POL0114—Domestic Violence and Family Leave Policy

Domestic Violence and Family Leave Policy

The Domestic Violence and Family Leave Policy demonstrates the Company’s commitment to supporting employees experiencing domestic or family violence. Recognising that such situations can impact both personal and professional life, this policy aims to provide employees with the resources, support, and flexibility they need to navigate these challenges while maintaining their employment and well-being.

Because support during challenging times makes a difference.

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Why Your Organisation Needs This Policy

Because Compassion Fosters Resilience

Supporting employees during times of crisis helps them feel valued and empowered to overcome challenges.

Because Workplace Well-Being Matters

Providing appropriate support ensures employees can focus on their safety and recovery without compromising their employment.

Because Empowerment Builds Loyalty

When employees feel supported, they remain committed to their roles and contribute positively to the organisation.

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What the Policy Covers

1. Purpose and Scope

This policy applies to all employees experiencing domestic or family violence. It outlines the support mechanisms available to ensure employees can continue their employment and manage their personal circumstances.

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2. Support and Leave Entitlements

Access to Paid and Unpaid Leave

• Employees are entitled to paid domestic violence leave to manage personal safety, seek legal assistance, attend court, or access support services.
• Unpaid leave may be granted if additional time is required beyond the paid leave entitlement.

Flexible Work Arrangements

• The Company supports flexible work options, including adjusted hours, remote work, or modified duties, to accommodate the needs of employees experiencing domestic or family violence.

Access to Support Services

• Employees are encouraged to access Employee Assistance Programs (EAP), which provide confidential counselling and support services.
• The Company will provide information on community resources and legal support to assist employees in navigating their situation.

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3. Confidentiality and Privacy

Respect for Privacy

• All discussions and documentation related to domestic violence will remain confidential.
• Information will only be shared on a need-to-know basis with the employee’s consent or when required by law.

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4. Roles and Responsibilities

Managers and Supervisors

• Provide a supportive environment where employees feel safe disclosing their circumstances.
• Facilitate access to leave, flexible work arrangements, and support services.
• Maintain confidentiality and handle all disclosures with sensitivity and professionalism.

Human Resources

• Ensure employees are informed of their entitlements and the resources available under this policy.
• Assist with implementing flexible work arrangements and managing leave applications.
• Monitor the effectiveness of the policy and make necessary adjustments to meet employee needs.

Employees

• Notify the Company of their situation when seeking support or leave under this policy.
• Engage in discussions about accommodations and participate in planning for flexible arrangements, if necessary.

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5. Preventive Measures and Awareness

• The Company will provide training for managers and supervisors to recognise signs of domestic violence and respond appropriately.
• Awareness campaigns will educate employees about domestic violence, available support services, and their entitlements under this policy.

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Why This Policy Works

It Puts Employee Well-Being First

By offering tangible support, the policy ensures employees can prioritise their safety and recovery.

It Promotes Workplace Stability

Supporting employees helps them stay engaged and productive during difficult times.

It Builds a Compassionate Culture

Demonstrating care and understanding fosters trust and loyalty among employees.

It Aligns with Legal Obligations

Providing leave and support ensures compliance with relevant workplace laws and regulations.

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Benefits of This Policy

• Improved Employee Retention: Employees are more likely to stay when they feel supported.
• Boosted Morale: A compassionate policy creates a positive and inclusive workplace culture.
• Enhanced Reputation: Supporting employees during crises reflects the Company’s values and commitment to well-being.
• Legal and Ethical Compliance: Ensures the Company meets its obligations while promoting fairness and equity.

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Take the First Step Toward a Supportive Workplace

Implement the Domestic Violence and Family Leave Policy to empower employees and create a compassionate, resilient organisation.

By adopting this policy, your organisation demonstrates its commitment to employee well-being, safety, and inclusivity. Because every employee deserves support during life’s most challenging moments.

If you have a question, please contact us.