Family and domestic violence support

As Minister for the Prevention of Family and Domestic Violence, I am proud of the record investment made by the State Government to keep victim-survivors safe, hold perpetrators accountable, and stop violence before it starts. 

In July 2017, the Government committed to providing workplace support measures to public sector staff impacted by family and domestic violence. Heading this commitment was an additional paid leave entitlement for all staff including casuals. It also included specialised support for staff. The measures were to be incorporated into public sector industrial agreements as they were replaced.

More broadly, in 2023 the Government established the Family and Domestic Violence Taskforce to help guide the next phase of its commitment to addressing family and domestic violence. The Taskforce’s work informed the System Reform Plan which provides a blueprint for victim-survivor-focused supports that prioritise safety, wellbeing and recovery.

The plan envisages a service system response that is collaborative, connected and organised around victim-survivor safety, recovery and re-establishment. It builds on the strengths and resources of existing services to respond to family and domestic violence more effectively in the Western Australian community.

Additionally, in November 2024 legislation was passed to enshrine a prohibition on sexual harassment at work in WA employment laws. Eliminating these sorts of inappropriate behaviours from our workplaces remains a priority for the Government.

Thank you for recognising family and domestic violence as a workplace issue that can and should be addressed.

Promoting and reinforcing cultures and values of respect in the workplace will go a long way to preventing gender-based violence before it begins. 

Hon. Sabine Winton MLA

Minister for Prevention of Family and Domestic Violence

As the largest employer in this state – and the employer that exists to provide services to all Western Australians – the public sector must support those it employs who experience family and domestic violence.

Since 2020 we have done a lot across the sector to ensure our staff feel safe to seek help. Our employees who are experiencing family and domestic violence can access additional paid leave, speak to trained contact officers, and use the increased range of resources and services available. 

These actions are part of the public sector’s and agencies’ ongoing commitment to supporting the safety of employees who are victim survivors. We are making sure everyone who works with us can maintain their employment and participate safely in the workplace.

The information in this guide brings together those things we can do in our agencies and the people available to us as a sector to support staff experiencing this violence.

What it also endeavours to do is remind each of us the importance of the cultural change that may be needed in agencies and that we must model for our sector.

I particularly call on agency leaders to safeguard their staff who are central to delivering the important services we provide to people and communities across Western Australia.

Sharyn O’Neill PSM

Public Sector Commissioner

Family and domestic violence is a violation of human rights. 

This widespread health and social problem cuts across all cultural groups, ages, genders and sexual diversity groups, and socioeconomic levels.

It is legally defined as “violent, threatening or other behaviour by a person that coerces or controls a member of the person’s family, or causes the family member to be fearful” (Family Court Act 1997).

Family and domestic violence includes, but is not limited to:

• verbal or emotional abuse
• physical violence and/or sexual assault
• financial abuse
• technology-facilitated abuse
• coercive and controlling behavior.

It most commonly refers to violence and abuse against intimate partners but can also occur between siblings, adolescents, parents, family carers and relatives; and in culturally recognised family groups.

Aboriginal and Torres Strait Islander people recognise that perpetrators are not only intimate partners but also include people from familial, domestic and other relationships of mutual obligation and support. This includes mothers, fathers, children, aunts, uncles, grandmothers, grandfathers and cousins.

Some groups of people are at greater risk of family, domestic and sexual violence including:

• Aboriginal and Torres Strait Islander women
• young women
• pregnant women
• women separating from their partners
• incarcerated women
• women with vulnerable visas
• women with disability
• culturally and linguistically diverse women
• women in regional and remote areas
• women experiencing financial hardship
• people of diverse sexualities and genders.

Family and domestic violence is not an isolated incident but a sustained pattern of ongoing abuse that may escalate over a period of time. Victims are often unable to act on their own choices because of physical restraint, fear and intimidation.

• An estimated 30% of women in Western Australia have experienced physical, emotional or economic abuse by a cohabiting partner from the age of 15.
• Since 2014, Western Australia has had the second highest recorded rate of family and domestic violence related assault in Australia.
• Up to 82% of women did not contact police after the most recent assault by a current partner.

The impacts of family and domestic violence can be experienced by staff across all aspects of their lives and often result in unexpected costs and high stress on them that flow into workplaces.

Continuing paid work is critical in providing financial stability so staff can seek safety and recover. Workplace supports include access to paid leave for staff impacted by family and domestic violence and to employee assistance programs (EAPs). Other resources and services are also available to support public sector staff such as access to trained contact officers. These supports can help maintain the wellbeing, performance and productivity not only of affected staff but also their colleagues in the workplace. 

1. Leave arrangements

A comprehensive package to support people who have experienced family and domestic violence has been in place since 2017. Premier’s Circular 2021/11 and supporting implementation guidelines provide for:

• 10 days of non-cumulative paid leave in addition to existing leave entitlements
• reinforced flexible work arrangements and safety plan agreements
• continued access to employer sponsored confidential counselling services.

Leave can be taken as full or part days. Staff who exhaust the 10 days of leave can access up to 2 days of unpaid leave for each family and domestic violence occasion.

Employees may have further access to family and domestic violence leave under workplace policies or industrial agreements.

Staff experiencing family and domestic violence may need time away from work to make arrangements to keep themselves safe or attend appointments. This may be for:

• medical or legal appointments
• attending court dates and other legal proceedings
• looking after financial matters
• getting counselling through health practitioners or family and domestic violence support organisations
• relocating and moving
• making other safety arrangements
• attending to other compassionate or pressing matters relating to family and domestic violence requiring immediate attention and arising without notice.

2. Flexible work arrangements and modifications

Staff experiencing family and domestic violence may require flexible work arrangements and workplace modifications so they are safe and can deal with health, legal and financial matters, attend court and care for others.

Arrangements and modifications include providing quiet rooms for confidential conversations with service providers and legal representatives. In some cases changing, diverting or filtering telephone calls and emails may be needed for safety purposes.

Arrangements and modifications need to be considered by staff and managers together so everyone is confident in the arrangements.

Details of family and domestic violence contact officers and procedures need to be included on agency intranets and other places that can be accessed easily by all staff. 

3. Policies and procedures

Agencies need to have policies and procedures on family and domestic violence.

The Australian Human Rights Commission recommends policies, procedures and information for staff include a:

• plain English definition of family and domestic violence
• statement on the agency’s commitment to family and domestic violence related entitlements
• full explanation of workplace entitlements covered by relevant industrial clauses
• clear indication of where and how staff can access workplace procedures and support related to family and domestic violence.

Appropriate translations need to be available for culturally and linguistically diverse staff.

Agency policies on flexible work arrangements (including working from home) need to cover managing staff remotely, risks of family and domestic violence at home and in remote locations, and aspects of physical and mental health. 

4. Contact officers

Agencies need to appoint family and domestic violence contact officers to help staff by providing information about channels for support. They may inform managers of any arrangements with staff consent.

Contact officers may include human resources managers, case managers and grievance officers. They need to be trained so they have the skills and knowledge to recognise and respond to situations appropriately. A range of providers offer suitable training courses.   To find training providers, agencies can contact the Centre for Women’s Safety and Wellbeing. Training includes:

• awareness of family and domestic violence
• understanding confidentiality and privacy
• how to apply internal policies
• overcoming unconscious bias
• developing objectivity and impartiality
• maintaining professional distance and resilience.

Refresher training ensures awareness of latest practices. 

5. Safety plans

Where there is a risk from family or domestic violence to staff safety in the workplace, a safety plan needs to be developed and agreed to by the staff member and contact officer or manager.

The plan may include:

• establishing the level of risk using the Western Australian Family and Domestic Violence Common Risk Assessment and Risk Management Framework
• seeking advice from human resources or safety specialists
• reviewing and implementing specific safety and emergency systems and processes.

Safe Work Australia has information for employers on their responsibilities for staff safety in the workplace and how to manage risks of family and domestic violence.

The Australian Human Rights Commission has a workplace guide on domestic violence safety planning. 

6. Counselling and support services

It is important to remind staff experiencing or perpetrating family and domestic violence that they can seek professional counselling services through their agency’s employee assistance program (EAP), external support providers or referrals from medical practitioners. Family and domestic violence contact officers can also seek support through these avenues.

WorkSafe WA provides further information about employee assistance programs and where to find a provider.

7. Confidentiality and privacy

Workplaces must take all reasonable steps to ensure information disclosed by staff is kept confidentially and securely. Disclosure is on a need to know basis and only to maintain safety. Where possible, disclosure should only occur with the express consent of staff. Staff records of family and domestic violence leave are strictly confidential and only reported in de-identified ways.

Where safety is concerned, agencies should refer to their remits and responsibilities under statutory reporting obligations and requirements.

8. Disclosures

Staff are not to be discriminated against or victimised because of their disclosure of experiencing family and domestic violence. Disclosures are made in confidence to employers.

9. No tolerance for perpetrators

Agencies need to make it clear that there is no tolerance of staff who perpetrate family and domestic violence in or from the workplace. Such conduct may constitute a breach of agencies' codes of conduct and result in disciplinary action.

Counselling and referral services are available to help stop such behaviour. Information needs to be provided for perpetrators seeking to change their behaviours.

Champions of Change Coalition, founded by former Australian Sex Discrimination Commissioner Elizabeth Broderick, has resources which provide guidance on managing family and domestic violence situations. This includes a framework for workplace action on domestic and family violence.

10. Prepare the workplace to better understand the issue

Family and domestic violence is complex with people from many backgrounds affected in different ways. Understanding family and domestic violence issues not only raises awareness among staff but it also puts them in a better position to help themselves and/or support others. 

11. Support and resources

The Department of Communities maintains a comprehensive list of support services and emergency contacts including:

• WA Police
• services for Aboriginal and Torres Strait Islander people
• services for children and young people
• services for culturally and linguistically diverse people
• services for people of diverse sexualities and genders
• legal advice and assistance
• family and domestic violence and the workplace
• family and domestic violence and technology.

WorkSafe in Western Australia provides information and lists support services for employers and staff impacted by family and domestic violence.

Our Watch is a national leader in the area of prevention of violence against women and children in Australia. It has tools, resources, guides and videos.

The Australian Government has information on its Services Australia website.

National contacts

T: 1800RESPECT (1800 737 732)
Visit 1800RESPECT for more information.

Men’s Domestic Violence Helpline

T: 08 9223 1199 or freecall 1800 000 599
Visit Men’s Domestic Violence Helpline for more information.

Women’s Domestic Violence Helpline

T: 08 9223 1188 or freecall 1800 007 339
Visit Women’s Domestic Violence Helpline for more information.