Supporting Employees Through Domestic and Family Violence Leave

When an employee chooses to disclose that they are experiencing domestic or family violence, they are placing enormous trust in you. How you respond can have a genuine and lasting impact on their safety, their wellbeing, and their ability to move forward.

This guide is here to help you feel confident and prepared - because supporting your people through difficult times is one of the most meaningful things you can do as an employer.

Understanding Domestic and Family Violence Leave

Under the Fair Work Act 2009, all employees in Australia - full-time, part-time, and casual - are entitled to 10 days of paid Family and Domestic Violence Leave each year.

This leave exists to give employees the time and space they need to take important steps toward safety. It can be used to attend court or police appointments, arrange safe housing or relocation, access counselling or medical care, and develop safety plans for themselves or their children.

Knowing this entitlement exists - and communicating it clearly and compassionately - is one of the most practical ways you can support someone in need.

Respecting Privacy and Confidentiality

Confidentiality is not just good practice - it is essential. Information shared by an employee about their situation should only be passed on to those who genuinely need to know, such as HR or payroll, and all records should be kept secure.

Reassuring your employee that their privacy and their role are protected goes a long way. Something as simple as:

"I'll keep this between us and support you however I can"

can help build the trust and sense of safety they need to take the next steps.

Responding with Care

You don't need to have all the answers. What matters most is that you listen, and that you respond with kindness and without judgement.

When an employee discloses domestic or family violence, some of the most powerful things you can say are also the simplest:

• "I believe you."
• "Thank you for trusting me."
• "How can we make things easier for you at work right now?"

Avoid asking for unnecessary details or proof. Your role is to support - not to investigate.

Creating a Safe and Supportive Workplace

Flexible, understanding workplaces make a real difference to people navigating incredibly difficult circumstances. Small adjustments - such as temporary changes to working hours, duties, or contact information - can provide an employee with the breathing room they need to focus on their safety and recovery.

Where available, refer employees to your Employee Assistance Program (EAP) or other wellbeing services. And remember: you don't have to manage this alone. Connecting your employee with specialist support is one of the most valuable things you can offer.

Support Available

The following services offer free, confidential advice and support for both employees and employers navigating these situations:

• Fair Work Ombudsman - information about family and domestic violence leave entitlements: www.fairwork.gov.au
• In an emergency, always call 000
• The Family Co. - our specialist domestic and family violence workers are here to provide tailored support, safety planning, and guidance for your employee
• Training - if you'd like to build awareness and understanding of domestic and family violence in your workplace, The Family Co.offers specialist workplace training. Reach out to us to find out more.

Your Role Matters

Behind every disclosure is a person showing extraordinary courage. Your empathy, your discretion, and your willingness to offer flexibility can genuinely change the course of someone's life.

Together, we can build workplaces where everyone feels safe, supported, and valued - because stronger workplaces help build stronger communities.

If you'd like to know more about how The Family Co. can support your organisation, or if one of your employees needs specialist assistance, we'd love to hear from you.

Get in touch with The Family Co. 🌐 www.thefamilyco.org.au 📧 [email protected] 📞 02 9528 2933