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Domestic abuse awareness and response toolkit Handling alleged perpetrators of domestic abuse

Urgent concerns

If you have a concern about an ‘imminent threat to life’ or ‘risk of significant or imminent harm’ to an adult or child, contact the police on 999.

If you have a concern about a child living in a home where domestic abuse is occurring, contact the Essex Child and Family Hub for advice.

If you have a concern about an adult with care and support needs who may be experiencing domestic abuse, consider a referral to Adult Social Care.

For those outside the Essex area, there may be other ways that advice can be sought from either Adult or Children’s Social Care in line with safeguarding procedures.

Essex County Council will not accept verbal or physical abuse by employees, on or off duty. However, we recognise that an employee may need help to tackle and change their behaviour.  

Domestic abuse is generally a criminal matter, but disciplinary action can be taken if an employee's behaviour brings, or might bring, the organisation into disrepute or causes harm or distress to any employee.

Allegations, disclosures or convictions related to domestic abuse will be treated on a case-by-case basis with the aim of reducing risk and supporting change. 

The council encourages employees to address their own violent and abusive behaviours, but will not tolerate domestic abuse by its employees, nor allow the use of work equipment to carry out such abuse. Assisting an abuser by sharing information or company equipment is also a disciplinary offence. 

Disclosure about abusive behaviour and reporting concerns

Immediate action should be taken if there is a threat to life or significant harm.

We will work with specialist agencies to support any alleged perpetrator of domestic abuse who is trying to seek help to address their behaviour.  

Always refer to a line manager or People Support (HR). 

Action that line managers and People Support can take:

  • if the alleged perpetrator is also employed by the council, reach out and urge them to seek support and guidance from specialist services
  • take disciplinary action against any employee who uses the time, property or the resources of the organisation to perpetrate domestic abuse
  • require an alleged perpetrator who has a non-molestation order or occupation order in place against them to declare this to the organisation. If their job involves working with or coming into contact with children or vulnerable adults, a change in role may be considered
  • take action as appropriate, to minimise the potential for an alleged perpetrator to use their position or resources to find out the location or other details of the affected employee
  • work in line with safeguarding principles and or the disciplinary (conduct) policy and procedure if an alleged perpetrator also incurs a criminal conviction in relation to domestic abuse

When speaking with alleged perpetrators of domestic abuse

Line managers and members of People Support should:

  • not challenge them on their behaviour without seeking professional guidance first, as this could increase the risk to the affected employee
  • have a minimum of two managers present when speaking to the alleged perpetrator, one of which should take notes of everything discussed

If there is a police investigation, we would usually pause internal action until we receive advice from the police. 

If at any stage, it becomes apparent that an unreported crime has been committed, or there is an imminent risk to life, the relevant police need to be notified as soon as possible. 

If a colleague makes an allegation about a fellow colleague

We deal with allegations in a supportive and fair way. Confidentiality will be maintained, and information restricted only to those who have a need to know.  

Investigations will be thorough and independent, avoiding unnecessary delays.

The alleged perpetrator will be: 

  • treated fairly  
  • supported to understand the concerns raised and processes involved 
  • kept informed of the progress of the investigation and implications of the outcome 

When dealing with cases of domestic abuse involving employees, the primary focus should be on ensuring the safety and wellbeing of the affected employee. This is especially important if both the victim and the alleged perpetrator work for the council.

Consideration for those working with vulnerable adults or children 

Consideration for employees who work in a professional capacity with adults or children should be given on a case by case basis and in line with our disciplinary policy.

Work in line with safeguarding principles. Onward referrals to LADO (Local Authority Designated Officer) or professional bodies should be made where necessary.