Yesterday (7 December) Labor introduced a private member’s bill to provide women access to 10 days of paid domestic violence leave under the National Employment Standards (NES).

The Fair Work Amendment (Ten Days Paid Domestic and Family Violence Leave) Bill 2020 calls for an increase to the existing entitlement in the NES from five days of unpaid domestic and family violence leave to 10 days of paid leave per year.

Shadow Minister for Families and Social Services Linda Burney introduced the Bill siting a number of employers who already provide paid family violence leave including Medicare, CUB, Telstra, NAB, Virgin Australia, IKEA, Qantas and the NSW Government.

“Income and financial capacity are key determinants to whether a woman is able to escape family or domestic violence,” she said.

“In leaving abuse or violence, women incur significant time and financial costs including finding a new place to live; seeking legal support; receiving medical treatment; or enrolling their children in a new school.”

According to a 2016 KPMG report it is estimated that violence against women and children costs the Australian economy $22 billion annually with $860 million attributed to absenteeism from paid and unpaid work and the inability to perform household tasks and voluntary work.

The proposed entitlement would be available to all employees including casuals, and the full entitlement would be available at the start of each 12-month period of employment.

The Bill also aims to:

• enable an employee and employer to agree that additional paid or unpaid leave can be taken in addition to the 10 days paid domestic and family violence leave
• clarify and expand the reasons for which a person can take paid domestic and family violence leave to make sure people can take practical and necessary steps to protect their immediate and future safety
• tighten the confidentiality provisions to remove any uncertainty about the handling of personal employee information in the workplace.

AREEA’s position

There are obvious benefits to the employer, the employee, the employee’s children and to the broader community if those who are experiencing domestic violence can maintain their employment.

While these benefits are well known and assist with escaping domestic violence, it is AREEA’s view that there is nothing precluding employers from applying their own additional domestic and family violence policies and practices.

AREEA is aware of many resources and energy employers who have policies and initiatives in place to support people in their workplace who experience domestic and family violence.

AREEA and its national workforce gender diversity initiative, Australian Women in Resources Alliance (AWRA), are available to assist members in this area.

For more information or to find out how AWRA can support you and your organisation, contact us today at [email protected].