recommend proactive education:
- Employers should include clear information about these protections in training and onboarding — not just in fine print.
- Victim service organizations like Futures Without Violence provide webinars, toolkits, and state-specific packets with eligibility checklists and instructions.
- In smaller communities, direct collaboration between advocates, survivors, and employers can yield practical solutions with minimal disruption.
Practical steps employers can take
Legal obligations aside, employers have a strong business case — and moral responsibility — to act:
- Accommodate time off for safety planning, court dates, or relocation.
- Implement simple security measures: post photos of known threats at reception, block abusive phone numbers, or adjust schedules/locations.
- Create a supportive culture where survivors feel safe disclosing without fear of retaliation.
“Employers must be willing to make accommodations,” White emphasizes. “There are things you can do that cost nothing but can keep survivors — and everyone else — safe.”
By treating domestic violence as the workplace issue it truly is, employers protect their people, reduce costly disruptions, and help break the cycle of abuse. The tools and protections exist. Raising awareness ensures they’re actually used.