Family and domestic violence support

Guidance
A guide for public sector agencies to create safe workspaces for their staff
Last updated:

Call 000 now if you, a child or another person is in immediate danger.
Call police on 13 14 44 to report an incident of family and domestic violence.
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From the Minister

Simone McGurk

As Western Australia’s first Minister for Prevention of Family and Domestic Violence, I am proud of the range of supports and initiatives that the Government has put in place for victims of family and domestic violence.
A particular focus has been to do more in workplaces – including public sector agencies – because the reality is that family and domestic violence touches many lives and, in turn, has a significant impact on the safety, wellbeing and productivity of staff.

The Australian Bureau of Statistics report of 2017 shows more than 60% of women experiencing violence from a current partner are working. Often the workplace is the only safe space where individuals can access support and have freedom and autonomy.

In July 2017, the McGowan 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. 

I am very pleased that family and domestic violence leave provisions have been incorporated into 46 public sector industrial agreements, and will be included in the remaining six as they are renegotiated. At critical times, when public sector staff who are victims of family and domestic violence need to feel safe and be supported, agencies are providing a range of services. 

I gratefully acknowledge the continued efforts of the Public Sector Commission in supporting public sector agencies to ensure their workplaces are safe spaces. This leadership, combined with practical supports such as this resource, are important in promoting the necessary change that means victims can feel comfortable to seek help knowing they will be believed and supported. 
Unfortunately, family and domestic violence continues to be a significant and concerning issue for our State so our efforts must remain strong and concerted. 

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 also go a long way to preventing domestic violence in the future. 


Hon Simone McGurk MLA
Minister for Prevention of Family and Domestic Violence; Community Services

From the Commissioner

Public Sector Commissioner Sharyn O'Neill

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

We have done a lot across the sector in the last few years to help create work environments where our staff feel safe to seek help. We have a new category of leave, we have trained contact officers, and we have more resources and services.  

We have done this because it is our responsibility – a collective responsibility for agencies, the sector, the community and the State as a whole – to make 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 those we have available to us as a sector to support staff experiencing this violence. What it also endeavours to do is bring to the minds of 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
Public Sector Commissioner

Understanding what constitutes family and domestic violence

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 defined as ‘violent, threatening or other behaviour by a person towards a family member of the person, or any behaviour by the person that coerces or controls the family member or causes the family member to be fearful’ (adapted from the Restraining Orders Act 1997 and 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.

  • In 2018, Western Australia recorded the highest number of family and domestic violence related homicide offences in Australia.
  • In 2016, one in five Western Australian women reported experiencing partner violence since the age of 15. 
  • WA police data shows that in 2017–18 there were almost 3,400 breaches of family violence restraining orders issued in relation to victims who were women and girls.

The workplace as a safe space

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.

Specific leave and other workplace supports are available for public sector staff who are victims. Continuing paid work is critical in providing financial stability so staff can seek safety and recover. In addition, support can help maintain the wellbeing, performance and productivity not only of affected staff but also their colleagues in the workplace.    

1. Leave arrangements

In 2017, the WA Government introduced a comprehensive package to support victims of family and domestic violence. Premier’s Circular 2021/11, supported by detailed implementation guidelines, provides for: 

  • 10 days 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 leave can access up to two days unpaid leave for each family and domestic violence occasion. 

Staff experiencing family and domestic violence may need time away from work to make arrangements to keep themselves safe or attend special appointments, for example:

  • going to 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 with 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 assist 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. 

To find suitable training providers, agencies should telephone the Women’s Council for Domestic and Family Violence Services (WA) on 9420 7264.  

Training includes:

  • awareness of family and domestic violence 
  • understanding confidentiality and privacy
  • knowledge about applying 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:

Safe Work Australia has information for employers on their responsibilities to staff safety in the workplace, including working from home when there are 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 family and domestic violence that they can seek professional counselling services through agency employee assistance programs, external support providers or referrals from medical practitioners. 

Contact officers can also seek support through these avenues..

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 disclosures of experiencing family and domestic violence. Disclosures are made in confidence to employers.

9. No tolerance for perpetrators

Agencies need to make clear that there is no tolerance of staff who perpetrate family and domestic violence in or from the workplace, including through technology. 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 behavior. Information needs to be provided for perpetrators seeking to change their behaviours.

Male Champions of Change, founded by former Australian Sex Discrimination Commissioner Elizabeth Broderick, has a toolkit which provides guidance on managing situations where a member of staff has (or is alleged to have) used family and domestic violence.

10. Prepare the workplace to better understand the issue

Family and domestic violence is complex, with many people from many backgrounds affected in different ways. Getting to understand 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. 

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.

Support and resources

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

  • 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. 

For more resources and national contacts:
T: 1800RESPECT (1800 737 732)

Men’s Domestic Violence Helpline:
T: 08 9223 1199 or freecall 1800 000 599

Women’s Domestic Violence Helpline:
T: 08 9223 1188 or freecall 1800 007 339