Refer
to specialist support
If Anna discloses her experience, it is an opportunity for her colleague to refer her to appropriate services, if this is what Anna wants. These may include internal resources such as an Employee Assistance Program or Human Resources, who can help Anna explore available options within company policies, such as flexible working or time off for medical or legal appointments or help with changing bank account details for payment of salary, as well as relevant local laws. Referring Anna to external specialist support may also be appropriate as they may be able to advise on economic abuse or be connected to local services that can. For example, in some locations, banks are increasingly aware of the potential for economic abuse and may be able to offer advice and solutions. The most important thing is to ensure that this is done with Anna’s informed consent, prioritizing her choices, and independence. Her colleague is also not an expert and should not provide legal, medical, or psychological advice.
If Anna does not wish to pursue further support after disclosing her experience, it is crucial for her colleague to respect her decision while maintaining an empathetic and supportive response, unless there are immediate concerns about serious harm or threat to life that require escalation. Her colleague can continue to convey important messages: that Anna matters, she believes Anna, the abuse is not Anna’s fault, and she wants to help.
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Sarah & Andrew’s Story
Duration: 3:12
Sarah and Andrew share their journey, some of the ways that employers can support employees, and offer a message of hope.