Getting arrested for domestic violence on a Friday night and walking into work on Monday can feel like stepping onto a trapdoor. You might be staring at your phone, wondering if your boss already knows, if HR will call you in, or if you could lose the job you rely on. On top of court dates and fear about the case itself, you now have to decide what, if anything, to tell your employer.
That decision feels even heavier in a close community like Lynnwood, where people often live, work, and socialize in the same circles. You may worry that a coworker will see your case online, that a no contact order will interfere with your schedule, or that silence will make you look dishonest. At the same time, the idea of sitting down and explaining a domestic violence arrest to your boss can feel overwhelming and humiliating.
At The Law Offices of Lance Fryrear, we have spent more than 25 years defending people across Washington in over 5,000 criminal cases, including many domestic violence charges with serious job consequences. We appear regularly in the courts that handle Lynnwood domestic violence cases, and we have seen how different employers respond in the real world. In this guide, we share what Washington law allows, where employer policies matter, and how to approach disclosure in a way that protects both your case and your career.
Why A Domestic Violence Arrest Feels So Dangerous For Your Job
A domestic violence arrest affects far more than just your court record. For most people in Lynnwood, their first thought after leaving the jail is how this will affect work on Monday and the paycheck that keeps their family afloat. You may imagine being walked out of the building, whispered about in the break room, or suddenly treated differently by people who used to respect you. Those fears are understandable because domestic violence allegations carry a strong stigma, even before any court has heard the facts.
Legally, there is a big difference between being arrested, being charged, and being convicted, but many people around you may not see those lines clearly. An arrest is when you are taken into custody. A charge is when the prosecutor actually files a criminal case against you. A conviction is a finding of guilt, either by plea or after trial. In the eyes of the law, an arrest is not proof that you did anything wrong, and employers and licensing agencies often treat arrests and convictions differently.
Your risk at work depends on more than the label “domestic violence.” Washington law sets some boundaries on how employers can use criminal history, but your industry, your exact role, and any contracts or licenses you hold all change the risk level. A teacher or nurse in Lynnwood may face stricter reporting and licensing rules than a warehouse employee or office worker. The key is understanding where you fall in that spectrum before you decide what to say.
Over decades of defending clients in domestic violence cases, we have seen many different employer responses, from companies that stand by a worker through the entire case to employers that suspend someone as soon as they hear the word “arrest.” Our job is to help you move from vague, worst-case fears to a realistic assessment of your situation, so your choices about disclosure are strategic instead of driven only by panic.
What Washington Law Allows Employers To Ask About Your Arrest
Before you decide what to tell your employer, it helps to understand what the law actually allows them to ask and use. In Washington, there are limits on how employers use criminal history, although those limits do not mean your arrest can never matter. Many employers in and around Lynnwood rely on background checks, job applications, and internal policies that refer to both arrests and convictions, and the wording of those questions matters.
Applications and background checks often focus on convictions, especially for public-facing roles or positions that involve money, children, or vulnerable adults. An arrest, by itself, may not appear the same way a conviction does. However, some background check products can include pending charges or recent bookings, and certain public sector or security-related jobs may have broader access to law enforcement-related information. That means an employer may not see your arrest right away, but you should not assume it will never surface.
Timing is also important. Many employers primarily run background checks when they hire you. After that, they might only run new checks if you are promoted, moved into a sensitive role, or subject to a periodic recheck. Current employers might also learn about an arrest through other channels, such as court websites, gossip, or if police contact the workplace during an investigation. The law does not require your boss to pretend they never heard anything once information is out in the open.
Some jobs in Washington are subject to specific state or federal rules about criminal history. For example, people working in schools, healthcare, childcare, law enforcement, financial institutions, or transportation may be governed by licensing standards and background check laws that go beyond a typical private employer’s policies. These roles may allow or require employers to act on certain arrests or charges, especially if they involve violence, children, or vulnerable adults, even before there is a conviction.
Because our team includes a former prosecutor, we understand not only the criminal side of your case but also how quickly charging decisions are typically made and when records are likely to appear in systems that employers use. In domestic violence cases that go through the courts serving Lynnwood, prosecutors often make charging decisions relatively quickly compared to some other types of crimes, which can affect what shows up on a background check and when. Knowing this timing helps us advise you on whether your employer is likely to discover your case soon even if you say nothing.
When You May Be Required To Tell Your Employer About A Domestic Violence Case
In some situations, telling your employer about your arrest or charges is not just a choice; it is a requirement. The most obvious place to look is your employment contract, union agreement, or employee handbook. Many Lynnwood area employers use standard language about “reporting any criminal convictions,” but some go further and require employees to report “any arrest,” “any criminal charge,” or “any contact with law enforcement.” The exact wording is critical.
If your handbook says you must report “any conviction,” then an arrest that has not led to a conviction may not trigger that requirement. On the other hand, if it says you must report “any arrest” or “any criminal charge,” you could be required to report a domestic violence arrest or charges even if your case has not reached trial. Failing to follow a clear written policy can sometimes be treated as a separate violation, regardless of what happens in court.
Licensing and professional rules can also require disclosure. Teachers, nurses, doctors, lawyers, and other licensed professionals often have to report certain arrests or charges to their boards. Commercial drivers, people with security clearances, and some government employees may be subject to detailed reporting obligations in federal or state regulations. In these roles, your employer may be required to act if you are charged with a domestic violence offense, especially if your job involves safety, supervision of others, or firearms.
Union members may face a slightly different landscape. A union contract might protect you from immediate termination in some scenarios but still require you to report arrests or charges within a set time, such as 24 or 48 hours. Missing that deadline can complicate any grievance or disciplinary process. Public sector employees, such as city or county workers, may have policies tied to civil service rules or ethics codes that address criminal conduct and reporting.
Before you speak with your employer or HR, you should gather your offer letter, any employment contract, your employee handbook, and any licensing or certification documents that mention criminal conduct. At The Law Offices of Lance Fryrear, we routinely ask clients to bring these materials to a free consultation. We then walk through the language together, line by line, to understand what you are actually required to report and what remains a matter of choice.
When You May Choose Not To Disclose Your Lynnwood Arrest Right Away
Many workers in Lynnwood do not have contracts, licenses, or policies that require immediate disclosure of an arrest. If you are in that group, you may have more room to decide whether, when, and how to tell your employer about a domestic violence case. The absence of a reporting requirement does not mean you should never tell your employer. It means you can slow down, gather information, and make a decision with your lawyer instead of reacting impulsively over the weekend.
Rushing to explain everything can create problems you did not intend. In an effort to “be honest,” some people sit down with a supervisor and walk through the entire incident in detail. That conversation may be documented in an HR file. If the employer later lets law enforcement or the prosecutor see that file, your own words can be used against you. Even casual comments, such as “I lost my temper” or “we were both yelling and pushing,” can be twisted into admissions in court.
You also have to balance your instinct to stay silent with the risk of lying. If your boss asks a direct question, such as “Have you been arrested?” or “Are you facing criminal charges?” giving a false answer can damage trust and sometimes provide a separate reason for discipline or termination. There is a difference between declining to answer a question and telling an untruth. In some cases, it is better to say that you are dealing with a legal matter and have been advised not to discuss details, rather than denying that the arrest ever happened.
It is important to remember that your constitutional right to remain silent applies to police questioning, not everyday conversations at work. Your employer is generally not required to read you your rights before asking questions. However, anything you say at work can still end up in a police report, HR file, or witness statement. That is why we encourage clients to think of employer conversations as part of the larger case strategy, not separate from it.
At The Law Offices of Lance Fryrear, we regularly help clients decide whether to disclose a Lynnwood domestic violence arrest to their employer and, if so, how much to say. We look at your job, your policies, and the likely path of your case. Drawing from years of dealing with prosecutors and judges in local courts, we can often flag how certain statements might play out in the courtroom and help you avoid unnecessary risk while still preserving your employment when possible.
How A Domestic Violence Case Can Affect Your Schedule, Orders, And Ability To Work
Even if your employer never hears the word “domestic violence,” the case can still interfere with your job. In Washington, domestic violence cases often come with conditions that reach into your everyday life. Shortly after your arrest, you may appear in a local court that serves Lynnwood, where a judge can set release conditions and enter a no-contact order or protection order related to the alleged victim.
A typical no-contact order can forbid you from contacting the alleged victim in any way. That can be complicated if the person lives with you, works with you, or is linked to your children’s school or daycare. If you share a home, you may have to move out temporarily, which can affect your commute, your availability for certain shifts, or your ability to respond to work emergencies. If the alleged victim is a coworker, your employer may have to adjust schedules, change work locations, or temporarily separate you, even before the case is resolved.
Court obligations can also pull you away from work. Arraignments, pretrial hearings, evaluations, and domestic violence classes or counseling can all be scheduled during normal business hours. Judges who hear domestic violence cases involving Lynnwood residents understand that people need to keep working, and schedules can sometimes be adjusted, but not all hearings can be moved to evenings. You may need time off, schedule changes, or the ability to swap shifts, which may force you to give your employer some explanation.
In some cases, release conditions can limit travel, contact with firearms, or alcohol use. That can impact jobs that require travel to other states, carrying a weapon, or attending client dinners where alcohol is served. If your work involves entering certain homes, schools, or facilities, a no-contact or protection order might restrict access to specific addresses or types of locations. Overlooking these conflicts can lead to accidental violations of court orders, which can result in new charges or stricter conditions.
Because we routinely appear in domestic violence arraignments and review release conditions for clients who work in and around Lynnwood, we know how to explain your job situation to the judge and ask for conditions that are more compatible with your work. We can also help you map out which court obligations will interfere with your schedule and plan how to talk to your employer about time off in a way that protects your privacy while staying honest about your availability.
What To Say If You Decide To Tell Your Employer
Once you have reviewed your obligations and talked with a lawyer, you might decide that telling your employer is the right move. When you do, the way you handle that conversation matters. Your goal is to protect your job where possible while also protecting your legal rights and not making admissions that could hurt your defense. That starts with planning what you are going to say and where you will say it.
When you request a meeting, choose a private setting, such as a closed office with your direct supervisor or HR representative. This is not a conversation to have in a hallway or over a group chat. You do not need to bring your entire case file, but having a simple written outline can keep you from oversharing. Focus on the facts your employer needs to know to manage schedules, safety, and policies, not every detail of the incident or your relationship.
In many situations, it helps to acknowledge that there is a legal matter without describing the allegations in detail. For example, you might say something along these lines, after we have reviewed the language together in a consultation: “I was recently arrested in connection with a situation at home. I am working with a lawyer. I understand this is serious, and I have been advised not to discuss the details. There may be some court dates or requirements that affect my schedule, and I want to work with you to manage that.” This type of statement signals responsibility without conceding guilt.
You should avoid phrases that sound like admissions, such as “I snapped,” “I lost control,” or “I did something terrible.” Those statements can feel honest in the moment but may be interpreted as confessions later. Be especially careful about written communications. Long, emotional emails or messages can end up in your personnel file and can be very difficult to walk back in court. If your employer asks specific questions about the incident, it is usually better to say that you cannot discuss details while the case is pending than to try to answer every question on the spot.
At The Law Offices of Lance Fryrear, we often help clients prepare for these conversations in detail. After reviewing your charges, your employer’s policies, and any licensing requirements, we can suggest specific wording, role play questions you might face, and identify topics you should not address. This preparation not only protects your case, it also helps you feel more confident and less likely to panic and overshare when you are sitting across from your boss.
Common Mistakes That Put Your Job And Case At Risk
We have seen certain mistakes repeat themselves over and over in Lynnwood domestic violence cases, especially when people try to handle everything alone in the first few days. Avoiding these pitfalls can make a big difference for both your job and your criminal case. Many of them come from understandable instincts like wanting to apologize, explain, or prove that you are a good person.
One common mistake is ignoring a clear policy that requires reporting. For example, an employee handbook may say that you must report any arrest within 24 hours. Hoping the situation will go away, some people say nothing, only to have the employer find out later through a background check, court record, or word of mouth. At that point, the issue is not only the arrest but also the failure to follow a written rule, which can make discipline or termination more likely.
Another mistake is sending long, apologetic emails or texts to supervisors, coworkers, or the alleged victim using work systems. These messages often come from guilt or a desire to repair relationships, but they can read like confessions. If law enforcement or the prosecutor obtains those communications, they can be used as evidence against you. Posting about the incident or your charges on social media, especially from a device tied to your employer, can create a similar problem.
People also sometimes treat HR as if they were their personal counselor in a criminal case. While many HR professionals are compassionate, their job is to protect the company. Internal investigations, interviews, and notes are often very detailed. If your case later goes to trial, prosecutors may try to obtain HR records or call coworkers or supervisors as witnesses. Statements you thought were confidential, “venting” can become part of the official record.
Finally, doing nothing at all can be its own mistake. If your employer discovers the arrest through another source, such as seeing your name on a public docket or hearing about a police visit to your home, the lack of any communication from you may be interpreted as dishonesty. The safest path is usually not total silence or total disclosure, but a middle ground that respects your rights and your obligations. Drawing on more than 25 years and thousands of cases, we help clients find that middle ground instead of repeating patterns we know can backfire.
Why Talking To A Lynnwood Defense Attorney First Can Protect Your Career
A domestic violence arrest touches every part of your life at once. Your freedom, your family, your housing, and your job all feel like they are on the line, and decisions about one area can affect the others. Deciding what to tell your employer is not just an HR question. It is a legal strategy decision that should fit with how your defense is being handled in court and what you hope your life will look like when the case is over.
When you contact The Law Offices of Lance Fryrear after a domestic violence arrest in or around Lynnwood, we do more than explain your next court date. In a free consultation, we can review the charges, talk through how prosecutors in this part of Washington generally handle similar cases, look at your job duties and written policies, and map out possible employer reactions. We then help you decide whether disclosure is required, whether it is wise, and what approach gives you the best chance of protecting both your rights and your livelihood.
No attorney can promise to save your job or predict exactly how any individual employer will respond. However, having a plan, grounded in Washington law and real experience with domestic violence cases, almost always puts you in a stronger position than making rushed decisions alone. If you are facing a domestic violence arrest and are unsure what to tell your employer, you do not have to guess your way through the most important conversation of your career.
Call (425) 224-7075 today to talk with The Law Offices of Lance Fryrear about your situation before you walk into HR or your supervisor’s office.
