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Support for employees affected by domestic and family violence

Queensland Government public service employees affected by domestic and family violence (DFV) can access support options, including a minimum of 10 days paid leave, counselling from employee assistance programs (EAP), flexible work arrangements, and workplace and role adjustments, where appropriate.

10 days paid leave

Under Directive 04/15 Support for employees affected by domestic and family violence, employees affected by DFV can access a minimum 10 days paid leave per year.

Employees do not have to use other leave entitlements before accessing this leave, and it can be taken as consecutive days, a single day, or part of a day.

This leave is in addition to the other support options available.

Learn how to apply the directive.

Special Leave directive

Under Directive 01/16 Special Leave, the chief executive can approve paid or unpaid discretionary leave for reasons that may include DFV.

Learn how this complements the DFV directive.

Industrial Relations Act 2016

Under the Industrial Relations Act 2016, state and local government employees can access paid and unpaid leave for DFV.

Learn how this complements the DFV directive.

Leave documentation

Employees affected by DFV may not be able to provide documentation to support their request for leave or other support options. Access to support should not be denied in the absence of documentation.

There may be some circumstances in which further information might reasonably be sought from the employee in order to provide adequate support with their consent. Any related communications must be conducted in a sensitive and non-judgmental manner. Any documentation must be returned to the employee unless the employee requests otherwise.

Confidentiality

Employees have the right to choose whether, when and to whom they disclose information about being affected by DFV. Information disclosed by an employee in relation to DFV is to be kept confidential, except to the extent that disclosure is required or permitted by law.

Responses to disclosures should be handled in a supportive, sensitive, and non-judgmental manner.

Support services

Employees affected by DFV can access free and confidential counselling services through their agency EAP. Managers can also access the program to seek advice on supporting staff affected by DFV.

Employees are not expected to counsel their colleagues but refer them to the appropriate networks for support and counselling. The DFV referral reference pack provides examples of support services available, in addition to support and counselling available through EAP.

Download the DFV referral reference pack.

See the list of community support services for domestic and family violence.

Flexible work arrangements 

Employees affected by DFV can access flexible work arrangements.

Find out more about flexible work options.

Safety in the workplace

DFV is an issue that can extend to the workplace and affect an employee's safety, attendance and performance.

An individual DFV risk assessment and workplace safety plan (DOCX, 419 KB) (DOCX, 836 KB) helps assess the risks and the level of support needed to assist an employee affected by DFV. The safety plan should be developed with the employee on a case-by-case basis to:

  • reflect their specific circumstances and needs
  • take into account their role and the workplace environment
  • list the precautions to be undertaken to support their safety
  • identify the changes to their working arrangements to protect them and colleagues
  • include any other information required to ensure their safety in the workplace.

The Workplace risk management guide (DOCX, 419 KB) supports agencies to identify, assess and manage workplace risks associated with DFV.