Suspect employee DV victim - should I tell HR?

[jenny768]

I'm currently on extended sick leave from work but have found out from the temporary manager that a member of my team has come in with bruises and admitted to being in a fight with his (much physically bigger) partner... should this be mentioned to HR?

Anyone in HR have experience of this? Would they contact his emergency contact?

Just looking for advice on how I should help as concerned... thank you x

It would make more sense for someone to speak with the person concerned first informally

The manager needs to speak to the employee and sign post them to support - eg: an EAP or the national DV helpline if they are concerned.

id have a caring but frank conversation along the lines of “ you’ve come in with bruises and mentioned a fight. I’m concerned you’re in an abusive relationship.”

then wait for him to deny or minimise and say “I’m going to ask you again because everyone denies it the first time - I’m concerned about xyz. How can we support you?”

Why is the temporary manager disclosing this to you and why on earth then are you wondering if HR needs to be told? The manager should have a supportive conversation with the staff member and you shouldn't be involved at all. Not by a manager and not now. And you're on sick leave? Unless there's some huge missing piece of information here why is this for you to work out?

Makes sense @Edingril thanks and @HermioneWeasley thanks that's a great approach actually with asking again in a sensitive and supportive way. I'm going to suggest this.

@PeriPeriMam I think because i'm his permanent/ordinary manager and temp was unsure what to do/also concerned

Definitely don't speak to a third party behind his back - you will probably make things a whole lot worse. The emergency contact is for if he collapsed as work or something - not for meddling in his private life.
It's also not relevant to HR.

The temp manager can ask if your colleague is OK and offer support if they want it. It's not for you to call hr.

Do your company not have a policy? Speak to him first

Since you are on sick leave, you only need to relay what you know to HR.

There's some bad advice on here already it's not a AIBU tbh.

You need to raise it with HR some employers are looped into IDVA/ISVAs etc. please do act and don't ignore you might just save a life.

I would definitely not be ringing the emergency contact as that could well be the partner. Unless they are in immediate danger then the temp manager should not be sharing information without their consent.
As they have mentioned trouble they maybe open to discussing things but offering resources and phone numbers would be a start when talking.
Check company policies and see what it might be covered under maybe safeguarding or well being.