--- title: "Supporting Employees Experiencing Domestic Violence: HR and EAP Strategies" description: Learn how HR and EAP programs can support employees experiencing domestic violence, providing resources, counseling, and safety-focused workplace strategies. image: https://blog.ulliance.com/hubfs/HR%20professional%20providing%20support%20and%20resources%20for%20employees%20through%20Employee%20Assistance%20Program%20services.png --- Enhancing People. Improving Business. - [Get Help](https://ulliance.com/employee-counselors/) - [EAP Login](https://lifeadvisoreap.com) - [Well-being Login](https://lifeadvisorwellness.com/UserLogin/Login) [![Ulliance](https://blog.ulliance.com/hs-fs/hubfs/Ulliance_May2019%20Theme/images/Ulliance-Logo.svg?t=1557205045032&width=860)](https://ulliance.com/) - [Services](https://ulliance.com/human-resource-services-solutions/) - [Employee Assistance Program](https://ulliance.com/human-resource-services-solutions/best-employee-assistance-programs/) - [Wellness Program](https://ulliance.com/human-resource-services-solutions/life-advisor-wellness-programs/) - [Training & Development](https://ulliance.com/human-resource-services-solutions/training-development/) - [Organizational Development Consulting](https://ulliance.com/human-resource-services-solutions/organizational-development-od-consulting/) - [Outplacement Services](https://ulliance.com/human-resource-services-solutions/outplacement-services/) - [Incident & Crisis Management](https://ulliance.com/human-resource-services-solutions/workplace-crisis-management/) - [Student Assistance Program](https://ulliance.com/human-resource-services-solutions/student-assistance-program/) - [Workplace Substance Abuse Services](https://ulliance.com/human-resource-services-solutions/workplace-substance-abuse-services/) - [EAP Resources](https://ulliance.com/employee-wellness-resources/eap-resources/) - [What Is An EAP?](https://ulliance.com/employee-wellness-resources/eap-resources/#what-is-an-eap) - [Why Does Our Company Need An EAP?](https://ulliance.com/employee-wellness-resources/eap-resources/#why-need-an-eap) - [Types of EAPs and EAP Providers](https://ulliance.com/employee-wellness-resources/eap-resources/#types-of-eap) - [What Comes With An EAP?](https://ulliance.com/employee-wellness-resources/eap-resources/#what-comes-with-eap) - [EAP Costs Per Employee](https://ulliance.com/employee-wellness-resources/eap-resources/#eap-cost-per-employee) - [How To Choose An EAP For Your Company](https://ulliance.com/employee-wellness-resources/eap-resources/#how-to-choose-an-eap) - [How To Implement An EAP](https://ulliance.com/employee-wellness-resources/eap-resources/#how-to-implement-eap) - [Common Questions Your Employees Might Have About Their EAP](https://ulliance.com/employee-wellness-resources/eap-resources/#common-questions) - [When Should We Upgrade Our EAP?](https://ulliance.com/employee-wellness-resources/eap-resources/#update-our-eap) - [A Good EAP Pays For Itself](https://ulliance.com/employee-wellness-resources/eap-resources/#good-eap-pays-for-itself) - [Download the Ultimate Guide](https://ulliance.com/employee-wellness-resources/eap-resources/#print) - [Resources](https://ulliance.com/employee-wellness-resources/) - [Well-being Resources](https://ulliance.com/employee-wellness-resources/well-being-resources/) - [Training Resources](https://ulliance.com/employee-wellness-resources/training-resources/) - [Video Resource Library](https://ulliance.com/video-resource-library/) - [HR Professionals](https://ulliance.com/hr-professional-support/) - [Brokers](https://ulliance.com/broker-healthcare-consultants/) - [About Us](https://ulliance.com/about-us/) - [Leadership](https://ulliance.com/about-us/company-leadership/) - [Careers](https://ulliance.com/about-us/careers/) - [Blog](https://blog.ulliance.com/) [![HR professional providing support and resources for employees through Employee Assistance Program services](https://blog.ulliance.com/hubfs/HR%20professional%20providing%20support%20and%20resources%20for%20employees%20through%20Employee%20Assistance%20Program%20services.png "HR professional providing support and resources for employees through Employee Assistance Program services")](https://ulliance.com/get-a-quote/) # Supporting Employees Experiencing Domestic Violence: HR and EAP Strategies Supporting Employees Experiencing Domestic Violence: HR and EAP Strategies 17:59 ## How HR Can Support Employees Facing Domestic Violence --- --- ## Key Takeaways   - Domestic violence may affect an employee's attendance or behavior at work. These changes can prompt a private, low-pressure check-in, but they don't establish that abuse is occurring. - Fear of discrimination or job loss can keep survivors from telling their employer about abuse. HR should explain confidentiality limits up front and seek consent before arranging support. If HR must act without consent, it should explain why. - Practical support can include [flexible work options](https://blog.ulliance.com/trending-summer-fridays-4-day-workweek) and a workplace safety plan built with the employee, along with clear information about leave rights and outside resources. - The [Ulliance Life Advisor Resolution EAP Model®](https://www.youtube.com/watch?v=g1pCP_0wFQo) offers confidential counseling with a flexible number of visits and 24/7 access to support. Its manager consultations help leaders respond to employee concerns. Every workplace has employees carrying something their coworkers can't see. For some, it's an abusive relationship that follows them into the workday. They keep showing up anyway, and advocates point out that a steady job is often central to a survivor's safety and stability. Intimate partner violence, the term researchers use for abuse by a current or former partner, is far from rare. According to the CDC's 2023/2024 National Intimate Partner and Sexual Violence Survey, *more than 1 in 3 women and more than 1 in 6 men in the U.S. have experienced contact sexual violence, physical violence, and/or stalking by an intimate partner during their lifetime*. Those figures give HR teams reason to prepare before an employee asks for help. Knowing how HR can support employees facing domestic violence is delicate work. The issue cuts across safety, privacy, leave, and performance all at once, and a clumsy response in any of them can push an employee further into silence. [HR and employee assistance programs](https://ulliance.com/hr-professional-support/) can help make the first conversation easier by giving employees clear ways to seek support and a say in what happens next. --- [![Download the Ultimate HR Resource Guide and Be in the Know.   Start My Journey. A comprehensive collection of expert insights, practical checklists, and downloadable resources designed to help HR professionals solve today’s biggest workplace challenges with confidence.  ](https://no-cache.hubspot.com/cta/default/3690782/interactive-222043667754.png)](https://blog.ulliance.com/hs/cta/wi/redirect?encryptedPayload=AVxigLI5KQfpsFzehtpdSfjaB3VLmLJ5v1i5VvP86I%2BWKmQzarJjJzZ7vve14cRh%2FfyPzxWzkufgRQY3u%2BAXoBBq2JBxn5PVX4G%2FHZsQggHEUVhWnGCWlzGqnT5Vakv%2Fp4kKnjh3RiWUdjvdojqIrIDtOheuIGGiLwp6ENmsQPn3D4MAy1TKiaAmyAZkCwlGUWnFArj4ZiH0APiCbfrjGAshC56B0kvUza1qr40bF2VAPAr1&webInteractiveContentId=222043667754&portalId=3690782) --- ## Recognizing Signs of Domestic Violence in the Workplace HR and [managers may notice changes in an employee's attendance](https://campaigns.ulliance.com/managers-under-pressure-the-hr-leaders-guide-to-supporting-their-team), concentration, or interactions with colleagues, even when the employee hasn't said anything about what's happening at home. In a report released in December 2025, the National Domestic Violence Hotline and Futures Without Violence surveyed more than *2,000 survivors, and 79% of victims said domestic violence made it harder for them to work.* Sometimes HR hears about that difficulty through a manager's offhand comment that someone "hasn't seemed like themselves lately." ### Identifying Behavioral and Emotional Indicators Visible injuries are only one possible sign of abuse. [Changes in behavior and work patterns](https://blog.ulliance.com/workplace-stress-management-how-eaps-support-employees-and-hr) can also warrant attention, although they may reflect other causes, such as mental health issues, caregiving, and illness. Indicators HR and managers may notice include: - Unexplained absences, or a pattern of arriving late or leaving early - Difficulty concentrating and a drop in productivity - Withdrawal from colleagues, meetings, and team activities, which for remote employees can look like an unusual reluctance to join video calls - Visible fear,[anxiety](https://campaigns.ulliance.com/the-ultimate-guide-tame-anxiety), or fatigue, or a tendency to startle easily - An unusual volume of personal calls, texts, or emails during the workday - Long sleeves or sunglasses worn at odd times, possibly to conceal injuries - Requests for help accessing payroll information, or deductions the employee can't explain, which may point to a partner controlling their pay These changes can be a reason for a private, low-pressure check-in. --- ## The Role of HR in Providing Confidential Support HR's role in supporting an employee facing domestic violence starts with confidentiality, because fear of what happens after disclosure keeps many survivors silent. In a national survey of survivors, *53% of respondents stated they did not disclose the domestic violence to their employers due to fear of discrimination, job loss, or workplace retaliation.* Those fears had a basis. Many survivors in the survey described negative experiences after disclosing, including harassment and job loss. One respondent described a manager who knew about the abuse and responded with a performance improvement plan instead of help. ### Confidential Conversations: Best Practices for HR A confidential conversation about possible domestic violence works best when it happens in private and moves at the employee's pace. [Choose a private setting and confirm that the employee can speak safely.](https://campaigns.ulliance.com/psychologically-safe-workplace-guide) Before sending any follow-up messages, ask how and when it's safe to contact them, since an abusive partner may be monitoring their email or phone. Open with concern for the [employee's well-being](https://ulliance.com/employee-wellness-resources/well-being-resources/) and skip questions about the relationship itself. Something as simple as "I've noticed you seem stressed lately, and I want to make sure you're okay. Is there anything we can do to help?" leaves room for the employee to say as much or as little as they choose. If they do share, listen and believe them. Several practices help keep the conversation safe for the employee: - [Explain confidentiality and its limits](https://blog.ulliance.com/hr-confidentiality-privacy-workplace)before asking the employee to share. Be clear about circumstances that may require HR to share information, such as safety concerns or legal obligations, and who would receive it. Workplace policy guidance recommends sharing only what's necessary and giving the employee advance notice whenever possible. - Avoid probing for details about the abuse. HR doesn't need them to offer support. - Avoid pressuring the employee to leave the relationship. That decision belongs to the employee. - Ask for the employee's consent before arranging support or involving others. If HR must act without consent, explain why and what will be shared, in advance whenever possible. - Document threats to workplace safety privately and securely, and leave out intimate details. Even if the employee chooses not to share, a respectful conversation can leave the door open for them to seek support later. --- ## Practical Steps HR Can Take to Support Safety and Well-being Practical support for an employee facing domestic violence can include adjustments to their schedule or work location, along with clear information about their rights and the help available outside the company. ### Flexible Work Arrangements and Safety Planning Small, concrete adjustments can help an employee stay safer at work and keep their job. [HRMorning recommends options such as flexible scheduling, paid safe time, a temporary change of work location or phone number, shift changes, and a security escort to the car.](https://www.hrmorning.com/articles/domestic-violence/) It also advises making these standard options open to everyone, so that requesting one doesn't reveal why. Keep the paperwork light when an employee requests a workplace safety adjustment. Workplaces Respond, a national resource center run by Futures Without Violence with support from the U.S. Department of Justice, publishes a free model workplace policy for employers that treats self-certification as the best practice for these adjustments. It notes that a police report or doctor's note may not be safe or possible for every survivor to obtain. A safety plan is a survivor-led set of steps to lower the risk of violence, and it is best developed with a trained victim advocate.[HR's part covers safety at work](https://campaigns.ulliance.com/psychologically-safe-workplace-guide), and the model policy cautions employers against overseeing a survivor's safety outside the workplace. If there's reason to believe an abusive partner may come to the workplace, a few precautions can help: - [Have a clear plan for contacting security or law enforcement.](https://blog.ulliance.com/staying-safe-at-work-from-everyday-risks-to-active-threats) - With employee's agreement, give designated security or front-desk staff only what they need to recognize the person, such as a description of the person and their vehicle, without details about the relationship. - Decide with security whether added measures, such as periodic patrols of the property, are warranted. - If the employee has a protection order or plans to seek one, talk with them about whether it should cover the workplace, and ask for a copy if it's granted. Build the plan with the employee, drawing on their knowledge of the situation and, with their consent, input from a trained advocate. HR and security staff can help identify practical safeguards at work. ### Legal and Community Resources for Employees More than two-thirds of survivors surveyed for a 2025 report were not aware of the types of leave or job protections available to them. Those protections depend largely on location. Many states and localities require employers to offer paid or unpaid time off for survivors, and Workplaces Respond maintains state-by-state charts on leave and accommodation laws for survivors.  At the federal level, the U.S. Department of Labor notes that eligible employees of covered employers may use FMLA leave for a serious health condition resulting from domestic violence, or to care for a qualifying family member with such a condition. Examples include an overnight hospital stay or certain treatment for post-traumatic stress disorder. FMLA leave is unpaid, though accrued paid leave can be substituted and run at the same time, and employers may require medical certification. HR should confirm specific obligations with legal counsel. Outside organizations can offer support an employer can't.  The [National Domestic Violence Hotline](https://www.thehotline.org/) provides free, confidential help 24/7 by phone at 1-800-799-SAFE (7233), by texting START to 88788, or through online chat. Its advocates can refer callers to local shelters, legal help, and counseling.  An [employee assistance program (EAP)](https://ulliance.com/human-resource-services-solutions/best-employee-assistance-programs/) can also help employees find their way to these resources, since confidential referrals are part of what EAPs provide. Building a relationship with a local domestic violence program ahead of time also gives HR a trusted place to refer employees who want in-person support. --- ## How Employee Assistance Programs (EAP) Help Affected Employees An [employee assistance program](https://campaigns.ulliance.com/get-a-quote-ulliance-website) (EAP) gives employees facing domestic violence a confidential place to get support without first telling their employer what's happening. For someone worried about what disclosure might cost them, that separation can make it easier to reach out. ### EAP Counseling and Referral Services EAPs typically offer assessments, counseling, referrals, and follow-up at no cost to employees. For someone experiencing abuse, [a counselor can provide emotional support](https://blog.ulliance.com/trauma-events-supporting-employees-in-the-workplace)and help identify whether ongoing care or specialized domestic violence services would be useful. Counseling formats, and any costs for outside services, depend on the program and provider. EAPs also support the people around that employee. Model workplace policy guidance notes that EAP counselors work in a consultative role with managers and supervisors, and it encourages anyone concerned about a coworker to consult the EAP confidentially for guidance. [A manager who notices warning signs can get advice on how to respond before saying anything to the employee.](https://blog.ulliance.com/are-you-leader-manager) HRMorning recommends offering an EAP with counselors trained in intimate partner violence and 24/7 hotline access. Before an employee needs help, HR can ask its EAP provider: - Do counselors have specific training in intimate partner violence? - Can employees reach support 24/7? - Can employees contact the EAP directly, and what information, if any, is shared with the employer? - How do counselors connect employees with local domestic violence advocates for safety planning? - How can managers request a consultation, and how is that kept separate from an employee's counseling? Use those answers to give employees [clear instructions for contacting the EAP](https://blog.ulliance.com/hr-boost-eap-engagement-10-essential-tactics) and to address any gaps in specialist support or referral arrangements. --- ## Creating a Workplace Culture That Prioritizes Safety and Support Whether an employee ever asks for help often depends on what they already believe about their workplace. That belief takes shape through everyday signals, such as how easy the policy is to find and [how managers respond when someone is struggling.](https://blog.ulliance.com/hr-and-eap-building-safer-harassment-free-workplaces) Start with visibility. The model workplace policy from Workplaces Respond cautions that a domestic violence policy kept separate and hard to find won't be effective. It recommends building the policy into existing handbooks, onboarding materials, and [HR webpages](https://ulliance.com/hr-professional-support/), so employees encounter it before they need it. ### Training Managers to Respond Appropriately Training is linked to whether employees come forward. Analysis of survivor survey responses indicates that when employers provide training on the impact of abuse in the workplace, employees are more likely to disclose their experiences. [Train managers](https://campaigns.ulliance.com/request-a-training-class)to spot the signs, respond safely, and implement accommodations without violating privacy or employment law. Effective training is specific. It covers how to start a private check-in and where to point an employee next, whether that's HR or the EAP. [Offer training regularly to all employees](https://ulliance.com/human-resource-services-solutions/training-development/), with additional guidance for managers. Local domestic violence programs and state coalitions may be able to provide it, and Workplaces Respond offers free training and technical assistance to employers. ### Measuring the Impact of Support Programs Measuring whether support is working means looking at patterns while protecting individuals. The Workplaces Respond model policy recommends regular audits to check whether the policy and actual practices line up. Useful measures include: - [Workplace environment](https://campaigns.ulliance.com/workplace-well-being-guide-0) surveys that ask whether employees know support exists and would feel confident using it, without asking anyone to disclose personal experiences of abuse - Operational checks, such as whether resource links and contact details work and whether managers know the referral process Aggregate EAP utilization reports, where available, add context about overall use of the benefit. They can't show whether domestic violence support is effective, though, and disclosure numbers shouldn't become a performance target. Handle that information carefully. Keep any records related to domestic violence separate from personnel files, and avoid reporting small groups or details that could identify an employee. If results can't be shared without that risk, leave them out. Trust builds over time, each time an employee who asks for help is met with discretion and practical support. That record is part of what tells the next employee it's safe to come forward. --- ## Ulliance EAP Services: Resources for Employees Experiencing Domestic Violence The Ulliance Life Advisor Resolution EAP Model® gives employees confidential support that's available 24/7, [with a flexible number of counseling visits rather than a fixed session limit](https://ulliance.com/human-resource-services-solutions/best-employee-assistance-programs/). Counseling is provided by clinicians with master's degrees, and a nationwide provider network helps employees find a counselor in their area. Ulliance also works directly with HR teams and managers. Manager consultations help leaders respond when they're concerned about an employee, and workplace crisis support is available for [critical incidents affecting the workplace.](https://ulliance.com/human-resource-services-solutions/workplace-crisis-management/) Utilization reporting gives HR an aggregate view of how the program is being used across the organization. HR teams can work with Ulliance to clarify how employees can access confidential counseling and how managers can request guidance when concerns arise. --- ---   ## FAQs - Supporting Employees Facing Domestic Violence What is the difference between domestic violence and intimate partner violence? According to the CDC, intimate partner violence means abuse by a current or former romantic or sexual partner, including physical violence, sexual violence, stalking, and psychological aggression. Domestic violence often describes the same abuse, but [some state laws define it more broadly to include abuse involving other family members.](https://workplacesrespond.org/resources/how-to-develop-a-dvsas-workplace-policy/) HR should check the definitions in applicable laws rather than assume the terms are interchangeable. Should HR ask an employee directly whether they're experiencing abuse? HR can open with a private check-in that focuses on what has been noticed and offers support, rather than asking about the relationship itself. Something like "I've noticed you seem stressed lately. Is there anything we can do to help?" leaves room for the employee to respond. Before they share anything, explain how confidential the conversation will be and where its limits are. Then let the employee decide how much to say. Can employees take time off work because of domestic violence? Employees may qualify for time off under state or local laws, employer policies, or the federal Family and Medical Leave Act (FMLA). Eligible employees of covered employers may be able to use FMLA leave for a serious health condition resulting from domestic violence, or to care for a qualifying family member with such a condition. FMLA provides unpaid, job-protected leave. Accrued paid leave may run concurrently. HR should confirm applicable requirements with legal counsel. How does an EAP help an employee experiencing domestic violence? An employee assistance program (EAP) gives employees a confidential place to get support without first telling their employer what's happening. EAPs typically offer assessments, counseling, referrals, and follow-up at no cost to employees. A counselor can provide emotional support and connect the employee with specialized help, such as local domestic violence advocates. The provider should explain confidentiality limits and any costs for services outside the EAP. EAPs also consult with concerned managers. What should HR do if an employee's abuser shows up at work? HR should follow the workplace safety plan, if one exists, and alert designated security staff. If anyone is in immediate danger, call 911. Limit information sharing to what responders need to protect people. Advance planning should involve the employee. It should cover how designated staff will recognize the person and who will contact emergency services, along with any protection order that applies to the workplace. --- [![Click to Learn More Contact Ulliance EAP for a better EAP, HR coaching and other employee support tools](https://blog.ulliance.com/hs-fs/hubfs/Stigma%20contact%20us.png?width=1000&height=481&name=Stigma%20contact%20us.png)](https://campaigns.ulliance.com/get-a-quote-ulliance-website) --- Matt Pambid Psychotherapist **About the Author** **Matt Pambid, LMSW**, is a licensed psychotherapist with more than **30 years of clinical experience** helping individuals navigate stress, anxiety, relationship challenges, life transitions, and workplace concerns. He spent **over a decade at Ulliance**, where he provided counseling, supported Employee Assistance Program (EAP) services, and authored educational articles that translated evidence-based mental health research into practical strategies for employees, leaders, and HR professionals. Passionate about making psychology accessible, Matt has dedicated his career to helping people build resilience, strengthen emotional well-being, and thrive both personally and professionally. --- *When you partner with Ulliance, our Life Advisor Consultants are always just a phone call away to teach ways to enhance your work/life balance and increase your happiness. The [Ulliance Life Advisor Employee Assistance Program](https://ulliance.com/employee-wellness-resources/eap-resources/) can help employees and employers come closer to a state of total well-being.* Investing in the right EAP or Wellness Program to support your employees will help them and help you.  Visit[https://ulliance.com/](https://ulliance.com/) or call 866-648-8326. **The Ulliance Employee Assistance Program can address the following issues:** • Stress about work or job performance • Crisis in the workplace • Conflict resolution at work or in one’s personal life • Marital or relationship problems • Child or elder care concerns • Financial worries • Mental health problems • Alcohol/substance abuse • Grief • Interpersonal conflicts • AND MORE! ---   --- References: Hidden in Plain Sight: How to Help Employees Struggling with Domestic Violence; HRMorning; Michele McGovern [https://www.hrmorning.com/articles/domestic-violence/](https://www.hrmorning.com/articles/domestic-violence/) How Companies Can Support Victims of Domestic Violence; SHRM; Matt Gonzales [https://www.shrm.org/topics-tools/news/inclusion-diversity/how-companies-can-support-victims-domestic-violence](https://www.shrm.org/topics-tools/news/inclusion-diversity/how-companies-can-support-victims-domestic-violence) How to Develop a DVSAS Workplace Policy; Workplaces Respond to Domestic and Sexual Violence (Futures Without Violence); No author listed [https://workplacesrespond.org/resources/how-to-develop-a-dvsas-workplace-policy/](https://workplacesrespond.org/resources/how-to-develop-a-dvsas-workplace-policy/) The National Intimate Partner and Sexual Violence Survey: 2023/2024 Intimate Partner Violence Data Brief; Centers for Disease Control and Prevention; Hui Zhang Kudon et al. [https://www.cdc.gov/nisvs/media/pdfs/intimatepartnerviolence-brief.pdf](https://www.cdc.gov/nisvs/media/pdfs/intimatepartnerviolence-brief.pdf) New Report Highlights Impacts of Domestic Violence in the Workplace; The National Domestic Violence Hotline; No author listed [https://www.thehotline.org/news/new-report-highlights-impacts-of-domestic-violence-in-the-workplace/](https://www.thehotline.org/news/new-report-highlights-impacts-of-domestic-violence-in-the-workplace/)     ---   ###### [About Us](https://ulliance.com/about-us/) - [Leadership](https://ulliance.com/about-us/company-leadership/) - [Careers](https://ulliance.com/about-us/careers/) --- ###### [Resources](https://ulliance.com/employee-wellness-resources/) - [EAP Resources](https://ulliance.com/employee-wellness-resources/eap-resources/) - [Training Resources](https://ulliance.com/employee-wellness-resources/training-resources/) - [Well-being Resources](https://ulliance.com/employee-wellness-resources/well-being-resources/) - [Video Resource Library](https://ulliance.com/video-resource-library/) ###### [Services](https://ulliance.com/human-resource-services-solutions/) - [Employee Assistance Program](https://ulliance.com/human-resource-services-solutions/best-employee-assistance-programs/) - [Wellness Program](https://ulliance.com/human-resource-services-solutions/life-advisor-wellness-programs/) - [Training & Development](https://ulliance.com/human-resource-services-solutions/training-development/) - [Organizational Development Consulting](https://ulliance.com/human-resource-services-solutions/organizational-development-od-consulting/) - [Outplacement Services](https://ulliance.com/human-resource-services-solutions/outplacement-services/) - [Incident & Crisis Management](https://ulliance.com/human-resource-services-solutions/workplace-crisis-management/) - [Student Assistance Programs](https://ulliance.com/human-resource-services-solutions/student-assistance-program/) - [Workplace Substance Abuse Services](https://ulliance.com/human-resource-services-solutions/workplace-substance-abuse-services/) --- ###### [HR Professionals](https://www.ulliance.com/hr-professional-support/) We assemble everything you need to know to make the right decision for your people. --- ###### [Brokers & Consultants](https://ulliance.com/broker-healthcare-consultants/) Test out configurations with our ROI Calculator and get shareable resources for your clients. --- ###### [Blog](https://blog.ulliance.com) [Contact Us](https://ulliance.com/get-a-quote) ###### [facebook](https://www.facebook.com/Ulliance/) [instagram](https://www.instagram.com/ulliance/) [twitter](https://twitter.com/Ulliance) [pinterest](https://www.pinterest.com/ulliance/pins/) [linkedin](https://www.linkedin.com/company/ulliance-inc/) [ULLIANCE HQ](https://www.google.com/maps/place/Ulliance,+Inc./@42.5620874,-83.1965503,17z/data=!3m1!4b1!4m6!3m5!1s0x8824c6a07511aa29:0xdf123af96248279b!8m2!3d42.5620874!4d-83.1939754!16s%2Fg%2F1260krrwn?authuser=0&hl=en&entry=ttu&g_ep=EgoyMDI2MDcyMC4wIKXMDSoASAFQAw%3D%3D)  3250 W. 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