1. Declaration statement

Content Warning: This guidance discusses topics that may be distressing, including acts of sexual violence and abuse.

The University of Glasgow recognises that domestic abuse is a serious issue that can affect individuals’ safety, wellbeing and ability to perform their work.  We believe that everyone has the right to live free from abuse in any form.

We are committed to offering support to colleagues experiencing domestic abuse, ensuring they have the resources, protection and understanding necessary to navigate any related challenges.

This guidance underscores our commitment to not condone, tolerate, or ignore any behaviour that contributes to or results in domestic abuse. We are dedicated to fostering a safe and supportive environment for all members of our community.

The purpose of this resource is to help colleagues understand what domestic abuse is and give information about what help is available both inside and outside of the University.

 

If you are reading this because you’ve been affected, we want you to know that we are here to listen and will support you to feel safe at work. The University is committed to supporting all our colleagues and it is our intention to deal constructively, compassionately, and sympathetically with cases of domestic abuse.

Managers who wish to learn practical steps to support colleagues facing domestic abuse can refer to the University’s short guide: Managing and Supporting Colleagues Experiencing Domestic Abuse.

 

2. What is Domestic Abuse?

 

The joint protocol between Police Scotland and the Crown Office and Procurator Fiscal Service defines domestic abuse as:

 

  • Any form of physical, verbal, sexual, psychological or financial abuse which might amount to criminal conduct, and which takes place within the context of a relationship. The relationship will be between partners (married, cohabiting, civil partnership or otherwise) or ex-partners.  The abuse can be committed in the home or elsewhere including online.
  • It is acknowledged that domestic abuse as form of gender-based violence is predominantly perpetrated by men against women. This definition also acknowledges and includes abuse of male victims by female perpetrators and includes abuse of lesbian, gay, bisexual, transgender and intersex (LGBTI) people within relationships.
  • This definition of abuse encompasses the entire spectrum of behaviour by perpetrators where this amounts to criminal conduct. This includes cases which involve isolated incidents as well as cases involving a course of conduct and includes both violent and non-violent abuse behaviours. Some cases involve elements and tactics of coercive control, which can involve a range of behaviours designed to control and harm a victim, while others will involve isolated incidents of conflict provoked by situational factors.

Since 2000 the Scottish Government has defined ‘domestic abuse’ as one of a number of forms of gender-based violence in order to explicitly position it as both a cause and a consequence of women’s inequality.

It is a criminal offence to commit an act of domestic abuse and can lead to a criminal conviction, with punishment of up to 14 years imprisonment.

The Domestic Abuse (Scotland) Act 2018 s1 makes domestic abuse a criminal offence in Scotland. 

It is also possible for domestic abuse victims to be protected by non-harassment orders where the harassment amounts to domestic abuse under section 8A of the Protection from Harassment Act 1997 (as amended by the Domestic Abuse (Scotland) Act 2011).

 

3. Types of domestic abuse

[Content Warning – this section contains explicit references to acts of sexual violence, and abusive acts.]

Physical Abuse

Physical abuse (violence) can include pushing, hitting, punching, kicking, choking and using weapons.

Verbal Abuse

Verbal abuse is the use of harsh or insulting language directed at a person. You might be called names or constantly put down by your partner.

Coercive and controlling behaviour

Controlling and coercive behaviour are forms of emotional abuse. They often go together but are slightly different.

  • Coercion is a pattern of behaviour designed to make someone feel intimidated, scared, humiliated or threatened.
  • Controlling behaviour happens when someone sets out to make the victim subordinate or dependent on them by cutting them off from their support networks, regulating their behaviour and reducing their independence.

Examples of these behaviours include: withholding money, blackmailing, constantly criticising someone, checking up on or monitoring someone, isolating someone from friends and family, and playing mind games such as gas lighting. These behaviours make it very difficult for the person to leave the relationship.

Psychological Abuse

Psychological or mental abuse is when someone is subjected or exposed to a situation that can result in psychological trauma, including anxiety, depression or post-traumatic stress disorder.

Sexual Abuse

Sexual abuse is when you’re forced or pressured to have sex without your consent (rape), or to take part in unwanted sexual activity, such as touching, or being touched or being made to watch pornography.

4. Recognising signs of Domestic Abuse

 

Those experiencing domestic abuse may recognise various types of harmful behaviour such as manipulation and control, often across several areas of their lives. The following signs may be indications that what you are experiencing amounts to domestic abuse:

 

Physical Abuse:

  • Being hit, kicked, punched or having objects thrown at you
  • Rape, being forced into sexual acts
  • The sharing of – or threat of sharing – intimate images of you with family, friends or work colleagues.

 

Emotional and Psychological Abuse:

  • Constant belittling or humiliation.
  • Excessive criticism or unreasonable demands.
  • Isolation from friends, family, or social activities.
  • Accusations of infidelity, extreme jealousy, or constant monitoring of your whereabouts.
  • Doubt in your own memory or sanity, caused by gaslighting.
  • Mood changes such as depression, anxiety, or feelings of hopelessness.

 

Financial Abuse:

  • Restricted access to bank accounts or personal finances.
  • Being forced to account for every penny or denied money for basic needs.
  • Prevented from working or experiencing sabotage in your employment.
  • Debt accumulation in your name without your consent.

 

Sexual Abuse:

  • Unwanted sexual contact, such as rape or coerced acts.
  • Feeling manipulated or intimidated into performing sexual acts.
  • Feeling pressured or forced into sex, despite reluctance.

 

Controlling or Coercive Behaviour:

  • Partner dictates what you wear, where you go, or who you talk to.
  • Constant monitoring of your phone, emails, or social media.
  • Threats made (physical, emotional, or financial) if they don’t comply.
  • Restricted access to healthcare, transportation, or communication.

 

Behavioural Changes:

  • Withdrawal from social activities or people you used to enjoy being around.
  • Increased anxiety, depression, or PTSD symptoms.
  • Reluctance to talk openly or avoidance of certain topics, particularly around your partner.
  • Overly submissive behaviour or showing an excessive need for approval from your partner.

 

Digital or Technological Abuse:

  • Monitoring of your online activities or communications by your partner.
  • Receiving excessive or threatening messages.
  • Having your location tracked without their consent.
  • Threats to post intimate images without your consent.

 

Signs a Colleague or Line Manager Might Pick Up On:

For those outside of the survivor’s home environment, such as colleagues or managers, there may be external or behavioural signs that suggest something is wrong.

  • Visible injuries like bruises, cuts, or frequent bandages, particularly with vague or inconsistent explanations.
  • Frequent absences or taking time off work due to unexplained "accidents" or medical issues.
  • Noticeable fear or discomfort around physical touch, even in non-threatening situations.
  • Sudden drops in performance or focus, possibly due to emotional strain.
  • Signs of distress or emotional instability, such as crying, mood swings, or irritability.
  • Withdrawn or isolated behaviour, such as avoiding team activities or social events.
  • Low self-confidence or reluctance to voice opinions.
  • Unusual nervousness or agitation when checking their phone or emails, especially if their partner is involved.
  • Unexplained financial difficulties, such as borrowing money or having issues meeting basic needs.
  • Talking about being restricted financially by a partner or frequent distress about money problems.
  • Avoiding promotions or opportunities due to a partner’s interference.
  • Reluctance to engage in conversations about relationships or visible discomfort during discussions about intimacy.
  • Comments about being pressured or coerced into things they don’t want to do, even if not directly referencing sexual abuse.
  • Excessive communication from their partner during work hours, such as constant calls or messages.
  • Reluctance to attend work functions or team events due to needing permission or not being "allowed" by their partner.
  • Changes in appearance or behaviour that seem controlled, such as overly modest clothing or avoiding social interactions.
  • Frequent references to needing their partner's permission for even small decisions.
  • Noticeable personality shifts, such as becoming more withdrawn, anxious, or fearful.
  • Increased absenteeism or lateness, possibly to avoid going home early or due to mental strain.
  • Overly submissive behaviour, showing signs of extreme deference to others or an excessive need to avoid conflict.
  • Frequent monitoring of phone or email during work hours, appearing anxious or fearful about messages received.
  • Talking about feeling ‘watched’ or monitored, particularly in relation to their phone or social media.
  • Sudden distress related to the use of technology, especially regarding private or intimate information.
  • These signs are not exhaustive but provide a framework to recognise potential indicators of abuse.

Harder – Domestic Abuse Video

Harder is a film produced by Greenroom Films on behalf of Medics Against Violence (MAV) and the SVRU. Medics Against Violence are happy for anyone to download and use this film. 

This video resource illustrates some of the red flags colleagues may notice if you meet a workmate, patient or client who is experiencing a form of domestic abuse. The film also summarises the method: Ask, Validate, Document, Refer (or signpost); which MAV advocate to encourage and support conversations on domestic abuse.

 

What to Do if You Recognise These Signs

If someone you know is displaying any of these behaviours, it’s crucial to approach the situation with sensitivity and support, as the individual may not feel safe disclosing their experiences directly.

As a supportive colleague you can encourage survivors to seek support and:

  • Trust their instincts: Abuse often escalates over time. If something feels wrong, it probably is.
  • Reach out: Talk to a trusted friend, family member, or a professional. A People and OD Partner can also help to signpost to support and provide guidance.
  • Contact a domestic abuse helpline: Professional support is available to give guidance and options on safety and confidentially.
  • Plan for safety: Prioritise safety and encourage colleagues to consider creating a Safety Plan - Domestic Abuse to plan in advance for the possibility of future abuse and to help think through how they can increase their safety either within the relationship or if they decide to leave the situation when possible.

 

If you are a concerned manager or colleague reading this resource, it’s important to remember it’s not your responsibility to fix the issue, take on the role of counsellor or be an expert on domestic abuse. What you can do is be alert to the signs, provide support by listening and signpost to the appropriate help at the end of this policy.

5. Supportive Adjustments and Time Off Work

The University’s aim is not to create a one-size fits all approach. It’s about highlighting all the different ways that we can support colleagues experiencing domestic abuse – so they can decide what works best for them.

Colleagues experiencing domestic abuse may need time away from work to manage legal or accommodation issues and deal with family demands. The University understands everyone’s situation will be unique and will not assume to know how much leave colleagues might need as everyone’s situation is different.

Any requests for paid or unpaid time off work or changes to working patterns would need to be agreed in discussion with the appropriate manager. The University will always be flexible to support colleagues to attend relevant appointments, including with support agencies, solicitors, to rearrange housing or childcare, and for court appointments as may be required.

We encourage line managers to support colleagues experiencing abusive situations by considering adjustments that may help them while they seek support.

These adjustments could include changing the colleague's work location, modifying their workload, implementing robust lone working arrangements, and taking steps to ensure a safe working environment. Measures such as changing contact information (e.g., removing telephone and email details from Staff A-Z webpages) are also suggested to enhance the colleague's safety.

Advice on the practicalities of any workplace adjustments can also be sought from People and OD and/or the University’s Occupational Health service.

 

6. Support Resources

 

Support for employers

 

There are a wide range of organisations who specialise in the subject of domestic abuse. If you are in any doubt or are unsure what to do, contact Hestia’s Respond to Abuse Advice line which is a free resource for employers.

Employers can call 020 3879 3695 Monday to Friday, 9am to 5pm, or email adviceline.eb@hestia.org for support, guidance or information about domestic abuse and how to support employees and colleagues experiencing domestic abuse.

Support for colleagues experiencing domestic abuse

Colleagues can contact local People and OD teams for information on available support or reach out directly to the external support resources listed below:

Counselling, Emotional and Wellbeing Support

For emotional support contact our external Employee Assistance provider, Health Assured; on 0800 028 0199.

  • In addition to the emotional support and legal information that is available to callers facing domestic abuse, Health Assured’s in-house advisors are able to provide guidance and signposting on a range of specialist interventions that are provided by specialist organisations. The issues can be wide ranging, from help with housing, money, protecting children or accessing emergency accommodation. Health Assured do not implement this support for the caller but will inform them of the options available and guided into the appropriate intervention. Signposting and/or referrals are typically made to Refuge, National Domestic Abuse Helpline, Local Authority or emergency services.
  • Colleagues can also access SAFE SPACES in the Wisdom app prvided by Health Assured - which is untraceable. 

Image of safe spaces webpage

 

How to download Wisdom with QR code

 

 

7. Perpetrators of domestic abuse

Domestic abuse perpetrated by University colleagues will not be condoned under any circumstances nor will it be treated as a purely private matter. The University recognises that it has a role in encouraging and supporting colleagues to address violent and abusive behaviour of all kinds.

If a colleague approaches the University about their abusive behaviour, the University will provide information about the services and support available to them and will encourage the perpetrator to seek support and help from an appropriate source.

The University will address each allegation, disclosure or conviction related to a domestic abuse offense individually, aiming to minimise risks and encourage positive change

Any employee cautioned or convicted of a criminal offense while working for the University must promptly notify their line manager. This matter may be addressed under the University’s Code of Professional Conduct policy and procedures.  Where misconduct is confirmed following due process, the University will consider the full range of sanctions available under the Disciplinary Policy and Procedure, ensuring these are applied proportionately based on the specific circumstances of each case. Failure to report such incidents may result in disciplinary action, including possible dismissal. The University also reserves the right to invoke the Code of Professional Conduct if an employee’s activities outside of work (whether or not they result in a criminal conviction) affect their ability to perform their duties or risk bringing the University into disrepute. In some cases, continuing in the current role may be deemed inappropriate, and redeployment to an alternative role may be considered.

8. If both survivor and perpetrator are employees

In cases where both the victim/survivor and the perpetrator of domestic abuse work in the University, the University will take appropriate action to stop any abuse, using the Code of Professional Conduct, Dignity at Work and Study Policy and/or taking Disciplinary action where appropriate. 

In addition to considering disciplinary action against the employee who is perpetrating the abuse, action may need to be taken to ensure that the victim/survivor and perpetrator do not come into contact in the workplace.

9. Confidentiality

If colleagues share their experience with their manager, the manager will keep this confidential and won’t share this information unless consent is provided by the colleague to do so – except if the University has serious concerns for the colleague’s safety or for the safety of others. This includes where there are safeguarding concerns about children or vulnerable adults, where there is a high risk to safety or where we must act to protect the safety of members of the public, including other colleagues or customers. All records about domestic abuse will be kept strictly confidential.

If a perpetrator is placing colleagues or members of their family in genuine or immediate danger, we may need to report this to the police.

Where it’s necessary for us to share confidential information, we will always discuss this with you first unless it’s unreasonable to do so.

Any breaches of confidentiality by any colleague will be taken seriously and may be subject to disciplinary action.

10. Reporting

Colleagues can report incidents of sexual violence or harassment, either directly or on behalf of someone else, using the Reporting Form, by speaking with their line manager or People and OD colleagues. 

11. Responsibilities

 

Line Managers

Regularly check in with your colleagues to discuss their wellbeing, and any concerns. If you notice changes in behaviour, be observant but not intrusive. Encourage open communication and offer support with compassion. Signpost them to internal and external resources, maintain confidentiality, and discuss safety measures at work. 

If a colleague discloses that they are experiencing domestic abuse as their manager you should advise them of sources of support, including access to counselling via our Employee Assistance Programme, referral to appropriate agencies and involvement of the police.  However, no referrals should be made on behalf of the colleague without their consent.  

Colleagues experiencing domestic abuse may be more vulnerable to stress at work and may have attendance and/or performance issues as a result. Therefore, in addition to the immediate assistance and counselling referred to above, managers are encouraged to consider ways in which the sympathetic use of our employment policies and procedures can be used to support employees experiencing domestic abuse should they require time off work or emergency leave, adjusted working arrangements, support in ensuring their safety, signposting to internal and external resources.

Managers can use the Reporting Form to submit a report on behalf of a  colleague, with their consent.  If a colleague does disclose abuse to you, it’s important to record the details of what is said as accurately as possible. Should the abuse become subject to criminal proceedings, this is an exhibit and should be given to the police.

Managers who wish to learn practical steps to support colleagues facing domestic abuse are encouraged to refer to the University’s short guide: Managing and Supporting Colleagues Experiencing Domestic Abuse.

If you have received a report from a colleague/team member and are unsure what to do, please review our additional guidance if the report made to you relates to:

Work Colleagues 

If you notice changes in a colleague’s behaviour that you believe are connected to experiences of domestic abuse, only approach them confidentially if you feel it is safe for them. If you do not feel it is safe, inform your line manager or People and OD, so they can provide support.

People and Organisational Development

People and OD colleagues can assist by facilitating occupational health referrals, discussing workplace safety, providing support resources, and advising on adjustments to protect the staff member's welfare in the workplace.

Campus Trade Unions

Trade Unions can offer support to union members facing personal or domestic challenges that affect their work. In addition to providing access to specialist services, Campus Trade Unions can help individuals communicate their concerns to their manager, ensuring they receive the necessary support during this time.  Contact your local representative.

 

 

12. Safety Planning

With consent from the employee, a manager can contact campus security who can discuss the options available to support staff whilst at work.

For emergency support relating to the university estate, please contact the Campus Security team on 0141 330 4444 (Gilmorehill), 0141 330 2222 (Garscube) or through the SafeZone app.

Download UofG SafeZone App.

13. Case Studies

[Content Warning – this section contains explicit references to acts of sexual violence, and abusive acts.

Sometimes it helps to read other people’s stories. These case studies of domestic abuse highlight some real stories:

Document Control

Document Control 

 

Policy name 

Domestic Abuse Guidance

Implementation date 

June 2025

Last reviewed 

-

Owner  

Policy and Employee Relations, People & OD