If You’re Not Sure Where to Begin — Start Here
Domestic and family violence (DFV) is complex, sensitive and confronting. But building a workplace that actively prevents and responds to DFV doesn’t have to be. In fact, there are small, practical steps every organisation can take — today — to make a difference.
This blog offers five simple, effective actions your workplace can take to begin creating a safer, more supportive environment for employees impacted by DFV.
1. Include DFV in Manager and Leader Training
Managers are often the first people employees turn to when something is wrong — but very few feel equipped to respond to disclosures of violence.
What to do:
- Add DFV response training into regular manager development
- Teach how to spot behavioural warning signs (like absenteeism or withdrawal)
- Practice how to respond with care: no fixing, just listening and offering options
Why it matters: A trauma-informed manager is a powerful protective factor. They don’t need to be counsellors — just safe, calm connectors.
2. Make Your Policies More Survivor-Friendly
Many companies now offer DFV leave. But how policies are written and shared matters just as much.
What to do:
- Use plain, compassionate language in your policies
- Avoid overly legalistic or accusatory tones
- Make the policy visible (e.g., in onboarding, on the intranet, on payslips)
- Allow flexible use of DFV leave: for court dates, moving house, counselling
Why it matters: A policy that is too hidden, too cold, or too inflexible won’t get used. The policy only helps if employees feel safe to access it.
3. Create an Internal DFV Resource Page
A single, trusted source of information makes it easier for someone in crisis to act.
What to include:
- Who to contact internally (e.g. HR lead, trained support contact)
- How to access DFV leave
- External support lines (e.g. 1800RESPECT, Lifeline, local services)
- Reassurance about confidentiality and non-retaliation
Why it matters: When someone is overwhelmed or in danger, clarity and ease matter. A centralised hub saves lives.
4. Review Your Workplace Culture and Environment
DFV thrives in silence. A respectful, inclusive workplace culture can disrupt that silence.
What to do:
- Display visible commitments to safety (e.g. Respect@Work posters, awareness weeks)
- Encourage leaders to speak openly about safety and inclusion
- Make space for employee voice: anonymous surveys, listening sessions
Why it matters: Workplaces that talk about DFV help remove the stigma. The goal isn’t perfection — it’s openness.
5. Map the Employee Lifecycle for Intervention Points
Think beyond policy. Every stage of the employee experience is a chance to show care or enable harm.
What to look for:
- Job ads: do they reflect your commitment to safety?
- Onboarding: are new hires informed of their rights?
- Performance reviews: do managers check on wellbeing?
- Exit interviews: do you ask why someone really left?
Why it matters: DFV is more than an HR line item. It shows up across recruitment, leadership, team dynamics and exits. The earlier you intervene, the safer your people are.
In Summary
Supporting employees impacted by DFV doesn’t have to be overwhelming. It can start with just one conversation, one policy rewrite, or one resource link.
If you don’t know what to do — it’s okay. Start with care. Start with visibility. Start with asking, “what would make it easier for someone to speak up here?”
Capyble works with organisations to build whole-of-business capability around DFV support. Whether you need training, policy help, or a roadmap — we’re here.
Explore tools and support: capyble.com
