Domestic and Family Violence Doesn’t Stay at Home
Domestic and family violence (DFV) affects millions of Australians each year. While it may occur behind closed doors, its impacts reach far beyond the home — including into our workplaces. Employers, HR leaders and executive teams must start treating DFV not just as a personal issue, but as a workplace health and safety (WHS) concern with legal, cultural, and economic implications.
In this article, we unpack why DFV is a workplace issue, what risks it presents, and what Australian employers can do to respond.
The Statistics You Can’t Ignore
According to the 2021-22 Personal Safety Survey (PSS) by the Australian Bureau of Statistics (ABS):
- 1 in 4 women (23%) has experienced violence by an intimate partner since the age of 15.
- Over 2.2 million Australians have experienced physical or sexual violence from a partner.
- DFV remains a leading driver of homelessness, absenteeism, and long-term health impacts.
Importantly for workplaces:
- Two-thirds of victim-survivors are in paid work.
- 80% do not access DFV leave, even where it exists (Monash University, 2023).
How DFV Shows Up at Work
DFV doesn’t just affect someone ‘after hours.’ It follows people into the workplace in real, tangible ways. Some common signs include:
- Absenteeism and presenteeism: repeated lateness, time off, or being distracted at work
- Performance issues: concentration loss, withdrawal, reduced output
- Safety concerns: abusers may harass or stalk victims at work (calls, visits, threats)
- Team impacts: colleagues may carry the emotional burden or not know how to help
Some DFV survivors report changing jobs or careers entirely to escape their abuser or avoid stigma. That has a serious cost for individuals — and businesses.
Legal and WHS Implications
DFV is now recognised as a workplace risk under Australian WHS law. Under the Work Health and Safety Act 2011, employers must eliminate or minimise risks to health and safety, so far as is reasonably practicable.
That includes psychosocial risks — which the Safe Work Australia Code of Practice (2022) explicitly names DFV as an example of. Inaction may open employers to claims of negligence, discrimination, or unfair dismissal if a victim-survivor is unsupported and penalised.
It’s not just good ethics. It’s a compliance issue.
The Cost of Doing Nothing
DFV costs Australian businesses over $2 billion each year in lost productivity, absenteeism, turnover, and rehiring (KPMG, 2016).
- One case of unfair dismissal linked to DFV can cost $30,000 to $450,000.
- The replacement cost of a mid-level employee is $20,000 to $100,000+.
And then there’s the hidden cost: reputational damage, team burnout, and the moral failure of leaving someone unsupported in crisis.
The Human Cost
Behind every statistic is a person — often a woman, but also men, LGBTQ+ people, migrant workers, and First Nations staff. When someone discloses DFV at work and is met with silence, confusion, or blame, the harm compounds.
When someone is believed, supported, and empowered? Their chance of safety and recovery increases dramatically.
It’s a Business Issue. It’s a Culture Issue. It’s Your Issue.
If you’re in leadership, HR or People & Culture, it’s not enough to hope no one on your team is affected. Statistically, they are. The question is whether they feel safe enough to seek help.
Employers have a unique opportunity to be early responders. But to do that, they need:
- Clear, practical policies
- Trauma-informed education for managers
- Visible, accessible support channels
How to Start
- Acknowledge that DFV is a workplace issue — say it out loud.
- Review your policies — are they survivor-friendly, or just legal-speak?
- Train your people — especially managers, who are often first responders.
- Map your employee experience — where are the gaps? Who’s falling through them?
- Partner with experts — like Capyble, who specialise in building whole-of-business capability.
In Summary
Domestic and family violence is not a ‘private matter.’ It’s a national crisis with real workplace consequences. And it’s time employers treated it that way.
Inaction is not neutral. It’s a risk.
The good news? You don’t need to get it perfect. You just need to get started.
Capyble can help. We work with organisations across Australia to build trauma-informed, action-oriented workplace systems to prevent and respond to DFV.
Start here: capyble.com
