Domestic violence does not stay at home. An abuser who loses access to a partner’s house often knows exactly where that person will be every weekday: at work, at a predictable time, walking to the same car. That makes the workplace one of the most important places to plan for safety, and it puts employers in a position to help.
This guide explains how domestic violence in the workplace shows up, what Arizona law offers employees and employers, and how to build a practical safety plan for the front desk, the parking lot and the work schedule. Honeybadger Solutions supports Arizona employers with workplace violence prevention, threat assessment and on-site officers.
If anyone is in immediate danger, call 911. Employees can reach the National Domestic Violence Hotline 24/7 at 1-800-799-7233 or by texting START to 88788.
Key takeaways
- Workplace homicides of women are far more likely than those of men to involve a relative or domestic partner. In BLS data for 2016 it was 40% of women’s workplace homicides versus 2% for men.
- An Arizona order of protection can bar the abuser from the victim’s place of employment (ARS 13-3602). An employer can also seek its own Injunction Against Workplace Harassment (ARS 12-1810).
- Arizona earned paid sick time can be used for domestic violence needs such as court, counseling and relocation, and the employer must keep that information confidential (ARS 23-373 and 23-377).
- Employers with 50 or more employees must allow crime victims to attend proceedings and seek protective orders without retaliation (ARS 13-4439).
- Good plans are built with the employee, not around them. Confidentiality and choice matter as much as officers and cameras.
How domestic violence reaches the workplace
The Bureau of Labor Statistics has repeatedly found that relatives and domestic partners are a leading source of workplace homicides of women. In its 2016 analysis, relatives or domestic partners were the most frequent assailant in work-related homicides of women, at 40 percent, compared with 2 percent for men. Far more often, the harm stops short of violence but still lands at work:
- Repeated calls, texts or emails to the employee or to coworkers.
- Showing up in the lobby or parking lot, or waiting near the employee’s car.
- Calling managers with false stories to get the employee fired.
- Tracking the employee through shared accounts, location apps or a hidden device. Our stalkerware detection team sees this regularly.
- Absences, lateness and distraction that look like a performance problem but are a safety problem.
What Arizona law offers
| Tool | Who asks for it | What it can do |
|---|---|---|
| Order of protection (ARS 13-3602) | The victim | Can bar the abuser from coming near the victim’s home, place of employment or school. Expires two years after service. |
| Injunction Against Workplace Harassment (ARS 12-1810) | The employer | Can order a person to stay away from the employer’s property and not contact employees at work. A single threat or act of physical harm can qualify. Lasts one year after service. |
| Earned paid sick time (ARS 23-373) | The employee | Paid time for medical care, counseling, victim services, relocation and legal proceedings related to domestic violence, sexual violence, abuse or stalking. |
| Crime victim leave (ARS 13-4439) | The employee, at employers with 50+ employees | Leave to attend proceedings or seek a protective order, with no retaliation and confidential records. |
The two court orders work well together. The employee’s order protects them wherever they go; the employer’s injunction protects the workplace and everyone in it, and does not depend on the employee filing anything. Talk with counsel about which fits, and never pressure an employee to seek an order they do not want.
Build the plan with the employee
Victim advocates stress that leaving or reporting can be the most dangerous time. A workplace plan should follow the employee’s lead on what is shared and with whom. Start with a private conversation and a few questions:
- Is there an order of protection, and does it name the workplace? Can we have a copy?
- What does the person look like, what do they drive and do they have access to weapons?
- Who at work needs to know, and who should not?
- Which times and places feel most exposed: arrival, breaks, leaving, a remote site?
- Would a schedule change, different parking spot, phone number or work location help?
Refer the employee to an advocate. The National Domestic Violence Hotline can connect them with local Arizona programs, and Workplaces Respond publishes free guidance for employers.
Front desk, parking and access
Most practical protection happens at the edges of the building.
- Reception: give the front desk a photo and description, and a simple rule: do not confirm the employee is here, do not admit the person, call security and call 911 if there is a violation or threat. A concierge security officer can take this off the receptionist’s shoulders.
- Calls and mail: route calls for the employee through a screened line and tell switchboard staff not to share schedules.
- Parking: move the employee’s spot closer to the door or into a monitored area, and offer an escort at arrival and departure.
- Access control: confirm doors close and lock, badge readers work, and visitors sign in. Check camera coverage of the lobby and the lot.
- Directories and websites: remove the employee’s name, photo and direct line from public pages while the risk lasts.
When the abuser shows up
- Do not confront or argue. Keep a barrier, such as a locked door or counter, between staff and the person.
- Move the employee to a safe, lockable room away from public areas.
- Call 911 if there is a threat, a weapon or a protective order in place. Tell the dispatcher about the order.
- Have security observe and record descriptions, vehicle and direction of travel.
- Afterward, write down exactly what was said and done, and save video. That record supports enforcement of the order or a new injunction.
Confidentiality and fairness
Under ARS 23-377, information an employer holds about an employee’s domestic violence, sexual violence, abuse or stalking must be treated as confidential and shared only with the employee or with their consent, and ARS 13-4439 requires confidential records for victim leave. Share only what people need to do their part. Avoid disciplining an employee for attendance problems caused by the abuse without first talking about leave and accommodations. Treat the situation as a safety issue, not a performance issue.
When the abuser is also an employee
If both people work for you, the risk and the legal questions grow. Separate schedules and locations, enforce any court order, investigate conduct at work through HR or an outside internal investigator, and plan the security side of any discipline or termination. Our guide to high-risk terminations covers that step.
How Honeybadger helps
Honeybadger is a veteran-led Arizona firm. We help employers assess the threat, write a workplace safety plan with the employee, post licensed officers at the front desk and in the parking lot, sweep phones and vehicles for tracking devices, and prepare court-ready documentation for an injunction or police report. We work quietly and keep the employee’s information on a need-to-know basis.
Talk to Honeybadger
If an employee’s abuser has contacted or shown up at your workplace, tell us what has happened and we will help you build a plan that protects the employee and your staff.
Why the online intake is faster than a phone call: it takes about two minutes, and your answers are routed straight to the specialist team that handles your kind of matter, whether that is cyber and forensics, investigations or field security. That team sees the full picture before it replies, so you skip phone tag and get a real answer and next steps sooner. If it cannot wait for business hours, use the urgent intake form, which is read seven days a week.
Frequently asked questions
Can an Arizona employer get a protective order for an employee?
An employer cannot file an order of protection for the employee, but it can petition for its own Injunction Against Workplace Harassment under ARS 12-1810 to keep the person away from the workplace and employees at work.
Does an order of protection cover the victim’s workplace?
It can. ARS 13-3602 lets the court bar the defendant from coming near the plaintiff’s place of employment. Ask the employee for a copy so security can enforce it.
Can employees use paid sick time for domestic violence?
Yes. Arizona earned paid sick time covers absences for medical care, counseling, victim services, relocation and legal proceedings related to domestic violence, sexual violence, abuse or stalking.
What should reception do if the abuser calls or visits?
Not confirm the employee is there, not admit the person, call security, and call 911 if there is a threat or a protective order violation. Then write down what happened.
Should we tell coworkers?
Share only what the employee agrees to, and only with people who need to act, such as reception, security and the direct supervisor. Arizona law (ARS 23-377) requires domestic violence information held by the employer to be kept confidential.
Sources and further reading
- BLS: Workplace homicides in 2016 — relatives or domestic partners, 40% of women’s workplace homicides.
- ARS 13-3602 — orders of protection; place of employment; two-year term.
- ARS 12-1810 — Injunction Against Workplace Harassment.
- ARS 23-373 — earned paid sick time uses.
- ARS 23-377 — confidentiality of domestic violence information.
- ARS 13-4439 — crime victim leave, employers with 50+ employees.
- National Domestic Violence Hotline — 1-800-799-7233; text START to 88788.
- Workplaces Respond to Domestic and Sexual Violence — employer guidance.
- OSHA: Workplace Violence — employer resources.
Written and reviewed by the Honeybadger Solutions security and investigations team, a veteran-led Arizona firm (Arizona DPS private investigation agency license No. 1759795). Facts checked against the cited sources on October 22, 2026. This article is general information, not legal advice.
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