In an increasingly digital world, the workplace has become more than just a space for productivity — for some, it’s a crucial place of refuge.
Technology-facilitated abuse, also known as tech-based abuse, is an emerging and insidious form of domestic and family violence. From stalking through GPS tracking, to image-based abuse and the control of online accounts or communication, this type of abuse is about power — and it often follows victims wherever they go, even to work.
In Australia, this type of abuse is on the rise. Research from the eSafety Commissioner[1] found that over one-quarter (27%) of domestic violence cases involving children also involved tech-based abuse — with common behaviours including monitoring and stalking (45%), threats and intimidation (38%), and blocking communication (33%). The Australian Institute of Health and Welfare[2] reported that half (51%) of the adult population has experienced technology-facilitated abuse.
These statistics are not just numbers — they represent people who may be walking into your workplace today, silently struggling. What many employers don’t realise is that workplaces can become a lifeline — providing consistency, routine, and connection — or, conversely, another space where someone feels watched, unsafe, or silenced.
For those experiencing tech-based abuse, work might be the only environment where they can access support, use a safe device, or speak confidentially with someone. That makes the role of the employer and colleagues critically important.
[1] https://www.esafety.gov.au/key-topics/domestic-family-violence
[2] Stalking and surveillance – Australian Institute of Health and Welfare
Spotting the signs
Technology-facilitated abuse doesn’t always leave visible bruises — but there are signs, and managers and colleagues can play a role in recognising when something’s not right. These signs can include:
- A sudden fear or anxiety about being watched or followed, even inside the office
- Hesitation or secrecy when using phones or computers
- Sudden changes in work performance, attendance, or communication patterns
- Visible distress when receiving calls, texts, or social media notifications
- Reluctance to update personal details (e.g. address, phone number) even with HR
While these may not confirm abuse, they can signal that a team member needs support. And creating a safe culture to check in and offer that support matters deeply.
Creating psychological safety at work
Psychological safety means employees feel safe to speak up, ask for help, and raise sensitive issues — without fear of judgment or repercussion. For someone facing abuse, psychological safety at work can be the first step to reclaiming a sense of agency and control.
Here’s what organisations can do:
- Raise awareness
Offer information sessions or share resources (like from eSafety.gov.au) so employees know what tech-based abuse is — and that it’s taken seriously.
- Provide clear and confidential support channels
Ensure employees know they can access confidential services — like your Employee Assistance Program (EAP), Ombpoint, or internal HR contacts — without needing to disclose everything upfront.
- Train your people managers
Equip managers to notice red flags, have empathetic conversations, and know when and how to listen with intent and take the person’s lead on what support they need. Resources (like Follow My Lead on insightexchange.net) offer practical guidance on how to respond to disclosures of abuse in ways that uphold dignity, support safety, and centre the voices of those with lived experience.
- Avoid digital surveillance overreach
Be cautious about overly invasive workplace monitoring (e.g. keystroke logging, camera surveillance) which could unintentionally retraumatise or mirror abuse dynamics.
- Designate ‘safe harbour’ spaces
Let employees know they can use workplace time or resources to access support — for example, to make private calls to support services or attend legal appointments when needed.
This is a difficult — but necessary — conversation for employers. If there are concerns or allegations that an employee may be using workplace resources, devices, or time to perpetrate abuse (such as monitoring a partner, sending harassing messages, or misusing personal data), the employer has both a legal and ethical obligation to take it seriously. This may involve conducting a workplace investigation, ensuring any technology misuse is documented, and assessing whether the conduct breaches company policy or workplace laws (including harassment or misuse of IT systems).
It’s also important to remember that holding someone accountable does not mean making assumptions — a fair, confidential and procedurally sound process is key. Organisations should be clear in their policies that abusive behaviour, even if it occurs outside the workplace but impacts safety or reputation, is unacceptable. Early consultation with legal, HR, or support services like Ombpoint can help navigate these complex and high-stakes situations.
The role of Ombpoint
As a confidential workplace support service, Ombpoint offers impartial advice to employees navigating complex issues. When someone doesn’t feel ready to speak with their manager or HR, we provide a psychologically safe space to talk things through and map a path forward — whether it’s safety planning, getting connected to external resources, or understanding workplace rights.
Final word
Tech-based abuse isn’t just an issue of privacy or relationships — it’s a serious safety issue that’s increasingly crossing into the workplace. Organisations that lead with empathy, awareness and safe support systems are not only fulfilling their duty of care — they’re offering something many victims urgently need: a place to breathe, be seen, and start to reclaim control.
Holly Wilson | Ombpoint Adviser
