Landmark prosecution in Scotland: why this matters for employers
The imprisonment of a man in Scotland after he abused his wife Kimberly Milne, driving her to end her life via jumping from a motorway bridge in July 2023, sharpens the focus once more on the devastating impact of domestic abuse. Though her abuser did use significant physical violence over several years, this and the psychological impact of the abuse accumulated leading to Kimberly taking the only way out she could see.
Whilst cases like this can feel distant from the workplace, the reality is that domestic abuse does not stay at home, it affects employees, teams and organisational wellbeing. We know in the UK one in three women and one in five men will experience domestic abuse in their lifetime.
One aspect highlighted in this case is the use of threats of self-harm or suicide as a form of control. In our work with perpetrators of domestic abuse, this is a behaviour we see more than many realise. For those experiencing and perpetrating domestic abuse, mental health concerns and controlling behaviour can often be intertwined and difficult to unpick without engagement in specialist intervention. One may be conscious of the impact they’re threat may have and intend it to control and entrap their victim. Others may act out of desperation. Regardless, the behaviour is harmful. It can be shrouded in complexity and misunderstood but ultimately has a significant and often devastating impact on the recipient.
Those ending their lives having experienced domestic abuse is gaining more recognition, gradually. Research from Jane Monckton Smith, highlights that feeling trapped is a key stage in pathways to serious harm and suicide creating the suicide timeline. This insight is critical for workplaces. Employees experiencing abuse may feel unable to leave, unable to speak up, and unable to see alternatives.
At the same time, organisations should be aware that individuals using harmful behaviour are also present in the workforce. So, if we hear someone has threatened to end their lives, we know the impact this can have on the recipient. We know they need to address it both for themselves from a mental health perspective but also understanding the impact it has on their family / partner to prevent it from happening again.
This presents a clear responsibility and opportunity for employers. To recognise that domestic abuse affects staff in multiple ways, to equip managers to identify signs of both victimisation and harmful behaviour and to create a culture where people feel safe to disclose and seek support.
The cases of convictions in such circumstances and unlawful killing coronial verdicts are growing in the UK, expectations on employers are also evolving.
@DomesticAbuseWorkplaceSolutions can help you navigate this complexity.
Christian Brazier and Charlotte Lench – DAWS Partners April 2026