Small businesses want to support them, but many feel unsure how.
By Dr Sarah Cotton
Family and Domestic Violence (FDV) is not an issue that sits outside the workplace. One in four Australian women, and many men and gender-diverse people, will experience family and domestic violence in their lifetime. That reality includes the staff of nearly every small business.
Since August 2023, all employees, including casuals, in businesses of all sizes have been entitled to 10 days of Paid FDV leave each year. Recent findings from the Flinders University Independent Review show that employers are committed to support staff experiencing violence but often feel unsure about how to respond, what the law requires or how to navigate a conversation that may be emotional or unexpected.
Without the benefit of a HR team, many employers are handling these moments in isolation. The fear of misstepping, breaching privacy, over-questioning, or inadvertently causing distress, can leave employers hesitant at the time when clarity and support matter most.
The impact isn’t theoretical. Lived experience advocate Cathy Oddie sought time off to attend court for a Family Violence Intervention Order hearing. The response she received from her employer, which included a request to document her time in hourly detail and have it signed by a court registrar, added stress to an already traumatic situation. She eventually left that employer. Experiences like Cathy’s show how a well-intentioned but ill-informed response can create further harm and result in the loss of valued staff.
To address this gap, there is tailored guidance on 10DaysPaidFDVLeave.com.au, a one-stop website to support small businesses understand and administer paid FDV leave in their workplaces. Included among the resources is an induction resource for casual workers explaining the entitlement in clear terms, and conversation simulations to help small business leaders learn how to respond while maintaining professionalism and boundaries. The entire site aims to help employers respond with care while keeping professional boundaries, ensuring employees feel safe and supported without needing to act as a counsellor or legal expert.
Small businesses are uniquely placed to create supportive environments. Their teams are close-knit, and conversations often happen directly between people who often know one another well. A considered response in these moments can make a big difference, build trust and help an employee stay connected to their workplace.
The policy exists. The guidance is available. The new resources provides clarity, confidence, and practical tools for employers, helping them meet their obligations while supporting staff through difficult circumstances.
