Domestic Abuse Support

The MU’s role as the trade union for musicians is to protect our members’ health and safety at work, protect our members' rights, and fight against discrimination. Part of that work includes raising awareness about preventing domestic abuse.

Many people experience domestic abuse, and it can affect anyone. It is likely that most workplaces will have workers who are experiencing or have experienced domestic abuse, as well as workers who may be causing harm. It is important to be aware that anyone in any industry might be affected by domestic abuse, and that it is everyone’s business to support them.

One in four women and one in six/seven men will experience domestic abuse in their lifetime. When someone is experiencing domestic abuse, work might be their only safe place. Inevitably, employers and engagers will be in situations where the musicians they work with have experienced domestic abuse.

Domestic abuse may start at home, but it can, and does, have an impact at work. We recognise that the ways in which musicians work, particularly where there is additional precarity, can contribute to musicians feeling less protected or safe staying within the industry, and therefore leaving. Domestic abuse is also a health and safety issue, representing a risk for the health and safety of survivors, as well as their colleagues.

Domestic abuse can severely impact the health, wellbeing and safety of workers. All employers and engagers have a “duty of care” towards their workforce and must ensure that musicians work in a safe environment where risks to health and well-being are considered and dealt with efficiently.

Domestic abuse may be thought of as a personal issue, however, it is so widespread that many MU members and their colleagues are likely to be impacted, and the actions of colleagues, employers and engagers could change and potentially save a person’s life.

The information on this page is intended to provide information for musicians, employers and engagers to better understand what domestic abuse is, and how to support people experiencing it. 

You can also view the MU Domestic Abuse Policy and accompanying guidance notes below. The documents are a useful starting point for organisations looking to develop their own workplace policy, and help employers and engagers put this into practice .

What is domestic abuse?

Domestic abuse refers to abusive and/or violent behaviour between partners or ex-partners.

It is legally defined as abusive behaviour by one person to another, where they are both 16 or over, and they are personally connected as family or through a current or previous relationship. The abusive behaviour can be a single incident or a course of conduct.

Domestic abuse is defined in the Domestic Abuse Act 2021 as behaviours such as:

• Physical or sexual abuse
• Violent or threatening behaviour
• Psychological, emotional or other abuse
• Economic abuse
• Coercive control*

*Coercive control refers to continuous patterns of behaviour that seek to gain control over a survivor. These behaviours remove survivors’ independence and can make them feel isolated or scared. Coercive control can be difficult to recognise because the actions used can be subtle and escalate slowly. Coercive control in a relationship is a recognised form of abuse. View more information on the types of coercive control.

Tech abuse is the use of technology by abusers to control, harass or intimidate. In 2019, 72% of Refuge’s service users reported experiencing tech abuse. Refuge has launched a tech safety hub to help you stay safe online. It includes an explanation of tech abuse with examples of what it may look like, and advice on how to secure your tech on your phone, tablet and other devices as well as in your home.

A common myth is that alcohol/substance use and/or mental health concerns cause domestic abuse. Whilst these issues can exacerbate issues and may need addressing, they will not be the root cause of the behaviour.

Why is domestic abuse a workplace issue?

Domestic abuse has an impact at work and can impact not just those experiencing domestic abuse, but their families and colleagues as well.

Employers and engagers have a reasonable duty of care for the health, safety and wellbeing of musicians, and people experiencing domestic abuse would be included in this.

People who are experiencing domestic abuse may find it impacts their work. For example, they may experience decreased productivity, increased absence and increased mistakes due to the impact of the abuse on their mental health and wellbeing. Domestic abuse can also impact colleagues who may undertake additional workloads in support of colleagues, be providing emotional support to colleagues, or have their own safety impacted by the perpetrator. Employers should consider how to support all employees/workers’ wellbeing.

Employers and engagers are not expected to become experts in domestic abuse or stop individual instances of domestic abuse, but to provide support to the musicians they work with. It’s essential that employers and engagers can step in and offer support when it’s needed or requested.

Additional issues for self-employed musicians

Self-employed musicians may face additional barriers disclosing and getting support if they are experiencing domestic abuse. Some of the issues self-employed musicians may face include:

• Not knowing who they are working with. It’s not standard practice to share names of other musicians ahead of people accepting gigs. Survivors may accept a job and then be in a position where they are working with their abuser
• It can be difficult for self-employed musicians to know who to go to with a disclosure about domestic abuse or a concern about a colleague (i.e. there is a potential confidentiality issue)
• Self-employed musicians live on an unpredictable income (getting work may be reliant on reputation, which can mean there is a fear of sharing, then being victim blamed/shamed/judged/not believed, and a fear of losing work). Financial pressure can make escaping an abusive relationship even more challenging
• Self-employed musicians may lack regular contact with colleagues, managers and engagers, meaning it may be harder for others to notice the signs of domestic abuse and for them to disclose.

What should employers and engagers look out for?

The potential signs of domestic abuse vary, however, employers and engagers may notice the following:

• Unexplained injuries
• Withdrawing from interacting with colleagues
• Not socialising
• Increased absences
• Changes in a musician’s demeanour and behaviour
• Becoming obsessed with timekeeping
• Not sharing or talking about their home life
• Increase in tiredness and fatigue
• Their partner is hanging around the workplace
• Poor performance
• And others.

What can employers and engagers do?

The workplace may feel like someone’s only safe space when they are experiencing domestic abuse, regardless of whether it is actually safe. Work may also be the only place where they are able to talk to someone about what they are experiencing. Employers and engagers can proactively take steps to support musicians by:

• Adopting the MU Domestic Abuse policy
• Support a workplace culture that enables the policy to be used in practice by letting all workers know the policy exists
• Awareness raising on domestic abuse. This could include posters in changing rooms and toilets highlighting support services
• Provide training to better understand and recognise the signs of domestic abuse
• Provide a safe and confidential place for musicians to disclose their experiences
• Have up-to-date information on organisations that can support musicians, and know where to signpost or refer them
• Offer flexible working and if required provide time off
• Become a member of the Employers Initiative on Domestic Abuse who offer access to resources and benefits to tackle domestic abuse in the workplace
• Support the work of White Ribbon who engage men and boys to end violence against women and girls.

Support services

If you are concerned for your own or someone else’s immediate safety, ring the police on 999.

For survivors

• National Domestic Violence Helpline - 0808 2000 247 (for women and children)
• Northern Ireland Women’s Aid Domestic Violence Helpline - 0808 802 1414 (for women and men)
• Scottish Domestic Abuse Helpline - 0800 027 1234
• Wales Domestic Abuse and Sexual Violence Helpline - 0808 801 0800
• National LGBT+ Domestic Violence Helpline - 0300 999 5428
• Men’s Advice Line - 0808 801 0327
• ManKind - 0808 800 1170 (support for men)
• Survivors UK - chat via sms text on 020 3322 1860 (for men, boys or non-binary people)
• Womens Aid Survivors Forum - The Survivors’ Forum is a safe, anonymous, space for women (over 18) who have been affected by domestic abuse to share their experiences and support one another.
• Rights of Women - a charity that provides free, confidential legal advice and information to women on the law in England and Wales, with a specific focus on Violence Against Women and Girls (VAWG).
• Ashiana - 0114 255 5740. Supports Black, Asian, Minority Ethnic and refugee women in England who have experienced domestic abuse, forced marriage and honour-based violence.
• Roshini - 0800 953 9666. Supports Black and minoritised communities who have experienced domestic abuse, honour-based violence, forced marriage, rape or sexual assault.
• Domestic Abuse Survivors Group – an organisation of survivors of domestic abuse who are impassioned to bring about positive change.
• National Centre for Domestic Violence - 0800 970 2070. Specialises in providing free, fast and effective support to survivors of domestic abuse, usually by helping individuals obtain injunctions from their local county court. This free service is provided to everybody, regardless of their financial circumstances, sexual orientation, race, gender, age, political, religious belief or otherwise.
• Surviving Economic Abuse - the only UK charity dedicated to raising awareness of economic abuse and transforming responses to it.
• Bright Sky - a safe, easy to use app and website that provides practical support and information on how to respond to domestic abuse, including local support.
• Domestic Abuse Alliance - 0800 1010 7110. Provides civil legal support to anyone experiencing domestic abuse, to ensure that the appropriate legal assistance and protection is actioned, without dela.
• IKWRO - provides specialist advice and help to Middle Eastern and Afghan women and girls at risk of ‘honour’ based violence, forced marriage, child marriage, female genital mutilation, and domestic abuse.
• Jewish Women’s Aid - support for Jewish women and children affected by domestic abuse, sexual abuse, and violence.
• Loving Me – a specialist organisation providing one-to-one online support and advocacy for high-risk Transgender, Gender Queer and Non-Binary victims of domestic abuse.
• Muslim Women’s Network - support for Muslim women and girls suffering from, or at risk of, abuse.
• Respond - supports people with learning disabilities, their relatives and professionals affected by trauma and abuse.
• Revenge Porn Helpline, supports all adult victims of intimate image abuse living in the UK.
• The Freephone National Stalking Helpline - operated by the Suzy Lamplugh Trust, provides practical information, support, and advice on risk, safety planning and legislation to victims of stalking, their friends, family, and professionals working with victims.
• Victim support - 08 08 16 89 111. Get in touch anytime for independent, free, and confidential advice if you need help after a crime.

For people causing harm

• Respect Phoneline - an anonymous and confidential helpline for men and women who are abusing their partners and families.

For employers and engagers

Employers and engagers should familiarise themselves with the Equality and Human Rights Commission’s advice on “workplace policies and managing and supporting employees,” in relation to Domestic Abuse.

HARM network at University of Central Lancashire have also released a guidance document on domestic abuse, focusing on harmful traditional practices in the workplace – which we suggest that employers and reps familiarise themselves with. Further resources include:

• Respond to Abuse Advice Line - a resource for employers to advise them on how to approach disclosures of domestic abuse by their workers.
• Employers Initiative on Domestic Abuse - offers access to resources and benefits to tackle domestic abuse in the workplace.
• Domestic Abuse: a toolkit for employers - a toolkit to help organisations support workers and contribute to tackling domestic abuse.
• EHRC: managing and supporting employees experiencing domestic abuse - guide for employers on how to respond if a worker is affected by domestic abuse.
• The Employers Domestic Abuse Covenant (EDAC) - a pledge by businesses to support women affected by abuse to enter or re-enter the workplace. Employers and engagers are invited to sign the covenant and identify opportunities within their businesses for those seeking sustainable employment.
• Working It Out - a six-step pledge, providing a platform for employers to actively demonstrate their commitment to raising awareness of domestic abuse, and providing the right support so their workers and business can thrive.
• Hestia - the ‘Respond to Abuse’ advice line for employers.
• Domestic Abuse Workplace Solutions - empowers organisations to proactively identify domestic abuse, provide appropriate support, and safely encourage those using harmful behaviour to recognise, understand and stop it.