Refer
to specialist support
Paul has disclosed his experiences, so his colleague has an opportunity to refer him to appropriate services, if this is what Paul wants. These may include internal resources such as an Employee Assistance Program or Human Resources, who can help Paul explore available options within company policies, such as flexible working or time off for medical or legal appointments, as well as relevant local laws. Referring Paul to external specialist support may also be appropriate, for example for to specialist services for men, where they exist, or to healthcare professionals. The most important thing is to ensure that this is done with Paul’s informed consent, prioritizing his choices, and independence. His colleague is also not an expert and should not provide legal, medical, or psychological advice.
If Paul does not wish to pursue further support after disclosing his experience, it is crucial for his colleague to respect his decision while maintaining an empathetic and supportive response, unless there are immediate concerns about serious harm or threat to life that require escalation. His colleague can continue to convey important messages: that Paul matters, he believes Paul, the abuse is not Paul’s fault, and he wants to help.
Find Support Here
The NO MORE Global Directory is a first-of-its-kind, comprehensive international directory of domestic and sexual violence helplines, specialist support services, and resources for men, women and those who identify as non-binary in over 200 countries in the world.
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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.