Your frontline manager doesn’t need to be a social worker. But they do need to know what to do when someone says: “I’m not safe at home.”
The ACTU’s 2024 Senate submission makes it clear — Australian workplaces are on the front line of responding to domestic and family violence (DFV), whether they realise it or not. Every week, workers show up carrying trauma, control, fear, or harm. And too many workplaces respond with confusion, inconsistency, or silence.
This blog is your practical roadmap — based on the ACTU’s lived-experience-informed submission — for what every organisation can start doing, now, to create a safer workplace for people experiencing DFV.
✅ First Things First: What a DFV-Ready Workplace Looks Like
According to the ACTU, a safe and supportive workplace is one where:
- Workers can safely disclose DFV and seek support
- Managers and HR staff respond appropriately and consistently
- Leave is available — and accessible
- Employment is stable and predictable
- Systems are trauma-informed, confidential, and survivor-centred
But these don’t need to be lofty goals. You can take tangible, meaningful steps this month.
🛠 10 Practical Tools and First Steps
1. Audit Your DFV Leave Policy
Under the NES, all employees — including casuals — are now entitled to 10 days paid FDV leave. But policy is only step one.
Ask:
- Is it visible and communicated?
- Do workers know how to access it?
- Is it easy to apply — or are there paperwork barriers?
- Can it be taken flexibly (e.g. hourly)?
First step: Create a one-page explainer and share it widely.
2. Establish a Safe Disclosure Protocol
Workers should know exactly:
- Who they can talk to
- What happens when they disclose
- How confidentiality is maintained
- What the limits are (e.g. safety concerns)
First step: Draft a simple “what happens if you tell us” guide. Make it survivor-centred.
3. Train Managers and HR in First Response
The ACTU found that inconsistency in responses causes real harm. One manager might be supportive, while another avoids the topic or overreacts.
Your people leaders need:
- Clear scripts (“Thank you for telling me. You don’t have to go through this alone.”)
- Boundaries (“I’m not here to counsel — but I can help connect you.”)
- Referral tools (leave, EAP, security, flexible work, etc.)
First step: Roll out basic DFV first responder training for all people managers.
4. Offer Flexible Work Options
Flexibility can mean safety. Survivors may need to:
- Attend court or counselling
- Relocate urgently
- Change shifts or locations
- Work from home
But flexibility shouldn’t depend on the manager’s goodwill.
First step: Embed DFV-specific flexibility options in your policy and train leaders on how to apply them.
5. Partner with a Specialist DFV Service
The ACTU recommends formal workplace partnerships with DFV services. This ensures:
- Survivors can access expert help (not just general EAP)
- Staff know where to refer people
- Your policies are survivor-informed
First step: Reach out to a local DFV organisation to build a referral pathway or staff education plan.
6. Remove Unnecessary Evidence Barriers
The ACTU reports survivors being asked to “prove” their abuse before accessing leave. This is traumatic and unnecessary.
Best practice is:
- Trust the disclosure
- Accept self-declaration or minimal documentation
- Avoid requiring police reports or court orders
First step: Update your leave policy to allow self-certification, and communicate this clearly.
7. Create a DFV Workplace Safety Plan Template
Some workers may face direct safety threats at work. A safety plan can:
- Adjust work hours or location
- Change contact information
- Limit public-facing roles
- Involve security or IT
First step: Develop a template in collaboration with WHS and security teams.
8. Ensure Support for Casual and Insecure Workers
Casual workers are more likely to:
- Be financially dependent
- Lose shifts for disclosing
- Miss out on protections
Even with the new NES leave, many still fear job loss.
First step: Review how your systems protect casuals, and make sure protections are made visible to them.
9. Build Survivor Voice Into Policy Review
Policies that aren’t informed by lived experience risk missing the point.
Consider:
- Consulting survivor advocates
- Inviting feedback on how safe your systems feel
- Reviewing anonymous disclosures or exit data
First step: Build a feedback loop into your DFV policy review cycle.
10. Normalise the Conversation
The ACTU submission includes stories of workers who never spoke up — because “you just don’t talk about that here.”
Changing that means:
- Leaders naming DFV in meetings
- Including DFV in onboarding and induction
- Celebrating people who champion safe culture
First step: Have your CEO issue a short statement reaffirming the organisation’s commitment to supporting workers impacted by DFV.
🧠 Closing Insight: It’s Not About Being Perfect — It’s About Being Prepared
Most organisations won’t get everything right straight away. But harm doesn’t come from imperfection — it comes from inaction.
The ACTU submission makes it clear: people are already navigating DFV in your workplace. The only question is whether they’ll be met with silence — or support.
