When you think about safeguarding employees, stalking may not initially spring to mind when you map out potential risks.

But as we can see in the recent report by Suzy Lamplugh Trust, it’s a prevalent issue that can impact all areas of the victim’s life. It may even stem from an incident which happens within the workplace.

Stalking can have devastating impacts on your employees both inside and outside of the workplace, and it’s important that you have the knowledge and systems in place to protect them.

 

Stalking in the Workplace

Stalking can start in many different ways, but is most commonly perpetrated by ex-romantic partners or family members. Even in cases where the stalker does not fall into one of those two categories, they are typically known to the victim in some way, such as a colleague, neighbour, or friend.

In cases where the stalker is a colleague of the victim, the employer’s responsibilities are more clear-cut. Although a serious matter, as it involves an internal incident between two colleagues, there should already be some form of guidance in place on how best to handle it.

However, suppose an employee is being stalked by someone external to the organisation. In that case, the rules for handling it are less obvious, as often it will need to be escalated to the police and is largely handled outside of the workplace. Employers still have a duty of care to protect employees in the workplace, particularly as these situations could escalate and threaten your safety culture.

 

Lone Workers

If the employee being stalked is a lone worker, they are particularly vulnerable and extra care needs to be taken to safeguard the individual from harm.

As they often spend long periods of time working without supervision or direct contact from their colleagues or managers, they may be targeted by the stalker during working hours when they know they’ll be alone.

When writing your Lone Worker Policy, it’s key to include best practice for protecting lone workers against stalking.

 

Proactive Protection for Employees

Having mechanisms in place from the start means that if an employee does unfortunately become a victim of stalking, you don’t have to operate from a place of reactivity, which is often less efficient and care-focused.

Following the tips below can help you proactively protect your employees from incidents of stalking.

 

Spotting the Signs of Stalking

As part of the Suzy Lamplugh Trust’s report, they suggest a three-step framework for spotting the signs of stalking.

1. Recognise – hypervigilance, anxiety, depression, and high levels of stress can all be signs of stalking.
2. Respond – if you notice these signs in an employee or colleague, ask more questions to understand if the behaviour is threatening, fixated, or obsessive.
3. Refer – point them towards the National Stalking Helpline, or suggest they report the behaviours to the police.

Sometimes, victims feel distress or shame about the situation and may not be willing to open up without being prompted. Therefore, it's important to recognise if a colleague or employee is exhibiting any of these signs and sensitively broach the subject.

The National Stalking Helpline, operated by Suzy Lamplugh Trust, gives practical information, support, and advice on risk, safety planning and legislation to victims of stalking, their friends, family, and professionals working with victims. As an employer, you can also contact the helpline if you are struggling to identify whether the reported behaviours amount to stalking.

 

Having the Right Processes in Place

It’s not enough to just spot incidents of stalking, you have to be able to report and act on these cases.

Having digital reporting software can help you to record any behaviours or risks that could be indicative of stalking. Any behaviours from a colleague that seem obsessive or fixated need to be flagged to see if it’s a pattern – and whether intervention is needed.

Similarly, if an employee is in a customer-facing role and is feeling uncomfortable as a result of recurring, obsessive behaviour from a customer, this can be logged within your digital platform with follow-up actions to prevent the situation from happening again.

 

Equipping Your Team with Protective Devices 

As mentioned earlier in the blog, lone workers can be particularly vulnerable to stalking as they often work in isolation. Equipping them with the right technology can help them feel safe and protected.

Lone worker devices or apps are a powerful way to keep your lone workers safe. A lone worker app or device should allow employees to discreetly call for help in an emergency, giving both them and you peace of mind knowing assistance is just one click away if stalking behaviour escalates or they feel threatened.

 

Supporting employees who are being stalked

Stalking in the workplace is a serious but often overlooked issue. It can affect employees’ well-being, productivity, and safety, especially when it involves ex-partners, colleagues, or customers. Employers have a duty of care to protect their staff, particularly when stalking escalates.

Lone worker devices offer critical protection by enabling employees to quickly call for help in emergencies, ensuring fast response times. Additionally, creating an official record of incidents and helping to track an escalation of behaviours can indicate an increasing risk and a need for intervention.

By integrating the right solutions, businesses can proactively protect employees, provide clear reporting channels, and foster a culture of safety. Equip your team with the right tools to handle these risks before they become threats and ensure peace of mind for everyone.