From 1 August 2023, employees including part time and casual of small businesses with less than 15 employees can access 10 days of Domestic and Family Violence (DFV) paid leave. So, what does this mean to you as an employer? What is best practice, how do you recognise DFV, and how do you support your employees?

Many people still hold the belief DFV is a private matter and are hesitant to become involved even though the effects of DFV extend outside the home. Increasingly, workplaces are recognising personal problems can affect their employees’ job performance and the organisation’s bottom line.

Perpetrators may use tactics to undermine the confidence, employment, and financial security of the victim/survivor, where they can become more dependent on the perpetrator. Such harassment and threats, or perceived threats, can be enough for a victim/survivor to leave their employment through fear or embarrassment as to how their employer and colleagues will react to the situation.

Some victims/survivors are forced to resign from their jobs for personal safety reasons or because they were forced to stop working by the perpetrator. Loss of job security, and therefore loss of financial independence, compounds the problems victims/survivors must overcome when dealing with DFV.

Being aware of potential signs and risk factors of DFV can assist workplaces to take appropriate measures to prevent it from escalating at work. As with other wellbeing concerns, early identification of an employee experiencing difficulties will more likely lead to appropriate help being offered. This in turn could mean that the employee is able to deal with the situation more effectively; also minimising the impact on the workplace.

Having an effective policy and practice response to DFV in the workplace that provides support for victims/survivors can mean the difference between staying in an abusive situation and taking action to address it. However, it is important to ensure that the right support is in place before launching any policy that informs employees it is safe to disclose. Good Policies and Procedures are developed with the involvement of all stakeholders or their representatives.

To assist employers in how to recognise and help employees that maybe experiencing DFV as well as understanding the new employer legislation for Domestic and Family Violence paid leave coming into effect on August 1, Integreat Queensland are holding a FREE Employer breakfast about Domestic and Family Violence (DFV) paid leave and the new legislation in Rockhampton and Gladstone.

Funded through the Safer Pathways program by the Department of Social Services and held appropriately during Domestic and Family Violence Prevention Month in May, with guest speakers from Community Services Industry Association, the Services Union, and local Domestic and Family Violence support organisations, the breakfast will give employers real solutions and tools to help you navigate this important topic.

Dates:
•     Gladstone Friday 12 May 2023: Venue to be confirmed.
•     Rockhampton Wednesday 31 May 2023: CocoBrew Rockhampton

For more information or to register by phone, please call 07 4900 1617 or email contactus@integreatqld.org.au