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.
Last updated October 24, 2025
Suitable for Australia
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What is a family and domestic violence leave policy?
What is a family and domestic violence leave policy?
When should you use a family and domestic violence leave policy?
When should you use a family and domestic violence leave policy?
What should be in a family and domestic violence leave policy?
What should be in a family and domestic violence leave policy?
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Frequently asked questions
What is a family and domestic violence leave policy?
keyboard_arrow_upWhen should you use a family and domestic violence leave policy?
keyboard_arrow_upWhat should be in a family and domestic violence leave policy?
keyboard_arrow_upWho is eligible for leave under this policy?
keyboard_arrow_upHow is confidentiality handled for employees taking this leave?
keyboard_arrow_upWhat evidence may be required to access this leave?
keyboard_arrow_upWhat are the main limitations of this policy?
keyboard_arrow_upWhat steps should an employee take if they need to use this leave?
keyboard_arrow_upView Sample Family and Domestic Violence Leave Policy
The Legal Risk Score of a Family and Domestic Violence Leave Policy Template is Low
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.
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