INSIGHTS Paid domestic and family violence (DFV) leave
This resource sets out the evidence for paid domestic and family violence (DFV) leave.
In Australia, all employees are now entitled to 10 days of paid family and domestic violence leave each year, including full-time, part-time and casual employees. The Fair Work Amendment (Paid Family and Domestic Violence Leave) Bill 2022 came into effect in 2023 and increased the leave entitlement to 10 days within a 12-month period and extended the definition of family and domestic violence to include conduct of a current or former intimate partner of an employee, or a member of an employee’s household.
For more information, see Family and domestic violence leave (Fair Work Ombudsman).
Drawing upon ANROWS research as well as wider sources, this summary of the evidence highlights the importance of employment as a crucial pathway for women escaping violent relationships. Paid DFV leave can help to minimise disruption to incomes while women end violent relationships, as well as reduce the adverse financial impacts of violence against women.
This resource will answer the following questions:
- How does domestic and family violence impact workplaces?
- What are employers’ legal obligations?
- Are other leave provisions suitable in domestic and family violence situations?
- What are the benefits of paid domestic and family violence leave?
- Is paid domestic and family violence leave suitable for perpetrators?
- What else can workplaces do?
This resource supports employers and workplaces to understand the how policies relating to domestic and family violence leave could assist their employees, and translates the findings of the “Building effective policies and services to promote women’s economic security following domestic and family violence” (Cortis & Bullen, 2016) project.
Suggested citation
Australia’s National Research Organisation for Women’s Safety. (2019). Paid domestic and family violence (DFV) leave: Summary of the evidence. Sydney: ANROWS.