The Federal government looks set to introduce 10 days paid domestic violence leave into legislation for all employees. Predicted to come into effect by the end of the year, it’s a move supported by the Fair Work Commission and welcomed by unions and advocates. In a recent report, the Australian Bureau of Statistics disclosed that in a year, 2.2 million Australians experience physical and/or sexual violence from a partner and 3.6 million Australians experience emotional abuse from a partner, meaning Domestic Family Violence (DVF) is not an issue that should be ignored, and is something that will certainly impact people at work.
A workplace can offer a haven away from an abuser for a person experiencing Domestic and Family Violence (DFV). But knowing how to understand, recognise and respond to DFV is still an issue that many employers struggle with. With this in mind, it’s important that business owners are proactive in developing and implementing a DFV policy that includes:
- Definition of domestic violence and the purpose of the policy
- A clear description of the entitlement available and how employees can access it
- Details on who within the business should be approached for advice on the entitlement
- How enquiries will be dealt with and guidance for those addressing enquiries, including appropriate responses and behaviour
- Guidelines on what to do if an employee feels unsafe onsite or is concerned for the safety of other workers
- Referral information to services such as 1800RESPECT, the national sexual assault, domestic violence counselling service or EAP
- Confidentiality of information
A DFV policy on its own, however, is not enough without education and training for the people who are likely to receive disclosures, such as management and HR. Employers should look to train relevant personnel in understanding the basics around domestic violence and the referral pathways and professional organisations best equipped to deal with DFV. Education also has a more general benefit in breaking down taboos and explaining to everyone why DFV is a workplace issue; the idea is not to make everyone a DFV expert, but to raise overall awareness.
Practical measures can also be put in place as part of a safety plan which should always be done in collaboration with the employee. These might include setting up separate accounts for pay to go into, changing any contact details for the employee, or providing time off if the employee needs it. But it has to be driven by what the employee needs, not what the employer assumes is going to help.
It’s important to remember that it is not the role of the employer to take responsibility for the employee removing themselves from the DV situation. Unfortunately, the nature of the DV cycle means that often people don’t leave, or at least don’t leave the first time, so this process may need to be repeated and employers should be aware of this. Business owners should aim to create a safe and supportive space for employees without judgement, and with the understanding that the DV dynamic is a highly complex matter.
If you are considering implementing DFV polices, processes and training in your workplace but aren’t sure how to navigate this complex issue, or have any questions at all, get in touch with our team who can assist. Find our articles helpful? Remember to follow us on Facebook, Instagram or LinkedIn to keep up to date with our practical tips and information for business owners and managers.