Workplace Family and Domestic Violence Support: A Guide for Small Businesses

Written By Regina

According to the Australian Bureau of Statistics, it has been estimated that approximately “41% of Australians have experienced violence since the age of 15, including 31% of women and 42% of men who have experienced physical violence, and 22% of women and 6.1% of men who have experienced sexual violence” (Personal Safety, Australia, 2021-22 financial year | Australian Bureau of Statistics). These are staggering and sobering statistics.

For most people experiencing family and domestic violence, the workplace represents a sanctuary - a space of safety, purpose, and economic stability. Yet this sanctuary can be compromised without proper workplace family and domestic violence support systems. As a small business employer, your response isn't just about being compassionate — it's critical for both employee wellbeing and organisational health and stability.

What Is Family and Domestic Violence

Family and domestic violence operates as an intricate ecosystem of controlling behaviours, manifesting in various forms:

  • Physical violence: Hurting, restraining, sleep deprivation, property damage

  • Emotional coercion: Creating fear, name-calling, "gaslighting," systematic control

  • Financial control: Restricting access to resources, monitoring spending

  • Social isolation: Severing connections to support networks, stalking

  • Technological abuse: Digital harassment, monitoring communication

  • Cultural sabotage: Undermining religious practices or cultural identity

Recognising Domestic Violence Signs at Work

Like ripples in water, family and domestic violence can create visible patterns in employee workplace behaviour. Recognising the potential signs at work requires attentiveness from managers and leaders to:

  • Unexplained absences or chronic lateness

  • Sudden productivity decline

  • Physical injuries without clear explanation

  • Withdrawal from workplace relationships

  • Anxiety, distraction, or emotional volatility

  • Distressing personal communications during work hours

These indicators are certainly not definitive proof of family or domestic violence. However, they certainly warrant compassionate, careful attention — not judgment or hasty conclusions.

Fair Work Family and Domestic Violence Obligations

Understanding your Fair Work family and domestic violence obligations creates the foundation for meaningful support. Under Australian legislation:

  • Eligible employees can access up to 10 days of paid family and domestic violence leave annually. This entitlement extends to full-time, part-time, and casual employees

  • Employees may request flexible working arrangements

  • Employers must maintain strict confidentiality, including specific pay slip protocols

  • Businesses have a duty of care regarding workplace safety

These aren't just compliance requirements — they're essential tools for supporting vulnerable team members.

Supporting Employees Through Family and Domestic Violence: A Framework

1. Create Safety Nets

Prepare your organisational ecosystem before crisis strikes:

  • Develop a small business family and domestic violence policy

  • Establish safety protocols and response procedures, such as implementing a safety plan template

  • Create confidential, accessible communication channels for raising concerns

  • Build connections with external support services, such as EAP providers

2. Initiate Empathetic Dialogue

When concerns arise, approach conversations with compassion:

  • Secure a private, confidential space for discussion

  • Use open-ended questions: "I've noticed some changes lately. How are things going?"

  • Practice active listening without judgment or advice-giving

  • Respect autonomy - let employees guide the conversation and next steps

3. Implement Practical Support Mechanisms

Translate policy into meaningful action:

  • Clearly explain family and domestic violence leave entitlements and flexible arrangements

  • Develop individualised workplace safety plans

  • Facilitate connections to specialised external services, such as support helplines and EAP providers

  • Maintain rigorous confidentiality protocols

  • Establish appropriate follow-up processes

Crafting an Effective Family and Domestic Violence Policy

Your family and domestic violence policy serves as your organisation's compass when navigating these complex situations. Essential elements include:

  • Clear definitions and recognition of various violence forms

  • Guidance for managers on identifying signs and initiating support

  • Detailed leave entitlements and approval processes

  • Confidentiality safeguards and limitations

  • Risk assessment procedures and safety planning templates

  • Comprehensive resource lists and support pathways

The Business Case for Workplace Family and Domestic Violence Support

Implementing robust support frameworks delivers tangible organisational benefits:

  • Enhanced productivity and engagement

  • Reduced absenteeism and turnover costs

  • Reduce legal risks

  • Strengthened workplace culture and reputation

  • Improved organisational resilience

Your Role in Creating Safer Workplaces

Family and domestic violence represents a societal challenge where employers hold unique power to interrupt cycles of harm. By implementing workplace support, you're not just meeting compliance requirements — you're creating a genuine sanctuary where employees can maintain dignity, economic security, and pathways to safety.

Remember: Your informed response may represent the critical difference between someone remaining trapped in danger or accessing life-changing support.

Further Support Services

Regina
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