McCabes News
The Fair Work Commission has introduced unpaid domestic violence leave into all industry and occupational awards, effective 1 August 2018. Subject to meeting evidentiary requirements, award-covered employees are now entitled to family and domestic violence leave.
As part of the four-yearly review of modern awards, the Fair Work Commission has introduced a model family and domestic violence (FDV) leave clause in each modern award. The clause entitles award-covered employees up to five days of FDV leave per year.
Award-covered employees may take up to 5 days of unpaid leave per year if they are experiencing FDV and need to do something to deal with the FDV that is impractical to do outside their ordinary hours of work. For example, an employee may access FDV leave to make arrangements for their safety or the safety of another family member (including relocation), attend urgent court hearings or access police services.
The entitlement is non-cumulative and is available in full at the beginning of each 12-month period of employment. The entitlement is also not pro-rated, meaning all employees, including part-time employees and casuals, are entitled to five days of FDV leave per annum.
FDV is defined by the model clause as ‘violent, threatening or other abusive behaviour by a family member of an employee that seeks to coerce or control the employee and that causes them harm or to be fearful’.
In order to take FDV leave, employees must provide evidence that would satisfy a reasonable person that the leave is taken for the purpose of dealing with FDV. The model clause provides examples of such evidence, including a document issued by the police, a court or a family violence support service, or a statutory declaration.
Employers have an obligation to take steps to ensure that information provided to the employer remains confidential, unless disclosure is required by law or is necessary to protect the life, health or safety of the employee or another person.
Workers who are covered by enterprise awards, enterprise or other registered agreements or State reference public sector awards are not be impacted by these changes. Similarly, award and agreement-free employees do not have a statutory entitlement to FDV leave at this time. However, employees who do not have a FDV leave entitlement may be able to access other leave entitlements if they are experiencing FDV.
Some employers have introduced their own FDV leave schemes for employees experiencing domestic violence. These schemes include paid leave, flexible work arrangements and counselling services. Where an employer already has a FDV leave scheme in place, or introduces one, an award-covered employee will be entitled to the more generous scheme.
The Federal Government has indicated its intention to amend the Fair Work Act 2009 (Cth) to provide all national system employees with access to FDV leave, ensuring a consistent safety net for national system employees experiencing FDV.
While many have hailed the introduction of FDV leave as a significant step towards assisting victims of FDV to remain in the workforce, some have called for Australia to follow recent introductions in New Zealand and offer paid FDV leave. Given employees would be required to forgo income in order to take FDV leave, questions have been raised as to whether the Fair Work Commission’s cautious regulatory response goes far enough to assist victims.
The Fair Work Commission will revisit the issue of FDV leave again in 2021, when it is expected that it will consider whether modern awards should provide for paid FDV leave.
In response to the introduction of FDV leave in modern awards, employers of award-covered employees should ensure their workplace policies and leave processes align with the new entitlement.
In anticipation of the Federal Government amending the Fair Work Act 2009 (Cth), some employers may now look to implement a FDV leave scheme in their organisation. Any such scheme should be drafted carefully to ensure that a balance exists between providing support for those affected by FDV and the employer’s capacity to provide that support.
McCabes’s team of employment law specialists can assist with your questions about FDV leave and help you to incorporate the new entitlement into your organisation’s leave policy and other HR documentation.