Since 1 February 2023, all non-small business employees in Australia are entitled to 10 days paid domestic violence leave. Employees of small businesses (15 staff or less) will be entitled to paid domestic violence leave from 1 August 2023.
To find out more about what family and domestic violence is and how you can get help if you’re experiencing violence, you can visit our information page here.
All employees of non-small business employers can access 10 days of paid family and domestic violence leave each year. This includes part-time and casual employees. A ‘non-small business’ must have 15 or more employees.
The entitlement to paid family and domestic violence leave comes from the National Employment Standards (NES), which sets out the minimum employment standards for employees working in Australia. Your employment conditions may be covered by an Enterprise Agreement. All enterprise agreements must contain at least these minimum standards, or they can provide even better entitlements. If your employer has told you that you are not eligible for family and domestic violence leave, we strongly recommend that you contact us here.
For small business employees (businesses with less than 15 employees), 10 days paid leave will be available from 1 August 2023. Until then, small business employees are still able to access 5 days unpaid family and domestic violence leave.
This leave is available to all employees, including part time and casual employees.
You can take family and domestic violence leave if you are a ‘national system employee’ employee and you:
Some examples of reasons you can take family and domestic violence leave include:
Employees are eligible for the 10 days paid leave from 1 February 2023 or 1 August 2023 depending on your employer (see above), or, if you start work after these dates, you are eligible for it from your first day of employment.
The 10 days renews every year from the anniversary of the your commencement date at work, not the anniversary of 1 February/1 August 2023.
Example: Sonja commenced with her large employer on 12 November 2022 as a casual. On 1 February 2023 she was immediately eligible for 10 days paid family and domestic violence leave. In June 2023, Sonja has to use 5 days of this leave. On 12 November 2023, Sonja remaining 5 days are ‘cleared’, and she is now eligible for another 10 days paid leave.
Any unused leave does not carry over into the next year.
When taking family and domestic violence leave:
If you need to take family and domestic violence leave, you need let your employer know as soon as possible. It’s OK if you can only let them know after the leave has started. You also need to tell your employer how long you expect the leave to last.
Your employer can ask you to provide reasonable evidence that the leave was taken to deal with an issue related to family and domestic violence. Types of evidence can include:
Your employer must ensure that the notice you give them, and any evidence you provide your employer are treated confidentially.
What about my payslip? Will that record why I took the leave?
If you take family and domestic violence leave, your payslip must not mention paid family and domestic violence leave, this is important for your safety.
Instead, this leave must be recorded as either ordinary hours of work, or another kind of payment such as an allowance, bonus or overtime payment.
If you need to take family and domestic violence leave but feel worried about talking to your employer or would like some help to talk to your employer, we recommend that you contact us for free and confidential advice.
Your workplace may have their own policies about family and domestic violence that provide additional support to the National Employment Standards. We recommend that you check whether your workplace has an enterprise agreement or any specific policies to support employees who are experiencing family and domestic violence.
You can also contact the following services for help:
If you’re under 25 and you have a question about domestic violence leave that we haven’t answered, please ask us a question here and we can give you some free information and advice.
You can also visit the Fair Work Ombudsman website here.
This page was last updated in February 2023.
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