Although it happens all year round, incidents of domestic abuse increase by around a fifth during the festive season. There tends to be an increase in workplace disclosures during January from employees living with domestic abuse. Sadly, this is a pattern I’ve seen throughout my career.
Post-separation abuse is also a risk during the festive holidays. This risk is heightened particularly where there are still ties between the survivor and their abuser after separating whereby seeing each other at Christmas cannot be avoided; or, where the perpetrator convinces the survivor to give things one more try over a lovely festive period together, promising things will be ‘different this year’.
Abusers never change, they may superficially change for a period to gain back control and draw survivors into the cycle again. Going back often leaves the survivor feeling guilt and shame, affecting their self-esteem and self-worth, and so the cycle continues.
Employers and business owners therefore should be alert to changes in behaviour and other red flag signs of potential abuse as people return from leave this new year. Signs of non-physical abuse are rarely obvious and often remain well hidden by the survivor, through fear of stigma, not being believed, or the consequences of ‘outing’ the perpetrator.
In these circumstances, work can be a safe place. It’s also an environment where colleagues play an important role in spotting signs and patterns of potential abuse, particularly over time. Some red flags to look out for in work are:
• Working from home or increased absences
• Extreme tiredness or looking like they’ve not been sleeping despite returning from leave
• Anxiety or depression
• Loss of confidence and self-esteem
• Becoming increasingly withdrawn or isolated
• Apologising often, for no apparent reason
• Change or decline in performance
• Reduced status or stagnating career progression where they were previously high flyers
• Broken equipment
• Checking phone
• Missed deadlines
• Talking about grandiose gestures made over the holidays
• Mentioning not seeing friends and family much (or at all) over the holidays
• Physical injuries
Both men and women from any background may be living with, or survivors of, domestic abuse.
Glass Ceilings Change Management provides advice to employers and business owners on how to respond sensitively and safely to disclosures about domestic abuse. We also provide urgent support with Serious Incident Responses.
Laura Evans CEO, 5th January 2026