Sexual assault and domestic violence in Canada represent a major socioeconomic issue, with significant impacts on the professional reintegration of survivors. Yet this reality remains understudied.
Surviving Violence, Preserving Careers: A Double Challenge for Survivors in Canada
The 2016 study, “Domestic Violence in the Canadian Workplace: Are Coworkers Aware?” published by the Occupational Safety and Health Research Institute, shows that nearly 40% of survivors of violence reported experiencing negative repercussions on their work, and 8.5% had lost their job as a result.4
Sexual and gender-based violence (SGBV), as well as domestic violence, does not just shatter individual lives: they take a heavy toll on society in its entirety. In Canada, their repercussions generate a major economic cost, fuelled by work stoppages, lost productivity and lost wages for survivors.5 Already in 2009, the economic impact of domestic violence alone represented an estimated loss, by employers, of $77.9 million.10
Research into the professional repercussions of violence is rare and often dated, even though front-line professionals observe the consequences on a daily basis. The issues involved in professional reintegration and returning to work after a violent situation remain largely unknown. To better understand these issues, the Prevention and Youth services of YWCA Montreal met with Jennifer Scovronick, psychosocial counsellor for the Women’s Work Integration Program and Orientation and Services for Employment (OSE) programs at YWCA Montreal.
The Challenges of Professional Reintegration Following Violence
Socioeconomic Barriers
Jennifer has been supporting 25 to 30 women in returning to work each year for the past 10 years. Her response is blunt from the outset of the interview: “The main reason women take part in our reintegration programs is low self-confidence and self-esteem.” Whether it’s due to shame, the deep devaluation imposed by an abuser, or damage to their reputation in the public sphere, the feeling of no longer being competent to practice their profession is deeply felt.
The challenge is not solely psychological. Recovering from violence requires comprehensive, multisectoral support—including medical, legal, and social assistance. Returning to work is no exception. “I believe [women] need a safe and supportive space. Having a network is incredibly helpful in the professional world — it’s essential for these women,” explains Jennifer. In these programs, creating a reassuring environment involves support groups, workshops on workplace rights, and sessions to better understand the professional world — always with the aim of regaining power and autonomy.
But the challenges do not stop there. “From a more practical perspective, there’s a real urgency to find work in order to escape their precarious financial situation,” she adds. “This is another major consequence of the violence, and it’s particularly difficult for mothers who no longer have a partner.”
Access to employment remains fraught with obstacles. From the earliest stages of the hiring process, candidates are often asked to revisit their past and work history — which risks triggering strong emotions or exposing them to judgment from the recruiter. On top of that, there are sensitive logistical issues, such as the need for staggered work hours to ensure their safety if the abusive former partner works in the same area. Once hired, these individuals often begin a long process of readjustment, having to cope with the lingering effects of past violence — whether tied to former workplaces or ongoing psychological trauma. This can make it harder to integrate into a team, absorb instructions, or handle feedback and criticism. In 40% of cases, the perpetrator of the harassment had direct influence over the victim’s career.²
Systemic Barriers
In 2016, Interval House conducted a study⁷ involving 11 representatives from 10 organizations supporting individuals who have experienced intimate partner violence, as well as 8 survivors, to better understand the challenges of job searching after such experiences. The findings, presented in the report Barriers to Employability and Employment for Women Survivors of Intimate Partner Violence, highlight not only socioeconomic obstacles, but also systemic barriers that hinder the professional reintegration of survivors.
The term “systemic barrier” refers to systems, policies, practices, or procedures that result in certain individuals — most often from underrepresented groups — not having equal access or being excluded from full participation.⁹ These systemic barriers are interconnected and often beyond an individual’s control. In the case of survivors of intimate partner violence, Interval House identified the following:
- Gender-based discrimination and stigma;
- Limited access to high-responsibility or high-paying jobs, which restricts financial autonomy;
- Economic insecurity, leading to reliance on social assistance;
- Lack of childcare services, especially for single mothers;
- Weakened physical and mental health, increasing vulnerability;
- Inadequate transportation options, a major barrier to professional mobility;
- The need to navigate complex legal proceedings while job hunting;
- Lack of access to specialized employment support services;
- An uncertain political and economic context.
All of these barriers must be analyzed through an intersectional lens, as their impact varies depending on individual characteristics and life circumstances. For example, immigration-related challenges⁶ can intensify the consequences of violence.⁸ The same is true for individuals from historically marginalized communities, such as Indigenous women. In Canada, more than 4 in 10 Indigenous women have experienced sexual assault since the age of 15 — a statistic that illustrates the disproportionate violence they face and the additional challenges they encounter on the path to professional reintegration.³
Some Promising Practices for Successful Socio-professional Reintegration
As mentioned earlier, there are few studies, compilations of best practices, or dedicated communities in Canada specifically focused on professional reintegration following experiences of sexual and domestic violence. This is why we broadened our scope to include international examples.
In Europe, the ACTIV project Act and Collaborate to Tackle Intimate Violence, launched in 2021, aims to identify and share inspiring practices to better support women survivors of intimate partner violence in their (re)integration into the workforce and society. Led by five organizations based in Belgium, Spain, France, and Romania, the project resulted in a report structured around five main thematic areas, with best practices that can be readily adapted to other contexts.
- Raising Awareness About Domestic Violence
It is essential to support professionals who work with survivors in order to challenge the stereotypes and taboos that persist. This requires enhanced training, as well as concrete support for existing initiatives, such as shelters, legal information clinics, and helplines, by ensuring stable funding and centralization. These measures would help provide effective, non-judgmental support that recognizes domestic violence as part of a broader, deeply rooted societal system, and not as the sole responsibility of the survivors.
- Addressing essential needs (housing, child safety, legal rights, mobility)
Support for survivors must be multidisciplinary and holistic. This begins with strengthening the interpersonal skills of professionals: active listening, empathy, compassion, and flexibility—all crucial for properly identifying women’s essential needs while respecting their anonymity and ensuring their safety. These human qualities must be paired with key practical skills: having a deep understanding of and ability to collaborate with the local ecosystem, establishing trusted support networks (such as trusted contacts or mentors), and recognizing and building on the existing strengths and resources of survivors. Providing clear, accessible information and centralized services enables each woman to receive comprehensive support that empowers her to regain confidence and independence.
In Montréal, local coordination tables and organizations such as the Fédération des maisons d’hébergement pour femmes (French-speaking organization) of Quebec are excellent examples of this integrated approach. They connect relevant services and professionals, guiding each survivor toward the most appropriate resources based on her needs, family situation, employment status, and health.
- Accessing Psychological Support
Psychological support plays a key role in the recovery process. It first helps survivors recognize and accept what they have experienced and then supports the development of resilience. This work enables women to refocus, overcome self-stigma, regain emotional stability, and better manage post-traumatic stress—crucial steps toward returning to work under healthy conditions. At the same time, it is essential to support professionals in respecting each survivor’s pace, personal timeline, and individual habits. This can mean avoiding overly frequent follow-up appointments or incorporating a culturally sensitive approach into their practice.
- Breaking Social, Professional, and Family Isolation
This involves offering an accessible and personalized (re)integration program that responds to the concrete needs of survivors—such as the Women’s Work Integration Program at the YWCA Montreal or the year-long coaching initiative UpWithWomen. Such programs may include résumé writing, interview preparation, and flexible scheduling that accommodates childcare responsibilities, medical appointments, and administrative obligations. Encouraging participation in workplace culture and volunteering also help survivors gradually regain self-confidence, reconnect with group dynamics, and begin managing responsibilities again.
- Transforming the Work Environment
Creating a more inclusive professional environment—one that supports survivors in their recovery—is a gradual process shaped by initiatives grounded in local realities. One such example is Au bas de l’échelle, a French-speaking feminist popular education and workers’ rights group that engages in political advocacy to improve the rights of non-unionized workers. It is essential to raise awareness about domestic violence among employers and to provide targeted training for managers. Several best practices have been identified, including offering enhanced support to employees returning to work after a long absence, adapting employment contracts to meet individual needs, and fostering partnerships between businesses and community or health organizations to provide direct support to teams and affected survivors.
In Quebec, the Act Respecting Labour Standards (Sections 39.1 to 97) provides specific measures to support victims of intimate partner violence or sexual violence in their professional lives. These individuals are entitled to unpaid leave of up to 26 weeks within a 12-month period. In cases involving serious physical injury that prevents the individual from carrying out their usual work duties, the leave may extend to 104 weeks, with job protection maintained throughout the absence. These provisions are intended to give survivors the time they need to recover while safeguarding their economic security. 1
Conclusion
Surviving sexual and domestic violence in Canada is not only about rebuilding a shattered personal life—it also involves taking on the significant challenge of professional reintegration. Survivors face numerous barriers, both individual and systemic, that require a multidisciplinary, holistic, and intersectional approach.
While comprehensive data is still lacking to fully understand this reality, testimonies and initiatives—both in Canada and internationally—highlight the importance of support that combines psychological care, safety, training, and adaptations in the workplace. Only a collective effort—including decision-makers, employers, community organizations, and legislative and medical institutions—can truly create the conditions for survivors not just to survive, but to thrive professionally and regain their autonomy.
Sources
1. Commission des normes, de l’équité, de la santé et de la sécurité du travail (CNESST). Victims of domestic or sexual violence. Retrieved from https://www.cnesst.gouv.qc.ca/en/working-conditions/leave/specific-situations/victims-domestic-or-sexual-violence
2. CPA Canada (2019). How #MeToo changed the workplace. Retrieved from https://www.cpacanada.ca/news/pivot-magazine/2019-11-12-after-metoo
3. Women and Gender Equality Canada. (2025). Facts, stats and WAGE impact: Gender-based violence. Retrieved from https://www.canada.ca/en/women-gender-equality/gender-based-violence/facts-stats.html
4. Canadian Women’s Foundation. The Facts about Gender-Based Violence. Retrieved from https://canadianwomen.org/the-facts/gender-based-violence/
5. Institut national de santé publique du Québec. Societal consequences of sexual assault. Retrieved from https://www.inspq.qc.ca/en/sexual-violence/understanding/consequences/society
6. Institut national de santé publique du Québec, et Brodeur, N. (2016). Contexte de vulnérabilité : femmes immigrantes. Récupéré de https://www.inspq.qc.ca/violence-conjugale/comprendre/contextes-de-vulnerabilite/femmes-immigrantes
7. Interval House. (2016). Barriers to Employability and Employment for Women Survivors of Intimate Partner Violence. Retrieved from https://intervalhouse.ca/wp-content/uploads/2018/05/Barriers-Report.pdf
8. R. Champagne, S. et Deschênes, F. (2024). Des immigrantes enfermées à double tour dans la violence conjugale. Le Devoir. Retrieved from https://www.ledevoir.com/societe/806158/devoir-enquete-immigrantes-enfermees-double-tour-violence-conjugale
8. Université du Québec à Montréal. Autres termes de référence, Équité, diversité, inclusion. Retrieved from https://edi.uqam.ca/lexique/autres-termes-reference/
10. Zhang, S., et al. (2012). An Estimation of the Economic Impact of Spousal Violence in Canada, 2009. Ottawa: Department of Justice Canada. Retrieved from https://www.justice.gc.ca/eng/rp-pr/cj-jp/fv-vf/rr12_7/p0.html
