How can employers support employees affected by IPV in terms of workplace safety and productivity?

• A. Deny any impact and continue as usual
• B. Provide confidential resources, flexible scheduling, leave options, safety planning, and trainings
• C. Require disclosure at performance reviews
• D. Prohibit any safety planning on premises

Answer: (B)

Addressing IPV in the workplace centers on providing confidential resources along with practical accommodations that protect safety and support ongoing productivity. Confidential resources let employees access help without exposing their situation or risking stigma, retaliation, or job insecurity. Flexible scheduling and leave options reduce barriers to attending medical, legal, or safety appointments, enabling the employee to prioritize safety without losing income or employment status. Safety planning within the workplace gives both the employee and the organization a clear script for reducing risk—this can include private check-ins, alternative work arrangements, or location changes that don’t single out the person. Trainings equip managers and coworkers to respond appropriately: they learn how to offer support, maintain privacy, and connect employees to appropriate services, which builds trust and reduces isolation. When these elements are in place, safety is enhanced and productivity is more likely to remain stable, as employees can focus on work with assurance that their well-being is being taken seriously. Denying impact, forcing disclosure, or prohibiting safety planning undermines trust and safety and fails to address the employee’s needs.