Family and Domestic Violence Leave Policy
This Family and Domestic Violence Leave Policy can be used to support your employees in the event that they are a victim of violence by a family member, spouse or other intimate partner. This Policy can also be used to ensure clarity around your employee’s leave entitlements if they are a victim of family and/or domestic violence.
4.2 (5 reviews)
Last updated December 20, 2024
Under 3 minutes
Suitable for Australia
Written by
Edwin Montoya Zorrilla
Reviewed by
Damin Murdock
Document Overview
This Family and Domestic Violence Policy outlines who is eligible for such leave, along with the procedure in place for taking such leave. It also addresses the confidentiality of such matters, as well as alternate options that may be considered by the employee if they need additional leave or flexibility.
Use this Policy if:
- You want to provide clarity on who is eligible for Family and Domestic Violence Leave and what the entitlement is;
- You want to ensure that your employees are aware of any process, notification and evidence requirements relating to such leave;
- You need to ensure that your employees can be safe at home, and feel supported in the event of any family and/or domestic violence; and
- You need to protect your Company from any potential disputes or claims relating to such leave, by ensuring that all employees, including managers, have been advised of who is eligible for such leave and the required process.
The Legal Risk Score of a Family and Domestic Violence Leave Policy Template
Our legal team have marked this document as low risk considering:
- The document may not specify the exact process or evidence required for verifying the need for leave, which could lead to inconsistencies in how the policy is applied.
- The policy does not detail the consequences for misuse of the leave, potentially leaving room for exploitation without clear repercussions.
- The policy is dependent on the discretion of the company to provide additional support beyond the stated 10 days, which might result in unequal support for employees depending on their circumstances or the interpretation of the policy by different administrators.
Overall, this document appears to offer a fair level of protection and support for employees dealing with family and domestic violence, which is a positive aspect compared to many other types of employment documents that might not address such personal issues. However, the lack of detailed procedural content and the reliance on employer discretion could introduce variability in how the policy is implemented, which might be a concern for users seeking consistent and predictable support.
Family and Domestic Violence Leave Policy Checklist
Complete your free Family and Domestic Violence Leave Policy with our checklist
Contact Designated Representative
Reach out to the designated contact person as soon as reasonably possible to advise them of the need for leave and the expected duration.
Provide Required Evidence
Submit any reasonable evidence required by the company to verify the need for domestic and family violence leave.
Review Additional Support Options
Consider exploring additional support options such as taking personal/carers leave or requesting flexible working arrangements as outlined in the policy.
Maintain Confidentiality
Ensure that all communications and documentation related to the leave are handled confidentially, respecting the privacy of the individual involved.
What does this Policy cover?
- Eligibility requirements for family and domestic violence leave;
- The process, notification and evidence requirements in place for taking such leave;
- Additional leave or flexibility options that may be available to employees who are victims of family or domestic violence; and
- The Company’s commitment to supporting employees who are experiencing family or domestic violence.
Further information:
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