Family and domestic violence (DFV) touches every corner of Australian society—including the workplace. For many victim-survivors, a job offers economic security, social connection, and, at times, the only safe place away from abuse. In February 2023 the National Employment Standards began phasing in 10 days of paid DFV leave for all employees (in place for small-business staff since 1 August 2023) Fair Work Ombudsman.
Yet policies alone are never enough. Leaders, HR teams, and co-workers play a critical role in recognising warning signs, responding safely to disclosures, and embedding a culture of respect. Below, Acorn EAP outlines practical steps to help employers become a genuine lifeline.
1. Understand Your Legal & Ethical Obligations
| Key Obligation | What it Means for Employers | Action Items |
| 10-day paid DFV leave | Full-time, part-time and casual staff can access 10 days every 12 months, up-front and not pro-rated Fair Work Ombudsman | Update payroll codes; brief payroll & managers; add leave request procedures that protect confidentiality |
| Safe Work duty of care | Under WHS laws, employers must provide a safe workplace and manage foreseeable risks—including DFV spill-over threats | Incorporate DFV risk into WHS assessments and emergency plans |
| Privacy obligations | Health information and DFV disclosures are highly sensitive | Limit disclosure to “need-to-know,” store records securely, use pseudonyms in rosters if needed |
2. Recognise the Warning Signs
Victim-survivors rarely disclose unless they feel safe. Training managers and trusted peers to spot red flags is therefore vital. The Fair Work employer guide lists common indicators, such as:
- sudden drops in performance or attendance
- unexplained injuries or frequent medical appointments
- increased phone calls / texts causing distress at work
- noticeable anxiety, hyper-vigilance, or social withdrawal Small Business Employer Guide to Family and Domestic Violence Fair Work Ombudsman
No single sign confirms abuse, but patterns warrant a private, supportive conversation.
3. Respond Safely to a Disclosure (The L.I.F.E. Framework)
| Step | What to Do | Why it Matters |
| L—Listen without judgment | Offer a quiet space; use open-ended questions; avoid pressing for details | Builds trust and minimises retraumatisation |
| I—Inquire about immediate safety | “Are you safe to go home tonight?” “Do you need help calling 000?” | Ensures life-threatening risk is prioritised |
| F—Facilitate support & leave | Explain DFV leave entitlements; offer flexible hours or remote work; provide taxi vouchers if needed | Removes practical barriers to seeking help |
| E—Escort to specialist services | Provide 1800 RESPECT (1800 737 732) and local support contacts; offer Acorn EAP referral | Connects employee to expert counselling and safety planning 1800RESPECT |
Important: Never contact or confront a perpetrator, and do not promise absolute confidentiality—you must explain any legal limits (e.g., imminent risk, child safety).
4. Build Safety Planning into HR Policies
Safety planning is a dynamic process that helps keep a victim-survivor safe at and around work. Practical measures include:
- Switchboard & reception alerts—flag protection orders so security won’t allow the perpetrator on-site.
- Parking & transport adjustments—provide well-lit parking, escorts, or ride-share credits for safer commutes.
- Technology safeguards—mask caller-ID for work calls, scrub personal details from staff directories.
- Roster changes—adjust start/finish times or work locations to avoid stalkers.
1800 RESPECT hosts free safety-planning checklists employers can adapt 1800RESPECT.
5. Embed the New DFV Leave Entitlement
- Update HR documents: enterprise agreements, employee handbooks, intranet FAQs.
- Automate confidentiality: configure payroll so DFV leave shows as generic “special leave.”
- Promote uptake without stigma: run awareness campaigns, manager toolkits, and staff webinars.
- Track usage patterns (anonymously): this helps evaluate policy effectiveness and informs additional supports.
6. Cultivate a Respectful Workplace Culture
Policies thrive only in respectful cultures. Consider:
- Regular training: partner with Acorn EAP or organisations such as Our Watch for bystander and respect-at-work workshops assets.ourwatch.org.au.
- Visible leadership commitment: executives sign a DFV workplace pledge; mark Respect@Work or 16 Days of Activism with internal campaigns.
- Inclusive language & visuals: update posters, onboarding videos, and manager guides to reflect zero tolerance for violence.
- Bystander empowerment: encourage staff to speak up about sexist jokes or controlling behaviours that normalise violence.
7. Support Managers & Colleagues
Vicarious trauma is real: hearing repeated DFV stories can affect employee wellbeing 1800RESPECT. Provide:
- Manager debriefs with EAP clinicians.
- Peer support circles for HR / WHS staff handling disclosures.
- Clear escalation pathways so no manager feels solely responsible.
8. How Acorn EAP Can Help
- Confidential counselling (phone, video, face-to-face in some locations) for employees and immediate family.
- Critical-incident response if violence spills into the workplace.
- Manager consults on DFV conversations, leave approvals, and safety plans.
- Policy review & training—from DFV leave rollout to bystander intervention workshops.
Explore Acorn EAP’s tailored workplace programs here.
9. Final Thoughts
Domestic and family violence is not a “private matter” when its impacts walk through your office door. By recognising warning signs, responding with empathy, embedding the 10-day DFV leave, and making safety planning routine HR practice, employers can truly be a lifeline—protecting lives, retaining talent, and fostering a culture of dignity and respect.
If you are in immediate danger, call 000. For confidential counselling, contact 1800 RESPECT (1800 737 732). For workplace support, reach out to Acorn EAP. Together, we can create safer, more supportive workplaces for everyone.
