How businesses can play their part in breaking the cycle of abuse.

But how can businesses, whether they are a SME or large multinational ensure that their staff are supported? The list below is not exhaustive but is a good starting point for employers who are reviewing their domestic abuse support:

• Create a strong and inclusive domestic abuse policy. Ensure that your policy is clearly communicated and that there are signposts in place for seeking help.
• Recognise that some people will not feel comfortable talking to their Line Manager, consider creating a named Domestic Abuse lead.
• If a colleague reports abuse, identify ways in which you can help them to keep safe. This might be looking at how they commute or travel to meetings or changing their payroll or ICT permissions.
• Always believe colleagues who disclose abuse, never question them, or ask for proof.
• Allow paid time off for legal meetings or therapeutic meetings.

Domestic abuse is complex and needs every part of society to step forward and help to tackle it. I hope that this move by Kellogg’s encourages more businesses to develop their own domestic abuse support.

Claire Marshall is the CEO of FearFree and has over 30 years’ experience working in the charity sector.