A Practical Business Approach for the new Family & Domestic Violence Regulations
The most notable update to the regulations for Paid Family & Domestic Violence Leave beginning to come into effect on February 1st is that employees facing this issue will have access to 10 days of paid leave. This issue requires much more than simply administering leave though.
It’s important for businesses to have policies and procedures implemented to support workers who may be experiencing this issue. On top of that, employers and management need to understand how to broach this subject with someone they suspect may be experiencing abuse and how to handle that dialogue with sensitivity and understanding.
Here's a rundown of procedures to implement and how to provide support:
#1 – Learn the Signs
Signs that an employee might be experiencing domestic abuse include:
· Unexplained injuries.
· Decreased productivity.
· Frequent lateness or absence.
· Changes in behaviour.
#2 – Start a Conversation
If you are noticing an employee showing signs of potential abuse, then initiate a conversation with courtesy and respect. You can bring the subject up by explain how you are worried or concerned about them. Take it slow and make sure they know they have your support.
#3 – Listen Without Judgement
If someone experience family or domestic violence decides to talk about what they’re facing. It’s important to listen without being judgemental, offering advice or trying to suggest solutions for the issue. Actively listening is more likely going to help you understand what they need.
#4 – Believe the Victim
It’s common for victims of family and domestic violence to feel like no one will believe them if they told someone about what they’re facing. Affirming that you believe them and offering assurances is a great way of helping them feel supported.
#5 – Offer Support and Resources
Sometimes victims don’t know where to go or how to seek help. You can help them find support and resources for the likes of shelters, social services, attorneys, and counsellors.
#6 – Help Form a Safety Plan
Facing family or domestic violence is hard and victims often feel trapped in their situation with no way out. By helping to create a safety plan that includes a safe place to go, a code word to alert friends or family and a ‘go bag’ with essential things can assist to make sure they know they’re not trapped.
#7 – Implement Policies
With the update to regulations around family and domestic violence coming into effect on February 1st, it’s important that your company has policies and procedures in place around how to support employees who are dealing with this issue.
#8 – Train Your Managers
Make sure every member of your management team knows the signs to look for, how to initiate a conversation if they are concerned for an employee and the support and resources they can provide.
Victims may also need a reason to be away from home so they can seek the support they need.
#9 – Record Keeping
With paid leave for family and domestic leave now in effect. Employers are obligated to keep thorough record keeping and evidence around this leave.
#10 – Payroll Update
Given the sensitive nature of this issue and the leave that may need to be taken. Having a specific designation or title for this leave in your payroll systems allows victims to not be concerned about others finding out about the issue they’re facing.
The updated regulations to Family & Domestic Violence Leave start to come into effect on February 1st 2023.
WorkPro's 'Family & Domestic Violence' eBook is a complete and practical resource to help employers navigate this critical workplace issue. It covers the finer details of the Paid Family & Domestic Violence regulations, practical strategies, evidence documentation and important Work, Health & Safety considerations.
